Director Of Human Resources

Department of Human Resources

Director

Cairn University's Department of Human Resources is seeking qualified applicants for the full-time position of Director of Human Resources.

Department Purpose

The Department of Human Resources is responsible for ensuring that the University is properly staffed with qualified individuals who receive direct and indirect compensation, which is competitive as well as within the University's budget. Responsibilities include oversight of matters relating to employment of all University employees and includes compliance with and administrative application of matters relating to non-discrimination, wage and hour, employee safety, health and welfare benefits, security of personal information, and other professional standards. The HR department serves the University internally by partnering with other departments regarding employee data, communications, training, technical needs, organizational planning, professional support to managers, and provision of excellent customer service to internal and external parties.

Position Summary

The Director of Human Resources develops and implements strategic and operational human resource plans, programs, and policies for the University. The Director provides oversight for employment-related programs and processes such as recruitment, payroll, recordkeeping, onboarding, training, compensation, benefits, performance management, and legal compliance. The Director reports to the Senior Vice President of Finance at Cairn University, and provides supervision for two key HR team members, the Employment Specialist and Payroll and Benefits Specialist.

If interested in this position, please review the following information for position responsibilities and candidate requirements.

Essential Duties and Responsibilities

HR Strategy, Staffing, and Departmental Planning

• Establish and implement HR departmental goals, objectives, policies, and operating procedures; monitor and evaluate program effectiveness in support of the University's mission.

• Provide supervision for Payroll and Benefits Specialist and Employment Specialist staff.

• Maintain accurate departmental workflow plan that guides HR department tasks, goals, and timelines.

Committee Assignments

• Serve on short- and long-term committees, as appointed, such as the Executive Leadership Team, Title IX Committee, and Retirement Investment Committee.

Recruitment

• Prepare open staff and faculty position announcements, in collaboration with hiring managers and/or Provost.

• Ensure recruitment processes for staff, faculty, student worker, volunteer, and graduate assistant positions align with employment policies and procedures.

• Manage approval to hire process and internal position changes to ensure consistent application of employment practices, position titling, and compensation equity.

• Oversee background check policy and practices, as required for employees and volunteers.

• Prepare and issue employment agreements for new employees and graduate assistants, along with employment-related (position, pay, etc.) agreements/memos for current employees.

• Assess independent contractor eligibility and prepare agreements in compliance with federal regulations.

Employee Benefits

• Analyze and recommend employee benefit options that are competitive, cost-effective, and comprehensive, and propose annual employee cost-sharing changes.

• Serve as the primary liaison with employee benefit insurance providers and third-party administrators/partners to ensure proper plan administration.

• Oversee the annual open enrollment process and ensure the information provided keeps employees apprised of the availability, options, and use of their benefits.

• Conduct an annual review of summary plan descriptions and/or plan documents.

• Ensure the University's benefit programs meet IRS guidelines and federal and state laws (FMLA, ERISA, COBRA, HIPAA, etc.) and that they are monitored for compliance. Implement regulatory changes to the University's employment and benefit-related policies, procedures, and practices to be in compliance.

• Assist the HR staff, Controller, and Director of Business Services with the successful completion and filing of the annual audits, 403(b) compliance testing, and 5500s.

• Provide oversight for the University's 403(b) plan as the Plan Administrator, and service as chair for the Retirement Plan Investment Committee.

Compensation

• Prepare and manage the University's compensation plan for staff, faculty, and student positions.

• Manage the Position Evaluation Program (PEP) and Salary Equity Plan (SEP) based on internal and external data, including data gathered for comparative schools.

• Prepare the annual employee salary budget and propose compensation adjustments.

• Assist management in making compensation decisions for new/existing positions.

• Maintain internal pay-related policies and practices based on changes with federal and state law to comply with legal requirements and/or optimize internal procedures.

• Oversee payroll systems and practices for faculty, staff, and student workers.

Training and Development

• Design and implement the performance appraisal program and process for staff and faculty.

• Train managers in employment-related matters such as hiring, training, performance management, and applicable legal issues.

• Advise and guide supervisors and administrators to ensure adherence to legal requirements and internal policies in employment actions.

Employment Policies, Practices, and Employee Relations

• Create and maintain employment policies consistent with internal organizational values and practices, and external federal and state employment regulations, to include the Employment Handbook, the Graduate Assistant Handbook, and employment specific policies (5521).

