About the Role:
The Chief People Officer (CPO) provides strategic leadership in the development and execution of people-centric strategies that shape culture, values and employee engagement. The CPO will lead the charge on organizational transformation, talent acquisition, talent development, total rewards, aligning workforce goals with institutional mission, and elevating the employee experience. The CPO will also lead the planning, development, and implementation of a fully integrated human resource department, maintain an effective, responsive and customer service-oriented operation, and develops strategic human resources programs & innovative practices to support the mission and core values of the University.
Essential Functions:
The CPO will be responsible all human resources operations and services, including talent acquisition (recruitment and on-boarding), talent development, (performance management, training, and employee relations), total rewards (compensation, benefits) and compliance. In addition, the CPO will foster a positive and collaborative working relationship between HR staff and Finance/Payroll; and will develop and execute organizational strategies that support the mission of the University.
Talent Acquisition
- Ensure the systematic collection and analysis of measurement data (applicant flow data, demographic composition of workforce, turnover, training metrics etc.) in order to make operational/business decisions that affect both staffing and continuous process improvement. Regularly communicate results of measurement analysis to senior leadership, university stakeholders, and hiring managers to facilitate decisions that affect operational issues in their areas.
- Assist those involved in personnel selection in discerning characteristics that are important to the position and the Mercy tradition upon which the mission of the university is built.
- Assist in supporting the University’s DEI program and consult with senior leaders on modifications to policies and practices as necessary to create a diverse, equitable, and inclusive work community.
- Evaluate and continuously update recruitment systems and services to ensure the recruitment needs of hiring managers and senior leadership are met in a cost effective and efficient manner with a focus on hiring the most qualified candidates.
- Ensure that all federal and state laws are followed in the hiring process/train those participating in recruitment and selection activities (hiring committee members).
- Lead the development of creative and contemporary recruitment strategies including marketing/advertising programs to “brand” the institution. Coordinate with hiring managers and recruiters regarding specialized recruitment initiatives.
- Manage exit interviews, HR data and preparing departmental reports. Compile reports for presentation to senior leadership.
- In partnership with the VP for Academic Affairs and Provost, coordinate faculty recruitment, promotions, reappointments, and manage related employee relations issues.
Talent Development and Engagement
- Leads the development of talent management processes across the GMercyU’s workforce including talent assessment, performance management, succession planning, performance enhancement, leadership development initiatives, professional development, and wellness activities.
- Drive people-related strategies that underpin financial sustainability, ensuring workforce planning and capability development align with long-term goals.
- Develop, execute and work with team on problem resolution, enhancing communication, training and career development.
- Work closely with management and provide guidance in resolving and mediating employee relations matters. Investigate employee relations issues and provide sound guidance in resolving concerns.
- Guide and assist managers in the development and issuance of performance, behavior and attendance discipline, including corrective actions documentation and the follow-up and monitoring of employee progress as well as maintaining appropriate employee disciplinary records.
Total Rewards
- Serve as the lead administrator in developing and implementing a university compensation philosophy, which may include, but not be limited to, conducting salary studies, updating all job descriptions, ensuring alignment of job duties with university and departmental strategies and operational tactics.
- Act as the plan administrator to manage, organize, plan, and maintain all functions associated with the day-to-day administration of the university's employee benefits including tuition remission.
- Provide guidance to managers and staff on leaves, FMLA, ADA, return-to-work, accommodation requests and university benefits, policies and practices. Oversee leave of absences for university faculty and staff, including workers compensation.
- Organize efficient and effective University-wide human resources pay structure; manage HRIS systems to promote efficiency, effectiveness, and accuracy.
Compliance and Administration
- Ensure policies, procedures and HR programs are consistently administered and aligned with the organizational goals of the University.
- Establish an engaged, pro-active and responsive HR organization to enhance organizational service levels for all department stakeholders, employees, and external partners.
- Serve as primary contact and liaison with outside legal counsel on human resources related issues.
- Lead the university’s effort to review and resolve employee ADA situations as appropriate.
- Partner with the University’s Title IX officer or deputy officer as needed, and function as the lead human resources expert in all Title IX investigations and processes for all employee related matters.
- Maintain a centralized human resource information system to include accurate and consistent recording of human resource information, alignment of best practices HR processes, and implementation of necessary training/development programs for all stakeholders.
- Lead the contractual pay practices of faculty for adjuncts, overloads, and other faculty appointments.
- Formulate and recommend human resources policies and processes, which ensure integration of the university’s values and mission. Interpret and apply human resources policies throughout the university.
Other
- Responsible for the Human Resources budget.
- Organizational development & effectiveness interventions.
- Oversee the annual service awards program.
- Manage the annual audit process for HR reporting.
- Perform other duties as assigned.
EOE STATEMENT:
Gwynedd Mercy University is committed to maintaining a positive learning, working, and living environment that is free from unlawful discrimination and harassment. Gwynedd Mercy University does not discriminate against any applicant for admission to or employment at the University because of race, religion, age, gender, sexual orientation, gender identity, national origin, disability, color, marital status, veteran status, genetic characteristics, or any other characteristic protected by federal, state, or local law (‘Protected Classes’). This includes, but is not limited to, admissions, financial aid, educational services, and student programs and activities, as well as to all terms and conditions of employment including, but not limited to, recruitment, selection, hiring, placement, transfer, promotion, training, compensation, benefits, discipline, and termination. The University will not tolerate unlawful acts of discrimination or harassment based upon Protected Classes, or related retaliation against or by any employee or student.