Executive Director,Human Resources Job Rockford area,Illinois USA,HR/Recruitment

OVERVIEW:

Gallaudet University, federally chartered in 1864, is a bilingual, diverse, and multicultural institution of higher education dedicated to the intellectual and professional advancement of Deaf and hard of hearing individuals through American Sign Language and English. Gallaudet maintains a proud tradition of research and scholarly activity and prepares graduates for career opportunities in a highly competitive, technological, and rapidly changing world.

As part of the university, the Laurent Clerc National Deaf Education Center is a federally funded center that operates exemplary elementary and secondary education programs for deaf and hard of hearing students as well as national outreach programs which develop and disseminate innovative curricula, instructional techniques, and products nationwide, and provide information, training, and technical assistance to parents and professionals serving children from birth through age 21.

Job Title:

Executive Director, Human Resources

Worker Type:

Regular

Pay Type:

Salary

Exempt Status:

Yes

Compensation Grade (Track/Level):

Hiring Range (Commensurate with experience and qualifications):

$-$

Salary Ranges:

All Compensation Grades

Supervisory Organization (Department):

Office of the President

Summary:

Reporting to the Chief of Staff, the Executive Director of Human Resources provides leadership and oversight for comprehensive human resources strategy, workforce and talent management, organizational effectiveness, operations and policies, and continuous modernization to ensure a high-performing, data-informed, and mission-driven workforce aligned with the strategic priorities across Gallaudet University and Clerc Center.

Job Description:

Leads the University's human resources strategy in alignment with institutional mission, strategic priorities, financial realities, and evolving workforce needs; and translates University goals into long-term workforce and human capital priorities, and establishes measurable strategies for achieving them.
Serves as a strategic advisor and partner to University leadership on workforce strategy, organizational design, structural change, workplace culture, and emerging human resources issues; and provides high-level advice on major institutional decisions and initiatives.
Leads strategic workforce planning to ensure the University has the appropriate workforce size, structure, capabilities, and leadership capacity to accomplish current and future priorities; and utilizes workforce data, trends, scenario planning, and institutional priorities to anticipate staffing needs, skill gaps, succession risks, and opportunities to redesign work.
Develops and leads an integrated talent strategy for attracting, selecting, retaining, developing, and advancing a highly qualified and mission-aligned workforce; and strengthens recruitment and retention strategies, internal mobility, career pathways, succession planning, and leadership pipelines, with particular attention to developing and advancing Deaf talent and leadership across the University.
Provides supervision to the Human Resources team; provides ongoing feedback to all employees including student workers; completes the annual performance evaluations for each regular status and extended temporary staff; set goals and expectations for each staff; promotes a safe and healthy work environment; and ensures professional development opportunities are provided to each regular status and extended temporary staff.
Provides strategic leadership for organizational effectiveness and workplace culture, partnering with University leaders to strengthen accountability, performance, collaboration, employee engagement, and organizational health; and identifies workforce and culture trends and recommends institution-wide strategies to address barriers to employee and organizational success.
Leads the University's approach to performance and talent management, ensuring that expectations, feedback, performance assessment, recognition and development, and advancement practices reinforce institutional priorities and create meaningful accountability for results.
Provides strategic oversight of compensation, classification, benefits, and total rewards, ensuring that programs are financially sustainable, competitive, equitable, and aligned with the University's talent strategy; and utilizes market data, workforce analytics, and institutional priorities to recommend compensation and total rewards strategies to University leadership.
Provides…