Director of Human Resources

Job Description

Job Description

WORK LOCATION

On-Campus (Provo, UT)

REGULAR OFFICE HOURS

Monday - Friday 8 : 00 AM - 5 : 00 PM MST

SALARY RANGE

110,00 - $140,000

REPORTING RELATIONSHIPS

Position Reports to : Chief of Staff

PLEASE NOTE : This application requires that you provide us with a Statement of Intent. This document should highlight your specific motivations, goals, and reasons for pursuing employment here at Rocky Mountain University of Health Professions. This document should be 1-2 pages long and must be included in your application as an additional document or must be emailed to hr@rm.edu

ABOUT RMU

Rocky Mountain University of Health Professions (RMU) is a private, proprietary graduate-level healthcare university created in 1998 in Provo, Utah, to help meet the nation’s healthcare workforce needs. Accredited by the Northwest Commission on Colleges and Universities (NWCCU), RMU offers 10 doctorate and 14 master's degrees, along with 20 certificates, residencies, and fellowships. Programs are offered through flexible online, hybrid, and on-campus residential programs. RMU’s doors have opened and welcomed students and healthcare professionals from all 50 states for a quarter of a century. At RMU, education is about advancing knowledge and healthcare to improve the human condition.

RMU’s vibrant campus is nestled within the beautiful Wasatch Mountains and is close to activities and events everyone can enjoy. Learn more about Utah’s scenic beauty, entertainment, sports, music, arts scene, and close-knit community at www.visitutah.com.

POSITION PURPOSE

The Director of Human Resources provides strategic leadership and operational oversight of all human resources functions in support of RMU’s mission to advance healthcare and improve the human condition. This role is responsible for personnel and benefits administration, risk management, employee relations, professional development, compliance with federal and state employment requirements, and the development of university policies and procedures that support these functions.

The Director partners with university leadership to ensure HR strategies and initiatives align with RMU’s healthcare-focused, graduate-level academic environment. The position plays a key role in fostering a positive, inclusive, and legally compliant workplace culture while supporting long-term workforce planning, employee engagement, and institutional effectiveness.

ESSENTIAL FUNCTIONS AND RESPONSIBILITIES

• Promote continuous improvement in HR processes, work productivity, and efficiency for individual staff and the institution.
• Analyze HR data and metrics (e.g., turnover, time-to-fill, engagement) to guide decision-making and inform strategic workforce planning.
• Collaborate with supervisors to effectively and lawfully recruit, screen, and select qualified candidates for authorized positions. Seeks to enhance attributes that align with the RMU’s commitment to learning, tolerance, professionalism, and understanding.
• Develop, implement, and maintain new hire orientation and training (onboarding) programs and appropriate offboarding procedures and protocols.
• Manage employee professional development to ensure continuous growth and alignment with institutional goals.
• Advise managers in creating and maintaining accurate, legally appropriate job descriptions.
• Coordinate job classification reviews and conduct regular compensation market surveys.
• Guide in establishing fair and equitable compensation structures within budgetary constraints.
• Recommend the classification of positions in line with institutional guidelines and ensure compliance with the Fair Labor Standards Act (FLSA) and other relevant regulations.
• Ensure institutional compliance with civil rights statutes, including the Americans with Disabilities Act (ADA), Section 504, and Title IX, and with healthcare-related accreditation requirements that impact HR policies and practices. Investigate complaints of non-compliance and collaborate with facilities to ensure equal physical access.
• Manage the university’s disciplinary process, ensuring fair and appropriate corrective action.
• Conduct investigations into employee misconduct and provide impartial, fact-based assessments while ensuring adherence to legal standards, due process, and dignity in all cases.
• Develop and promote employee engagement, retention, and recognition programs.
• Administer employee benefits programs, optimizing coverage and value for the institution.
• Develops and promotes employee wellness opportunities.
• Oversee benefits programs, including medical, disability, retirement, life insurance, and other offerings, ensuring compliance with legal requirements and institutional needs.
• Provide leadership in creating short- and long-term staffing solutions per the university’s mission and budget.
• Continuously evaluate HR policies and practices for legal compliance, effectiveness, and necessary updates.
• Redraft and secure approval for policy changes and procedures.
• Prepare and analyze personnel reports to assess key performance indicators such as turnover rates and time to fill.
• Participate in committees overseeing campus safety and security, including compliance with OSHA and the Clery Act.
• Ensure secure and accurate employee record-keeping in compliance with federal and state laws.
• Establish and maintain internal controls ensuring proper use of university resources and safeguarding against error or impropriety.
• Administer the Employee Assistance Program (EAP), supporting staff in addressing personal and work-related challenges.
• Advise supervisory staff on performance appraisals, monitoring employee progress, and conflict resolution.
• Stay informed on updates to human resource laws, rules, and regulations through meetings, conferences, and research and ensure timely compliance with new regulations and industry best practices.
• Guide on HR matters, including employee relations, legal issues, and disciplinary actions.
• Perform additional tasks and responsibilities as required to support the human resources functions of the institution.

