Vice President of People, Culture, and Retention – Human Resources

Shoreline Community College•Shoreline College, WA

3d•Onsite

About The Position

The Vice President for People & Culture serves as Shoreline College’s primary people and retention officer and as a strategic member of the President’s Executive Team. The role provides executive leadership for workforce strategy, organizational culture, talent management, employee engagement, labor relations, leadership development, employee wellbeing, and retention. The Vice President advances a workplace that attracts, develops, engages, and retains a diverse workforce in support of student success and institutional excellence, and leads college-wide initiatives to strengthen organizational effectiveness, workforce sustainability, employee wellbeing, and belonging. The position leads the People & Culture division and its workforce and talent strategies, retention measures, succession planning, leadership development, employee experience, and organizational effectiveness. It provides strategic direction for labor relations and workforce partnerships, including collective bargaining and employee relations; advises College leaders on compliance and complex workforce matters; and oversees classification, compensation placement, employee benefits, workers’ compensation, discrimination complaint investigations, and public safety operations and strategy. The Vice President also stewards divisional resources and budget, and develops and supports employee training and professional development. This is a full-time, annually contracted administrative/exempt position. Administrators are assigned to work on campus, with limited remote work potentially available based on program or area needs and authorization. The work is performed in a standard office setting and includes attending meetings on and off campus. Weekend and evening work may be required when appropriate or needed. Initial salary placement depends on education and experience, and hiring is contingent upon available funding.

Requirements

Master’s degree in human resources management, public administration, organizational management, management, or a similar field, or education equivalent to a master’s degree in one of these fields.
At least five years of experience in human resources management positions, including at least two years in the public sector.
Experience with collective bargaining, contract administration, grievances, disciplinary and evaluation processes, and recruitment and selection.
Union bargaining experience and knowledge of interest-based bargaining.
Sensitivity to and understanding of the diverse academic, socioeconomic, gender, cultural, disability, and ethnic backgrounds of students, and of groups historically underrepresented or that may have experienced discrimination.
Knowledge of state and federal regulations related to EEO, sexual harassment, sexual assault, discrimination, protected leaves, and reasonable accommodations.
Knowledge of professional development practices, collective bargaining agreements, College policies and procedures, ERP software, and general office software and equipment.
Ability to analyze complaints and grievances, conduct investigations using appropriate techniques and best practices, reach conclusions, make determinations, and develop training materials.
Ability to establish and maintain a professional development program.
Ability to apply collective bargaining agreements, advise on their interaction with state and federal regulations, and ensure grievance procedures comply with negotiated agreements.
Ability to use general office software and equipment to develop reports, presentations, training materials, and aggregate data, and to communicate with College staff, consultants, and government agency representatives.
Ability to stay current with collective bargaining agreements and regulations concerning EEO, Title IX, diversity, sexual harassment, sexual assault on college campuses, and reasonable accommodation.
Ability to follow collective bargaining agreements and College policies; analyze data, information, and evidence; and make sound recommendations.
Ability to align departmental policies with organizational objectives and ensure College compliance with EEO regulations.
Ability to interact effectively with state and federal compliance agency officials on behalf of the College.
Effective oral and written communication skills and ability to maintain professional relationships with College staff, students, agency officials, consultants, and investigators.

Responsibilities

Serve on the President’s Executive Team and contribute to institutional priorities and long-range strategic goals.
Provide executive leadership for workforce strategy, employee retention, organizational effectiveness, and culture development.
Advise the President and Executive Team on workforce trends, talent challenges, succession planning, and organizational health.
Promote people-centered leadership and cross-divisional collaboration in support of the College’s mission and strategic objectives.
Oversee public safety operations and strategy, including policies, practices, partnerships, campus safety, emergency preparedness, regulatory compliance, and community wellbeing.
Develop and implement workforce and talent strategies to attract, engage, develop, and retain employees.
Establish institutional goals and measures for employee retention, recruitment, workforce development, and engagement.
Use workforce analytics and institutional data to identify trends, opportunities, and retention risks.
Lead succession planning, workforce sustainability, career mobility, leadership development, and employee growth efforts.
Lead initiatives that foster an inclusive, supportive, and high-performing organizational culture and strengthen belonging, collaboration, engagement, and workplace satisfaction.
Guide organizational change initiatives with attention to employee experience, communication, and workforce stability.
Advise executive and senior leaders on workplace climate, employee retention, and complex employee and organizational matters.
Provide strategic direction for labor relations and workforce engagement, build collaborative relationships with represented employee groups and labor partners, and support collective bargaining and workforce planning.
Coordinate the College’s bargaining team and serve as chief negotiator or primary negotiation team consultant; prepare and evaluate proposals, discuss strategies with Board members, and communicate contract changes to campus and College management.
Serve as liaison with Administrators/Exempt employees and promote constructive employee relations and workplace problem-solving.
Direct the classification process; advise on and monitor salary placements; and assist with position development and planning, including legally appropriate job descriptions.
Lead institution-wide leadership development and organizational development initiatives to improve supervisory effectiveness, leadership capacity, workforce performance, and retention.
Advise and lead relevant employee professional development and training programs; conduct management training and support management in mediating employee concerns and developing faculty and staff.
Promote employee wellbeing, resilience, workplace satisfaction, and a healthy, sustainable work environment; partner with campus leaders on employee support systems and resources.
Ensure proper investigation and administration of discrimination complaints.
Coordinate activities and programs and resolve issues and conflicts with administrators, personnel, and contractors.
Direct contracting and administration of employee health and welfare benefits, ensure compliance with applicable laws and policies, and direct COBRA administration.
Direct administration of the College’s workers’ compensation plans.
Provide strategic leadership for the People & Culture division, develop a high-performing leadership team, and align divisional priorities with institutional goals.
Steward human and financial resources and prepare the annual preliminary Human Resources and Training budget; analyze financial data and control and authorize expenditures within established limits.