Scope of Position
The Human Resources (HR) Partner is a key contributor to the success of Lewis and Clark Community College’s mission, operational excellence, and campus culture. Created to support Key Direction 3 (KD3) and our goal to optimize hiring, onboarding, and operational support, this role transforms recruitment from a transactional process into an active, strategic partnership.
The HR Partner oversees the full talent lifecycle from position authorization and posting through interviewing, offer, and a new team member’s critical first year. Operating as an embedded resource for department leaders, this position drives search momentum, holds hiring managers accountable to recruitment timelines, and actively participates in candidate interviews to ensure equity, consistency, and strict compliance with legal hiring standards. By leveraging innovative recruitment strategies, reducing time-to-hire, and fostering meaningful connections across campus, this position ensures an outstanding, inclusive candidate and team member experience from first contact through successful integration into the College community.
Key Measurable Expectations (KMEs)
Strategic Talent Acquisition and Recruitment
- Coordinate the full life cycle of employment requisition workflow from initial vacancy through posting, screening, candidate selection, offer extension, and initial orientation.
- Develop and execute creative sourcing strategies to attract diverse, qualified candidate pools through community outreach, networking, advertising, social media, job boards, and professional associations.
- Ensure that the team is consistently creating compelling job postings and recruitment materials that showcase and align with the College's employment brand and mission.
- Screen applications, evaluate candidate qualifications, conduct phone interviews, oversee search committee interview scheduling, and facilitate the candidate selection process.
- Ensure recruitment activities comply with applicable employment laws, accreditation requirements, institutional policies, and equal employment opportunity standards.
- Assist with employment offers and collaborate with the Human Resources Onboarding Specialist to ensure a smooth onboarding process.
- Identify and address gaps in the recruitment process to improve efficiency, effectiveness, and overall talent acquisition outcomes.
- Partner with hiring managers to understand workforce needs, examine position requirements, establish clear timelines, coordinate search committees, and remove operational friction to support organizational goals and reduce total time-to-hire.
- Advise hiring managers and provide guidance on recruitment strategies, hiring best practices, labor market trends, equitable interview processes and techniques, candidate assessment, and selection decisions.
- Partner closely with supervisors and department leaders to drive the hiring process forward, offering strategic talent advice while holding hiring managers accountable for timely decision-making and candidate feedback.
- Serve as an active participant on interview panels and search committees to guide hiring teams on structured, behavioral interview techniques, prevent unconscious bias, and ensure a fair, transparent, and legally compliant candidate selection process.
- Track and analyze recruitment performance metrics to streamline hiring workflows, eliminate bottlenecks, and enhance operational efficiency for department leaders.
- Drive post-hire engagement by actively partnering with new team members and their supervisors across key touchpoints during their crucial first year of employment.
- Work to embed the College’s mission, core values, and institutional culture into onboarding workflows and first-year touchpoints, ensuring new team members gain stronger role clarity, feel connected to the campus community, and are positioned for long-term retention.
- Conduct scheduled 30, 60, 90-day, and semi-annual check-ins with new team members and supervisors to evaluate transition success, address training needs, and gather actionable feedback to continuously refine HR practices.
- Collaborate closely with HR team members and department leaders to ensure smooth administrative, system access, and orientation workflows.
- Build and maintain proactive relationships with local schools, regional higher education institutions, workforce development agencies, diversity networks, community groups, and professional associations to strengthen talent pipelines.
- Serve as an active ambassador by representing the College at career fairs, networking events, regional workforce roundtables, and community outreach initiatives.
- Actively promote employment opportunities and candidate engagement strategies that reflect the College's commitment to serving diverse student, and employee populations.
Minimum Training and Experience Required to Perform Essential Job Functions
- Bachelors degree required with a focus in Human Resources or related field.
- Two years of experience in talent acquisition, recruitment, human resources, or account management; four years of experience with an Associates degree may receive consideration.
- Demonstrated ability to build effective partnerships with leaders and team members.
- Strong communication, organizational, interpersonal, and problem-solving skills.
Preferred Qualifications
- Experience managing full-cycle recruitment processes.
- Experience with Colleague and NeoEd platforms
- SHRM-CP or PHR certification.
Team Members can expect a competitive salary that is commensurate with qualifications and experience, while also considering internal equity, along with an excellent benefits package. The College’s standard hours of operation are Monday through Friday, 8:00 a.m. to 4:30 p.m. (includes a one-hour unpaid lunch). Individual position schedules may vary or be adjusted by the department manager based on operational needs. Alternate schedules are observed during the summer
Lewis & Clark Community College is an Equal Opportunity Employer and Affirmative Action Employer. In compliance with the Americans with Disabilities Act, LCCC will provide reasonable accommodations to qualified individuals with disabilities and encourages both prospective and current employees to discuss potential accommodations with the employer. It is also the policy of the College to prohibit any form of harassment based on an individual’s protected status, such as gender, color, race, ancestry, religion, national origin, age, disability, marital status, veteran status, citizenship status, sexual orientation or other protected.