Alabama Community College System
Director of Human Resources
Alabama Community College System, Childersburg, Alabama, United States, 35044
Salary:
$57,177.00 - $98,696.00 Annually Location :
Childersburg, AL Job Type:
Full-Time Job Number:
07002 College/Division:
CACC-601050-Human Resources Opening Date:
10/20/2025 Closing Date:
11/3/2025 2:00 PM Central Campus Location:
Central Alabama Community College
Position Summary
The Director of Human Resources provides leadership and support in the planning, coordination, and administration of human resources services for the College. This position is responsible for implementing strategic initiatives, ensuring compliance with federal and state regulations. The Director serves as a key resource to employees, supervisors, and administrators on policies, procedures, and best practices.
This position announcement is made in accordance with Board Policy 204.01. Position reports to the President. Base location for this position will be at discretion of the President. Essential Duties and Responsibilities
Complies with all policies of the Alabama Community College System Board of Trustees, the Alabama Community College System, and Central Alabama Community College. Manages the daily operations of the Human Resources Office, providing leadership and supervision for HR staff. Partners with administrators, faculty, and staff to support recruitment, onboarding, classification, compensation, employee benefit programs, and payroll administration. Responsible for recruitment and hiring processes of the college. Plans, develops, and implements HR initiatives aligned with the College's mission and strategic goals. Provides leadership and guidance in areas such as recruitment and staffing, employee relations, performance management, compensation, classification, and compliance. Serves as a primary contact for supervisors and employees regarding HR policies, procedures, benefits, and employee development opportunities. Supports employee relations by providing guidance on conflict resolution, performance issues, and progressive discipline. Works with outside legal counsel as required. Monitors compliance with employment laws and regulations (EEO, FMLA, ADA, FLSA, Title IX, etc.) and provides guidance to supervisors and employee. Coordinates and assists with performance management processes and support professional development opportunities for faculty and staff. Participates in strategic planning and promotes initiatives that advance employee engagement, retention, and organizational effectiveness. Prepares and manages unit budget. Responsible for purchases and budget manager for Courtesy Fund for the college. Creates, maintains, and secures the confidentiality of college personnel files in compliance with accreditation agencies, state and federal statue, and Alabama Community College System Board of Trustees policy. Ensures proper management, retention, and security of custodial and personnel records in compliance with college policy, recordkeeping regulations, and confidentiality standards. Serves as Deputy Title IX Coordinator, Senior Personnel Officer (SPO), Employee ADA Coordinator, and college designee for Open Records Requests for the college. Collaborates with Instructional Deans in reviewing semester faculty load reports for accuracy and ensures supporting documentation for audit. Responsible for payroll setup in Banner; completes and provides monthly transmittal to the Business Office for payroll processing. Responsible for preparation of employment contracts/appointment letters for all college personnel. Analyzes staffing patterns and prepares reports as needed for effective human resource development and institutional succession planning. Participates in the ACCS Human Resources Management Association. Maintains the master file for the College Employee Handbook, initiates and facilitates the annual review process. Supervises and completes annual performance evaluation of personnel. Assists with training assignments and professional development requests. Serves as college liaison for various needs within the college as determined and requested by administration. Serves on President's Executive Leadership Committee. Responsible for coordinating release of annual employee performance evaluations and mandatory trainings. Responsible for ensuring all website information is correct (employee directory, organization chart, etc.) Serves on college committees and contributes to the health, success and sustainability of the College. Must be able to travel as required to support College events, attend meetings, and/or urgent HR needs. Performs other duties as assigned.
Qualifications
1. Bachelor degree in Human Resources Management, Business Administration, Public Administration, or a related field from a regionally accredited institution is required. 2. Five (5) years of progressively human resources management, business management, or payroll management experience is required. 3. Two (2) years in a supervisory or leadership role is required. 4. Proficiency in HRIS systems (Ellucian/Banner, NeoGov/NeoEd, etc) and Microsoft Office Suite is required. 5. Ability to lead projects, manage multiple priorities, and perform presentations is required. 6. Demonstrated ability to manage employee relations and resolve conflicts effectively is required. 7. Excellent interpersonal, communication, and leadership skills are required. 8. Ability to maintain confidentiality, exercise sound judgment, and build trust across diverse employee groups is required. 9. Must be able to travel to support College events or urgent HR needs is required. 10. Experienced in employee relations is preferred. 11. Knowledge of Alabama Community College System policies and procedures is preferred. 12. Post-secondary experience is preferred. Application Procedures/Additional Information
Applicants must meet the minimum qualifications as indicated on this vacancy notice and must submit a completed online application packet to be considered for this position. Applicants who fail to submit all required information will not be considered.
