Description

The Oregon State University's Division of Extension and Engagement is seeking an Employee Lifecycle Director. This is a full-time (1.00 FTE), 12-month, professional faculty position. The mission of the OSU Division of Extension and Engagement is to work with communities throughout Oregon to support lifelong learning and co-create innovative solutions to address local challenges.  Together, we envision a future where Oregon’s people, communities and ecosystems prosper. 

The Employee Lifecycle Director is responsible for leading and enhancing the employee journey across the Division of Extension and Engagement in support of the division's mission, values, and strategic priorities. The position assists in implementing strategic and operational plans for key stages of the employee experience, including recruitment, onboarding, engagement, development, retention, and transition.

The position provides operational leadership for regional and county-based recruitment, onboarding, and employee engagement efforts across the state of Oregon by developing, implementing, and continuously improving employee life cycle programs, processes, and resources that support a consistent employee experience.

The Employee Lifecycle Director is responsible for fostering a workplace environment where employees feel welcomed, supported, and equipped to succeed. The position evaluates employee life cycle programs and operational practices, recommends process improvements, and ensures employee programs, services, and resources are accessible and consistent with university values, policies, and applicable civil rights and accessibility requirements.

Key Duties:

1. Provide operational and strategic leadership as a member of the division’s leadership team, participating in the development, implementation, and evaluation of division goals, strategies, and operational objectives.
2. Direct the division's employee lifecycle program and associated administrative operations, establishing priorities, developing strategic and operational plans and implementing division-wide processes and practices related to recruitment, onboarding, retention, staff development, volunteer management, and offboarding.
3. Develop, implement, evaluate, and continuously improve employee lifecycle procedures, practices, and operational standards to increase efficiency, consistency, compliance, and service across the division.
4. Oversee division-wide HR processes and systems related to volunteers in the division, to promote consistency, compliance, operational effectiveness, and alignment with university and division expectations.
5. Partner with the division's Human Resources Strategic Partner to develop, implement, and evaluate employee retention strategies informed by employee feedback, exit interview data, and workforce trends.
6. Provide recommendations to division leadership regarding policy, rules, procedural, organizational, and workforce improvements that support the employee experience, retention, and career advancement.
7. Represent the division on university committees, workgroups, and incident response teams.

Requirements

Minimum Qualifications: 

• Bachelor’s degree in human resources, organizational development, business administration, or a related field.
• Minimum of two (2) years' experience with management and supervision responsibilities.
• Minimum of five (5) years of progressively responsible experience in human resources, employee engagement, organizational development, talent management, employee experience, or a related field.
• Experience supporting employee recruitment, onboarding, engagement, retention, or professional development initiatives.
• Experience developing, updating, communicating, and administering policies and procedures for complex organizations.
• Demonstrated ability to manage projects, coordinate multiple priorities, and implement process improvements across complex organizations.
• Excellent interpersonal, facilitation, written, and verbal communication skills, with the ability to build positive working relationships across diverse teams and organizational levels.
• Demonstrated commitment to fostering collaborative, respectful, and welcoming learning and working environments. 
• This position is designated as a critical or security-sensitive position; therefore, the incumbent must successfully complete a criminal history check and be determined to be position qualified as per University Standard: 05-010 et seq. Incumbents are required to self-report convictions and those in youth programs may have additional criminal history checks every 24 months.

Preferred Qualifications: 

• Professional certification in human resources, organizational development, project management, or a related field.
• Experience working in higher education, Extension, government, or another large, decentralized organization.
• Experience supporting organizational change initiatives and process improvement efforts.
• Knowledge of human resources’ compliance and strategies.
• Knowledge of volunteer management principles, including screening, onboarding, training, compliance, risk management, and addressing conduct concerns.
• Experience using technology, data, and process improvement strategies to enhance employee services, organizational effectiveness, and operational efficiency.