Vice President of Talent, Culture, and Diversity
- Employer
- California Lutheran University
- Location
- California, United States
- Salary
- Salary Commensurate with experience
- Date posted
- Apr 5, 2021
View more
- Position Type
- Administrative, Business & Administrative Affairs, Affirmative Action & Equal Opportunity, Executive, Chancellors & Presidents
- Employment Level
- Executive
- Employment Type
- Full Time
University Background:
The mission of California Lutheran University is to educate leaders
for a global society who are strong in character and judgment,
confident in their identity and vocation, and committed to service
and justice. Founded in 1959 in beautiful Ventura County, the
university has an enrollment of about 4,000 undergraduate and
graduate students who come from across the nation and around the
world from a diversity of backgrounds, cultures and faiths. As a
federally recognized Hispanic-Serving Institution, Cal Lutheran is
looking for candidates with a dedication to and success in working
in diverse communities. The university is committed to an inclusive
learning and work environment that values individual differences
and respects each person’s dignity.
Basic Function:
The Vice President of Talent, Culture, and Diversity (VPTCD) is a
new senior-level leadership position at California Lutheran
University. The incumbent will serve as the Chief Diversity Officer
who collaborates with colleagues across the institution in aligning
Diversity, Equity, Inclusion (DEI) programs and services with the
university's mission and values. This work will necessitate that
the VPTCD works closely with the VP of Mission and Identity (VPMI)
to ensure that the Lutheran values of higher education such as
grace, generosity, service, justice, and inclusivity frame the DEI
programs and services offered at California Lutheran.
The Vice President of Talent, Culture, and Diversity (VPTCD)
provides strategic oversight to a newly constituted division that
will benefit from structural integration. The newly configured
division includes the Department of Human Resources (HR); the
Department of Mission and Identity; and initiatives associated with
the University's federal status as a Hispanic Serving Institution
or HSI.
As the leader of the aforementioned Division, the VPTCD anticipates
and addresses—in an integrative way— macro-level Diversity-, HR-,
and Institutional Culture- related needs. The incumbent
communicates these needs proactively to leaders throughout the
organization to reinforce the mission and values of a forward-
focused Lutheran university. (See ELCA Rooted and Open on the
Mission and Identity department website)
Representative Duties:
Participates as a member of the President’s Cabinet in charting the
future of the University and assuring continuous improvement in
overall University effectiveness, efficiency, inclusiveness,
diversity, equity, inclusion and integration. (E)
-Serves as an inspirational leader who brings diversity, equity,
and inclusion principles to the discussions and decision-making
process. Leads the development, implementation, evaluation, and
continuous improvement of the University Diversity, Equity, and
Inclusion Plan in collaboration with the university community and
its leadership team.
-Shares employee recruitment and retention strategies that support
the inclusive efforts of the institution.
Works with the President and Cabinet to recruit, retain, lead, and
reinforce mission-driven cultural changes. (E)
-Leads, with the cooperation of VPMI and Cabinet, the
university-wide effort to establish a culture of belonging as
shaped and nurtured by ELCA values, especially grace, generosity,
and inclusivity.
-Co-writes and co-edits university statements, webpage content, and
other routine and high-stakes communique regarding issues of
diversity.
-Helps the university clarify and live into its commitment to
diversity.
Oversees the bias incident reporting system, using data from the
system to inform proposed remedies.
-Works with the VPMI to position Cal Lutheran as a leader in
interfaith dialogues, programs, celebrations, inquiries, and
collective community action.
-Works with the Director of Hispanic-Serving Initiatives to ensure
that California Lutheran makes good on its promise not only to
recruit, retain and authentically serve Hispanic and other
traditionally underserved students.
-Works with the Assistant Vice President for HR (AVPHR) and Provost
to recruit and retain faculty and staff with diverse racial and
ethnic backgrounds; diverse gender identities, expressions, and
sexual orientations; diverse ideological perspectives.
Works to integrate established and emerging DEI efforts across the
institution so that they
are part of coherent, mission-driven strategy. (E)
Though this will take time, initial steps toward this goal will
include:
-Working with colleagues across Cal Lutheran’s campuses (such as
those in the Center for Global Engagement, the Center for Cultural
Engagement and Inclusion, Student Life, the Community Service
Center, Faculty Development and Inclusive Excellence, Campus
Ministry, Congregational Relations, HSI, International Student
Admissions, Affinity Groups, undergraduate and graduate student
associations, Allies in Stem, and Center for Equity and Justice
etc.) to create a calendar of DEI related events.
-Meeting with interested and engaged parties across the campuses to
understand and advise the programs they intend to create and
implement.
-Working with sponsors of DEI events to develop a strategic
calendar of programs that optimizes participation.
-Working with University Relations to promote these events through
print media, digital channels, and social media.
-Sharing best practices and other strategies that strengthen
identity-based affinity groups and DEI-related councils such as the
Equity Leadership Council and the President’s Diversity
Council.
-Serving as a resource for colleagues who lead or participate in
faculty and staff identity based affinity groups.
-Serving as a resource for staff and faculty who advise and mentor
student identity-based affinity groups.
-Researching and administering employee engagement surveys, campus
climate surveys, and other instruments related to culture,
diversity, and inclusion; uses resulting data to shape needed
programs and generate desired outcomes.
Works to reinforce DEI efforts and other mid-21st century
priorities as part of student recruitment and retention efforts.
(E)
-Proposes to colleagues in Admissions, Marketing, and Student
Success the types of programs, services, and strategies that will
have a direct impact on the recruitment, the financial aid
packaging, the retention success of students.
Works to connect DEI and HR efforts as part of the ongoing effort
people-related initiatives. (E)
-Participates in the talent review process to ensure talent is
sufficiently developed to cover organizational gaps and that
retention strategies are formulated and implemented.
