Vice President, Human Resources

All the relevant skills, qualifications and experience that a successful applicant will need are listed in the following description.

Vice President, Human Resources

The Vice President, Human Resources, innovates, delivers, and collaborates on Human Resources operational functions related to talent strategy / development, organizational design, employee relations, equal employment opportunity, workplace investigations, stakeholder partnership / negotiations, total rewards, risk management, community learning, wellness, and workforce equity / belonging.

Knowledge, Skills and Abilities

Thorough Knowledge of :

• Successful strategies with providing Human Resources support in a multi-stakeholder organization across multiple locations.
• Risk, control, and compliance operating models in the Human Resources space.
• Leaves and accommodation management strategy, tracking, models, systems, and compliance.
• Learning strategies and blended learning approaches to support a learner-centric experience.
• Innovative, varied and simplified solutions which maximize knowledge and skill acquisition.
• Strategic ideas within Human Resources space through EEO, Title IX, and civil rights compliance monitoring, technology, trend forecasting, and stakeholder collaboration.
• Applicable sections of Labor and Employment Law, Clery Act, Violence Against Women Act, Campus SaVE Act, Americans with Disabilities Act, and the Child Abuse and Neglect Reporting Act (CANRA).
• Principles, practices and techniques used in the analysis, evaluation, design, planning and management of a comprehensive equal employment opportunity / Title IX / civil rights / restorative justice program and its integration with a full-scale people and culture program including employee relations, employee and management training and development, and employee discipline and corrective action.
• Proven practices and strategies for investigation, negotiation, alternative dispute resolution, mediation, and arbitration.
• Strategies identifying and building cross-functional partnerships to understand challenges.
• Intersectional diversity, inclusion, belonging, equity, antiracism, and equal opportunity.
• Research techniques, data mining practices, and people analytics strategies.

Ability to :

• Analyze data and metrics to guide strategy.
• Innovate on software packages for recruitment, personnel, spreadsheets, and databases.
• Show success utilizing employee attraction, engagement, and retention strategies.
• Gather data, analyze / reason logically, and draw valid conclusions.
• Investigate and / or mediate Employee Relations, and related complaints.
• Spearhead with expedited resolution in various employee relations matters.
• Audit various People and Culture processes, practices, and procedures to ensure alignment and compliance.
• Analyze situations and make appropriate decisions and / or recommendations.
• Quickly learn and effectively interpret and apply rules, regulations, and precedents to personnel issues with working solutions.
• Clearly communicate ideas and recommendations.
• Write clear and concise reports, presentations, and related communications.
• Work with and provide direction to other employees in the completion of the day-to-day work.
• Excel in an ever-changing environment using an ambitious mindset.

Required Qualifications

• A Bachelor’s Degree from an accredited college or university and five (5) years of related work experience OR
• Master’s Degree / Juris Doctorate / Doctorate Degree from an accredited college or university and three (3) years of related work experience OR Equivalent combination of training and experience.

Essential Job Duties

Key Responsibilities

Partners closely with peers and stakeholders across the University to assess existing People and Culture programs, processes, and practices;

identify gaps and inefficiencies, and innovate to enhance the employee experience and support long-term growth objectives.

• Collaborates with senior leaders, managers, and employees in providing expertise in the areas such as learning and development, process innovation, total rewards, investigations, employee relations, performance management, alternative dispute resolution / mediation, and risk management.
• Builds and sustains a performance-based culture focused on setting measurable objectives, engendering accountability, and delivering consistent feedback.
• Leads, assesses, and mentors team members to ensure daily operations excellence and encourage and inspire creativity.
• Develops and delivers training programs that are tailored around lean 80 / 20 learning with research-based impact and sustainable results.
• Oversees Employee Relations investigations of complaints of discrimination, alternative dispute resolution.
• Innovates and implements on People and Culture learning and development operations curriculum including recruitment and processes related responses.
• Collaborates with the Chief Human Resources Officer with annual operating budgets for the department to ensure accuracy and accountability.
• Performs other duties as assigned.

Work Schedule

Standard business hours. Some nights and / or weekend as needed.

Physical Demands

Do the essential functions of this job require lifting? Yes

The physical demands described here are representative of those that must be met by any employee to successfully perform the essential functions of this job.

Reasonable accommodations may be available to enable individuals with disabilities to perform the essential functions.

While performing the duties of this job, the employee is frequently required to use hands to operate a PC in the performance of job duties, and talk or hear.

The employee is regularly required to sit, and reach with hands and arms, and occasionally required to stand, walk, stoop, and smell.

The employee must occasionally lift and / or move up to 10 pounds. Specific vision abilities required by this job include close, distance, and peripheral vision, depth perception and the ability to focus.

Describe Work Environment

The work environment characteristics described here are representative of those an employee encounters while performing the essential functions of this job.

Reasonable accommodations may be available to enable individuals with disabilities to perform the essential functions.

Duties are normally performed in a typical office setting. The noise level in this setting is typically low to moderate.

Posting Information

• Posting Number : A00723
• Posting Date : 08 / 08 / 2024
• Close Date : 10 / 01 / 2024
• Open Until Filled : No

Conditions of Employment - Background Check

To secure employment, successful fulfillment of a background check, including a criminal records check, may be required. Western University of Health Sciences will extend a conditional offer of employment, subject to rescission if the background check unveils disqualifying information or if it is found that the candidate deliberately withheld or misrepresented information.

Non-completion of the background check to satisfaction may impact the ongoing employment of a current Western University of Health Sciences employee who received a conditional offer for the position.

Pay Transparency Act

Western University of Health Sciences is required to provide a reasonable estimate of the compensation range for this role.

This range considers various factors in making compensation decisions, including but not limited to experience, skills, knowledge, abilities, education, licensure and certifications, and other business and organizational needs.

It is not typical for an individual to be offered a salary at or near the top of the range for a position. Salary offers are determined based on final candidate qualifications and experience.

The Expected Pay Scale is defined as the budgeted salary or hourly range that the University reasonably expects to pay for this position.

Placement within the Expected Pay Scale is determined by internal equity and relevant qualifications.

Equal Opportunity Statement (EEO)

It is the policy of Western University to provide equal employment opportunity to all employees and applicants for employment as required by law without regard to age, race, color, national origin ancestry, citizenship, ethnicity, creed, religion or religious creed, sex or gender (including gender identity), marital status, sexual orientation, disability (both physical and mental) including HIV and AIDS, medical condition (cancer and genetic characteristics), pregnancy (which includes childbirth, breastfeeding and medical conditions related to pregnancy, childbirth or breastfeeding), age, genetic information, military and veteran status, or any other applicable protected characteristic as outlined by federal, state, or local laws.

This policy applies to all employment practices within WesternU including without limitation, hiring, recruiting, promotion, termination, layoffs, leave of absence, compensation, benefits, and training.

WesternU makes hiring decisions based solely on qualifications, merits, and business needs at the time.

Applicant Documents

Required Documents

Resume

Optional Documents

• Cover Letter
• Letter of Recommendation #1
• Letter of Recommendation #2
• Letter of Recommendation #3
• Additional Applicant Document

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