Associate Vice President of Human Resources Oregon

Associate Vice President of Human Resources Oregon

Position Title: Associate Vice President of Human Resources Oregon

Position Control Number: A03060

Type of Position: Administration

Position Status: Full-time

Department: 5701-Human Resources

Campus: Western University Campus-Lebanon, OR

Job Summary: In collaboration with Pomona campus VP Human Resources and applicable functional areas as necessary, the Associate Vice President innovates, delivers, and collaborates on Human Resources functions related to learning and development, policy/process innovations, and equity compliance/investigations. This position has direct oversight of total rewards, HRIS, leave of absences, talent management/acquisition, and Oregon Strategic Partnership divisions with collaboration from shared governance.

Knowledge, Skills and Abilities:

• Thorough Knowledge of:
  • Successful strategies with providing People and Culture support in a multi-stakeholder organization across multiple locations.
  • Risk, control, and compliance operating models in the People and Culture space.
  • Leaves and accommodation management strategy, tracking, models, systems, and compliance.
  • Learning strategies and blended learning approaches to support a learner-centric experience.
  • Innovative, varied and simplified solutions which maximize knowledge and skill acquisition.
  • Strategic ideas within the People and Culture space through EEO, Title IX, and civil rights compliance monitoring, technology, trend forecasting, and stakeholder collaboration.
  • Applicable sections of Oregon and California labor and employment law and policies for compliance.
  • Proven practices and strategies for investigation, negotiation, alternative dispute resolution, mediation, and arbitration.
  • Strategies identifying and building cross-functional partnerships to understand challenges.
  • Intersectional diversity, inclusion, belonging, equity, antiracism, and equal opportunity.
  • Research techniques, data mining practices, and people analytics strategies.
  • Experience with software such as Advocate/Maxient, Ellucian Banner/Colleague, case management, and related HRIS/People and Culture software.
  • Effective and concise verbal and written communication skills with the ability to collaborate and influence with cross-functional team members.
• Ability to:
  • Analyze data and metrics to guide strategy.
  • Innovate on software packages for recruitment, personnel, spreadsheets, and databases.
  • Show success utilizing employee attraction, engagement, and retention strategies.
  • Gather data, analyze/reason logically, and draw valid conclusions.
  • Spearhead with expedited resolution in various employee relations matters.
  • Audit various People and Culture processes, practices, and procedures to ensure alignment and compliance.
  • Analyze situations and make appropriate decisions and/or recommendations.
  • Quickly learn and effectively interpret and apply rules, regulations, and precedents to personnel issues with working solutions.
  • Clearly communicate ideas and recommendations.
  • Write clear and concise reports, presentations, and related communications.
  • Work with and provide direction to other employees in the completion of the day-to-day work.
  • Excel in an ever-changing environment using an ambitious mindset.

Required Qualifications:

• A Bachelor’s Degree from an accredited college or university and five (5) years of related work experience OR
• Master’s Degree/Juris Doctorate/Doctorate Degree from an accredited college or university and three (3) years of related work experience OR Equivalent combination of training and experience.

Preferred Qualifications:

Key Responsibilities:

• Partners closely with peers and stakeholders across the University to assess existing Human Resources programs, processes, and practices; identify gaps and inefficiencies, and innovate to enhance the employee experience and support long-term growth objectives.
• Projects adaptability, trust-building, and effective leadership amidst significant change, especially in the context of structural changes and uncertainty. This includes being a change management expert and a strategic partner who listens to diverse perspectives, engages with the public and community, promotes accountability, and enhances the University’s image.
• In collaboration with Pomona campus VP Human Resources and applicable functional areas as necessary, oversees all reward programs, including the design, planning, implementation, administration, compliance, and communication of base salary compensation, variable compensation, equity programs, and benefits at all levels, including executive compensation; Develops and implements comprehensive compensation and benefits plans that are competitive and cost-effective and supported by the Total Compensation Philosophy.
• In collaboration with Pomona campus VP Human Resources and applicable functional areas as necessary, continuously evaluates compensation, benefits, and mobility programs to ensure they align with the company’s business and talent strategies including the promotion of equity and fairness through transparency.
• Develops and continuously improves compensation infrastructure and processes; establishes metrics to monitor impact and effectiveness.
• Prioritizes continuous learning, diversity, equity, and inclusion, while also understanding legislative dynamics, and have a mission-focused approach that emphasizes both resource advocacy and employee experience.
• Collaborates with senior leaders, managers, and employees in providing expertise in the areas such as learning and development, process innovation, total rewards, investigations, employee relations, performance management, alternative dispute resolution/mediation, and risk management.
• Builds and sustains a performance-based culture focused on setting measurable objectives, engendering accountability, and delivering consistent feedback.
• Leads, assesses, and mentors team members to ensure daily operations excellence and encourage and inspire creativity.
• Develops and delivers training programs that are tailored around lean 80/20 learning with research-based impact and sustainable results.
• Oversees all total rewards, leave of absences, and HRIS programs not limited to classification/compensation, benefits/wellness, and HRIS development/innovations.
• Prepares, in collaboration with various stakeholders, metric-oriented reports to measure progress and stakeholder service.
• Assesses and takes action to mitigate any potential safety risks.
• Evaluates and enhances existing policies/procedures to ensure compliance, educational outreach and humanism centrality.
• Innovates and implements new ideas for continuous and sustainable improvement, including process enhancements that reduce costs, strengthen stakeholder satisfaction, and/or improve the effective delivery of services.
• Manages and collaborates with stakeholders on complex risk management, leaves of absences, and accommodation affairs.
• Collaborates with the Chief Human Resources Officer and Vice President, Human Resources (California) with annual operating budgets for the department.
• Performs other duties as assigned.

Work Schedule: Standard business hours. Some nights and weekends may be needed.

Expected Pay Scale:
Minimum: $150,000.00
Maximum: $180,000.00