8 days old
2018-08-092018-09-08

Associate Vice President of Human Resources

Company Confidential
New York, New York
  • Job Type
    Employee
  • Job Status
    Full Time

Associate Vice President of Human Resources,

Human Capital Management Systems, Compensation, and Benefits

 

Reporting to the Vice President of Human Resources, the Associate Vice President of Human Resource, (AVPHR), will play a critical role in the ongoing operations and success of the Office of Human Resource Management of a major NYC university.  The AVPHR is a highly valued member of the human resources leadership team and an active participant in strategic decision making and direction-setting.

 

The AVPHR oversees the university’s Human Capital Management operations including (HRIS, applicant tracking system, performance management system, learning management system), assesses and delivers responsive and innovative HR services that support and foster collaboration between HR and other University departments, and provides business insights through workforce analytics to improve decision-making on human capital; manages the administration and maintenance of compensation and benefits programs; supports the university’s mission, vision, values and strategic direction with an emphasis on maintaining effective operations.

 

Specific duties include:

 

1.    Strategic Human Resources Leadership:

 

a.    Collaborate with HR leadership and functional units in evaluating, developing and implementing University human resources policies and procedures.

b.    Evaluate, revise and implement department procedures to streamline and automate processes, improve customer service and reduce paper flow.

c.     Identify and lead related change management efforts internally within HR and externally with departments when implementing systems changes.

d.    Establish a climate within the human resources department that fosters high engagement, trust and commitment to quality among all employees.

 

2.    Human Capital Management Systems (HRIS, ATS, LMS, PMS) and Workforce Analytics

 

a.    Evaluate and assess University's current human capital management systems, and develop plans for improvements. Identify and implement applicant tracking system.

b.    Assess the current HR technology, ensure it has the capacity, sophistication, and scale to adapt to the needs of the organization, and to recommend and lead new technology initiatives.

c.     Design and implement a system of comprehensive business insights through workforce analytics in support of management decisions regarding employee resources.

d.    Ensure information security, privacy standards, data accuracy, and data integrity are monitored and audited across all HR-related enterprise systems; partner with the University's information systems department to stay current with and anticipate future information security best practices and policies.

e.     Strengthen cross functionality, communication and interoffice collaboration and data integrity.

f.    Keep current on HR technology related developments and industry trends to anticipate impact on business practices; maintain positive relationships with colleagues at peer institutions to keep abreast of and/or benchmark new policies and practices.

 

3.    Compensation

 

a.    Oversee the maintenance, implementation and enhancement of employee compensation programing to ensure internal equity and market competitiveness in line with University’s compensation philosophy.

b.    Direct the refinement and automation of job descriptions, job classifications, structured compensation and non-monetary reward programs. Monitor the job evaluation process and develops the foundation for consistent and compliant job descriptions and classifications across the University.

c.     Monitor the effectiveness of existing compensation policies, guidelines and procedures recommending plan revision as well as new plans that are cost-effective and consistent with compensation trends and University objectives.

d.    Supervise the participation in, conducts and/or purchases salary surveys to ensure compensation objectives are achieved. Assist university leadership in defining market and peer comparison groups.

 

5.    Employee Benefits

 

a.    Facilitate benefits administration for the employees of the University. Develop, execute and communicate strategic benefit plans for the University in collaboration with internal stakeholders and external sources such as consultants, brokers and vendors.

b.    Ensure program compliance with federal and state regulations concerning employment and benefits administration (FMLA, EEOC, ERISA, COBRA, ADA Section 125), Workers Compensation and all related benefit regulations.

c.     Manage vendor relationships including the RFP process, vendor selection, maintenance of performance measures.

d.    Oversee the overall benefits budget in partnership with Finance to ensure proper accounting of payments, monitoring healthcare claim trends and analysis, and audits of University’s 403(b) plan.

e.    Ensure correct preparation and filing of required forms including: Form 5500 and Form 8955-SSN for the University’s 403(b) plan, Forms 1094-C and 1095-C as required by the ACA.

 

6.    Other

a.    Assure that HR staff members are properly trained in their respective functions and are adequately cross-trained in other functions as required.

b.     Manage, develop and mentor HR staff in order to enhance their knowledge of HR service delivery and foster an environment of providing excellent customer service to the University's employees.

 

 

Qualifications and Education

 

Incumbent should possess the following qualities and characteristics:

 

  •          A successful track record of at least ten years of progressive broad-based human resources generalist experience in higher education, with a minimum of seven years of leadership experience including substantial experience in implementing HR systems, compensation and benefits, employee relations, and talent management, and a deep understanding of federal and state labor laws, and other governmental regulations and guidelines and their impact on HR technology.
  •          Significant background in Ellucian Banner or a similar HCM system, latest technologies used to advance human resources functions.
  •          Five year’s experience with purchasing and contract negotiations, project budgets, and vendor management of HR technology.
  •       Demonstrated organizational, administrative and project management skills. Must have the ability to assess and diagnose critical areas for attention, develop strategies and then translate those into concrete action.
  • Five years of demonstrated statistical and analytical experience.

 

 

Education

 

  •          A master’s degree in Computer Science, Human Resources, or Business Analytics from an accredited postsecondary educational institution is preferred.
  •          Demonstrated experience in process improvement methodology with Six-sigma certification preferred.
  •          Professional HR generalist certifications are highly desirable, including Senior/Professional in Human Resources (SPHR/PHR), Society of Human Resources Management Senior/Certified Professional (SHRM- SCP/CP) preferred.


Equal Opportunity Employer – Veterans/Disabled and other protected categories

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Associate Vice President of Human Resources

Company Confidential
New York, New York

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