Oklahoma State University
Director of Human Resources - 1951
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DIRECTOR OF HUMAN RESOURCES
Reports To: Vice President for Administrative and Fiscal Affairs
Position Summary
Langston University seeks a strategic, collaborative, and forward-thinking Director of Human Resources to provide leadership, oversight, vision, and innovative direction for the University’s Human Resources operations, workforce initiatives, and organizational development efforts while helping modernize Human Resources practices to meet the evolving demands of today’s workforce, workplace technologies, and employment environment.
This position serves as an advisor to executive leadership regarding workforce strategy, employee relations, organizational effectiveness, employment law compliance, policy administration, investigations, and institutional risk management.
The successful candidate must demonstrate strong leadership, professionalism, emotional intelligence, sound judgment, and the ability to effectively manage sensitive matters while fostering collaborative relationships across all levels of the institution.
Essential Duties and Responsibilities
Strategic Leadership and Organizational Oversight
- The Director is responsible for supervising the Human Resources staff, providing strategic, collaborative, and innovative leadership for Human Resources operations, workforce initiatives, institutional employment practices, and workplace culture efforts that support the University’s mission, values, and long-term organizational goals.
- Provide leadership and direction for the continued improvement of Human Resources policies, procedures, compliance efforts, and operational practices.
- Support and develop Human Resources staff through leadership, collaboration, accountability, and professional guidance.
Employee Relations, Compliance, and Workforce Support
- Lead workplace investigations involving employee relations concerns, complaints, grievances, policy violations, and institutional matters while maintaining professionalism, discretion, and confidentiality.
- Provide guidance and support to supervisors and leadership regarding employee performance management, workplace documentation, conflict resolution, and corrective action procedures.
- Oversee Human Resources compliance functions to ensure alignment with applicable employment laws, institutional policies, and higher education standards.
- Coordinate and oversee institutional Human Resources audit responses, including internal and external audit findings, compliance documentation, corrective action planning, policy review, and implementation of operational improvement measures related to personnel and employment practices.
- Evaluate workforce trends, onboarding feedback, exit interviews, and employee concerns, and separation data to identify opportunities for operational and organizational improvement.
- Coordinate the University’s employee recognition program and employee engagement initiatives designed to strengthen employee morale, retention, workplace culture, and organizational effectiveness.
- Serve as the University’s representative and Board member for United Way initiatives and collaborate with Staff Senate leadership and employee-focused committees to support employee engagement, shared governance, communication, and institutional collaboration efforts.
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Operational Oversight and Administrative Support
- Provide strategic oversight and support for Talent Acquisition processes, payroll processing, student employment, benefits administration, and daily operations to ensure continuity, efficiency, and compliance.
- Oversee Human Resources systems, personnel records management, workforce reporting, compliance documentation, and operational process improvement initiatives.
- Provide leadership for the continued improvement and enhancement of onboarding/offboarding processes, new employee orientation and hiring guidelines online visibility, digital workflows, employee forms, through technology integration and other recommended process improvement strategies.
- Prepare and coordinate executive-level personnel reports, Board materials, workforce communications, unemployment claims, resolutions, and related documentation as requested by executive leadership and/or the President of the University.
- Perform other duties as assigned by the Vice President for Administrative and Fiscal Affairs and/or the President of the University.
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Required Qualification
- Master’s degree in Human Resources or a related field such as Business Administration, Public Administration, Higher Education Administration, or Organizational Leadership.
- Minimum of seven (7) to ten (10) years of progressive Human Resources, employee relations, organizational leadership, or higher education administrative experience.
- Demonstrated experience in employee relations, workplace investigations, talent acquisition, payroll and benefits coordination, compliance oversight, policy administration, workforce development, and organizational leadership.
- Knowledge of applicable federal and state employment laws and regulations, including EEO, FLSA, FMLA, ADA, Title VII, Title IX, ADEA, and related compliance standards.
- Experience supporting internal and external audits, compliance reviews, corrective action initiatives, and institutional response processes related to Human Resources operations and employment practices.
- Highly effective written, verbal, interpersonal, analytical, organizational, conflict-resolution, and decision-making skills.
Preferred Qualification
- Experience with applicant tracking systems (ATS), Human Resources technologies, and higher education employment processes preferred.
- Experience in higher education administration preferred.
- Knowledge of Banner preferred.
- SHRM-SCP, SHRM-CP, PHR, or SPHR certification preferred.
- Preferred leadership competencies include strong emotional intelligence and a demonstrated leadership style utilizing effective interpersonal skills to foster mutual respect, collegial collaboration, receptiveness, clear communication, and accountability while supporting professional growth, effectively utilizing employee strengths and skillsets, and promoting team engagement and continuous improvement of department operations in support of long-term departmental stability and operational effectiveness.
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