Human Resources Operations Director

Reporting to the Executive Director of Human Resources, this position provides leadership and oversight for the day-to-day internal operations of the Human Resources department, translating established HR strategy, priorities, and direction into effective operational practices, systems, processes, and workflows.

Responsibilities

• Provide direct supervision and leadership to assigned Human Resources staff, ensuring effective operations, accountability, collaboration, and consistent, high-quality service delivery.
• Lead daily operations of the internal department, ensuring consistent, accurate, and service-focused HR workflow execution.
• Foster a positive, collaborative, and accountable internal HR model.
• Monitor office workflow, workload balancing, turnaround times, and customer service standards across HR functions.
• Coordinate cross-functional team work, communication, and problem-solving across HR units.
• Provide leadership and oversight of employee and labor relations activities to ensure consistent, timely, and equitable application of college policies, employee handbooks, and collective bargaining agreements.
• Provide guidance and direction to Human Resources staff and College leaders regarding employee relations matters, including performance management, corrective action, workplace concerns, conflict resolution, and application of HR practices.
• Review complex or sensitive employee relations matters and partner with the Executive Director and Office of General Counsel, as appropriate, regarding matters presenting significant institutional risk or requiring higher-level review.
• Ensure consistent employee relations documentation, investigation, corrective action, case management, recordkeeping, and reporting practices.
• Interpret and administer collective bargaining agreements, employee handbooks, policies, and procedures and provide guidance to management regarding their application.
• Identify patterns and trends in employee relations matters and recommend operational, policy, training, or process improvements to address recurring concerns.
• Support management in proactively addressing workplace concerns and strengthening effective employee-management relationships.
• Participate in collective bargaining, labor-management meetings, grievance processes, and other labor relations activities as assigned.
• Translate Human Resources strategic priorities into operational plans, processes, procedures, and measurable outcomes in partnership with the Executive Director.
• Support the implementation of department initiatives and priorities by coordinating resources, timelines, responsibilities, and operational requirements.
• Evaluate HR operations and recommend process improvements that enhance efficiency, consistency, compliance, and service delivery.
• Establish and monitor operational standards, procedures, and internal controls to promote consistent HR practices across the department.
• Monitor HR operational metrics and trends to identify areas of risk, service gaps, and opportunities for improvement.
• Ensure assigned HR operations are administered in accordance with applicable federal, state, and local laws, collective bargaining agreements, employee handbooks, and College policies.
• Stay current on changes in employment law, regulatory requirements, HR practices, and operational trends; recommend appropriate updates to HR processes and procedures.
• Support department-wide implementation of new HR programs, systems, policies, and practices, including communication, training, and change management activities.
• Provide leadership and oversight of HR information systems, processes, and technology to support efficient and effective HR operations.
• Serve as a functional HRIS resource, with a strong understanding of system functionality, data integrity, workflows, reporting, and HR business processes.
• Identify opportunities to improve, automate, and streamline HR processes and workflows to enhance efficiency, accuracy, and the employee experience.
• Partner with Information Technology, Payroll, Finance, and other College departments to support HR system functionality, integrations, upgrades, testing, and implementation of system enhancements.
• Lead or support HR technology and operational improvement projects, including system implementations, process redesign, testing, training, and change management.
• Ensure the accuracy, integrity, confidentiality, and appropriate use of employee and HR data.
• Develop and monitor HR operational reports, metrics, and data to identify trends, assess effectiveness, and support informed decision-making.
• Participate in college-wide activities that support students and community-wide activities that support GRCC’s role within the community.
• Lead cross-college employee input initiatives regarding employee engagement.
• Lead and participate on multiple cross-functional teams.
• Serve as a standing member of the Strategic Leadership Team.
• Serve as a standing member of the Policy Committee, representing the Human Resources department.
• Administer and implement HR policies, procedures, and work instructions.
• Persons in this role are identified as a Campus Security Authority (CSA). CSA's will be trained and responsible for reporting Clery Reportable Crimes to Campus Police as required by the Clery Act.
• Regular attendance during normal scheduled hours is required. Being present is essential for serving customers and performing the essential functions of this position.
• Perform other related duties as assigned.

Requirements

• Bachelor’s degree in Human Resources or related field required.
• Certification as a Human Resources Professional is preferred.
• Minimum 7 years’ experience with increasing responsibilities in human resources required.
• Supervision and administrative experience in human resources required.
• Experience in higher education and a union environment is preferred.

Skills

• Excellent communication skills, both written and verbal, to collaborate with diverse stakeholders and build effective relationships.
• Strong problem-solving skills to address complex HR issues, conflicts, and challenges; ability to develop creative and practical solutions in a dynamic environment.
• High ethical standards and a commitment to maintaining confidentiality and professionalism.
• Ability to handle employee disputes and conflicts professionally and with sensitivity.
• Flexibility and adaptability to navigate changes in College needs, industry trends, and union agreements/employee handbooks.
• Demonstrated ability to lead, supervise, develop, and hold staff accountable while fostering a collaborative, respectful, and service-oriented work environment.
• Ability to effectively manage multiple priorities, competing demands, and complex assignments while maintaining accuracy, organization, and appropriate follow-through.
• Ability to remain composed, professional, and solution-focused when managing high-pressure, sensitive, urgent, or rapidly changing situations.
• Demonstrated ability to assess urgency, establish priorities, make sound decisions, and appropriately escalate matters when necessary.
• Strong interpersonal skills with the ability to demonstrate empathy, emotional intelligence, discretion, and sound judgment when working with employees, leaders, and other stakeholders.
• Ability to navigate difficult conversations, conflict, and sensitive employee matters with professionalism, objectivity, and respect.
• Demonstrated ability to build trust and productive working relationships with individuals at all levels of the organization.
• Ability to balance employee needs, operational requirements, compliance obligations, and organizational priorities when evaluating issues and making recommendations.
• Demonstrated adaptability and resilience when priorities, circumstances, or organizational needs change.
• Strong organizational and time-management skills with the ability to manage deadlines and ensure timely completion of critical HR activities.
• Ability to work independently, exercise appropriate judgment, and take initiative while recognizing when consultation or escalation is necessary.
• Demonstrated commitment to confidentiality and the ability to appropriately manage sensitive and confidential information.
• Strong written and verbal communication skills, including the ability to communicate complex or sensitive information clearly and effectively.
• Demonstrated ability to analyze problems, identify practical solutions, and make well-reasoned recommendations.
• Ability to lead through change and support employees and teams during periods of organizational or operational transition.

Physical Demands

• The position requires long periods of sitting, standing, reading, and writing, listening and speaking.
• Display patience, diplomacy, and excellent public relations skills.
• Ability to plan and work independently as well as work as a part of a team.

Working Conditions

• Ability to work in a high-traffic, indoor office environment.
• Travel to offsite locations may be required.

Benefits

• Health Coverage: Six health insurance plan options, including one with no health insurance premiums.
• Time off: Enjoy substantial vacation time.
• Wellness Program: Access resources for physical and mental wellbeing, and an onsite gym membership.
• Continuous Learning: Career development and educational opportunities.
• Retirement Plans: Secure your future with our retirement options, including the state retirement plan or a 401A with a 12% employer contribution.

Pay

Grade Level M3 $82,306

Schedule

40 hours / 52 Weeks