Director, Human Resources & Talent Management

Virginia Union University•Richmond, VA

About The Position

Virginia Union University (VUU) is a distinguished private institution founded in 1865 that proudly upholds a legacy of academic excellence and community engagement. With a historic 86-acre campus, it offers a dynamic and nurturing environment for its 1,568 undergraduate and graduate students. Virginia Union University is recognized in the 2024 edition of U.S. News & World Report, holding a prestigious position as #39 among Historically Black Colleges and Universities. VUU provides a robust array of academic programs, including 35 Bachelor's, 11 Master's, and one Doctoral degree. Virginia Union University remains steadfast in its commitment to offering accessible, high-quality education, instilling a sense of assurance and confidence in its students. It fosters a vibrant intellectual community dedicated to the holistic development of future leaders. Five fundamental principles (core values) guide Virginia Union University. Each principle is essential to our ability to provide a Best-In-Class educational experience for students, faculty, and staff. These principles help our community understand the right path to fulfilling our institution's mission. The principles are Innovation, Spiritual Formation, Integrity, Diversity & Inclusion, and Excellence. The Director of Human Resources and Talent Management provides strategic leadership and operational oversight for all human resources functions at the university. This role is responsible for advancing HR initiatives that support institutional goals, ensure regulatory compliance, enhance employee engagement, and promote a high-performing and inclusive workplace culture. The Director serves as a trusted advisor to senior leadership and oversees talent acquisition, benefits and retirement administration, payroll coordination, performance management, compliance, and financial stewardship of HR operations.

Requirements

Bachelor’s degree in Human Resources, Business Administration, Public Administration, or a related field.
Minimum of 7–10 years of progressive HR leadership experience , preferably in higher education.
Demonstrated expertise in benefits administration, retirement plans (403(b)), payroll coordination, and compliance.
Proven ability to manage budgets, audits, and complex HR systems.
Must be able to lift 10 pounds.

Responsibilities

Advise senior leadership on workforce planning, organizational design, employee relations, and risk management.
Lead HR policy development, ensuring alignment with federal, state, and institutional regulations.
Utilize data analytics and workforce metrics to support informed decision-making and continuous improvement.
Oversee employee benefits programs, including health, dental, vision, life insurance, disability, and voluntary benefits.
Administer retirement plans, including 403(b) programs, in partnership with providers such as TIAA and Principal.
Ensure compliance with FMLA, ERISA and DOL regulations related to retirement and benefit plans.
Manage benefit reconciliations, payroll deductions, eligibility tracking, vendor coordination, and annual open enrollment.
Provide employee education and counseling related to retirement planning and benefits utilization.
Collaborate with Payroll and Finance to ensure accurate payroll processing, benefit deductions, reconciliations, and reporting.
Oversee HR budget development, forecasting, and financial controls.
Ensure timely resolution of payroll discrepancies and compliance with wage and hour laws.
Support audits related to payroll, benefits, and retirement administration.
Lead end-to-end talent acquisition and management strategies, including recruitment, onboarding, classification, and retention.
Implement workforce planning strategies to support institutional growth and succession planning.
Direct the university’s annual performance review process, ensuring consistency, accountability, and alignment with institutional goals.
Support leadership development, training programs, and employee engagement initiatives.
Provide coaching and guidance to managers on performance management, corrective action, and employee development.
Ensure accurate recordkeeping, reporting, and data integrity across all HR functions.
Maintain compliance with employment laws including FLSA, FMLA, ADA, EEO, Title IX, and state regulations.
Serve as a trusted resource for employees and leadership regarding workplace concerns, conflict resolution, and policy interpretation.