Associate Vice President, Human Resources / Chief Human Resources Officer

This is an extraordinary opportunity for a CHRO to join a dynamic leadership team driving cultural transformation at one of our nation's leading research universities. They will partner with the President, Provost, EVPs and the Board of Trustees to facilitate change and build upon the university's dedication to excellence in fostering a culture of accountability.

Reporting to the Executive Vice President for Operations, Finance and Support, the Associate Vice President, Human Resources and Chief Human Resources Officer (CHRO) is responsible for developing and executing human resource strategy in support of the overall strategic plan and direction of the organization, specifically in the areas of succession planning, talent management, change management, organizational and performance management, training and development, compensation, and culture. This is an opportunity to lead critical efforts in central HR and within the eight schools and multiple academic and administrative centers.

Through collaboration with academic leadership and staff, the CHRO will seek to understand the HR needs of the organization and will streamline HR processes and procedures to enhance efficiency and effectiveness. The CHRO will guide the implementation of a data-first approach to decision making, as well as the use of advanced technology solutions to support HR functions and talent management systems.

The CHRO will play a key role in the strategic planning process and have a high level of influence on governance of the university. They will contribute to the strategic planning process by providing insights into workforce trends, labor market conditions, and HR best practices that influence long-term institutional planning. The CHRO may serve on or support various governance committees, such as those focused on faculty and staff welfare, diversity, equity, and inclusion (DEI), or compensation, ensuring that HR perspectives are integrated into governance decisions. They will also play a key role in developing and implementing university-wide policies on (DEI), employee conduct, and work-life balance. They may present to the Board of Trustees or relevant subcommittees on these topics, among other HR-related matters.

Key responsibilities include:

• Collaborate with constituents at all levels of the organization to determine short and long term HR-related goals.
• Establish and implement HR efforts that effectively communicate and support the university's mission and strategic vision.
• Develop HR plans and strategies to support achieving the university's objectives.
• Provide guidance to the President, Provost, and other senior leaders on matters such as labor relations, employee engagement, and organizational change, helping to shape policies that impact the entire university community.
• Function as a strategic business advisor to the executive/senior management of each division and school, including faculty leadership, on issues related to faculty recruitment, promotion, tenure, and professional development, among other key organizational and managerial topics.
• Work with the university's executive management team to establish a sound management succession plan that corresponds to the strategy and objectives of the university.
• Develop strategies for effective workforce planning and talent pipeline development to meet the human capital needs of the university's strategic goals.
• Develop and implement comprehensive compensation and benefits plans that are competitive and cost-effective in partnership with the Chief Financial Officer.
• Leverage data and analytics to inform HR strategies and measure the effectiveness of HR initiatives.
• Provide overall leadership and guidance to the HR function by overseeing DEI, talent acquisition, career development, succession planning, retention, training, leadership development, compensation, and benefits.
• This position is directly responsible for leading managers and indirectly for all HR department employees.
• In collaboration with other leaders, the CHRO is involved in crisis management, particularly in situations that affect the workforce, such as labor disputes, public health crises, or other emergencies.

Ensure compliance with employment laws and regulations and manage risks associated with HR practices in partnership with the university's legal counsel.

Candidate Profile

The new CHRO will be an experienced, mature, execution minded executive with a track record of managing complex, long-term projects. The successful candidate must be able to work effectively with the executive leadership who encompass the decision making of the organization. The ideal candidate will have a history of success in collaborating with schools to create an inclusive and supportive campus environment for students, faculty, and staff.

In terms of the competencies required for the position, Rice is seeking a CHRO with strategic human resources experience within an organization that has high expectations and aspirations for its workforce. Strong candidates will have experience professionalizing existing resources to lead an HR function and team that can support a complex organization. The ideal candidate has an appreciation and understanding of higher education structures, potentially (although not necessarily) gained through experience in higher education or in a similarly complex and mission-driven setting.

The ideal candidate will be a collaborative, dynamic and engaging HR leader who has spent time in an environment dedicated to excellence, and who brings the judgment and acumen to be comfortable making decisions, at times with imperfect information. They will be deeply comfortable in ambiguity. They will understand how to operate proactively and collegially across diverse constituents and will have a history of success in leading through influence. They will bring deep subject matter expertise across the range of HR disciplines, particularly (although not limited to) employee relations, leadership and development, organizational development, change management, and compensation.

In terms of the performance and personal competencies required for the position, we would highlight the following:

• Demonstrated ability to think strategically in partnership with academic and staff leadership.
• Extraordinary communicator with a passion for developing trusting relationships at all levels across campus.
• Ability to comprehend, empathize with and operationalize cultural goals.
• Results-oriented problem solver who drives accountability throughout organizations.
• Inclined to assess the need and capacity for change within an organization, has effectively managed communications through change.
• History of encouraging a data-first approach to decision making among a diverse group of constituents.
• Strong analytical skills and ability to use quantitative methods to evaluate the effectiveness of HR programs and services.
• Ability to build and inspire a service-minded team.
• Demonstrated ability to lead, motivate, and develop associates at all levels.
• In-depth knowledge of HR practices, emerging technologies, trends, methodologies, and resource management principles.
• Experience in conflict resolution, mediation, facilitation, and the dynamics of problem-solving and negotiation.
• A high-energy, highly visible, self-starting leader with superior standards.
• Seen as a thought leader and peer by Rice's leadership team.
• Ability to engage people from across the university and use their input and advice in shaping university strategy.
• Excellent organizational skills and attention to detail.
• Thorough knowledge of employment-related laws and regulations.
• Knowledge of and experience with varied human resource information systems, including Microsoft Office Suite or related software.

Additional qualifications include:

• A BS/BA degree from an accredited college/university. MBA or MA/MS in human resources or related field is preferred.
• A minimum of 15 years of HR experience, with at least five years of executive HR experience.
• Senior Human Resources Professional (SPHR) and/or SHRM Senior Certified Professional (SHRM-SCP) certification preferred.
• Experience working in an academic environment is desired. Candidates from other sectors should have experience in organizations with similar cultures and values in universities-such as collective decision-making in a decentralized environment, transparency, and comfort with ambiguity.
• In lieu of the education/experience requirement, additional related education and/or experience, above and beyond what is required, may be substituted on an equivalent year-for-year basis.

Nomination and Application Procedure Rice University invites inquiries, nominations, and applications for the position of Associate Vice President, Human Resources and Chief Human Resources Officer. Interested candidates should confidentially submit a curriculum vitae and letter of interest (Adobe PDF files preferred) to: RiceCHRO@russellreynolds.com . For full consideration, materials should be received as soon as possible and preferably by October 14, 2024.

Rice University is an Equal Opportunity Employer that celebrates diversity at all levels. It considers for employment qualified applicants without regard to race, color, religion, age, sex, sexual orientation, gender identity, national or ethnic origin, genetic information, disability, or protected veteran status.

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