-Anticipates competitive marketplace and legal/regulatory
environment impacting human capital development, and diversity,
equity, and inclusion initiatives of the University culture.
-Works with the AVPHR to develop mission-and values-driven plans,
policies, and programs responsive to these needs.
Provides consultation to university managers in relation to HR best
practices, leadership development, organizational design and
effectiveness, performance management and coaching (E).
-Proposes to colleagues in Human Resources and the Provost Office
the types of programs, services, and strategies that will have
direct positive impact on the recruitment, and retention of faculty
and staff.
-Monitors assessment to determine program effectiveness.
-Works with the AVPHR, VPMI, and Provost to ensure the success of
faculty and staff with diverse backgrounds by offering necessary
onboarding, training, orientation, support, mentorship, services,
and programs to reach Cal Lutheran’s goals as a diverse and
inclusive institution.
-Serving as a consultant to the Provost, Deans, and faculty leaders
to incorporate DEI expectations and metrics into appointment, rank,
and tenure criteria
Designs and helps implement systems that reward achievements (e.g.,
staff awards, diversity awards) and promote accountability (e.g.,
bias-reporting system). (E)
-Works with the AVPHR, Provost, and Deans to recommend and
implement employee recognition and “non-monetary” rewards programs;
monitors for effectiveness improvement of employee satisfaction,
engagement and retention.
-Engages in discussions with staff and faculty at different levels,
creating development plans and opportunities, providing mentoring
opportunities, and holding people accountable according to related
policies and procedures.
-Conducts listening sessions to gather informal feedback from the
faculty and staff including items that need timely attention,
recognition, and appropriate actions.
(E) = Essential Duties
Knowledge Of:
Familiarity with national/regional labor market trends; effective
labor forecasting; human talent recruitment, onboarding, training,
and promotion
Understanding of contemporary human resources management diversity,
equity, and inclusion trends
Appreciation and/or knowledge of the changes needed in higher
education and the strategies necessary to launch, manage, and
improve those changes at a university affiliated with the
Evangelical Lutheran Church of America.
Ability to develop and maintain strong working relationships across
the entire organization and with community partners
Interest in and appreciation for the value of shared governance,
transparency, fairness, and collaboration in a university
setting
Tenacity to deal with complex structures and tasks over a period of
time and be able to influence others who work outside of the direct
supervisory lines
A sense of humor and humility that keeps it all in
perspective
Ability To:
Engage with diverse staff and leadership to promote trust,
collaboration, and partnership between departments and levels of
leadership.
Develop and monitor indicators of organizational culture and engage
employees and senior leadership to create organizational
change.
Demonstrate strong leadership skills and a track record for
managing “up, down, and across”
Provide exceptional communication, both written and oral, and
interpersonal skills to establish and maintain a presence in a
fast-paced and demanding work environment
Lead with political acumen, good persuasion/negotiation
skills
Facilitate and build consensus
Exhibit keenly developed human relations skills: a hardworking,
caring, and compassionate leader; a friendly, self-confident,
creative, and enthusiastic colleague; a flexible and yet
disciplined manager; and a true team player who is not territorial
but knows how to cooperate and delegate to get the job done
Employ excellent analytical and problem identification and
resolution skills in dealing with complex human resources and
cultural issues
Use organizational skills with a keen attention to detail and the
ability to effectively manage multiple priorities and projects
within given timelines
Minimum Qualifications:
A Master’s degree (or equivalent) in business administration,
change management, organizational theory, human resources
management, educational administration, employee relations, or
related field from accredited institutions is required.
Seven years of increasingly responsible experience in areas such as
DEI, HR, change management, employee training and
development.
Preferred Qualifications:
Advanced degree earned at an accredited college or university in
areas listed in MQ section above.
Five years of managerial experience, with supervision of personnel
and budget, in areas such as:
Planning, implementing, integrating and evaluating DEI programs and
services
Professional training and development related to cross-cultural
competency
Talent management that includes recruiting, retaining, and
developing diverse individuals and teams
Developing organizational cultures that promote collaboration
between and among multiple groups of stakeholders
Change management of a large and complex organization
Initiating, leading, and sustaining cultural change that fosters a
sense of inclusion, respect, and belonging
DEI or Human Resource policy development, program assessment, and
evaluation
Licenses and Other Requirements:
N/A
Working Environment:
Professional office, indoor and public engagement
environment.
Application Procedure/Special Instructions:
Note, in your cover letter please address:
• how you will integrate DEI efforts with the mission and values of
California Lutheran University
• your experience designing, structuring, and integrating DEI
efforts across multiple departments as a part of coherent,
institution-wide strategy
• your experience designing and implementing employee recruitment
and retention strategies specifically aligned with the mission of
the organization.
The first review date for applications is scheduled for April 28,
2021. Applications will be accepted until the position is filled.
For earliest consideration please apply before the first review
date.
To apply, visit https://careers.callutheran.edu/postings/6876
California Lutheran University is committed to providing equal
opportunity in employment for all persons, regardless of race,
religious creed, color, national origin, ancestry, physical
disability, mental disability, medical condition, marital status,
sex, age, sexual orientation, genetic information, gender, gender
identity or expression, or any other basis protected by applicable
law. No person shall be excluded from participation in, be denied
the benefits of, or be subjected to discrimination in any program,
activity or facility of the University on the basis of these
factors in a manner consistent with applicable federal and state
laws, regulations, ordinances, orders and rules, and University’s
policies, procedures, and processes.
Upon request, reasonable accommodations in the application process
can be provided to individuals with qualifying disabilities. Please
contact the Human Resources Department for further information or
to request an accommodation.
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