Faculty Handbook :: Position Descriptions

Associate Vice President for Human Resources

Position Number: 286-FA226

Reports to: College President (00074)

The Associate Vice President for Human Resources is responsible for providing strategic leadership to the HR department, ensuring compliance with all federal, state, local laws and regulations, and VCCS policies and procedures. The Associate Vice President has broad responsibility for developing and reviewing policies and procedures that promote the college’s strategic plan and foster the development of an innovative workforce. The Associate Vice President oversees the planning and execution of key human resource functions, including recruitment, benefits, classification, compensation, employee relations, training and development, and HR information systems. The Associate Vice President serves as an active member of the President’s Executive Team and receives general direction from the College President. Strategic Goals: 1. Implement leading practices to attract and retain a diverse, high quality faculty and staff. 2. Broaden the College’s reputation and perception as an “Employer of Choice”. 3. Develop and implement practices to motivate and retain employees. 4. Ensure that Virginia Western Community College has a well-trained and competent workforce.


Strategic Planning and Organizational Development

Develop organizational strategies by identifying and researching human resource issues; contribute information, analysis and recommendations to College leadership’s strategic thinking and direction. Conduct structural analyses to ensure departments are utilizing resources effectively and efficiently. Manage organizational change to improve efficiency, effectiveness, and customer service/service excellence. Plans and implements a variety of human resources programs and initiatives that support the college’s mission and student success. Leads initiatives to build strong organizational structures throughout the college to achieve institutional goals.


Departmental Leadership and Planning

Develop and implement a human resource strategic plan that establishes accountability, provides solutions to resolve problems and fosters a diverse workplace that enables employees to contribute to the college’s mission. Provide management, leadership and direction to the staff in Human Resources Department. Strive for best practices and initiate process improvements/changes. Develop HR operational strategies to improve effectiveness, efficiency, and customer service. Anticipate needs, analyze trends, and develop action plans to enhance HR services. Provide leadership in HR to shape the strategic direction of the college. Broadly responsible to direct and manage a comprehensive integrated HR program which includes: employment/recruitment, classification/compensation, benefits, employee relations, training and professional development, and Human Resource Information Systems. Oversee and manage departmental budgets to ensure spending does not exceed allocated funds.


Performance Management

Set expectations for staff performance, accountability and service delivery that relate to the goals and objectives of the department, division and college. Develop staff competency to enhance customer service, technical and functional expertise, and professional growth. Provide appropriate feedback and address performance issues as they occur. Follow established policies and procedures in conducting performance evaluations. Direct, monitor, track and recognize attitudes, behaviors and actions that display a genuine desire to provide the highest level of service. Ensure consistency and flexibility as needed; obtain data to measure customer satisfaction; empower employees to improve customer service delivery strategies.



Monitor and ensure compliance with federal and state laws, rules and regulations and institutional and system policies and procedures. Develop, implement and interpret policies and procedures consistent with applicable rules and regulations. Oversee compliance audits conducted by Auditor of Public Accounts, VCCS Internal Audit and applicable parties. Ensure corrective actions are implemented in a timely fashion.

Developed August 26, 2014

Knowledge, Skills and Abilities

  • Broad knowledge of principles and procedures for recruitment, selection, training, compensation and benefits, employee relations, conflict resolution and personnel information systems. Knowledge of Commonwealth and VCCS and DHRM human resource policies and procedures and related information systems. Broad working knowledge of human resources concepts and principles; demonstrated analytical skills; working knowledge of benefits theories, principles and programs; working knowledge of HR information systems and processes and records management principles.
  • Knowledge of business and management principles involved in strategic planning, resource allocation, human resource modeling, leadership techniques, budgeting and financial management, and coordination of people and resources. Knowledge of shared services models and concepts and business process changes.
  • Knowledge of principles and processes for providing customer services meet customer needs, meeting quality standards for services, and evaluation of customer satisfaction.
  • Using logic and reasoning to identify the strengths and weaknesses of alternative solutions, conclusions or approaches to problems. Understanding of organizational politics and how to flex leadership approaches to achieve solutions.
  • Selecting and using training/instructional methods and procedures appropriate for the situation when learning or teaching new objectives.
  • Ability to analyze and inspect products, services, or processes to evaluate quality, efficiency, effectiveness and performance.
  • Ability to compile, categorize, calculate, audit and verify human resources information and data.
  • Ability to prioritize and manage multiple tasks and work in fast-paced environment; ability to work with interruptions. Ability to exercise good judgment, discretion and confidentiality.
  • Ability to communicate effectively orally and in writing with a diverse population.
  • Ability to establish and maintain effective harmonious work relations with faculty, staff, students and the general public. Understanding of higher education governance processes and accreditation requirements.
  • Strong and effective oral and written communication skills with the ability to react and speak knowledgeably and professionally on one’s feet. Use of clear-headed thinking and controlling emotions is vital for creating positive outcomes.
  • Ability to assess situations, see the “big picture”, address leadership and employees factually without fear of consequence, and to anticipate reactions.
  • Ability to accept criticism without anger, show patience and confidence in reactions, and to hold people accountable for decisions, behaviors, performance and actions. Maintaining thick skin in difficult or argumentative situations is vital.
  • Strong listening skills and ability to process issues, ask probing questions to seek clarity, and assessing and delivering the most appropriate response to issues.

Required Credentials/Qualifications – Column 1 of VCCS-29

Candidates must have a Master’s Degree in Business Administration, Human Resources Management, or closely related field, along with professional certification, such as Professional in Human Resources (PHR), Certified Compensation Professional (CCP), or other related professional certification applicable to the human resources profession. In lieu of the above, candidates who possess a Bachelor’s Degree in Human Resources Management, Business Administration or closely related field, professional certification (PHR, Senior Professional in Human Resources (SPHR), etc.) and a substantial portfolio of skills and experience will be given consideration if the candidate agrees to obtain a Master’s Degree as a condition of employment.

Candidates must present progressively responsible leadership/management experience in human resources with most recent experience serving as a Chief Human Resources Officer or as a lead HR generalist for a large, diverse organization. Candidates must exhibit knowledge of and experience with strategic planning, budgeting and financial management, organizational analyses, internal controls, HR information systems applications and development, customer service, training and competency development programs, resource allocation, data analyses and report generation, conflict resolution, diversity and inclusion initiatives, compensation/classification methodologies and practices, and organizational change management. Candidates must express knowledge of and experience with shared services models and business process changes.

Candidates must articulate a thorough knowledge of laws, regulations, and best practices of human resource compliance and management. Evidence of a flexible management and leadership style with strong listening skills, outstanding verbal and written communication skills, ability to reflect a patient and confident communication style, ability to use logic and reasoning to identify solutions and approaches to problems, and the ability to use clear-headed thinking and to control emotions for creating positive outcomes are essential to this leadership position. Ability to align the human resources department with the College’s mission and business needs, along with the ability to navigate through employee relations issues, and work with a diverse workforce are needed.

Preferred Credentials/Qualifications

Preferred qualifications include human resource leadership experience in a higher education environment, state or local government agencies or in positions that have served as human resources consultants/specialists to governmental agencies. Possession of SPHR certification or equivalent senior-level professional certification is highly valued. Knowledge of Commonwealth of Virginia human resources policies, programs and practices is helpful.