Vice President of Human Resources

Job Summary:

The Vice President of Human Resources (“VPHR”) serves as the senior executive overseeing all facets of human resources at the University, which has over 1,200 employees in 50 states. The VPHR provides strategic leadership for recruitment, retention, employee relations, training, compensation and benefits, organizational and HR policy development, and compliance with applicable employment and labor laws and regulations. Reporting to the President, the VPHR directs the management of the various component activities of the University's Human Resources Department, ensuring that all HR programs and initiatives are integrated and effective in supporting the overall mission, goals, and objectives of the University.

Compensation:
$200,000 per year
Commensurate with experience, skills, and qualifications.
This is a full-time, on-site, executive position.

Qualifications:

Minimum Qualifications:

• Bachelor’s degree in Human Resources Management or related field (or equivalent professional experience).
• 10 years of progressively responsible leadership experience in a human resource.
• Five years’ experience with employer branding and on-boarding, organizational development, workforce planning, sourcing, talent management and succession planning, and benefits (including retirement plan administration) and compensation programs and HRIS administration.
• Demonstrated knowledge of federal and state employment laws and regulations (specifically FLSA, Title VII, ADA, FMLA, etc.), specifically those applying to federal contractors.

Desired Qualifications:

• Experience working in Higher Education Human Resources.
• Experience with Title IX investigations or visa administration.
• A strategic thinker with a deep appreciation for the core academic purposes, mission, and culture of a university.
• Strong communication and critical thinking skills, combined with the proven ability to move ideas forward in a collaborative manner.
• Ability to communicate with a variety of institutional stakeholders and external audiences.
• Strong organizational skills with the ability to handle multiple projects concurrently.
• Commitment to the use of data analytics.

Other Qualifications:

• Embracing the University’s core values of aloha, pono and kuleana.
• Weekend and evening work as required.
• Candidates must be legally authorized to work in the United States.
• Report to work obligations to support the department and may require work during HPU’s winter break, if necessary.
• This position may be considered an essential position with report to work obligations depending on the type of emergency, campus closure, or evacuation.
• Must meet training and background check qualifications and comply with the Protection of Minors policy.
• Upon hire, candidate must have reliable personal transportation to facilitate travel between to all HPU worksites and other locations as required by the position. This includes a valid driver’s license and a personal vehicle that is legally registered and insured.
• Able to work all shifts and extended hours.
• Successful candidate will be able to work in an environment that utilize excellent time and stress management skills.

Key Responsibilities/Essential Job Functions:

1. Supervises and evaluates management, operations, and programs in the Human Resources Department: 40%

• Provides effective and efficient management of the Human Resources Department’s financial resources. Ensures that resources are allocated effectively to achieve objectives. Monitors the Department’s budget within delegated authority to ensure that fiscal objectives are met. Responsible for all expense management, budgeting, and project/special initiative funding.
• Establishes and implements short- and long-range organizational goals, objectives, strategic plans, policies, and operating procedures; monitors and evaluates programmatic and operational effectiveness, and effects changes required for improvement. Develops appropriate policies and programs in a manner that fulfills the University's mission and strategic goals while complying with applicable laws and regulations. Responsible for the interpretation and administration of the University's Human Resources policies, procedures and practices. With the assistance of the Director of Faculty Relations and EEO/AA Compliance Manager, develops, implements and enforces policies and procedures which will improve the overall operation and effectiveness of the University. Responsible for ensuring revision of policies and procedures to comply with new or revised laws and regulations and to ensure they continue to support the University's strategic goals.
• Directs and oversees the management of the Human Resources Client Services function, ensuring that all services to client departments are effective, cohesive, consistent with the needs and objectives of the various client departments, as well as the institution as a whole.
• Maintains and improves HR file management in electronic and physical forms. Monitors I-9, immigration and EEO reporting compliance.

