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HR Recruitment Analyst
Job Description
Full job description
Job Summary and Responsibilities/Duties
This position is open until filled. For best consideration, please submit application materials by August 4, 2024.
At Mt. Hood Community College, we hold ourselves accountable to align our systems, policies, practices, and resource allocations to strategically and purposefully advance equity. We recognize the harm done to historically excluded people. We work towards a future where all people across the spectrum of difference thrive at Mt. Hood Community College. We seek to provide every person within our community the tools to be successful. We actively design equitable systems to promote fairness and justice.
Mt. Hood Community College prioritizes equity and acknowledges the importance of the ongoing and intentional work to interrupt oppression and remove barriers that perpetuate inequity. We strive to become an organization that demonstrates equity in concept, practice, and outcomes, where all people are valued and feel a sense of belonging.
About the Department
Mt. Hood Community College’s Human Resources and Payroll team is dedicated to creating a supportive and inclusive environment where every employee can thrive. We provide a full array of Human Resources services and programs including Benefits, Employee and Labor Relations, Organizational Development, Payroll, Recruitment, and Total Compensation. Working as part of the HR and Payroll team provides a unique opportunity to hone your professional skills, join a positive and supportive team, and become a trusted partner in achieving the college’s strategic goals.
About the Position
Offering more than 100 professional and technical programs, as well as many transfer possibilities, MHCC prepares students for the jobs of the present and the future. MHCC’s child development and family support (CDFS) programs serve families in East Portland by providing preschool and childcare programs, home visits, and support for parents.
In this role, you will support the full cycle recruitment of a variety of positions across the college. You will partner closely with hiring managers to develop and execute effective and targeted recruitment plans, as well as coordinate with candidates in each step of the recruitment process. You will also support the development, improvement, and implementation of program strategies and improvements with a focus on diverse, equitable, and inclusive practices.
Application Instructions
The following materials are required in your completed application:
- Resume
- Cover Letter which addresses how you meet the minimum qualifications of this position
Essential Duties
- Coordinates the full cycle recruitment of full- and part-time positions at the College. Works with hiring managers to develop and execute effective and targeted recruitment plans; develops job postings, executes advertisement and sourcing strategies appropriate to the needs of each position; reviews applications; schedules and coordinates interviews; coordinates offers, pre-employment checks, and new hire paperwork.
- Assists with developing and implementing diverse, equitable, and inclusive recruitment strategies and program changes which support the College in increasing the number of applicants and employees from historically underrepresented groups. Remains current on best practices and current trends for building and maintaining a diverse and equitable workforce. Attends career fairs and community events.
- Answers inquiries related to recruitment and general HR questions for employees, applicants, and other staff. Serves as primary contact for job applicant questions related to online application process. Serves as the primary point of contact for candidates during the application and interview process.
- Maintains the applicant tracking system; recommends and makes system updates as needed. Coordinates upgrades and process improvements.
- Prepares and recommends salary placements in accordance with College compensation practices and applicable Collective Bargaining Agreements. Prepares offer letters and backup paperwork for personnel and history files and for entry into the HRIS system.
- Administers recall and transfer processes in accordance with applicable collective bargaining agreements.
- Provides training to managers and hiring committees on College recruitment processes. Provides training and develops resources for managers and staff in using the applicant tracking system.
- Creates process documentation. Recommends modifications and improvements to programs and related processes.
- Prepares and distributes reports on a regular basis and conducts studies and audits. Collects information, analyzes data, and generates reports and recommendations, as needed, to identify areas for process improvement.
Minimum and Desired Qualifications
Minimum Qualifications
- Associate’s degree in human resources, business administration, public administration, or related field
- Three (3) years of human resources experience, including experience supporting recruitment functions
- Proficiency utilizing an applicant tracking system
- Intermediate skills utilizing Microsoft Word, Excel, and Outlook
- Experience working with diverse backgrounds; demonstrated commitment to promoting access, equity and diversity
Preferred Qualifications
- Experience working at the community college level or working in a public sector environment
- Experience working in a unionized environment.
