Associate Vice President of People and Culture

Clark College•Vancouver, WA

10h•Hybrid

About The Position

Clark College is currently accepting applications for a full-time, 12-month, exempt Associate Vice President position in the Office of People and Culture. Reporting directly to the Vice President of People and Culture, the Associate Vice President (AVP) of People & Culture is a leadership role responsible for advancing the college’s Human Resources, diversity, equity, and inclusion, and organizational culture initiatives in alignment with the strategic direction established by the Vice President. As the second-in-command within the Office of People & Culture, the AVP provides day-to-day leadership, operational oversight, and expert guidance across key Human Resources and diversity, equity and inclusion functions, including, but not limited to talent acquisition and development, employee and labor relations, total rewards, compliance, and employee engagement. The AVP plays a pivotal role in translating institutional goals into operational practice, ensuring the consistent application of policies, processes, and diversity, equity and inclusion principles throughout the employee lifecycle. This leader has strong inclusive communication and fosters collaborative relationships across the college, helping to attract, develop, and retain a diverse workforce that supports student success and reflects the mission, vision, and values of the community college. This position is expected to work in-person, on campus and the position may offer occasional work from home days. The Office of People and Culture’s mission is to support and elevate the college community by embedding equity and continuous growth into every aspect of people practices – from recruitment and onboarding to learning, well-being and community partnerships. At Clark, we value equity, diversity, and inclusion. We are committed to growing, learning, and supporting our employees.

Requirements

Master’s degree in Human Resources, Organizational Development, Business Administration, Higher Education Administration, or related field OR a combination of relevant experience and education.
Three (3) years of direct experience supervising employees and running the day-to-day operations of a Human Resources department in an organization of 800 or more employees with demonstrated success in embedding diversity, equity and inclusion principles into human resources systems, policies, and practices.
Two (2) years of progressively responsible human resources and diversity, equity, and inclusion leadership experience in in higher education, a community college or similarly mission-driven educational environment.
Two (2) years of experience and knowledge of labor laws, human resources best practices, diversity, equity and inclusion best practices and working in a unionized environment.
Experience working with diverse, multicultural employees and student populations.
Ability to work well with people of all ages from academically, culturally, and socioeconomically diverse backgrounds.
Prior to a new hire, a background check including criminal record history will be conducted which includes a sexual misconduct background check as required under RCW 28B.112.080 . Information from the background check will not necessarily preclude employment but will be considered in determining the applicant’s suitability and competence to perform in the position.

Responsibilities

Advance the institution’s DEI commitments by embedding equity-focused practices into HR operations, policies, and decision-making.
Support efforts to diversify the faculty, staff, and leadership pipeline through inclusive recruitment, equitable hiring practices, and bias-reduction strategies.
Ensure all Human Resources policies and processes are equitable, nondiscriminatory, and aligned with the college’s diversity, equity and inclusion goals through the college’s social equity framework.
Develop and provide training and professional learning in areas such as cultural competency, inclusive leadership, conflict resolution, and equity-minded supervisory practices.
Provide operational leadership for core Human Resources functions, including HRIS, personnel records, compliance, and process improvement.
Ensure Human Resources services are timely, accurate, and accessible, meeting the needs of a diverse workforce.
Implement and maintain policies and procedures that promote legal compliance, consistency, and fairness across the institution.
Collaborate closely with the VP to ensure day-to-day operations are aligned with the mission and vision of the Office of People and Culture’s.
Lead a comprehensive talent strategy focused on attracting and retaining highly qualified, diverse faculty and staff.
Collaborate with hiring managers to ensure equitable screening, interviewing, and evaluation processes.
Train, promote, develop, and engage in professional development program offerings, including training on leadership development, onboarding, and succession planning.
Support continuous learning through programs that build cultural fluency and strengthen a growth-oriented workplace.
Provide leadership and guidance to Director of Employee Equity and Engagement to ensure learning pathways are implemented across all employee categories and resolve complex compliance situations.
Provide leadership and guidance to Director of Labor and Compliance and employees on conflict resolution, performance management, and contract interpretation, ensuring all actions reflect equity and fairness and timely resolution.
Serve as a key liaison in collective bargaining processes, promoting respectful, transparent, and collaborative labor-management relations.
Lead or coordinate workplace investigations, ensuring fairness, consistency, and alignment with DEI principles.
Actively participate in labor–management relationships.
Oversee equitable compensation and benefits strategies, ensuring pay and benefits are competitive, transparent, and supportive of employee well-being.
Conduct regular compensation analysis to identify and address pay disparities.
Lead benefits education efforts that meet the diverse needs of employees across all demographics.
Provide leadership and guidance to Director of Talent Acquisition and Compensation to ensure compensation is accurate and complex situations are resolved.