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Vice Chancellor, Human Resources
3 months ago
**VICE CHANCELLOR, HUMAN RESOURCES**
**San Jose/Evergreen Community College District**
**Close/First Review Date**:07/14/2024
**Work Location**: District Office
**Position Description**:
**POSITION** **SUMMARY**
The Vice Chancellor of Human Resources reports to the Chancellor at the District Office. This is a full time, 12 months per year, executive management position.
**POSITION** **PURPOSE**
Reporting to the Chancellor, the Vice Chancellor of Human Resources develops and implements the human resources services necessary to support the mission of the District. Serves as an advisor to the Chancellor and Board of Trustees on strategic matters related to Human Resources planning and administration.
**NATURE** and **SCOPE**
The Vice Chancellor of Human Resources is responsible for interpretation of various state and federal laws and regulations related to human resources functions and is expected to develop policies and procedures to assure compliance with these laws and regulations. The Vice Chancellor of Human Resources serves as a district negotiator and is responsible for interpreting and assuring compliance with the provisions of the negotiated agreements between the district and its employee associations and unions. Responsibilities include planning and directing the human resources functions of the district and the planning of staff training and professional development.
**KEY** **DUTIES** and **RESPONSIBILITIES**
1. Provide executive-level management and shared governance leadership for human resources programs and operations.
2. Plan, organize, and direct the various Human Resources functions of the District.
3. Interpret, monitor and assist with compliance of assigned collective bargaining agreements for faculty and classified employees and policies for administrators; conduct contract administration meetings with faculty and classified union representatives and others to discuss issues related to contracts and to resolve issues involving employee relations or contractual interpretations or disputes.
4. Serve as the District chief negotiator for all bargaining units; prepare and evaluate proposals and respond to union proposals; advises the Board of Trustees on the status of negotiations in closed session, communicate with campus and District management regarding contract changes. Serve as liaison with Manager, Supervisor and Confidential (MSC) meet-and-confer group.
5. Administer the discipline process including terminations; coordinate related hearings; administer the employee formal and informal grievance processes; communicate with administrators, coordinate with legal counsel and make recommendations to the Chancellor and Board of Trustees as appropriate; mediate employee grievances and facilitate resolution; and support management in the mediation of employee concerns.
6. Receive and respond to employees and student discrimination, sexual harassment, and other employment-related complaints; initiate investigations; prepare or direct preparation of investigation reports; recommend appropriate administrative responses; work with legal counsel as needed.
7. Develop, review, revise, and implement Board policies, administrative regulations, and department practices; implement improvements to achieve continuous quality improvement in human resources programs.
8. Oversee and direct all phases of talent acquisition and selection including advancing processes to ensure equal employment opportunity (EEO) and diversity, equity, inclusion and access (DEIA); use data-informed approaches to revise processes; oversee the evaluation of the effectiveness of talent acquisition policies and procedures; determine strategic advertising approaches to ensure process integrity; oversee employment-related strategic and succession planning.
9. Champion strategies to advanced and promote diversity, equity, inclusion, access, cultural competence, social justice, and a positive work and academic environment.
10. Direct classification and compensation structures; oversee processes for determining reclassification and temporary out of class assignments; oversee classification and compensation studies.
11. Direct the contracting and administration of employee health and welfare benefits; assure compliance with appropriate laws and policies.
12. Direct the administration of workers compensation processes.
14. Direct the preparation and maintenance of a variety of narrative and statistical reports, records and files related to assigned activities and employees.
15. Provide leadership and oversight for the employee orientation and development programs; determine training needs; administer and ensures the scheduling of employees for legally mandated trainings; provide training on the collective bargaining agreements, Board policies, administrative procedures, and relevant federal and state laws and regulations.
16. Communicate with other administrators, employees and contractors to coordinate activities
