Portland Community College | Portland, Oregon

Human Resources Organizational Å·ÖÞ±­¾öÈü¾º²Âapp_Å·ÖÞ±­×ãÇòÍø-Ͷע|¹ÙÍøment Representative

• Title: Human Resources Organizational Å·ÖÞ±­¾öÈü¾º²Âapp_Å·ÖÞ±­×ãÇòÍø-Ͷע|¹ÙÍøment Representative
• Class: Management
• Exempt Status: Exempt
• Grade: K

Job Summary

Under the direction of Management, acts as an internal consultant to managers on Organizational Å·ÖÞ±­¾öÈü¾º²Âapp_Å·ÖÞ±­×ãÇòÍø-Ͷע|¹ÙÍøment. Analyzes complex climate and culture issues; designs, develops and implements strategies to support an inclusive environment.? Assesses development needs and designs, develops and delivers comprehensive training programs including, individualized coaching, department/area specific and general curricula. Conducts fact-findings to identify climate and culture barriers.? Builds partnerships with internal stakeholders, such as the Office of Equity and Inclusion, to create culturally responsive and inclusive practices and processes.

Typical Duties and Responsibilities

1. Proactively partners with managers to identify and implement strategies to improve and maintain a positive, inclusive work environment utilizing best practices for creating an inclusive culture and climate.
2. Engages key stakeholders to develop and implement employee professional development programs to support equity, cultural competencies and the ability to interact productively in an increasingly diverse environment.
3. Reviews and analyzes culture and climate concerns raised through PCC¡¯s formal and informal complaint processes (e.g., PCC¡¯s Non-discrimination Non-harassment Policy, Title IX investigations and Standards for Professional Behavior.)
4. Advises management on HR programs including Employee and Labor Relations and provides strategic guidance to ensure best HR practices are integrated into organizational development.
5. Researches employment laws and/or best practices to resolve ad hoc issues, and assists in the development and implementation of organizational development programming.
6. Confers with, and coaches managers on performance management, employee morale issues, effective management techniques, leadership development, team building and other related issues, to improve the efficient and effective operation of campus programs, employee satisfaction, and/or the productive interactions and teamwork of staff.
7. Conducts climate assessments and analyzes results.? Makes recommendations for professional and organizational development programs to address findings.
8. In collaboration with management, reviews organizational culture and recommends systemic programming to increase intercultural competencies throughout the organization.
9. Recommends the development and implementation of metrics to track progress toward milestones that create a climate of inclusion. ?Å·ÖÞ±­¾öÈü¾º²Âapp_Å·ÖÞ±­×ãÇòÍø-Ͷע|¹ÙÍøs measures for accountability.? Consults with stakeholders (e.g. department managers, HR, Office of Equity and Inclusion) to communicate and implement changes.
10. Facilitates culturally responsive and inclusive communications and conflict resolution within work teams.? Coaches and guides conversations and interventions that lead to productive work teams.
11. Designs, develops and facilitates training sessions on applicable topics to develop key management competencies.
12. Provides accurate information about HR programs, concepts and legal principles to managers and employees through both oral and written communication.
13. Conducts fact-finding reviews into workplace issues and complaints. Creates action plans to address issues uncovered in reviews.? Evaluates the effectiveness of programing, adjusts as needed for continuous program improvement.
14. Performs other related duties as assigned to support overall organizational and employee development initiatives.

Work Environment

Work environment includes frequent disruptions and changes in priorities. Work is generally performed in an office environment with frequent interruptions and irregularities in the work schedule. Working hours may vary and occasional evening or weekend work is required. Frequent travel to other locations is required. No special coordination beyond that used for normal mobility and handling of everyday objects and materials is needed to perform the job satisfactorily.

Minimum Qualifications

Bachelor¡¯s Degree in Business Administration, Human Resources, Organizational Å·ÖÞ±­¾öÈü¾º²Âapp_Å·ÖÞ±­×ãÇòÍø-Ͷע|¹ÙÍøment,? or a related field. Relevant experience may substitute for the degree requirement on a year-for-year basis. Five years of professional Organizational Å·ÖÞ±­¾öÈü¾º²Âapp_Å·ÖÞ±­×ãÇòÍø-Ͷע|¹ÙÍøment, Diversity, Equity and Inclusion or Human Resources experience at the senior level, which includes broad generalist experience in the development and delivery of comprehensive Human Resources services, including at least two years of experience in organizational development and training.

Knowledge, Skills, and Abilities

Knowledge of:

• Applicable human resource program management principles, practices, methods, and procedures, including organizational development, Experience in a unionized environment and creating programming in alignment with collectively bargained agreements.;
• Current approaches to address contemporary issues of inclusion, anti-racism, anti-oppression, social justice, diversity, access, and equity;
• Best practices for assessing training needs and developing and delivering training content;
• Applicable Federal, State, and local laws, rules, regulations, codes, and/or statutes;
• Conflict resolution techniques;
• Methods to conduct research and analysis;
• Automated human resource information systems.

Skills in:

• Demonstrating strong communication skills that foster open and inclusive communication among varying stakeholder groups and at varying levels of the organization;
• Utilizing data and assessment outcomes for communication and to make continuous improvements for programs and services;
• Establishing credibility and trust;
• Planning, implementing, improving, and evaluating programs, policies, procedures, and operational needs with a cultural competency lens;
• Assessing climate and culture issues and recommending strategies for improvement within the broader context of organizational goals and values, employment laws, collective bargaining agreements, and College policies and procedures.

Ability to:

• Work effectively across lines of difference and in demonstrating cultural competence;
• Guide and drive the completion of initiatives in collaboration with stakeholders;
• Interpret and apply policies, procedures, employment laws and collective bargaining agreements;
• Manage healthy conflict to resolve issues in alignment with College mission and goals;
• Counsel, direct, and facilitate professional development of employees while motivating them toward goal achievement;
• Maintain confidentiality.

Revised: 8/2022
New: 12/2020