Southwestern Community College District (SWCCD) is committed to meeting the educational goals of its students in an inclusive environment that promotes intellectual growth and develops human potential. We are the leader in equitable education that transforms the lives of students and communities.

SWCCD employees are collegial and collaborative. They demonstrate the highest degree of professionalism, integrity and respect when interacting with students, colleagues, leadership and members of the Jaguar community. Our employees actively honor and respect diversity to foster a safe and welcoming community where all are inspired to participate and realize a sense of belonging.

Incumbents exhibit an equity-minded focus, responsiveness, and sensitivity to and understanding of the diverse academic, socioeconomic, cultural, gender identity, sexual orientation, and ethnic backgrounds of community college students, and employees, including those with physical or learning disabilities, and successfully foster and support an inclusive educational and employment environment.

Description

SUMMARY DESCRIPTION

Under the general direction of the Executive Director of Human Resources, oversees, plans, organizes, and manages the Districts Human Resources Operations, Recruitment, Human Resources Information Systems (HRIS), and Employment Services departments, in alignment with the mission, vision, values, and goals of the division and District. Employees in this classification may supervise the work of professional, technical, and clerical staff and do other work as assigned.

DISTINGUISHING CHARACTERISTICS

The Director of Human Resources is an unrepresented management classification which has responsibility for management and overall quality/effectiveness of broad and multiple District-wide departments within the Human Resources Division. This classification requires strong leadership, management, and communication skills as well as high level problem-solving skills and the ability to participate effectively in the decision-making process. This classification also requires a high degree of professional knowledge in the areas of HR operations, recruitment, and employment. This classification is distinguished from the lower-level Human Resources Operations Manager by the complexity of the assignment and having management responsibility of diverse programs while the latter's focus is on supervision of specific operations. 

Qualifications

 

EDUCATION AND EXPERIENCE

Minimum Qualifications:
A Bachelors degree in human resources management, business administration, public administration, or related field
AND 
Five (5) years of professional human resource experience, three (3) years of which must have been in a supervisory capacity.

Preferred Qualifications:

• Five (5) years of supervisory experience in a public agency.
• Professional license or certification in human resources (examples: SHRM, PHR, SPHR, CHRP, PSHRA, CHRM, CPDM)

• One year of experience is equal to 12 months of experience at 40 hours per week. Applicable part-time experience will be converted to the full-time equivalent for purposes of meeting the experience requirement.
• Completed degree(s), in a listed or related field, from an accredited institution that are above the minimum education requirement may be substituted for experience on a year for year basis.

• Additional assessment is required for applicants with foreign degrees from colleges or universities outside of the United States. Applicants must have their coursework evaluated by a professional association that is a member of the National Association of Credential Evaluation Services (NACES) and must submit a copy of the evaluation with the application.

KNOWLEDGE AND ABILITIES

Knowledge of:

• Human resource operations, functions, services, and activities related to higher education.
• Human resources administration theory, principles, and practices and their application to a wide variety of human resources programs and procedures
• Applicable employment laws, regulations, policies, and procedures.
• Principles and practices of program development and administration.
• Principles and practices of budget preparation and administration.
• Principles and practices of leadership and management.
• Methods and techniques of recruitment.
• Methods and techniques of research, analysis, problem solving, and decision making.
• Principles and procedures of statistical record keeping and report preparation.
• Human resource information systems and applicable software systems.
• English usage, spelling, grammar, and punctuation.
• Advanced oral and written communication skills.
• Interpersonal skills using tact, patience, and courtesy.

Ability to:

• Manage, direct, and provide effective leadership and management skills.
• Analyze, update, and implement programs, policies, and operational needs.
• Supervise, train, and evaluate staff.
• Research, analyze, and evaluate new service delivery methods and techniques.
• Analyze problems, identify solutions, and implement solutions in support of goals.
• Prepare and present comprehensive, effective oral and written reports.
• Administer an operational budget.
• Interpret and apply applicable Federal, State, and District policies, laws, and regulations.
• Work collaboratively with faculty, administrators, staff, and community representatives.
• Demonstrate consensus-building skill.
• Make informed sound judgments and decisions.
• Work with and exhibit sensitivity to and understanding of the diverse populations of community college employees and students.
• Communicate effectively, both orally and in writing, demonstrating advanced writing skills.
• Establish and maintain effective working relationships with others.

JOB DESCRIPTION: Director of Human Resources (Download PDF reader)

 

Duties

 

