PurposeTo manage effectively the Human Resource (HR) function at the NCAA National Office; Execute on Human Resources (HR) goals and core mission; Lead and manage the HR staff, including ensure core competencies and team development; Manage and oversee the HR budget; Cross-collaborate with counterparts; Foster and promote an inclusive workforce established upon the NCAA’s core missions and values; and Ensure that the HR needs of the national office are met in accordance with best practices and technical HR expertise.

Job Function:Strategy and Execution of Human Resource Initiatives.

•The managing director of human resources reports to the vice president and general counsel and is responsible for setting a strategy that supports HR’s overall goals and core mission. •The managing director ensures that all of HR’s priorities and efforts align with and drive HR’s overall strategy and goals. •The managing director oversees the execution of strategic and core HR competencies such as: Talent Acquisition, Employee Relations, Performance Management, Metric-Based Tracking, Organizational Design, Internal Investigations, Governmental Compliance, and Employee Policy Development, Education, and Compliance. Leadership, Management, Consultation and Collaboration.

•The managing director leads and oversees the HR staff. •The managing director provides consultation and HR expertise to NCAA national office leadership, regarding employee workplace policy, staff and executive compensation, benefits and equity. •The managing director works interdependently with other leaders and counterparts to ensure mutual accountability of national office workplace values. HR Technical Acumen and Administration.

•The managing director is responsible for overseeing the administration of compensation, benefits, office policies, and overall best practices for the HR function at the national office. Competencies and Job ResponsibilitiesGoal Setting, Execution and Communication. •Establish HR goals to align with and support the overall national office workplace values and strategy. •Work directly with leadership to ensure effective employee relations and that specific matters are addressed appropriately. •Lead and oversee strategic alignment of all HR communications and materials (particularly written materials, forms, presentation materials and overall branding). •Establish, analyze and utilize workplace metrics to drive the execution, performance and impact of strategic initiatives. Leadership, Management, Consultation and Communication. •Provide leadership and management to the HR staff. •Provide expertise in the areas of career development, goal setting and professional development to the national office. •Serve as national office liaison to external vendors and consultants to provide consistency in management of contractual obligations and legal compliance. •Collaborate with national office leaders and counterparts to ensure shared workplace initiatives are effectively executed. •Lead and manage the employee benefits committee and serve as secondary liaison to the Board of Governors executive committee to assist with their review and oversight of the executive compensation and performance process. HR Technical Acumen and Administration. •Establish and manage the HR budget and expenditures. •Establish and execute the national office compensation strategy including policy development, annual salary review and structure, alignment of compensation and job levels, and overall payroll coordination. •Review and oversee HR policies and recommend enhancements for continued alignment with best practices. •Lead and execute employee benefits plans and related responsibilities. •Oversee the administration of group insurance programs such as worker's compensation, accident, life, disability and health, and the retirement plan. •Lead and provide guidance related to EEOC actions, internal investigations and national office compliance with various employment laws such as FMLA, ADA, Civil Rights Act, OSHA compliance etc.