Reporting directly to the Vice President for Finance and Administration, the Chief Human Resources Officer (CHRO) functions as a central node in the university’s “neural network”, playing a crucial role in developing and executing human capital strategies aligned with the University’s strategic plan. This position is responsible for planning, developing and implementing University-wide initiatives and strategies that support all Human Resources, Social Equity, Title IX and Labor Relations functions. The incumbent will provide strategic, proactive, and innovative leadership in addition to providing day to day operational support for all department functions.
Duties and Responsibilities: • Lead the labor relations process for the University’s nine collective bargaining units and non-represented employees • Manage conflict resolution and provide support in complex employee relations matters • Partner with the University’s Chief Inclusion Diversity Officer and champion the focus of ADA, Title IX and Social Equity strategies to ensure and inclusive workplace • Serve as a strategic advisor to the University President and Cabinet Officials on all workforce planning efforts • Lead the University’s talent acquisition, compensation and position classification processes • Partner with the State System’s shared services area to lead payroll, benefits, organizational management and leave programs • Develop and manage strategic planning initiatives for the department • Interpret and ensure compliance with state and federal statutes and Board of Governors, State System of Higher Education, and university policies relating to human resources and labor relations matters • Responsible for the development and monitoring of human resource metrics and the implementation of actions based on those metrics • Implement HR technology solutions and processes to streamline HR functions and improve operational efficiency • Oversee the University’s performance management program for bargaining unit and non-represented employees, with an emphasis on driving the process to foster a high performance culture • Implement a University wide training program by assessing current and future training needs, developing and implementing process improvement training for various departments and monitoring and evaluating the training program’s effectiveness • Oversee the continued implementation of system wide compliance training at the University level • Coordinate professional development initiatives for employees | 