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Chief Human Resources Officer
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Position Number: 2129493
Location: West Hartford, CT
Position Type: Human Resources

University of Hartford

Chief Human Resources Officer

Job Description
The University of Hartford seeks an experienced, enthusiastic and collaborative leader for the position of Chief Human Resources Officer (CHRO). The CHRO will be responsible for providing strategic leadership in all aspects of the Human Resources (HR) function across the institution, help advance a culture of change, and make meaningful contributions throughout the UHart community. Working collaboratively with leaders across the campus, the CHRO will lead an effective, customer-centric and responsive HR operation and develop strategic programs, responsive policies and innovative practices in support of the University's mission. The CHRO will be a key driver in advancing the University's diversity and inclusion goals and objectives.
This leader will promote a high-performing, positive, diverse, equitable, and productive culture with the goals of maintaining high levels of employee effectiveness, engagement and morale while fostering an inclusive and collegial environment. This leader will have a critical role in developing and achieving the strategic plan goal of becoming the preferred higher educational institution for students, faculty, partners and staff.
The CHRO will report to the Executive Vice President and Chief Operating Officer. As a key member of the COO leadership team, Human Resources will be included as an essential thought partner in the strategic planning and implementation of new ideas that respond compassionately, effectively, efficiently and timely to the expressed needs and concerns of all members of the UHart community.

Essential Job Duties
Job Duties
lt;divgt;This job description of the job is for identification and administrative purposes only. It is not intended to be a complete statement of all duties, which may be assigned by the supervisor according to varying needs.lt;/divgt;

Description of Key Responsibility:
The CHRO will serve as the lead human resources staff executive for the University. Leading a team of HR professionals, the CHRO will be responsible for all HR operations including recruitment, employment services, training and development, benefits management, salary administration and job classification, performance appraisals, health/wellness policy, workers compensation, leave administration, records management, and personnel policy development and interpretation. The CHRO will ensure that the human resources functions are aligned with the mission of the institution.
The CHRO will provides leadership in developing university wide strategies to attract, build, promote, develop and retain a diverse, inclusive, and highly competent workforce. Partnering with key stakeholders across the University, will lead the realignment of human resources with the Universitys new strategic plan. Acts as a business service partner to university leadership to enhance productivity, efficiency, and financial sustainability. Oversees the daily operations of the Office of Human Resources, which include recruiting, onboarding, benefits administration, organizational training and development, compensation and classification, and Human Resources Information Systems.

The CHRO will have the following goals:
Lead a strong and effective Human Resources team while creating a collaborative and trusted environment for all faculty, staff, students, and the campus community;
Build collaborative relationships throughout the University and become a leader of and for human resources, promoting its ability to function as an innovative and flexible resource while creating opportunities for the exchange of ideas and education;
Develop, recommend, and implement strategic HR strategies, policies, and initiatives to help advance a culture that embraces a strong and positive work environment and reinforces the philosophy that people are U Harts most valued resource;
Lead employee engagement initiatives that result from employee engagement surveys and the subsequent action plans;
Work in collaboration with key campus decision makers, serving as a trusted advisor and expert on organizational issues, management practices, complex and sometimes sensitive employee relations matters and risk mitigation;
Serve as a key leader in the Planning and Budget process and develop effective relationships with the Presidents Cabinet and internal stakeholders;
Lead the compensation, retirement and benefits strategy, and convene and engage with other committees as needed;
Be rilliant at the basics providing a portfolio of high quality, cost effective HR services, with a focus and aim on continuous improvements and high levels of customer satisfaction;
Meet regularly with the Faculty Senate, Staff Council, Presidents Cabinet to update and advise on strategic institutional human resource matters;
Drive needed restructure throughout campus;
Develop and implement an overall training calendar;
Manage compensation Equity (Faculty and Staff);
Manage benefits administration, including BTF and 403b committees;
Coordinate HRIS-Banner corrections, document standards of entry, implement document imaging/paperless contracts, PeopleAdmin;
Implement new staff performance review program;
Function as resource to campus community on personnel issues, grievances, etc.;
Assist campus community in searches, including where jobs are posted to get the most qualified and diverse candidate pool, and perform first review of applications for qualifications;
Coordinate and assist in faculty searches.

