Job TitleAssociate Vice Chancellor, Human Resources (A99956) (REOPENED)
Minimum SalaryCommensurate with experience
Full/Part TimeFull Time
52 or 36 weeks52
Suggested Starting Date10/07/2019
Usual Hours of Work8:00 a.m. - 5:00 p.m.
DepartmentHuman Resources - CC - DEP
Position Duties and Responsibilities
The Associate Vice Chancellor, Human Resources is responsible for the direction of all people functions of the organization in accordance with policies, procedures and practices of the College, the laws, regulations and administrative rulings of governmental organization. The Associate Vice Chancellor, Human Resources will be responsible for the strategic human resource planning to provide the organization with the best people talent available and to position the organization as the employer of choice by being aware of policies, practices and trends within the higher education industry. Plans, organizes, directs and controls the development, administration and strategic direction of the Human Resources department and its programs for the district; promotes, directs, implements and coordinates equal employment opportunity and diversity and inclusion. Serves as a member of the College’s Leadership Team.
PRIMARY DUTIES PERFORMED:
• Advises and counsels the Chancellor, College’s Leadership Team and Board of Trustees on policy, legal requirements and the impact of related legislation related to human resources matters on the College and its employees; communicates and consults with College’s general counsel for legal advice/litigation related to human resources matters; seeks advice from general counsel on the interpretation of federal, state and local laws and regulations.
• Serves in a leadership role with other administrative team members to foster relationships with community and government officials, academic officials, and union organizations, the College-wide governance system, non-bargaining support staff, administrators, and students where appropriate.
• Plans, develops, organizes, implements, directs and evaluates the organization’s human resource function and performance.
• Participates in the development of the organization’s plans and programs as a strategic partner, but particularly from the perspective of the impact on human capital.
• Translates the strategic and tactical business plans into HR strategic and operational plans.
• Evaluates and advises on the impact of long-range planning of new programs/strategies and regulatory action as those items affect the attraction, motivation, development and retention of the people resources of the College.
• Develops staffing strategies and implementation plans and programs to identify talent within and outside the organization for positions of responsibility. Identifies appropriate and effective external sources for candidates for all levels within the organization.
• Develops progressive and proactive compensation and benefits programs to provide motivation, incentives and rewards for effective performance, which are cost effective.
• Develops human resource planning models to identify competency, knowledge and talent gaps and develop specific programs to fill the identified gaps. Areas of activity will include talent management through proper succession planning programs for key contributor and management positions, training and development programs for preparing employees for more significant responsibilities, and general business development programs to enhance employee knowledge and understanding of the business of the College.
• Establishes credibility throughout the organization to be an effective listener and problem solver of people issues.
• Ensures HR processes are administered competently across the College district amongst distributed groups providing HR services and originating HR process inputs; i.e., Business Services Office, Office Administrators, etc.
• Develops, implements, and evaluates a complex system of comprehensive human resources policies, programs and processes for all employee groups across the district.
• Advises the Vice Chancellor Finance and Administration, Chancellor and Board of Trustees on strategic human resource management activities.
• Manages and evaluates human resources staff; works in collaboration with human resources leadership to interpret and administer policies and procedures related to all aspects of the human resources functions.
• Interprets the application of Board Policy, Administrative Procedures, collective bargaining agreements, and statutory requirements towards addressing complex Human Resource and Employee Relations matters.
• Provides leadership and direction in the administration of insurance, retirement, and other benefits programs; evaluates and develops recommendations for improvements to faculty and staff employer-sponsored benefit programs. Negotiates contractual agreements and renewals with carriers.
• Provides leadership and direction in the labor/employee relations functions as it relates to employee matters, disciplinary procedures, collective bargaining agreements, and grievance resolution.
• Oversees strategic direction for the college’s classification and compensation program in accordance with the College’s compensation philosophy; approves new classifications and reclassifications of positions including establishment of minimum qualifications; directs completion of salary surveys and analysis of salary data; oversees external classification studies.
• Oversees the administration of the College’s talent management programs and plans as it relates to employment and recruitment; assures the college’s adherence to applicable employment laws, regulations, policies and procedures.
