Located along Florida's I-4 High Tech Corridor, Florida Poly opened its doors in August 2014 as the state's 12th university and the only one dedicated to core subjects in Science, Technology, Engineering and Mathematics (STEM education). The non-traditional academic environment focuses on applied learning, specifically in technology and engineering. Small class sizes give faculty the opportunity to work closely with high-caliber students, and the most advanced technology, including a Supercomputer, 3D printing lab, media lab and nanotechnology lab, sets Florida Poly apart from other state universities. Florida Poly's innovative approach to higher education allows students to learn strong fundamentals within a traditional university department structure, while giving them opportunities to apply their learning through research and projects in emerging high-tech concentrations like Cyber Security, Big Data Analytics, Machine Intelligence and more. The University partners closely with industry leading firms, and faculty members are rewarded for more than just publishing. Industry involvement, problem solving, and the commercialization of technology and research through start-ups and small businesses are encouraged.
Associate Vice President, Human Resources
Job Description Summary
The Associate Vice President (AVP) for Human Resources provides strategic leadership for the university in the planning, development, and implementation of quality-based, integrated human resources programs and services, including, but not limited to, classification, compensation, faculty & staff recruitment, benefits, leave, retirement, records maintenance/HRIS, employee relations, and training and development. This position reports to the Vice President and CFO. As the top-ranking human resources executive (CHRO) in the university, the AVP will work closely with members of the President's Cabinet.
- Serves as a lead contributor to university strategy and the development of goals and policies, particularly as they relate to human capital management.
- Provides vision for university strategy in the development of goals, programs, and policies related to advancing the university's most valuable asset – its human resources.
- Assists and advises senior management on an array of HR issues, including organizational planning and development, organizational structure, job design, human capital forecasting, performance management, and risk management.
- Creates and administers the budget for the department. Monitors and evaluates expenditures and recommends budget strategies and actions.
- Supervises, manages, and develops the HR staff in their support of the HR functions. Plans, organizes, and directs the activities and resources of the department. Provides performance feedback with attention to each employee's customer service orientation and the enhancement of skills (professional development).
- Determines and recommends employee relations practices necessary to establish a positive employer employee relationship and promote a high level of employee morale.
- Identifies legal requirements and government reporting regulations affecting Human Resources functions (e.g., OSHA, EEO, ERISA, Wage & Hour). Monitors risks of the university. Directs the preparation of information requested or required for compliance. Acts as primary contact with labor counsel and outside government agencies in matters that pertain to personnel.
- Protects the interests of employees and the university in accordance with Human Resources policies and governmental laws and regulations. Reviews recommendations for terminations. Reviews employee appeals through complaint procedure.
- Directs a process of organizational planning and development that evaluates structure, job design, and human capital forecasting throughout the university. Coordinates activities across division/departmental lines. Evaluates plans and changes to plans. Makes recommendations to senior management. Maintains university organization charts and employee directory.
- Maintains wage and salary structure, pay policies, performance appraisal programs, employee benefit programs and services, and establishes standard recruiting and placement practices and procedures.
- Establishes in-house management training programs that address university needs across division/departmental lines (e.g., new employee orientation and onboarding, performance appraisals, interviewing skills).
- Defines all Human Resources programs, and authority/responsibility of Human Resources and line management within those programs. Provides necessary education and materials to line management and employees through workshops, manuals, employee handbooks, and standardized reports.
- Selects and coordinates the use of Human Resources consultants, training specialists, and other outside sources.
- Conducts an on-going study of all Human Resources policies, programs, and practices to ensure compliance with any changes in the law or statutes, and keeps top management informed of new developments.
- Directs the preparation and maintenance of such reports as are necessary to carry out functions of the department. Prepares periodic reports to top management, as necessary or requested.
- Maintains his/her professional and technical knowledge by attending education workshops, reviewing professional publications, establishing networks of resources, and participating in professional organizations.
KNOWLEDGE, SKILLS AND ABILITIES:
- Ability to set priorities, focus energy and resources, strengthen operations, and ensure employees and other stakeholders are working toward common goals.
- Ability to build trust with diverse constituencies through personal characteristics and display of respect, integrity, and high ethical standards.
- Strong management skills regarding principles and people. Experience working with multiple university divisions and departments preferred.
- Exemplary communication skills and well-developed administrative skills.
- Knowledge and expertise regarding labor law and legal and constitutional requirements as they pertain to employee management.
- Ability to identify potential risks/hazards in advance that could negatively affect the organization's ability to conduct business. Identify inherent risks and provide measures, processes, and controls to reduce the impact of these risks to business operations.
- Positive, collaborative work-style, inquisitive attitude, flexibility, creativity, focus on excellence, and overall "great-to-work-with" demeanor.
- Demonstrated experience in Microsoft Office (Excel, Word, PowerPoint, Outlook) is required; Workday experience preferred.
- Bachelor's degree required from a regionally accredited college or university.
- Experience in increasingly responsible management positions within Human Resources.
- Generalist background with broad knowledge in multiple areas of HR management.
- Experience in higher education or public sector.
- Prefer PHR/SPHR or SHRM-CP/SCP certification.
- Master's degree from a regionally accredited college or university.
- Experience with Workday.
- Experience in union environment.
- Experience in CHRO capacity.
REQUIRED LICENSES, CERTIFICATIONS, AND/OR OTHER SPECIFIC REQUIREMENTS OF LAW:
- Must possess a valid driver's license.
- This position requires a criminal background check, which may include a Level II screening as required by Florida Statute §435.04.
- This position is subject to federal and state privacy regulations.