National Campus
P.O. Box 159
Kolonia, Pohnpei 96941

Reporting to the President, the Manager Human Resources has the key responsibility for the development and implementation of people strategies and to lead Human Resources’ initiatives across all campuses.

The Manager is an expert advisor to the President and the Senior Leadership Team on managing HR risks, promoting an organisational culture of respect and collegiality and ensuring that fairness and equity are embedded in all aspects of the College’s activities and practices. Furthermore, the Manager will also provide visioning scenarios for both new and revised positions in alignment with continuous improvement and best practices. Required positions for the achievement of the college’s strategic goals should also be included in visioning activities.

The Manager is responsible for the delivery of HR services across all areas of employment in the College. The role is accountable for the delivery of HR support in areas of recruitment, employment and labor relations, talent acquisition and development, job evaluation, compensation, performance management, equal opportunity, anti-discrimination and the provision of fair and unbiased advice to managers, faculty and staff. The Manager is accountable for the management of employee records and HR systems and processes.

1. Strategic leadership
• Assist in the development of College strategic plans.
• Develop HR strategic plans and associated initiatives to support College strategic plans.
• Lead comprehensive strategies for delivery of HR services, aligning them with College objectives.
• Take a leading role on College committees relating to human resources.
• Participate in other College activities as required.


2. Talent Management
• Develop talent acquisition, development and retention strategies.
• Develop and manage strategic compensation and benefits plans to attract and retain top talent.
• Plan professional development and succession planning to strengthen the workforce.
• Track the labor market in the Pacific to identify appropriate candidates and remuneration levels


3. Recruitment and on boarding
• Manage search processes and/or recruitment advertising for vacant faculty and staff roles.
• Coordinate selection committee memberships and meetings.
• Manage contractual arrangements for new employees, including all contracts of employment, housing, transport and immigration.
• Coordinate on boarding for all new faculty and employees, including part time faculty.


4. Performance review and development
• Develop reward processes making any necessary recommendations on policy change.
• Be the College’s expert in performance management processes.
• Provide guidance and support employees and managers for performance evaluations and goal setting.
• Provide technical guidance and problem-solving for human resources-related issues.
• Coach leaders and managers in performance management, employee relations, retention, career development and compensation.


5. Policy development
• Develop and implement human resources policies and procedures.
• Ensure the HR policy and procedures manual is aligned to policy and is current.


6. Job evaluation, compensation and benefits
• Ensure that College job evaluation processes are aligned to policy, are fair and equitable and meet the College’s operational needs.
• Ensure job descriptions are complete and accurately describe work required.
• Train employees and faculty in writing job descriptions and develop templates to assist that work.
• Undertake job evaluation and where necessary make recommendations to the President on changes in level and /or compensation.
• Manage any approved changes to compensation arising from job evaluation, performance review or the application of policy, for example, payment of overtime or shift work allowances.


7. Compliance
• Manage compliance with federal and state employment laws and regulations while ensuring policy alignment across campuses.
• Ensure internal controls and delegations relating to employee engagement /payroll are maintained.
• Monitor adherence to Board HR policies, including adherence to its policies on anti-discrimination and sexual harassment, the Code of Conduct and nepotism.


8. HR management and systems improvement
• Maintain all HR records, (including employee benefits and entitlements) accurately meeting security and privacy requirements.
• Ensure timely action is taken in relation to time bound processes, e. g. end of contract, probation.
• Initiate action to streamline and automate HR records and processes.
• Work to link the HR and payroll systems to streamline operations and reduce error.


9. Reporting
• Lead data analysis to support informed decision-making, leveraging data to support strategic goals.
• Develop staffing and analytical reports for the Board of Regents, accreditation and other external bodies.
• Collect and analyze data to assess the effectiveness of HR programs and initiatives.


10. Employee relations
• Manage employee relations.
• Ensure appropriate action is taken in respect of grievances or claims of inappropriate conduct.


11. The HR Team
• Manage and develop employees in the HR team.
• Ensure HR employees participate in Performace Development Review (PDR).
• Effectively manage HR budget and budget items assigned to HR.

This position requires a master’s degree in Management or HR management. The successful candidate will be key to ensuring the College has a workforce fit for its mission. The role requires knowledge of the underpinning principles of HR management coupled with the capacity to seek innovative solutions to complex problems. A key measure of success will be the Manager HR’s ability to deal with managers, faculty and employees in a fair and equitable manner while at the same time ensuring that legal and policy obligations are met. Applicants must have a minimum of ten years’ relevant HR experience, of which 3 will have been in a leadership role in HR.

In addition to appropriate education, experience and technical skills, successful candidates must be able to demonstrate experience in the following areas; strong knowledge of HR principles, practices, salary and benefits administration and legal regulations; experience in implementing and managing Human Resources Information System (HRIS) or similar systems; demonstrated experience in identifying and solving complex people issues; demonstrated ability to draft policy, write reports and/or present statistical data; ability to work effectively and fairly in an environment with a diverse range of stakeholders and commitment to fostering an inclusive and equitable workplace culture.

Foreign credentials must be equated to US standards using World Education Services at http://www.wes.org.

Applications are available at the College of Micronesia - FSM Human Resources Office, state campus sites or at the college's website at www.comfsm.fm.

Interested candidates must submit the following documents:

1. A letter of interest addressing how the candidate’s professional qualifications and experience match the minimum essential requirements of the position (not to exceed 3 pages);
2. COM-FSM application form (http://www.comfsm.fm/jobs/HRdocs/employment08.pdf );
3. A current resume which includes personal email address and cellular phone number;
4. Copies of college transcripts for all degrees earned;
5. A minimum of three professional reference letters under 6 months old; and
6. Criminal background check under 6 months old.

Documents are to be submitted electronically to morehna.santos@comfsm.edu.fm (preferably as PDF attachments) or mailed to:

Human Resources Office
College of Micronesia-FSM
P. O. Box 159
Pohnpei FM 96941

(U.S Postal Service domestic rates apply in the Federated States of Micronesia.)

Applications will be accepted until February 19, 2025. followed by screening by the committee or until fill. Official copies of college transcripts are required to be sent directly from schools to HRO when a candidate is being considered.