- Possession of professional certifications in human resources (PHR, SHRM-CP, etc.)
Additional Qualifications and/or Knowledge, Skills and Abilities (KSAs)
Knowledge, Skills and Abilities
- Knowledge of human resources principals and best practices as they relate to recruitment and general HR practices
- Knowledge of federal, state, and local employment laws, rules, regulations, and statues
- Ability to communicate clearly and professionally with diverse populations, both orally and in writing
- Ability to multi-task
- Ability to conduct research, synthesize findings, and make recommendations
- Ability to establish and maintain effective working relationships with internal and external stakeholders
- Ability learn, apply and explain contracts, laws, rules, regulations, policies and procedures
- Ability to work independently
Working Conditions and Important Information
Job Details
Employee Group: Confidential*
FLSA Status: Non-exempt
Remote Eligibility: This position may be eligible for hybrid (on-site and remote) work upon approval. Remote work must be within the states of Oregon or Washington.
Working Conditions
Work is typically performed in a normal office environment while sitting at a computer terminal. Visual eye strain and repetitive hand/wrist motion for data entry and keyboarding functions.
The Application Process
This recruitment will remain open until filled. For best consideration, please submit application materials by August 4, 2024. The application process will consist of the following:
Employee Group: Confidential*
FLSA Status: Non-exempt
Remote Eligibility: This position may be eligible for hybrid (on-site and remote) work upon approval. Remote work must be within the states of Oregon or Washington.
- ORS 243.650(6) Confidential employee means one who assists and acts in a confidential capacity to a person who formulates, determines and effectuates management policies in the area of collective bargaining.
Working Conditions
Work is typically performed in a normal office environment while sitting at a computer terminal. Visual eye strain and repetitive hand/wrist motion for data entry and keyboarding functions.
The Application Process
This recruitment will remain open until filled. For best consideration, please submit application materials by August 4, 2024. The application process will consist of the following:
- First review of applications
- First interviews (remotely via Zoom)
- Additional interviews (in-person at the Gresham, OR Campus)
- Consideration of top candidates, including reference checks
- Offer Extended
- Background check and other pre-employment requirements
Initial salary placement will be based on years of relevant full-time equivalent experience at the sole discretion of the College, per the guidelines in the applicable Handbook or Collective Bargaining Agreement. Please include all relevant full and part-time experience in your application that you want the College to review towards potential placement. Hired employees will not have an opportunity to update past experience or appeal initial placement after the time of hire.
Important Information
MHCC only accepts applications through our online application system at http://agency.governmentjobs.com/mhcc/default.cfm. For technical assistance, please call 855-524-5627.
Please note: We do not request or read letters of recommendation. Also, it is not necessary to upload a large number of documents with your materials. We are looking for the required documents.
Applicants must meet all of the stated minimum qualifications and additional requirements to be considered for this position. Final candidates will be subject to a criminal background check as part of the employment process.
MHCC is NOT able to support Visa applications for employment at the college. Applicants must already be eligible to work in the United States to be considered.
MHCC provides qualifying veterans and disabled veterans with preference in employment in accordance with ORS 408.225, 408.230, and 408.235; OAR 105-040-0010 and 105-040-0015.
Qualifying veterans and disabled veterans may obtain preference by submitting as verification of eligibility a copy of the Certificate of Release or Discharge from Active Duty (DD Form 214 or 215) or a letter from the US Dept. of Veteran's Affairs indicating receipt of a non-service connected pension to your application. Disabled Veterans must also submit a copy of their Veteran's disability preference letter from the Dept. of Veteran Affairs, unless the information is included in the DD Form 214 or 215.
If you are seeking this preference, appropriate documentation must be provided at the time of application. You may submit an electronic copy in the document upload area of the application in the section marked "veterans' preference document," or fax to 503-491-7257 or mail to Human Resources, Mt. Hood Community College, Gresham, OR 97030. If you do not have your documentation, you may request it through your Veterans' Administration Office.
Applicants with disabilities may request accommodation to complete the application and interview process. Please notify Human Resources at least three working days prior to the date of need.
