Job Standard for HR Growth Team, Assistant Director
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- The Job Overview, Level Scope, Minimum Qualifications and Essential Job Functions are specific to this job’s competencies and cannot be edited.
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- update/change the purpose to add in department specific information,
- add key responsibilities to the 35% of the time, specific to your department needs,
- add a preferred qualifications section
- post the position using the business title
The statements on this job standard are intended to describe the general nature of the role and level of work being performed. They are not intended to represent an exhaustive list of all responsibilities, duties and skills required of the employee.
Employee Relations Manager Overview
- Person Group: Professional
- Job Code: 75588
- Pay Grade: P13
- FLSA Status: Exempt
- Career Level: Assistant Director
- Family: Human Resources
- Function: Employee Relations
This position is responsible for managing and supporting the assessment of organizational needs and the design, implementation and evaluation of programs that create and maintain a positive and rewarding work environment. Facilitate the professional development and continuous learning of team members, ensuring employees feel valued and invested in their work. Oversee the policies, procedures, and performance management activities, developing and improving programs related to employee morale and satisfaction.
Manages a large team typically consisting of both experienced professionals and subordinate Managers. Focuses on tactical and operational plans with short to mid term focus; significant responsibility to achieve broadly stated goals through subordinate Managers. Determines objectives, directs programs, develops strategies and policies, manages human, financial, and physical resources, and functions with a high degree of autonomy. Requires broad management and leadership knowledge to lead a project or program teams in one dept/job family. Proactively assesses risk to establish systems and procedures to protect organizational assets. Determines campus strategies for a program with campus wide impact.
Bachelor’s Degree and 7 years of relevant experience, including 3 year of managerial experience, or equivalent progressively responsible professional experience.
Knowledge, Skills, and Abilities
- Functional knowledge of Title I and Title II of the ADA, Title VI and Title VII of the Civil Rights Act of 1964, Age Discrimination in Employment Act (ADEA), Family and Medical Leave Act (FMLA), Uniformed Services Employment and Reemployment Rights Act (USERRA) , Fair Labor Standards Act (FLSA) and related state and federal regulations
- Ability to establish and maintain effective working relationships with employees, management, and various agencies at all levels of the organization;
- Ability to motivate, develop and direct staff, knowledge of supervisory practices
- Excellent presentation and facilitator skills. Excellent verbal and written communication skills.
- Excellent interpersonal skills with the primary focus on interacting with employees and organizational management. The ability to foster trust with employees.
- Understanding of concepts and methods of data collection.
- Ability to compose and present comprehensive reports.
- Ability to acquire a thorough understanding of the organization’s hierarchy, jobs, qualifications, compensation practices, and the administrative practices related to those factors.
- Ability to evaluate and research training and development options and alternatives.
- Excellent leadership skills.
60% of Time the HR Growth Team, Assistant Director must:
- Accurately assess employees’ needs, evaluate feedback, and translate those into actionable recommendations to improve an organization’s work environment.
- Leads and facilitates the employee relations program and related functions.
- Demonstrate a clear commitment to the importance of employee engagement and growth, managing complex internal and external teams and relationships.
- Plans, directs, and administers the Boise State University performance management program. Including but not limited to employee discipline notices, separation notices, severance agreements, and related documentation.
- Communicates with employees regarding employee relations concerns; provides guidance and recommendations for resolution of issues.
- Fosters and promotes use of human resources services
- Proposes and makes recommendations to the Boise State policy committee for changes and improvements to the university employee policy handbook.
- Set strategies and support the university by integrating and successfully deploying a wide range of communications and outreach capabilities.
- Effectively communicate and present information to the organizations of the importance of listening to employees and making improvements.
- Leads the design, development and implementation of programs, policies and strategies tailored to meet organizational development (OD) needs and program goals.
- Evaluates strategies and programs to measure the achievement of established goals.
- Assists managers and supervisors in understanding and implementing company policies related to performance, discipline, and related topics.
35% of Time the HR Growth Team, Assistant Director
Determined by department needs
5% of Time the HR Growth Team, Assistant Director
Perform other duties as assigned
Work Environment and Physical Demands
Some positions may involve frequent bending, moving, lifting, and carrying material weighing up to 50 pounds; some positions may involve moving, lifting, and carrying material weighing up to 70 pounds; standing up to eight hours each day; working in all weather conditions; exposure to high noise levels and require wearing hearing protection.
Not applicable for HR Growth Team, Assistant Director
Additional training/education or equivalent experience, as well as business need, are required for movement into higher level jobs.
Incumbent must perform the essential duties and responsibilities with or without reasonable accommodation. The above statements are intended to describe the general nature and level of work. Final employment offers are contingent upon a Final Candidate’s successful completion of a Background Verification, and a determination by the University that the information derived from the Background Verification does not disqualify the individual. In addition, a Financial History Check and Motor Vehicle Record (MVR) Check may be required.