Paul Quinn College Looking for Co-Director, Onboarding and Retention Full Time

Location:

Dallas, Texas

Deadline to Apply

Rolling

About Paul Quinn College

Paul Quinn College (PQC) has been widely recognized as one of the most innovative small colleges in America. Founded in 1872, by a group of African Methodist Episcopal Church preachers, PQC is a private, four-year, faith-based, liberal arts-inspired Historically Black College. Located in southern Dallas, we proudly educate students of all races and socio-economic classes under the banner of our institutional ethos, WE over Me. Guided by our mission to create servant leaders and agents of change for the global marketplace, we are committed to providing a quality education that addresses the academic, professional, and social development of students.

By focusing on academic rigor, experiential learning, and entrepreneurship PQC has become a model for urban higher education. As the ninth federally funded Work College in the nation and the first Urban Work College in history (first-ever minority-serving institution (MSI), historically black college, and Texas-based institution), all PQC residential students are required to work 12-15 hours per week in addition to managing their academic course load. As a Work College, PQC provides students with the unique opportunity to spend their college career gaining real world work experience while paying less than $18,000 per year for tuition, fees, room, and board. The vision of the Work College Program is to transform ability into action and potential into achievement by encouraging all students to embrace the ideals of disciplined work, servant leadership, and initiative in preparation for lives of financial freedom, community engagement, and outstanding character.

The Urban Work College model not only makes PQC a unique post-secondary institution, but it is also of material importance for our students given that every year 80 – 85 percent of them are eligible for Pell Grants. Additionally, because our students come from families where long-term unemployment and under-employment is prevalent, our work program provides them with the type of internship experience that they have historically been denied.

Under President Michael J. Sorrell’s leadership, Paul Quinn has become one of the most innovative and respected small colleges in the nation. Fortune magazine recognized President Sorrell’s work and the College’s transformation by naming him one of the World’s 50 Greatest Leaders. President Sorrell is also a three-time award winner of HBCU Male President of the Year by HBCU Digest and was named by Time Magazine as one of the “31 People Changing the South.” 

For more information about Paul Quinn College, please visit:

https://paulquinn.edu/mission-vision-history/

Position Overview

The College is creating two new Human Resource and Institutional Effectiveness / Compliance related roles. They will share the title of Director of Professional Development and Staff Training (‘Co-Director)”, however, each will have specific roles under that larger umbrella. Paul Quinn College seeks an experienced human resource professional to support effective onboarding and long-term retention of all employees of the College. This full-time, in-person role will work closely with the Co-Director for Professional Development and Evaluation, Institutional Effectiveness and Research Office, Office of Human Resources and Cabinet Officers.

The Co-Director Onboarding and Retention will report directly to the Chief Administrative Officer. 

Top candidates will embrace an entrepreneurial approach to designing and implementing an effective onboarding and long-term retention processes to support the institutional effectiveness of the College. 

Essential Duties and Responsibilities

· Analyze the current onboarding process to determine effectiveness and needed improvements

· Apply research and best practices to develop and implement an effective onboarding and retention plan for all employees

· Conduct an annual review of onboarding and retention plan

· Develop tools and collect data on long-term successful faculty and staff to develop a profile of a successful Quinnite to be used in hiring, onboarding and retention planning

· Collect data from candidates not hired and from former employees to identify opportunities for improvement

· Monitor the hiring and interview process to identify factors impacting successful completion and flag compliance issues

· Compare and contract successful versus unsuccessful candidates and hires through review of key metrics – source of candidate, credentials, related experience, connection to PQ, time to hire, onboarding, transition to professional development and annual evaluation process

· Collaborate with Co-Director to identify training and development opportunities with direct impact on onboarding and employee retention

· Collaborate and communicate with Cabinet Officers and Human Resources to recommend retention strategies, benefits, affinity programs, health and wellness resources, etc.

· Collaborate with Cabinet Officers and Human Resources to regularly review compensation, workload, job descriptions and promotion opportunities

· Develop and monitor a budget to support the implementation and maintenance of the employee onboarding and retention plan

· Collaborate and share information with the Co-Director for Professional Development and Evaluation to support transition of new hires into annual training and evaluation process flow

· Collaborate with Co-Director to identify training and development opportunities with direct impact on onboarding and employee retention

· Collaborate with Co-Director to create and maintain employee handbooks, training procedure guides and manuals.

· Compile evaluation data to regularly inform Cabinet Officers of trends, successes and challenges

· Measure key metrics, like employee impact on fundraising, resource development, impact on retention and graduation rates, recruitment impact, cost savings, etc.

· Engage in personal professional development to maintain knowledge of best practices and developments in the field

· Collaborate with Work Program staff to share best practices to support onboarding and retention of Work Program Students and on-campus Work Supervisors

· Complete weekly and quarterly reports on work product, projects, accomplishments and challenges

· Share best practices for onboarding and retention with Work Program to support on-campus work program supervisors and corporate work program partner development

Competencies

· Relationship Building: Ability to build relationships campus wide to positively impact effectiveness of onboarding and retention strategies

· Initiating Action: Demonstrated interest or experience in career development, or work training and curriculum development. Human Resource training is required

· Cross-cultural engagement: The ability to manage complex relationships with a diverse group of colleagues.

· Adaptability: Utilize various strategies to address tasks, projects or challenges, and exercise exceptional judgement even under pressure.

· Communication: The ability to effectively communicate orally and in writing, with various audiences including the community, administrators, students, faculty, staff and external stakeholders.

· Collaboration: The ability to work across the campus with various offices and staff/faculty

· Confidentially: ability to use maturity and discretion when handling sensitive and confidential information.

· Attention to detail: The ability to gather, organize and monitor information for correct and complete communication

· Managing Conflict: Ability to use appropriate interpersonal skills for conflict resolution.

· Assessment and Evaluation: Ability to collaborate with colleagues to evaluate the effectiveness of assigned role

· Problem Solving: The ability to resolve or address issues prior to being escalated; keen research, critical thinking and analytical skills.

· Time Management: Strong work ethic and the ability to accomplish multiple tasks in a timely manner with minimal direction.

· Technical Proficiency: Knowledgeable about computer systems, technology and information management. Strong project management and organizational skills with the ability to create, design, develop, implement and evaluate work product

Qualifications

● Bachelor’s Degree is required

● 3 years’ experience required or 5+ years’ experience preferred in areas of workforce development, career services, staffing or job readiness

● A graduate degree from a rigorous, well-regarded program and institution is preferred

● Experience in higher education is preferred

Benefits
Paul Quinn College offers a competitive benefit package including PTO, Health, Vision and Dental Insurance and more.

Salary Range

$65,000 – $79,000*

*Education, documented and related work experience will be taken into consideration for offered salary

How to Apply

Please submit your completed application, cover letter, and resume to [email protected].

It is the policy of Paul Quinn College not to discriminate against any individual in its educational programs, activities, or employment on the basis of race, color, national origin, sex, disability, veteran status, age, religion, or marital status.