Mt. Hood Community College is an Equal Opportunity Employer that actively supports workforce diversity.
Mt. Hood Community College
Confidential Employees Benefit Summary
The following is a brief description of the benefits offered by Mt. Hood Community, this is intended to be a summary only – any errors or omissions are unintentional. Please refer to benefit booklets, plan documents, college policy and regulations for more detailed information.
COLLEGE PAID BENEFITS
Health Benefit Options
MHCC is a member of the Oregon Educators Benefit Board (OEBB) which administers Medical, Dental, Vision, Life Insurance, Accidental Death & Dismemberment (AD&D), Long Term Disability (LTD) and Employee Assistance Plan (EAP). The effective date of employer-provided benefits is the beginning of the month after the employee's date of hire at MHCC, unless otherwise indicated. Available medical, dental and vision plans and rates are included in the tables at the bottom of this document.
Important Retirement Information:
Make sure you are enrolled in the medical, dental and/or vision plans you want when you retire. Retirement is not considered a Qualified Status Change (QSC) so you cannot add or change plans at the time of retirement.
In order to ensure that a spouse/domestic partner and/or eligible dependent can be covered when you retire you will need to enroll them on MHCC's policy at the open enrollment period prior to your retirement date even though they may be covered under another policy. The College pays the employer portion of the premiums during double coverage periods.
Although the College pays the employer portion of premiums during any double coverage period, double coverage is discouraged other than prior to retirement as it incurs additional expenses to the College.
Coverage for domestic partners is a taxable benefit under IRS guidelines. Appropriate taxes will be deducted from your payroll.
Other College Paid Insurances
Employer Paid Tax Sheltered Annuity
MHCC contributes $100.00/month to a tax sheltered annuity (TSA) 403 (b) on behalf of the employee as a benefit. It is up to the employee to establish an account with one of the approved investment/insurance companies listed on the human resources web site at: http://home.mhcc.edu/HR/ee_resources/payroll/tsa_descr.htm
Public Employees Retirement Plan (PERS)
On behalf of the employee, MHCC contributes 6% of their gross salary into an Individual Account Program (IAP) with PERS. At the time of retirement, based on one of the following programs, a monthly pension benefit is calculated. Please refer the Public Employees Retirement System (PERS) website for detailed information on retirement benefits: http://oregon.gov/PERS/
Public Employees Retirement System – Tier One/Tier Two Hired by a PERS employer before August 28, 2003 and have an active account.
Oregon Public Service Retirement Plan - OPSRP Hired on or after August 28, 2003 and do not have active account in the PERS Program.
Tuition Waiver Plan
Full-time employees, their spouses, domestic partners and children through the age of 23 will be entitled to tuition-free enrollment in MHCC courses. Application fee, College Service Fee per term and course fees are the responsibility of the employee.
Employee Assistance Program (EAP)
MHCC's Employee Assistance Program (EAP) is through Reliant Behavioral Health (RBH) which provides services to help people privately resolve problems that may interfere with work, family, and other important areas of life.
The EAP provides FREE (no charge for utilization) and confidential services to employees and their dependents, living at or away from home, and all household members, related or not. MHCC employees, spouses/domestic partner, dependents and their eligible household members have five (5) free EAP services per new issue, including relationship, family, stress, anxiety, and other common challenges.
Use of MHCC Swimming Pool
Full-time employees and dependents have free access to the MHCC swimming pool during open recreation sessions. Swimming classes through the American Red Cross Learn-to-Swim program are not free under the tuition waiver plan or the swim pass. Employees are responsible to pay for the classes.
Professional Development Funds
As approved by the President, professional development funds are available for management employees. Contact the Director of Human Resources for information on accessing these funds.
Vacation
Scheduling and Use of Vacation Leave
Vacation leave is scheduled in advance with the approval of the employee's manager and should be planned cooperatively with the employee. Vacation leave will be scheduled in such a manner as to minimize disruption to the organization. Managers must be reasonable in allowing the use of vacation leave and may not unreasonably deny vacation requests where the result would be the forfeiture of accrued vacation. For purposes of calculation, one normal workday is the equivalent of eight hours of vacation leave for a full-time employee. Holidays falling within a period of vacation leave will not be counted against vacation leave.
