Job Opportunities @Santa Ana, CA

Job Description

POSITION OVERVIEW

The Manager, People and Culture, innovates, delivers, and collaborates on duties in promulgating the District’s commitment to foster an inclusive and equitable environment where our campus community is able to thrive and belong authentically. The Manager leads and ensures the delivery of consistently excellent People and Culture innovative and modernized strategies in People and Culture operations inclusive of equity & belonging, employee lifecycle, well-being, and civil rights. The Manager fosters a culture of continuous improvement, providing thought leadership to and influencing change at all levels in the organization.

REPRESENTATIVE DUTIES

1. Innovates as a workforce expert and talent strategist, and works in partnership with executives to address operational, talent, and talent lifecycle-related issues, including change management, organizational development, organizational design and culture, workforce planning, talent growth, development, and coaching.
2. Moves organizational collaborations and partnerships, inspection and continuous improvement of the process steps and systems utilized to identify efficiencies that enable scale.
3. Defines and builds signaling mechanisms to prioritize and manage critical change while bringing key stakeholders along the journey.
4. Examines and proposes improved process designs to define the future of how our organization can uplift its workforce across all divisions and roles.
5. Leads, assesses, and mentors team members to ensure daily operations and inspire creativity.
6. Innovates and implements new ideas for continuous and sustainable improvement, including process enhancements that reduce cost, strengthen stakeholder satisfaction, and improve the effective delivery of services.
7. Advocates and influences communities through proactive social media and network channels to enhance brand awareness and cultural connections.
8. Collaborates with senior leaders, managers, and employees in providing expertise in the areas such as learning and development, process innovation, total rewards, investigations, employee relations, performance management, alternative dispute resolution, and risk management.
9. Partners closely with peers and stakeholders across the District to assess existing People and Culture programs, processes, and practices and identify gaps and inefficiencies, and innovate to enhance the employee experience and support long-term growth objectives.
10. Applies employee lifecycle wellness evidence-based practices to enhance People & Culture offerings inclusive of equity/belonging programming, risk management, and total rewards; imagines and implements outreach activities and promotional campaigns for social and accessible well-being programming; coordinates initiatives aligned with resources and goals in tandem with annual and unexpected surges in demand.
11. Conduct thorough and comprehensive workplace and civil rights investigations to ensure the District’s proactive alignment with the Civil Rights Act of 1964 (Title VII), the Education Amendments of 1972 (Title IX), the Clery Act as amended by the Violence Against Women Act Reauthorization of 2013 (VAWA), the Americans with Disabilities Act, the California Code of Regulations Title 5, all other relevant federal, state, and local laws, statutes, regulations, and District policies and procedures particularly related to matters of unlawful discrimination, harassment, and sexual assault.
12. Monitors and informs legislative changes relevant to People and Culture.
13. Creates and maintains an active record-keeping system that records, monitors, and keeps current all relevant documents.
14. Plans, recommends, and develops District procedures that enable the District to proactively respond to unlawful discrimination issues.
15. Recommends proactive changes to District policies, procedures, and practices to ensure ongoing commitment to diversity, inclusion, equity, and belonging. 
16. Collaborates with faculty, staff, and administrators; provides leadership to plan, develop, organize, coordinate, and implement programs, activities, initiatives, and operations that support the District’s commitment to an equitable process that highlights inclusion and belonging to promote diversity. 
17. Innovates and develops, in collaboration with the Assistant Vice Chancellor, People and Culture, learning and development programs that are tailored around lean 80/20 learning with research-based impact and sustainable results on topics such as talent strategy, employee coaching, project management, Title IX sexual misconduct prevention and awareness, AB 1825 sexual harassment prevention, child abuse and neglect mandated reporters, unlawful discrimination, and other People and Culture topics.
18. Participates in collaboration sessions with campus stakeholders and the District’s Office of Diversity, Equity, and Inclusion.
19. Collaborates with stakeholders to participate in negotiation, administration, and interpretation of labor agreements.
20. Coaches stakeholders on People and Culture practices that will create a highly engaged culture of high performance; delivers management coaching and training where needed to front-line managers and senior leaders.
21. Maintains in-depth knowledge of legal requirements related to day-to-day management of team members, reducing legal risks, and ensuring regulatory compliance.
22. Operates in a collaborative, positive, and open manner – modeling key cultural indicators in their work, team interactions, and relationships with partners and employees.
23. Constructs effective work relationships at all levels of the organization, influences behavior and manages positive change.
24. Proposes and facilitates action to support employee engagement.
25. Partners closely with management and team members globally to improve work relationships, build morale, and increase productivity and retention.
26. Supports leadership in enhancing People and Culture visibility and providing innovative and proactive needs for District and campus stakeholders.
27. Leads, coaches, supervises, and leads classified staff in a variety of People and Culture areas.
28. Performs other duties as assigned.

