Director of Human Resources

The Director of Human Resources provides leadership and direction for the day-to-day operations and strategic execution of the institution’s Human Resources function. Working with the Senior Vice President of Administration and executive leadership, the Director leads HR programs, services, policies, and practices that support institutional priorities, employee engagement, organizational effectiveness, and compliance. The Director oversees key HR functions, including employee relations, recruitment and onboarding, benefits, compensation, HR data, performance management, policy administration, and compliance. The Director supervises HR managers and professional staff and serves as a trusted advisor to administrators, managers, supervisors, and executive leadership on complex HR and organizational matters. The salary for this position will be commensurate with education and experience. Why you’ll love Sinclair:The following are some of the benefits that professional staff with Sinclair College receive:Tuition Waiver for You and Your Family: Employees and eligible dependents can take advantage of tuition-free access to Sinclair courses and programs.Generous Retirement Benefits: Build your future through participation in OPERS, including a 14% employer contribution.Exceptional Time Off: Enjoy more than four weeks of vacation and personal leave, more than three weeks of sick leave annually, and 14 paid holidays each year.Health Benefits That Work for You: Choose from competitive medical, dental, and vision plans designed to support you and your family’s health and well-being.Peace of Mind for the Future: Full-time employees receive employer-paid life insurance and long-term disability coverage.Professional Growth Opportunities: Continue your education and career development with tuition reimbursement and ongoing professional development support.Work-Life Balance and Wellness: Access programs, resources, and events that support your personal well-being and professional success. Principal AccountabilitiesStrategic HR LeadershipPartner with the Senior Vice President of Administration and executive leadership to translate institutional priorities into effective HR strategies, programs, and initiativesLead the day-to-day operations and continuous improvement of Human Resources programs, services, policies, procedures, and technologyServe as a senior HR advisor on complex organizational, employee, and workforce matters.Use HR metrics, workforce data, benchmarking, and emerging trends to inform decisions and recommend solutionsManage departmental budget development, financial planning, and expense forecastingPromote employee engagement, accountability, professional development, and organizational effectivenessHR Team Leadership and SupervisionSupervise HR managers and professional staff, providing leadership, coaching, mentoring, and professional developmentEmpower managers and staff through effective delegation, trust, and clear expectations while maintaining accountability for outcomesSet performance expectations and provides ongoing feedback and performance managementBuild a high-performing, service-oriented HR team through collaboration, professional development, succession planning, and accountabilityIdentify opportunities to improve HR processes, service delivery, and operational efficiency through data analysis, technology, and continuous improvement practicesEnsure consistent application of institutional policies, procedures, and applicable employment lawsRecruitment, Talent Acquisition, and OnboardingLead institution-wide recruitment, selection, and onboarding programs and practicesPartner with hiring managers and leadership to develop effective strategies to attract and retain qualified talentEnsure recruitment and selection practices comply with applicable laws, EEO requirements, and institutional policiesUse recruitment metrics and workforce trends to improve candidate experience, retention, and workforce diversityProvide guidance on complex recruitment, selection, hiring, and onboarding mattersEmployee Relations and Organizational EffectivenessProvide expert guidance on employee relations, performance management, workplace concerns, conflict resolution, disciplinary actions, and terminationsLead complex employee relations matters and internal investigationsCoach leaders in performance management, conflict resolution, employee engagement, and workplace communicationEnsure employee relations practices are equitable, well-documented, and compliant with institutional policies and applicable lawsLead the annual performance appraisal process and recommends improvements to strengthen accountability and employee developmentPartner with leadership to address organizational challenges and improve employee effectiveness, engagement, and retentionCompensation, Classification, and HR DataLead compensation, classification, job evaluation, salary structure, and benchmarking programsEnsure compensation practices are equitable, competitive, internally consistent, and aligned with institutional prioritiesOversee HR reporting, workforce data, dashboards, and analytics to support institutional decision-makingLead the review and maintenance of job descriptions, classifications, and organizational structuresUse external market data and higher education practices to inform compensation and classification recommendationsBenefits and Leave AdministrationProvide leadership and oversight for employee benefits and leave programs, including medical, dental, vision, COBRA, FMLA, disability, wellness, HSA, and FSA programsEnsure benefits administration is compliant, effective, financially responsible, and responsive to employee needsPartner with benefits staff, vendors, and institutional leadership to evaluate programs and identify opportunities for improvementProvide guidance on complex benefits, leave, and accommodation mattersCompliance and Risk ManagementMaintain current knowledge of federal and state employment laws and regulations and ensures HR practices remain compliantProvide leadership in the development, review, and revision of HR policies and proceduresPartner with legal counsel and institutional leadership on complex employment matters and organizational riskEnsure appropriate documentation, confidentiality, and risk mitigation in sensitive employee and organizational matters Education/Experience RequirementsMinimum of a bachelor’s degree in human resource management, business administration, organizational development, higher education administration, or a related field required; master’s degree preferredProfessional Human Resources certification (SHRM-SCP, SPHR, or equivalent certification) preferredMinimum of eight (8) years of progressively responsible Human Resources experience requiredMinimum of five (5) years of progressive leadership or management experience, including supervision of professional-level HR employeesHigher education experience strongly preferred