Job Title: Director of Human Resources and Corporate Compliance Officer Department: Human Resources Reports To: Assistant Vice President and Chief Human Resources Officer Level: 11 Prepared Date: July 5, 2016
SUMMARY This position works closely with the President on corporate compliance and risk management. Responsible for the overall processes of corporate compliance, succession planning, staffing and recruitment, training and development, and talent management. Works closely with the Assistant Vice President in driving excellence in human resources initiatives that support the University’s strategic plans, goals and objectives. P rovides assistance in other areas of human resources when needed.
ESSENTIAL DUTIES AND RESPONSIBILITIES
- Handles corporate compliance and risk management for a broad range of processes including planning, directing and coordinating activities for the University in alignment with institutional policies, ethical and regulatory standards.
- Implements university wide and departmental compliance programs to prevent illegal, unethical or improper business practices.
- Manages the University Hotline for employee complaints. Solicits, evaluates and responds to complaints and problems related to the Corporate Responsibility Program (CRP). Conducts investigations and recommends discipline and appropriate corrective action, as needed.
- Addresses all communications, reports and investigations relative to an existing or potential legal dispute to Legal Counsel to assert and preserve the attorney-client privilege as to such communications, reports and investigations.
- Implements the CRP and proactively drives, leads, and develops compliance related education, insight and training. Makes recommendations to the leadership regarding standards, practices, and criteria relevant to compliance issues at the University.
- Works with appropriate individuals to develop and implement standards of conduct, policies and procedures, and internal systems and controls to ensure compliance with legal and regulatory requirements. Determines and implements appropriate strategies and approaches to promote compliance with the CRP requirements.
- Implements modifications to the CRP and its associated compliance policies and procedures to ensure compliance with the program, including detecting and preventing any potential violations. Investigates suspected accidental or intentional misconduct under the CRP.
- Monitors and reviews internal and external audits and investigations related to the CRP to identify deficiencies and implement corrective action. Conducts an annual risk assessment to and identify compliance weaknesses and risks that may require the establishment of new (or enhancement of existing) internal compliance controls, policies and/or education and training.
- Prepares periodic compliance reports and an annual report to the BOT describing the CRP compliance efforts undertaken during the preceding year, and identifying any changes necessary to improve the Program. Also reviews audits and reports of the CRP prepared by independent auditors.
- Responsible for creating and implementing training programs and overseeing the development of careers through talent management and succession planning processes. Sets performance metrics, evaluates productivity, and helps workers create long-term career plans within the organization
- Evaluates the needs of the University and designs and plans training programs and talent management processes for employees of the University.
- Provides development education for leadership of the University as needed.
- Responsible for the overall staffing and recruitment process. Trains management in interviewing and provides critical feedback on candidates. Assists to onboard new employees to the University.
- Serves as the Chair of the University Corporate Responsibility Committee (UCRC) and participates with various University committees as assigned.
- Other duties as assigned.
SUPERVISORY RESPONSIBILITIES Carries out supervisory responsibilities in accordance with the organization’s policies and applicable laws. Responsibilities may include interviewing, hiring and training; planning, assigning and directing work; addressing complaints and resolving problems.
QUALIFICATIONS The above statements reflect the general responsibilities of the position and should not be construed as a detailed description of all the work requirements that may be inherent in this position. To perform this job successfully, an individual must be able to perform each essential duty satisfactorily. The requirements listed below are representative of the knowledge, skill, and/or ability required.
EDUCATION AND EXPERIENCE Bachelor’s degree required, master’s degree preferred. Must have least five (5) to ten (10) years related experience and/or training. Progressive human resources experience along with prior investigative and managerial experience. Must have a strong foundation in developing and implementing policies and procedures and positioning an all-inclusive and broad human resources organization. Thorough knowledge of compliance and employment related state and federal regulations to include but not limited to affirmative action, EEO, ADA, COBRA, FLSA, FMLA, HIPAA. Understands and monitors the newest strategies and tactics relating to human capital management and maintains knowledge of legal requirements and government reporting regulations affecting the human resources function. Demonstrated ability to communicate effectively with employees at all levels. Experience working in a higher education setting a plus. Working knowledge of Microsoft Office database applications.
Job Type: Full-time
Required education:
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