Position Number: ACA22-402

College of the Canyons
Santa Clarita Community College District

announces an employment opportunity for

Assistant Superintendent / Vice President, Human Resources

An Educational Administrator Position

Extended Review Date: Wednesday, April 26, 2023

Two weeks prior to the deadline to submit applications, the diversity of current applicants will be assessed. Upon review, if the pool does not include sufficient diversity at that time, the application window may be extended.

This position is a high priority for our District for the 2022-2023 year and is contingent upon continue available district, grant and state funding.

JOB CHARACTERISTICS

Assistant Superintendent/Vice President, Human Resources serves as a line manager for the Chief Executive Officer and as a member of the Executive Cabinet, with broad authority to establish criteria, formulate projects, assess program effectiveness and design and implement programs, which affect a wide range of District activities and operations. This position serves as supervisor of record for assigned classified supervisors and classified support staff members.

REPRESENTATIVE DUTIES

As a flexible and innovative college, the duties and major emphasis of this senior executive position may change depending on internal and external conditions. Moreover, the Assistant Superintendent /Vice President, Human Resources is expected to act independently with little direction toward the improvement of employee performance, employee engagement, talent acquisition and District priorities.

Administrative Oversight

1. Is a member of the Chief Executive Officer’s executive cabinet.
2. Serves as advisor to the Chief Executive Officer on all human resources matters, as well as liaison between the Board of Trustees and other administrative staff.
3. Provides administrative leadership to support the Chief Executive Officer by working with administrators, faculty and staff to determine and clarify policy and emerging initiatives related to Human Resources. Participates in strategic and long-range planning for the District.
4. Directs all operations of the District’s Human Resources Office including training, assignment, supervision and evaluation of the Human Resources staff; management of the departmental budget; development of effective Human Resources programs and services; and participation in District long-range planning activities.
5. Recommends, develops, and administers policies and procedures pertaining to employees and the public, in accordance with current legislation and court decisions affecting community colleges.
6. Provides leadership regarding legal matters and consults with legal counsel on behalf of the District. Applies legal code provisions, District policy and administrative regulations, collective bargaining provisions, and legal regulatory requirements.
7. Serves as a lead labor negotiator or a member of the bargaining team for the District in regard to contractual agreements between the District and exclusive representatives of employee groups.
8. Serves as District contract manager and provides leadership for management staff on matters relating to negotiated contract provisions. Administers all aspects of collective bargaining agreements including grievance, due process, appeals, and other legal procedures.
9. Serves on committees related to Human Resources issues, and other committees designated by the Chief Executive Officer. Represents the District at meetings, conferences, and workshops related to the management of the District’s Human Resources department.
10. Maintains an understanding and currency relative to the ideas, trends, and practices related to the responsibilities of the position.
11. Masters and applies emerging technologies as necessary to perform duties in an efficient, organized, and timely manner.
12. Other duties as assigned.

Assistant Superintendent Duties

1. Serves as a District Representative on local community and statewide organizations, events and meetings, and professional organizations outside of standard business hours.
2. Participates in professional development opportunities, and models continuous learning and improvement.
3. Assists in the development of advisory committees and provides guidance in working with advisory committees.
4. Represents Human Resources in such college-wide processes as professional development, budget development and monitoring, and preparation of facility requests and work orders as appropriate.
5. Communicates effectively with District managers, faculty and other staff, external public agency representatives, private company representatives, and the general public to ascertain and meet District and community educational needs in accordance with District mission and goals.  
6. Maintains positive relationships with K-12 partners, regional higher educational institutions, and relevant California Community Colleges Chancellor’s Office (CCCCO) personnel.
7. Works closely with the Public Information Office to promote and market the programs and services within the division.

Policy Development and Board of Trustees:

1. Interpret and analyze education laws, impending legislation, regulations, and procedures to determine the impact on the District, and to formulate compliance strategies.
2. Recommend policies to ensure effective and equity-minded District Human Resources programs and services. 
3. Actively participate in and support District collegial consultation activities and other collaborative processes.
4. Research, write, and direct college policy through the approval process.
5. Assists the Chief Executive Officer with the preparation of materials and reports for the Board of Trustees, including preparation of the personnel schedule of the Board agenda.
6. Participates in Board workshops and meetings.

