Human Resources Director

Beloit College
Human Resources Director 
Beloit, WI

Occupational Summary

The Human Resources Director is responsible for the development and implementation of human resources policies, programs, and services that support the College’s mission and operational goals. This position oversees all aspects of human resources, including employee relations, compensation and benefits, payroll, compliance, and organizational development. The HR Director works in close partnership with other senior leaders, faculty, and staff to ensure consistent and effective human resources practices across the College.

Characteristic Duties and Responsibilities

1. Directs and oversees the management of the Human Resources and Payroll office, ensuring services are effective and aligned with institutional goals.
2. Serves as a key advisor to senior leadership on all HR matters.
3. Collaborates with senior leadership members, department heads, and campus leaders to align HR strategies with institutional priorities.
4. Leads a team of HR professionals, overseeing recruitment, training, supervision, and evaluation of Human Resources and Payroll staff.
5. Collaborates on organizational hiring needs while overseeing onboarding and retention strategies to attract and retain top talent.
6. Oversees the college-wide performance management systems to support employee growth and institutional excellence.
7. Directs the design and administration of competitive compensation and benefits programs; ensures regulatory compliance and competitive salary levels necessary to attract and retain qualified staff.
8. Fosters a positive and productive work environment through proactive employee relations strategies designed to minimize and mediate workplace disputes.
9. Oversees compliance with federal and state regulations, with employment laws, safety regulations (OSHA and EPA), and risk management protocols; advises the campus community regarding safety protocols and procedures to ensure regulatory compliance.
10. Leads efforts to modernize HR systems and processes for efficiency and data-informed decision-making; evaluates departmental procedures to streamline and/or automate processes.
11. Develops and implements professional development and leadership development programs for staff.
12. Partners with the Finance area to develop and manage the annual HR budget for the college, including headcount planning, salary planning, benefits, recruitment, and professional development, ensuring alignment with institutional goals, budget constraints, and workforce needs.
13. Provides data-informed insights on staffing levels, turnover trends, and workforce costs to support strategic decision-making.
14. Collaborates on position control and approval processes, ensuring new or replacement roles are financially justified and aligned with organizational priorities.
15. Student Employment Operations:

• Oversee the administration of student employment programs, ensuring compliance with institutional policies and federal/state regulations.
• Collaborate with campus departments to ensure consistent and equitable employment practices for student workers.

1. Student Union Collaboration – Staff Liaison Role

• Sit on the Labor Management Committee
• Act as the primary point of contact for employment-related matters between institutional staff and the student union.
• Serve as a resource for staff who have concerns or issues related to student union operations or personnel.
• Support student union leaders in addressing concerns related to institutional staff, ensuring respectful and productive communication.
• Provide guidance on conflict resolution, performance management, and policy interpretation to both staff and student union leadership.
• Ensure that student union employment practices are aligned with institutional HR policies and promote fairness, inclusion, and accountability.

1. Supervises the Director of College Events, providing leadership and support, unless directed otherwise.
2. Performs miscellaneous job-related duties as assigned.

Credentials and Experience

1. Bachelor’s degree
2. HRCI - PHR/SPHR and/or SHRM - CP/SCP certification preferred.
3. A minimum of 7 years of progressively responsible experience directly related to the duties and responsibilities specified.
4. Experience planning, organizing, and prioritizing multiple tasks and projects simultaneously with frequent interruptions is required.
5. Proficiency with Microsoft Office software; ability to learn other software relevant to duties (e.g., Jenzabar, Reason content Management System to support web pages, and [specific software/programs]).

Knowledge, Skills, and Abilities

1. Demonstrated collaborative leadership skills with the ability to navigate complex organizational dynamics with diplomacy, integrity, and transparency while fostering positive working relationships.
2. Knowledge of contemporary principles and best practices in human resource management.
3. Ability to assess operations, develop policy, and implement process improvements and strategic initiatives.
4. Skill in the design, implementation, and evaluation of employee benefit programs.
5. Experience leading talent acquisition, onboarding, employee development, and performance management initiatives.
6. Experience utilizing ERP systems and related technology systems.
7. Knowledge of federal and state employment laws and regulations, with the ability to interpret and apply them effectively.
8. Ability to understand and appreciate the mission of a residential liberal arts college and work effectively with diverse faculty, staff, students, alumni, and community members in a fast-paced environment.
9. Ability to develop and contribute to learning and work environments that welcome individuals from a variety of backgrounds and experiences.
10. Ability to analyze problems and develop creative solutions to complex human resource issues.
11. Knowledge of alternative dispute resolution processes.
12. Excellent interpersonal, customer service, and written and verbal communication skills.
13. Strong problem-solving, organizational, and project management skills, with the ability to adapt to changing priorities and meet deadlines independently.
14. Skill in budget preparation and fiscal management.

The intent of this job description is to provide the general nature and level of work required of employees who are assigned to this classification and shall not be constructed as an all-inclusive list of duties and responsibilities. Employees may be instructed to perform job-related duties and responsibilities other than those specifically presented in this description.

We Make it Easy

Founded in 1901, MRA is a nonprofit employer association that serves more than 4,000 employers, covering more than one million employees.

As one of the largest employer associations in the nation, MRA helps its member organizations thrive by offering the most comprehensive assortment of HR services, information, education, and resources to help build successful workplaces and a powerful workforce.

We partner with these companies working directly with their HR department and leadership to hire their talent. We are a direct line to the company, not an agency recruiter.