2. Coordinates the activities, programs and strategic HR plans with other departments within the University: 20%

• Provides leadership and consulting to the University Executives, Administrators, department heads and managers on matters of goal setting, policy development, and strategic implementation in the area of human resources management. Ensures HR policies and procedures support of achievement of University's short-term and long-term objectives and strategic goals.
• Translates the strategic and tactical business plans into HR strategic and operational plans, providing advice and guidance on organizational structure and development and performance management.
• Evaluates and advises on the impact of long-range planning of new programs/strategies and regulatory action.
• Develops staffing strategies and implementation plans and programs to identify talent within and outside the University. Identifies appropriate and effective external sources for candidates.
• Provides advice and guidance on succession planning, training, professional development, employee relations and culture building, employee recruitment and retention.
• Develops progressive and proactive compensation and benefit programs to attract qualified individuals and to retain qualified employees by the University's competitive position in compensation and benefits.
• Continually assesses the competitiveness of all programs and practices against relevant colleges and universities and other comparable companies, industries and markets.
• Facilitates/Develops safety and security strategies and implementation plans, addressing workplace violence, substance abuse and alcohol testing, and employment-related risk management.
• Responsible for managing Immigration matters, including liaising with Immigration counsel, ensuring legal and posting requirements are met, and facilitating the immigration process for faculty and staff.

3. Provides the foundation for a culture of continuous improvement and leveraging of data analytics: 10%

• Defines, designs and implements data driven HR metrics system utilizing the HRIS and Applicant Tracking System. Plans, strategizes, researches, defines reporting needs, finalizes internal metrics and benchmarks and communicates findings. Monitors and maintains data integrity.
• Develops human resource planning models to identify competency, knowledge and talent gaps and develops specific programs for the filling of those gaps. Considers automation solutions to further efficiency and effectiveness across the university.
• Evaluates the effectiveness of the Human Resources Department for continual improvement of the efficiency and effectiveness of the department.
• Monitors the application and effectiveness of management development and employee training programs.

4. Employee Relations: 10%

• Supports and professionally messages University policies. Reviews and recommends updates and changes to relevant portions of the Employee Handbook
• Consults and advises staff supervisors on a wide variety of sensitive personnel issues for the purpose of assisting in effective decision-making and enforcing all relevant policies and procedures.
• Provides guidance with employee relations, employee retention and succession, performance management, and professional development. Utilizes metrics to track departmental progress in reaching goals and properly monitor and follow-up on these processes.
• Develops incentive and retention programs to ensure the retention of key employees.
• Advises managers and employees on state and federal employment regulations.

5. Recruitment and Retention: 15%

• Focusing on the life cycle of employees, ensures that maximum care and superior service is deployed to maintain human resources services and programs, preparing regular reports to supervisors and executive leadership on current staffing levels and needs, contingency scenarios for emergency talent, turnover and other human relations analytics, and professional development and other retention strategies.
• Develops and leads onboarding programs and strategies that support new hire assimilation. This includes a robust enculturation program for employees who are new to the islands.
• Manages employment branding efforts. Continually evaluates and refines recruiting sourcing processes to ensure maximum efficiency and optimal candidate experience. Performs high-level data analysis on the effectiveness of sourcing strategies, with an eye toward maximizing the “stick rate” of top talent.
• Establishes short and long-term recruiting and retention strategies designed to deliver on key organizational metrics (i.e. cost per hire, time to fill, quality of hire), with appropriate attention to the University’s own emerging (graduating) talent pipeline.
• Develops targeted talent pipelines that deliver top talent to hiring managers within established search timelines and time-to-fill metrics.
• Ensures standardized recruiting and retention processes, interviews, and documentation in compliance with legal requirements and university guidelines.
• Develops and maintain diversity recruitment programs and ensure recruiting is in compliance with all state, federal and university guidelines.
• Coordinates seamless transitions between exiting and onboarding employees.

6. Other Duties as Assigned: 5%

• Actively participates as an effective member of the HR team by completing assigned duties, accepting additional assignments or reassignments.
• Participates in special projects to further the mission of the University.
• In the event of an emergency, the employee holding this position may be required to "report to duty" in accordance with the University's emergency operations plan and/or the employee's department's emergency response and/or recovery plans. Familiarity with those plans and regular training to implement those plans is required. During or immediately following an emergency, the employee will be notified to assist in the emergency response efforts, and mobilize other staff members if needed, serving as a communications hub in support of the Director.
• Performs other duties as assigned.