Executive Director of Human Resources, College of Continuing and Professional Studies (CCAPS)
Classification: 9352HR (previous job code was 9352GT)
Position Overview
CCAPS is a college with a broad range of programs that provide pathways to the university, serving learners from high school students, English language learners, post-traditional degree seekers, employed professionals, and lifelong learners. The college has a rich history of supporting workforce development through market-responsive, professional programs taught by practitioner faculty, and a focus on expanding access to higher education with campus-based, hybrid, and online programs.
The Executive Director of Human Resources leads the college's overall HR function, driving strategy and operations across talent acquisition and retention, performance management, employee and labor relations, compensation, and compliance. Serving as a trusted partner to college leadership, the Director aligns HR programs with institutional goals to cultivate an inclusive culture rooted in diversity, equity, and belonging. This role oversees local HR services, builds strong cross-functional relationships, and works in close partnership with University Central HR, leveraging their expertise while providing strategic HR leadership for CCAPS. The Executive Director collaborates closely with the Office of General Counsel, ODEI, and other key institutional partners to ensure legal compliance and high-quality service delivery. The Director of Human Resources also reports through a dotted line to the University's Vice President of Human Resources.
Location and Work environment: Position is located on the St. Paul campus and requires deep collaboration with university HR leaders and travel to the East Bank Campus. Expected to be in the office Monday through Thursday.
Work Schedule: Typical business hours, Monday through Friday. May require support for college events, which may be scheduled for early evenings.
Responsibilities
Strategic Planning (40%)
• Lead the assessment, planning, development, and execution of CCAP's short-term and long-term human resources strategies, including anticipating emerging issues and trends.
• Collaborate with the senior college leadership team to establish fair and sustainable compensation strategies and processes to support effective recruitment, retention, equity, merit, and awards.
• Partner with college leadership on workforce planning, organizational design, succession planning, and change management initiatives aligned with the college's strategic priorities.
• Develop a comprehensive employee engagement plan that fosters an inclusive, collaborative, and high-performing culture and a sense of belonging and community within the college.
• Lead the creation, analysis, and communication of collegiate HR analytics and reporting to inform talent strategies, track trends, and guide policy implementation.
Consulting (25%)
• Consult with managers on HR issues, including compensation and classification, talent acquisition, change management, workforce and succession planning.
• Coach and empower managers and supervisors on employee development, performance management strategies, and constructive goal-setting.
• Advise leaders on resolving complex workplace conflicts.
HR Operations (25%)
• Manage and direct a high-performing, service-oriented HR function that provides quality support to all employees.
• Promote and ensure compliance with employment laws, University policies, contracts and rules to mitigate risks.
• Establish college-wide HR policies and guidelines that support fair and equitable treatment of all employees.
• Develop and execute efficient HR processes to maximize productivity, retention and engagement.
• Establish HR governance, service standards, workflow documentation, and continuous process improvements to ensure consistent and effective HR service delivery across the college.
• Create training, guidance, and oversight of all HR activities performed across the college.
Employee and Labor Relations (10%)
• Manage employee and labor relations, including investigations, grievances, problem-solving, and conflict management.
• Identify ELR trends and proactively offer solutions to mitigate risks and improve employee morale.
• Maintain approachability and availability to all employees.
QualificationsRequired Qualifications
• Bachelor's degree in Human Resources, Business Administration, or related field
• Eight years of professional HR experience, including supervisory responsibilities
• Working knowledge of employment laws, labor relations, HR practices, and compliance requirements
• Demonstrated leadership and ability to influence at all organizational levels
• Experience in strategic planning, project management, and organizational development
• Exceptional interpersonal, written, and verbal communication skills
• Commitment to fostering inclusive excellence and building community in the workplace
Preferred Qualifications
• Master's degree in Human Resources, Organizational Development, or related field
• PHR, SPHR, SHRM-SCP, or equivalent HR certification
• Experience in higher education or large, complex organizations
• Experience with HR systems (e.g., PeopleSoft) and technological tools for HR management
• Skills in change management, conflict resolution, and employee engagement strategies
Pay and BenefitsPay Range: $130,000 - $140,000 per year; depending on education/qualifications/experience
Time Appointment: 100% Appointment
Position Type: Faculty and P&A Staff
Please visit the Office of Human Resources website for more information regarding benefit eligibility.
The University offers a comprehensive benefits package that includes:
- Competitive wages, paid holidays, and generous time off
- Continuous learning opportunities through professional training and degree-seeking programs supported by the Regents Tuition Benefit Program
- Low-cost medical, dental, and pharmacy plans
- Healthcare and dependent care flexible spending accounts
- University HSA contributions
- Disability and employer-paid life insurance
- Employee wellbeing program
- Excellent retirement plans with employer contribution
- Public Service Loan Forgiveness (PSLF) opportunity
- Financial counseling services
- Employee Assistance Program with eight sessions of counseling at no cost
- Employee Transit Pass with free or reduced rates in the Twin Cities metro area
While our salary ranges provide a framework, it is important to note that most of the
time, the initial pay may not reach the maximum of the range. This approach ensures
that compensation reflects the value and unique contributions of each candidate while
maintaining equity within our organization. As part of our commitment to fair and
equitable compensation, please be aware that the salary offered to incoming candidates
will be based on their individual credentials and experience.
How To ApplyApplications must be submitted online. To be considered for this position, please click the Apply button and follow the instructions. You will be given the opportunity to complete an online application for the position.
A resume and cover letter are required for consideration. Priority consideration will be given to applicants who apply by August 24, 2026. Additional documents may be attached after application by accessing your "My Job Applications" page and uploading documents in the "My Cover Letters and Attachments" section.
To request an accommodation during the application process, please e-mail
[email protected] or call (612) 624-8647.
