Log In
Sign Up
Rancho Santiago Community College District
Salary Range: $103,663.49 AnnuallyGrade G: $110,824.88 – $148,525.30/year, $163,749.15 (top step effective 7/01/2023), $170,299.12 (top step effective 7/01/2024)
Job Type:
Job Number: CL22-00375-1
Location: Santa Ana, CA
Division: People & Culture
Closing: Continuous
Job Description
ABOUT RANCHO SANTIAGO COMMUNITY COLLEGE DISTRICT
Rancho Santiago Community College District (RSCCD) is one of the most established districts in the state and has been in operation for nearly 50 years. Located in the heart of Orange County, it is one of the largest of California’s 72 community college districts, based on the number of credit and non-credit students. RSCCD encompasses 25 percent of Orange County’s total area and serves a population of more than 700,000 residents in the communities of Anaheim Hills, Orange, Santa Ana, Villa Park, and portions of Anaheim, Costa Mesa, Irvine, Fountain Valley, Garden Grove, Tustin, and Yorba Linda. The District includes Santiago Canyon College and Santa Ana College, as well as the Centennial and Orange Continuing Education Centers, the Digital Media Center, Joint Powers Fire Training Center, the Orange County Sheriff’s Regional Training Academy, the College and Workforce Preparation Center, and the District Operations Center. RSCCD’s three (3) auxiliary Foundations are actively involved in supporting both community and campus programs.POSITION OVERVIEW
The Manager of 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 serves as the District’s Title IX Investigator, Alternate Title IX Coordinator, Section 504/ADA Deputy Coordinator and supports duties encompassing responses to the United States Equal Employment Opportunity Commission (“EEOC”), California Department of Fair Employment and Housing (“DFEH”), U.S. Department of Education Office of Civil Rights (“OCR”), Title IX, Jeanne Clery Act, and related federal/state/local legislations. The Manager further ensures the delivery of consistently excellent People and Culture related strategies in areas such as, learning and development, leaves management, process innovation, total rewards, and employee relations. REPRESENTATIVE DUTIES
Leads, assesses, and mentors team members to ensure daily operations and inspire creativity.
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.
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
Partners closely with peers and stakeholders across the District to assess existing People and Culture programs, processes, and practices and to identify gaps and inefficiencies, and innovate to enhance the employee experience and support long-term growth objectives.
Conducts thorough and comprehensive 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, statues, regulations, and District policies and procedures particularly related to matters of unlawful discrimination, harassment, and sexual assault.
Monitors and informs on legislative changes relevant to People and Culture.
Creates and maintains a case management electronic filing system that records, monitors, and keeps current all unlawful discrimination complaints, investigations, and grievances and associated documents.
Plans, recommends, and develops District procedures that enable the District to proactively respond to unlawful discrimination issues.
Recommends proactive changes to District policies, procedures, and practices to ensure ongoing commitment to diversity, inclusion, equity, and belonging.
Prepares investigative reports regarding EEO/Civil Rights/Title IX complaints with findings of fact, analysis of credibility, and determination of responsibility on a timely basis.
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 a discrimination and harassment free environment, and a safe climate for all college community members.
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 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.
Collaborates in District alternative dispute resolution processes, EEOC/DFEH/OCR responses, and State Chancellor’s Office affairs.
Participates in regular collaboration sessions with campus Deputy Title IX stakeholders and the District’s Office of Diversity, Equity, and Inclusion.
Collaborates with stakeholders to participate in negotiation, administration, and interpretation of labor agreements.
Coaches stakeholders on People and Culture practices to create a highly engaged Culture of high performance; delivers management coaching and training where needed to front-line managers and senior leaders.
Collaborates to provide strategies to resolve complex and escalated employee relations affairs.
Maintains in-depth knowledge of legal requirements related to day-to-day management of team members, reducing legal risks, and ensuring regulatory compliance.
Operates in a collaborative, positive and open manner – modeling key cultural indicators in their work, team interactions, and relationships with partners and employees.
Constructs effective work relationships at all levels of the organization, influences behavior, and manages positive change.
Proposes and facilitates action to support employee engagement.
Partners closely with management and team members globally to improve work relationships, build morale, and increase productivity and retention.
Supports leadership in enhancing People and Culture visibility and providing innovative and proactive needs for District and campus stakeholders.
