To establish the strategic ambitions of the Human Resource (HR) function at the NCAA National Office; Execute strategy to drive the overall Inclusion and Human Resources (IHR) vision, strategy and goals; Lead and manage the HR staff, collaborate with counterparts and ensure that the HR needs of the national office are met in accordance with best practices and technical HR expertise.
Strategy and Execution of Human Resource Initiatives.
The managing director of human resources reports to the executive vice president of inclusion and human resources (IHR) and is responsible for setting a strategy that supports IHR’s overall vision, strategy and goals.
The managing director ensures that all of HR’s priorities and efforts align with and drive IHR’s overall strategy and goals. The managing director manages the execution of strategic HR initiatives such as: strategic talent acquisition and management, employee experience /culture shaping, strategic employee relations, performance management, metric-based tracking approaches and strategic compliance and policy development.
Organizational and Culture Change.
The managing director of HR leads and communicates the organizational and culture change initiatives (sponsored by the EVP) both within the HR function and across the national office.
The managing director of HR cultivates a person-centered organizational culture that emphasizes high quality, continuous improvement, and exceptional performance.
Leadership, Management, Consultation, and Collaboration.
The managing director leads the HR staff having direct supervision of the director of human resources and the administrative assistant and indirect supervision of associate directors, assistant directors, and coordinator of HR.
The managing director provides consultation and HR expertise to the Senior and Executive Management Team at the national office.
The managing director works interdependently with other IHR managing directors and counterparts to ensure mutual accountability of shared initiatives (i.e. diversity and inclusion, training/organizational development, external engagement).
? HR Technical Acumen, Total Rewards, and Policy Administration
The managing director provides oversight of all national office policies, compliance with federal and state laws and regulations, and offers overall best practices for the HR function at the national office.
The managing director is responsible for recommending best practices for updating the national office’s compensation philosophy and the oversight and administration of compensation, benefits, and total rewards.
Strategy, Execution and Communication.
Establish HR strategy to align with and support the overall IHR strategy.
Identity and regularly execute strategic communications within Human Resource and across the national office.
Work directly with leadership to ensure strategic employee relations and that specific matters are addressed appropriately.
Lead and executive oversight of strategic alignment of all HR communications and materials (particularly written materials, forms, presentation materials and overall branding).
Establish and execute metrics to strategy execution, performance and goals and impact of strategic initiatives.
Provide a highly secure work environment for purposes of data security and confidentiality.
Leadership, Management, Consultation and Communication.
Provide leadership and management to the HR staff.
Provide expertise in the areas of career development, goal setting, and professional development to HR staff members, IHR counterparts and other managers at the national office.
Identify professional development needs and deliver opportunities to HR staff, IHR staff and as requested by others at the national office.
Serve as lead liaison to external HR consultants; Manage relationships between the national Office and external consultants and providers.
Collaborate with other IHR managers and counterparts to ensure shared initiatives are effectively executed.
Provide counsel and governance of employment and compliance to regulatory concerns.
Lead and manage the Employee Benefits Committee.
HR Technical Acumen and Administration.
Establish, align and manage budget and expenditures in accordance with HR strategy and budget.
Establish and execute national office compensation strategy; Administer the national office compensation program, including policy development, annual salary review and structure, alignment of compensation and job levels and overall payroll coordination.
Review and oversee HR policies; Make recommended improvements and continually align with best practices.
Lead and execute employee benefits plans and related responsibilities; Supervise the administration of group insurance programs and retirement plan (worker's compensation, accident, life, disability and health).
Active human resources certification (e.g., PHR, SPHR, SHRM-CP, SHRM-SCP) strongly preferred.
At least 15 years of progressive experience in human resources.
At least 10 years of progressive strategic human resource experience (e.g. leadership and supervision, development, execution and assessment of strategic programs).
Drives Vision and Purpose – Paint a compelling picture of the vision and strategy that motivates others to action.
Communicates Effectively – Develops and delivers multi-mode communications that convey a clear understanding of the unique needs of different audiences.
Builds effective teams – building strong -identity teams that apply their diverse skills and perspectives to achieve common goals.
Values Differences – Recognizing the value that different perspectives and cultures bring to an organization while fostering an environment of inclusive excellence.
Manages Complexity – Make sense of complex, high quality and sometimes contradictory information to effectively solve issues.
Drives Results – Consistently achieve results, even under tough circumstances.
Organizational Savvy – Maneuvering comfortably through complex policy, process and people-related organizational dynamics.
Employer will assist with relocation costs.
Founded more than one hundred years ago as a way to protect student-athletes, the NCAA continues to implement that principle with increased emphasis on both athletics and academic excellence.
The NCAA is made up of three membership classifications that are known as Divisions I, II and III. Each division creates its own rules governing personnel, amateurism, recruiting, eligibility, benefits, financial aid, and playing and practice seasons – consistent with the overall governing principles of the Association. Every program must affiliate its core program with one of the three divisions.