Senior Vice President

Senior Vice President & Chief HR Officer (CHRO)
Job Number Job Type Regular Full-Time Division Human Resources Department HR Administration This position may involve the following Health and Safety issues: Not Applicable Job Category Business Operations Campus Location (For Posting) : City Atlanta Location : Name Emory Campus-Clifton Corridor
Discover Your Career at Emory University
Emory University is a leading research university that fosters excellence and attracts world-class talent to innovate today and prepare leaders for the future. We welcome candidates who can contribute to the diversity and excellence of our academic community.

Description
Reporting to the Executive Vice President for Business & Administration/Enterprise Chief Financial Officer/Vice Chair of the Board for EHC, the Senior Vice President and Chief Human Resource Officer (SVP/CHRO) provides executive-level leadership and guidance to the organization and has responsibility for developing and executing campus-wide human resource strategy in support of the overall business plan and strategic direction of Emory University, specifically in the areas of succession planning, talent management, change management, organizational and performance management, training and development, career management, talent acquisition, benefits, and compensation.

The SVP/CHRO partners with Emory Healthcare regarding programs and policies and ensures human resources programs are complementary between the University and Healthcare. Compensation, employment, and benefits administration are handled on a corporate basis and overseen by this position. Built on a solid foundation of exceptional HR functional knowledge and leadership, business acumen, and business strategy development, the SVP/CHRO prioritizes the strategic work to drive business outcomes by supporting the senior leadership and Board of Trustees on issues related to human capital and culture, drives innovation to ensure top talent and capabilities are competitive in a dynamic talent landscape, leads University-wide strategic change, leads through evolving stakeholder scenarios, serves as a trusted and confidential advisor to senior leaders on sensitive personnel matters, and actively monitors and adjusts to changes in business and talent trends.

Oversees a team focused on strategy and operational excellence that includes the functional areas of: Recruiting, Learning & Organizational Development, Employee Relations, Faculty-Staff Assistance Program, Benefits, Compensation, HR Technical and Data Services, Wellness, HR Communications, and Work-Life Resource Center consisting of approximately 110 full-time employees who deliver services across our campus. This position will be responsible for strategy, planning, and implementation of several large-scale projects within the first several years. Additionally, this position works in close collaboration with other senior leaders and provides strategic leadership and partnership with the university's distributed HR community.

SPECIFIC RESPONSIBILITIES

Serves as a critical advisor to senior leadership on all human resource issues, including formulating HR strategy and policies.
Consults with the senior leadership team on team effectiveness and development of key talent as needed.
Establishes and implements HR initiatives that effectively communicate and support the University's mission and strategic vision.
Develops HR plans and strategies to support the achievement of the enterprise business operations objectives.
Functions as a strategic business advisor to the executive/senior management of each business unit, school, or specialty group regarding key organizational and management issues.
Works with the University's executive leadership team to establish a comprehensive plan of leadership succession that corresponds to the strategy and objectives of the University.
Supports the University's executive leaders to drive culture and purpose that is aligned with the University's mission, vision, and strategic plan.
Develops comprehensive strategic recruiting and retention plans to meet the human capital needs of the organization, including planning for future staffing needs, embedding principles of inclusive excellence into the talent strategy.
Formulates plans for strategic organizational improvements, including optimizing processes to ensure effective systems to meet staffing needs.
Leads University-wide change initiatives, creating organization agility and resilience capabilities, and integrating organizational levers to sustain change.
Anticipates and responds to external trends, particularly those related to evolving stakeholder trends including the focus on the workforce as a primary stakeholder.
Develops and implements comprehensive compensation strategies and benefits plans that are competitive and cost-effective. - Provides overall leadership and guidance to the HR function by overseeing talent acquisition, career development, succession planning, retention, training, leadership development, compensation, and benefits.
Develops and implements strategies to optimize the HR function/team, modernize and refine key processes and activities aligned toward achieving strategic objectives.
Develops HR budget to ensure that resource allocations reflect organizational priorities and empower direct reports to work independently.
Assesses the HR communications strategies and modifies as needed to facilitate the effective sharing of information within the Emory community.
Encourages innovation through organizational redesign, technology, and flexible working arrangements to attract and retain talented employees.
Participates in Board of Trustee meetings to update on relevant HR issues, as appropriate.
Serves as primary staff to the Executive Compensation Committee of the Board.
Serves as a member of the Administrative Council, University Senate, Steering Committee for Emory's Health Plans, and Pension Board.
Serves as chair for the Human Resources Leadership Council and the board of the Management Service organization, which provides in-depth data and analysis on health and medical plan claims.
Assesses HR policies to ensure clarity, relevance, and a progressive workplace culture.
Supports senior level searches and partner with search firms, as appropriate.
Performs related responsibilities as required.
MINIMUM QUALIFICATIONS:

Bachelor's degree in business management, psychology, information technology, or other relevant subject area.
15 years of progressively responsible leadership experience in human resources including experience in key areas such as compensation, workforce development, performance management, employee engagement, succession planning, and change management as well as senior-level role developing people strategies and implementing solutions.
5 years of executive HR experience.
Executive presence and the ability to communicate across varying audiences. Excellent verbal and written communication skills.
The ability to anticipate and lead a vision for the future people/talent needs of the University, while recommending strategies, priorities, and projects which will best achieve the University's strategic goals and objectives.
Ability to translate vision, strategic direction, and long-term goals into specific projects and initiatives with clear milestones and timelines.
Strong business and financial acumen with the ability to develop and utilize HR data and metrics as they relate to and impact business topics in Finance, Legal, IT, payroll, and administration.
PREFERRED QUALIFICATIONS:

MBA or master's in human resources or related field is strongly preferred.
SHRM Senior Certified Professional (SHRM-SCP) or SHRM Certified Professional (SHRM-CP) certification preferred.
Experience in higher education and working in a complex, decentralized environment strongly preferred.
Demonstrated commitment to inclusive excellence.
Ability to be a trusted, strategic business advisor to the executive/senior leadership team.
Demonstrated experience consulting and advising senior-level executives in broad areas of human resources.
Demonstrated commitment to ethical leadership and experience dealing with highly sensitive and confidential situations.
Ability to anticipate and adapt to the changing landscape of business and the new drivers of human engagement and performance.
Ability to build and maintain relationships at all levels within the organization. Ability to work in a complex, decentralized environment.
Strong data-driven and analytical problem-solving skills. Active listening skills, including an appreciation for diverse points of view.
Strong supervisory and leadership skills.
Deep knowledge of legal HR compliance matter and executive compensation.
Inspirational and visionary leadership style who motivates the HR team through mission, vision, authenticity, approachability, and expertise.
Ability to build and maintain strong HR leaders who lead the functional areas.
Thorough knowledge of employment-related laws and regulations.