Reporting to the Vice President and Chief Human Resources Officer (CHRO), the Senior Associate Vice President serves a key role, working with University leadership and staff to attract, retain, and develop a diversified workforce to support the University's mission. As the second in command for Human Resource Services (HRS), the AVP has the designation of Sr. AVP and is responsible for providing direction, guidance, and leadership for HRS system-wide. The Senior Associate VP directly administers program activities of the Employment Services unit including setting priorities, establishing goals and objectives, and strategic planning. This position serves as the HRS department head in the absence of the CHRO.
The Senior Associate VP advises and leads the progress monitoring of the HRS team on system-wide policies and initiatives, as well as, HRS strategic projects. Works closely with HRS senior leadership team to implement best-practice strategic initiatives aimed at bringing coherence and strategic relevance to the core functions within HRS. Manages and analyses data to make recommendations to WSU leaders system-wide to assist in their strategic decision-making. Oversees, supervises and supports day-to-day operations of the HRS team. Leads process improvement initiatives aimed at transforming the department’s culture to be data driven and focused on continuous improvement.
35% Strategic Initiatives
- Provides day-to-day leadership for HRS programs and strategy including direction and vision for Employment Services. Collaborates on development and implementation of technology for process improvement within HRS in support of the WSU system.
- Oversees human resource strategic initiatives and planning to support the University mission.
- Research, develop and implement human resource policies and procedures while utilizing an equity lens.
25% Legislative and Policy Guidance
- Monitors federal and state laws and determine university impact of new or revised laws.
- Develops implementation plans to ensure compliance and involves key stakeholders.
- Provides interpretations of legislation, laws, regulations, policies and procedures related to employment, classification and compensation, benefits, labor, and employment records.
- Acts as a key spokesperson for human resources matters; represents the University's human resources functions in meetings with governmental, legislative, business, and community; maintains updated information on current trends, laws and regulations.
- Serves on various State and WSU committees, task forces, and ad hoc groups as necessary to coordinate human resources functions.
- Monitors and assists with monitoring compliance issues. Monitors internal and external audits.
10% Data Analysis and Evaluation
- Ensures the development, implementation and maintenance of department information systems are aligned and in support of departments core functions.
- Coordinates and oversees the production of human capital data and reporting in response to a variety of employment related issues and initiatives.
- Ensures data is accessible and easily understood for stakeholders.
5% Customer Service
- Actively promotes and encourages a customer-service focus within HRS
- Works cross-functionally with the university system to ensure human resource services are calibrated to meet the needs of University programs system wide.
5% Performance Management and Development
- Collaboratively establishes departmental goals and objectives, which are consistent with the strategic plan.
- Support HRS directors and managers, in individual development/coaching to ensure team members have clear expectations of their own work and the tools to be able to identify areas for improvement and support in those areas to ensure success.
- Implements accountability measures to closely monitor, track and evaluate departmental performance through key performance expectations.
10% HRS Innovation
- Maintains and provides current state-of-the art status in methods and techniques, and best practices for HRS in support of the university mission.
- Creates and maintains a venue for innovative ideas to be considered.
- Participate in special assignments and projects as necessary.
- Assists with oversight of HRS budget and ensures expenditures of approved budget in conformance with strict fiscal procedures.
A Master’s Degree from a regionally accredited college or university in Human Resources, Organizational Development, Business, Higher Education or related field and a minimum eight (8) years of related professional experience in a complex organization, two (2) of which include supervisory experience with preference given to experience in a higher education setting. Any combination of relevant education and experience may be substituted for the education requirement on a year-for-year basis.
- Experience working within multiple human resource disciplines, including, but not limited to: employee relations, employment law, compensation, position classification, talent management, human resource compliance.
- Experience leading and directing the day-to-day operations of a human resource function, including supervision of professional level human resource staff.
- Demonstrated commitment to and implementation of diversity, equity and inclusion programs or initiatives.
- Demonstrated experience interpreting and applying employment laws, rules, and policies and procedures.
- Demonstrated effective interpersonal, written, and oral communication skills.
- Demonstrated knowledge of human resources information systems (HRIS) and oversight of data collection, analysis, and reporting of employment trends.
- Master’s degree in Human Resources, Organizational Development, MBA, Higher Education Administration or related field.
- Human Resource experience in Higher Education setting.
- Ability to develop and execute creative plans to resolve issues, problem solve, and mitigate risks.
- Skilled in designing and developing organizational leadership strategies to support strategic goals and initiatives.
- Professional certification from a recognized human resource/personnel association.
- Active involvement with human resource professional organizations CUPA-HR or SHRM.
- Experience with HRIS systems including Workday and PeopleAdmin.
Washington State University (WSU) is an equal opportunity and affirmative action employer committed to excellence through diversity and equitable policy action. Women, minorities, people with disabilities, and veterans are strongly encouraged to apply.
WSU employs only U.S. citizens and lawfully authorized non-U.S. citizens. All new employees must show employment eligibility verification as required by the U.S. Citizenship and Immigration Services.
WSU is committed to providing access and reasonable accommodation in its services, programs, activities, education and employment for individuals with disabilities. To request disability accommodation in the application process, contact Human Resource Services: 509-335-4521 (v), Washington State TDD Relay Service: Voice Callers: 1-800-833-6384; TDD Callers: 1-800-833-6388, 509-335-1259(f), or firstname.lastname@example.org.
The Search Committee invites nominations, applications (a letter of interest, resume/CV, and the names and contact information of five or more references) or expressions of interest to be submitted to the search firm assisting the University. Confidential review of materials will begin immediately and continue until the position is filled. It is preferred, however, that all nominations and applications be submitted to the search firm by October 15, 2021.
Porsha Williams, Vice President
Erin Raines, Principal
Parker Executive Search
Five Concourse Parkway, Suite 2875
Atlanta, GA 30328
Phone: 770-804-1996 x109 or x117
email@example.com | firstname.lastname@example.org