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.
Key Responsibilities
- Leads other senior managers to establish HR strategic plans and objectives.
- Provides guidance, demonstrates and encourages ethical leadership. Leads with a focus on building a customer service-oriented HR infrastructure that best serves the needs of a wide variety of campus stakeholders.
- Develops programs, procedures, and practices for the HR unit that affects a broad number of employees.
- Engages staff in the creation and implementation of innovative and customer oriented strategic objectives. Works with senior leadership to translate overall strategic vision into forward-thinking HR operational plans.
- Sets priorities for the achievement of objectives (operational and budget processes, staff FTE, finance, human resources and space planning).
- Manages a team of staff and/or managers in a large department or that is distributed across multiple departments, requiring coordination of efforts.
- Directs other department HR managers; represents the HR unit in organization meetings and at systemwide meetings on matters pertaining to personnel policies and practices.
- Works with direct manager, other organization managers (especially department human resources managers), and assigned staff; frequently represents the unit in organization meetings and at system wide meetings on matters pertaining to personnel policies and practices.
- Interactions normally involve controversial situations, negotiations, or influencing and persuading other senior level managers.
- Advises senior management on controversial situations, customer negotiations, or influencing and persuading other senior level managers.Includes procedures for addressing employee complaints and grievances.
- Directs improvements or changes that are consistent with unit and university goals.
- Directs the activities of HR through several subordinate managers having overall responsibility for functional programs, planning, budgeting, implementing and maintaining costs, methods, and employees.
- Determines objectives for the organization in several HR functions, and develops long-term strategies for achieving those objectives.
- Regularly interacts with executives and/or major client groups.
- Creates a work environment that is inclusive.
- Makes final decisions on HR administrative and operational matters and ensures effective achievement of operation's objectives.
Knowledge, Skills & Abilities
- 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
