Director, Human Resources- Employment
Salk Institute for Biological Studies
- Employee Relations
Job #: F544
Laboratory/Department: Human Resources
The Human Resources department strives to create a working environment for all members of the Salk community that inspires innovation, encourages collaboration and mutual respect, and promotes scientific excellence. We aim to provide high standards of service that anticipate and meet the diverse needs of the Salk community. Through collaboration and partnership, we work to develop programs and systems and identify solutions that are flexible, efficient, and add value.
In conjunction with other department leadership, the Director, Human Resources (HR) provides strategic and tactical leadership in support of the broader goals set by the VP, HR that align with, and support the Institute's goals and mission.
- Formulates and recommends HR policies and objectives for the Institute.
- Directs the Institute’s employment programs including employee relations, immigration services, recruitment and staffing, performance management, recognition, training and development.
- Administers Institute policies, programs and practices, including planning, organizing, developing, implementing and coordinating programs.
- Coordinates implementation through HR staff.
- Designs new approaches, policies and procedures to effect continual improvements in the efficiency of the HR function. Ensures policies, programs and processes are compliant with all applicable federal, state and local laws and regulations.
- Ensures consistent and accurate interpretation and application of human resources policies and procedures within the Institute.
- Monitors application of employment practices for legal compliance.
- Oversees HR budget.
- Oversees workers' compensation program and recommends strategies to reduce claims.
- Responsible for HR reporting requirement under the employment umbrella.
- Oversees staff collective bargaining agreement.
- Provides management support to faculty and managers as needed.
- Assists and advises VP and other senior leaders as needed.
- Position interacts extensively with all Institute employees.
- Member of emergency preparedness committees.
A bachelor's degree preferred in business administration, HR, organizational development, or related field, or equivalent combination of education and work experience is required.
An MBA or MS in Human Resources is preferred.
- Minimum of ten years of increasingly responsible experience in human resources or comparable experience. Experience must include hands-on responsibility for more than one area of human resources activities, both operations and analysis with a particular emphasis on employee relations, staffing, and training and development, with an emphasis on and creativity throughout the employment lifecycle.
- Minimum of five years of increasingly senior-level management responsibility.
- Experience in an academic or research setting.
- Must be willing to work in an animal-related research environment.
- Able to work a flexible schedule as needed based on workload and deadlines.
- Must sign an Employee Confidentiality Agreement.
- Successful completion of the Institute’s background investigation.
This position required constant seeing, adjusting focus, keying, talking, hearing, reading, writing, reasoning and communicating.
Please include a cover letter that responds to the following inquiries:
- This position is focused on the employment lifecycle (i.e., recruitment/staffing, employee relations, training and organizational development, performance management, reporting, and related areas such as workers’ compensation and immigration services). It will not focus on compensation, benefits, and systems, although there will always be areas of overlap with the individuals responsible for those areas. Please describe how your interest areas and background would fit with this structure.
- Please describe how you have had an impact on the overall employment lifecycle in a prior position, and if you were not responsible for other specialty areas within HR, how you worked with those individuals who were to realize your goals and benefit the organization.
- Which positions have you overseen in previous positions and where did you have to spend the most time in terms of process development, mapping/improvement? What efficiencies and positive outcomes resulted, both with regard to staffing those functions, and streamlining procedures.
- Which area of HR do you consider to be your greatest strength? Which one are you the most passionate about and why?