Vice President for Human Resources

Position Summary

Long Island University’s Vice President for Human Resources is a great communicator with a high degree of integrity, accountability, emotional intelligence and demonstration of the following skills:

• Strategic thinking and systems building with well-honed management skills and a commitment to continuous performance improvement for themselves and the people around them.
• Excellent problem-solver with thoughtful, data-driven approaches in a complex human services environment.
• Oversight for the strategic vision and planning for all aspects of the University through the human resources department lens to support the mission of LIU.
• Leadership of all aspects of day-to-day operations management related to talent acquisition, workforce planning, labor and employee relations, policies, compensation and benefits.

Principal Responsibilities

Strategy & Leadership

• Lead overall development and execution of human resources and organizational development initiatives, employee relations, and talent acquisition to support the achievement of University goals.
• Develop and implement human resources management policies and procedures that are best-in-class and consistent with the institution’s mission. These include, but are not limited to, researching and recommending changes to policies and monitoring compliance.
• Establish strategic goals and direction for Human Resources; provide leadership, oversight, and management of the Human Resources department and senior leadership of the University as a whole. Partner with executive and management staff across University campuses to address concerns and develop solutions.
• Ensure the University is equipped to attract, retain and motivate a high quality, diverse workforce enabling it to carry out its mission and achieve its objectives.

Recruitment & Retention

• Ensure the University is externally competitive in its ability to attract and retain academic and administrative employees.
• Develop and implement compensation policies that maintain competitiveness with external market and internal equity.
• Establish talent recruitment, retention and performance management strategies to meet the needs of LIU’s growth goals.

Performance Management

• Establish, monitor and continually assess performance management program for all levels of the institution. Work with the leadership team to refresh and refine plan based on current needs and environment and improve process automation.
• Develop strong working relationships with managers while taking a proactive approach in addressing employee issues; analyze and recommend solutions with the goal of improving individual and team performance.

Labor Relations & Compliance

• Anticipate and resolve complex problems and questions, including employee relations issues, in an economical and equitable manner compliant with legal regulations and general business practices.
• Receive and investigate all complaints; determine veracity of such and take corrective disciplinary action and/or prepare reply. Assist investigations and litigation involving current and former employees, in collaboration with leadership; manage actions and proceedings.
• In collaboration with attorneys, as needed, ensure compliance with federal, state, and local regulatory agency guidelines and standards.
• Demonstrate subject matter expertise in connection with all collectively bargained agreements and support negotiations.

HR Operations & Administration

• Leverage existing HR personnel to ensure delivery of timely, relevant and efficient HR operations.
• Provide effective supervision for all departmental staff. Assess development and structure of the department.
• Organize and oversee the employee benefits program, including medical and dental, flexible savings accounts, commuter benefits, and various pension plans. Lead selection process for medical insurance and other health and welfare benefits and negotiate contracts; liaise with brokers and stay abreast of health reform issues.
• Promote efficiency in HR operations by implementing and utilizing new technologies and systems. Stay abreast of higher education best practices in HR.
• Ensure effective management of all HR database systems, including record compliance, accuracy and completeness. Leverage data for goal setting, strategic decision-making and for HR analyses.
• Challenge, redesign and automate human resources and related business processes to maximize efficiency and effectiveness.
• Oversee unemployment claims; liaise with relevant third-party administrators.

Compensation & Benefits

• Supervise University Director of Payroll and oversee University payroll functions that include: providing information to managers on payroll matters, tax issues, time and attendance policies, procedures and automation; reviewing time records, work schedules, wage computation and other information in order to detect and reconcile payroll discrepancies; creating, maintaining and distributing management reports both routine and ad hoc, using HRIS reporting software, Excel, and other software as necessary.
• Supervise University Director of Benefits and oversee University benefits functions that include: management and administration of various employee voluntary benefit programs including: 403B and 457B Plans, Commuter Benefits for LIU; open enrollment period for health/dental insurance, training sessions for new retirement plan participants, and informational sessions by other benefits providers; administration of the Worker Compensation Program, the Family and Medical Leave Act provisions, and coordinate these programs with STD and COBRA provisions; timely reporting of workplace accidents/injuries to the carrier, appropriately designate absences under FMLA, track absences and send notification letters to employees; managing ACA requirements, including 1095 creation and distribution; handling health & welfare, and retirement plan audits, testing and filing 5500's; managing and submit OSHA reporting requirements on an annual basis; ensuring the employee benefits manuals are up-to-date; and special projects such as rolling out and communicating new benefit programs and features, eligibility audits, benefit surveys, census reports, and annual renewal processes;

Organizational Development & Training Responsibilities

• Assist the training department and executive team on staff development initiatives for the organization.
• Assist the training department in creating and delivering consultations and training to staff on a variety of HR issues; assist in leadership development training and development.
• In collaboration with other administrative department staff, ensure effective employee communication program to educate staff regarding human resources programs, policies and procedures.

Additional Duties and Responsibilities

• Function as liaison to insurance brokers for all human resource-related benefits programs and packages.
• Serve as Chair of the University’s Retirement Plan Committee.
• Perform other tasks as assigned.

Education Requirements:

Bachelor’s degree plus at least 10 years of experience in a leadership role in human resources administration, including benefits administration, recruitment, staff development and training, payroll administration. At least five years of this experience must have included supervisory experience. Must be familiar and adept at using HRIS systems. Knowledge of Federal, NYS and NYC employment laws.

Preferred Qualifications:

Master’s degree in Human Resources or other relevant field (Counseling, Public Administration, Business Administration, etc.). SPHR certification. Experience in a University and/or a non-profit setting. Strong experience with PeopleSoft or similar integrated Enterprise Resource Planning systems.

Training, Skills, Knowledge, Experience:

• Strong conflict resolution and mediation skills.
• Knowledge of human resources leading practices, employee relations, training, and compensation/benefits.
• Knowledge of State, Federal and NYC employment laws including EEO, ADA, Workers’ Compensation, Wage and Hour, COBRA, FMLA, NYS Paid Family Leave, etc.
• Excellent interpersonal, project management, customer service, organizational, and communication skills, both oral and written (including strong editing and proofreading).
• Ability to manage difficult situations with tact and diplomacy, multi-task in a fast-paced environment, and maintain confidentiality, and strong collaboration skills.
• Ability to be forward-thinking, and creative with high ethical standards and an appropriate professional image.
• Ability to be a strategically plan with sound technical skills, analytical ability, good judgement, and strong operational focus.
• Ability to interact with people at all levels of the University as appropriate and necessary to collaborate with employees at all levels of the organization.
• Ability to be decisive with a strategic focus as well as an operational, implementation and detail-oriented perspective.
• Ability to read, analyze, and interpret complex human resource related documents andfamiliarity with financial data.
• Ability to respond effectively to the most sensitive inquiries or complaints.
• Excellent supervisory and staff development skills.
• Ability to present information (e.g. prepare and deliver a written or spoken presentation with supporting materials) to the board of trustees, management, employees, and/or public group.
• Ability to plan organization-wide activities (e.g. setting objectives, developing strategies, budgeting, developing policies and procedures, and organizing the functions necessary to accomplish the activities).

Working Conditions:

Office setting.

LIU is an equal opportunity employer. LIU is committed to extending equal opportunity in employment to all qualified candidates who can contribute to the diversity and excellence of our academic community. LIU encourages applications from all qualified individuals without regard to race, color, religion, genetic information, sexual orientation, gender and/or gender identity or expression, marital or parental status, national origin, ethnicity, citizenship status, veteran or military status, age, disability or any other basis protected by applicable local, state or federal laws. Hiring is contingent on eligibility to work in the United States.