Description

The Associate Vice President for Human Resources (AVP-HR) serves as a strategic, operational, and human resources leader, playing a crucial role in creating and implementing a human resources department that aligns with the College's goals, values, and strategic plan, and addresses the diverse needs of the workforce. The AVP-HR leads initiatives aimed at enhancing college morale and maintaining a healthy, inclusive, and equitable environment, including but not limited to equitable hiring, inclusive onboarding, bias-mitigation practices, and climate-building.

The Associate Vice President reports directly to the Vice President of Finance and Administrative Affairs (VPFA) and when necessary, has direct communication with and oversight by the College President.

The AVP-HR is responsible for developing, overseeing, and implementing HR policies, procedures, and processes related to payroll, entitlements, benefits, performance management, recruitment, orientation, training, and retention. The AVP-HR is tasked with ensuring employer compliance with all federal and state civil rights and employment laws, including Title IX.   The AVP-HR leads and facilitates all labor-management relations, and collective bargaining on behalf of the College. Overall, the role involves ensuring that HR practices effectively support the college’s operational needs, workforce planning, talent development, and strategic priorities for both current and future staffing needs, while promoting a productive and engaged college community.

Workforce Development and Diversity

• Foster and sustain a positive, inclusive, and engaging college climate aligned with College’s values.
• In partnership with the Vice President of Equity, Diversity and Inclusion (VP-EDI), develop, implement, and assess evidence-based recruitment, hiring, and retention practices that  attract, support, and advance a diverse, high-performing workforce.
• Oversee and continuously improve all hiring and onboarding processes, including job descriptions, postings, applicant tracking, interview logistics, and new employee orientation, to ensure efficiency, consistency, and equitable hiring practices across the College.
• Oversee and regularly evaluate job descriptions, job classifications, and compensation programs to guarantee accuracy, transparency, market competitiveness, and equitable pay structures in compliance with state and federal requirements.

Labor Relations & Collective Bargaining

• Serve as the College’s lead representative in all labor relations and collective bargaining activities
  Foster constructive labor-management relationships aligned with college goals, while respecting collective bargaining rights.
• Develop and maintain open, positive, and solution-oriented communication with union representatives.
  Administer employee relations programs, including bargaining processes, grievances, entitlements, workers' compensation, and unemployment benefits.
• Ensure compliance with all federal and state labor laws, collective bargaining agreements, and regulatory requirements related to employment in a unionized environment.

Policy, Compliance, and Legal Responsibilities

• Lead the preparation, development, and submission of required regulatory reports and HR audits, ensuring compliance with all federal, state, and local employment laws and regulations.
• Serve as the College’s designated Title IX Coordinator, overseeing the Title IX sexual harassment program and affirmative action plan, ensuring compliance with all applicable statues, laws, regulations, and institutional policies.
• Develop, administer, and assess HR policies and procedures, creating and maintaining a regular cycle of review.
• Provide leadership, oversight, and guidance for the employee disability reasonable accommodation process and for state and federal leave entitlements, ensuring equitable, supportive, and legally compliant workplace practices that support employee well-being. Ensure accurate maintenance of HR records and compliance with associated federal, state, and institutional regulations.

Performance Management & Development

• Develop and oversee the continuous improvement of the annual performance review processes and provide guidance to managers and employees. Track employee probationary reviews.
• In collaboration with the Office of Equity, Diversity and Inclusion (OEDI), lead a robust training and development program for supervisors to enhance leadership, supervisory skills, and professional growth.
• Facilitate workshops on HR topics such as workplace ethics, conflict resolution, and performance feedback.

Employee Relations

• Serve as a primary point of contact for employee inquiries and concerns, ensuring confidentiality and responsiveness.
• Provide and facilitate conflict resolution, disciplinary procedures, and grievance resolution in collaboration with legal counsel.

Operational Oversight

• Lead efforts to improve the effectiveness and efficiency of the HR department through continuous improvement of HR systems and processes, including HRIS data management and reporting.
• Supervise HR staff, including recruitment, onboarding, payroll, benefits, compensation, entitlements, and compliance.
• Lead initiatives to enhance technology’s role in improving business processes within HR.
• Collaborate with the financial services office to maintain data integrity and accuracy.

Requirements

Education

• Bachelor’s Degree in Business Administration, Public Administration, Human Resources Management, or Organizational Development in a related field. 

Experience

• Minimum of 5 years of human resources management experience within a private, governmental, or higher education setting.
• At least 3 years in a supervisory/leadership level capacity managing multiple HR functions.
• Experience in public sector labor law, collective bargaining strategy, building effective and collaborative labor-management relationships.

Knowledge & Skills

• Expertise in employment law, civil service rules, Title IX, Affirmative Action, and HR practices within unionized environments.
• Demonstrated ability to lead organizational change, resolve complex personnel issues, and advance effective and equitable HR systems and practices.
• Proficiency with HR Information systems (HRIS) such as PeopleSoft/ctcLink and talent acquisition tools like NeoGov/NeoEd.
• Strong communication, leadership, and interpersonal skills, with the ability to build trust across diverse employee groups.
  Ability to foster and sustain an inclusive, respectful, and productive workplace culture.
•  Skilled in conducting thorough and impartial workplace investigations, including Title IX, discrimination, harassment, and conflict-related matters.
• Ability to work autonomously while keeping leadership informed, demonstrating high accountability for results and deadlines.
• Commitment to ethical practice, professional integrity, and sound judgement in all HR functions.
• Demonstrated understanding of and commitment to equity, diversity, and inclusion principles and the development of inclusive work environments where diverse perspectives are valued and respected.
• A high level of adaptability and the ability to pivot strategies quickly in response to changing priorities or dynamic environments.
• Commitment to continuous improvement, constantly seeking feedback and opportunities to enhance skills and processes.
  Demonstrated ability to build and maintain positive relationships with both internal and external stakeholders.

Preferred Attributes

• Master’s Degree in related field or Juris Doctor (J.D.) and SHRM Senior Professional certification (SPHR).
  Experience in community or technical college HR management in Washington State is highly desirable.
• Proven commitment to equity, diversity, and inclusion.
• Experience in higher education or similarly complex organizational environments.
• Strategic thinker with the ability to implement innovative HR initiatives.

Required conditions of employment:
Successful completion of a criminal history background check prior to employment.