Associate Vice President Human Resources

University of the District of Columbia
District of Columbia, United States
Salary Not Specified
Start date
Jun 15, 2021

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Position Type
Faculty Positions, Business & Management, Management, Other Business & Management, Administrative, Business & Administrative Affairs, Human Resources Administration, Chief Business Officers & Vice Presidents, Executive, Other Executive
Employment Type
Full Time

Number of Vacancies: 1

Area of Consideration: Open To The Public

Position Status: Full-Time, Regular

Pay Plan, Series & Grade: DS0058/2A

Salary Range: $121,890 – $139,965

Closing Date: Open Until Filled

Location: 4200 Connecticut Ave NW, Washington, DC 20008

*NOTE: First review of applicants will take place on June 30, 2021. Interested applicants are encouraged to apply by June 30th.

Brief Description of Duties

Reporting to the Vice President of Human Resources (HR), the incumbent contributes to and supports the implementation of short term and long range HR strategic priorities to ensure streamlined, efficient and effective HR operations and infrastructure aligned to the university’s strategic plan and goals. Responsible for the day to day oversight and management of HR operations supporting the end to end employment cycle (recruitment, selection, placement, performance management, support, retention and exit). Provides leadership and direct supervision for compensation, classification, recruitment, retention, HRIS, payroll, benefits, and records management to ensure delivery of seamless efficient customer services. Responsible for providing workforce metrics, analytics and reporting to drive process improvements to meet organizational goals. Assists with building a focused HR customer-centered team to drive high quality workforce outcomes.

Essential Duties and Responsibilities

  • Develops and implements and ensures consistent application of HR operational strategies, policies, procedures and processes to increase operational efficiency and ensure compliance with professional standards, negotiated agreements, federal/district regulatory requirements and employment laws and university policies and procedures and are aligned with organizational goals.
  • Supervise and provide day to day management of HR operational components (recruitment, retention, compensation, classification, HRIS, payroll, benefits and records management).
  • Understands the university business strategy; Interprets and drives programs and practices with a highly strategic focus around recruitment, best fit placement, compensation, benefits, performance management and talent development for improved workforce outcomes;
  • Assists the Vice President, HR with assessing, recommending, executing and supporting the delivery of strategic and effective HR operations supporting a diverse, high quality workforce.
  • Design and implement competitive compensation, classification and benefits programs to support organizational outcomes aligned to the employee value proposition and supports organizational fiscal and operation viability. Programs may include but are not limited to salary administration, annual compensation review cycles and employee incentive plans aligned to performance management systems.
  • Develop and implement strategic talent acquisition, retention and talent management (staffing) plans aligned to talent development programs to support organizational workforce needs.
  • Manage HRIS landscape including the identification, implementation of system improvement opportunities, the implementation of functional process changes to reduce system complexities and optimize efficiency across HR systems to include timely payroll, time and attendance.
  • Manage HR Data with a focus on data quality, data management and driving improvements to provide efficient, effective and compliant HR services.
  • Creates and implements data quality and data management programs to provide accurate and reliable workforce data with corresponding workforce reporting and analytics to drive organizational change.
  • Proactively supports and collaborates with HR teams to identify areas for process improvement to include engaging stakeholders in reviewing current processes and proposing options to increase operational efficiencies and effectiveness to support a diverse workforce.
  • Increase organizational engagement by providing expertise and advice to administrative and academic units on a HR issues impacting the workforce, implement communication strategies for increased clarity and transparency and build alignment of workforce strategies with the mission, vision and goals of the university
  • Prepares workforce reports to drive organizational process improvements and data driven decisions.
  • Performs other duties as assigned.

