Associate Vice President, HR Services & Engagement

• Provide strategic leadership, direction, and support to the Executive Directors, Managing Directors and Manager responsible for Employee and Labor Relations, Talent and Development, and HR Business Partners and the People Service Center respectively.
• Foster strong collaboration among HR functional leaders to ensure an integrated and seamless HR service delivery model.
• Partner closely with functional leaders to establish priorities, align resources, address organizational challenges, and execute strategic initiatives.
• Create a culture of accountability, partnership, innovation, and customer service excellence across all areas of responsibility.
• Act as the designated deputy to the CPO/VP of HR, stepping in to lead the function and make critical strategic decisions during their absence.

• Serve as a strategic advisor to university leadership on workforce strategy, organizational effectiveness, talent management, employee engagement, and complex employee matters.
• Lead the design and execution of an integrated HR service delivery model that aligns HR functions with institutional priorities.
• Partner with senior leaders to identify organizational challenges and develop proactive people strategies and solutions.
• Foster a culture of accountability, collaboration, inclusion, innovation, and service excellence across all HR service delivery functions.
• Lead change management efforts related to organizational initiatives, restructuring, workforce planning, and employee engagement.
• Utilize data, metrics, and trends to inform strategic recommendations and continuous improvement initiatives.

• Provide leadership and strategic direction to the HR Business Partner team supporting schools, divisions, and administrative units across the university.
• Ensure HR Business Partners deliver consistent, consultative, and solution-oriented support to university leadership.
• Architect the framework for core people initiatives including, talent development strategy, performance management, and organizational design. Empower the HRBP organization to drive execution and business alignment.
• Establish standards for service delivery, responsiveness, and strategic partnership.
• Promote consistency in policy interpretation and HR practices across the institution.

• Oversee the university's talent development strategy, including leadership development, employee training, professional development, organizational learning, and engagement initiatives.
• Ensure the development and implementation of innovative and scalable learning programs that support employee growth and leadership capability.
• Partner with senior university leadership and key institutional stakeholders to assess enterprise-wide development needs and align talent strategy with the university's strategic plan.
• Support employee engagement initiatives that enhance workplace culture, retention, and employee experience.
• Lead initiatives focused on leadership effectiveness, succession planning, and talent readiness.

• Provide executive oversight for employee relations and labor relations strategies, ensuring alignment with university policies, collective bargaining agreements, and employment laws.
• Guide the resolution of complex employee relations matters, investigations, performance issues, and workplace concerns.
• Support labor relations strategy, collective bargaining preparation, contract administration, and union partnership efforts.
• Ensure consistent and equitable application of policies and procedures across the university.
• Partner with university counsel and leadership on high-risk or sensitive employee and labor matters.
• Monitor trends and emerging issues related to workplace culture, employee relations, and compliance risk.

• Promote operational efficiency and continuous improvement across all service delivery functions.
• Collaborate closely with other HR leaders to ensure integrated HR support and alignment across centers of excellence.
• Develop and monitor key performance indicators and service standards.
• Lead and mentor senior HR leaders, fostering professional growth, accountability, and high performance.
• Support strategic communications and change initiatives impacting faculty and staff.

• Strategic thinking and organizational leadership
• Executive presence and influencing skills
• Change management and organizational effectiveness
• Employee relations and conflict resolution expertise
• Labor relations and collective bargaining knowledge
• Leadership development and talent strategy
• Data-informed decision making
• Collaboration and partnership building
• Service excellence and operational effectiveness
• Organizational design and workforce planning expertise
• Strong coaching and team development capabilities
• Demonstrated experience leading HR Business Partner teams, talent management and development functions, and employee and labor relations operations
• Experience within higher education, or similarly complex organizations preferred
• Strong knowledge of employment law, employee relations practices, labor relations, organizational development, and leadership development
• Strong knowledge of organizational design, workforce planning, organizational effectiveness, and change management principles
• Demonstrated ability to influence senior leadership and lead through change
• Exceptional communication, relationship management, and strategic consulting skills
• Proven ability to manage sensitive and complex matters with sound judgment and discretion

How is pay for new employees determined at GW?

The university is an Equal Employment Opportunity employer that does not unlawfully discriminate in any of its programs or activities on the basis of race, color, religion, sex, national origin, age, disability, veteran status, sexual orientation, gender identity or expression, or on any other basis prohibited by applicable law.