Associate Vice President for Human Resources
University of Chicago
Chicago, Illinois
Full-Time
$400,000
RemoteExecutive
Department
OPS Office VP Operations
About the Department
Job Information
Job Summary:
The Associate Vice President for Human Resources (AVP-HR) will provide overall strategic and operational HR leadership to the University. This role will be responsible for establishing and enabling/influencing consistent application of human resources best practices across a substantial enterprise in collaboration with a myriad of campus partners. Guided by a recent assessment of the University HR functions and a roadmap that will be created from ongoing HR transformation project, HR Next, this leader will have the unique opportunity to significantly drive policy guidance, strategy to establish the University as an employer of choice and, in the process, improve the effectiveness of University academic and administrative unit human resource functions. The Associate Vice President for Human Resources will provide strategic alignment with the needs of the University by collaborating with campus partners and other operations division leadership to drive better efficiencies and services to University stakeholders.
This search is being led by DSG Global. In order to be considered for this opportunity, applicants must apply via DSG’s Talent Profile. Amy Sugin and Laurie Casteen of DSG Global have been exclusively retained for this search. To express interest and be considered for this role, applicants must submit a compelling cover letter and resume by filling out DSG’s Talent Profile. All inquiries and discussions will be considered strictly confidential.
Responsibilities:
The AVP-HR directly leads approximately 40 human resource professionals within the Central Human Resources organization and influences all aspects of distributed human resources operations for the University including staff recruitment, benefits, compensation, performance management, staff development, employee and labor relations, HR information systems, and union negotiations. While the majority of university employees are non-unionized, the union population is an important element of the overall human resources eco-system at UChicago.
Human Capital Management - ensures alignment between human resource practices and the University's strategic direction while ensuring effective support for organizational and people strategies across the institution.
High Level Influence – in close coordination with the Vice President for Operations, actively collaborates with the President, Provost, Deans, and Officers of the University to understand the HR related needs, challenges and opportunities across units and influence consistent HR practices across the institution
Board Interaction - present to the Board of Trustees on various topics related to human capital management, HR compliance areas and talent recruiting and retention.
Talent Selection, Development and Retention – oversight of innovative recruiting strategy development and tools that will allow units to continue to attract and retain key talent across staff.
HR Systems - identifies and deploys appropriate technology solutions to enhance employee access to human resources information and develops the best means to deliver high-volume transactional services.
Staff Selection and Development - motivates and leads a team of functional human resource Center of Excellence (COE) leaders to drive best practices and services that meet the needs of all academic and administrative units and facilitate the achievement of the University's strategic goals.
Fiscal Management – responsible for oversight of the human resources operational budget including budget allocated for central HR personnel. Ensures alignment with the University’s and the Operations Division ongoing fiscal goals.
Human Resources Compliance – responsible for ensuring the University’s overall compliance with federal, state and local regulations regarding human resources practices. This includes updating current and/or implementing new policies to ensure ongoing compliance.
Other duties as assigned by the VP of Operations.
Competencies:
A proven track record of building and leading a best-in-class human resources organization with a superior understanding of human resources strategies in institutions of higher education and other organizations of similar size and complexity, with an emphasis on major research universities and academic medical centers.
Bring credibility to the human resources function through their professional qualifications and leadership and influence ability with experience building respectful and productive collaboration at the most senior levels of a large-scale, complex organization.
Demonstrated commitment to building organizational best practices that seek out top tier talent at all levels, with a focus on high energy professionals who are creative problem solvers seeking an environment which supports, nurtures, and properly compensates top performers.
Demonstrated success in change management and an understanding of what is required to succeed in a dynamic environment with an appreciation for the mission, traditions, and culture of the institution.
Lead, mentor, and develop team members, including determining talents and expanding responsibilities to enhance professional growth.
Highly results-oriented.
Additional Responsibilities
Education, Experience, or Certifications:
Education:
Bachelor’s degree in human resources or a closely related field required.
Advanced degree such as an MBA, JD, or a master’s degree in HR or a closely related field preferred.
Experience:
At least 10 years of progressive leadership and operations experience in HR administration and/or HR management.
Executive level human resource leadership experience and accomplishment within a similarly complex environment.
Specific experience within a major research university and academic medical center enterprise is of interest but not a requirement.
Required Documents:
Resume/CV
Cover Letter
This search is being led by DSG Global. In order to be considered for this opportunity, applicants must apply via DSG’s Talent Profile. Amy Sugin and Laurie Casteen of DSG Global have been exclusively retained for this search. To express interest and be considered for this role, applicants must submit a compelling cover letter and resume by filling out DSG’s Talent Profile. All inquiries and discussions will be considered strictly confidential.
The University of Chicago uses AI-assisted tools to streamline and augment some recruitment processes; however, AI is not used to make hiring decisions.
When applying, the document(s) MUST be uploaded via the My Experience page, in the section titled Application Documents of the application.
Job Family
Scheduled Weekly Hours
Drug Test Required
Health Screen Required
Motor Vehicle Record Inquiry Required
Pay Frequency
Monthly
Pay Rate Type
FLSA Status
Pay Range
The included pay rate or range represents the University’s good faith estimate of the possible compensation offer for this role at the time of posting.
Benefits Eligible
The University of Chicago offers a wide range of benefits programs and resources for eligible employees, including health, retirement, and paid time off. Information about the benefit offerings can be found in the Benefits Guidebook.
Posting Statement
The University of Chicago is an equal opportunity employer and does not discriminate on the basis of race, color, religion, sex, sexual orientation, gender, gender identity, or expression, national or ethnic origin, shared ancestry, age, status as an individual with a disability, military or veteran status, genetic information, or other protected classes under the law. For additional information please see the University's Notice of Nondiscrimination.
Job seekers in need of a reasonable accommodation to complete the application process should call 773-702-5800 or submit a request via Applicant Inquiry Form.
All offers of employment are contingent upon a background check that includes a review of conviction history.A conviction does not automatically preclude University employment.Rather, the University considers conviction information on a case-by-case basis and assesses the nature of the offense, the circumstances surrounding it, the proximity in time of the conviction, and its relevance to the position.
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