Associate Vice President, Human Resources

About the role

The Associate Vice President for Human Resources (AVP-HR) provides strategic and operational leadership for a comprehensive human resources program at Colorado College, including talent acquisition, total rewards, performance management, leadership and talent development, employee relations, workforce planning, HR technology and analytics, and policy development and compliance.

Responsibilities

• Campus Collaboration & Partnership
• Collaborate with leadership and campus constituencies to communicate HR initiatives, redesign processes, and advance the College's strategic priorities.
• Partner with Civil Rights, Institutional Equity and Belonging, and other campus leaders to embed equity and belonging principles into HR policies, processes, and the overall employee experience.
• Consult with external legal counsel on employment, litigation, and compliance matters as needed.
• Strategic & Team Leadership
• Serve as a trusted advisor to the Vice President of Finance & Administration/CFO and college leadership on complex human resource matters, workforce strategy, and organizational design.
• Provide strategic direction, oversight, and budget accountability for all human resources programs and services, ensuring alignment with the College's mission, vision, values, and strategic plan.
• Lead, mentor, and develop a service-oriented Human Resources team, fostering a culture of innovation, accountability, continuous learning, and adaptability.
• Address performance proactively and create clear opportunities for staff growth.
• Lead the Human Resources function through a period of institutional transformation, balancing operational excellence with long-term organizational effectiveness and workforce sustainability.
• Establish clear expectations, priorities, accountability measures, and decision-making processes that create consistency for staff, leaders, and employees across the College.
• HR Systems, Data & Analytics
• Lead the evaluation, implementation, and ongoing optimization of HR information systems and related tools, including emerging technologies such as AI-enabled HR applications, with attention to data integrity and responsible use.
• Leverage HR technology, workforce data, and analytics to measure the effectiveness of HR programs and identify opportunities for improvement.
• Develop greater institutional capacity for workforce analytics and reporting, using data related to turnover, retention, and other metrics to inform decisions regarding organizational effectiveness, workforce planning, and employee engagement.
• Employee Relations, Compliance & Policy
• Oversee a comprehensive employee relations strategy encompassing employee engagement, conflict resolution, mediation, and disciplinary processes, applying these consistently and in alignment with inclusive practices.
• Partner with academic and administrative leaders to navigate issues related to faculty employment, shared governance, tenure processes, leave administration, and other higher education-specific employment matters.
• Provide leadership during organizational restructuring, workforce transitions, and other complex employee matters while ensuring decisions are implemented thoughtfully, consistently, and in compliance with applicable laws and institutional policies.
• Foster a culture of professionalism, collegiality, and engagement by responding effectively to employee concerns and reinforcing the College's commitment to equity and belonging.
• Develop and administer HR policies, procedures, and programs that comply with applicable federal and state employment laws and regulations, monitoring legal and regulatory developments to keep the College current and ensuring our commitment to equity and belonging.
• Cook with compliance partners across the institution to support the College's broader compliance obligations and ensure consistency across functions.
• Total Rewards, Talent Acquisition & Workforce Planning
• Partner with the President, Executive Leadership team, and senior leaders to anticipate workforce trends, organizational risks, and talent needs, and to design sustainable organizational structures and staffing models.
• Design and administer a competitive, equity-minded compensation strategy and total rewards program, including benefits and leave administration, that positions the College as an employer of choice.
• Lead talent acquisition strategy and workforce planning, ensuring recruitment, screening, and selection processes are effective, efficient, and equitable.
• Talent Development
• Lead organizational development initiatives, including change management, service redesign, and cross-functional collaboration, particularly in resource-constrained environments.
• Oversee leadership and talent development programming, including onboarding, training, and career development pathways for staff and supervisors across the College.

Minimum Qualifications

• Bachelor's degree
• Minimum of eight years of progressively responsible senior-level human resources leadership experience, including supervisory experience

Preferred Qualifications

• Master's degree in human resources, public administration, business administration, organizational development, or a related field.
• Professional HR certification (e.g., SHRM-SCP, SPHR).
• Experience in higher education is strongly preferred, including familiarity with shared governance, faculty personnel matters, tenure systems, and academic cultures.