Only applications received during the period of the job vacancy announcement posting period will be considered. A complete application packet consists of: 1. Online employment application. 2. A current resume, including three (3) references. 3. Copy of transcripts that demonstrate the required educational qualifications must be included and must identify the applicant, institution, degree, and date conferred.
WORK EXPERIENCE VERIFICATION RESPONSIBILITY Please note that resumes and applications cannot be used to verify prior work experience. It is the applicant's responsibility to provide Human Resources with written proof of work experience at request of the college. This verification must come directly from applicant's current or past employer(s).
EEOC, E-VERIFY, BACKGROUND CHECK STATEMENTS: Central Alabama Community College is an equal opportunity employer. It is the official policy of the Alabama Community College System that no person shall, on the grounds of race, color, disability, gender, religion, creed, national origin, or age, be excluded from participation in, be denied the benefits of, or be subjected to discrimination under any program, activity, or employment.
Central Alabama Community College will make reasonable accommodations for qualified disabled applicants or employees
Central Alabama Community College reserves the right to withdraw this job announcement at any time prior to the awarding or offer of employment.
More than one position in the same job classification may be filled by the applicants for this position should another vacancy occur during the search process. Offer of employment is contingent upon a satisfactory criminal background check/investigation.
Central Alabama Community College participates in E-Verify.
Sick Leave All regular full-time non-instructional staff earns one day of sick leave which is the equivalent of 8 hours of sick leave per month. Unused sick leave is rolled over to the following year. Upon retirement, employees are allowed to convert unused sick time into service time for the purpose of retirement. Further retirement benefits may be found on this page under Alabama Teacher's Retirement. 8 hours per month (may accumulate an unlimited number)
Annual Leave All regular full-time non-instructional staff earn annual leave per month. A complete description of leave benefits can be found with the Human Resources office. 0-4 years 8 hours per month 5-9 years 10 hours per month 10-14 years 12 hours per month 15-19 years 14 hours per month 20+ 16 hours per month (may accumulate up to 480 hours)
Personal Leave All regular full-time non-instructional staff earns up to two (2) regularly scheduled workdays of personal leave per leave year. Unused Personal Leave converts to sick leave if not used. (converts to sick leave at the end of August each year if not used)
Professional Leave Up to 10 days a year of professional development leave with pay may be granted by the President.
Holidays New Year's Day Martin Luther King/Robert E. Lee Birthday National Memorial Day Juneteenth Independence Day Labor Day Veterans Day Thanksgiving Day Day after Thanksgiving Day Christmas Eve Christmas Day 16 (5 locally assigned) Contracted Work Days 260
Retirement The TRS was established in 1939 to provide benefits to qualified persons employed by state-supported educational institutions. Responsibility for the management and administration of the TRS is vested in its Board of Control. The Boards of Control elect the Secretary-Treasurer who serves as the Chief Executive Officer of the RSA and is responsible for the day-to-day management of the RSA. The TRS is a defined benefit plan qualified under Section 401(a) of the Internal Revenue Code. For more information visit All regular full-time and part-time employees (non-temporary and non- student) who work at least 20 hours per week are required to participate in The Teachers' Retirement System of Alabama. Tier I
- Pays 7.50% monthly. State matches 14.57% (effective 10/01/25) Tier II
- Pays 6.20% monthly. State matches 13.61% (effective 10/01/25) Law Enforcement Officers : Tier I -Pays 8.50% monthly. State matches 14.57% (effective 10/01/25) Tier II - Pays 7.20% monthly. State matches 13.61% (effective 10/01/25)
Health Insurance PEEHIP, established in 1983, provides health insurance benefits for active and retired education employees and is governed by the PEEHIP Board of Control. The Boards of Control elect the Secretary-Treasurer who serves as the Chief Executive Officer of the RSA and is responsible for the day-to-day management of the RSA. For more information visit
Premium amounts:
Single $ 30 Family (without Spouse but with dependents) $ 207 Employee + Spouse (no dependents) $ 282 Family (with Spouse and dependents*) $ 307 *Includes $100 per month spousal surcharge Note: The spousal surcharge does not apply to spouses who are independently eligible for PEEHIP.