POSITION COMPETENCIES

WORKING REQUIREMENTS / CONDITIONS

Education / Certification :

A bachelor’s degree in business administration, Human Resources, or other human resources-related fields is required. A master’s degree is preferred.

PHR and / or SHRM-CP certification required

Required Knowledge :

Complete understanding of the best HR policies, practices, and procedures

Expert knowledge of principles and practices of management as applied to supervision, training, performance evaluations, program planning, staffing, budgeting, coordination, analysis, and evaluation of programs, policies, operational needs, staff development, and conflict resolution.

Identify and take advantage of opportunities, organize and prioritize ongoing and frequently changing assignments to meet deadlines, and communicate changes and progress to staff.

Experience Required :

A minimum of five years of experience in human resources and two years of experience in HR leadership is required.

Skills / Abilities :

Excellent communication skills, both written and verbal

Strong interpersonal skills and negotiation abilities

Attention to detail and organizational skills

Demonstrated ability to use independent judgment and work under pressure. Must be capable of taking initiative in resolving problems and completing projects.

Well-developed time management skills and the ability to meet deadlines

Excellent problem-solving and analytical skills

Strategic thinking abilities regarding workforce planning

Strong leadership and supervisory skills

Outstanding people skills

The ability to adapt to the immediate needs of the company and its employees

The ability to delegate and prioritize tasks when necessary

Thorough knowledge of the laws and regulations in employee relations

Proficiency in Microsoft Office Suite and other related software

The ability to learn and utilize the organization’s human resources software

PHYSICAL ACTIVITIES AND REQUIREMENTS OF THIS POSITION

Finger dexterity :

Using primarily just the fingers to make small movements such as typing, picking up small objects, or pinching fingers together

Talking :

Especially where one must convey detailed or important instructions or ideas accurately, loudly, or quickly

Average Hearing :

Able to hear average or typical conversations and receive ordinary information

Average Visual Abilities :

Average, ordinary visual acuity is necessary to prepare or inspect documents or products or operate machinery

Physical Strength :

Sedentary work. Sitting most of the time. Exerts up to 10 lbs. of force occasionally (Typical for office jobs)

WORKING CONDITIONS

None :

No hazardous or significantly unpleasant conditions (A typical office environment)

MENTAL ACTIVITIES AND REQUIREMENTS OF THIS POSITION

Reasoning Ability :

Ability to deal with a variety of variables under only limited standardization

Able to interpret and follow various instructions

Mathematics Ability :

Ability to perform basic math skills, use decimals to compute ratios and percentages and draw and interpret graphs

Language Ability :

Ability to read a variety of books, magazines, instruction manuals, atlases, and encyclopedias; Ability to prepare memos, reports, and essays using proper punctuation, spelling, and grammar

Ability to communicate distinctly with appropriate pauses and emphasis; correct pronunciation (or sign equivalent); and variation in word order using present, perfect, and future tenses

INTENT AND FUNCTION OF JOB DESCRIPTIONS

Job descriptions assist organizations in ensuring that the hiring process is fairly administered and that qualified employees are selected. They are also essential to an effective appraisal system and related promotion, transfer, layoff, and termination decisions. Well-constructed job descriptions are an integral part of any effective compensation system.

All descriptions have been reviewed to ensure that only essential functions and basic duties have been included. Peripheral tasks, only incidentally related to each position, have been excluded. The requirements, skills, and abilities included have been determined to be the minimum standards required to perform the positions successfully. However, the duties, responsibilities, and requirements should not be interpreted as all-inclusive. Additional functions and requirements may be assigned by supervisors as deemed appropriate.

Under the Americans with Disabilities Act, requirements may be modified to accommodate disabled individuals reasonably. However, no accommodation will be provided which may pose serious health or safety risks to the employee or others or impose undue hardships on the organization.

Job descriptions are not intended as and do not create employment contracts. RMU maintains its status as an at-will employer. Employees can be terminated for any reason not prohibited by law.

Rocky Mountain University is an Equal Opportunity Employer.