Assistant Vice Chancellor - HR Learning & Development and Applied Leadership

We are seeking a dynamic human resources professional to lead the university’s organizational development, learning and development, and employee engagement functions.

As the top ranked employer in Missouri and one of the largest employers in St. Louis, Washington University in St. Louis recruits and retains top talent, which enables us to achieve our missions of teaching, research, and patient care. Our employees work together in an inclusive community that celebrates diverse perspectives, collaboration and innovation.

Washington University employees receive exceptional benefits including health, dental, vision, and insurance options as well as generous tuition assistance for employees and family members, family care, well-being support, retirement plan contributions, time-off policies, professional development and advancement and home-buying assistance.

The Assistant Vice Chancellor – HR Learning & Development and Applied Leadership plans and directs the university’s organizational development, learning and development, and employee engagement functions. Develops short and long term plans to carry out strategies that meet university goals for organizational alignment, leadership and staff development, career growth and retention, and recognition and engagement initiatives based on best practices. Works to infuse organizational goals around inclusion, resiliency and adaptability. Leads and develops teams to deliver services in each of these areas and ensures appropriate staffing, technology, budget and cultural needs are met.

Primary Duties & Responsibilities

• Plans, develops and deploys a comprehensive learning and development program serving the needs of both the university and its faculty, staff and differing levels of management, from front line supervisor to senior leadership. Develops training programs, facilitates implementation of appropriate change management initiatives, and reviews current development programs to ensure alignment with university values around diversity, inclusion, adaptability and resilience. Instills value in the organization’s people by instilling and reinforcing a strong employee development culture with programs supported by management.
• Works to build consensus for shared programs and goals that support a diverse organization with distinct lines of business in healthcare, research and higher education. Leads needs assessment activities and builds effective metrics, methods of evaluation and feedback to ensure relevance. Ensures effective eLearning systems and tools are in place to deliver training to employees in a wide range of modalities.
• Develops and leads organization development services and the professional staff that deliver them. Provides support and direction for assessment and realignment of organizational structure and roles, operational procedures, reporting relationships, culture, and leadership preparedness. Works to engage levels of management and employee groups to effect change, build trust and resilience and support attendant programs through learning and development and employee engagement functions. Helps the university build effective teams, create strong and effective leadership structures and embrace a diverse, highly functioning and adaptable culture. Provides for tools and methods for employee feedback and other metrics to assess effectiveness of interventions.
• Directs the planning, development and deployment of a highly effective employee engagement program to include university wide communication and feedback strategies as well as meaningful recognition and engagement strategies.
• Ensures optimum utilization of assigned Human Resources staff across all three areas. Provides training, equipment, budget and leadership support for team members to create a highly effective unit that models desired university values. Ensures HR staff utilize technology for greater efficiency, effectiveness and customer satisfaction.
• Along with other members of the HR leadership team, participates in the planning, development, formulation, communication, interpretation and administration of university HR policies and practices.

Minimum Requirements

• Bachelor’s degree in Human Resources or related field and ten plus years of HR experience in progressively greater roles with at least five years of managerial experience.

Preferred Qualifications

• MBA or advanced degree.
• Managerial and leadership experience in a higher education, medical or other large, complex organization.
• Effective working knowledge of the laws, daily practices and challenges of HCM administration.
• Demonstrated commitment to equity and inclusion through both the completion of job duties and in interactions with others. Ability to lead cross-functional groups, work in diverse teams, and build consensus among divergent perspectives.
• Thorough knowledge of federal, state and local laws, rules and regulations governing employment law and HR administration.
• Ability to develop and negotiate creative solutions to challenging problems and successfully resolve interpersonal conflicts.
• Thorough knowledge of organizational HR policies and procedures.
• Demonstrated high level of verbal, written and interpersonal communication skills.
• Ability to establish and maintain effective working relationships across the organization at varying levels.
• High degree of perceptiveness and understanding of organizational dynamics within higher education/academic medicine and ability to thrive in a highly decentralized culture with multiple power structures.
• Ability to move to on and off-campus locations.

For more information on this opportunity, please contact:

Mark Prosperi
Executive Director, Talent Management
and Executive Search
prosperim@wustl.edu

You can also apply online:

https://wustl.wd1.myworkdayjobs.com/en-US/External/details/Assistant-Vice-Chancellor---HR-Learning---Development-and-Applied-Leadership_JR69673?q=assistant%20vice%20chancellor

EEO/AA Statement

Washington University in St. Louis is committed to the principles and practices of equal employment opportunity and especially encourages applications by those from underrepresented groups. It is the University’s policy to provide equal opportunity and access to persons in all job titles without regard to race, ethnicity, color, national origin, age, religion, sex, sexual orientation, gender identity or expression, disability, protected veteran status, or genetic information.