Human Resources & Academic Personnel Director

https://cincollege.org/administration/human-resources/employment-opportunities/

SCOPE OF POSITION Human Resources & Academic Personnel Director Administration President & CEO  Exempt (full time) $92,000↑ (DOE) Full-time; evenings/weekends as needed  Yes  June 03, 2026 The Director of Human Resources and Academic Personnel (HR Director) provides strategic and operational leadership for the institution’s human resources functions in support of the College’s mission, vision, and values. This position is responsible for the implementation of comprehensive HR systems and services, including and not limited to employee & labor relations, recruitment & retention, benefits administration, compensation & classification, performance management, state and federal compliance, with a strong emphasis on academic personnel (faculty) policies and procedures with familiarity in collective bargaining. The HR Director serves as an essential role and key advisor to institutional leadership organizational development, workforce planning, and institutional compliance with federal, state, and accreditation standards. This role is instrumental in cultivating a culturally responsive, inclusive, and equitable workplace for all, reflecting the values of CINC and its community. ESSENTIAL DUTIES & RESPONSIBILITIES Human Resources Leadership • Develops, implements, and manages HR policies, procedures, and systems that align with institutional goals, accreditation standards, and California employment law. • Administers HR operations including and not limited to: recruitment and selection, onboarding, employee relations, performance management, HRIS integrity, benefits coordination, ADA/FMLA compliance, classification, and compensation. • Serves as the College’s primary point of contact for all HR concerns and compliance. • Provides the oversight and coordination of student employment programs, ensuring student workers and supervisors receive appropriate guidance, feedback, and support in alignment with institutional and statefederal policies, and HR standards. Academic Personnel (AP) Administration • Responsible for and coordinates with the appropriate staff on faculty-related employment processes, including and not limited to credential verification, contracts, evaluations, and compensation in accordance with academic standards and applicable labor laws. • Supports the development and works with Academic Senate on faculty salary schedules, workload policies, and creates the AP handbook consistent with institutional policy and accreditation standards. Labor and Employee Relations • Serve as the College’s chief resource and advisor on employee and labor relations matters, ensuring compliance with applicable employment laws, regulations, policies, and collective bargaining agreements while fostering a positive and productive workplace culture. • Provide strategic guidance and consultation to supervisors and administrators on employee relations issues, performance management, corrective action, conflict resolution, and workplace investigations to ensure equitable, consistent, and legally compliant practices. Organizational Development and Workforce Planning • Partners with executive leadership to develop and implement workforce planning, succession strategies, organizational development initiatives, and change management efforts supporting institutional priorities, long-term sustainability, and operational excellence. • Designs, coordinates, and evaluates professional development/training programs to strengthen leadership capacity, employee engagement, compliance awareness, workforce effectiveness, and retention. Equity, Diversity, and Inclusion • Promotes and supports equitable recruitment, hiring, retention, advancement, and workplace practices that foster a diverse, inclusive, and culturally responsive workforce. • Cultivates and maintains collaborative relationships with Tribal Governments, Tribal Education Departments, professional organizations, and community partners to strengthen workforce development initiatives, expand recruitment opportunities, and advance the College’s mission and values. Strategic and Administrative Oversight • Develops, administers, and monitors the Human Resources budget, ensuring responsible stewardship of resources, fiscal accountability, and alignment with institutional goals and priorities. • Directs the administration and integrity of Human Resources information systems, records, and data management processes, ensuring accuracy, confidentiality, security, and compliance with applicable reporting requirements. • Assesses the effectiveness of Human Resources programs, services, policies, and procedures; identify opportunities for improvement and implement strategies that enhance operational efficiency, employee service, and institutional effectiveness. • Maintains, interprets, and periodically revises the Employee Handbook, personnel policies, and related procedures to ensure compliance with applicable laws, regulations, and institutional practices; communicates updates and provides guidance to employees and supervisors as needed. • Maintains current knowledge of emerging human resources trends, employment law developments, and best practices; recommends and implements policy, procedural, and operational changes necessary to ensure ongoing compliance and organizational effectiveness. Other Responsibilities • Represents the HR Division on institutional committees, working groups, and community partnerships. • Responds and resolves all HR issues, concerns, and inquiries with discretion and cultural competence. • Performs other related HR duties as assigned. MINIMUM QUALIFICATIONS  Long-term employment is contingent upon successful completion of a 180-day probationary period. To perform this job successfully, the HR Director must be able to perform each essential duty satisfactorily. The requirements listed below are representative of the knowledge, skill, and/or abilities required. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. Education and/or Experience • Bachelor’s degree in Human Resource Management, Business Administration, Higher Education Administration, or related field; with a minimum of five (5) years HR Director experience. • Familiar with collective bargaining, labor relations, and grievance resolution. • Demonstrated experience in higher education Human Resources, including academic personnel. • Knowledge of California labor law, wage and hour regulations, and federal employment laws (EEO, ADA, FMLA, FLSA, Title IX, DOL, etc.). • Proven ability to develop HR systems and processes in a growing organization or institution. • Excellent interpersonal, negotiation, and communication skills with demonstrated ability to build trust across diverse constituencies. • Valid driver's license, insurable driving record, with access to personal transportation PREFERRED QUALIFICATIONS • Master’s degree in HR Management, Higher Education Administration, Organizational Leadership, or related field; with a minimum of three (3) years of progressive HR Director/HR Management experience. • HR certification (PHR, SPHR, SHRM-CP, SHRM-SCP). • Experience in a Tribal College, community college, or other mission-driven postsecondary institution. • Demonstrated ability to establish HR infrastructure supporting institutional accreditation and compliance. • Familiarity with Tribal sovereignty, government structures, and community-based partnerships. CORE COMPETENCIES • Strategic Thinking and Planning • Equity-Minded and Culturally Responsive Leadership • Organizational Development and Change Management • Confidentiality and Professional Ethics • Labor Relations and Collective Bargaining Expertise • Data Integrity and HRIS Proficiency • Communication and Interpersonal Effectiveness