ASSOCIATE VICE PRESIDENT OF HUMAN RESOURCES
Works with the Vice President of Human Resources and Development (VP HR&D) to provide strategic guidance to the senior management team regarding human resources and human capital issues related to current and future College goals and objectives. Designs, leads, and ensures quality operations of all human resources processes including talent acquisition, total rewards, employee relations, organizational development and planning, employee engagement and development, policy administration/compliance, and communications. In partnership with the VP HR&D, the incumbent will re-brand HR function internally and externally, serve as a collaborative and active partner and consultant with representatives of the College’s departments to assist them in achieving their objectives.
RESPONSIBILITIES:
Management of HR Operations
• Talent Acquisition - Ensure hiring managers are trained on effective recruitment and new hire onboarding practices and methods; target diversity and inclusion metrics as part of talent acquisition strategy; develop, manage, lead and participate in Faculty recruiting; work with legal counsel to ensure that candidates who require a visa meet the College’s guidelines as well as the law; coordinate visa processing as needed
• Total Rewards - Determine appropriate compensation and grade level for new hires and promotions while maintaining adherence to salary administration guidelines; compile and analyze salary data to make fair and equitable assessments and recommendations; in collaboration with Benefits Manager establish on-going wellness programs and initiatives
• Employee Relations - In partnership with VP HR&D serves as a resource to employees, managers, supervisors, and administrators on matters relating to employment (i.e., qualifications for independent contractors, FLSA classifications, job audits, progressive discipline, performance management, etc.); acts as the first point of contact for investigations of grievances filed by or involving faculty and/or staff; assist the VP HR&D with providing consultation and technical expertise to administrators, faculty, staff, the public and others concerning HR operations and activities; provide detailed and technical information concerning talent acquisition, performance management and documentation requirements, performance evaluations; applies best practices, procedures, guidelines, laws, regulations and policies to all consultation services; may serve as a College representative for external complaints and investigations (i.e., subpoenas, DFEH information requests, etc.) and may represent the College with agencies filing charges of discrimination and/or harassment
• Organizational Development & Planning - Work with VP HR&D on all workforce planning activities, organization design and change efforts; provides OD services in consultation with leaders to implement organization improvement initiatives and assure alignment with the College’s strategic plans; works with senior leaders to understand needs, diagnose issues and define solutions
• Employee Engagement & Development - Design, implement, and lead programs related to employee engagement and development including engagement survey design, implementation, communication strategy, and action planning; in collaboration with Training and Onboarding Specialist design employee recognition program; internally design and deliver training and development programs and initiatives including needs assessment and metrics; and talent management processes including talent review, assessment, and development planning
JOB OPENING: AVP OF HUMAN RESOURCES
OTIS COLLEGE OF ART AND DESIGN
• Policy Administration/Compliance - Work with the VP HR&D on revisions to policies and procedures; ensure that HR programs are implemented in accordance with established policies and procedures and federal and state labor and employment laws; monitor adherence to established policies college-wide
• Communications - Prepare or assist in the development and preparation of communication pieces announcing HR programs or initiatives in partnership with Marketing & Communications; make recommendations regarding optimal communication vehicles, online sources, and other effective distribution networks
Business Development & Community Outreach
• Partner with College President and VP HR&D to determine appropriate business development opportunities; build relationships in the community and develop programs to support College marketing and brand awareness efforts; participate on Board(s)
Coaching
• Coach and counsel staff; ensure staff is up-to-date on policies, procedures, best practices and labor and employment laws via training and mentoring
Special Projects & Committee Membership
• Lead HR special projects as needed; participate on leadership committees as requested
QUALIFICATIONS:
• Bachelor’s degree or equivalent work experience required, preferably in Human Resources, Organizational Management, Business Management, or related field from an accredited college or university; advanced degree or SHRM Certification preferred
• 10-15 years of progressively responsible HR management experience inclusive of staff and project management
• Demonstrated experience as an HR Business Partner with working knowledge of and experience in compensation, benefits, recruitment, workforce planning, employee relations, policy administration, training and development, workers’ compensation, etc.
• Knowledge of federal and state labor and employment laws, including the application of work visas
• Ability to balance strategic focus and thinking with tactical implementation
• Must be able to work effectively across departments and use critical thinking and problem solving skills
• Demonstrated experience facilitating and influencing change
• Experience in a dynamic, fast-paced organization, and serving as a strategic business partner to leadership
• Must understand and promote the connection between human resources functions and student learning and institutional effectiveness outcomes
• Effective communication, facilitation, and coaching skills, including the ability to work respectfully and persuasively in a diverse community with those who have differing opinions and experiences
• Evidence of the practice of a high level of confidentiality
• Must be responsive to work-related phone calls and emails during non-business hours on occasion
