Description

Position Summary

The Vice President of Human Resources (VPHR) serves as the Title IX Deputy Coordinator, Assistant Compliance Officer, and on other key leadership committees and is a strategic advisor to President & Dean and other senior leaders. The VPHR is responsible for overall leadership, administration, coordination, and evaluation of the Human Resource function including culture management, leadership development, organizational development, performance evaluation, recruitment and retention, affirmative action, employee benefits, compensation, training, employee and labor relations, and legal compliance with federal and state employment laws. The incumbent will contribute at a strategic level and deliver hands-on operational expertise and directs all aspects of the Law School's Human Resources practices, policies, objectives, and initiatives to achieve the mission and vision as well as provide consultation and guidance on the development and interpretation of human resources policies and guidelines and develops human resource initiatives in alignment with the School's strategic plan and departmental work plan.

Key Responsibilities

People Leadership

• Oversee and contribute to all aspects of human resources, including recruitment, retention, performance management, benefits, policy development and implementation, and compliance.
• Provide strategic direction and project management for the HR team.
• Lead initiatives to strengthen organizational culture, employee engagement, and workplace inclusion.
• Develop and implement programs to build leadership and professional skills.
• Advise the President and Dean and senior leadership team on workforce planning, succession, and organizational design.
• Understand the overall climate within higher education generally, and legal education specifically.
• Establish credibility throughout the school with faculty and staff in order to be an effective listener and problem solver.
• Partner with other School leaders to understand the skill sets they and their departments need and to develop strategies to meet those needs.
• Develops effective training programs.
• Manage the culture in a way that mitigates risk and safeguards the School, its reputation and people resources.
  

Management & Budget

• Directs the activities of the Human Resource department.
• Develops a departmental work plan in alignment with the School's Strategic direction.
• Evaluates department in relation to established goals.
• Consults with managers and staff on human resources issue(s).
• Prepares periodic reports for other senior managers as needed.
• Develops and manages an annual budget.
• Updates faculty and staff compensation programs.
• Reviews job descriptions and rewrites as necessary.
• Develops the school's salary budget.
• Develops the annual merit program.
• Develops and revises the performance management program as needed.
• Serves as the School's Privacy Officer as described in HIPAA policy.
• Negotiates contracts with insurance carriers or delegates the task to a benefits broker to obtain cost-effective, maximum coverage for employees.
• Provides recommendations to Senior Leadership Team regarding proposed changes to the benefits program.
• Ensures plans meet legal requirements.
• Communicates benefits to faculty and staff.
• Manages the open enrollment process.
• Manages compliance with Affordable Care Act.
• Manages compliance with ABA faculty reporting requirements.
  

Employee Relations

• Cultivates professional relationships to facilitate resolutions of employee and labor relations issues.
• Works with outside legal counsel as directed by General Counsel.
• Counsels managers and employees regarding employment issues.
• Develops human resource policies.
• Writes, updates and maintains faculty (in consultation with Vice Deans) and staff handbooks for the School.
• Implements and interprets policies in collaboration with the management team.
  

Recruitment & Retention

• Develops effective recruiting strategies.
• Develops retention and reward strategies.
• Helps attract outstanding candidates by articulating the School's mission and vision.

Requirements

Qualifications

• MBA, JD, MPA or Masters in Human Resources/Organization Development or a related field and a minimum of 8 years of leadership experience in HR, talent management, or executive operations or an equivalent combination of experience and education.
• Experience supervising HR staff, experience supervising staff at the Vice President level or above preferred.
• Strong understanding of HR best practices, and workforce development.
• Demonstrated ability to manage executive priorities, lead projects, and coordinate cross-functional initiatives.
• Excellent communication, negotiation, and interpersonal skills.
• High emotional intelligence, strategic thinking, and problem-solving capabilities.
• Experience working with governing boards.
  

Competencies

• Strategic leadership and decision-making
• Bridging high-level thinking with practical action and results - orientation execution
• Talent development and coaching
• Change management
• Project management and operational efficiency
• Relationship building and conflict resolution