Workforce Planning & Growth:

1. Identify strategies, build programs, and execute on opportunities to enhance the employee experience and facilitate capacity for employees to be ready with workforce capabilities to successfully support the District.
2. Partner with business leaders and HR teams outside the District to define and establish a long term successful strategic talent planning process including identifying critical jobs, determining future talent needs, assessing internal as well as external talent pools and developing long term plans to support workforce growth.
3. Evaluate and maintain technical competency models that facilitate the assessment of employees and develop strategies to address deficiencies.

Employee Engagement and Professional Development:

1. Develop and recommend broad and/or specific policies, regulations, and procedures for managing District activities and services in accordance with District mission and goals, including improved employee success, employee engagement and the elimination of equity gaps in hiring.  
2. Serves on appropriate professional development committees; provides leadership to the District's professional development activities and programs.
3. Create programs for the full life cycle of employment, from application to offboarding, with a focus on optimizing the employee experience through development, engagement and retention.
4. Identify and execute on opportunities to scale, simplify, and increase effectiveness of engagement initiatives.
5. Develop and implement programs that support the voice of employees and deliver programs that support employment, recognition, development, and retention towards fostering a culture of inclusion and belonging.
6. Define, develop, and implement a plan to ensure a positive onboarding experience for new hires rooted in education, connectivity, and engagement.
7. Create a feedback loop with Administrators and employees to identify opportunities to deliver a positive employee experience.
8. Partner with our marketing and communications teams to develop an engaging and inspiring communications strategy.
9. Engage with stakeholders to drive an integrated strategy for building leadership and management capabilities at all levels, with a critical focus of onboarding learning.
10. Partner with Risk Management to ensure all compliance training objectives are met.
11. Increase capabilities in Administrators to deliver both performance results and high employee engagement.

Talent Acquisition:

1. Create and implement efficient and effective talent acquisition strategies across all levels to improve quality and diversity in recruitment activities across hiring spectrum, from internship and early career programs to executive leadership positions.
2. Work with recruiting staff to drive engagement with academic institutions, professional societies and organizations to build productive and sustainable sources of talent.

Employee Relations:

1. Administers all aspects of employer/employee relations in accordance with contractual agreements, education code, and federal and state law. Serves as District Grievance Officer and assists administrators and supervisors in decision making, conflict resolution, mediation, and disciplinary action. Conducts investigations when necessary.
2. Supervises and coordinates compliance with performance evaluation systems for College employees

Compliance:

1. Serves at the District Title IX Coordinator, managing reports of sexual misconduct, discrimination, harassment, and retaliation from receipt to resolution.
2. Educates the campus community about sexual misconduct and ensures District compliance with federal, state, and local regulations and guidance related to sexual misconduct including, but not limited to Title IX, the Violence against Women Act, the Clery Act, and other legal requirements.
3. Serves as the District Equal Employment Opportunity (EEO) Officer, and ensures compliance with all federal and state regulations related to equal employment and non-discrimination compliance regulations.
4. Provides oversight of and coordinates the use of state EEO funds.
5. Ensure that all required Federal and state reporting, such as the EEO Plan, are accurate and timely.
6. Serves as the custodian of personnel records including personnel files, I-9 documentation, employee medical/benefits files, etc.
7. Administers all aspects of the District’s employee benefits programs, services, and regulations under federal and state law.
8. Oversees the implementation of Workers’ Compensation benefits and ensures that program functions are according to legal specifications. Develops and assures implementation and currency of risk management/reduction programs to reduce work place injuries.

Planning/Budgeting:

1. Participate in the development and maintenance of a long-range District education and facilities master plan and the five-year strategic plan.
2. Develop and participate in District planning processes to assure articulation between educational planning goals and objectives and those of other District organizational units.
3. Develop, prepare, and administer annual and long-range plans in conjunction with District budget development and program management efforts.
4. Follow categorical regulations as they apply to budgeting restrictions.
5. Recommend new or revised systems, methods, programs, and procedures to improve efficiency and effectiveness of District human resources programs and services, and that further support the District’s initiatives related to employee success. 
6. Plan, develop, and oversee the administration of division budgets and expenditures.  Strategically allocates resources to support division needs.
7. Provide oversight and direction to the planning, implementation, maintenance and evaluation of technology services as required to perform human resources functions in an efficient and effective manner.

Financial Management:

1. Allocate and/or assist in allocation of financial resources to accomplish the District mission and goals.
2. Analyze and/or assist in analysis of financial data and recommend optimal use of District resources.
3. Assist in determining strategies to assure optimal return on allocations of District funding. 

