POSITION SUMMARY:
The Associate Vice President for Human Resources (AVP-HR) is responsible for providing strategic leadership and direction for the college’s human resource management function (including planning, integrating, and implementing human resource programs and policies) and talent & leadership development. The AVP-HR leads day-to-day management and strategic planning and initiatives of key human resource functions, including employee recruitment, benefits, position classification, compensation, employee relations, training & development, and HR information systems. The incumbent is responsible for ensuring compliance with all federal and state laws & regulations, and VCCS and TCC policies & procedures pertaining to personnel. The AVP-HR reports to and functions under the direction of the Vice President for Administration and Chief Financial Officer. The AVP-HR serves as an advisor to the entire college.
FUNCTIONAL RESPONSIBILITIES:
1. Develop and implement a human resource strategic plan that complements and supports the college’s strategic plan while establishing accountability, providing solutions to resolve problems, and fostering a diverse workplace that enables employees to contribute to the college’s mission.
2. Oversee and direct a comprehensive integrated human resources (HR) program that includes: recruitment & employment, equal employment opportunity (EEO), classification & compensation, benefits, employee relations, employee development and evaluation, and human resource information & management systems. Ensure that the college’s recruitment, selection, hiring, and compensation processes are conducted in compliance with relevant laws, regulations, and policies. Oversee a comprehensive, college-wide performance evaluation system for all employees, using a performance evaluation plan and instrument appropriate for the employee type and making effective use of technology. Support TCC’s student success mission through an HR program that identifies, attracts, engages, develops, and retains high-quality faculty and staff in all areas of the college. Oversee the college’s training and professional development program to provide employees with career enhancement and personal enrichment opportunities, knowledge of various policies and procedures required in the performance of their job responsibilities, and understanding of their employment conditions and benefits.
3. Supervise, manage, lead, and direct the Office of Human Resources staff. Strive for best practices and initiate process improvements/changes. Develop HR operational strategies to improve effectiveness, efficiency, and customer service. Make effective use of technology to streamline HR processes and services. Anticipate needs, analyze trends, and develop action plans to enhance HR services. Oversee and manage departmental budgets to ensure spending is effective and does not exceed allocated funds.
4. Set expectations for HR staff performance, accountability, and service delivery that relate to the goals and objectives of the department, division, and college. Develop staff competencies to enhance customer service, technical & functional expertise, and professional growth. Provide appropriate feedback and address performance issues as they occur. Follow established policies and procedures in conducting performance evaluations. Direct, monitor, track and recognize attitudes, behaviors and actions that display a genuine desire to provide the highest level of service. Ensure consistency and flexibility as needed; obtain data to measure customer satisfaction; empower employees to improve customer service delivery strategies.
5. Monitor and ensure compliance with relevant federal & state laws, rules, and regulations and VCCS and TCC policies & procedures. Develop, implement, and interpret policies & procedures consistent with applicable rules & regulations. Support and oversee HR participation in compliance audits conducted by the Auditor of Public Accounts, VCCS Internal Audit, and other authorities. Ensure corrective actions are identified, implemented, and documented in a timely fashion.
6. Develop organizational strategies by identifying and researching human resource issues; contribute information, analyses, and recommendations to the college strategic thinking and direction. Conduct structural analyses to ensure departments are utilizing resources effectively and efficiently. Manage organizational change to improve efficiency, effectiveness, and customer service/service excellence. Plan and implement a variety of HR programs & initiatives that support the college’s mission and student success. Lead initiatives to build strong organizational structures throughout the college to achieve institutional goals.
7. Manage the college’s EEO and employee relations functions. Oversee and direct the college’s record-keeping and statistical reporting to meet federal and state requirements. Coordinate the college’s compliance with Section 504 of the Rehabilitation Act of 1973 and the Americans with Disabilities Act as they relate to employees. Manage the faculty and classified staff grievance processes. Investigate or advise supervisors in the investigation of charges of misconduct or unsatisfactory performance by college employees. Counsel and provide guidance to employees with employment-related issues. Advise supervisors and employees involved in and oversee disciplinary actions, providing policy interpretation and guidance. Review exit interview data to identify trends and potential areas of concern, providing a semi-annual summary report for college leadership.
8. Assure the accuracy, currency, and security of data maintained in the college’s personnel records and human resource information systems (applicant tracking, onboarding, human capital management systems, etc.).
9. Serve as an ex officio member of the college’s Internal Relations Committee; provide personnel-related guidance and information to other governance and constituent group bodies.
10. Perform such other responsibilities as may be assigned.
Minimum Qualifications:
11. Proven track record of high-level performance in progressively responsible positions in human resource management, preferably including leadership/management experience in a large, complex, matrixed higher education institution.
12. Comprehensive knowledge of principles and procedures for effective HR functions, including recruitment, selection, training, classification & compensation, benefits, employee relations, conflict resolution, and HR information systems.
13. Demonstrated ability to bring credibility to the human resources function through professional experience & qualifications, leadership ability, results-based integrity, effective interpersonal skills, decision making grounded in sound data and thoughtful opinions.
14. Ability to lead, mentor, and develop team members, including determining talents and expanding responsibilities to enhance professional growth.
15. Knowledge of business & management principles involved in strategic planning, resource allocation, human resource modeling, leadership techniques, budgeting and financial management, and coordination of people and resources.
16. Knowledge of principles and processes for providing customer services, setting & achieving high-quality standards, and evaluating customer satisfaction.
17. Ability to compile, categorize, calculate, audit, and verify human resources information and data.
18. Ability to (1) prioritize and manage multiple tasks and work in a fast-paced environment; (2) work effectively with interruptions; and (3) exercise good judgment, discretion, and confidentiality.
19. Ability to establish and maintain effective harmonious work relations with faculty, staff, students, and the general public. Understanding of higher education governance processes and accreditation requirements.
20. Ability to assess situations, see the “big picture”, address leadership and employees factually without fear of consequence, and to anticipate reactions.
21. Ability to communicate effectively orally and in writing with a diverse population.
22. Strong listening skills and ability to process issues, ask probing questions to seek clarity, and assessing and delivering the most appropriate response to issues.
23. Demonstrated experience with and commitment to advance a culture of care that will positively impact the experience and professional success of employees across all levels of the institution.
24. Ability to foster strong relationships with college leadership, faculty, and staff.
25. Master’s degree from a regionally accredited college or university; advanced degree in Human Resources, Business Administration, or closely related field preferred. Preference will also be afforded for the HRMP or SPHR certifications of the HR Certification Institute.
Additional Considerations: