FILING DEADLINE: APRIL 21ST, 2021
COMPENSATION AND BENEFITS: SalaryRange: $15,362-$18,673 per month (2020/21 Management Salary Schedule); maximum salary placement of $16,937 is based on assessment of previous experience as documented in application materials. An additional 2% compensation will be added to the base salary for an earned doctorate degree. An Administrative Allowance of $520.00 per month will be added to the base salary for this position.
- Fringe benefits: The District offers a competitive benefit package which includes health & welfare (medical/dental/vision/life/long-term disability) benefits for employees and eligible dependents.
- Leave/Holiday time: Management employees earn 1 day of sick leave and 1.8333 days of vacation for each month worked. They are also entitled to holidays recognized by the District (14 holidays/year).
- Housing Assistance: Reduced fees for mortgage loans and real estate services may be available to the candidate selected for this position (contact Human Resources for more information)
Santa Rosa Junior College is an institution that has been a part of the community for more than 100 years, located in Sonoma County, California. Sonoma County is rich in history, beauty, and culture and it is one of the finest places to live on earth. Over 1.7 million students have attended SRJC in its more than 100-year history, many of whom are drawn to the college for its academic excellence, superb faculty and staff, comprehensive student services and beautiful grounds. At SRJC, we value learning that includes:
- Excellent and innovative instruction and support services;
- A learning- and learner-centered environment;
- A welcoming physical environment;
- Equity-minded faculty and staff who demonstrate empathetic and supportive attitudes;
- Access to programs and courses that lead to transfer and/or gainful employment.
- Access to lifelong learning opportunities
SRJC is committed to diversity, equity, inclusion and anti-racism. We are a designated Hispanic-Serving Institution, reflecting the great responsibility that the College has to the educational attainment and economic well-being of the surrounding community and supporting of all diverse groups. In 2019 and 2020, SRJC received the INSIGHT Into Diversity Higher Education Excellence in Diversity (HEED) Award. This award recognizes colleges and universities that demonstrate an outstanding commitment to diversity and inclusion and SRJC was the only California Community College recipient of this award. The ideal candidate will share SRJC’s commitment to be an inclusive, diverse and sustainable learning community that engages the whole person.
SCOPE OF POSITION:
The District is seeking to fill this position with an individual who can provide managerial leadership for the Human Resources department. This is a full-time, permanent, classified management position. Appointments are contingent upon funding and Board approval. Under the direction of the Superintendent/President, this individual will provide overall leadership in the planning, organization, direction and implementation of a comprehensive human resources program for the District and provide oversight of the Human Resources department; collaborate with President’s Cabinet to support and achieve the District’s mission, goals, and initiatives; serves as the District’s Compliance Officer, Title IX decision maker and Americans with Disabilities Act (ADA) Coordinator; may serve as the designee in the absence of the Superintendent/President; supervise and evaluates the performance of assigned staff; and foster a culture of collaboration, inclusion, mutual respect, innovation and continuous improvement throughout the District.
The Human Resources Department is responsible for all personnel and employment-related matters for regular, temporary, student, and short-term non-continuing employees totaling over 3,000 individuals in the District. The staff includes 4 Classified Administrators, 3 Confidential employees and 6 Classified employees. Services provided include recruiting, hiring, evaluating, classification, compensation, employee benefits, accessibility, compliance, worker’s compensation reporting, professional development, absence tracking and employment verifications. The Staff members serve as liaisons to other departments where personnel issues and functions cross interdepartmental lines. In addition, the Department mediates legal and personnel issues and oversees the preparation of the personnel portion of the Board Agenda.
KEY DUTIES AND RESPONSIBILITIES:
Examples of key duties are interpreted as being descriptive and not restrictive in nature. Incumbents routinely perform approximately 80% of the duties below.
- Develops and implements effective, inclusive, and equitable Human Resources policies, procedures, and systems.
- Plans, organizes, directs, and implements a comprehensive human resources program that supports the mission of the District and its employees in the areas of recruitment and selection; benefits administration, including unemployment insurance and workers’ compensation; compensation; classification; employee and labor relations; contract administration; human resources information systems; professional development; performance evaluation; compliance and equal employment opportunity (EEO) and diversity/inclusion programs.
- Directs and reviews effectiveness of employment services including recruitment efforts, selection processes, onboarding procedures, and retention efforts of District faculty and staff. Provides training in effective employment practices that incorporate strategies to reduce/eliminate the impact of implicit bias throughout the process; provides information and support for retention of new employees; Prepares and presents reports to appropriate audiences detailing the impact of equity-focused employment practices.
- Provides leadership with the formulation and development of college policies, procedures, and programs related to human resources; collaborates with senior administrators and constituent groups in the development of plans, strategies, goals and objectives of the District; develops and presents human resources-related policies, procedures and programs in response to legislation and District needs.
