Claremont McKenna College seeks a dynamic and creative human resources strategist for the role of Assistant Vice President of Human Resources (AVP/HR). The AVP/HR serves as a key member of the College’s leadership team and plays a critical role in supporting and advancing the College’s strategy and mission. The AVP/HR directly supervises a team of professional staff members responsible for employee relations, HR data and systems and talent management.
- Provide innovative leadership, oversight, problem solving, and guidance in the areas of employee services, benefits, leave management, talent management, classification and compensation, employee relations, performance management, HR operational support and other HR services. Offer advice, options and strategies with an awareness of the potential risks to the College.
- Establish and implement short- and long-term goals, objectives, strategic plans, policies, and operating procedures; monitor and evaluate programmatic and operational effectiveness, and effect changes required for improvement in all supervised areas. Evaluate, establish, and maintain an organizational structure and staffing plan to accomplish the College’s goals and objectives effectively and efficiently.
- Track HR trends, practices and federal and state law changes and ensure the College is compliant with changes.
- Responsible for financial planning and budget control including operating and budget activities. Develop and manage annual budgets and perform periodic cost and productivity analysis.
- Provide input toward the College’s strategic and programmatic leadership.
- Maintains effective leadership culture at all levels.
- Monitors outputs and outcomes of completed work of others to ensure soundness of approach and effectiveness, and delegates complex tasks to others.
- Establish performance standards, assess performance, counsel and evaluate performance of direct reports.
- Plan, implement and evaluate improvements in HR processes and practices.
- Facilitate cross-functional teams to achieve continuous improvement objectives.
- Compile and track improvement project data and reports on status.
- Evaluate the effectiveness of the process improvements.
- Effectively implement strategic business objectives in driving efficiencies and compliance.
Talent Acquisition and Management
- Develop, retain and support a diverse and talented workforce.
- Maintain a productive, dynamic and inclusive work environment.
- Maintain robust benefits package including medical plans and 403(b) contributions.
- Review compensation data from relevant labor markets to ensure salaries are competitive.
- Demonstrate strong negotiation skills to successfully manage leadership and employee expectations in workforce management initiatives.
Regular attendance is considered an essential job function; the inability to meet attendance requirements may preclude the employee from retaining employment.
The successful candidate will also be able to perform the following essential functions:
- Take and follow directions.
- Work cooperatively with others.
- Receive and respond appropriately to constructive criticism.
- Display a positive attitude.
- Balance multiple tasks and priorities.
- Performs other essential duties and tasks specific to the position.
Required Knowledge, Skills and Abilities:
Minimum ten years of progressively responsible experience in human resources administration and management experience, preferably in a non-profit or academic setting. Experience championing diversity, equity, and inclusion practices across an organization. Excellent strategic planning and operational management skills with the ability to translate vision and strategy to clear, actionable goals. Knowledgeable about the principles of process improvement, including best practices and techniques in collaborative teaming and organizational effectiveness. Ability to appropriately scale functional areas of HR to achieve strategic goals of the organization and adapt talent to the pace of technological advances. Core and substantive knowledge of all human resources functional and technical areas, including use of technology platforms as tools for implementing strategic processes and priorities.
Education: Bachelor’s degree from an accredited university. Master’s preferred.
Experience: Ten years of working experience and management experience in a Human Resources department.
Licenses: A valid U.S. driver’s license and be eligible as an insurable driver under the College’s insurance plan. A PHR or SPHR certification is preferred.
Other: This is an exempt, benefits-based, full time, twelve-month position.
SUPERVISORY RESPONSIBILITY: Will supervisor exempt and non-exempt human resources staff.
BACKGROUND CHECK: The successful candidate will be required to undergo a full consumer background check. Certain positions will require the successful completion of a post-offer physical agility test. Employment is contingent on the satisfactory results of the aforementioned, in addition to compliance with requirements cited in this job description.
ADA/OSHA: This job description defines the essential or fundamental job duties of this position. It is assumed that employees hired for this position can perform the essential functions of this job without imposing risk of substantial harm to the health or safety of themselves or others. It may also include marginal functions, generally defined within Title 1 of the Americans with Disabilities Act (ADA) and the Occupational Safety and Health Administration (OSHA). Reasonable accommodations will be provided for qualified applicants with disabilities who self-disclose.
DISCLAIMER: This job description has been designed to indicate the general nature and level of work performed by employees within this classification. It is not designed to contain or be interpreted as a comprehensive inventory of all duties, responsibilities and qualifications required of employees assigned to this position. Duties and responsibilities can change and develop over time, accordingly the College reviews job description on a periodic basis and may make changes of business necessity.
AT-WILL EMPLOYMENT: Employment with the College is “at-will” meaning that the terms of employment may be changed with or without notice, with or without cause, including, but not limited to termination, demotion, promotion, transfer, compensation, benefits, duties, and location of work. There is no agreement express or implied between the College and you for continuing or long-term employment. While the College has every hope that employment relationships will be mutually beneficial and rewarding, employees and the College retain the right to terminate the employment relationship at will, at any time, with or without cause. The President is the only person who can modify or alter the at-will employment relationship.