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Assoc VP, Talent, Diversity and Culture/ Chief Human Resources Officer

3 months ago

Redlands, United States University Of Redlands Full time

Definition of Classification:

Reporting to the Vice President of Finance and Administration, the Associate Vice President of Talent, Diversity, and Culture (Chief Human Resources Officer (CHRO)) provides vision, leadership, strategic planning, and oversight for the university’s employees throughout all functions the University. The CHRO will establish and lead the university-wide strategic direction for human resources to support and advance our workforce in successfully implementing the university's mission and new strategic plan. The CHRO will focus on providing excellent service and support to all constituents at the University and ensure effective and efficient human resources practices and processes that align with modern benchmarks. This is a senior level position that reports to the Vice President for Administration and Finance.

The CHRO serves as an institutional leader on all matters of diversity and inclusion, actively seeking new ideas, experiences and thought leaders to create programs, opportunities, and pathways for staff, which are free from bias, promote diversity in hiring practices, develop a culture of inclusive excellence, and a focus on ensuring a demonstrated commitment to cultural and generational competence. The CHRO will work to develop a program that promotes employee morale and a focus on student well-being, success, and positive relationships.

Duties and Responsibilities:

The duties and responsibilities include, but are not limited to, the following:

Build upon existing and develop new innovative talent recruitment and retention programs and processes to improve the engagement, performance, and movement of talent across the college. This may include development and management of talent profiles, career paths/progression, performance management processes, multi-source feedback, succession planning, and talent reviews. Serves as a member of the senior leadership team for the Finance and Administration Division. Develops collaborative relationships with all levels of the University. Provides consultation and guidance to the President’s Cabinet, senior administrators, managers, and supervisors on human resources issues. Serves as an advocate for human resources and promotes its ability to function as a flexible, available, and accessible resource to all. Supports University-wide employment and benefit budget processes, including the coordination of key labor market study factors, benefit renewal cost projections, consideration of the impact of regulatory factors on wage levels, and development of data and analysis with the University Budget Officer. Manages and oversees the department budget and institutional benefits budget. Provides strategic leadership and supervision to the Human Resources Department staff and functions in such a way that the HR Department is a model for the University. Develops strategies and professional development opportunities to promote a culture of being student-focused, positive, and highly responsive. Develops and implements an internal human resources strategic plan consistent with the University’s strategic plan. Develops and implements a progressive employee compensation and benefits policy and practice to promote a positive culture and strong employee retention. Oversees and aids the work of the HR Department to ensure quality output, including in the following areas: Recruitment and retention of excellent employees who have diverse talents, gifts, and backgrounds. Orientation and training. Personal and professional development. University-wide annual performance evaluation program. Compensation, including staff classification and market rate comparisons. Benefits (e.g., medical, dental, vision, disability, and group life insurance). Employee relations, including the identification, evaluation, and resolution of personnel problems and work performance issues. EEO, including ensuring that healthy and effective tools are available to investigate and resolve employee complaints and disputes. Tuition remission. Communicates with faculty, administrators, and staff on issues related to their employment, benefits, and compensation. Develops and implements services, policies, and programs that advance and support the University’s workforce. Gathers and analyzes employment data to recommend ways of improving the University’s workforce. Processes, publishes, administers, interprets, and enforces personnel and employment related policies as appropriate. Provides consultation and guidance to senior administrators, managers, and supervisors on human resources issues. Consults and partners with legal counsel as appropriate for matters requiring support to ensure the fair and effective administration of policies and procedures and for advice on complex matters, or as directed by the Vice President of Finance and Administration. Ensures compliance with pertinent policies, procedures, and regulations. Oversees the implementation of the University’s equal access/equal opportunity grievance procedures, directs the investigation of all complaints of discrimination and provides recommendations to President or President’s Direct Reports. Ensures that the University’s employee handbook and employee-related policies are up-to-date, and with legal counsel, that they are compliant with federal and state laws and regulations. Responsible for keeping abreast of all pertinent legislation, rules, regulations, and court decisions affecting the University’s human resources program. Develops strategies and provides leadership and assistance for in-service training of faculty, administrators, and staff in regulatory laws, directives, and principles of personnel management. Directs the development and management of comprehensive benefit programs, including retirement incentives, compensation, and retirement programs. Also, directs the University’s workers compensation program. Serves as the official custodian for all records of personnel employed at the University. Oversees access/confidentiality of employee files as required by state and federal laws. Administers work-related visas in a timely and compliant manner. Performs other duties and special projects as assigned or directed. Supervise, plan, direct, and assign work of assigned staff; make hiring and disciplinary decisions; provide feedback on performance and approve timesheets. Performs other related duties and special projects as assigned.