- Advises and counsels the Superintendent/President and senior and executive management on policy, rules, regulations, labor union contract interpretation and negotiations, legal requirements, and impacts of legislation regarding issues pertaining to human resources.
- Participates in classified and faculty collective bargaining negotiations and processes in accordance with policy direction from the Superintendent/President and the Board of Trustees; oversees the administration, interpretation and implementation of collective bargaining agreements for classified staff; interprets provisions of the negotiated contracts to ensure that employment-related actions are in compliance with labor agreements and applicable laws and regulations; may serve as the chief negotiator for the classified unit; handles the faculty grievance process for the District.
- Meets with individual employees and groups of employees to provide information, respond to questions, resolve issues, and receive feedback on a variety of work-related issues, concerns, problems or complaints; communicates and consults with legal counsel on litigation related to employment and other human resources matters; seeks advice from legal counsel on the interpretation of federal, state, and local laws and regulations as they pertain to human resources issues; advises the Superintendent/President of required responses to litigation and other legal matters.
- Serves as the District’s Compliance Officer, pursuant to Title 5 of the California Code of Regulations, for purposes of responding to complaints of unlawful discrimination; ensures District compliance with EEO requirements and appropriate regulations. Serves in an advisory capacity to the District’s Equal Employment Opportunity Advisory Committee (EEOAC) to oversee the development and implementation of the District’s EEO Plan; and promotes and implements equal employment opportunity (EEO) and diversity and inclusion programs.
- Serves as the District’s Title IX decision maker, oversees Title IX complaints of discrimination, sexual harassment, and sexual violence, including sexual assault from employees, students, and members of the public; collaborates and consults with colleagues, professional organizations, and community resources to facilitate the development of the Districts Title IX Programs.
- Serves as the District’s ADA Coordinator; chairs the District’s Access Committee (DAC); develops the District’s Transition Plan for persons with disabilities; oversees investigations or investigates and responds to allegations of discrimination regarding disability; and consults with other managers to develop solutions to evolving, emerging matters related to equity and access as needed.
- Hires, directs, supervises and evaluates assigned staff; establishes standards of performance and methods of operation for the department; assigns and monitors workloads and projects; disciplines assigned staff according to established policies and procedures.
- Provides leadership in the convening, charge and work of a variety of District-wide committees, councils, teams, task forces, and special events related to Human Resources; attends and chairs District-wide committees; represents the District in the community and at local, State and regional meetings; maintains liaison with appropriate government agencies and professional organizations; attends all meetings of the District’s Board of Trustees; provides reports to the Board of Trustees as requested or required.
- Oversees the budget for Human Resources programs and operations; analyzes and reviews budgetary and financial data; authorizes expenditures in accordance with established policies and procedures; manages the accounts appropriately to ensure that the budget is balanced; identifies resources, and establishes a basis for accountability on behalf of the Human Resources department.
- Serves as the custodian of records for personnel files for the District; protects confidentiality and follows privacy laws (HIPAA); directs the preparation of, or prepares records and reports related to personnel transactions, recruitment and selection, administration of employee benefits, workers’ compensation/long-term disability, classification review, salary administration, EEO/staff diversity reports and other documentation;
- Provides leadership in implementing the vision and oversight of the strategic planning and related efforts including Program and Resource Planning Process (PRPP) annual and program review for the Human Resources department.
- Mission, goals, purpose, organization, operations, policies and procedures of public educational institutions.
- Principles and practices of human resources management, public administration, collective bargaining in the public sector, and professional training and development, including hiring, supervision, training, performance evaluation, and disciplinary processes.
- Recruitment and retention practices that align with diversity, inclusion, and equity values.
- Student equity, retention, and success
- Local, State and Federal laws and regulations, including but not limited to the California Education Code, the California Code of Regulations, and EEO, ADA, Title IX laws as they pertain to human resources practices and procedures in California community colleges.
- Human resources information systems including position control, salary placements, leave tracking and other personnel transactions.
- Principles and techniques of job analysis and administration of position classification and compensation plans.
- Community college accreditation standards and processes.
- Participatory approaches to shared governance.
- Provide effective leadership in the various aspects of Human Resources, professional development, and compliance for employees of the District.
- Apply the principles, methods and techniques of personnel and human resources management including interpreting, applying and explaining laws, policies and procedures governing the workplace at the District.
- Select, assign, orient, train, supervise, counsel and evaluate the performance of assigned employees.
- Direct and/or perform difficult and sensitive work requiring confidentiality, tact and diplomacy such as investigations and resolutions of unlawful discrimination and sexual harassment/sexual violence complaints; advise management on disciplinary hearings, procedures, and other personnel matters.
- Analyze situations accurately and provide effective resolutions or alternatives to conflict between and among employees.
- Establish and maintain effective working relationships with a wide variety of groups and individuals, including faculty, classified staff, administrators, employee group representatives, members of the public, and representatives of external agencies.
- Develop and present clear and concise reports and presentations to a wide variety of groups in the College community and to professional groups or organizations.
