- Bachelor’s degree from an accredited college or institution in HR, Psychology or related field or experience in Human Resources working in a similar capacity in combination with HR coursework will be considered in lieu of college degree
- At least three to five years of experience in employee relations, handling workplace matters
- Strong knowledge of employee relations and employee engagement practices, protocols, rules, i.e., performance evaluations, mandatory sexual harassment rules, recognition programs, employee activities, investigation practices
- Working knowledge of labor and employment laws at the federal and state levels
- Strong computer skills, with proficiency in MS Office Suite and experience with an HRIS and/or databases
- Customer service-focused individual with excellent written and oral communication skills, presentation skills,detail-oriented, highly organized, able to balance priorities, manage time effectively, take initiative, reliable and resourceful
- Must be able to actively participate in an “all hands on deck” office to maximize resources in a fast-paced office environment
- Ability to work collaboratively, collegially, independently and as part of a team
- Must exercise good judgment and make informed decisions
- A commitment to diversity, and the ability to establish and maintain effective working relationships within ArtCenter’s diverse communities and with all levels of internal and external customers
- Ability to handle all information with tact and discretion and recognizes the confidential nature of ArtCenter HR business
- Master’s degree in Human Resources or Business from an accredited college or institution
- Prior work experience in higher education
- Experience with Ellucian, Cornerstone Suite or Docuware
- Certification as a Professional or Senior Professional in Human Resources (PHR/SPHR) or SHRM Certified Professional or Senior Certified Professional (SHRM-CP/SHRM-SCP) or Certified Investigator
Employee Relations/Engagement – 65%
- Provides objective guidance, advice and recommendations to employees and department heads to help them settle work-related conflicts to ensure a positive work environment
- Works proactively and collaboratively with employees and department heads in carrying out their responsibilities on employee relations/employee engagement matters. Examples include following procedures for performance evaluations, performance management follow-up on Performance Improvement Plans (PIP); required learning and development, appropriate coaching and counseling methods for managers to administer to their employees
- Designs, coordinates and/or delivers creative learning programs for employees, supervisors, and managers pertaining to employee relations and related compliance (e.g., key policy administration, employee engagement trends, and/or applicable state and federal legal requirements)
- Researches and identifies other learning opportunities for management and makes recommendations for technical and soft skills development to enhance management effectiveness with their employees
- Administers activities related to all employee engagement touch points and performance evaluations (entry interviews, introductory and annual evaluations and, where applicable, exit interviews,) to ensure completion; reviews for appropriate language; flags and addresses problem areas; ensures PIPs are completed and follow through on deadlines with managers; oversees and maintains performance management and learning management system administration (Cornerstone)
- Researches creative and innovative employee recognition opportunities and programs and makes recommendations while coaching and counseling management
- Administers the process for compliance with all mandated Sexual Harassment learning programs; sends announcements, monitors completion and runs reports for required participants; informs supervisors of employees who are not in compliance; works with vendor to maintain database and contract
- Researches and leads the College’s employee satisfaction survey activities; works with vendor or consultant; collects and analyzes data for management reporting; communication and action plans; and follow-up
- Through the lens of bringing faculty, students and staff together as a community, works with HR management to coordinate specific employee engagement activities such as service awards, wellness expo and other assigned programs; partners with other departments and community members on joint events such as Mid-term Madness Pizza Day, ice-cream socials, or learning opportunities with the Center for Diversity, Equity and Inclusion; makes recommendations for new employee programs and services that enhance and improve the employee experience; partners with other HR members to provide support, assistance and/or suggestions for current or future HR programs; coordinates opportuinites for external engagement through volunteerism
- Facilitates new hire onboarding, coordinates scheduling, speakers, room logistics, food, etc.