Minimum Job Requirements

  • Master’s degree in Human Resources Management, Business, Education, or related field from an accredited college or university.
  • Seven years of progressive HR experience in the areas of recruitment, retention, compensation, benefits, HRIS and payroll.
  • Five years of successful leadership, management and supervisory experience required; experience in higher education, government, or public sectors preferred.
  • Demonstrated successful experience with the design, development and implementation of HR strategies, policies, and procedures in the requisite areas of the employment lifecycle (i.e. employment branding, sourcing, talent management, organizational development, workforce planning, managing change, and succession planning, benefits, compensation, HRIS, payroll and benefits)
  • Excellent knowledge of federal, state/district employment laws and regulations.
  • Demonstrated proficiency with HR information systems and Microsoft Office Suite (PowerPoint, Word, Excel, Outlook, Project, etc.)
  • Experience with organizational change, HR infrastructure development and implementation and process improvement strategies.
  • SHRM-CP certification preferred.

Information to Applicant

Collective Bargaining Unit (Union): This position is not part of the collective bargaining unit.

Employment Benefits: Selectee will be eligible for health and life insurance, annual (vacation) and sick leave and will be covered under the University of the District of Columbia' s retirement plan (TIAA).

Equal Opportunity Employer: The District of Columbia Government is an Equal Opportunity Employer. All qualified candidates will receive consideration without regard to race, color, religion, national origin, sex, age, marital status, personal appearance, sexual orientation, family responsibilities, matriculation, physical handicap, or political affiliation.

Notice of Non-Discrimination: In accordance with the D.C. Human Rights Act of 1977, as amended, D.C. Official Code, Section 2-1401.01 et. seq., (Act) the University of the District of Columbia does not discriminate on the basis of actual or perceived actual race, color, religion, national origin, sex, age, disability, sexual orientation, gender identity or expression, family responsibilities, matriculation, political affiliation, marital status, personal appearance, genetic information, familial status, source of income, status as a victim of an intrafamily offense, place of residence or business, or status as a covered veteran, as provided for and to the extent required by District and Federal statutes and regulations. Sexual harassment is a form of sex discrimination which is also prohibited by the Act. In addition, harassment based on any of the above protected categories is prohibited by the Act. Discrimination in violation of the Act will not be tolerated. Violators will be subject to disciplinary action.

Veterans Preference: Applicants claiming veterans preference must submit official proof at the time of application.

Visa Sponsorship: At this time, the University of the District of Columbia does not provide sponsorship for visas (e.g. H-1B). This position is also ineligible for Optional Practical Training (OPT).

Residency Preference: A person applying for a position who is a bona fide District resident at the time of application for the position, may be awarded a 10-point residency preference over non-District applicants, unless the person declines the preference points. If selected, the person shall be required to present no less than 8 proofs of bona fide District residency on or before the effective date of the appointment and maintain such residency for 7 consecutive years from the effective date of the appointment. Failure to maintain bona fide District residency for the 7-year period will result in forfeiture of employment.

Drug-Free Workplace: Pursuant to the requirements of the Drug-Free Workplace Act of 1988, the individual selected to fill this position will, as a condition of employment, be required to notify his/her immediate supervisor, in writing, not later than five (5) days after conviction of any criminal drug statute occurring in the workplace.

Background Investigation: Employment with the University of the District of Columbia is contingent upon a satisfactory background investigation. The determination of a 'satisfactory background investigation' is made at the sole discretion of the University of the District of Columbia. The University may refuse to hire a finalist, rescind an offer of employment to a finalist or review and may terminate the employment of a current employee based on the results of a background investigation.

Disposition of Resume: Resumes received outside the area of consideration and/or after the closing date will not be given consideration. You must resubmit your resume to receive consideration for any subsequent advertised position vacancies. For the purpose of employment, resumes are not considered job applications. Therefore, if selected for employment a UDC application will be required.

Job Offers: Official Job Offers are made by the University of the District of Columbia, Office of Human Resources only.

Contact Information: All inquiries related to employment and job applications should be directed to UDC Office of Human Resources at (202) 274-5380.

The University of the District of Columbia is an Equal Opportunity/Affirmative Action institution. Minorities, women, veterans and persons with disabilities are encouraged to apply. For a full version of the University’s EO Policy Statement, please visit: .

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