Plans, organizes, and manages human resources functions for faculty and staff, with a focus on recruitment/outreach, selection, and equal employment opportunity activities; analyzes applicant information; researches advertising sources and implements new outreach efforts; creates marketing materials for job openings; may conduct salary surveys; may maintain and update the department website’s employment section; may develop new training programs.
The Manager, Employment Equity, is responsible for overseeing the recruitment and employment functions, as well as developing and implementing activities to promote broad outreach to potential applicants and providing cultural competency and inclusiveness training to faculty and staff; developing and maintaining procedures, guidelines, and forms; providing procedural trainings to screening/interviewing committees; planning recruitment timelines; and reviewing and approving job announcements, applications, and resumes., and interview schedules. In the absence of the Director and Vice President, the Manager is also in charge of the overall operations of the Human Resources Department.
KEY DUTIES AND RESPONSIBILITIES:
Examples of key responsibilities are interpreted to be descriptive rather than restrictive.
1. Coordinates and plans recruitment activities; consults with individuals, departments, and committees to define position, selection criteria, timelines, and other details for all open positions.
2. Presents to groups on recruitment guidelines and committee responsibilities for selection procedures, the development of interview questions/skills tests, and writing exercises, as well as equal employment opportunity and inclusiveness guidelines.
3. Verifies the completeness and accuracy of recruitment paperwork such as job announcements, interview questions, record sheets, and so on.
4. Creates and researches advertisement costs and submission requirements, and confirms placement of advertisements in various sources to ensure large and diverse applicant pools; investigates new methods of reaching out to candidates for job openings; and manages the advertising budget.
5. Responds to applicant inquiries both orally and in writing.
6. Examines application materials to ensure that the position/minimum pool’s requirements are met.
7. Examines interview questions and other forms of assessment; makes suggestions to clarify ambiguous questions.
8. Makes job offers and negotiates pay for classified and management employees.c
9. Prepares employment-related Board items.
10. Represents the College at conferences and events.
11. Contributes to the development and implementation of new initiatives aimed at streamlining recruitment processes; may be in charge of maintaining and updating the department website.
12. Develops and delivers cultural competency, inclusiveness, and other related trainings to faculty and staff.
13. Examines recruitment and employment data to ensure that adverse effects are not having a negative impact on job applicants.
14. Works with others to develop and implement the Faculty Internship Program; acts as a liaison to other institutions and coordinates the internship process.
15. Coordination of the faculty equivalency process and communication with the Academic Senate Equivalency Committee.
16. Participates on the Equal Employment Opportunity Advisory Committee (EEOAC) and implements recommendations for improving candidate outreach and inclusiveness for faculty and staff.
17. Develops reports on applicant and employee demographics and serves as a recruitment, employment, and faculty and staff equity resource for District staff and the general public.
18. Coordinate monitor assignments for hiring committees; serve as a resource for monitors; and serve as a monitor for screening/interviewing committees.
19. Trains, supervises, and evaluates classified departmental staff and student employees.
20. Serves on district-wide committees and chairs ad hoc and college committees as needed.
21. Performs other duties as assigned and serves as a backup to the Director of Human Resources as needed.
1. Write accurate and detailed correspondence and reports.
2. Represent the District in all aspects of faculty and staff recruitment, employment, and equity.
3. Perform and prioritize tasks accurately while working under time constraints.
4. Give group presentations and training sessions.
5. Communicate effectively in English; follow and give oral and written directions.
6. Maintain cooperative working relationships and interact with coworkers, students, and the general public in a helpful, courteous, and friendly manner.
7. Interpret, implement, initiate, and communicate District policies, procedures, laws, and regulations.
8. Effectively train, supervise, and evaluate classified personnel in the department.
9. Demonstrate sensitivity and regard for a diverse population.
1. Federal, state, and local laws and ordinances governing the recruitment, employment, and equity of faculty and staff.
2. Recruitment, selection, retention, and training methods
3. Current office procedures and practices, such as proofreading, formatting, and report writing.
4. Internet research methods
5. Standard office productivity and website development software, as well as human resource information systems
Additional knowledge preferred: Human Resources department policies, as well as familiarity with union contracts.
Candidates/incumbents must meet or file for equivalency if they do not meet the minimum qualifications listed below. Decisions about equivalency are based on a combination of education and experience that is likely to provide the necessary knowledge and abilities. An Equivalency Application is required at the time of interest in a position if requesting consideration on the basis of equivalency (Human Resources makes equivalency decisions in collaboration with the department where the vacancy exists, if necessary.).
A human resource management associate’s degree is required.
Extensive human resources experience, including outreach, selection, and retention of faculty and staff.
- A Bachelor of Science degree in human resources/management, public administration, organizational behavior or development, or a related field is required.
- Work experience in a public educational institution.
The Director of Human Resources reports to the Manager of Employment Equity.
The Manager, Employment Equity is in charge of overseeing the Human Resources Department’s activities as well as specific classified staff assigned to the department.