Vice Chancellor of Human Resources

Serves as the executive responsible for directing the District’s human resources program, employment compliance, employee and labor relations, training and staff development, policy development, organizational analysis, staffing, data collection and reporting, human resources information system implementation and maintenance, and related areas.

Provides executive direction and leadership over strategic and long-range planning, implementation, and management of the District’s human resources functions, including but not limited to:

• Human Resources Operations – Hire processing, job classification coding, salary rates and differentials, recruitment and selection of faculty and educational administrators, academic compensation and classification, data collection and reporting, leave administration, performance evaluation administration, and policy development.
• Employee and Labor Relations – Labor contract negotiations, contract administration, employee counseling and guidance, employee discipline, grievance processing and hearings.
• Training and Staff Development- Interdisciplinary comprehensive training and staff development programs and services such as new hire employee orientations, technical and specialized skills training, supervisory and management skills development, coaching and mentoring, career development, employee recognition, customer service, and related areas
• HRIS System Implementation and Maintenance

Directs the development and implementation of a District-wide plan for human resources which focuses on best practices, cost savings and efficiencies, operational effectiveness, inter-college and inter-departmental cooperation, and strategic excellence.

Provides policy recommendations, technical assistance, and timely information to the Board of Trustees, executive management, and others on human resources issues needing attention, evaluation, resolution, and decisions.

Directs the systematic collection and analysis of various types of data, including input, process, outcome, and satisfaction data to guide decisions and recommendations on human resources matters.

Establishes, implements, and monitors short-range and long-range project goals, budgets, schedules, progress, and strategies.

Explores, assesses the feasibility of, and implements information system technologies to support the human resources functions of the District.

Evaluates organizational structure, policies, and procedures and implements changes as needed; ensures all elements of the operation are consistent with best practices and legal regulations.

Continuously monitors federal and state legislation to assess the impact on human resources in the District; facilitates the development of policies needed to ensure District-wide compliance.

Serves as a member of the Chancellor’s executive cabinet; advises the Chancellor and other District executives on a wide range of matters that impact human resources for the District and for specific colleges

Serves as the Chief Negotiator in the negotiation of labor contracts for all bargaining units of the District.

Integrates operations and drives collaboration among District and college operational units engaged in human resources activities.

Directs the preparation and maintenance of a variety of narrative and statistical reports, records and files related to assigned responsibilities.

Directs, oversees, and evaluates the performance of the Human Resources Division management and staff.

Performs related duties as assigned.

The Vice Chancellor of Human Resources is the executive responsible for directing the District’s human resources program, employment compliance, employee and labor relations, training and staff development, policy development, organizational analysis, staffing, data collection and reporting, human resources information system implementation and maintenance, and related areas.

The Chancellor is the chief executive officer of the District and is vested with the responsibility of providing educational, fiscal, and administrative leadership and ensuring the overall performance of the District in compliance with the strategic plan and policies as established by the Board of Trustees.

The Director of Human Resources plans, organizes, directs, and reviews the work of professional, technical, and clerical staff engaged in performing duties related to hire processing, leave administration, job classification coding, salary rates and differentials, recruitment and selection of faculty and educational administrators, academic compensation and classification studies, data collection and reporting, performance evaluations, employer-employee relations and other related functions.

General direction is received from the Chancellor. General supervision is exercised over administrative, supervisory, professional, technical, and general support staff assigned to the Human Resources Division.

Knowledge of:

Principles of human resource management and public labor relations

Principles of public personnel management and policy development

Principles of diversity, equity, and inclusion in education

Laws, regulations, court decisions, and legal interpretations related to the employment of personnel

Local, State, and Federal laws and regulations pertinent to human resources management

Principles of mediation, arbitration, and conflict resolution

Principles and techniques of strategic planning, organization, and management

Principles and techniques of research, statistical methodology, and data reporting

Culture, structure, and decision-making processes in higher education

Best practices in the onboarding process for new employees

Organization, functions, and inter-relationships of operating units and programs of the District

Leadership, management, and supervisory skills

Principles of supervision, team building, professional development, and training

Legal foundations and practices for the conduct of investigations and administrative hearings

Current trends and developments in human resource management, professional development, and related fields

State and federal legislative processes and procedures

Principles of financial planning, cost containment, and expenditure control

Principles of human capital planning

Capabilities of computer systems and applications used in human resources management

Ability to:

Formulate a clear organizational vision and appropriate operational plans and policies for the management of the human resources functions of the District

Administer and direct human resources operations in a manner that is data and principle driven, manages risk, ensures compliance, and achieves institutional effectiveness

Perceive and react responsibly to the needs of a workforce, student population, and public that is ethnically, socially, and economically diverse

Support human resources needs of the District through the innovative use of information technology systems

Implement successful negotiation techniques and collective bargaining processes

Develop and implement operating policies and procedures for assigned functional areas to ensure institutional effectiveness and compliance with performance standards and goals

Successfully navigate and thrive in a multi‐college context through persuasion, consensus, and effective communication

Anticipate conditions, plan ahead, and establish priorities and timelines

Foster trust and confidence, earn support from internal and external constituencies through principled leadership

Recognize the critical elements of problems, develop and evaluate data, and determine solutions

Evaluate Human Resources Division operations and staff

Stimulate teamwork and promote cohesiveness to achieve District goals

Prepare and present effective oral and written communications, presentations, and reports

Maintain high levels of professional integrity, judgement, and commitment

Effectively communicate both orally and in writing

Establish and maintain effective working relationships with other executives, administration, faculty, staff, and the public

Work effectively with individuals from diverse communities and cultures; possess cross-cultural communications skills and multicultural competency

Travel to offsite meetings and events

Education:

A master’s degree from a recognized college or university, preferably with a major in human resource management, organizational development, industrial or organizational psychology, public administration, or a related field.

Experience:

Five years of recent, full-time, paid, professional-level experience in a senior management position with responsibility for directing corporate/entity wide strategic, technical, and administrative human resources functions for an organization employing 500 or more employees. Experience must have included participation in labor negotiations, as well as the supervision of professional-level employees. Experience with a public educational institution is highly desirable.

Special:

A valid Class “C” California driver’s license must be obtained within 10 days of establishing residency in the State of California.

Travel to locations throughout the District is required.