Personnel Data and Reporting:

1. Provide reports to the Chancellor on assigned topics, as requested.
2. Analyze and/or oversee analysis of data to prepare and/or oversee preparation of clear and concise reports necessary for efficient and effective management and operation of District Human Resources.
3. Prepare and submit reports to the California Community Colleges Chancellor's Office (CCCCO) and outside agencies as required. 
4. Directs the compilation, validation, and submission of a variety of narrative and statistical employee data reports to state and federal agencies, including participation in local and national surveys.
5. Administers classification and compensation programs for the consistent evaluation of new and existing positions; researches and advises Chief Executive Officer, administrators and supervisors on compensation issues; supervises the implementation of the District’s salary schedules.
6. Directs the ongoing development of the Human Resources Information System including the processing of personnel transactions.

Personnal and Professional Competencies:

1. The Assistant Superintendent/Vice President, Human Resources must demonstrate that he/she is:
2. A creative, innovative, energetic instructional leader; a technologically sophisticated professional who is conversant with applications of technology.
3. An experienced academic committed to continued improvement; a visible, accessible and collaborative educator who encourages and acknowledges the contributions of others, who is willing to be a risk taker and create an environment that is open to new ideas.
4. A visionary leader and independent thinker who enjoys working in a dynamic environment and handling multiple responsibilities.
5. A supporter of consistent and on-going professional development initiatives, which support the college’s strategic goals.
6. A capable planner who can systematically allocate resources to further institutional goals, evaluate the results of the allocations, and develop strategies for continued development.
7. A fair-minded, ethical, and honest leader with excellent interpersonal and communication skills and the courage and integrity to accept responsibility for decisions.
8. A leader knowledgeable of management theories and practices, learning theories and practices, and community college finance.
9. A skilled leader adept in planning for the emerging needs of the District and successful in resource generation in and partnership development.
10. A highly visible educational leader who will seek positions of significant leadership in community institutions, support organizations, and on state boards and committees to articulate, enhance and improve college programs, services, and reputation on the state and national level.

MINIMUM QUALIFICATIONS:

(Requirements 1 and 2 must be met in order to qualify for the position):

1. Possession of a master’s degree or higher from an accredited college or university.  Doctorate or Ph.D. in educational leadership preferred.  (See our website for evaluation requirements for units and degrees earned at foreign institutions); and
2. A minimum of six (6) years of increasingly responsible experience as a senior level administrator, managing Human Resources programs at a community college or other institution of higher education.

DESIRABLE EDUCATION AND EXPERIENCE:

• A Juris Doctorate from an accredited institution is desirable and/or four years of experience with legal matters specifically related to human resources.
• Master’s degree in human resources management, public administration, organizational management, or a related field.
• Four years increasingly responsible management/supervisory experience in the area of human resources management.

DEMONSTRATED KNOWLEDGE AND ABILITIES:

Knowledge of:

• Local, state, and federal laws, codes, rules and regulations including Title V, Title VII, ADA, FMLA/CFRA and others related to employment.
• Methods and techniques of conflict resolution, strategic planning, organizational development, and supervision.
• The principles and practices of public personnel/human resources administration.
• Community college philosophy, objectives, organization, functions and services.
• Employer-employee relations including collective bargaining, contract management, and grievance processing.
• The community college structure, and how it works at the local level.
• The role of the State Chancellor’s Office in providing leadership to the community college system.
• The relationship between the community college system-wide regulations and their applications at the local level.

Ability to:

• Anticipate, design, and pave the way for both short- and long-range personnel plans, oversee their implementation, and provide accountability for results.
• Plan, organize, supervise, direct and participate in the daily operation of the human resources department.
• Interpret, apply and enforce applicable laws, rules, and regulations.
• Practice modern management principals.
• Show evidence of creative and visionary strategic planning for improvement of the personnel operations of the District.
• Provide leadership within the context of a dynamic community college environment.
• Work effectively within the community college shared governance process.
• Supervise others effectively, enforce policy and follow directions and prescribed procedures.
• Effectively handle conflict resolution with a professional demeanor and respect for all participants.
• Work effectively and demonstrate currency of knowledge with computers and specialized technology.
• Demonstrate clear evidence of a sensitivity to and understanding of the diverse academic, socioeconomic, cultural, disability, and ethnic backgrounds of community college students, staff and the community.