Director of Strategic Human Resources

At Amarillo College, our mission is: Transforming our community and economy through learning, innovation, and achievement. Every team member, regardless of job title or duties, is responsible first and foremost, for assisting students in every way. This is an exciting time to work for Amarillo College! We are seeking our next Director of Strategic Human Resources who will be all-in on our mission and who provides strategic leadership for the Human Resources function and serves as a trusted advisor to College leadership regarding workforce strategy, organizational effectiveness, employee relations, talent management, and HR operational excellence. This position is responsible for leading the Human Resources Generalist model and overseeing the delivery of consistent, high-quality HR services throughout the employee lifecycle. The Director of Strategic Human Resources provides leadership and supervision to Human Resources Generalists and the Administrative Assistant to ensure effective employee support from onboarding through separation. The Director of Strategic Human Resources partners closely with executive leadership, supervisors, and department leaders to develop and implement people strategies that support Amarillo College's mission, institutional priorities, workforce planning efforts, and organizational culture. This role focuses on long-term organizational impact through strategic employee relations, leadership consultation, workforce analytics, employee retention, organizational effectiveness, and HR process improvement. This position works collaboratively with the Director of Total Rewards and Director of Organizational Development to ensure a comprehensive and integrated Human Resources approach supporting employee experience, leadership development, workforce planning, and institutional success.

EDUCATION

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Required:

Bachelor's Degree in Human Resources, Business Administration, Public Administration, Management, Organizational Leadership, or related field.

Preferred:

Master's Degree in Human Resources, Business Administration, Organizational Leadership, Higher Education Administration, or related field.

EXPERIENCE

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Required:

Five (5) years of progressively responsible Human Resources experience, including at least two (2) years supervising Human Resources professionals.

Preferred:

More than five (5) years of experience leading Human Resources strategy, employee relations, organizational effectiveness, and workforce initiatives. Higher education, public sector, or Texas state employment experience preferred.

CERTIFICATIONS

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Preferred:

SHRM-SCP, SPHR, IPMA-SCP, or comparable Human Resources certification. Strategic Human Resources Leadership Provide strategic leadership for the Human Resources function and support institutional priorities through workforce planning, employee relations, organizational effectiveness, and HR strategy. Serve as a trusted advisor and consultant to leadership regarding workforce planning, organizational structure, succession planning, retention, employee engagement, and organizational effectiveness. Provide leadership support to organizational change initiatives and assist departments in effectively navigating workforce transitions and organizational challenges. Analyze workforce data, turnover trends, retention metrics, vacancy trends, employee engagement information, and other Human Resources analytics to make recommendations to leadership. Compile, prepare, and present Human Resources information and recommendations to leadership, committees, and executive teams. Human Resources Operations & Generalist Model Leadership Lead, supervise, develop, and evaluate Human Resources Generalists and Administrative Assistant staff to ensure effective service delivery and operational excellence. Oversee the implementation and ongoing optimization of the Human Resources Generalist model, ensuring employees and supervisors receive comprehensive support throughout the employee lifecycle. Respond to employee and leadership concerns in a professional, timely, and customer-focused manner. Establish and maintain effective working relationships with employees, leadership, students, vendors, and community stakeholders. Employee Relations, Investigations & Leadership Consultation Provide consultation and strategic guidance to supervisors and leadership regarding employee performance concerns, workplace conflict, corrective action, employee accountability, and organizational challenges. Lead and oversee complex employee relations matters, workplace investigations, employee complaints, and high-risk employment situations to ensure consistent and equitable outcomes. Partner with General Counsel and executive leadership regarding employment-related concerns, investigations, policy interpretation, institutional risk mitigation, and compliance matters. Policy Development, Organizational Effectiveness & Process Improvement Provide strategic leadership for the Human Resources function and support institutional priorities through workforce planning, employee relations, organizational effectiveness, and HR strategy. Serve as a trusted advisor and consultant to leadership regarding workforce planning, organizational structure, succession planning, retention, employee engagement, and organizational effectiveness. Provide leadership support to organizational change initiatives and assist departments in effectively navigating workforce transitions and organizational challenges. Analyze workforce data, turnover trends, retention metrics, vacancy trends, employee engagement information, and other Human Resources analytics to make recommendations to leadership. Compile, prepare, and present Human Resources information and recommendations to leadership, committees, and executive teams. Strategic Partnerships & Workforce Planning Partner strategically with the Director of Organizational Development to support workforce planning, talent acquisition strategies, recruitment goals, onboarding effectiveness, leadership development, and organizational initiatives. Collaborate with the Director of Total Rewards to ensure alignment between employee relations, organizational strategy, employee experience, compensation, benefits, wellness, and employee health initiatives. Professional Development & Institutional Responsibilities Maintain professional and technical knowledge through continuing education, professional organizations, conferences, certifications, and Human Resources best practices. Participate in and complete performance assessments/evaluations as assigned. Perform other work-related duties as assigned. As an Amarillo College employee, seek knowledge of and pledge to actively engage in a culture of caring striving to serve students, peers and the community by embracing the

AC Core Values:

Wow, Family, Fun, Innovation, and Yes! Exhibit strong strategic leadership and organizational thinking skills. Ability to influence, coach, and advise leaders at all organizational levels. Demonstrate exceptional written, verbal, and interpersonal communication skills. Maintain a high level of professionalism, confidentiality, discretion, and sound judgment. Ability to lead complex employee relations matters and workplace investigations. Ability to analyze workforce trends and Human Resources data to make informed recommendations. Demonstrate strong conflict resolution and problem-solving skills. Comprehensive understanding of employment and labor laws, HR best practices, and employee relations principles. Ability to lead organizational change and workforce initiatives. Strong project management, planning, prioritization, and organizational skills. Ability to work effectively in high-pressure environments involving sensitive or confidential matters. Proficient in Microsoft Office products and Human Resources information systems. Demonstrate commitment to ethical leadership, accountability, and customer service excellence.

Salary:

Amarillo College follows a lag pay strategy, with starting offers typically between the minimum and midpoint of the pay grade, rarely reaching the maximum to support long-term growth within each position. Pay grade 15 Amarillo College Pay Grades (salary is determined by Human Resources based on education, work experience and internal comparisons).

Physical Demands:

While performing the duties of this position, the employee is regularly required to communicate effectively, move throughout campus locations, and travel between offices, departments, and campuses. The position frequently requires prolonged periods of sitting, standing, walking, and computer use. Occasional lifting, carrying, pushing, pulling, and/or moving of materials up to twenty-five (25) pounds may be required. The employee must be able to respond to employee relations matters, meetings, and institutional needs across varying campus locations.

Working Conditions:

Must be willing to work a flexible schedule (days, nights, weekends, holidays, and varying events if necessary).

Work Environment:

This position operates primarily in a professional office environment with frequent interaction with employees, leadership, students, and external stakeholders. The role routinely utilizes standard office equipment and technology, including computers, telephones, multifunction devices, HRIS systems, Microsoft Office products, Colleague, and various educational and reporting software platforms. This position functions in a fast-paced environment involving sensitive, confidential, and complex matters, frequent interruptions, competing priorities, and independent decision-making. Work may occur across multiple campus locations and in various meeting or operational settings.