Western University of Health Sciences
Interim Associate Vice President, Human Resources Oregon
Western University of Health Sciences, Lebanon, Oregon, United States, 97355
In collaboration with Pomona campus VP Human Resources and applicable functional areas as necessary, the Interim Associate Vice President innovates, delivers, and collaborates on Human Resources functions related to learning and development, policy/process innovations, and equity compliance/investigations. The Interim Associate 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
Successful strategies with providing People and Culture support in a multi-stakeholder organization across multiple locations.
Risk, control, and compliance operating models in the People and Culture space.
Leaves and accommodation management strategy, tracking, models, systems, and compliance.
Learning strategies and blended learning approaches to support a learner-centric experience.
Innovative, varied and simplified solutions which maximize knowledge and skill acquisition.
Strategic ideas within the People and Culture space through EEO, Title IX, and civil rights compliance monitoring, technology, trend forecasting, and stakeholder collaboration.
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.
Strategies identifying and building cross-functional partnerships to understand challenges.
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 with 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
Partners 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.
Projects 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, including executive compensation.
Continuously evaluate compensation, benefits, and mobility programs to ensure they align with the company’s business and talent strategies including the promotion of equity and fairness through transparency.
Develop and continuously improve compensation infrastructure and processes; establish metrics to monitor impact and effectiveness.
Prioritize continuous learning, diversity, equity, and inclusion, while also understanding legislative dynamics.
Collaborate with senior leaders, managers, and employees in providing expertise in 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, engendering accountability, and delivering consistent feedback.
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, in collaboration with various stakeholders, 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, educational outreach, and humanism centrality.
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) with annual operating budgets for the department.
Perform other duties as assigned.
Work ScheduleStandard business hours. Some nights and weekends may be required.
Physical DemandsDo the essential functions of this job require lifting? Yes
The physical demands described here are representative of those that must be met by any employee to successfully perform the essential functions of this job. Reasonable accommodations may be available to enable individuals with disabilities to perform the essential functions.
While performing the duties of this job, the employee is frequently required to use hands to operate a PC in the performance of job duties, and talk or hear. The employee is regularly required to sit, and reach with hands and arms, and occasionally required to stand, walk, stoop, and smell. The employee must occasionally lift and/or move up to 10 pounds.
Applicant DocumentsRequired Documents
Resume
Cover Letter
Optional Documents
Additional Applicant Document
#J-18808-Ljbffr
Knowledge, Skills and Abilities
Successful strategies with providing People and Culture support in a multi-stakeholder organization across multiple locations.
Risk, control, and compliance operating models in the People and Culture space.
Leaves and accommodation management strategy, tracking, models, systems, and compliance.
Learning strategies and blended learning approaches to support a learner-centric experience.
Innovative, varied and simplified solutions which maximize knowledge and skill acquisition.
Strategic ideas within the People and Culture space through EEO, Title IX, and civil rights compliance monitoring, technology, trend forecasting, and stakeholder collaboration.
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.
Strategies identifying and building cross-functional partnerships to understand challenges.
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 with 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
Partners 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.
Projects 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, including executive compensation.
Continuously evaluate compensation, benefits, and mobility programs to ensure they align with the company’s business and talent strategies including the promotion of equity and fairness through transparency.
Develop and continuously improve compensation infrastructure and processes; establish metrics to monitor impact and effectiveness.
Prioritize continuous learning, diversity, equity, and inclusion, while also understanding legislative dynamics.
Collaborate with senior leaders, managers, and employees in providing expertise in 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, engendering accountability, and delivering consistent feedback.
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, in collaboration with various stakeholders, 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, educational outreach, and humanism centrality.
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) with annual operating budgets for the department.
Perform other duties as assigned.
Work ScheduleStandard business hours. Some nights and weekends may be required.
Physical DemandsDo the essential functions of this job require lifting? Yes
The physical demands described here are representative of those that must be met by any employee to successfully perform the essential functions of this job. Reasonable accommodations may be available to enable individuals with disabilities to perform the essential functions.
While performing the duties of this job, the employee is frequently required to use hands to operate a PC in the performance of job duties, and talk or hear. The employee is regularly required to sit, and reach with hands and arms, and occasionally required to stand, walk, stoop, and smell. The employee must occasionally lift and/or move up to 10 pounds.
Applicant DocumentsRequired Documents
Resume
Cover Letter
Optional Documents
Additional Applicant Document
#J-18808-Ljbffr