- Communicate effectively both orally and in writing.
- Demonstrate sensitivity to, and respect for, a diverse population of community college students, faculty, and staff.
Candidates/incumbents must meet the minimum qualifications as detailed below, or file for equivalency. Equivalency decisions are made on the basis of a combination of education and experience that would likely provide the required knowledge and abilities. If requesting consideration on the basis of equivalency, an Equivalency Application is required at the time of interest in a position (equivalency decisions are made by Human Resources, in coordination with the department where the vacancy exists, if needed.)
Master’s degree from an accredited college or university in personnel/human resources management, business, public administration, or related field; or combination equivalent to a Master’s degree, AND
Increasingly responsible experience in managing a human resources department.
At least five years of increasingly responsible experience in managing a human resources department in a large, public sector educational environment.
In order to be given consideration for this position, applicants must submit the following documents by the filing deadline:
- A completed Santa Rosa Junior College Employment Application and responses to Agency-wide Questions. Please provide contact information (phone number and email address) for three professional references.
- A cover letter explaining your interest in the position, including how you meet the requirements and are qualified to perform the duties as listed in the “Key Duties and Responsibilities” section of this job announcement.
- Current Resume.
- Transcripts of all college level course work, including confirmation of degrees. Unofficial copies (both sides) are acceptable if the unofficial document includes a seal, watermark, or other proof that the document was provided by an educational institution. Official transcripts must be submitted prior to hiring. If transcripts are from an institution outside of the United States, applicants must provide a formal evaluation of their foreign degree(s) at the time of application. Contact the Human Resources Department for more information.
- If you do not meet the minimum qualifications and would like to be considered, please submit a completed Equivalency Form and supporting documents: Equivalency app here (Download PDF reader)
PLEASE SUBMIT ONLY MATERIALS REQUESTED.
Following the filing deadline, applications which are complete for screening will be reviewed by a screening committee. Approximately 2-3 weeks later, Human Resources will notify you whether or not you have been selected for interview. Those applicants most suitably qualified for the position will be invited to interview with a Screening Committee. The Screening Committee may include representatives from the Faculty, the Administration, the Classified Staff, and the Associated Students.If you are in need of accommodation in order to apply or interview for this opening, please contact the Human Resources Department.
MORE ABOUT SRJC HUMAN RESOURCES
PHYSICAL ADDRESS: Bussman Hall Annex
MAILING ADDRESS: 1501 Mendocino Avenue, Santa Rosa, CA 95401
PHONE: (707) 527-4954FAX: (707) 527-4967
All documents included in your online employment application become the property of the District. Your employment application for this opening will not automatically be considered for future openings. New employment application(s) must be submitted for each opening.
Due to COVID-19, the Human Resources staff are working remotely until further notice.
CONDITIONS OF EMPLOYMENT (Prior to beginning employment):
- In accordance with Federal Law all employees must provide proof of eligibility to work in the United States;
- Must be fingerprinted and have background clearance (at applicant’s expense); and
- Must take a TB test (once hired and every four years thereafter).
Campus Security Policy and Campus Crime Statistics Act (Jeanne Clery Disclosure)
Sonoma County Junior College District’s annual security report includes statistics for the previous three years concerning reported crimes that occurred on campus; in certain off-campus buildings or property owned or controlled by Sonoma County Junior College District; and on public property within, or immediately adjacent to and accessible from, the campus. The report also includes institutional policies concerning campus security, such as policies concerning alcohol and drug use, crime prevention, the reporting of crimes, sexual assault, and other matters. You can read or obtain a full copy of this report by going to https://police.santarosa.edu/. Paper copies of the full report are available upon request by contacting Police Department Records at (707) 527-4963 or by coming to the Sonoma County Junior College District Police Department located at 2032 Armory Drive, Pedroncelli Center, Santa Rosa Campus.
Equal Employment Opportunity
SRJC attracts and retains the most qualified faculty and staff from diverse backgrounds. This is achieved through an inclusive recruitment strategy and a rigorous, thorough hiring process that begins with the fair and consistent evaluation of each application for minimum qualifications and demonstrated skills specific to each position/assignment. Because the ability to serve students from broad cultural heritages, socioeconomic backgrounds and genders is a key commitment of the District mission, SRJC actively encourages applications from candidates who recognize the value that diversity brings to a professional educational community.
The Sonoma County Junior College District does not discriminate on the basis of race, religious creed, color, national origin, ancestry, ethnic group identification, physical disability, mental disability, medical condition, genetic condition, marital status, sex, gender, gender identity, gender expression, genetic information or sexual orientation in any of its policies, procedures or practices; nor does the District discriminate against any employees or applicants for employment on the basis of their age. This non-discrimination policy covers admission, access and treatment in District programs and activities–including but not limited to academic admissions, financial aid, educational services and athletics–and application for District employment.
The Sonoma County Junior College District is an Equal Opportunity Employer.