- Organizes new hire cohort activities during the first year to establish another touch point for employee engagement, i.e., biannual reception or other activities; creates surveys to assess onboarding and engagement
- Performs data analytics to tell the HR and employee engagement story; turnover reports; entry interview data that might inform employee relations issues; trends and opportunities to enhance employee engagement and the employee experience; explores other subject matters to collect useful data
- Administers succession planning activities to include reports of workplace demographics; identifies potential position growth with department heads; meets with department heads to make recommendations; works with department heads to create career paths
- Completes the annual Affirmative Action Plan with support from the vendor from beginning to end, including data compilation and final report summary to the VPHR
- Works with Institutional Research in the compilation of the IPEDS report and other college reporting related to employee demographics and trends
DHR Investigations and other DHR and Title IX Activities – 30%
- Conducts employee-on-employee DHR intake and/or investigations; conducts intake and/or investigations for workplace employee relations conflicts/standards of conduct matters; completes process from intake to closure, including investigation reports and recommendations for corrective action, if applicable
- Serves as HR’s Deputy Title IX Coordinator and liaison to the President’s Office as it relates to Title IX cases; provides information requests documents to the Title IX Director; handles any cases deemed appropriate by the Title IX Director
- Participates, in partnership with the Title IX Director, in Title IX-related activities, including learning and development requirements, employee education and outreach, campaigns, Task Force, policies, etc.
Marginal duties – 5%
- Maintains HR records and documents, personnel files (paper and electronic), including filing and appropriate disposition of all confidential and sensitive HR documents
- Assists in an “all hands on deck” small HR environment for HR activities, services and programs
- Other duties as assigned
Mandatory Duty to Report
All employees who know or have reason to know of allegations or acts that violate ArtCenter’s Title IX Policy prohibiting discrimination, harassment, retaliation, sexual harassment, sexual misconduct, sexual violence, dating violence, and stalking shall promptly inform the DHR Administrator and Title IX Coordinator, or designee or the Assistant Dean of Students or designee. Faculty with a mandatory duty to report are required to disclose all information including the names of the parties, even where the person has requested their name remain confidential.
Pursuant to the California Child Abuse and Neglect Reporting Act (CANRA), all employees who know of or have reason to suspect child abuse or neglect involving alleged victims under age 18 shall promptly inform local law enforcement or the county welfare department.
Physical Demands and Working Environment
The conditions herein are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential job functions.
This is a full-time position with a schedule of Monday through Friday, 8:30 to 4:30 p.m. From time-to-time, it may be necessary to adjust these hours to accommodate workplace needs. Requires supervisor approval.
Environment: Work is performed primarily in a standard office setting with frequent interruptions and distractions; extended periods of time viewing computer monitor; interactions with other individuals. Due to the nature of the work environment, there is regular exposure to fumes, dust and noise.
Physical: The position is generally sedentary. Employees sit most of the time, but may move about or stand for brief periods of time. Primary functions require sufficient physical ability and mobility to work in an office setting; to stand or sit for prolonged periods of time; to occasionally stoop, bend, kneel, crouch, reach, and twist; to lift, carry, push, and/or pull light to moderate amounts of weight (up to 20 pounds); to operate modern office equipment requiring repetitive hand movement and fine coordination including use of a computer keyboard; regular and consistent attendance are required for most positions; must be able to travel between campuses.
Vision: Must be able to have the visual capacity to perform activities such as preparing and reading reports, viewing a computer terminal and other normal office work with or without correction.
Hearing: Must be able to communicate effectively in the course of normal office communication or exchange ideas with or without correction.
The above statements are intended to describe the general nature and level of work performed by the employee assigned to this job; they do not purport to describe all functions. Employees may be assigned other duties, and the essential functions may be changed from time to time as necessary.
ArtCenter College of Design is committed to excellence through the establishment of a diverse faculty and staff that best represents our student body and its surrounding communities. The College considers qualified applicants for employment without regard to race, color, religion, national origin, age, gender, gender identity/expression, sexual orientation, genetic information, medical condition, marital status, veteran status, or disability. Applicants who wish to request an accommodation for a disability may contact the Human Resources Department at (626) 396-2270.