MATC is transforming lives, industry and our community by preparing students today for the careers of tomorrow.

Along with our industry partners, we are redefining the future of higher education to create an affordable, accessible path to family-sustaining employment and career advancement.

Instead of just talking about the skills gap, the college is leading the efforts to educate the students who will help close it.

MISSION, VISION & VALUES

Our Mission: Education that transforms lives, industry, and community, Our Vision: The best choice in education, where everyone can succeed.

Interviews for this position will take place on Tuesday, December 7th and Wednesday, December 8th. This is NOT a remote position, although we are currently working hybrid schedules through the end of the year. 

Under the direct supervision of the Director Talent Management with a matrixed relationship to the Director Employee Relations, operates as primary contact for employees and managers in their designated division(s).  Aligns business objectives with employees and management and serves as a consultant to management on human resource-related issues. Supports and facilitates employee change with the capability to assess and anticipate human capital needs. Delivers value-added service to management and employees that supports the colleges’ strategic objectives by working with other HR department subject-matter experts and engages the appropriate resources to address situations and engage the division(s) in developing integrated solutions. Maintains an effective level of business literacy about the college’s financial position, its midrange plans, and its culture with employees, students and the community. Works with college divisions to identify initiatives to improve and support the college’s equity, diversity and inclusion strategy.  Analyzes employee data to develop appropriate affirmative action plan (AAP) initiatives and informs leaders on areas that need improvement.  Works with represented employees and the union on employee relations and policy issues. Partners with the Director Employee Relations on Title IX investigations.

1. Partners with management and employees to improve work relationships, build morale, and increase productivity and retention. 
2. Consults with management and provides appropriate HR guidance. 
3. Analyzes trends and metrics in partnership with the HR team to develop solutions, programs and policies. 
4. Manages and resolves employee relations situations. Conducts effective, thorough and objective investigations. Consults with the Employee Relations SME when applicable.
5. Investigates Title IX complaints in partnership with the Director Employee Relations.
6. Coaches management on relevant employee applicable skills and support including but not limited to communication, performance management, etc.
7. Provides guidance and input on department / division restructures, workforce planning and succession planning. 
8. Participates in regular meetings with respective college division and department leadership.
9. In partnership with the Director Employee Relations analyzes employee data to develop affirmative action plan and initiatives for the college.
10.  Analyzes patterns of selection and promotion to ensure equity and inclusion in college practices.
11. Partners with HR Talent Acquisition Partners to ensure needed resources are available to hire employees. Monitors diversity and equity needs within assigned divisions and ensures appropriate recruiting resources are used to identify candidates.
12. Provides HR policy guidance and interpretation. 
13. In partnership with the Manager of Training and Development, provides training workshops on relevant topics for managers and employees.
14. Identifies training needs for departments/divisions.  Identifies individual and department coaching needs. 
15. Participates in evaluation and monitoring of training programs to ensure success. Follows up to ensure training objectives are met.
16. Assesses internal and external turnover within assigned divisions for trends to increase employee engagement and retention.
17. Develops working relationship with union leadership to engage in employee situations.
18. Maintains in-depth knowledge of legal requirements related to daily management of employees, reducing legal risks and ensuring regulatory compliance. Partners with legal department as needed/required. 
19. Other related duties as assigned.

Required Education: 

• Bachelor's degree in Business Administration, Human Resources, or related field.

Required Experience:

• Five (5) years of progressively responsible work experience in Human Resources that includes 2 years of direct employee relations and proven successful partnerships with business divisions. Direct experience in overseeing and managing employee investigations. 

Preferred Experience:

• Experience working with represented employees.
• Title IX Experience. 

Preferred License/Certification: 

• SHRM Certified Professional (SHRM-CP), SHRM Senior Certified Professional (SHRM-SCP), Professional in Human Resources (PFR) credentials.

Knowledge, Skills and Abilities 

• Working knowledge of multiple human resource disciplines, including compensation practices, organizational diagnosis, employee and union relations, diversity, performance management, and federal and WI State employment laws.
• Skills and abilities in the following business competencies: business acumen; communication; consultation; ethical practices; cultural awareness; HR expertise; relationship management.
• Detail oriented and possesses strong problem solving and analytical skills.
• Self-starter with strong leadership and management skills. 
• Strong organizational and project management skills with the ability to meet deadlines in a fast paced environment, and work well under pressure.
• Able to effectively communicate verbally and in writing at all levels; as well as display excellent presentation and public speaking skills.
• Ability to build and maintain strong relationships with employees and vendor partnerships.