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Senior Associate Vice President and Chief Human Resources Officer Search
Position Profile
Title: Senior Associate Vice President & Chief Human Resources Officer
The Senior Associate Vice President of Human Resources is the university’s Chief Human Resources Officer (CHRO) and reports to the Senior Vice President of Administration and Finance. Seven units compose the Human Resources Department: Benefits; Compensation; HR Operations; HR Service Center; Labor Relations & Policy Development; Office of Equal Opportunity; and Training.
The CHRO must provide strong leadership to support various employee groups in the fulfillment of the university’s mission of serving the people of Ohio, the nation, and the world as a premier, public, urban research university by promoting academic excellence, innovation, and community service across programs and disciplines. This is a strategic position and will serve as a strategic partner to executive leadership at the university.
This position is responsible for human-resource direction and engagement across all of the university’s departments and campuses. Particular emphasis is focused on enhancing employee development, succession planning, organizational assessment and development, labor relations strategy, and benefits strategy.
The position is expected to add value as a credible business partner to the senior leadership team and to department heads and other mid-level managers in departments/units across campus. This requires establishing confidential advisory relationships that support reliable decisions regarding people and organizational issues; serving as a sounding board and problem solver; providing credible counsel on the implications of decisions, actions, and options; and facilitating change.
Duties and Responsibilities
Specifically, the CHRO must:
- Help formulate strategic plans as part of UC2019► and align an HR strategic plan that supports it and the Academic Master Plan.
- Partner with the Chief Diversity Officer and the Diversity Council to champion diversity within all levels and areas of the university—especially in the recruitment and retention of faculty and staff—and ensure accomplishment of the university’s new Diversity.
- Comprehensively reassess and rationalize HR policies, processes, and procedures.
- Promote a culture of service within the department to meet the needs of all employee constituencies.
- Demonstrate respect for faculty and staff and for shared-governance processes, by working inclusively and transparently with a diverse array of constituencies and leadership groups.
- In collaboration with administrative and academic leaders, develop and implement strategic plans and initiatives for recruitment, assessment, development, retention, and succession of campus talent and leadership, particularly at the level of middle management.
- Facilitate processes for the recruitment and retention of faculty and staff.
- Develop the strategy for collective bargaining with the six unions that represent eight bargaining units and some 2700 employees.
- Assist the Office of the Provost in its administration of policies and processes related to academic personnel.
- Facilitate adoption of best practices from leading-edge human capital organizations, from both higher education and the private sector.
- Provide advice and counsel to campus leaders regarding issues assessment, insight, and alternatives.
- Maximize the value and use of HR systems and data analytics.
Qualifications & Experience
A proven organizational leader who has a minimum of 15 years of human resources experience, strategic insight and a track record of success leading a similar function at a company or university known for the excellence of its talent and human resources plans, programs, and initiatives. The ideal candidate is not a “typical” human resources functional leader, but a strategic leader that has served in human resources roles in complex organizations. The person should have broad experience across multiple areas of the human resources function.
| Nominations & Application |
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The University of Cincinnati is being assisted by Heidrick & Struggles International, Inc. Screening of applications will begin immediately and continue until the position is filled. Ohio law provides that certain search materials, including nominations and applications, may be subject to public records requests. Nominations and applications should be addressed to: Heidrick & Struggles, Inc. Email: UCCHROsearch@heidrick.com |
Search Team Roster
- John Bryan (Chair), Office of the Sr. Vice President for Academic Affairs and Provost
- Fred Beckett, Payroll Operations
- Peg Buttermore, Administration and Finance Business Affairs
- Robin Martin, Office of the Sr. Vice President for Academic Affairs and Provost
- Suzanne Masterson, Carl H. Lindner College of Business
- Debra Merchant, Student Affairs & Services
- Kathy Robbins, College of Medicine
- Kathy Qualls, Provost Business and Financial Administration
- Cady Short-Thompson, UC Blue Ash
- Mike Sterling, UC Physicians
- Jerry Von Deylan, Carl H. Lindner College of Business
Contact: Cathy Barnes, Administration and Finance Business Affairs
Commitment to Diversity
The University of Cincinnati is an affirmative action/equal opportunity employer. Women, People of Color, persons with a disability, and veterans are encouraged to apply. We are committed to increasing the diversity of the University community. Candidates who can contribute to that goal are encouraged to apply and to identify their strengths or experiences.
Other key qualifications and experience include:
- Experience: 15 years of relevant experience in human resources (largely broad-based generalist-type experience versus specialist experience); extensive experience in succession planning, talent management, and executive recruiting. Compensation and benefits depth of experience is also strongly preferred. Experience in public sector organizations helpful.
- Operations: In partnership with senior management, has developed and executed plans for significant change in an organization.
- Advancement: Has worked in progressively more responsible and larger roles.
- Education: Bachelor’s degree in business, organizational development or related human resources field. A master’s degree in business or human resources is preferred.
Leadership & Management Behavioral Competencies
- Decisive Thinking & Execution: Designs performance management processes that deliver results exceeding expectations and engages the entire organization in tracking performance metrics to ensure the right outcomes are achieved.
- Vision & Strategy: Develops a clear HR vision and strategy for the Human Resources Department that is aligned with the university’s overall strategy; anticipates industry and talent trends.
- Change Management: Able and willing to lead and to assist other university leaders in accomplishing significant organizational changes in uncertain times (i.e., not married to standard HR approaches/solutions).
- Advocacy: Serves as an effective advocate for the Human Resources Department, both in marshaling resources and in positioning the department as a strategic partner to other administrative and academic units.
- Communication Skills: Makes presentations/speaks effectively in large groups and engages the organization (at all levels) with credibility; translates a Human Resources vision and strategy into clear priorities and actions to meet organizational goals. Possesses strong listening skills and patience in communication.
- Team Building: Able to build strong, cohesive teams and help other leaders do the same; creates a positive working environment.
- Political Savvy: Perceptive in dealing with organizational leaders and constituencies and in resolving difficult organizational and relationship issues. Effectively navigates influences and thrives in political relationships.
Personal Characteristics
- Energy: Brings high energy and excitement to the challenges and opportunities of HR.
- Patience: Able to take the long view in setting and working toward important goals in an environment that honors consensus and transparency.
- Adaptability: Able to adapt quickly and comfortably to unfamiliar and politically sensitive organizational cultures, especially if not experienced in higher education.
The successful candidate should embody the following:
- A motivator with a history of encouraging and inspiring individuals to strive toward excellence;
- A persuasive and effective communicator;
- A visionary who develops creative solutions and pursues innovative strategies;
- An advocate who champions institutional priorities;
- A professional with great integrity; and
- A collaborator with the demeanor to work effectively with diverse individuals and groups.