Human Resources Operations Director

Summary The Director of Human Resources Operations provides leadership and oversight for the day-to-day internal operations of the Human Resources department. Reporting to the Executive Director of Human Resources, this position is responsible for translating established HR strategy, priorities, and direction into effective operational practices, systems, processes, and workflows. The Director provides direct leadership and supervision to assigned HR staff and ensures HR operations are efficient, consistent, compliant, service-oriented, and responsive to the needs of the College. The position provides operational leadership in areas including employee and labor relations, HR information systems and data, policy administration, process improvement, compliance, and other assigned HR functions. Working in close partnership with the Executive Director and other HR leaders, the Director ensures effective execution of department priorities, identifies opportunities to strengthen HR operations, and uses data, technology, and continuous improvement practices to enhance service delivery and the employee experience. The Director serves as a key operational resource to College leaders and helps ensure HR practices consistently support the College's organizational and student-centered priorities. Requisition ID: 1167 Position Number: 00001047 Group: Professional, Management, and Administration Schedule: 40 hours / 52 Weeks Compensation: Grade Level M3 $82,306 Benefits: Full-time Reports to: Executive Director of Human Resources Posting Opens: 08/21/2026 Posting Closes: Open until filled Essential Functions Supervision and Leadership Provide direct supervision and leadership to assigned Human Resources staff, ensuring effective operations, accountability, collaboration, and consistent, high-quality service delivery. Lead daily operations of the internal department, ensuring consistent, accurate, and service focused HR workflow execution. Foster a positive, collaborative, and accountable internal HR model. Monitor office workflow, workload balancing, turnaround times, and customer service standards across HR functions. Coordinate cross-functional team work, communication, and problem-solving across HR units. Employee and Labor Relations Provide leadership and oversight of employee and labor relations activities to ensure consistent, timely, and equitable application of college policies, employee handbooks, and collective bargaining agreements. Provide guidance and direction to Human Resources staff and College leaders regarding employee relations matters, including performance management, corrective action, workplace concerns, conflict resolution, and application of HR practices. Review complex or sensitive employee relations matters and partner with the Executive Director and Office of General Counsel, as appropriate, regarding matters presenting significant institutional risk or requiring higher-level review. Ensure consistent employee relations documentation, investigation, corrective action, case management, recordkeeping, and reporting practices. Interpret and administer collective bargaining agreements, employee handbooks, policies, and procedures and provide guidance to management regarding their application. Identify patterns and trends in employee relations matters and recommend operational, policy, training, or process improvements to address recurring concerns. Support management in proactively addressing workplace concerns and strengthening effective employee-management relationships. Participate in collective bargaining, labor-management meetings, grievance processes, and other labor relations activities as assigned. HR Operations and Compliance Translate Human Resources strategic priorities into operational plans, processes, procedures, and measurable outcomes in partnership with the Executive Director. Support the implementation of department initiatives and priorities by coordinating resources, timelines, responsibilities, and operational requirements. Evaluate HR operations and recommend process improvements that enhance efficiency, consistency, compliance, and service delivery. Establish and monitor operational standards, procedures, and internal controls to promote consistent HR practices across the department. Monitor HR operational metrics and trends to identify areas of risk, service gaps, and opportunities for improvement. Ensure assigned HR operations are administered in accordance with applicable federal, state, and local laws, collective bargaining agreements, employee handbooks, and College policies. Stay current on changes in employment law, regulatory requirements, HR practices, and operational trends; recommend appropriate updates to HR processes and procedures. Support department-wide implementation of new HR programs, systems, policies, and practices, including communication, training, and change management activities. HRIS, Data, and Processes Provide leadership and oversight of HR information systems, processes, and technology to support efficient and effective HR operations. Serve as a functional HRIS resource, with a strong understanding of system functionality, data integrity, workflows, reporting, and HR business processes. Identify opportunities to improve, automate, and streamline HR processes and workflows to enhance efficiency, accuracy, and the employee experience. Partner with Information Technology, Payroll, Finance, and other College departments to support HR system functionality, integrations, upgrades, testing, and implementation of system enhancements. Lead or support HR technology and operational improvement projects, including system implementations, process redesign, testing, training, and change management. Ensure the accuracy, integrity, confidentiality, and appropriate use of employee and HR data. Develop and monitor HR operational reports, metrics, and data to identify trends, assess effectiveness, and support informed decision-making. Engagement Engage with college wide activities that support our students and with community wide activities that support GRCC’s role within the community. Lead cross college employee input initiatives regarding employee engagement. Lead and participate on multiple cross functional teams. Serve as a standing member of the Strategic Leadership Team. Persons in this role are identified as a Campus Security Authority (CSA). CSA's will be trained and responsible for reporting Clery Reportable Crimes to Campus Police as required by the Clery Act. Policy Management Standing member of the Policy Committee, representing the Human Resources department. Administer and implement HR policies, procedures and work instructions. Regular attendance during normal scheduled hours is required. Being present is essential for serving customers and performing the essential functions of this position. Performs other related duties as assigned. Job Specifications Education Credentials Bachelor’s degree in Human Resources or related field required. Certification as a Human Resources Professional is preferred. Work Experience Minimum 7 years’ experience with increasing responsibilities in human resources required. Supervision and administrative experience in human resources required. Experience in higher education and a union environment is preferred. Skills Communication and Interpersonal Skills: Excellent communication skills, both written and verbal, to collaborate with diverse stakeholders and build effective relationships. Problem Solving: Strong problem-solving skills to address complex HR issues, conflicts, and challenges. Ability to develop creative and practical solutions in a dynamic environment. Ethical and Professional Conduct: High ethical standards and a commitment to maintaining confidentiality and professionalism. Conflict Resolution: The ability to handle employee disputes and conflicts professionally and with sensit #J-18808-Ljbffr Grand Rapids Community College