Assistant Vice President of Human Resources & Benefits Administration
Ramapo College of New Jersey
May 9, 2018
Mahwah, New Jersey
Title: Assistant Vice President of Human Resources & Benefits Administration
Position Number: 018045
Position Type: Staff - Unclassified
Department: Human Resources
Posted Date: 12/22/2017
Employment Type: NL
FLSA: Replacement of
Position Type and Expected Hours of Work: This is a full-time, managerial position and hours of work and days are Monday through Friday, 8:30 a.m. to 4:30 pm. Occasional evening and weekend work may be required as job duties demand. Note: This position is in the "NL" category of employment (non-fixed work week) and have no claim or entitlement to time off or cash compensation for hours worked beyond their normal schedule. However, unusual requirements for additional work time by these employees may be compensated by allowing roughly comparable amounts of time off, provided prior approval is given by the supervisor and Unit Head.
RAMAPO COLLEGE OF NEW JERSEY:
Mission: Ramapo College of New Jersey is New Jersey's Public Liberal Arts College, dedicated to providing students a strong foundation for a lifetime of achievement. The College is committed to academic excellence through interdisciplinary and experiential learning, and international and intercultural understanding. Ramapo College emphasizes teaching and individual attention to all students. We promote diversity, inclusiveness, sustainability, student engagement, and community involvement.
Established in 1969, Ramapo College of New Jersey has an enrollment of 5,000 students and offers bachelor's degrees in the arts, business, humanities, social sciences and the sciences, as well as in professional studies, which include nursing and social work. In addition, Ramapo College offers courses leading to teacher certification at the elementary and secondary levels. The College also offers eight graduate programs as well as articulated programs with Rutgers, The State University of New Jersey, New York Chiropractic College, New York University College of Dentistry, SUNY State College of Optometry and New York College of Podiatric Medicine. The College is ranked as fifth in the Best Regional Public Universities North category by U.S. News & World Report.
Undergraduate students choose to concentrate their studies in one of five schools with more than 539 course offerings and 36 academic programs. Ramapo College boasts an average student/faculty ratio of 18:1 and average class size of 23, affording students the opportunity to develop close ties to the College's exceptional faculty.
Reporting to the Vice President of Administration and Finance, the A.V.P. of Human Resources (HR) provides strategic oversight and lead in the development of a human resources plan which contributes to the achievement of Ramapo's goals and aspirations; manages the many challenges and opportunities in the higher education environment; formulates and administers College policies and practices; assists management in the most effective use of its human resources within the context of a highly regulated environment; supervises all operational aspects of the human resources functions; works closely with the Provost's Office, and supervises the Associate Director of Human Resources, Benefits Manager, Manager of Learning, Development & Performance, Director of Payroll and the Director of Environmental Health and Safety.
Strategic Leadership Leads the development of HR strategic and operational plans in line with divisional plans and the institutional plan; uses the planning process in the development of unit objectives, annual reports, budget requests, outcomes assessments, and individual performance objectives for the HR function. Establishes measurements that support the accomplishment of strategic goals. Directs the preparation and maintenance of reports that are necessary to carry out the functions of the unit; prepares periodic reports for management to track strategic goal accomplishment. Leading efforts to coordinate and communicate with other stakeholders that impact human resources including Employee Relations, Ombudsman, Affirmative Action, and Payroll, in support of maintain a productive workforce. Oversee the research, data collection and preparation of the Unit's budget and the accounting of all expenditures during the year, oversee the evaluation of procedures and technology to improve human resources data management, participate in divisional staff meetings and attends other meetings and seminars, manage ad hoc projects in support of the institutional goals and priorities including effective communication of deliverables. Keeps the Vice President of Administration and Finance and senior staff informed of significant problems that may jeopardize the achievement of College goals and those that are not being addressed adequately.
