Chief Human Resources Officer - The University of Vermont
Location: Burlington, VT, United States
Posted on: May 24, 2023
Profile
Client: The University of Vermont
Website: uvm.edu
Title: Chief Human Resources Officer
Location: Burlington, Vermont
About The University of Vermont: Since 1791, the University of Vermont has worked to move humankind forward. Today, UVM is a Public Ivy and top 100 research university of a perfect size, large enough to offer a breadth of ideas, resources, and opportunities, yet small enough to enable close faculty-student mentorship across all levels of study, from bachelors to M.D. programs.
Position Overview: The University of Vermont (UVM) is looking for an innovative Chief Human Resources Officer (CHRO) who is an active member of the leadership team and trusted counsel to the President and senior executives of the university. The CHRO will lead the development and implementation of UVM's HR strategy that will support UVM's overall strategy and vision (Amplifying our Impact). The CHRO has overall accountability for HR performance across the university and ensuring compliance with federal, state, and university labor standards and policies. The CHRO will have responsibility for planning, developing, and implementing university-wide initiatives and strategies that support employee engagement and customer service excellence, and UVM's aspiration to retain and recruit exceptional talent.
Essential Job Functions and Responsibilities:
- Serves as chief advisor to the President, General Counsel, and Leadership team in all matters related to human resource strategy.
- Functions as counsel and trusted adviser of colleagues, faculty, and staff.
- Leads the evolution of the human resource strategy at UVM to be cutting-edge and forward-thinking.
- Builds credibility with colleagues, faculty, and staff by demonstrating an understanding of the University of Vermont's mission and its challenges, aligning short and long-term people goals with the university's strategy.
- Develops effective change management strategies, frameworks, and project plans to ensure successful implementation.
- Supports realization of the university's operational and cultural goals by building and implementing organizational performance, team effectiveness, organizational structure, governance, and defined processes.
- Leads smooth organizational transitions using best practice change management methodologies.
- Develops and executes resourcing and long-range talent strategies that ensure departments have the right people in the right place at the right time.
- Interprets data and generates original insights for strategic talent priorities; uses those insights to develop strategies that will elevate UVM as an employer of choice.
- Ensures HRS strategies and services provide all managers of people with the tools and support to drive individual and team performance improvement at all levels.
- Develops and drives the employee engagement strategy to help make UVM the best place to work in Vermont.
- Creates a strategy that ensures employees work in a safe, secure, and hygienic environment.
- Develops creative benefit offerings that add value to team members and their families.
- Becomes a storyteller with employees regarding compensation, benefits, and HR policies and procedures to ensure they understand the value proposition of working at UVM.
- Leads and develops a team of highly qualified and passionate individuals who are dedicated to serving the campus community.
- Directs the contract bargaining and management activities associated with the University’s six bargaining units toward the goal of balancing the needs of employees and the institution and develops comparable outcomes for non-represented staff and faculty.
- Inspires and shepherds initiatives related to workforce strategic planning, recruitment and retention strategies, organizational development and training initiatives, classification and compensation, benefits and retirement, performance management, employee relations, and the management of HR systems, reporting, and metrics.
Education and Experience Requirements:
- Masters degree in HR or related field required; Doctoral or JD degree preferred. Professional HR certifications (for example SHRM-SCP, SPHR) are strongly preferred.
- Mediation training and conflict resolution training preferred.
- Requires 10 years of demonstrated leadership experience in human resources, including expertise in key areas such as compensation, classification, benefits, workforce development, succession planning, collective bargaining, contract administration, and change management.
- Experience in higher education is highly desirable, along with knowledge and experience related to federal and state laws and regulations as related to HR and higher education (Title IX, ADA, Affirmative Action).
- Must have demonstrated experience supervising and leading a team.
- Must have demonstrated experience consulting and advising senior-level executives in broad areas of human resources and must demonstrate a commitment to an inclusive and collaborative leadership style and strong skills in all forms of communication.
- Demonstrated strategic planning, change management, and evaluation expertise is essential.
- Demonstrated experience dealing with highly sensitive and confidential situations and a history of successful collaboration with multiple diverse constituencies is critical to success as well.
Gallagher, Flynn, & Company, LLP has been retained to conduct this search. Interested candidates may apply by sending a resume and cover letter to Dan Lyons, Managing Director, HR Consulting. While we appreciate all interest in this exciting opportunity, only candidates most closely aligned with our search will be contacted.
Disclaimer: What is listed above is representative of the position's responsibilities but is not meant to be an exhaustive list. Responsibilities may change during employment at the company's discretion. Gallagher, Flynn & Company, LLP, and our client do not discriminate in employment based on race, color, religion, sex (including pregnancy and gender identity), national origin, political affiliation, sexual orientation, marital status, disability, genetic information, age, membership in an employee organization, parental status, military service, or other non-merit factors.
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