Human Resources Operations Director

Job Description

Job Description

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

• Participate 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 sensitivity.
• Adaptability: Flexibility and adaptability to navigate changes in the College needs, industry trends and union agreements/employee handbooks.
• Demonstrated ability to lead, supervise, develop, and hold staff accountable while fostering a collaborative, respectful, and service-oriented work environment.
• Ability to effectively manage multiple priorities, competing demands, and complex assignments while maintaining accuracy, organization, and appropriate follow-through.
• Ability to remain composed, professional, and solution-focused when managing high-pressure, sensitive, urgent, or rapidly changing situations.
• Demonstrated ability to assess urgency, establish priorities, make sound decisions, and appropriately escalate matters when necessary.
• Strong interpersonal skills with the ability to demonstrate empathy, emotional intelligence, discretion, and sound judgment when working with employees, leaders, and other stakeholders.
• Ability to navigate difficult conversations, conflict, and sensitive employee matters with professionalism, objectivity, and respect.
• Demonstrated ability to build trust and productive working relationships with individuals at all levels of the organization.
• Ability to balance employee needs, operational requirements, compliance obligations, and organizational priorities when evaluating issues and making recommendations.
• Demonstrated adaptability and resilience when priorities, circumstances, or organizational needs change.
• Strong organizational and time-management skills with the ability to manage deadlines and ensure timely completion of critical HR activities.
• Ability to work independently, exercise appropriate judgment, and take initiative while recognizing when consultation or escalation is necessary.
• Demonstrated commitment to confidentiality and the ability to appropriately manage sensitive and confidential information.
• Strong written and verbal communication skills, including the ability to communicate complex or sensitive information clearly and effectively.
• Demonstrated ability to analyze problems, identify practical solutions, and make well-reasoned recommendations.
• Ability to lead through change and support employees and teams during periods of organizational or operational transition.

Physical Demands

• The position requires long periods of sitting, standing, reading, and writing, listening and speaking.

Mental Demands

• Display patience, diplomacy and excellent public relations skills.
• Ability to plan and work independently as well as work as a part of a team.

Working Conditions

• GRCC will comply with any mandated health and safety requirements. Compliance information is available on our policies website.
• Ability to work in a high traffic, indoor office environment.
• Travel to offsite locations may be required.

BENEFITS

• Health Coverage: Six health insurance plan options, including one with no health insurance premiums.
• Time off: Enjoy substantial vacation time.
• Wellness Program: Access resources for physical and mental wellbeing, and an onsite gym membership
• Continuous Learning: Career development and educational opportunities.
• Retirement Plans: Secure your future with our retirement options, including the state retirement plan or a 401A with a 12% employer contribution.

NEXT STEPS / APPLICATION PROCESS

Please fill out an application at Submit a cover letter and resume. The opportunity to apply for this position will close at the end of the day on the close date referenced at the top of this job posting.

NONDISCRIMINATION STATEMENT

Grand Rapids Community College creates an inclusive learning and working environment that recognizes the value and dignity of each person. It is the policy and practice of GRCC to provide equal educational and employment opportunities regardless of age, race, color, religion, marital status, sex/gender, pregnancy, sexual orientation, gender identity, gender expression, height, weight, national origin, disability, political affiliation, familial status, veteran status or genetics in all programs, activities, services, employment and advancement including admissions to, access to, treatment in, or compensation in employment as required by state and federal law. GRCC is committed to reviewing all aspects of GRCC programs, activities, services and employment, including recruitment, selection, retention and promotion to identify and eliminate barriers in order to prevent discrimination on the basis of the listed protected characteristics. The college will not tolerate any form of retaliation against any person for bringing charges of discrimination or participating in an investigation. Further information may be obtained from the EEO Office or the Office of General Counsel, 143 Bostwick Avenue NE, Grand Rapids, MI 49503-3295.