Separation from Employment
Upon separation from employment, an employee will be paid for any accumulated vacation leave. The employee is responsible for repayment of any overuse of accrued vacation leave. The ending date of employment cannot be extended by using vacation. Exceptions to this policy must be approved by Human Resources.
Vacation Accruals
Management and confidential employees with a 1.0 FTE assignment accrue 13.333 hours of vacation per month (20 days per year). Management and confidential employees with assignments of less than 1.0 FTE accrue vacation in proportion to their FTE. Management and confidential employees accrue vacation on a monthly basis, beginning the first calendar month of employment. Vacation accrues on the last day of the month and is available for use the first day of the next month. Vacation leave will not accrue to any employee on leave without pay or suspension with duration of more than 30 days.
Maximum Vacation Leave Accrual Balance
An employee's total balance of accrued vacation may not exceed 320 hours. The hours of vacation leave earned each month will be adjusted to ensure that the maximum accrued vacation limit is not exceeded.
Sick Leave
Employees shall have ten (10) days of sick leave placed in their sick leave bank upon beginning employment and shall accrue one (1) day of sick leave per month worked. Yearly accruals will be posted on the first day of each fiscal year. Employees working less than 1.0 FTE in a fiscal year will have sick leave accruals prorated. There will be no limit on the number of days accumulated during an employee's employment. If termination occurs before the end of the fiscal year, sick leave accruals shall also be pro-rated.
Personal Leave Days
Confidential employees receive up to 2 days (16 hrs) of personal leave per fiscal year to be used for personal reasons and are not accumulated or paid out upon separation of employment. For non-exempt positions, personal leave can be used in hourly increments at the employee's discretion with prior approval from their immediate supervisor.
Confidential Employees Benefit Summary
The following is a brief description of the benefits offered by Mt. Hood Community, this is intended to be a summary only – any errors or omissions are unintentional. Please refer to benefit booklets, plan documents, college policy and regulations for more detailed information.
COLLEGE PAID BENEFITS
Health Benefit Options
MHCC is a member of the Oregon Educators Benefit Board (OEBB) which administers Medical, Dental, Vision, Life Insurance, Accidental Death & Dismemberment (AD&D), Long Term Disability (LTD) and Employee Assistance Plan (EAP). The effective date of employer-provided benefits is the beginning of the month after the employee's date of hire at MHCC, unless otherwise indicated. Available medical, dental and vision plans and rates are included in the tables at the bottom of this document.
Important Retirement Information:
Make sure you are enrolled in the medical, dental and/or vision plans you want when you retire. Retirement is not considered a Qualified Status Change (QSC) so you cannot add or change plans at the time of retirement.
In order to ensure that a spouse/domestic partner and/or eligible dependent can be covered when you retire you will need to enroll them on MHCC's policy at the open enrollment period prior to your retirement date even though they may be covered under another policy. The College pays the employer portion of the premiums during double coverage periods.
Although the College pays the employer portion of premiums during any double coverage period, double coverage is discouraged other than prior to retirement as it incurs additional expenses to the College.
Coverage for domestic partners is a taxable benefit under IRS guidelines. Appropriate taxes will be deducted from your payroll.
Other College Paid Insurances
- Life Insurance Coverage = $50,000
- Accidental Death & Dismemberment (AD&D) Coverage = $50,000
- Long Term Disability (LTD) Approved benefit claims begins after 90-day elimination period. Maximum benefit is 66 2/3 of monthly salary; benefit may be adjusted based on other income received by retirement benefits.
