Vice President, Human Resources

FILING DEADLINE: August 9th.

Initial review of applications is August 12th, 2024. Position is open until filled. Applications received by the August 12th, 2024 filing deadline will be given priority consideration.

It is the candidate's responsibility to be sure that ALL required materials, noted under application procedures section of this job announcement are submitted by the filling deadline in order to be given consideration.

TENTATIVE TIMELINE:

The following timeline dates are tentative and subject to change, as determined by the screening committee:

• Application Filing Deadline:  August 9, 2024
• First Round of Interviews: Mid-September 2024 
• District wide Forums: Early October 2024
• Finalist Interviews: Mid-October 2024
• Board Approval of new VP of Human Resources:  November 12, 2024
• Target Start Date:  As soon as possible following board appointment November - Early December 2024

COMPENSATION AND BENEFITS:

• Salary Range: $18,019 - $21,903 per month (2023-2024 Management Salary Schedule); maximum salary placement of $19,867 is based on assessment of previous experience as documented in application materials. An additional 2% compensation will be added to the base salary for an earned doctorate degree. An Administrative Allowance of $520 per month will be added to the base salary for this position.
• Fringe benefits: The District offers a competitive benefit package which includes health & welfare (medical/dental/vision/life/long-term disability) benefits for employees and eligible dependents.
• Leave/Holiday time: Management employees earn 1 day of sick leave and 1.8333 days of vacation for each month worked. They are also entitled to holidays recognized by the District (18 holidays/year).
• Housing Assistance: Reduced fees for mortgage loans and real estate services may be available to the candidate selected for this position (contact Human Resources for more information).

SCOPE OF POSITION:

Under the leadership of the Superintendent/President and in accordance with the goals of the District, this individual will provide overall leadership in the planning, organization, direction and implementation of a comprehensive human resources program for the District and provide oversight of the Human Resources department; serve on the President's Cabinet to support and achieve the District's mission, goals, and initiatives; serves as the District's Compliance Officer, in collaboration with the Title IX Coordinator, serve Title IX decision-maker and Americans with Disabilities Act (ADA) Coordinator; may serve as the designee in the absence of the Superintendent/President; supervise and evaluate the performance of assigned staff; and foster a culture of collaboration, inclusion, mutual respect, innovation and continuous improvement throughout the District.

 ABOUT SRJC:

Santa Rosa Junior College has been an integral part of the Sonoma County community and its rich history, beauty and culture for more than 100 years.

SRJC is a public two-year community college, which serves the County of Sonoma and portions of Marin and Mendocino counties. The District has two campuses, located in Santa Rosa and Petaluma, California, two centers, a Public Safety Training Center located in Windsor, California, and the Robert Shone Agricultural Center located in Forestville, California, and our newest site in the Roseland area of the City of Santa Rosa. Students may choose from over 100 associate degree majors and certificate programs, complete courses toward the first two years of a bachelor's degree program, or pursue courses for other professional or personal reasons.

SRJC serves approximately 22,000 students each semester and is committed to inclusion, diversity, equity, anti-racism, and accessibility. The ideal candidate will share SRJC's commitment to be an inclusive, diverse and sustainable learning community that engages the whole person.

Please see the following Online Resources to learn more about SRJC:

• Office of the President
• Student Services
• Accreditation
• SRJC Factbook

KEY DUTIES AND RESPONSIBILITIES: 

Examples of key duties are interpreted as being descriptive and not restrictive in nature. Incumbents routinely perform approximately 80% of the duties below.

1. Develops and implements effective, inclusive and equitable Human Resources policies, procedures, and systems.

2. Plans, organizes, directs, and implements a comprehensive human resources program that supports the mission of the District and its employees in the areas of recruitment and selection; benefits administration, including unemployment insurance and workers' compensation; compensation; classification; employee and labor relations; contract administration; human resources information systems; professional development; performance evaluation; employee health and safety; compliance and equal employment opportunity (EEO) and diversity/inclusion programs.

3. Directs and reviews effectiveness of employment services including recruitment efforts, selection processes, onboarding procedures, and retention efforts of District faculty and staff. Provides training in effective employment practices that incorporate strategies aimed at eliminating the impact of implicit bias throughout the process; provides information and support for retention of new employees; Prepares and presents reports to appropriate audiences detailing the impact of equity-focused employment practices.

4. Provides leadership with the formulation and development of college policies, procedures, and programs related to human resources; collaborates with senior administrators and constituent groups in the development of plans, strategies, goals, and objectives of the District; develops and presents human resources-related policies, procedures and programs in response to legislation and District needs.

5. Serve as a key adviser to the Superintendent/President, Board of Trustees, and executive managers on policies, procedures, and management issues related to assigned areas of responsibility and to promote equity, inclusion, and accessibility for the District's diverse stakeholder communities.

6. Serve as a key adviser to the Superintendent/President and Board of Trustees in closed session on collective bargaining, legal settlements and litigation, employee discipline and discharge, and other matters within the scope of closed session topics; direct and implement legal settlements, litigation, collective bargaining, and policy direction pursuant to Board action.

7. Participates in classified and faculty collective bargaining negotiations and processes in accordance with policy direction from the Superintendent/President and the Board of Trustees; oversees the administration, interpretation and implementation of collective bargaining agreements for classified staff and faculty negotiations teams; interprets provisions of the negotiated contracts to ensure that employment-related actions are in compliance with labor agreements and applicable laws and regulations; may serve as the District's chief negotiator for the classified unit; handles the faculty grievance process for the District.

