VICE PRESIDENT FOR HUMAN RESOURCES

Oakland University (OU) invites applications and nominations for the position of Vice President for Human Resources (VP/HR) (https://oakland.edu/). Oakland University seeks an accomplished, dynamic, and visionary leader who fosters innovation and collaboration in a shared governance environment. POSITION SUMMARY

Reporting to the Chief of Staff, the Vice President for Human Resources (VP/HR) will have university- wide accountability for proactively leading human capital strategies and programs to build an effective and inclusive high-performance culture. The VP/HR leads, directs, implements, and exercises primary responsibility for all HR functions advancing best practices and human capital strategies in support of university goals.

The VP/HR will work closely with all executives, deans, academic departments and programs, faculty and staff in establishing and maintaining positive employee/labor relations. The successful candidate will be forward-thinking with the ability to cultivate trust. The VP/HR serves as a trusted confdante and problem-solver on some of the University’s most sensitive and important issues and nurtures a spirit of mutual respect through open and effective communication, that leads to principled agreement and consensus.

The preferred candidate will be an experienced strategist who can develop an organization that is adaptive to change with comparable experience leading in a multi-faceted complex organizational environment with both centralized and decentralized operations. The VP/HR will have a proven track record of innovation, inclusive excellence and best practices when partnering across an organization and improving an organization’s capability through the alignment of strategy, structure, people, rewards, metrics, and management processes. The VP/HR will leverage HR to accomplish key business objectives, implement cultural and organizational change, and ensure that the university has the capability, leadership, and bench strength to achieve its mission and long-term growth strategies.

POSITION DUTIES & RESPONSIBILITIES • Proposes, creates, and deploys a comprehensive university-wide HR organization after assessing current resources and needs, and utilizing meaningful benchmarking;

• Directly supervises HR staff and provides day-to-day coaching, performance feedback, career guidance, and development;

• Develops succession plans for HR organization. Selects, hires, and evaluates HR professionals and support staff;

• Provides leadership and guidance to the HR department overseeing talent acquisition, classifcation and compensation, employee records and information systems, training and

1 development, benefts administration, labor/employee relations, performance management, faculty and staff appointments and employee recognition;

• Ensures a proactive and strategic HR team with a focus on establishing a strong university culture through employee and organizational development and leadership coaching;

• Establishes HR as a strategic partner in the accomplishment of the university’s strategic goals. Assist the university in achieving excellence in delivery, service, and employee satisfaction;

• Assists with development of strategies to identify and achieve goals related to diversity, inclusion and equal opportunity in employment and affrmative action. Expands and develops training to recognize and prevent discrimination, sexual harassment and related issues;

• Directs labor relations and employment functions for the university with its represented and non-represented employee groups. This will entail, without limitation, proactively resolving labor and employment issues on a daily and ongoing basis; serve as chief negotiator for all non-faculty collective bargaining agreements; select, train and direct collective bargaining teams; direct and manage the preparation of materials and data to support effective collective bargaining; advise the University’s Chief of Staff, Provost, President and Board of Trustees, relative to collective bargaining; provide interpretations of collectively bargained agreements; process grievances and act as the University representative in arbitration and administrative proceedings;

• Facilitates and helps maintain positive employment environment encouraging employee understanding, participation, and contribution to the university;

• Evaluates and advises on the impact of long-range planning of new programs, strategic and regulatory action, as those items impact the attraction, motivation, development, and retention of human capital resources of the university;

• Works with university leaders to assess required staff competencies. Develops and provides training initiatives necessary to elevate those competencies. Measures and monitors effectiveness of programs;

• Applies appropriate metrics to measure successful achievement of goals and workforce effciency targets;

• Oversees HR departmental budget. Provides leadership with appropriate reports;

• Ensures competitiveness and compliance while managing costs for retirement, health care, and compensation programs, and directs all employment matters including Federal and State mandates. Oversees and ensures compliance including unemployment and workers’ compensation administration. Manages the HR information technology database system(s) including: administration of compensation, personnel fles, and other data retention and reporting requirements for faculty and staff;

• Develops HR plans and strategies that support achieving overall business objectives. Serves as a mentor and strategic advisor to campus partners to ensure alignment of policies, process and best practices. Functions as a strategic advisor to leadership regarding organizational and management issues;

2 • Manages organizational change to increase employee satisfaction and productivity;

• Partners with University Technology Services to improve HR technology platforms and information systems. Utilizes data, analytics, and technology to support initiatives aimed at enhancing effciency, resilience, and long-term fnancial sustainability.

