POSITION SUMMARY: 

The Deputy Executive Vice Chancellor, Chief Human Resources Officer (DEVCHR) is responsible for developing and executing the UMMS people strategy in support of the UMMS mission, overall business plan and strategic direction of the organization. The DEVCHR will focus on building an entrepreneurial and innovative organizational culture that is aligned with our mission; that emphasizes organizational learning; and is characterized by an agile, service-oriented, diverse, collaborative, high performing, professionally competent, engaged and accountable workforce. The DEVCHR will articulate UMMS human capital needs and plans to the executive leadership team and will have full operational responsibility for overseeing the day-to-day aspects of a best-in-class HR organization. As a member of the senior management team, the DEVCHR will also contribute to the development of the UMMS overall strategic, operational and financial goals.

ESSENTIAL FUNCTIONS:

• Develop and deploy a people strategy that positions UMMS as an employer of choice, recognized for attracting, developing and retaining talent and embracing diversity and inclusion as a primary building block of our culture.
• Determine the planning, framework and execution to support the people strategy by using a deep working knowledge of the general areas of HR including talent management; compensation, benefits and total rewards; diversity and inclusion; leadership and professional development; change management; employee engagement; labor and employee relations; organizational development; performance management; HR communications; leave management, HR compliance, risk and regulatory; HRIS; succession planning; EAP and HR policy development and interpretation.
• Design and implement programs to support UMMS talent management efforts aimed at ensuring our workforce is representative of the diversity of our surrounding cities and towns.
• Serve as a thought leader and trusted counsel to the executive team members to lead continuous and sustainable transformation across the organization.
• Function as a strategic business advisor to senior management of each UMMS business unit regarding key organizational and management issues.
• Develop comprehensive strategic OD, talent management, recruiting and retention plans to meet the human capital needs and strategic goals of UMMS.
• Develop and implement a compensation philosophy, policies and structure; price jobs to market and adjust job classification and pay schedules accordingly; manage internal equity, oversee development, administration and adherence to a Classification and Compensation Plan that is MEPA compliant.
• Develop an internal career management model for all employees and offer personalized Individual Development Plan (IDPs) to facilitate personal career and professional development goals.
• Work with the executive management to establish a sound plan of management succession that corresponds to the strategy and objectives of UMMS.
• Provide overall leadership and guidance to the HR function. Oversee HR staff career development, succession planning, retention, training, leadership development, etc. Oversee the development and monitoring of annual budgets for HR units with a focus on improving efficiency and reducing costs.
• In collaboration with the DIO, develop a learning and training program to educate UMMS community members about the importance of diversity and inclusion and work to foster a diverse and inclusive work environment by developing management and staff D&I competencies.
• Manage HR risk and ensure that all HR programs and practices are in strict compliance with federal, state and local laws and all other applicable guidelines, rules, and regulations.
• Coordinate and administer the UMMS performance management system for all employees; coordinate annual performance/salary reviews according to budget and procedures.
• Compile data-based research for strategic workforce analysis purposes. Analyze data, drawing logical conclusions and make recommendations to UMMS executive leadership.
• Provide accurate, professional and legally sound advice, guidance and information to managers and employees on a variety of employee relations issues.

REQUIRED QUALIFICATIONS:

• A minimum of 15 years strategic human resources experience with at least 10 years with a combination of experience as executive/chief human resources executive or second-in-command in a multi-site, complex academic enterprise.
• MA/MS in human resources is required or equivalent experience
• Must be an accomplished and inspirational HR leader with a proven track record of developing and implementing a people strategy with experience in talent management; compensation, benefits and total rewards; diversity and inclusion; leadership and professional development; change management; employee engagement; labor and employee relations; OD; performance management; HR compliance, risk and regulatory; HRIS and HR policy development and interpretation.
• A commitment to service excellence, a track record of improving HR service delivery and operational excellence, managing a customer focused human resources team and an expertise at leading HR transformation is a must.
• A commitment to and record of fostering a culture of diversity and inclusion, openness and accountability.
• Successful development of HR staff and teams; proactive in identifying strategic and organizational issues and a history of positive employee and labor relations experience.
• Personal and professional values consistent with UMMS’ values and mission.
• Excellent listener and communicator with demonstrated track record in fostering collaboration and building consensus to achieve collective objectives.
• A personal style that emphasizes openness, participation, visibility, and responsiveness. Ability to convey the organization’s enthusiasm, confidence, goals, and mission, and to inspire those things in others.
• A system thinker who is able to "connect the dots" quickly and implement initiatives across multiple units.
• Proven creative problem-solving skills with the willingness to take the initiative in leading and managing changes; able to execute.
• A self-motivated, hard worker who holds people accountable but also encourages creativity and a safe, free exchange of new ideas. Empowers others, maintains a sense of humility, and enjoys giving credit to others.
• An appropriate risk taker who is action/results oriented. Able to make tough choices that serve the best interests of UMMS. Proven creative problem-solving skills with the willingness to take the initiative in leading change as well as the ability to effectively manage change.
• Hands-on approach and reputation for follow through. Is adaptive, decisive and intuitive.
• Open and accessible personal style; is calm and thoughtful and encourages input and ideas from others.
• A consensus builder with superb facilitation skills, a team player who is collaborative and collegial, and a person of the highest level of integrity.
• Proven ability to develop strong and enduring relationships and engage, challenge and mentor others. One who can be an effective, persuasive advocate for human resources.