Director - Human Resources

Position Information

Job Title

Director - Human Resources
Location

Main Campus - Dayton, OH
Job Number

05560
Department

Human Resources
Job Category

Professional
Job Type

Full-Time
Status

Regular
Job Open Date

09/08/2026
Resume Review Date

09/30/2026
Closing Date

09/29/2026
Open Until Filled

No
Position Summary

The Directorof Human Resources provides leadership and direction for the day-to-day operations and strategic execution of the institution’s Human Resources function. Working with the Senior Vice President of Administration and executive leadership, the Director leads HR programs, services, policies, and practices that support institutional priorities, employee engagement, organizational effectiveness, and compliance.
The Director oversees key HR functions, including employee relations, recruitment and onboarding, benefits, compensation, HR data, performance management, policy administration, and compliance. The Director supervises HR managers and professional staff and serves as a trusted advisor to administrators, managers, supervisors, and executive leadership on complex HR and organizational matters.
The salary for this position will be commensurate with education and experience.
Why you’ll love Sinclair

Tuition Waiver for You and Your Family:

Employees and eligible dependents can take advantage of tuition-free access to Sinclair courses and programs.
Generous Retirement Benefits:

Build your future through participation in OPERS, including a 14% employer contribution.
Exceptional Time Off:

Enjoy more than four weeks of vacation and personal leave, more than three weeks of sick leave annually, and 14 paid holidays each year.
Health Benefits That Work for You:

Choose from competitive medical, dental, and vision plans designed to support you and your family’s health and well-being.
Peace of Mind for the Future:

Full-time employees receive employer-paid life insurance and long-term disability coverage.
Professional Growth Opportunities:

Continue your education and career development with tuition reimbursement and ongoing professional development support.
Work-Life Balance and Wellness:

Access programs, resources, and events that support your personal well-being and professional success.
*SCC has the right to revise this position description at anytime. This position description does not represent in any way acontract of employment.
Principal Accountabilities

Strategic HR Leadership

Partner with the Senior Vice President of Administration and executive leadership to translate institutional priorities into effective HR strategies, programs, and initiatives
Lead the day-to-day operations and continuous improvement of Human Resources programs, services, policies, procedures, and technology
Serve as a senior HR advisor on complex organizational, employee, and workforce matters.
Use HR metrics, workforce data, benchmarking, and emerging trends to inform decisions and recommend solutions
Manage departmental budget development, financial planning, and expense forecasting
Promote employee engagement, accountability, professional development, and organizational effectiveness
HR Team Leadership and Supervision

Supervise HR managers and professional staff, provide leadership, coaching, mentoring, and professional development
Empower managers and staff through effective delegation, trust, and clear expectations while maintaining accountability for outcomes
Set performance expectations and provide ongoing feedback and performance management
Build a high-performing, service-oriented HR team through collaboration, professional development, succession planning, and accountability
Identify opportunities to improve HR processes, service delivery, and operational efficiency through data analysis, technology, and continuous improvement practices
Ensure consistent application of institutional policies, procedures, and applicable employment laws
Recruitment, Talent Acquisition, and Onboarding

Lead institution-wide recruitment, selection, and onboarding programs and practices
Partner with hiring managers and leadership to develop effective strategies to attract and retain qualified talent
Ensure recruitment and selection practices comply with applicable laws, EEO requirements, and institutional policies
Use recruitment metrics and workforce trends to improve candidate experience, retention, and workforce diversity
Provide guidance on complex recruitment, selection, hiring, and onboarding matters
Employee Relations and Organizational Effectiveness

Provide expert guidance on employee relations, performance management, workplace concerns, conflict resolution, disciplinary actions, and terminations
Lead complex employee relations matters and internal investigations
Coach leaders in performance management, conflict resolution, employee engagement, and workplace communication
Ensure employee relations practices are equitable, well-documented, and compliant with institutional policies and applicable laws
Lead the annual performance appraisal process and recommend improvements to strengthen accountability and employee development
Partner with leadership to address organizational challenges and improve employee effectiveness, engagement, and retention
Compensation, Classification, and HR Data

Lead compensation, classification, job evaluation, salary structure, and benchmarking programs
Ensure compensation practices are equitable, competitive, internally consistent, and aligned with institutional priorities
Oversee HR reporting, workforce data, dashboards, and analytics to support institutional decision-making
Lead the review and maintenance of job descriptions, classifications, and organizational structures
Use external market data and higher education practices to inform compensation and classification recommendations
Benefits and Leave Administration

Provide leadership and oversight for employee benefits and leave programs, including medical, dental, vision, COBRA, FMLA, disability, wellness, HSA, and FSA programs
Ensure benefits administration is compliant, effective, financially responsible, and responsive to employee needs
Partner with benefits staff, vendors, and institutional leadership to evaluate programs and identify opportunities for improvement
Provide guidance on complex benefits, leave, and accommodation matters
Compliance and Risk Management

Maintain current knowledge of federal and state employment laws and regulations and ensure HR practices remain compliant
Provide leadership in the development, review, and revision of HR policies and procedures
Partner with legal counsel and institutional leadership on complex employment matters and organizational risk
Ensure appropriate documentation, confidentiality, and risk mitigation in sensitive employee and organizational matters
Requirements

EDUCATION / EXPERIENCE

Minimum of a bachelor’s degree in human resource management, business administration, organizational development, higher education administration, or a related field required; master’s degree preferred
Professional Human Resources certification ( SHRM - SCP, SPHR, or equivalent certification) preferred
Minimum of eight (8) years of progressively responsible Human Resources experience required
Minimum of five (5) years of progressive leadership or management experience, including supervision of professional-level HR employees
Higher education experience strongly preferred
Demonstrated experience leading multiple HR functions, such as employee relations, recruitment, benefits, compensation, performance management, compliance, HRIS, or HR operations required
Demonstrated experience advising administrators and managers on complex HR and organizational matters required
Demonstrated experience developing and implementing institution-wide HR programs, policies, procedures, and strategic initiatives required
KNOWLEDGE / SKILLS / ABILITIES

Advanced knowledge of federal and state employment laws and regulations required
Strong knowledge of HR practices, particularly those applicable to higher education required
Demonstrated expertise in employee relations, performance management, compensation, recruitment, benefits, compliance, workforce planning, and organizational development required
Demonstrated ability to lead, supervise, coach, and develop HR professionals and managers required
Strong HRIS, HR analytics, reporting, and technology skills required; experience with Colleague and PeopleAdmin preferred
Demonstrated ability to analyze complex information and translate data into actionable recommendations required
Demonstrated ability to build credibility and influence decision-making with leaders at all levels of the organization
Excellent interpersonal, communication, presentation, negotiation, and relationship-building skills required
Exceptional judgment, discretion, integrity, and confidentiality required
Demonstrated ability to manage competing priorities and lead complex initiatives in a fast-paced environment required
Demonstrated ability to lead with professionalism, emotional intelligence, accountability, and a service-oriented approach required
Supplemental Questions

Required fields are indicated with an asterisk (*).
* Do you have a minimum of a bachelor's degree in human resources, business administration, organizational development, higher education administration, or a related field?

Yes
No

* Do you have a minimum of eight (8) years of progressively responsible Human Resources experience?

Yes
No

* Do you have a minimum of five (5) years of progressive leadership or management experience, including supervision of professional-level HR employees?

Yes
No

Applicant Documents

Required Documents

Resume
Cover Letter
Bachelor's Transcript
Optional Documents

Licensure/Certification
Other
Letter of Recommendation (1)
Letter of Recommendation (2)
Letter of Recommendation (3)
Leadership Philosophy

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