PREFERRED KNOWLEDGE, SKILLS & EXPERIENCE • Bachelor’s degree is required. A Master’s or advanced degree in Human Resources, Business Administration, Public Administration, or a related feld is strongly preferred. Additional professional HR certifcations are also strongly preferred;

• Minimum of ten (10) years of proven and progressive leadership in HR operations and HR management experience in functional areas including, but not limited to, talent acquisition, classifcation and compensation, employee records and information systems, training and development, benefts administration, labor/employee relations, performance management, faculty and staff appointments, organizational development, and employee recognition;

• Experience working in higher education or in a multi-faceted complex organizational environment with both centralized and decentralized operations;

• Experience managing represented and non-represented employee groups including responsibility for negotiating and administering collective bargaining agreements;

• Effective working knowledge of federal, state, labor and employment laws and regulations including Occupational Safety and Health Administration and workers’ compensation reporting requirements;

• Excellent organizational, analytical, oral and written communication skills for articulate and persuasive communication and problem solving;

• Demonstrated commitment and experience to the enrichment of diversity of faculty and staff. Demonstrated knowledge and relevant abilities regarding diversity and diversity related issues important to the success of the university, including but not limited to national, regional, and state demographic trends and diversity in the workforce;

• Strong strategic visionary, with skills and ability to work with the executive team to develop an empowered, service-oriented culture and set direction for future;

• Dynamic, visible leader with excellent interpersonal skills and ability to interact with staff and faculty at all levels and cultures, with demonstrated record of collaboration and building partnerships to help shape the university and meet future demographic challenges;

• Technical savvy to drive effciencies and engage workforce through innovations in technology solutions;

• Ability to expand leadership development to create agile leaders and workforce who can handle continuous change;

3 • Infuential leader with ability to drive culture change and high performance in a multi- generational, globally diverse employee population in support of the vision of Oakland University;

• Skill in budget preparation and fscal management.

ABOUT OAKLAND UNIVERSITY Founded as Michigan State University-Oakland in 1957 following the unique donation of the vast Matilda and Alfred Wilson estate to support higher education, Oakland University (OU) (https:// oakland.edu) is one of 15 public universities, located in southeastern Michigan. Oakland is classifed by the Carnegie Foundation as a doctoral institution with “high research activity”. OU has grown into a student-centered research institution with a global perspective. Operating independently since 1970, the University serves a diverse student population, and the institution is woven deeply into its surrounding community. Over its history, the University has grown to serve nearly 20,000 students, over 600 full-time and 200 bargaining unit part-time faculty and offers more than 140 bachelor’s degree programs and 130 doctoral, master’s degree and certifcate programs. In addition to the main campus, OU delivers courses at the Anton Frankel Center and the Macomb University Center. With a strong foundation in the liberal arts and a robust cadre of professional schools, OU is poised to build upon its bold and remarkable past as it charts an exciting and even more powerful future. Guided by the University’s 2025 Strategic Plan and Reimagining Oakland University (ROU), efforts are underway to enhance student success, grow research and scholarly activity, advance diversity, equity and inclusion, and expand the institution’s visibility both in the region and nationally.

COMMUNITY ENGAGEMENT OU’s engagement in the surrounding communities is a high priority for the campus administration, faculty and students, cultivating mutually benefcial relationships that drive change. OU strives to become a leader in serving the needs and aspirations of the local community and region through expanded community relationships to address societal issues, educate citizens, and contribute to the public good with increased visibility and engagement.

LOCATION Oakland University is located in Oakland County, Michigan and is roughly 25 miles north of Detroit. The main campus straddles the cities of Auburn Hills and Rochester Hills though its offcial campus address is in nearby Rochester. OU was recently named the third- safest campus in the nation according to a recent study by CollegeMagazine.com. The campus has two additional locations in nearby Macomb County (Mount Clemens and Clinton Township). Southeast Michigan is a major center of economic activity, and where Oakland University has close to a $1 billion economic impact. Metro Detroit is the world’s hub for automotive research and safety; domestic as well as Japanese, Chinese, Indian, French and German auto manufacturers have major R&D facilities in the region. The healthcare industry in the region has an overall economic impact of $38 billion annually, with more than 13,000 related businesses and over 350,000 jobs. In addition to

4 Detroit’s historic and ongoing reputation as the Motor City, southeast Michigan is a rapidly developing innovation center. Southeast Michigan also offers much in recreation and the arts. The region is one of the most ethnically diverse communities in America; many languages, cultures, and traditions have contributed to vibrant local businesses and restaurants. Metro Detroit has a nationally renowned art institute, symphony orchestra, and museums, as well as a wine region growing nationally in reputation. The nearby Great Lakes account for 20% of the world's fresh water and offer endless miles of coastline with beautiful beaches, serving as a major resort destination. For more information on Oakland County, visit www.oakgov.com.

PROCEDURE FOR CANDIDACY Applications should include a letter of application and curriculum vitae. Applications and nominations will be accepted until the position is flled. Confdential review of materials and screening of candidates will begin immediately. Harris Search Associates is assisting Oakland University for this search. Please send your application to the email address below or contact Jeffrey Harris, Managing Partner, for further details. Tel: 614-798-8500 Cell: 614-354-2100 Email: [email protected] www.HarrisSearch.com

Creating and maintaining a diverse, equitable and inclusive campus is a strategic priority for Oakland University. OU seeks applications from individuals who are interested in and committed to supporting and advancing its DEI institutional values. Oakland University encourages all qualifed applicants to apply and be assured that there shall be no discrimination on the basis of race, sex, color, gender identity, gender expression, religion, national origin or ancestry, age, height, weight, familial status, marital status, disability, creed, sexual orientation, veteran status or other prohibited factors in employment, admissions, educational programs or activities. https:// www.oakland.edu/policies/human-resources/712/

Oakland University is an Equal Opportunity/Affrmative Action Employer committed to fostering a diverse, equitable and family-friendly environment in which all faculty and staff can excel and achieve work-life balance.

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