Associate Vice President for Human Resources

Hamline University•Saint Paul, IN

8d•Onsite

About The Position

Founded in 1854, Hamline was the first university in Minnesota and among the first coeducational institutions in the nation. Hamline University provides a world-class education for undergraduate and graduate students. Our faculty, staff, and students cultivate an ethic of civic responsibility, social justice, and inclusive leadership and service. Hamline University is an Equal Opportunity employer. Hamline University does not discriminate on the basis of race; color; religion; creed; sex; national origin; marital status; familial status; status with regard to public assistance; membership or activity in a local human rights commission; disability; age; protected veteran status; or any other status protected by applicable law in its education or employment programs or activities. The University will provide reasonable accommodations to qualified individuals with disabilities. The Associate Vice President for Human Resources provides strategic and operational leadership for all human resources functions, building HR infrastructure and systems while aligning HR operations with institutional mission, goals, and priorities for employee engagement, retention, and satisfaction. This role requires both visionary thinking and hands-on implementation skills as it oversees comprehensive HR management including recruiting faculty and staff; training and personnel development; equal employment opportunity; employee/labor relations; compensation and benefits; workforce planning; HRIS and records management; and legal compliance. The AVP HR serves as a critical coordination point between Human Resources and other organizational units, establishing foundational systems and processes, providing coaching and subject matter expertise to support employee development and organizational effectiveness while directing both strategic planning and day-to-day operational execution across the HR department.

Requirements

Proven ability to build HR infrastructure from the ground up, establishing systems, processes, and team capacity in organizations requiring operational transformation
Proficient knowledge and application of employment laws and regulations including FMLA, FLSA, ADA, ADEA, Title IX, EEO, Unemployment, and Workers' Compensation
Exceptional client service and relationship management skills with ability to communicate effectively and professionally with sensitivity, discretion, and confidentiality
Strategic thinking ability to translate organizational needs into actionable workforce plans and align HR initiatives with long-term business objectives
Excellent verbal and written communication skills, including leading discussions and presentations with varied audiences at all organizational levels
Strong conflict resolution, negotiation, and collaboration skills with demonstrated ability to build trust and credibility across the organization
Proven record of leading organizations through transitions while maintaining employee engagement and organizational effectiveness
Expertise in HR Information Systems (HRIS) such as Workday, PeopleSoft, or UKG, and talent management platforms
Strong analytical and problem-solving skills with ability to conduct research and data analysis
Excellent supervisory and leadership skills with proven ability to develop and mentor HR teams
Excellent organizational skills, attention to detail, and time management abilities with proven capacity to meet deadlines and prioritize effectively
Ability to adapt to the evolving needs of the organization and employees while maintaining focus on results and service excellence.
Bachelor's degree in Human Resources, Business Administration, Organization Development, Law or related field from an accredited college or university or equivalent combination of education and experience.
Minimum of 10 years of progressively responsible human resources work experience
Minimum of 5 years in a HR management or leadership capacity

Nice To Haves

Master's degree (MBA, MHRM, MA/MS in Human Resources) or Juris Doctorate (JD)
SHRM-SCP (Senior Certified Professional) or SPHR (Senior Professional in Human Resources) certification
Experience leading HR department turnarounds or organizational restructuring initiatives
Experience in a nonprofit, government, or higher education setting
Experience in a union environment, including proficient interpretation of multiple collective bargaining agreements and applicable labor laws
Demonstrable experience aligning position descriptions, work behaviors, and KSAs, preferably using a complex classification system
Proficient technology skills, especially with Microsoft Office applications, HRIS systems (such as Workday, PeopleSoft, or UKG), and applicant tracking systems

Responsibilities

Strategic Leadership: Develop and implement comprehensive HR strategies that align with the university's long-term mission, goals, and strategic direction
Translate organizational needs into actionable people strategies and workforce plans
Articulate HR needs and plans to university leadership
Function as a strategic advisor to executive/senior management on key organizational and people management issues
Operational Oversight: Establish and maintain foundational HR systems, processes, and infrastructure to ensure efficient, compliant, and effective HR operations
Manage the full suite of HR functions including talent acquisition, compensation and benefits administration, classification systems, performance management, and HRIS operations
Provide leadership and guidance to the HR team by overseeing daily workflow
Implement best practices across all HR functional areas
Oversee day-to-day operations of the Human Resources department
Establish and maintain a strong front-facing customer service philosophy
Regulatory and Legal Compliance: Ensure university adherence to all federal, state, and local employment laws and regulations including FMLA, FLSA, ADA, ADEA, Title IX, EEO, Unemployment, and Workers' Compensation
Oversee preparation and submission of all required regulatory reports including EEO-1, VETS-4212, IPEDS, and other federal, state, and local employment-related filings
Maintain knowledge of laws, regulations, and best practices in employment law, human resources, and talent management
Maintain compliance with federal and state regulations
Review and recommend policy modifications to ensure best HR practices and legal/regulatory compliance
Employee & Labor Relations: Serve as HR liaison to collective bargaining efforts with unionized units
Provide guidance and assistance to management and employees
Serve as Designated Official in employee workplace investigations in accordance with university policy
Administer programs including disputes and investigations, performance and talent management, and employee recognition
Workforce Development: Develop and oversee leadership development programs and succession planning processes
Support employee training, organizational development, and a culture of engagement for university employees
Facilitate professional development, training, and certification activities for HR staff
Data Analytics & Reporting: Direct research and analysis of organizational trends
Review and interpret metrics from HRIS and talent management systems
Identify key performance indicators to assess organizational success and market competitiveness
Use data to inform HR strategy and decision-making
Team Leadership & Coordination: Provide coaching, mentorship, and professional development to HR professionals
Build high-performing teams that continuously improve and positively impact the employee experience
Develop team capacity and expertise to establish sustainable HR operations
Serve as a critical point of coordination between the Human Resources department and other university departments

Benefits

Medical, dental, and vision insurance
Life insurance
Short- and Long-Term Disability
Critical Illness and Hospital Indemnity
403(b)
403(b) matching
Paid Time off, including vacation time, paid holidays and safe and sick leave time off
Employee assistance program
Flexible spending account (FSA)
Health savings account (HSA)
Tuition waiver