Number of Vacancies:
Area of Consideration:
Open To The Public
Pay Plan, Series & Grade:
$121,890 – $139,965
Open Until Filled
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
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
Minimum Job Requirements
- 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
- 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
- Develop and implement strategic talent acquisition, retention
and talent management (staffing) plans aligned to talent
development programs to support organizational workforce
- 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
- 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
- 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
- Prepares workforce reports to drive organizational process
improvements and data driven decisions.
- Performs other duties as assigned.
Information to Applicant
Collective Bargaining Unit (Union):
- Master’s degree in Human Resources Management, Business,
Education, or related field from an accredited college or
- Seven years of progressive HR experience in the areas of
recruitment, retention, compensation, benefits, HRIS and
- 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
- Demonstrated proficiency with HR information systems and
Microsoft Office Suite (PowerPoint, Word, Excel, Outlook, Project,
- Experience with organizational change, HR infrastructure
development and implementation and process improvement
- SHRM-CP certification preferred.
This position is not
part of the collective bargaining unit.
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
Applicants claiming veterans preference
must submit official proof at the time of application.
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
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.
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.
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.
Official Job Offers are made by the University
of the District of Columbia, Office of Human Resources only.
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