Training and Development Ensures that the current and future knowledge, skills, abilities and performance needs of the workforce are achieved in order to, support the organization's mission and strategy, increase productivity, enhance workforce and organization flexibility, lower and remove performance deficiencies, increase employee commitment, lower turnover and absenteeism rates, meet regulatory requirements, focus on helping units and departments diagnose and solve their own problems. Training and development activities are divided into three main functions: 1) training and development; 2) performance management development; and 3) career development. Develop human resources training programs based on needs assessment, new employee orientation, cross training, and work with managers on performance development plans and employee performance development plans. Design, direct, and manage process of organizational development that addresses issues such as succession planning, workforce development, organization design, and change management, and supports the process of reclassification and reorganizations. Work with administrative and academic units to develop models to identify competency, knowledge and talent gaps and develop solutions; develops and administers programs, procedures, and guidelines to help align the workforce with the strategic goals of the College
Labor Relations and Employee Engagement Identify and monitor College culture so that it supports the attainment of the College's goals and promotes employee satisfaction through fair and equitable treatment. Manage suggestion awards, service awards, employee recognition, and wellness, the annual Picnic at the Pavilion, and other community programs. Interpret, administer, and implement all federal and state laws and IFPTE and CWA contractual provisions which pertain to employment and personnel processes, including New Jersey Civil Service Commission, Department of Treasury and Risk Management Workers' Compensation rules and regulations, Board of Trustee policies, assure compliance with all agreements. Conduct local union/management negotiations and discussions; review contracts and advise senior staff on changes to be addressed during statewide negotiation of union contracts by the Governor's Office of Employee Relations. May assist with the College's legal case management by preparing and presenting information in employment/disciplinary cases in College and administrative hearings, New Jersey Division on Civil Rights, Merit System Board, Unemployment; serves as a resource in such matters to the Governor's Office of Employee Relations, Risk Management (Workers' Compensation), and the Attorney General's Office; responds to subpoenaed employee records.
Workforce Planning and Staffing
Supervise the recruitment and hiring process for classified and unclassified staff; directs or reviews all aspects of personnel actions such as hiring, terminations, demotions, promotions and salary actions.
Provide training to unit and division heads to effectively hire talent, monitor, track, and respond to time sensitive and key open position.
Work with Unit Heads to provide advice and guidance regarding employee performance issues; review all proposed disciplinary actions with Unit Heads and approves or disapproves of their implementation; implement due process procedures.
Supervises the payroll process and accounting-related tasks.
Total Compensation and Rewards
Develop and implement a total compensation and rewards strategy and program designed to support specific institutional goals, retain the highest quality faculty and staff, and shape culture of achievement. In adherence with applicable classified and unclassified, compensation and benefits structures, this strategy will include a system that provides monetary, beneficial and developmental rewards to employees who achieve specific institutional goals, including tuition waiver, reimbursement, and remission programs,. The strategy combines compensation and benefits with personal growth opportunities inside a motivated work environment. Evaluate the effectiveness and of compensation, benefits and rewards plan measured and the results communicated to company decision-makers. Based on this, modifications can be proposed to the strategy for future implementation. Responsible for the review and analysis of workers' compensation and safety program; works with the Benefits Manager in conjunction with the Office of Health Services, Environmental Health and Safety, Risk Management, third-party administrator and other health care providers to coordinate the program.
Works with the employee assistance program as needed; manages the contractor that provides employee assistance services.
Environmental Health and Safety
Supervises all aspects of environmental health and safety. Ensures compliance with appropriate municipal, county, state, and federal health and safety regulations and codes.
EDUCATION Graduation from an accredited college with a Bachelor's degree required. Master's degree in a field related to the area of assignment preferred.
Five to seven years of varied and increasingly responsible experience in human resources management, this includes at least five years at a supervisory level.
Applicants who do not possess the required post-graduate education may substitute the indicated experience on a year-for-year basis.
Position requires a demonstration of the following characteristics:
1. Superior written and oral communication skills, 2. Commitment to an integrated, analytical, anticipatory and proactive approach to service delivery; 3. Broad knowledge and experience in employment law, labor relations, compensation, organizational planning, training and development, employee relations, benefits and compensation programs and other Human Resources programs; 4. Excellent interpersonal, coaching, analytical, organizational, and problem-solving skills; 5. Have a leadership style focused on cooperation, high performance, integrity, fairness, innovation, and diplomacy; 6. Have a demonstrated commitment to and appreciation for diversity and multicultural values and the ability to work effectively and collaboratively with personnel of varying backgrounds; 7. Ability to serve as a successful participant on a management team that provides leadership and direction; 8. Strong computer skills in a Microsoft Windows environment; good working knowledge of human resources information systems, Excel, database management and record keeping; 9. Evidence of the practice of a high level of confidentiality; 10. Active affiliation with appropriate Human Resources networks and organizations; 11. Experience in a higher education and unionized environment is very desirable
EEO Statement: Ramapo College is an Affirmative Action/Equal Employment Opportunity Employer. Ramapo has a long history of advocating, advising, and supporting diversity, equity, and inclusiveness. Examples can be found in its mission statement, strategic plans, degree and course offerings, community outreach programs, the Diversity Action Committee offerings, and the other numerous diversity conferences and programs. Ramapo's commitment to diversity and inclusion is infused across all facets of the College; where the environment is welcoming, dedicated to social justice, respectful of freedom of expression, focused on educating and having an ongoing conversation regarding cultural competence and the benefits and importance of diversity.