Coaches, supervises, and leads classified staff in a variety of People and Culture areas.
Performs other duties as assigned and serves as a backup to the Assistant Vice Chancellor of People and Culture.
KNOWLEDGE AND ABILITIESThorough Knowledge of:
Providing People and Culture support in a multi-stakeholder organization across multiple locations.
Applicable sections of California Education Code, Title 5, 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.
Methods and techniques of trauma-informed investigations and adjudications pursuant to California Education Code Section 67386 (b) (12) and other legal requirements.
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 a full-scale People and Culture program including employee relations, training and development, and performance management.
Practices and strategies for investigation, negotiation, alternative dispute resolution, mediation, and arbitration.
Intersectional diversity, inclusion, belonging, equity, antiracism, and equal opportunity.
Software such as Advocate/Maxient, Ellucian Banner/Colleague, case management, and related HRIS/People and Culture software.
High degree of business insight; results-oriented with an ability to work independently.
Strategies identifying and building cross-functional partnerships to understand challenges.
Ability to:
Analyze People and Culture metrics to guide strategy.
Respond to change with strategy and innovation.
Innovate on software packages for recruitment, personnel, spreadsheets and databases.
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.
Show success utilizing employee attraction, engagement, and retention strategies.
Gather and analyze data, reason logically and draw valid conclusions.
Analyze situations and make appropriate decisions and/or recommendations.
Quickly learn and effectively interpret and apply rules, regulations and precedents to personnel issues and develop working solutions.
Clearly communicate ideas and recommendations.
Write clear, comprehensive and concise reports.
Work with and provide direction to other employees in the completion of the day-to-day work.
Excel in an ever-changing environment using an ambitious mindset.
Job Qualifications
MINIMUM QUALIFICATIONSEducation and Experience:
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.
EEO STATEMENT
The Rancho Santiago Community College District (RSCCD) is committed to the concept and principles of staff diversity and equal employment opportunity by prohibiting discrimination based on ethnic group identification, national origin, religion, age, sex, race, color, ancestry, sexual orientation, physical or mental disability, gender identity, medical condition (cancer-related or genetic characteristics), marital status, citizenship, or service in the uniformed services, or on the basis of these perceived characteristics or based on association with a person or group with one or more of these actual or perceived characteristics. Applications from all persons interested in the position are encouraged.
SELECTION CRITERIAApplication 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.
Meeting the position’s minimum requirements does not guarantee advancement in the selection process. Candidate qualifications will be assessed to determine those who meet and exceed requirements and are deemed the most competitive in the applicant pool.
Interview
Applicants selected for an interview may be required to take additional tests or assessments and will be notified of such prior to the date of the interview. During the oral session, those selected for interviews will, in addition to the above, also be evaluated on the following factors:
Oral communication skills
Presentation
Problem-solving skills
Successful teaching, problem-solving or performance demonstration
Writing skills/demonstration
A predetermined set of questions will be asked of all applicants interviewed. Applicants are requested to provide thorough yet concise information on their related experience to ensure the correct evaluation of their qualifications. Evaluation criteria will be applied consistently to all applicants. The District will make reasonable accommodations for applicants with disabilities. Applicants should contact Recruitment in the Human Resources Office for assistance.
Application ProceduresThe position will remain open until filled. The first review of applications will begin on Friday, November 11, 2022. To ensure full consideration, all applicants must submit a complete online Rancho Santiago Community College District Online application that includes the items listed below no later than November 10, 2022. People & Culture will review all applications for completeness, and only complete application packets will be forwarded to the screening committee for further review.
A Complete Application Packet Must Include the Following:
RSCCD Online Application
Cover Letter
Resume – details all relevant education, training, and other work experience
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.
Conditions of Employment
Selected candidate(s) is required to complete the following prior to employment as part of the onboarding process:
Submit official transcripts – Based on Minimum Qualifications
Present original documents for proof of eligibility to work in the United States (by in-person appointment in People & Culture)
Provide a certificate of Tuberculosis Exam
Fingerprints (by a Live Scan Agency at the candidate’s expense, and clearance must be received before the first day of employment)
Provide a valid COVID-19 Vaccination card
To apply, please visit https://www.schooljobs.com/careers/rsccd/jobs/3687910/acting-manager-people-and-culture-strategy-analytics-equity
jeid-4ff70bff7c8d7f458ba293feb1108f66
