The Associate Vice President of Human Resources serves as a member of the administrative services management team and leads the Human Resources Department to achieve the HR Vision to recruit, develop, and retain high-performing employees and model the college’s values.

The AVP, HR will possess strong skills for building relationships, analyzing problems, advising, influencing and guiding senior and executive leadership on the HR implications of business decisions. The AVP, HR will manage the HR metrics and benchmarks for evaluation of the effectiveness and efficiencies of HR programs and processes, and drive changes as needed. The AVP, HR is a member of the senior (or executive?) leadership team and actively supports discussions, strategic direction and executes against HR best practices. The AVP, HR must be collaborative and understand how to influence business leaders to assess and manage their current workforce opportunities while preparing for the workforce needs of their businesses in the future.

This role is responsible for leading the Human Resources team and designing, implementing and managing all Human Resources initiatives and programs to meet the long term strategic vision and mission of the college while promoting a healthy organizational culture, enhancing employee experience, managing risk and protecting the college’s brand and reputation.

• These programs include: Federal, State and Local Compliance, Departmental budget, Employee Communication, Employee Complaints and Investigations, Benefits & Wellness, Employee Training and Professional Development, Onboarding and Recruiting functions
• Reports to Vice President, Administrative / Business Services & Information Technology

Essential Duties

1. Develops and executes HR strategy college-wide;
2. Implements HR strategies by establishing department processes, policies and accountabilities;
3. De-constructs and re-engineers business processes for operational efficiency, cost savings and enhanced customer service experience;
4. Directly or indirectly consults and advises campus wide executives, leadership and administrators on a wide variety of sensitive personnel issues (e.g. discipline, hiring, promotions, investigations, return to work, etc.) for the purpose of assisting in effective decision-making and enforcing relevant policies, procedures and regulations;
5. Must be able to effectively coach/ mentor the HR team, as well as managers across the college;
6. Mentors and develops HR managers and staff to provide progressive and innovative solutions for HR customers;
7. Delegates as appropriate and is accountable for all responsibilities, performance and behaviors of all HR team members;
8. Responsible for preparation and analysis of data for distribution of various reports on HR metrics to ensure college-wide employee needs are met while mitigating legal and brand risk and improving the organization’s bottom line;
9. Utilizes HRIS data and technology to enhance and measure the results of staff, practices and programs;
10. Researches information required to manage projects including reviewing relevant policies, current practices, staffing requirements, financial resources, etc. for the purpose of developing new programs/services; ensuring compliance with legislative requirements; securing general information for planning, and/or responding to requests;
11. Serves on and provides leadership for college-wide committees and is seen as a Trusted Advisor;
12. Directs a proactive, progressive team which focuses on enhancing the college’s brand and reputation;
13. Ability to communicate, verbal and written, at all levels encouraging transparency with all stakeholders.

This classification is responsible for providing complex and senior level direction to the activities of an assigned administrative related department or program.  Incumbents work in an administrative related department or function which enables the College to function fiscally, operationally, or administratively.  Incumbents will develop strategies to accomplish College-wide goals, implement policies and procedures, and develop and monitor an assigned budget.  Incumbents perform management level work for their assigned departments or functions, only performing analysis or professional level work if necessary.