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† Office of Human Resources

GHC Human Resources is honored to be nominated for the† 2014 OPIA Ė
Increased Effectiveness and Efficiency Awardas part of USGís Service Excellence Program.

Welcome to the Georgia Highlands College Human Resource Website! We are glad you are visiting these electronic pages. We hope that you visit us in person, or call us (706 802-5136), if we can provide any level of assistance to you.†

The Office of Human Resourcesí exists to support and influence a culture of excellence, respect and inclusiveness by delivering valuable and innovative Human Resource services and consultation which are clearly aligned with the strategic direction of the institution; which create and sustain an environment where leaders, at all levels, are fully prepared to manage, and lead, and where both faculty and staff thrive.

If you need information that you do not see on our webpages, send an email to†hr@highlands.edu†and our staff will respond.

Virginia H. Siler, SPHR
Georgia Highlands College

2015 Benefits

2015 Comparison Guide

Georgia Highlands Employee Benefits Summary

Tobacco Use Certification REQUIRED

Retiree Benefits Summary

SilverScript 2015 Enrollment FAQs

Kaiser Sr. Advanatage Summary

Human Resources Leadership

VP/Chief Human Resource Officer
Virginia H. Siler, SPHR

678-872-8063 - Cartersville
706-802-5134 - Rome

  • Provides consultation to the President and executive leadership on topics related to the institutionís human capital
  • Provides leadership on matters of strategic planning, policy development and implementation in support of short and long-term strategic initiatives
  • Directs the talent acquisition and development work of the organization with the aim to create a diverse, inclusive and highly skilled workforce; components of this function include selection and workforce planning, professional and leadership development, succession planning and performance management
  • Champions the concept development of systems to streamline and automate Human Resource functions and alleviate manual process requirements of managers
  • Creates Human Resource budgets that support the strategic direction of the institution; directs the budget maintenance, adjustments and re-forecasting
  • Develops the Human Resource organizationís structure and role design; supervises, directs and provides for the development of H.R. staff
  • Oversees the compensation and benefit functions including the development of short and long term plans for these functions
  • Functions as the institution's Title IX Coordinator

Learning and Development

Human Resources Manager
Terri Cavender



  • Assesses training and development needs of employees and managers; designs, develops, and delivers learning solutions to strengthen skills and knowledge to meet annual and professional development goals; interfaces with the Professional Development Center to obtain courses needed for GHC employees; manages SkillSoft utilization and function as internal subject matter expert; sources internal and external training resources to support the needs of the institution; coordinates the Tuition Assistance Program;†
  • Manages the annual compliance program including adding and updating content, monitoring for employee completion and resolving system challenges
  • Functions as the internal expert on USG benefits and retirement programs; interface with the Shared Service Center and USG system office on all aspects of benefit administration
  • Provides supervision and guidance to the HRS function ensuring accurate and timely input of data and record keeping

Regulatory Compliance, Compensation Administration and Leadership

Assistant Director - Human Resources
Lauren Baus



  • Reviews existing institution and university system policies and guidelines; makes recommendations for changes; researches and develops new policies, procedures and processes
  • Participates in the development, implementation and evaluation of department projects and goals; recommends new processes, policies and practices to provide continual improvement and effectiveness
  • Maintains salary structures, researches market wage data, and participates in salary surveys; interfaces with compensation consultants to classify new and or changes positions; ensures the institution; monitors and provides guidance on practices to ensure the institution follows salary and wage policies, laws and regulations; creates, reviews, updates, and maintains institutional job descriptions records and organizational charts
  • Responsible for investigation and resolution of employee relations matters; anticipates issues and develops, recommends and initiates appropriate steps for the avoidance or resolution of issues
  • Provides consultation to client groups in all functional areas of human resources including; performance management, employment practices, professional development, and employee
  • Manages recruitment functions; oversees day-to-day operations, processes and practices; provides direction and feedback to assigned personnel; provides development opportunities

Talent Acquisition

Human Resources Coordinator
Shandi Shedd



  • Leads and organizes the institutionís recruiting and selection processes
  • Completes employment verifications
  • Functions as the internal expert on the applicant management system, PeopleAdmin
  • Teaches new users how to use system, resolves problems, manages the online processes
  • Consults with selection chairs and committee members on hiring processes
  • Places advertisements for full and part-time openings
  • Serves as a resource to the institutionís Affirmative Action committee
  • Processes background, credit, and motor vehicle records checks
  • Answers telephone and greets visitors; provides information and assistance; sorts and distributes mail; maintains department supply inventory; purchases supplies as needed

Human Resource Systems

Human Resources HRS Coordinator
Terri Kirby



  • Processes employee and position information changes in the payroll system; serves as the Shared Services Center liaison for HRS
  • Processes actions for new hires, rehires, terminating employees and retiring employees, death claims and transfers
  • Administers employees leave of absence; communicates with employees and supervisor to identify leave applicability; determines eligibility; processes requests and paperwork; maintains related documentation; tracks time missed and keep management advised of status
  • Generates and provides various ad hoc and standard HR related reports
  • Administers shared sick leave policy
  • Maintains Human Resource budget information and provides updates to leadership
  • Completes special projects

Page last updated: January 13, 2015