Associate Vice President, Human Resources (CHRO)

Overview

The Associate Vice President (CHRO) serves as a strategic leader, providing overall executive­ level direction and guidance for the College's human resources functions. This role is responsible for shaping and implementing HR policies, programs, and services that support the institution's mission, vision, and strategic objectives. The CHRO ensures a high-performing workplace culture by overseeing labor relations, grievance administration, talent acquisition, compensation and benefits, professional development, employee retention, and compliance with all applicable laws and regulations. As a key member of Cabinet and the executive leadership team, the CHRO plays a critical role in aligning human capital strategies with organizational goals and fostering a culture of continuous improvement and innovation.

Responsibilities

Strategic Leadership:

• Serves as a key strategic advisor to the President and the executive leadership team, providing insights on workforce trends and organizational effectiveness.
• Develops and executes HR strategies that drive institutional excellence and support long­ term growth that support the College mission, strategy, and objectives.
• Participates as HR executive at several committees of the Board of Trustees and on various College committees, providing reports, recommendations, and strategic counsel on workforce matters.
• Serves as an active member of the President's Cabinet and on the Executive Leadership Council.
• Research and recommend the creation and revision of College Human Resources policies and regulations.

 

Employee Relations, Labor Relations, & Collective Bargaining:

• Oversees employee relations and provides guidance on performance management, conflict resolution, and professional growth opportunities.
• Serves as the primary College liaison for all collective bargaining negotiations and labor relations, ensuring fair and effective resolutions.
• Administers and oversees labor agreements, including grievance administration, and ensures compliance with Board policies related to salary, employment terms, and working conditions.
• Meets regularly with Association leaders to resolve concerns proactively.

 

 

Talent Management & Organizational Development:

• Directs comprehensive talent management strategies, including recruitment, selection, and onboarding.
• Enhances workforce capabilities by implementing innovative training and development programs available in-person and online.
• Ensures compliance with state and federal laws by implementing and tracking annual compliance training.

 

 

Compensation, Benefits & Total Rewards:

• Oversees and ensures adherence to compensation structures and programs for full-time employees.
• Administers hourly and adjunct compensation and time limitations to reduce liability risks.
• Oversees the implementation of all benefits programs. _
• Establishes and oversees employee recognition initiatives for administrative and staff employees.

 

 

Compliance & Risk Management:

• Ensures adherence to all federal, state, and local employment laws, including New Jersey Administrative Code and New Jersey Statutes Annotated.
• Ensures employee familiarity with appropriate laws through compliance training and supervisory training and communications.
• Partners with legal counsel to mitigate risks and uphold ethical HR practices.

 

Data-Driven Decision-Making:

• Oversee the management and optimization of HR information systems (HRIS) to ensure accurate and efficient data processing.
• Analyze HR data to provide strategic insights to support decision-making to improve organizational performance.

 

Budget & Resource Management:

• Develops, manages, and approves the Human Resources budget.
• Ensures the effective allocation of resources to support institutional priorities.
• Acts as a resource to the VPs and President regarding compensation and benefit expenses.
• Reviews proposals and makes recommendations for reclassifications and reorganizations.

 

HR Team Leadership:

• Selects, develops, mentors, and evaluates a team of HR professionals, fostering a culture of excellence, service, and continuous learning.
• Additional Responsibilities: Performs other related duties as assigned by the President to support the evolving needs of the institution.

Qualifications

Education: 

• Master's Degree in Human Resources or a related field required, or a Bachelor's Degree in Human Resources or related field plus a Law Degree.
• HR certifications (e.g., SHRM-SCP, SPHR) preferred.

 

Experience:

• Minimum of 8 years of progressive HR leadership experience, preferably in higher education or a similarly complex organization.

 

Knowledge/Skills/Abilities: 

• Proven track record in labor relations, strategic workforce planning, talent management, and change leadership.
• Deep knowledge of employment law, regulatory compliance, and HR best practices.
• Strong leadership, negotiation, communication, and interpersonal skills.
• Ability to work collaboratively in a dynamic academic environment.
• Technology skills at an intermediate level.

 

Preferred Qualifications & Special Considerations: 

• Knowledge of Monmouth County and its communities. 
• Occasional evening and weekend work and local travel are required.

 

 

Special Instructions to Applicants: A review of applications will be ongoing until the position is filled. Submission of applications materials by Wednesday, April 16th, 2025, is preferred to ensure full consideration. 

Application Documents

Cover Letter, Letter of Recommendation, Other, Resume

Pay Rate

Salary is commensurate with qualifications