CGU- Human Resources Manager
Job Posting Location:
Claremont, CA
Job Posting Title:
CGU- Human Resources ManagerJob Description:
Established in 1925, The Claremont Colleges includes five undergraduate liberal arts colleges and two graduate institutions: Pomona College, Claremont Graduate University, Scripps College, Claremont McKenna College, Harvey Mudd College, Pitzer College, and Keck Graduate Institute. Located on contiguous campuses in the Southern California city of Claremont, each institution has its own student body, faculty, governance, curricular emphasis, culture, and mission. Intercollegiate cooperation provides university-scale services and facilities. With 8,500 students and 3,300 faculty and staff located on more than 540 acres of land, The Claremont Colleges benefit from the diverse missions, character and culture, and the integration of academic and extracurricular programs that make up this truly unique consortium. Nestled in the San Gabriel Mountain foothills, Claremont is 32 miles east of Los Angeles and part of the greater Los Angeles County.
Salary Range: $70,304 PER YEAR
Applicants, please note that actual compensation is determined by several factors that are unique to each candidate, including but not limited to job-related skills, depth of experience, certifications, relevant education or training, and specific work location, among others. The offered wage or salary is only one aspect of an employee's total compensation.
This position supports the daily operations of Human Resources, ensuring efficient and effective processes, maximizing the use of HR technology, supporting consistent policy implementation, and providing data and metrics across the full employment lifecycle. The position bridges strategy with execution to support a positive employee experience and works collaboratively with the HR Director and HR team to advance departmental and institutional priorities. As a member of the Human Resources leadership team, this position works closely with all members of the small, collaborative HR team and serves as a key resource in coordinating and advancing HR initiatives.
RESPONSIBILITIES AND ESSENTIAL DUTIES
Design, evaluate, implement, review, and monitor university Human Resources policies and procedures, ensuring compliance with applicable federal, state, and local employment laws and regulations, and recommend policy and process improvements as needed.
Serve as a key consultant and advisor to university staff, faculty, managers, and the Human Resources team on employee relations matters, performance management, corrective action, workplace concerns, policy interpretation, and other employment-related matters.
Manage the day-to-day operations of the Human Resources Office, ensuring the efficient delivery of HR services, timely completion of operational activities, and exceptional customer service to faculty, staff, applicants, and campus partners.
Manage and oversee the full employee lifecycle for staff, faculty, and adjunct faculty, including recruitment, hiring, onboarding, employment changes, leave administration, compensation changes, transfers, promotions, performance management, offboarding, contract administration, and separations.
Optimize workflows while maximizing the effective use of HR technology and systems.
Oversee the university’s position management and organizational data processes, including the creation, maintenance, reclassification, and modification of positions, job profiles, compensation grades, supervisory organizations, and related organizational structures within Workday.
Ensure all position and organizational changes are accurately processed, appropriately approved, and aligned with university policies, budgetary requirements, and organizational needs.
Administer and oversee employee transactions within Workday, including hires, rehires, compensation changes, manager and supervisory organization updates, job title changes, transfers, promotions, reclassifications, leave actions, faculty appointments, adjunct appointments, separations, and other employment-related transactions.
Ensure all employee data is accurate, timely, and compliant with university policy and applicable regulations.
Coordinate and oversee recruitment and staffing activities for staff, faculty, and adjunct positions, including developing recruitment guidelines, ensuring compliance with employment laws and university policies, and supporting hiring managers throughout the recruitment process.
Serve as the primary operational liaison between CGU and The Claremont Colleges Services (TCCS) for employee benefits and workers’ compensation administration.
Coordinate benefit-related processes, facilitate communication between TCCS and the university, assist employees and managers with benefits and workers’ compensation inquiries, support benefits enrollment and qualifying life events, coordinate return-to-work activities as appropriate, and ensure timely resolution of operational issues.
Administer assigned Human Resources programs, including the Tuition Remission Program for employees and eligible dependents.
Serve as the primary point of contact for program administration, employee inquiries, and operational oversight.
Coordinate with OIT and other stakeholders regarding Human Resources technology, Workday enhancements, system implementations, testing, integrations, and process improvements.
Manage the Workday Recruiting module and support the administration of Human Resources systems to improve operational efficiency, automation, and data integrity.
Develop, maintain, and analyze Human Resources metrics, workforce reports, dashboards, and related analytics to support operational decision-making, compliance, workforce planning, and annual reporting requirements.
Develop and deliver training for university stakeholders and maintain employment resources for managers and employees.
Training topics may include employment practices, Workday processes, compliance, HR policies, workers’ compensation procedures, and other Human Resources initiatives.
Serve as a Human Resources subject matter expert by providing guidance, direction, and support to managers and employees regarding Human Resources policies, procedures, employment practices, and operational processes.
Provide operational support and cross-training for Human Resources Coordinator and Payroll functions to ensure continuity of Human Resources operations during absences or periods of increased workload.
Participate in departmental planning, operational process improvement, and strategic Human Resources initiatives as a member of the Human Resources leadership team.
Serve on and represent Human Resources on various university and consortium committees.
Identify opportunities to improve operational efficiency, customer service, compliance, and business processes through continuous improvement methodologies and technology.
Perform other duties as assigned, including special projects, audits, compliance activities, reporting requirements, and other operational responsibilities.
REQUIRED KNOWLEDGE, SKILLS AND/OR ABILITIES:
Ability to lead projects and teams.
Strong understanding of process improvement.
Excellent analytical, problem solving and communication skills.
Advanced understanding of HRIS systems and their interconnectedness.
Strong understanding of human resources best practices.
Strong interpersonal, relationship-building and oral/written communication skills (including electronic communications).
