Senior Director, Human Resources Center of Excellence (COE)

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Austin Community College employees are required to maintain a domicile in the State of Texas while working for the college and throughout the duration of employment. – AR 4.0300.01
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Austin Community College is a public two-year institution that serves a multicultural population of approximately 41,000 credit students each Fall and Spring semester. We embrace our identity as a community college, as reflected in our mission statement. We promote student success and community development by providing affordable access, through traditional and distance learning modes, to higher education and workforce training, including appropriate applied baccalaureate degrees, in our service area.
As a community college committed to our mission, we seek to recruit and retain a workforce that:
Values intellectual curiosity and innovative teaching
Is attracted by the college's mission to promote equitable access to educational opportunities
Cares about student success and collaborates on strategies to facilitate success for populations including; first generation college students, low-income students, and students from underserved communities.
Focused on student academic achievement and postgraduate outcomes
Welcomes difference and models respectful interaction with others
Engages with the community both within and outside of ACC
Job Posting Title
Senior Director, Human Resources Center of Excellence (COE)
Job Description Summary
Works closely with the Vice Chancellor of Human Resources to lead the Human Resources Center of Excellence and advance operational excellence, compensation and classification, workforce analytics, position management, organizational effectiveness, workforce planning, HR governance, service delivery, and continuous improvement.
Serves as a senior Human Resources leader responsible for building sustainable systems, processes, insights, and organizational capability that strengthen HR effectiveness, employee and manager experience, leadership decision-making, and Austin Community College's mission, Theory of Change, and strategic priorities.
Job Description
Supervision Received and Exercised
Reports to the Vice Chancellor of Human Resources and collaborates extensively with Human Resources leadership, executive leaders, Finance and Budget, Information Technology, and College stakeholders.
Supervises assigned managers, analysts, coordinators, specialists, and subject matter experts. Responsible for hiring, coaching, development, performance management, and fostering a culture of accountability, compassion, collaboration, learning, and continuous improvement.
May represent the Vice Chancellor on designated Human Resources and institutional matters within delegated authority.
Description Of Duties And Tasks
Human Resources Operations, Compensation & Workforce Governance
Leads the Human Resources Center of Excellence and establishes clear ownership, governance, operating practices, service expectations, controls, and measures of effectiveness.
Leads continuous improvement of HR operations, workflows, policies, procedures, service delivery, and employee and manager experience.
Provides leadership for compensation and classification governance, including job architecture, job evaluation and classification, pay structures, market analysis, placement practices, reclassification, and related policies and processes.
Advises the Vice Chancellor and College leaders on complex compensation, classification, staffing, organizational structure, and workforce matters.
Leads Position Management and related workforce governance, including position creation and modification, organizational changes, position alignment, FTE considerations, supervisory organizations, and related Workday processes.
Connects compensation, classification, Position Management, workforce planning, organizational design, and staffing strategy to support consistent and sustainable workforce decisions.
Partners with Human Resources Business Partners, Finance and Budget, HR systems staff, and other stakeholders to strengthen process clarity, decision rights, data integrity, and organizational accountability.
Identifies recurring issues, operational friction, and unnecessary complexity and leads improvements that address root causes rather than repeated workarounds.
Workforce Analytics & Organizational Insights
Establishes and monitors Human Resources KPIs, service measures, dashboards, workforce analytics, compensation analytics, and operational reporting.
Leads development and optimization of Workday reporting and workforce insights that support Human Resources and executive decision-making.
Translates workforce, compensation, organizational, and operational data into meaningful trends, risks, options, and recommendations.
Uses data and organizational insight to support workforce planning, organizational design, workload and capacity analysis, staffing decisions, and resource allocation.
Partners with appropriate system and data owners to strengthen data definitions, reconciliation, quality, and confidence in Human Resources reporting.
Strategic Initiatives & Modernization
Leads assigned Human Resources modernization efforts, audit recommendations, organizational change, enterprise workforce initiatives, and continuous improvement projects.
Partners with Information Technology, Finance, Institutional Effectiveness, and other functions to improve systems, automation, business processes, reporting, controls, and employee experience.
Identifies opportunities to leverage technology, artificial intelligence, automation, and improved systems design to strengthen HR effectiveness and scalability.
Provides change leadership for significant HR initiatives, including stakeholder engagement, communication, training, adoption, and sustainable implementation.
Leadership & HR Capability
Develops managers, staff, and subject matter experts through coaching, mentoring, training, cross-functional learning, clear expectations, and accountability.
Builds sustainable HR capability through documentation, knowledge sharing, succession readiness, and development of scalable practices.
Develops or facilitates training and guidance related to compensation and classification, Position Management, workforce governance, systems, operational practices, and other assigned areas.
Works across Human Resources functions to identify interdependencies, strengthen collaboration, and improve the overall effectiveness of Human Resources.
Models leadership that combines high standards and sound judgment with compassion, curiosity, courage, transparency, and respect.
Executive Partnership & Stewardship
Serves as a trusted senior advisor to the Vice Chancellor and Human Resources leadership team on complex workforce, organizational, compensation, and operational matters.
Translates complex information into clear options, risks, tradeoffs, recommendations, and executive-level decision support.
Builds trusted relationships and influences outcomes across organizational boundaries without relying solely on positional authority.
Works with the Vice Chancellor to plan and oversee assigned budgets and resources.
Represents ACC at institutional, professional, and community meetings as appropriate.
Performs other related duties consistent with the responsibilities and level of the position.
Job Requirements
Knowledge
Broad knowledge of Human Resources operations, workforce planning, organizational effectiveness, governance, continuous improvement, and service delivery.
Strong knowledge of compensation and classification principles and practices.
Strong business, workforce, analytical, and systems-thinking capability.
Ability to connect compensation, Position Management, workforce planning, organizational design, systems, data, and operational practices.
Strong executive communication, consultation, facilitation, coaching, training, and influence skills.
Knowledge of Workday HCM, workforce analytics, process improvement, automation, and related Human Resources technologies.
Principles of college-level administration.
Skills
Ability to translate complex or technical information for varied audiences.
Ability to build trust, exercise sound judgment, navigate competing perspectives, and balance compassion with accountability.
Ability to develop people and build sustainable organizational capability.
CCP, SHRM-SCP, SPHR, Prosci, Lean Six Sigma, PMP, or similar relevant certification preferred.
Minimum Qualifications
Education
Bachelor's degree or higher.
Experience
Five (5) years of progressively responsible Human Resources or closely related experience, including at least one year of supervisory or people-leadership experience.
Experience leading or significantly contributing to complex Human Resources, workforce, organiza

Work arrangement
Yes