Western University of Health Sciences
Interim Associate Vice President, Human Resources Oregon
Western University of Health Sciences, Oregon, Illinois, United States, 61061
As you take your first step onto a Western University of Health Sciences campus, each path, each person, each structure comes with a transformative story. WesternU is more than the practice of medicine. We are defined by character and culture.At WesternU, you will discover humanism at the heart of every interaction: a warm welcome, a sincere smile, a positive word, a kind deed, a thoughtful gesture. You will see students work together on case studies; a parade of pets in campus parks; student clubs offering opportunities for career growth and community involvement; and faculty, staff and students designing their future and the future of WesternU. We display a collaborative mindset in how we operate, educate, and serve others.Although, geographically, we are two campuses - as humanists, we are one: to enhance and extend the quality of life in our communities and achieve excellence in everything we do. We attract diverse, professional faculty, staff and students that thrive in an environment of humanistic health care education. Join our team of faculty and staff and make a difference.Position Title
Interim Associate Vice PresidentPosition Control Number
T02160Type of Position
Temporary / ContractPosition Status
Full-timeDepartment
5701-Human ResourcesCampus
Western University Campus-Lebanon, ORJob Summary
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. 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
Thorough Knowledge of: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.Ability to:Analyze data and metrics to guide strategy.Innovate on software packages for recruitment, personnel, spreadsheets, and databases.Show success utilizing employee attraction, engagement, and retention strategies.Gather data, analyze/reason logically, and draw valid conclusions.Spearhead with expedited resolution in various employee relations matters.Audit various People and Culture processes, practices, and procedures to ensure alignment and compliance.Analyze situations and make appropriate decisions and/or recommendations.Quickly learn and effectively interpret and apply rules, regulations, and precedents to personnel issues with working solutions.Clearly communicate ideas and recommendations.Write clear and concise reports, presentations, and related communications.Work with and provide direction to other employees in the completion of the day-to-day work.Excel in an ever-changing environment using an ambitious mindset.Required Qualifications
Education and Experience:A Bachelor’s Degree from an accredited college or university and five (5) years of related work experience ORMaster’s Degree/Juris Doctorate/Doctorate Degree from an accredited college or university and three (3) years of related work experience OREquivalent combination of training and experience.Preferred Qualifications
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. This includes being a change management expert and a strategic partner who listens to diverse perspectives, engages with the public and community, promotes accountability, and enhances the University’s image.In collaboration with Pomona campus VP Human Resources and applicable functional areas as necessary: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; Develops and implements comprehensive compensation and benefits plans that are competitive and cost-effective and supported by the Total Compensation Philosophy.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.Prioritizes continuous learning, diversity, equity, and inclusion, while also understanding legislative dynamics, and have a mission-focused approach that emphasizes both resource advocacy and employee experience.Collaborates with senior leaders, managers, and employees in providing expertise in the areas such as learning and development, process innovation, total rewards, investigations, employee relations, performance management, alternative dispute resolution/mediation, and risk management.Builds and sustains a performance-based culture focused on setting measurable objectives, engendering accountability, and delivering consistent feedback.Leads, assesses, and mentors team members to ensure daily operations excellence and encourage and inspire creativity.Develops and delivers training programs that are tailored around lean 80/20 learning with research-based impact and sustainable results.Oversees all total rewards, leave of absences and HRIS programs not limited to classification/compensation, benefits/wellness, and HRIS development/innovations.Prepares, in collaboration with various stakeholders, metric-oriented reports to measure progress and stakeholder service.Assesses and takes action to mitigate any potential safety risks.Evaluates and enhances existing policies/procedures to ensure compliance, educational outreach and humanism centrality.Innovates and implements new ideas for continuous and sustainable improvement, including process enhancements that reduce costs, strengthen stakeholder satisfaction, and/or improve the effective delivery of services.Manages and collaborates with stakeholders on complex risk management, leaves of absences, and accommodation affairs.Collaborates with the Chief Human Resources Officer and Vice President, Human Resources (California) with annual operating budgets for the department.Performs other duties as assigned.Work Schedule
Standard business hours. Some nights and weekends may be required.Expected Pay Scale
Minimum: $150,000.00Maximum: $180,000.00Physical Demands
Do the essential functions of this job require lifting? YesThe 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. Specific vision abilities required by this job include close, distance, and peripheral vision, depth perception and the ability to focus.Describe Work Environment
The work environment characteristics described here are representative of those an employee encounters while performing the essential functions of this job. Reasonable accommodations may be available to enable individuals with disabilities to perform the essential functions.Duties are normally performed in a typical office setting. The noise level in this setting is typically low to moderate.Posting Information
Posting Number: TC00437Posting Date: 07/12/2024Close Date: Open Until FilledConditions of Employment - Background Check
To secure employment, successful fulfillment of a background check, including a criminal records check, may be required. Western University of Health Sciences will extend a conditional offer of employment, subject to rescission if the background check unveils disqualifying information or if it is found that the candidate deliberately withheld or misrepresented information.Pay Transparency Act
Western University of Health Sciences is required to provide a reasonable estimate of the compensation range for this role. This range considers various factors in making compensation decisions, including but not limited to experience, skills, knowledge, abilities, education, licensure and certifications, and other business and organizational needs.Equal Opportunity Statement (EEO)
It is the policy of Western University to provide equal employment opportunity to all employees and applicants for employment as required by law without regard to age, race, color, national origin ancestry, citizenship, ethnicity, creed, religion or religious creed, sex or gender (including gender identity), marital status, sexual orientation, disability (both physical and mental) including HIV and AIDS, medical condition (cancer and genetic characteristics), pregnancy (which includes childbirth, breastfeeding and medical conditions related to pregnancy, childbirth or breastfeeding), age, genetic information, military and veteran status, or any other applicable protected characteristic as outlined by federal, state, or local laws.Required Documents
ResumeCover LetterOptional Documents
Additional Applicant DocumentSupplemental Questions
Required fields are indicated with an asterisk (*).* How did you hear about this employment opportunity? Please provide the name of the website, individual, or organization.* This position is located in Lebanon, Oregon. Are you willing and able to work from this campus location?