Excellent time management skills.
Demonstrated organizational skills, with particular attention to detail.
Demonstrated ability to make administrative and procedural decisions and judgments on sensitive, confidential topics.
Demonstrated ability to analyze complex information and to define and solve problems.
Demonstrated ability to work independently under limited supervision.
Demonstrated ability to work within a team.
Demonstrated commitment to preserving documentation. Demonstrated commitment to contribute to a safe work environment.
QUALIFICATIONS:
EDUCATION: Bachelor’s degree in Human Resources, Business Administration, Operations, or a related field, or an equivalent combination of education and experience that provides the required knowledge, skills, and abilities.
EXPERIENCE: A minimum of three years of progressively responsible Human Resources experience, including experience supporting the full employee lifecycle, is required. Proficiency with Microsoft Office Suite and experience using Human Resources information systems (HRIS) are required. Experience with Workday is strongly preferred.
DESIRABLE EDUCATION AND/OR EXPERIENCE:
Five or more years of progressively responsible Human Resources experience, including experience managing day-to-day HR operations.
At least two years of experience supervising, leading, or providing work direction to Human Resources staff is highly desirable.
Experience working in higher education Human Resources, including supporting staff, faculty, and adjunct employment processes, is preferred.
Experience with Workday HCM, PeopleSoft, Vector Solutions, or similar HR, enterprise, and learning management systems is also desirable.
SHRM Certified Professional (SHRM-CP), Professional in Human Resources (PHR), or other relevant Human Resources certification preferred.
HOURS: The regular work schedule for this position is generally Monday through Friday, 8:30 a.m. to 5:00 p.m. Work hours and schedules may vary based on university, departmental, and operational needs.
This position is primarily on-site; however, flexible or remote work arrangements may be available with supervisor approval and are subject to operational needs and university practices. Any flexible work arrangement may be modified or discontinued as business needs change.
CLASSIFICATION AND STATUS: Exempt, full-time.
SUPERVISORY RESPONSIBILITY: This position does not currently have direct supervisory responsibility; however, supervisory responsibilities may be assigned based on organizational needs.
REPORTS TO: Director of Human Resources
Physical Activities
Ascending or descending ladders, stairs, scaffolding, ramps, poles and the like.
☐ Never ☒ Occasionally ☐ Constantly
Moving self in different positions to accomplish tasks in various environments including tight and confined spaces.
☐ Never ☒ Occasionally ☐ Constantly
Remaining in a stationary position, often standing or sitting for prolonged periods.
☐ Never ☒ Occasionally ☐ Constantly
Moving about to accomplish tasks or moving from one worksite to another.
☐ Never ☐ Occasionally ☒ Constantly
Adjusting or moving objects up to 10 pounds in all directions.
☐ Never ☒ Occasionally ☐ Constantly
Communicating with others to exchange information.
☐ Never ☐ Occasionally ☒ Constantly
Repeating motions that may include the wrists, hands and/or fingers.
☐ Never ☐ Occasionally ☒ Constantly
Operating machinery and/or power tools.
☒ Never ☐ Occasionally ☐ Constantly
Operating motor vehicles or heavy equipment.
☒ Never ☐ Occasionally ☐ Constantly
Assessing the accuracy, neatness and thoroughness of the work assigned.
☐ Never ☐ Occasionally ☒ Constantly
Environmental Conditions
Low temperatures.
☐ Never ☒ Occasionally ☐ Constantly
High temperatures.
☐ Never ☒ Occasionally ☐ Constantly
Outdoor elements such as precipitation and wind.
☐ Never ☒ Occasionally ☐ Constantly
Noisy environments.
☐ Never ☒ Occasionally ☐ Constantly
Hazardous conditions.
☒ Never ☐ Occasionally ☐ Constantly
Poor ventilation.
☒ Never ☐ Occasionally ☐ Constantly
Small and/or enclosed spaces.
☒ Never ☐ Occasionally ☐ Constantly
No adverse environmental conditions expected.
☒ Never ☐ Occasionally ☐ Constantly
Physical Demands
Sedentary work that primarily involves sitting/standing.
☐ Never ☐ Occasionally ☒ Constantly
Light work that includes moving objects up to 20 pounds.
☐ Never ☒ Occasionally ☐ Constantly
Medium work that includes moving objects up to 50 pounds.
☒ Never ☐ Occasionally ☐ Constantly
Heavy work that includes moving objects up to 100 pounds or more.
☒ Never ☐ Occasionally ☐ Constantly
EEO Statement:
Claremont Graduate University is an Equal Opportunity Employer and does not discriminate on the basis of race, color, creed, religion, gender and/ or gender identity or expression, marital or parental status, national origin, ethnicity, citizenship status, veteran or military status, sex, age, sexual orientation, or physical disability or any other legally protected basis in its employment practice and in admission of students to educational programs and activities in accordance with the requirement of Title IX of the Education Amendments of 1972, Title I of the American Disabilities Act of 1990 and other applicable laws. CGU is committed to affirmative action in employment practices regarding ethnic minorities, the physically challenged, Vietnam-era veterans, and women. This job description defines the essential or fundamental job duties of the employment position. It is assumed that employees hired for this position can perform the essential functions of this job without imposing risk of substantial harm to the health or safety of themselves or others. Qualified candidates of diverse ethnic and racial backgrounds are encouraged to apply for vacant positions at all levels.
This job description defines the essential or fundamental job duties of the employment position. It is assumed that employees hired for this position can perform the essential functions of this job without imposing risk of substantial harm to the health or safety of themselves or others.
It may also include marginal functions, generally defined within Title I of the Americans with Disabilities Act.
Successful completion of criminal background and DMV checks required for final candidate.