• Oversees the direction and administration of the workers’ compensation program in collaboration with general counsel/risk management/safety; assures the provision of a safe work environment by enforcing safe work practices, reporting and investigating accidents; requires employees to receive mandated safety training.
• Directs the college’s performance evaluation program; evaluate effectiveness on an on-going basis; facilitates training to those in supervisory positions on the effective evaluation techniques.
• Oversee the development and implementation of employee development programs including but not limited to legally-mandated training and professional development; coordinates training on new and revised policies, procedures and legislation relevant to human resources.
• Exercises leadership in the development and administration of the human resources budget and manages financial resources consistent with college policy, budget approval and sound financial management principles.
• Oversees the human resources information system; ability to obtain, organize, analyze and interpret data and information and to make recommendations to leadership and administrators.
• Participates in all required and relevant College training and development opportunities.
• Evaluates the HR division structure and team plan for continual improvement of the efficiency and effectiveness of the group as well as providing individuals with professional and personal growth opportunities.
• Assists with other matters as assigned.
KNOWLEDGE, SKILLS AND ABILITIES:
Ability to enhance and/or develop, implement and enforce HR policies and procedures of the College by way of systems that will improve the overall operation and effectiveness of the organization.
Provides leadership and technical advice and knowledge to others within human resources.
Continually improving the programs, policies, practices and processes associated with meeting the strategic and operational people issues of the organization.
Excellent knowledge of all Human Resource functions including employment, benefits, employee relations, labor relations, retirement, compensation, policy development, and performance appraisal.
Ability to strategically plan human resources strategies in support of organizational goals and manage organizational change to increase employee satisfaction and productivity.
Ability to identify opportunities for improving, developing and conserving human resources.
Demonstrated ability to use data and statistics to solve real-world HR problems.
Maintains knowledge of federal, state and local/municipal labor and employment laws and regulations impacting upon both the private and public sectors.
Skill in planning and budget preparation and fiscal management.
Experience with administering Workers Compensation programs.
Demonstrated experience regarding sensitivity to and understanding of the diverse academic, socioeconomic, cultural, disability, gender identity, sexual orientation and ethnic backgrounds of community college students, faculty and staff.
Strong interpersonal and communication skills and the ability to work effectively with a wide range of constituencies in a diverse community.
Demonstrated ability to lead and represent a diverse human resources staff; experience working in a collegial and shared governance environment in education, preferably in post-secondary education
Ability to make administrative/procedural decisions and judgments.
Ability to communicate effectively, both orally and in writing.
•Master’s Degree with concentration in Human Resource Management or related field.
•Must have10 to 15 years of experience in roles of increasing responsibility in Human Resource management, which includes prior experience in a senior level HR role with 5 to 10 years of supervisory experience.
•Leadership at the department-head level managing the entire Human Resources function as part of a senior management team.
•Experience in an institution of higher education preferable (preferably in public education), with 3,000 or more employees.
•Prior experience working with publicly-elected governing bodies, i.e. Boards of Trustees.
•Experience in strategic planning and implementation, with excellent analytical and problem solving skills as well as attention to detail.
•Deep knowledge of the HR functions, with a strong HR generalist background in (talent management, recruitment/talent acquisition, compensation/benefits, HRIS, Employee/Labor Relations, Organizational Development, Compensation, Benefits, Diversity & Inclusion, etc.).
•High tolerance for ambiguity and change in a fast-paced environment.
•Ability to develop and implement various HR metrics and analytics to drive improvements and deliver results.
•Ability to structure competitive compensation packages and measure their success
•Knowledge of state, federal, local and labor law
•Prior experience in partnering with external consultants and vendors
•High level of affinity to and experience with HRIS systems
•Excellent knowledge of MS-Office applications
•Experience in diverse workforce settings
•Good relationship building and management capabilities
SHRM- SCP certification preferred.
Special Instructions to Applicants
If you have previously submitted an application for this position, no further action is needed.
Open Date 06/27/2019
Open Until FilledYes
Affirmative Action Statement
St. Louis Community College is an Affirmative Action /Equal Opportunity Employer and welcomes individuals with diverse backgrounds, experiences, and ideas who embrace and value diversity and inclusivity.
Special Instructions Summary
If the position requires transcripts, licenses, certificates, etc., please upload this information in order for your application to be considered further.