Essential Duty?: Yes
Percentage Of Time:

Description of Key Responsibility:
Candidates should have a commitment to the values of the University, its educational mission and also have a history of progressively responsible human resources experience.
The CHRO will also have the following capabilities and attributes:
Deep and demonstrated higher education experience and knowledge; expertise in working with faculty and Deans;
Experienced and strategic Human Resources practitioner who has a strong understanding of HR best practices and a proven record of visionary leadership;
Track record in recruiting, developing and promoting diverse talent pools;
The ability to lead with both a decisive and consultative style, foster open communications, and proactively build positive relationships with faculty, staff, and students;
Strong commitment to collegiality, mutual respect, and inclusiveness; act in a fair, flexible, honest, trustworthy, and ethical manner at all times. In all instances, build an organization that honors confidentiality and earns trust;
Strong written and oral communication skills and have the ability to relate to people from all backgrounds and at all levels of an organization; be a team player who operates with transparency and fosters trust and collaboration within the organization;
Effective negotiation skills in order to formulate policies and programs and arrive collaboratively at solutions with various stakeholders;
Successful planning, organizational, administrative, supervisory, and budget-management skills;
Deep understanding of data collection methodology and analysis that will support data-informed decision-making;
Experience working with unions, collective bargaining, etc.; working knowledge of all related HR compliance and regulatory such as ADA, ERISA, COBRA, FMLA, etc.;
Experience with shared governance and with faculty body; demonstrated results in higher education needs, such as faculty searches, adjunct sourcing and on-boarding, contracts and similar needs;
Leadership in DEamp;I, professional development, talent programs, and similar HR functions;
Working knowledge and experience in laws specific to higher education such as Title IX, FERPA, etc., and ensuring compliance with and navigating state and federal guidelines
Bachelors degree in related discipline is required;
Masters degree in Human Resources or similar discipline is required;
Fifteen plus years of progressive human resources experience, covering all aspects of the function.

Essential Duty?: Yes
Percentage Of Time:

Formal Education:
Masters Degree required.

Work Experience:
Normal office situation.

Impact of Actions:
The position has primary responsibility for the long-range future of University of Hartford or particular program at the University.

Complexity:
Highly Complex: Work is broad in scope covering one or more complicated areas. Policy, procedure or precedent are typically created by this position. A high degree of analytic ability and inductive thinking is required to devise new, non-standard approaches to highly intricate, technically complex problems.

Decision Making:
Multifaceted. Supervisor is available on a limited time basis to review broad objectives. Independent judgment is required to review and approve major recommendations, establish procedures and coordinate technical and administrative recommendations with organization-wide policies. Decisions may have a long-term impact on the University of Hartford.

Internal Communication:
Requires developing and maintaining ongoing internal relationships involving difficult, formal negotiations. This calls for a well-developed sense of timing, strategy and may involve detailed explanation and interpretation of policies, rules and regulations. Requires the handling of extremely delicate/sensitive relationships and complex situations.

External Communication:
Requires developing and maintaining ongoing external relationships involving difficult formal negotiations. This calls for a well-developed sense of timing, strategy and may involve detailed explanation and interpretation of policies, rules and regulations. Requires the handling of extremely delicate/sensitive relationships and complex situations.

Customer Relations
Contact with customers involves maintaining and developing relationships with major customers or key individuals, serving as the principal representative responsible for promoting the full range of products and capabilities.

Managerial Skills
Responsible for making recommendations within a department in the areas of compensation, staff selection, disciplinary action, complaints, staff performance appraisal, and similar supervisory duties. Plan, assign, and evaluate the work of subordinates for effective operation and results.

Knowledge and Skills
Advanced Professional Skills: The professional theory and practice of the level above, but applied at the advanced level of a seasoned professional. Requires extensive knowledge of their professional discipline and a working knowledge of related fields. Understands information in several unrelated professional disciplines.

Special Skills
The ability to work effectively with diverse groups.

For full application instructions and position description, visit: https://hartford.peopleadmin.com/postings/3898