Associate Vice President of Human Resources and Chief Culture Officer
- Employer
- Chicago State University
- Location
- Illinois, United States
- Salary
- Salary Commensurate with experience
- Date posted
- Dec 1, 2020
View more
- Position Type
- Administrative, Business & Administrative Affairs, Human Resources Administration, Executive, Executive Directors
- Employment Level
- Executive
- Employment Type
- Full Time
The Associate Vice President of Human Resources and Chief Culture Officer will be responsible for reimagining Chicago State University personnel functions, culture, structure, and policies. They will drive key Human Resources (HR) best practices and initiatives and provide strategic direction and expertise for the full scope of the HR function. Reporting into the Office of the President, the Associate Vice President of Human Resources and Chief Culture Officer will develop and execute the HR strategy for the organization and partner with the senior leadership team to execute on the vision. This position will serve as a thought partner to the President and Operations Team to provide HR advisory services with regards to leadership, coaching, employee relations, talent acquisition, engagement, culture, compensation, organizational design and change, performance management, labor relations, learning and development. The incumbent will also oversee the HR team and be responsible for leading, assessing, mentoring and supporting team members to ensure daily HR operations are handled timely and appropriately.
Key Responsibilities:
Strategic
• Develop and implement an HR plan that aligns with the overall
mission and strategy of the organization, resulting in innovative
best practices and policies that will service the full range of
CSU’s HR needs.
• Gain an understanding of the organization and participate fully
in all strategic deliberations.
• Optimize the HR function/team, modernize and refine key processes
and activities aligned toward achieving strategic objectives.
• Provide HR guidance on special projects, talent reviews,
training, change management, organizational design and strategic
human capital planning.
• Implement a vision for HR to ensure a high-performing culture of
success, accountability, transparency and collaboration.
Operational
• Develop comprehensive approaches to employee development,
retention and onboarding by refining or creating: compensation and
benefits, career paths and employee development, succession
planning, and learning opportunities as appropriate to the needs
of CSU.
• Respond to the HR demands of the University; assist in
articulating HR policy at all levels.
• Guide the HR team in supporting Performance Management, Talent
Acquisition, Learning & Development, Engagement, Benefits,
Policy and Compliance.
• Partner with IT on HRIS and related systems, protocols,
capabilities, and upgrades.
• Interact with the State Civil Service System and external
partners to create and maintain relationships and negotiate
contracts.
• Partner with Legal to ensure compliance & mitigate
organizational risks.
• Implement the migration towards automation of departmental
functions to increase efficiency and accountability.
• Manage labor relations to ensure a partnership between the
University and employee bargaining units.
• Assist directors and supervisors with facilitating professional
development among their respective staff members.
Culture
• Develop relationships with the employees of CSU and
become someone who is sought for advice and counsel on HR,
cultural, and organizational issues. Facilitate integration of
diverse workgroups, cultures, and newly acquired assets.
• Coach and counsel management in developing themselves and their
teams to achieve improved performance and engagement
• Counsel, coach and guide managers and staff in addressing
concerns and complaints to assure fair and equitable treatment
while ensuring compliance with local labor regulations and
practices.
• Coach and mentor fellow colleagues/managers and develop
leadership bench strength capable of addressing the challenges of
the organization.
• Mediate employee relations and performance issues and provide
counsel to fellow managers on appropriate methods of performance
management
• Role model CSU’s core values and demonstrate leadership
consistently with all members of the CSU community.
Minimum Qualifications
• Bachelor’s degree required. Advanced degree preferred.
Certifications in HR preferred (SPHR, SHRM-SCP).
• At least 8+ years of progressive HR leadership experience, with
2-3 years leading an HR function.
Preferred Qualifications
• Public sector, University experience beneficial.
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