The Director, Human Resources provides operational leadership and oversight of human resources functions, including compensation and classification, performance management, employee and labor relations, employee engagement, and recruitment. This role promotes a positive and inclusive workplace culture, drives continuous improvement in HR operations, and assists the AVP with the alignment of HR practices with institutional goals. The Director also serves as an operational lead, supporting the Associate Vice President, and provides functional supervision to all HR administrative staff and support staff. In the absence of AVP, the Director assumes leadership and decision-making authority for the Human Resources department.

Departmental Leadership & Operations

• Lead the operations of the Human Resources department, ensuring efficient delivery of services and adherence to institutional policies.
• Supervise HR staff, delegate responsibilities, and monitor performance to ensure high-quality service and accountability.
• Guide HR Managers and staff across functional areas and ensure alignment of HR programs and initiatives with the department's mission and goals.
• Develop and implement operational procedures that improve HR service delivery, responsiveness, and consistency.
• Collaborate with internal stakeholders to align HR operations with institutional priorities and initiatives.
• Represent the HR department in cross-functional meetings, committees, and strategic planning efforts.
• Support the Associate Vice President in executing HR priorities and initiatives, ensuring alignment between operational activities and long-term goals.
• Recommend policies and procedures related to ensuring alignment with institutional goals, compliance with applicable regulations, and promotion of best practices.

Recruitment & Talent Acquisition

• Oversee recruitment strategies to attract diverse and qualified talent.
• Partner with hiring managers to develop job postings and selection criteria.
• Ensure equitable and inclusive hiring practices.
• Monitor recruitment metrics and support onboarding processes.

Compensation & Classification

• Oversee the development and maintenance of job descriptions and classification systems.
• Ensure compliance with legal and contractual requirements.
• Conduct market research and recommend competitive compensation strategies.
• Promote internal equity through consistent grading and titling practices.

Performance Management

• Collaborate with the Manager, Professional Development to oversee the performance evaluation process.
• Lead the response to employee performance issues, including coaching managers on corrective actions.
• Guide performance improvement plans (PIPs), progressive discipline, and termination procedures.
• Partner with managers to address underperformance and ensure compliance with HR policies and legal standards.

Employee & Labor Relations

• Foster a culture of open communication, respect, and collaboration.
• Advise managers on employee relations, conflict resolution, and labor contract interpretation.
• Conduct internal investigations and ensure fair resolution of employee concerns.
• Support collective bargaining efforts and maintain relationships with union representatives.

Employee Engagement

• Design and implement initiatives to enhance employee engagement and retention.
• Lead recognition programs, wellness efforts, and feedback mechanisms.
• Conduct engagement surveys and analyze results to inform strategy.
• Collaborate with others in HR and other departments to support employee engagement activities that promote the College’s mission and goals.

Education: 

• Master's Degree in Human Resources, Business Administration, Industrial & Labor Relations or related field, or a combination of a bachelor's degree in HR, Business Administration, Industrial & Labor Relations, or a related field, and HR professional credentials (such as SHRM-CP or PHR).

Experience: 

• Five or more years of experience in directly related HR roles.
• Experience in a union environment.
• Supervisory experience.

Knowledge/Skills/Abilities: 

• HR Expertise: Strong understanding of HR principles, employment laws, compensation, performance management, labor relations, and recruitment.
• Leadership: Ability to lead department operations, supervise staff, and support institutional goals.
• Collaboration & Communication: Skilled in working with cross-functional teams and communicating effectively with diverse stakeholders.
• Problem Solving & Decision Making: Capable of analyzing data, resolving conflicts, and making informed decisions.
• Project & Time Management: Able to manage multiple priorities and deliver results under pressure.
• Technology Proficiency: Competent in computer systems and HR systems.
• Confidentiality & Judgment: Maintains discretion and handles sensitive matters with professionalism.

Preferred Qualification and Special Considerations: 

• Knowledge of Monmouth County and its communities. 
• Occasional evening and weekend work and local travel may be required.

Summary of Benefits: Administrative

Special Instructions to Applicants: 

A review of applications will be ongoing until the position is filled. Submission of applications materials by Tuesday, October 14th, 2025, is preferred to ensure full consideration.