Tobacco Usage Premium
Member $ 50 Spouse $ 50 The tobacco premium applies only to the PEEHIP Hospital Medical and VIVA Health plans. Refer to the section to learn how you and/or your spouse can receive the non-tobacco user discount.
Wellness Premium
Member $ 50 Spouse $ 50 The wellness premium applies only to the Blue Cross Blue Shield Hospital Medical Group #14000 plan for non-Medicare eligible active and retired members, non-Medicare-eligible members on LOA or COBRA, and non-Medicare-eligible spouses on active or retired contracts. Refer to the section to learn how you and/or your spouse can receive a wellness premium waiver.
If desired, the employee may elect four options rather than health insurance options to include hospital indemnity, cancer, dental, and vision.
Optional Coverage Plan Premiums
Cancer, Indemnity, and Vision Single or Family (cost per plan) $ 38 Dental Single $ 38 Dental Family $ 50 Institution matches $800 monthly (effective 10/01/17).
Duty Hours (hours vary by campus and needs of the student)
Tuition Assistance This tuition waiver program is designed for all full-time instructional and non-instructional employees of The Alabama College System and the Alabama Department of Postsecondary Education and their dependents as defined under by policy. The program will be coordinated by each institution for employees within The Alabama College System and the Alabama Department of Postsecondary Education. An application form for the tuition assistance program is available in the Human Resources office and should be completed prior to registration for classes.
Employees/Dependents at two-year colleges:
1/3 waived after 1st year 2/3 waived after 2nd year 3/3 waived after 3rd year Note:
Employee is vested after 10 years in Retirement System. Additional information regarding retirement may be obtained from the Retirement System Web site at www.rsa.al.gov. 01
Describe your experience in human resources management, business management, or payroll management. 02
Tell us about your experience as a supervisor and/or in a leadership role. 03
What HRIS systems have you used? What is your experience level as it relates to your understanding of this position? 04
What is your experience in employee relations and conflict management? 05
In your view, what competencies and skill sets are most critical for an HR Director? Required Question
$57,177.00 - $98,696.00 Annually Location :
Childersburg, AL Job Type:
Full-Time Job Number:
07002 College/Division:
CACC-601050-Human Resources Opening Date:
10/20/2025 Closing Date:
11/3/2025 2:00 PM Central Campus Location:
Central Alabama Community College
Position Summary
The Director of Human Resources provides leadership and support in the planning, coordination, and administration of human resources services for the College. This position is responsible for implementing strategic initiatives, ensuring compliance with federal and state regulations. The Director serves as a key resource to employees, supervisors, and administrators on policies, procedures, and best practices.
This position announcement is made in accordance with Board Policy 204.01. Position reports to the President. Base location for this position will be at discretion of the President. Essential Duties and Responsibilities
Complies with all policies of the Alabama Community College System Board of Trustees, the Alabama Community College System, and Central Alabama Community College. Manages the daily operations of the Human Resources Office, providing leadership and supervision for HR staff. Partners with administrators, faculty, and staff to support recruitment, onboarding, classification, compensation, employee benefit programs, and payroll administration. Responsible for recruitment and hiring processes of the college. Plans, develops, and implements HR initiatives aligned with the College's mission and strategic goals. Provides leadership and guidance in areas such as recruitment and staffing, employee relations, performance management, compensation, classification, and compliance. Serves as a primary contact for supervisors and employees regarding HR policies, procedures, benefits, and employee development opportunities. Supports employee relations by providing guidance on conflict resolution, performance issues, and progressive discipline. Works with outside legal counsel as required. Monitors compliance with employment laws and regulations (EEO, FMLA, ADA, FLSA, Title IX, etc.) and provides guidance to supervisors and employee. Coordinates and assists with performance management processes and support professional development opportunities for faculty and staff. Participates in strategic planning and promotes initiatives that advance employee engagement, retention, and organizational effectiveness. Prepares and manages unit budget. Responsible for purchases and budget manager for Courtesy Fund for the college. Creates, maintains, and secures the confidentiality of college personnel files in compliance with accreditation agencies, state and federal statue, and Alabama Community College System Board of Trustees policy. Ensures proper management, retention, and security of custodial and personnel records in compliance with college policy, recordkeeping regulations, and confidentiality standards. Serves as Deputy Title IX Coordinator, Senior Personnel Officer (SPO), Employee ADA Coordinator, and college designee for Open Records Requests for the college. Collaborates with Instructional Deans in reviewing semester faculty load reports for accuracy and ensures supporting documentation for audit. Responsible for payroll setup in Banner; completes and provides