• Develop an annual communication plan for employees and groups (managers, administrative assistants, etc.) regarding important information related to benefits, calendar issues, deadlines, policies, procedural reminders, etc.

• Maximize employee accessibility to commonly needed forms and information.

• Identify and recommend employee recognition, retention, and engagement strategies.

• Develop and implement new employee orientation and onboarding programs.

• Conduct employee exit interviews.

• Assist employees in resolving work-related issues, while being attentive to the rights and interests of the employees and the University and improving relationships whenever possible.

• Serve as a Title IX Deputy Coordinator and trained investigator for employee-related Title IX and/or Title VII investigations.

• Oversee voluntary and involuntary employment disciplinary matters and terminations (student, staff, and faculty) to ensure internal employment policies and practices are followed and in compliance with federal and state employment regulations.

• Prepare employment separation notices and agreements.

• Manage the University's unemployment compensation account and contest, when necessary, claims for unemployment compensation benefits.

Employment Leaves of Absence, Adjusted Work Schedules, and Return-to-Work Programs

• Ensure compliance with employment policies and practices, along with state and federal regulations, regarding FMLA, personal and military leaves, work-related injury/illness, and other employee leaves of absence.

• Oversee adjusted work and return-to-work plans for employees with health-related restrictions. Ensure compliance with internal employment policy, ADA, FMLA, and worker's compensation.

General Management

• Manage process for ensuring accurate and up-to-date position descriptions for staff, student, and faculty positions.

• Prepare and manage the annual HR department budget to ensure expenses are within budgetary limits.

• Oversee the creation and updating of HR procedures and department functions.

• Ensure employment-related electronic files are in an up-to-date and organized fashion.

• Prepare/approve HR department communication to be sent to large groups of employees to ensure accuracy and timeliness of communication.

• Manage HR Hub content located on Cairn University's website.

• Assist the Board of Directors in conducting the President's performance appraisal, as requested by the Board.

Skills and Abilities

• Knowledge of federal and state employment laws and regulations, and public sector employment policies and procedures, and ability to interpret and advise the internal application of regulations, policies, and procedures.

• Knowledge of contemporary principles of human resource management and practices.

• Knowledge of computerized information systems used in human resources and payroll applications.

• Excellent management and interpersonal skills.

• Verbal and written communication skills.

• Skill in examining and re-engineering operations and procedures, formulating policy, and developing and implementing new strategies and procedures.

• Skill in developing and implementing compensation and benefit plans.

• Skill in developing and conducting employee information/orientation sessions.

• Skill in developing and implementing performance management systems.

• Skill in budget preparation and fiscal management.

• Ability to analyze problems and develop creative solutions to complex human resource issues

• Demonstration of reasoning ability in making decisions that uphold the University's standards and policies and procedures.

Required Education and Experience

• Master's degree in human resources or related field of study in management or business administration, preferred. Bachelor's degree is required.

• HRCI Senior Professional in Human Resources (SPHR), SHRM Senior Certified Professional (SHRM-SCP), or equivalent professional HR certification is required, or willingness and ability to obtain HR certification within a reasonable period of time.

• Minimum of five years of human resources experience related to the duties and responsibilities specified, or their equivalent. Professional HR experience in academia/higher education is preferred.

Serving at Cairn University

Located in Langhorne, Bucks County, Pennsylvania, Cairn University exists to educate students to serve Christ in the church, society, and the world as biblically minded, well-educated and professionally competent men and women of character. Students earn bachelor's degrees in various areas including Bible, Education, Music, and Business Administration; and graduate degrees in Business, Divinity, Education, Organizational Leadership, Worship and Music, and Counseling.

Cairn is a conservative evangelical institution within the protestant tradition that employs faculty and staff who profess Jesus Christ as personal Savior; agree to Cairn's Statement of Faith and Community Life Covenant; and serve students in a ministerial capacity through imparting and upholding biblical instruction, prayer, and mentoring. Members of the faculty are required to integrate biblical instruction in their respective professional subject areas. Applicants must provide a Personal Testimony of salvation as part of the application process.

To apply, please follow the link below. You may upload and submit your resume/CV and cover letter and unofficial transcripts with the application.

Cairn University does not discriminate on the basis of race, gender, color, national or ethnic origin, age, disability

or other protected characteristics, in administration of its educational, employment and admissions policies.