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Director, Compensation and Recruitment

Community College of Baltimore County


Location:
Baltimore, Maryland 21228
Date:
10/26/2017
2017-10-262017-11-25
Job Type:
Employee
Job Status:
Full Time
Categories:
  • Compensation
  • Employment/Recruitment
Community College of Baltimore County
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Job Details

Manage the planning, development, coordination and administration of all day-to-day staff and operational activities associated with the compensation, classification and employment functions of the College. 
Compensation within the posted range is determined by a candidate's education level and/or years of experience in the field.  Generally, employees are hired in the lower third of the scale. 
 
MINIMUM REQUIREMENTS:
Master's degree in Business, Human Resources, Business Management/Mathematics or related field and (7) seven years of full time experience in Employment/Recruitment and/or Compensation. Minimum of (3) three years of staff supervision/management required. Demonstrated knowledge of all federal and state laws and regulations regarding Employment, E-recruiting, Compensation, HRIS, EEO/AAP, record maintenance and retention required. Current PHR, SPHR, CCP, CBP or CEBS certification(s) preferred. Position requires demonstrated skills, knowledge, and ability to: communicate effectively with all levels of diverse population; handle sensitive and confidential information; interpret HR laws and regulations and effectively communicate and incorporate this knowledge into work procedures and processes; provide managerial leadership, supervise, motivate and manage staff; proficient with Microsoft Office Suite and HRIS systems. Valid driver's license with a good driving record of less than five points on driving record required.

For best consideration, please apply by November 9, 2017.
 
CLASS SPECIFIC ESSENTIAL DUTIES:
  1. Provide leadership and supervision.
  2. Develop and implement goals and objectives in coordination with senior management.
  3. Implement strategies related to operation and services.
  4. Evaluate the effectiveness of policies and procedures to ensure consistency.
  5. Hire, supervise, advise and evaluate assigned staff, as required.
  6. Prepare, analyze and provide reports on miscellaneous subjects, as requested.
  7. Serve as liaison between College departments, vendors, government agencies and/or other external organizations.
  8. Manage operating budget for assigned division or function, as required.
Essential Job Duties are intended to be examples of duties and are not intended to be all inclusive. There will be other duties as assigned.
 
POSITION SPECIFIC ESSENTIAL DUTIES:
 
  1. Develop policies, procedures and systems to improve the efficiency and effectiveness of the recruitment/selection/hiring and on-boarding process.
  2. Develop, implement, and evaluate recruitment and marketing strategies and collaborate with senior management and HR/Diversity staff to attract and retain a well-qualified and diverse staff for all categories and levels of positions and fulfill CCBC's commitment to diversity. Develop and maintain relationships with a wide variety of diverse recruitment contacts and resources.
  3. Research, develop, advise and consult, and train supervisors, staff, hiring managers, search chairs and committee members, and other employees regarding the hiring process, federal and state employment laws and regulations and the CCBC recruitment processes and tools.
  4. Oversee all screening and pre-employment requirements and prerequisites, including testing, examinations, certifications, background checks, etc.
  5. Review and approve all selection decisions and ensure compliance with applicable laws, regulations, college policies and procedures.
  6. Direct the collection of data to generate reports and statistical data to track new hires, transfers, promotions to assess the impact and effectiveness of diversity efforts.
  7. Develop, maintain and administer recruitment and marketing budget.
  8. Develops and recommends cost-effective compensation strategies that are consistent with market trends. Analyzes and monitor effectiveness of programs to ensure competitiveness with local markets. Reviews and conducts surveys to assess the College's competitive position.
  9. Develop, implement, and monitor classification, and compensation administration policies and procedures. Ensures compensation practices are in compliance with collective bargaining agreements. Provides technical guidance and assistance on compensation issues to management.
  10. Manage the job classification process to ensure internal equity. Provide advice and counsel to management regarding compensation for new hires as well as issues related to employee promotions, demotions, transfers, temporary assignments and additional duties to ensure adherence to the Compensation Guidelines.
  11. Review internal structure of job titles and salaries. Make recommendations for improvements and consistency where applicable.
  12. Develop internal career ladders to show examples of career progression and aid in employee development discussions.
  13. Ensure that collaborations with Institutional Research to develop information required for CCBC reporting occur within deadline.
  14. Review and confirm that the integrity of CCBC data is maintained related to the collection and validated information required to complete HR's portions of Employee Data Systems (EDS) reports for government and non-government entities.
  15. Supervise, motivate, develop and provide leadership to staff.
Essential Job Duties are intended to be examples of duties and are not intended to be all inclusive. There will be other duties as assigned.
 

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