monthly transmittal to the Business Office for payroll processing. Responsible for preparation of employment contracts/appointment letters for all college personnel. Analyzes staffing patterns and prepares reports as needed for effective human resource development and institutional succession planning. Participates in the ACCS Human Resources Management Association. Maintains the master file for the College Employee Handbook, initiates and facilitates the annual review process. Supervises and completes annual performance evaluation of personnel. Assists with training assignments and professional development requests. Serves as college liaison for various needs within the college as determined and requested by administration. Serves on President's Executive Leadership Committee. Responsible for coordinating release of annual employee performance evaluations and mandatory trainings. Responsible for ensuring all website information is correct (employee directory, organization chart, etc.) Serves on college committees and contributes to the health, success and sustainability of the College. Must be able to travel as required to support College events, attend meetings, and/or urgent HR needs. Performs other duties as assigned.
Qualifications
1. Bachelor degree in Human Resources Management, Business Administration, Public Administration, or a related field from a regionally accredited institution is required. 2. Five (5) years of progressively human resources management, business management, or payroll management experience is required. 3. Two (2) years in a supervisory or leadership role is required. 4. Proficiency in HRIS systems (Ellucian/Banner, NeoGov/NeoEd, etc) and Microsoft Office Suite is required. 5. Ability to lead projects, manage multiple priorities, and perform presentations is required. 6. Demonstrated ability to manage employee relations and resolve conflicts effectively is required. 7. Excellent interpersonal, communication, and leadership skills are required. 8. Ability to maintain confidentiality, exercise sound judgment, and build trust across diverse employee groups is required. 9. Must be able to travel to support College events or urgent HR needs is required. 10. Experienced in employee relations is preferred. 11. Knowledge of Alabama Community College System policies and procedures is preferred. 12. Post-secondary experience is preferred. Application Procedures/Additional Information
Applicants must meet the minimum qualifications as indicated on this vacancy notice and must submit a completed online application packet to be considered for this position. Applicants who fail to submit all required information will not be considered.
Only applications received during the period of the job vacancy announcement posting period will be considered. A complete application packet consists of: 1. Online employment application. 2. A current resume, including three (3) references. 3. Copy of transcripts that demonstrate the required educational qualifications must be included and must identify the applicant, institution, degree, and date conferred.
WORK EXPERIENCE VERIFICATION RESPONSIBILITY Please note that resumes and applications cannot be used to verify prior work experience. It is the applicant's responsibility to provide Human Resources with written proof of work experience at request of the college. This verification must come directly from applicant's current or past employer(s).
EEOC, E-VERIFY, BACKGROUND CHECK STATEMENTS: Central Alabama Community College is an equal opportunity employer. It is the official policy of the Alabama Community College System that no person shall, on the grounds of race, color, disability, gender, religion, creed, national origin, or age, be excluded from participation in, be denied the benefits of, or be subjected to discrimination under any program, activity, or employment.
Central Alabama Community College will make reasonable accommodations for qualified disabled applicants or employees
Central Alabama Community College reserves the right to withdraw this job announcement at any time prior to the awarding or offer of employment.
More than one position in the same job classification may be filled by the applicants for this position should another vacancy occur during the search process. Offer of employment is contingent upon a satisfactory criminal background check/investigation.
Central Alabama Community College participates in E-Verify.
Sick Leave All regular full-time non-instructional staff earns one day of sick leave which is the equivalent of 8 hours of sick leave per month. Unused sick leave is rolled over to the following year. Upon retirement, employees are allowed to convert unused sick time into service time for the purpose of retirement. Further retirement benefits may be found on this page under Alabama Teacher's Retirement. 8 hours per month (may accumulate an unlimited number)
Annual Leave All regular full-time non-instructional staff earn annual leave per month. A complete description of leave benefits can be found with the Human Resources office. 0-4 years 8 hours per month 5-9 years 10 hours per month 10-14 years 12 hours per month 15-19 years 14 hours per month 20+ 16 hours per month (may accumulate up to 480 hours)
Personal Leave All regular full-time non-instructional staff earns up to two (2) regularly scheduled workdays of personal leave per leave year. Unused Personal Leave converts to sick leave if not used. (converts to sick leave at the end of August each year if not used)
Professional Leave Up to 10 days a year of professional development leave with pay may be granted by the President.
