General Information
| Job Description | HR MGR 4 | Working Title | Associate Vice Chancellor and Chief Human Resources Officer |
|---|---|---|---|
| Job Code | 000627 | Grade | 30 |
| Department Name | Human Resources Dept - D01103 | Department Head | Kim Wilcox |
| Supervisor | Kim Wilcox | Effective Date | 10/10/2022 |
Position(s) Directly Supervised
| Job Code | Title | FTE |
|---|---|---|
| 000615 | COMPENSATION ANL 5 | 2.0 |
| 000333 | TRAINER 5 | 1.0 |
| 000494 | LABOR REL MGR 2 | 1.0 |
| 000625 | HR MGR 2 | 1.0 |
| 000614 | BENEFITS MGR 1 | 1.0 |
| 007384 | EXEC AST 3 | 1.0 |
| 000621 | EMPLOYMENT MGR 1 | 1.0 |
| 000562 | ORGANIZATIONAL CNSLT 4 | 1.0 |
Generic Scope
| Directs through subordinate managers multiple large and complex critical programs impacting broad constituencies across major portions of the organization. Identifies objectives, manages very significant human, financial, and physical resources, and functions with an extremely high degree of autonomy. Accountable for formulating and administering policies and programs for major functions. Operational or program results can affect overall organization-wide performance and reputation. Directs through subordinate managers the development of strategic goals and objectives to achieve accountability and stewardship of university resources in a manner consistent with systemwide objectives and initiatives. |
Custom Scope
| Develops organizational policies and authorizes their implementation. Provides advice, guidance and assistance to senior leadership; establishes the direction, policies and procedures of the Human Resources unit; represents Human Resources in organization-wide and/or system-wide meetings and discussions; plans, designs and implements the programs of the Human Resources unit; manages through multiple senior managers. Recognized as an influential leader. Erroneous decisions will have a serious impact on the overall success of functional, division, or organization operations. |
Department Custom Scope
| Reporting to the Chancellor, the Associate Vice Chancellor and Chief Human Resources Officer (AVC/CHRO) is a member of the Chancellor's cabinet and campus leadership team; and is responsible for formulating a vision and implementing a plan that establishes UCR as an employer of choice in the region, state, and nation. The incumbent is further responsible for facilitating a workplace culture of integrity, excellence, accountability, and respect, where all employees and students have the opportunity to thrive and develop. The AVC/CHRO will provide leadership for human resource (HR) policies, processes, and behaviors that provide a solid foundation for departments and individuals to achieve their respective goals. Moreover, the AVC/CHRO leads, develops, and manages comprehensive human resources programs aligned with UCR's mission, Principles of Community, strategic plan; and university-wide policies, labor agreements, and Federal and State employment laws and regulations. The AVC/CHRO develops and executes comprehensive strategic plans relating to campus human resources programs, practices, and systems, in partnership with campus executive management, various groups such as the Staff Assembly and campus administrators, managers, faculty and staff. The AVC/CHRO is a liaison to the Office of the President on human resources matters and is responsible for advising campus senior officers on all aspects of human resources administration including UC's senior management programs and policy. The AVC/CHRO provides vision and direction in an increasingly multi-cultural and multi-generational work environment while remaining internally equitable, externally competitive, legally compliant, and administratively sustainable. The AVC is responsible for the Human Resources Division and Human Resources activities performed by business partners located in campus schools, colleges and organizational units. The AVC/CHRO is responsible for providing HR training, direction, and policy and compliance oversight. The AVC/CHRO guides the development of a campus-wide talent management strategy that enhances UCR's competitive advantage as an employer of choice, by establishing a framework to actively recruit, develop, and retain a diverse and talented workforce; developing policies and practices that champion diversity; and creating a safe, inclusive work culture. |
Education & Experience Requirements
Education Requirements
| Degree | Requirement |
|---|---|
| Bachelor's degree in related area and/or equivalent experience/training. | Required |
| Advanced degree in public administration, business administration, human resources or law. | Preferred |
Experience Requirements
| Experience | Requirement |
|---|---|
| Beyond 10 years of progressively responsible leadership experience in multiple human resources functional areas. | Preferred |
| 10 - 15 years of related experience. | Required |
| Progressively responsible experience in a senior HR position and/or leading a HR operation. | Preferred |
| Prior experience working within a unionized environment. | Preferred |
| Work experience in a higher education setting or in the public sector. | Preferred |
| Previous supervisory/managerial experience. | Preferred |
License Requirements
Certification Requirements
| Certification | Requirement |
|---|---|
| SHRM SCP or SPHR | Preferred |
Educational Condition Requirements
| Condition | Requirement |
|---|
Key Responsibilities
| Description | % Time |
|---|---|
Leads other senior managers to establish HR strategic plans and objectives.
|
25 |
Develops programs, procedures, and practices for the HR unit that affects a broad number of employees.
|
15 |
Sets priorities for the achievement of objectives (operational and budget processes, staff FTE, finance, human resources and space planning).
|
10 |
Directs other department HR managers; represents the HR unit in organization meetings and at systemwide meetings on matters pertaining to personnel policies and practices.
|
10 |
Interactions normally involve controversial situations, negotiations, or influencing and persuading other senior level managers.
|
10 |
| Directs improvements or changes that are consistent with unit and university goals. | 5 |
| Directs the activities of HR through several subordinate managers having overall responsibility for functional programs, planning, budgeting, implementing and maintaining costs, methods, and employees. | 5 |
| Determines objectives for the organization in several HR functions, and develops long-term strategies for achieving those objectives. | 5 |
| Regularly interacts with executives and/or major client groups. | 5 |
| Creates a work environment that is inclusive. | 5 |
| Makes final decisions on HR administrative and operational matters and ensures effective achievement of operation's objectives. | 5 |
Knowledge, Skills & Abilities
| Knowledge/Skill/Ability | Requirement |
|---|---|
| Expert and broad knowledge of organization and system-wide personnel policies and applicable laws and regulations. | Required |
| In-depth knowledge of specific functions in a university's HR management information systems. | Required |
| In-depth understanding of the unit goals and ability to determine the best way of achieving unit goals. | Required |
| Demonstrated ability to make decisions regarding hiring, evaluating, and development of subordinates. | Required |
| Expert communication skills with a diversity of communication styles; demonstrates a high level of political acumen; communicates effectively orally and in writing. | Required |
| Demonstrated ability to handle extremely difficult or volatile situations/individuals effectively. | Required |
| Excellent management skills that include collaboration, coaching and developing subordinates; ability to build relationships. | Required |
| Team player who works well with constituents at all levels of the organization. | Required |
| Impeccable judgment and high personal/professional integrity. | Required |
| Demonstrated ability to think strategically in the planning, development, and implementation of human resources programs and services across a decentralized organization. | Preferred |
Special Requirements & Conditions
| Special Condition | Requirement |
|---|
Other Special Requirements & Conditions
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Level of Supervision Received
| General Direction |
Environment
Working Environment
| Campus, medical center or other university setting and various external venues. |
Other Requirements
Items Used
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Physical Requirements
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Mental Requirements
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Environmental Requirements
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Critical Position
| Is Critical Position: Yes |