KNOWLEDGE AND ABILITIES

Thorough Knowledge of:

1. Success with providing People and Culture support in a multi-stakeholder organization across multiple locations.
2. Proven ability to define, influence, refine and implement processes, procedures, and policies.
3. Applicable sections of California Education Code, Title 5, The Educational Employment Relations Act (EERA) of 1976, California Fair Housing and Employment Act, Clery Act, Violence Against Women Act, Campus SaVE Act, Americans with Disabilities Act, the Child Abuse and Neglect Reporting Act (CANRA), and Meyers-Milias-Brown Act.
4. Methods and techniques of trauma-informed investigations and adjudications pursuant to California Education Code Section 67386 (b) (12) and other legal requirements.
5. Principles, practices, and techniques used in the analysis, evaluation, design, planning, and management of a comprehensive EEO/Title IX/Civil Rights/Restorative Justice program and its integration with full-scale People and Culture programs including employee relations, training and development, and performance management.
6. Practices and strategies for investigation, negotiation, alternative dispute resolution, mediation, and arbitration.
7. Principles, practices, and techniques used in the analysis, evaluation, design, planning, and management of comprehensive recruitment, people analytics, classification/compensation programs, and its integration with a full- scale comprehensive People and Culture program.
8. Exceptional project management agile scrum/six sigma black belt skills, the ability to track and manage complex processes, and a desire to lead multiple teams and multiple projects. 
9. High level of stakeholder service-centricity and organizational empathy.
10. Proven practices and strategies for major functional areas such as programs and products to enhance the efficiency and quality of our talent procurement and retention tools and processes.
11. Innovative strategies to build and effectively deliver an inclusion, diversity, equity, and belonging recruitment strategy from the ground up, including the design of roadmaps to lead incremental progress towards long-term vision and goals.
12. Intersectional diversity, inclusion, belonging, equity, antiracism, and equal opportunity.
13. Software such as Advocate/Maxient, Ellucian Banner/Colleague, Workday, project management software, case management, and related HRIS/People and Culture software.
14. High degree of business insight; results-oriented with an ability to work independently.
15. Strategies for identifying and building cross-functional partnerships to understand challenges.

Ability to:

1. Demonstrate ongoing curiosity and creativity, balanced with the ability to implement numerous inputs/ideas into meaningful actions and recommendations.
2. Analyze and strategize with People and Culture metrics to guide strategy.
3. Exhibit strong analytical and quantitative skills with the ability to use data and metrics to back up assumptions, evaluate outcomes, and challenge conventional wisdom.
4. Respond to change with strategy and innovation.
5. Display strong analytical capabilities and a process improvement mentality.
6. Innovate on software packages for recruitment, personnel, spreadsheets, and databases.
7. Collaborate and influence strategically in both small teams and large, cross-functional environments.
8. Exhibit strong business and financial acumen with the ability to understand drivers of shareholder value and relevant business models, and how to translate these into People and Culture initiatives.
9. Show success utilizing employee attraction, engagement, and retention strategies.
10. Gather and analyze data, reason logically, and draw valid conclusions.
11. Analyze situations and make appropriate decisions and/or recommendations.
12. Quickly learn and effectively interpret and apply rules, regulations, and precedents to personnel issues and develop working solutions.
13. Clearly communicate ideas and recommendations.
14. Write clear, comprehensive, and concise reports.
15. Work with and provide direction to other employees in the completion of the day-to-day work.
16. Excel in an ever-changing environment using an ambitious mindset.

Job Qualifications

MINIMUM QUALIFICATIONS

Education and Experience:

A Bachelor’s degree from an accredited college or university and three (3) years of related work experience OR Juris Doctorate from an accredited college or university and one (1) year of related work experience OR Equivalent combination of training and experience.

ABOUT RANCHO SANTIAGO COMMUNITY COLLEGE DISTRICT

Application Screening
In addition to the requirements and responsibilities listed, the following criteria will be considered in selecting candidates for interviews:

• Education experience (breadth and depth)
• Work experience (breadth and depth)
• Demonstrated leadership capabilities
• Program development
• Community involvement
• Demonstrated experience in working with a diverse socio-economic community
• Demonstrated ability to work cooperatively with others

Based on the information presented in the application materials, a limited number of candidates with qualifications most pertinent to the position will be invited to participate in the selection process, which may include a written test and an oral interview.

• Oral communication skills
• Presentation
• Problem-solving skills

1. RSCCD Online Application
2. Cover Letter 
3. Resume – details all relevant education, training, and other work experience
4. Academic Transcripts (unofficial copies are accepted) 

Foreign Transcripts: Education completed outside of the United States must be equivalent to that gained in the conventional/accredited United States education programs to be considered for the satisfaction of minimum qualifications. The National Association of Credential Evaluation Services (NACES), a United States-based credentials evaluation service, must translate and evaluate Foreign transcripts.

1. Present original documents for proof of eligibility to work in the United States (by in-person appointment in People & Culture)
2. Provide a certificate of Tuberculosis Exam
3. Fingerprints (by a Live Scan Agency at the candidate’s expense, and clearance must be received before the first day of employment)
4. Submit official transcripts