Employer Paid Tax Sheltered Annuity
MHCC contributes $100.00/month to a tax sheltered annuity (TSA) 403 (b) on behalf of the employee as a benefit. It is up to the employee to establish an account with one of the approved investment/insurance companies listed on the human resources web site at: http://home.mhcc.edu/HR/ee_resources/payroll/tsa_descr.htm
Public Employees Retirement Plan (PERS)
On behalf of the employee, MHCC contributes 6% of their gross salary into an Individual Account Program (IAP) with PERS. At the time of retirement, based on one of the following programs, a monthly pension benefit is calculated. Please refer the Public Employees Retirement System (PERS) website for detailed information on retirement benefits: http://oregon.gov/PERS/
Public Employees Retirement System – Tier One/Tier Two Hired by a PERS employer before August 28, 2003 and have an active account.
Oregon Public Service Retirement Plan - OPSRP Hired on or after August 28, 2003 and do not have active account in the PERS Program.
Tuition Waiver Plan
Full-time employees, their spouses, domestic partners and children through the age of 23 will be entitled to tuition-free enrollment in MHCC courses. Application fee, College Service Fee per term and course fees are the responsibility of the employee.
Employee Assistance Program (EAP)
MHCC's Employee Assistance Program (EAP) is through Reliant Behavioral Health (RBH) which provides services to help people privately resolve problems that may interfere with work, family, and other important areas of life.
The EAP provides FREE (no charge for utilization) and confidential services to employees and their dependents, living at or away from home, and all household members, related or not. MHCC employees, spouses/domestic partner, dependents and their eligible household members have five (5) free EAP services per new issue, including relationship, family, stress, anxiety, and other common challenges.
Use of MHCC Swimming Pool
Full-time employees and dependents have free access to the MHCC swimming pool during open recreation sessions. Swimming classes through the American Red Cross Learn-to-Swim program are not free under the tuition waiver plan or the swim pass. Employees are responsible to pay for the classes.
Professional Development Funds
As approved by the President, professional development funds are available for management employees. Contact the Director of Human Resources for information on accessing these funds.
Vacation
Scheduling and Use of Vacation Leave
Vacation leave is scheduled in advance with the approval of the employee's manager and should be planned cooperatively with the employee. Vacation leave will be scheduled in such a manner as to minimize disruption to the organization. Managers must be reasonable in allowing the use of vacation leave and may not unreasonably deny vacation requests where the result would be the forfeiture of accrued vacation. For purposes of calculation, one normal workday is the equivalent of eight hours of vacation leave for a full-time employee. Holidays falling within a period of vacation leave will not be counted against vacation leave.
Separation from Employment
Upon separation from employment, an employee will be paid for any accumulated vacation leave. The employee is responsible for repayment of any overuse of accrued vacation leave. The ending date of employment cannot be extended by using vacation. Exceptions to this policy must be approved by Human Resources.
Vacation Accruals
Management and confidential employees with a 1.0 FTE assignment accrue 13.333 hours of vacation per month (20 days per year). Management and confidential employees with assignments of less than 1.0 FTE accrue vacation in proportion to their FTE. Management and confidential employees accrue vacation on a monthly basis, beginning the first calendar month of employment. Vacation accrues on the last day of the month and is available for use the first day of the next month. Vacation leave will not accrue to any employee on leave without pay or suspension with duration of more than 30 days.
Maximum Vacation Leave Accrual Balance
An employee's total balance of accrued vacation may not exceed 320 hours. The hours of vacation leave earned each month will be adjusted to ensure that the maximum accrued vacation limit is not exceeded.
Sick Leave
Employees shall have ten (10) days of sick leave placed in their sick leave bank upon beginning employment and shall accrue one (1) day of sick leave per month worked. Yearly accruals will be posted on the first day of each fiscal year. Employees working less than 1.0 FTE in a fiscal year will have sick leave accruals prorated. There will be no limit on the number of days accumulated during an employee's employment. If termination occurs before the end of the fiscal year, sick leave accruals shall also be pro-rated.
Personal Leave Days
Confidential employees receive up to 2 days (16 hrs) of personal leave per fiscal year to be used for personal reasons and are not accumulated or paid out upon separation of employment. For non-exempt positions, personal leave can be used in hourly increments at the employee's discretion with prior approval from their immediate supervisor.
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