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Interim Associate Vice PresidentPosition Control Number
T02160Type of Position
Temporary / ContractPosition Status
Full-timeDepartment
5701-Human ResourcesCampus
Western University Campus-Lebanon, ORJob Summary
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. 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
Thorough Knowledge of: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.Ability to:Analyze data and metrics to guide strategy.Innovate on software packages for recruitment, personnel, spreadsheets, and databases.Show success utilizing employee attraction, engagement, and retention strategies.Gather data, analyze/reason logically, and draw valid conclusions.Spearhead with expedited resolution in various employee relations matters.Audit various People and Culture processes, practices, and procedures to ensure alignment and compliance.Analyze situations and make appropriate decisions and/or recommendations.Quickly learn and effectively interpret and apply rules, regulations, and precedents to personnel issues with working solutions.Clearly communicate ideas and recommendations.Write clear and concise reports, presentations, and related communications.Work with and provide direction to other employees in the completion of the day-to-day work.Excel in an ever-changing environment using an ambitious mindset.Required Qualifications
Education and Experience:A Bachelor’s Degree from an accredited college or university and five (5) years of related work experience ORMaster’s Degree/Juris Doctorate/Doctorate Degree from an accredited college or university and three (3) years of related work experience OREquivalent combination of training and experience.Preferred Qualifications
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. This includes being a change management expert and a strategic partner who listens to diverse perspectives, engages with the public and community, promotes accountability, and enhances the University’s image.In collaboration with Pomona campus VP Human Resources and applicable functional areas as necessary: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; Develops and implements comprehensive compensation and benefits plans that are competitive and cost-effective and supported by the Total Compensation Philosophy.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.Prioritizes continuous learning, diversity, equity, and inclusion, while also understanding legislative dynamics, and have a mission-focused approach that emphasizes both resource advocacy and employee experience.Collaborates with senior leaders, managers, and employees in providing expertise in the areas such as learning and development, process innovation, total rewards, investigations, employee relations, performance management, alternative dispute resolution/mediation, and risk management.Builds and sustains a performance-based culture focused on setting measurable objectives, engendering accountability, and delivering consistent feedback.Leads, assesses, and mentors team members to ensure daily operations excellence and encourage and inspire creativity.Develops and delivers training programs that are tailored around lean 80/20 learning with research-based impact and sustainable results.Oversees all total rewards, leave of absences and HRIS programs not limited to classification/compensation, benefits/wellness, and HRIS development/innovations.Prepares, in collaboration with various stakeholders, metric-oriented reports to measure progress and stakeholder service.Assesses and takes action to mitigate any potential safety risks.Evaluates and enhances existing policies/procedures to ensure compliance, educational outreach and humanism centrality.Innovates and implements new ideas for continuous and sustainable improvement, including process enhancements that reduce costs, strengthen stakeholder satisfaction, and/or improve the effective delivery of services.Manages and collaborates with stakeholders on complex risk management, leaves of absences, and accommodation affairs.Collaborates with the Chief Human Resources Officer and Vice President, Human Resources (California) with annual operating budgets for the department.Performs other duties as assigned.Work Schedule
Standard business hours. Some nights and weekends may be required.Expected Pay Scale
Minimum: $150,000.00Maximum: $180,000.00Physical Demands
Do the essential functions of this job require lifting? YesThe 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. Specific vision abilities required by this job include close, distance, and peripheral vision, depth perception and the ability to focus.Describe Work Environment
The work environment characteristics described here are representative of those an employee encounters while performing the essential functions of this job. Reasonable accommodations may be available to enable individuals with disabilities to perform the essential functions.Duties are normally performed in a typical office setting. The noise level in this setting is typically low to moderate.Posting Information
Posting Number: TC00437Posting Date: 07/12/2024Close Date: Open Until FilledConditions of Employment - Background Check
To secure employment, successful fulfillment of a background check, including a criminal records check, may be required. Western University of Health Sciences will extend a conditional offer of employment, subject to rescission if the background check unveils disqualifying information or if it is found that the candidate deliberately withheld or misrepresented information.Pay Transparency Act
Western University of Health Sciences is required to provide a reasonable estimate of the compensation range for this role. This range considers various factors in making compensation decisions, including but not limited to experience, skills, knowledge, abilities, education, licensure and certifications, and other business and organizational needs.Equal Opportunity Statement (EEO)
It is the policy of Western University to provide equal employment opportunity to all employees and applicants for employment as required by law without regard to age, race, color, national origin ancestry, citizenship, ethnicity, creed, religion or religious creed, sex or gender (including gender identity), marital status, sexual orientation, disability (both physical and mental) including HIV and AIDS, medical condition (cancer and genetic characteristics), pregnancy (which includes childbirth, breastfeeding and medical conditions related to pregnancy, childbirth or breastfeeding), age, genetic information, military and veteran status, or any other applicable protected characteristic as outlined by federal, state, or local laws.Required Documents
ResumeCover LetterOptional Documents
Additional Applicant DocumentSupplemental Questions
Required fields are indicated with an asterisk (*).* How did you hear about this employment opportunity? Please provide the name of the website, individual, or organization.* This position is located in Lebanon, Oregon. Are you willing and able to work from this campus location?
#J-18808-Ljbffr