Diversity and Inclusion

Provides leadership to implement and monitor policies, procedures and practices that promote and sustain diversity, equity, inclusion and belonging. Oversees, develops, and executes talent acquisition and retention strategies and plans candidate identification and selection methods, and diversity and inclusion strategies and measurements that promote diversity and equity and are in line with best practices.  Ensures adequate training of all search committees to promote best practices in searches to promote diversity, equity, and inclusion. Leads efforts to build cultural competency in all employees and empower employees to incorporate DEI principles into their work to foster a climate that creates a sense of belonging. Coordinates with campus stakeholders to organize, conduct, and oversee campus training and educational materials/resources for employees related to cultural competence, generational understanding, diversity, inclusion, equity, and belonging. Coordinates with campus stakeholders to oversee employee training and educational materials that promote and support the university’s status as a Hispanic Serving Institution and to best support our students. Collaborates closely with Finance and Budget Department in effective HR planning, budgeting, and payroll related activities. Ensure best practices and procedures between HR and Finance/Budget are aligned with the strategic priorities of the University.

Qualification Guidelines

Any combination equivalent to, but not limited to, the following:

Experience/Training/Education:

Required

Master's degree in HR or related field required, Doctoral or JD degree preferred. Professional HR certifications (for example SHRM-SCP, SPHR) are strongly preferred. Requires 10 years of demonstrated leadership experience in human resources, including expertise in key areas such as compensation, classification, benefits, workforce development, succession planning, collective bargaining, contract administration, and change management. Experience in higher education is highly desirable, along with knowledge and experience related to federal and CA state laws and regulations as related to HR and higher education (Title IX, ADA, Affirmative Action). A valid California Class C CA drivers’ license with a good driving record is required. Note: Out-of-state licenses are valid until appointment. A valid California Class “C” driver’s license must be obtained within ten (10) days of appointment (in accordance with CA Vehicle Code 12505c).

Knowledge and Skills:

Communicate effectively and follow instructions, both verbally and in writing. Aptitude to learn new and evolving technology and recommend ways to improve position’s efficiency. Excellent technical, analytical, and problem-solving skills. Excellent organizational skills. Ability to operate standard office equipment. Proficiency in Microsoft Office software including Excel, Word, PowerPoint, and Outlook. Ability to recommend appropriate courses of action within established guidelines. Ability to foster strong, positive relationships and align both internal and external resources to achieve university objectives. Ability to exercise discretion and work with confidentiality. Must be able to competently interact with a culturally and ethnically diverse population of students, faculty, and staff.

Physical Requirements/Working Conditions:

Working Conditions:

Standard office setting. Duties performed are primarily in an office environment while sitting at a desk or computer workstation or in meetings. At least minimal environmental controls to assure health and comfort.

Physical Demands:

Incumbents regularly sit for long periods; walk short distances on a regular basis; may travel to various locations to attend meetings and conduct work; use hands and fingers to operate an electronic keyboard or other office machines; reach with hands and arms; stoop or kneel or crouch to file; climb stairs; speak clearly and distinctly to answer telephones and to provide information; see to read fine print and operate computer; hear and understand voices over telephone and in person; and lift, carry and/or move objects weighing up to 20 pounds.