Reports to: Vice President of Finance & Administration

Location: Administrative Building

Lawrence University is a private liberal arts college and conservatory located in Appleton, Wisconsin.

The Assistant Vice President serves as the Chief Human Resources Officer (CHRO) and leads the Human Resources (HR) function for the University, serving as a strategic advisor to University leadership on all HR issues. The AVP is a key member of the University’s senior staff and is responsible for areas including faculty/staff recruitment and orientation, employee relations, benefits design, compensation administration, performance management, immigration services, and training and development.

The AVP is expected to be an enterprise-wide thinker who works collaboratively with other senior leaders in supporting change management initiatives. Additionally, he/she will be responsible for developing HR’s strategic plan, assuring alignment with the University and its entities, developing and implementing HR policies and guidelines and working collaboratively with campus constituents to link the university’s strategies and policies to faculty and staff.

 

 

Lead a team of 5 HR professionals and provide direction, leadership, coordination, communication and management to the team.

 

Partner with department leaders on the most appropriate and effective methods of recruitment, organization design, staff development, staff relations, discipline, and exit strategies. Understand and interpret employment laws and the impact it may have on a leader’s decision; partner with the leader to minimize legal risk and exposure.

 

Administer employee benefits programs, stay in compliance with applicable laws and assist with the annual audit of the plans. The different benefit plans include retirement, medical, prescription, dental, life insurance, accidental death, short and long term disability, long term care, tuition benefits, and the Employee Assistance Program.

 

Ensure compensation is competitive with the external market and internal equity. Participate in annual compensation surveys and evaluate salary data to comparable benchmarks. Evaluate internal comparable positions and analyze gaps, recommending action when inequity is present. Assist the AVP of Finance in labor budget management each fiscal year. Manage equity analysis amongst gender and race. Recommend action when gaps are present.

 

 

Develop training and development opportunities for team members. Partner with leaders on department structure, looking at ways to increase efficiencies, improve outcomes, and increase employee satisfaction. Partner with employees and leaders to identify ways to increase employee retention. Action plan with leaders to increase communication, be a fair and equitable employer, and create an inclusive culture. Partner with leaders to determine action plans based on campus climate survey results. Manage the performance review process.

 

 

Manage the recruitment process, including compliance with our non-discrimination policy as well as internal staff recruitment processes focusing on diversity and inclusion. Work collaboratively with hiring managers to clearly define position responsibilities, potential changes to department structure, and budget. Manage the student employment and summer employment process. Assess recruitment efforts and effectiveness through the use of key HR metrics.

 

 

Actively participate and engage in diversity and inclusion programming on campus. Continually improve cultural competencies in oneself and encouragement of others to attend events on campus. Promote the educational opportunities to leaders and employees to continue to evolve the culture around diversity and inclusion work and Title IX policies and practices. Participate on a President’s Committee of Diversity Affairs and the Title IX working group.

 

 

Establish strong relationships with faculty and staff by checking in on a regular basis, answering questions they may have and sharing campus wide information as appropriate. Participate and encourage others to attend campus events to increase engagement. Partner with leaders on performance concerns of various levels of severity, including discipline or establishing a performance improvement plans. Conduct thorough exit interviews, track and monitor the information for trends and give leaders feedback. Continually review employee handbook and policies for additions, deletions, or suggestions for changes or improvements.

 

 

Develop safety programs for campus employees, including staff, faculty and students. Partner with leaders on monthly safety talk topics and identify resources for reference. Manage the worker’s compensation program to minimize risk exposure. Establish and hold others accountable to the process, partner with carrier on claims review and adjudication, work with injured employees on return to work or light duty program. Identify trends and establish employee training to mitigate future claims and premium increases. Comply with OSHA reporting, partnering with workers compensation carrier for lost time information to report.

 

 

Manage employment law and risk management by preventing and minimizing potential liability to the University under federal and state laws and regulations. Assist when needed as a University contact for risk insurance matters and support the renewal process. Manage the relationship with University immigration counsel and follow recommendations for employee visa requirement and state/federal immigration laws.

 

 

Oversee payroll processing to include time collection process, coordination of student employment activities related to Human Resources/Payroll, fringe benefit administration and deductions, and tax compliance. Ensure monthly, quarterly, and year-end reporting is complete and accurate per state and federal requirements. Ensure year-end processes are complete including W2s, 1042s, and 1095 forms.

 

 

 

In all relationships, the AVP should be strategic and solution oriented, ensuring that constituents’ needs are evaluated and that the most appropriate solution for the University is found. Discernment and diplomacy are key factors to success, and policies and regulatory requirements are the framework within which solutions can be found. Workplace satisfaction, when created through this process, will bring out the maximum effectiveness of each employee while stewarding Lawrence’s educational mission.

The AVP serves as the HR representative to the President’s Committee on Diversity Affairs and acts as an advisor to Lawrence’s Staff Council. The AVP also leads the activities of Lawrence’s Senior Staff, ensuring communication, learning and other activities occur on a regular basis.

As the chief human resource officer, the incumbent will interpret existing human resource policies and participate in the development of new policies as needed.

Communicates with all members of the campus community, including trustees, senior leadership, faculty, staff, students and alumni.

Advocates the perspective of faculty and staff in the development of policies and practices, while maintaining sensitivity to the management needs of the university.

 

 

• Ability to influence at all levels of the organization

• Excellent oral and written communications skills.

• Exceptional organizational, prioritization, analytical problem-solving, attention to detail and follow-up skills.

• Ability to manage multiple competing priorities while demonstrating ability to remain flexible and adaptable in a changing work environment.

• Thorough understanding of current employment legal requirements.

• Ability to maintain confidentiality of sensitive information.

• Must have successful completion of criminal record check, driving record check and reference checks.

• A Bachelor’s degree in Business Management, Human Resources or related field required with at least 8 years of progressively responsible human resources experience.

• SHRM certification preferred.

• Strong working knowledge of employment and benefit laws and regulations.

• Proficient computer skills including MS Word, Excel, and Power Point.

• Prior experience with an HRIS database is required, including an applicant tracking system.