Associate Vice President of Human Resources Oregon

Western University of Health Sciences • Lebanon, OR, United States • $200k - $250k / year • 1m ago

Job Overview

In collaboration with Pomona campus VP Human Resources and applicable functional areas as necessary, the Associate Vice President innovates, delivers, and collaborates on Human Resources functions related to learning and development, policy/process innovations, and equity compliance/investigations. The Assistant Vice President will create and bring to life differentiated yet relatable lean learning and development programs, modernized policy and processes, as well as equitable compliance and investigations to ensure belonging. This position has direct oversight of total rewards, HRIS, leave of absences, talent management/acquisition, and Oregon Strategic Partnership divisions with collaboration from shared governance.

Knowledge, Skills and Abilities

Thorough knowledge of successful strategies providing People and Culture support in a multi-stakeholder organization across multiple locations.
Understanding of risk, control, and compliance operating models in the People and Culture space.
Expertise in leaves and accommodation management strategy, tracking, models, systems, and compliance.
Familiarity with learning strategies and blended learning approaches to support a learner-centric experience.
Ability to create innovative, varied, and simplified solutions maximizing knowledge and skill acquisition.
Strategic insight within the People and Culture space through EEO, Title IX, and civil rights compliance monitoring, technology, trend forecasting, and stakeholder collaboration.
Knowledge of applicable sections of Oregon and California labor and employment law and policies for compliance.
Proven practices and strategies for investigation, negotiation, alternative dispute resolution, mediation, and arbitration.
Skills in identifying and building cross-functional partnerships to understand challenges.
Understanding of intersectional diversity, inclusion, belonging, equity, antiracism, and equal opportunity.
Research techniques, data mining practices, and people analytics strategies.
Experience with software such as Advocate/Maxient, Ellucian Banner/Colleague, case management, and related HRIS/People and Culture software.
Effective and concise verbal and written communication skills with the ability to collaborate and influence cross-functional team members.

Required Qualifications

A Bachelor’s Degree from an accredited college or university and five (5) years of related work experience OR
Master’s Degree/Juris Doctorate/Doctorate Degree from an accredited college or university and three (3) years of related work experience OR Equivalent combination of training and experience.

Key Responsibilities

Partner closely with peers and stakeholders across the University to assess existing Human Resources programs, processes, and practices; identify gaps and inefficiencies, and innovate to enhance the employee experience and support long-term growth objectives.
Project adaptability, trust-building, and effective leadership amidst significant change, especially in the context of structural changes and uncertainty.
Oversee all reward programs, including the design, planning, implementation, administration, compliance, and communication of base salary compensation, variable compensation, equity programs, and benefits at all levels.
Continuously evaluate compensation, benefits, and mobility programs to ensure alignment with the company’s business and talent strategies.
Develop and continuously improve compensation infrastructure and processes; establish metrics to monitor impact and effectiveness.
Prioritize continuous learning, diversity, equity, and inclusion while understanding legislative dynamics.
Collaborate with senior leaders, managers, and employees in providing expertise in the areas such as learning and development, process innovation, total rewards, investigations, employee relations, performance management, alternative dispute resolution/mediation, and risk management.
Build and sustain a performance-based culture focused on setting measurable objectives and engendering accountability.
Lead, assess, and mentor team members to ensure daily operations excellence and encourage creativity.
Develop and deliver training programs that are tailored around lean 80/20 learning with research-based impact and sustainable results.
Oversee all total rewards, leave of absences, and HRIS programs including classification/compensation, benefits/wellness, and HRIS development/innovations.
Prepare metric-oriented reports to measure progress and stakeholder service.
Assess and take action to mitigate any potential safety risks.
Evaluate and enhance existing policies/procedures to ensure compliance and educational outreach.
Innovate and implement new ideas for continuous and sustainable improvement.
Manage and collaborate with stakeholders on complex risk management, leaves of absences, and accommodation affairs.
Collaborate with the Chief Human Resources Officer and Vice President, Human Resources (California) on annual operating budgets for the department.
Perform other duties as assigned.