Holidays New Year's Day Martin Luther King/Robert E. Lee Birthday National Memorial Day Juneteenth Independence Day Labor Day Veterans Day Thanksgiving Day Day after Thanksgiving Day Christmas Eve Christmas Day 16 (5 locally assigned) Contracted Work Days 260
Retirement The TRS was established in 1939 to provide benefits to qualified persons employed by state-supported educational institutions. Responsibility for the management and administration of the TRS is vested in its Board of Control. The Boards of Control elect the Secretary-Treasurer who serves as the Chief Executive Officer of the RSA and is responsible for the day-to-day management of the RSA. The TRS is a defined benefit plan qualified under Section 401(a) of the Internal Revenue Code. For more information visit All regular full-time and part-time employees (non-temporary and non- student) who work at least 20 hours per week are required to participate in The Teachers' Retirement System of Alabama. Tier I
- Pays 7.50% monthly. State matches 14.57% (effective 10/01/25) Tier II
- Pays 6.20% monthly. State matches 13.61% (effective 10/01/25) Law Enforcement Officers : Tier I -Pays 8.50% monthly. State matches 14.57% (effective 10/01/25) Tier II - Pays 7.20% monthly. State matches 13.61% (effective 10/01/25)
Health Insurance PEEHIP, established in 1983, provides health insurance benefits for active and retired education employees and is governed by the PEEHIP Board of Control. The Boards of Control elect the Secretary-Treasurer who serves as the Chief Executive Officer of the RSA and is responsible for the day-to-day management of the RSA. For more information visit
Premium amounts:
Single $ 30 Family (without Spouse but with dependents) $ 207 Employee + Spouse (no dependents) $ 282 Family (with Spouse and dependents*) $ 307 *Includes $100 per month spousal surcharge Note: The spousal surcharge does not apply to spouses who are independently eligible for PEEHIP.
Tobacco Usage Premium
Member $ 50 Spouse $ 50 The tobacco premium applies only to the PEEHIP Hospital Medical and VIVA Health plans. Refer to the section to learn how you and/or your spouse can receive the non-tobacco user discount.
Wellness Premium
Member $ 50 Spouse $ 50 The wellness premium applies only to the Blue Cross Blue Shield Hospital Medical Group #14000 plan for non-Medicare eligible active and retired members, non-Medicare-eligible members on LOA or COBRA, and non-Medicare-eligible spouses on active or retired contracts. Refer to the section to learn how you and/or your spouse can receive a wellness premium waiver.
If desired, the employee may elect four options rather than health insurance options to include hospital indemnity, cancer, dental, and vision.
Optional Coverage Plan Premiums
Cancer, Indemnity, and Vision Single or Family (cost per plan) $ 38 Dental Single $ 38 Dental Family $ 50 Institution matches $800 monthly (effective 10/01/17).
Duty Hours (hours vary by campus and needs of the student)
Tuition Assistance This tuition waiver program is designed for all full-time instructional and non-instructional employees of The Alabama College System and the Alabama Department of Postsecondary Education and their dependents as defined under by policy. The program will be coordinated by each institution for employees within The Alabama College System and the Alabama Department of Postsecondary Education. An application form for the tuition assistance program is available in the Human Resources office and should be completed prior to registration for classes.
Employees/Dependents at two-year colleges:
1/3 waived after 1st year 2/3 waived after 2nd year 3/3 waived after 3rd year Note:
Employee is vested after 10 years in Retirement System. Additional information regarding retirement may be obtained from the Retirement System Web site at www.rsa.al.gov. 01
Describe your experience in human resources management, business management, or payroll management. 02
Tell us about your experience as a supervisor and/or in a leadership role. 03
What HRIS systems have you used? What is your experience level as it relates to your understanding of this position? 04
What is your experience in employee relations and conflict management? 05
In your view, what competencies and skill sets are most critical for an HR Director? Required Question