ESSENTIAL DUTIES

1. Direct and provide strategic leadership for assigned human resources functions, services, and activities including: recruitment and selection programs; employment; orientations, training, coaching, counseling, performance appraisal and discipline of staff; classification and compensation studies; and workers compensation program. 
2. Provide expert level guidance and defensible advice to leadership and management concerning HR strategic planning, recruitment, human resources information systems and technology, employment, and other HR operational matters in support of the districts mission and goals and in compliance with applicable laws and regulations. 
3. Perform and oversee the performance of Employee Relations matters, including supervisory consultations related to performance and professionalism, conduct, disciplinary issues, grievance, and complaint resolution.
4. Participate in the development of strategic plans and initiatives; develop and implement Department business plans, work programs, processes, procedures, and policies required to achieve strategic initiatives and overall departmental results in alignment with District objectives and priorities. 
5. Direct and manage the development, implementation, updating, and maintenance of the human resources management information system and other HR software programs to meet the Division and Districts strategic goals and objectives. 
6. Interpret, and apply collective bargaining unit contracts, memorandums of understanding, and side letter agreements. Provide guidance and assistance in settling labor disputes and grievances. Develop and make recommendations to proposals in preparation for and during labor negotiations. Assist management in investigating and resolving labor grievances.
7. Ensure compliance with the Civil Rights Act of 1964 (Title VII), the Americans with Disabilities Act, the California Code of Regulations Title 5, and all other relevant federal, state, and local laws, statues, regulations, and District policies, and procedures related to recruitment and employment.
8. Ensure the timely and relevant design, coordination, and presentation of personnel training programs and informational presentations including new employee orientations, hiring committee training, and related presentations as required.
9. Develop, implement, coordinate, and conduct employee orientations, EEO training, and professional development designed to educate and support faculty and staff on matters related to human resources and employee relations.
10. Oversee and lead the activities of the Districts recruitment, retention, and related programs. Make recommendations based on analysis of exit interview content and provide counsel to management. 
11. Manage the tracking, documenting, and communication of district employee evaluations. Follow-up and ensure scheduling and completion of evaluations are compliant with education code and the collective bargaining agreements. Provide advice and receive feedback on employee evaluation process to analyze and make improvements as required.
12. Oversee classification, reclassification, and organizational studies; participate in the preparation of written reports and recommendations; oversee and participate in the development of new and revised classification specifications.

 

Supplemental Information

SALARY SCHEDULE: Unrepresented Administrators (Download PDF reader)

PHYSICAL DEMANDS AND WORKING ENVIRONMENT

This is a non-telecommuting position.

Environment: Work is performed primarily in a standard office setting with frequent interruptions and distractions; extended periods of time viewing computer monitor; possible exposure to dissatisfied individuals; travel to different locations to attend meetings or perform other assigned District functions.

Physical: Primary functions require sufficient physical ability and mobility to work in an office setting; to stand or sit for prolonged periods of time; to occasionally stoop, bend, kneel, crouch, reach, and twist; to lift, carry, push, and/or pull light to moderate amounts of weight; to operate office equipment requiring repetitive hand movement and fine coordination including use of a computer keyboard; and to verbally communicate to exchange information.

Vision: See in the normal visual range with or without correction.

Hearing: Hear in the normal audio range with or without correction.

TENTATIVE TIMELINE: Any application received after the deadline is not guaranteed a review.

September 13-October 13, 2024	Position advertised; District receives applications
October 13, 2024	Initial screening deadline for guaranteed consideration.
October 21-November 1, 2024	Reviewing of applications.
November 11-15, 2024	Search Committee interviews candidates
December, 2024	Tentative employment start date pending Governing Board approval.

 

 

Application Process:

A confirmation email will be sent once your application packet has been successfully submitted.

It is the sole responsibility of the applicant to ensure that all application materials are received by the review deadline date. A separate, complete application packet is required for each position for which you are applying for. All materials included in your application packet become SWCCD property, will not be returned, will not be copied, and will be considered for this opening only.

A screening committee will evaluate applicants, taking into account the breadth and depth of relevant education, training, experience, skills, knowledge, and abilities. Selected applicants will be invited for an interview.

 

INTERVIEW TRAVEL COSTS MUST BE BORNE BY THE APPLICANT.

 

If additional positions become available in this classification, applications received in response to this posting may be considered for those additional positions for up to 90 days after final board approval.

Candidates selected for employment with SWCCD must be fingerprinted by an electronic fingerprinting service (i.e. LiveScan) within 10 days of employment; provide clearance of tuberculosis (dated within the past 4 years and renewed every four years as a condition of continued employment) within 60 days of employment; provide proof of eligibility to work in the United States.

Successful candidate selected may be assigned to any of the campus sites (Chula Vista, Crown Cove, National City, Otay Mesa, and/or San Ysidro).

 

American with Disabilities (ADA):

Reasonable accommodations will be provided to candidates with verified disabilities. Accommodation requests should be made as soon as practical by calling Human Resources at (619) 482-6395.

Equal Employment Opportunity:

As an Equal Opportunity Employer and in compliance with the Americans with Disabilities Act, SWCCD will make reasonable accommodations for individuals with disabilities.

SWCCD shall not discriminate against any person in employment or in any program affiliated with the SWCCD on the basis of age, ancestry, color, ethnic group identification, national origin, religion, race, sex, sexual orientation, physical or mental disability, veteran status, or on the basis of these perceived characteristics, or based on association with a person or group with one or more of these actual or perceived characteristics.


Notice of Availability of the Annual Security Report:

SWCCD is committed to assisting all members of the community in providing for their own safety and security. The Annual Security Report is available on the SWCPD website.

If you would like to receive a hard copy of the Annual Security Report, which contains this information, you can stop by the College Police Department or you can request that a copy be mailed to you by calling (619) 482-6390.


Drug and Alcohol Abuse Prevention Plan (DAAPP):

More information about the DAAPP, including the Biennial report and additional resources can be found in the Drug and Alcohol Abuse Prevention Program website.