• Job Type: Officer of Administration
• Bargaining Unit:
• Regular/Temporary: Regular
• End Date if Temporary:
• Hours Per Week: 35
• Standard Work Schedule:
• Building:
• Salary Range: $76,000 to $80,000

Position Summary

Reporting to the Executive Director of Human Resources, this role is critical in ensuring the smooth functioning of human resources operations and facilitating the seamless integration of new employees into Columbia Engineering. This position handles talent management and designing/implementing effective onboarding strategies. In addition to operational analytics, this role employs data-driven insights in training program development by assessing skill gaps and performance metrics to tailor learning experiences effectively. HR compliance oversight involves monitoring regulatory changes and utilizing data analytics to assess compliance risks and develop mitigation strategies.

Responsibilities

• (20%) Onboarding Strategy Development and Implementation:

  Design and implement effective onboarding strategies to ensure a smooth transition for new hires. Conduct a comprehensive analysis of current onboarding processes and procedures to identify areas for improvement and enhancement.

  Collaborate with cross-functional teams, including HR, departmental leaders, and key stakeholders, to develop a tailored onboarding strategy that aligns with organizational goals and culture.

  Develop and implement a mentorship program that complements your onboarding strategy and helps new hires navigate their transition into the organization effectively

  Define clear objectives, milestones, and success criteria for the onboarding program to ensure alignment with business objectives and desired outcomes.

  Develop a structured onboarding curriculum encompassing essential information, training, and resources to support new employees in their organizational transition.

  Customize onboarding experiences based on job roles, departments, and individual needs, ensuring relevance and effectiveness for different employee groups.

  Design engaging and interactive onboarding materials, including welcome kits, handbooks, videos, and presentations, to introduce new hires to the organization's mission, values, policies, and procedures.

  Coordinate logistics and administrative tasks related to onboarding, such as paperwork completion, system access setup, workspace preparation, and orientation scheduling, to streamline the onboarding process and minimize administrative burdens for new hires.

  Monitor key metrics and performance indicators, such as time to productivity, turnover rates, and employee satisfaction scores, to evaluate the success of the onboarding program and identify opportunities for continuous improvement.

  Continuously iterate and evolve the onboarding strategy based on feedback, lessons learned, and changing business needs to ensure its relevance and effectiveness over time

• (20%) Recruitment and Sourcing:

  Develop comprehensive recruitment strategies to attract top talent, aligning with organizational goals and staffing needs, including developing innovative sourcing strategies to attract qualified candidates, including leveraging job boards, social media, and niche recruiting channels.

  Collaborates cross-functionally to foster a positive employer brand and employee value proposition

  Utilize various sourcing channels, including job boards, social media platforms, professional networks, and industry-specific events, to identify and engage potential candidates.

  Collaborate closely with hiring managers to understand staffing requirements and develop targeted job descriptions and candidate profiles.

  Conduct proactive outreach to passive candidates through networking and talent pipeline initiatives to build a robust candidate pool.

  Leverage data analytics and recruitment metrics to evaluate the effectiveness of sourcing strategies and optimize recruitment processes for efficiency and quality.

  Stay abreast of industry trends, best practices, and emerging recruitment and talent acquisition technologies to enhance sourcing strategies and recruitment efforts continually.

  Build relationships with external recruitment agencies, vendors, educational institutions, and professional organizations to expand recruitment networks and access diverse talent pools.

  Collaborate with internal stakeholders to develop employer branding initiatives and recruitment marketing campaigns to enhance the school's visibility and attractiveness to prospective candidates.

  Provide guidance and support to hiring managers on recruitment-related matters, including candidate selection, interview techniques, and talent assessment tools, to ensure alignment with organizational objectives and hiring standards.

• (20%) Compensation and Classification Analysis:

  Manage salary administration processes, including classification, compensation review, and benchmarking.

  Conduct comprehensive compensation analysis to determine competitive salary ranges and ensure internal equity

  Analyze market data to determine competitive salary ranges and ensure internal equity.

  Review and recommend actions for classified positions, such as establishment, reclassification, and compensation adjustments.

  conducting comprehensive compensation analysis involves utilizing market data and statistical methods to determine competitive salary ranges and ensure internal equity.

  Ensure compliance with relevant laws and regulations governing compensation and classification practices.

• (20%)Training and Development:

  Develop and implement training programs to enhance staff skills and promote career development.

  Collaborate with departmental leaders to identify training needs and design customized learning experiences.

  Evaluate training effectiveness and make recommendations for continuous improvement.

  Monitor and evaluate the effectiveness of training programs through participant feedback, performance metrics, and learning assessments, adjusting as needed to enhance learning outcomes and ROI.

  Conduct thorough needs assessments to identify skill gaps and learning objectives across the school

  Provide ongoing support and resources to employees to reinforce learning objectives and encourage continuous professional development.

• (20%) Data Analytics Oversight:

  Review employee performance metrics, such as productivity, efficiency, and project outcomes, to identify areas where skills may be lacking

  Evaluate training participation and completion rates to pinpoint skills that need improvement

  Gather employee feedback through surveys and discussions to understand their perceived skills gap

  Monitor and analyze the impact of training programs through participant feedback, performance metrics, and learning assessments.

  Use data to improve training initiatives and effectively address identified skill gaps continuously.

Minimum Qualifications

• Bachelor's degree in Human Resources, Business Administration, or related field (Master's degree preferred).
• At least 3-5 years of HR experience, preferably within a higher education institution, compensation analysis and/or HR compliance.
• Proficiency in data analysis and HR metrics
• Strong understanding of HR laws, regulations, and best practices.
• Excellent communication, interpersonal, and organizational skills.
• Ability to manage multiple tasks simultaneously and prioritize effectively.
• Proficiency in applicant tracking systems, HRIS, and Microsoft Office Suite.
• Customer service-oriented mindset
• Understanding of federal, state, and local employment laws and regulations
• HR certification (e.g., SHRM-CP, PHR) is desirable.
• flexibility for recruitment travel events
• As part of the applicant process, the finalist will be required to complete an Excel skills assessment.