8. Meets with individual employees and groups of employees to provide information, respond to questions, resolve issues, and receive feedback on a variety of work-related issues, concerns, problems or complaints; communicates and consults with legal counsel on litigation related to employment and other human resources matters; seeks advice from legal counsel on the interpretation of federal, state, and local laws and regulations as they pertain to human resources issues; advises the Superintendent/President of required responses to litigation and other legal matters.

9. Serves as the District's Compliance Officer, pursuant to Title 5 of the California Code of Regulations, for purposes of responding to complaints of unlawful discrimination; ensures District compliance with EEO requirements and appropriate regulations. Serves in an advisory capacity to the District's Equal Employment Opportunity Advisory Committee (EEOAC) to oversee the development and implementation of the District's EEO Plan; and promotes and implements equal employment opportunity (EEO) and diversity and inclusion programs.

10. Provides oversight of the District's program and processes related to employee matters, including but not limited to grievances based on discrimination of a protected status. Additionally works in collaboration with the Title IX Coordinator to address grievances that include employees.

11. Serves as the District's ADA Coordinator; chairs the District's Digital Access Committee (DDAC); develops the District's Transition Plan for persons with disabilities; oversees investigations or investigates and responds to allegations of discrimination regarding disability; and consults with other managers to develop solutions to evolving, emerging matters related to equity and access as needed.

12. Hires, directs, supervises, and evaluates assigned staff; establishes standards of performance and methods of operation for the department; assigns and monitors workloads and projects; disciplines assigned staff according to established policies and procedures.

13. Provides leadership in the convening, charge and work of a variety of District-wide committees, councils, teams, task forces, and special events related to Human Resources; attends and chairs District-wide committees; represents the District in the community and at local, State and regional meetings; maintains liaison with appropriate government agencies and professional organizations; attends all meetings of the District's Board of Trustees; provides reports to the Board of Trustees as requested or required.

14. Oversees the budget for Human Resources programs and operations; analyzes and reviews budgetary and financial data; authorizes expenditures in accordance with established policies and procedures; manages the accounts appropriately to ensure that the budget is balanced; identifies resources and establishes a basis for accountability on behalf of the Human Resources department.

15. Serves as the custodian of records for personnel files for the District; protects confidentiality and follows privacy laws (HIPAA); directs the preparation of, or prepares records and reports related to personnel transactions, recruitment and selection, administration of employee benefits, workers' compensation/long-term disability, classification review, salary administration, EEO/staff diversity reports and other documentation.

KNOWLEDGE OF:

1. Mission, goals, purpose, organization, operations, policies and procedures of public educational institutions.

2. Principles and practices of human resources management, public administration, collective bargaining in the public sector, and professional training and development, including hiring, supervision, training, performance evaluation, and disciplinary processes.

3. Recruitment and retention practices that align with diversity, inclusion, and equity values. 4. Student equity, retention, and success.

4. Local, State and Federal laws and regulations, including but not limited to the California Education Code, the California Code of Regulations, and EEO, ADA, Title IX laws as they pertain to human resources practices and procedures in California community colleges.

5. Human resources information systems including position control, salary placements, leave tracking and other personnel transactions.

6. Principles and techniques of job analysis and administration of position classification and compensation plans.

7. Community college accreditation standards and processes.

8. Participatory approaches to shared governance.

ABILITY TO: 

1. Provide effective leadership in the various aspects of Human Resources, professional development, and compliance for employees of the District.

2. Apply the principles, methods and techniques of personnel and human resources management including interpreting, applying, and explaining laws, policies and procedures governing the workplace at the District.

3. Select, assign, orient, train, supervise, counsel, and evaluate the performance of assigned employees.

4. Direct and/or perform difficult and sensitive work requiring confidentiality, tact and diplomacy such as investigations and resolutions of unlawful discrimination and sexual harassment/sexual violence complaints; advise management on disciplinary hearings, procedure

5. Analyze situations accurately and provide effective resolutions or alternatives to conflict between and among employees.

6. Establish and maintain effective working relationships with a wide variety of groups and individuals, including faculty, classified staff, administrators, employee group representatives, members of the public, and representatives of external agencies.

7. Develop and present clear and concise reports and presentations to a wide variety of groups in the College community and to professional groups or organizations.

8. Communicate effectively both orally and in writing.

9. Demonstrate sensitivity to, and respect for, a diverse population of community college students, faculty, and staff.MINIMUM QUALIFICATIONS:

Candidates/incumbents must meet the minimum qualifications as detailed below, or file for equivalency. Equivalency decisions are made on the basis of a combination of education and experience that would likely provide the required knowledge and abilities. If requesting consideration on the basis of equivalency, an Equivalency Application is required at the time of interest in a position (equivalency decisions are made by Human Resources, in coordination with the department where the vacancy exists, if needed.)

Education:

Master's Degree from an accredited college or university in human resources, business management, public administration, psychology or field related to the assigned areas of responsibility or a Juris Doctorate, AND

Required Experience:

 Six years of increasingly responsible supervisory or management experience related to the duties of this position and two years in an administrative capacity.

Demonstrated cultural humility, sensitivity to, and understanding of the diverse academic, socioeconomic, cultural, disability, and ethnic backgrounds of community college staff, faculty, and students.

Preferred Experience:

At least five years of increasingly responsible experience in managing a human resources department in a large, public-sector setting, college or university.In order to be considered for this position, applicants must provide the following:

• A Santa Rosa Junior College/GovernmentJobs.com Employment Application and responses to Agency-wide Questions
• A current resume or CV of no more than six pages including all work experience, formal education, and training related to this position's requirements.
• A cover letter, no more than four pages in length, addressing the applicant's qualifications for the position.
• A 1 -2-page statement on how the applicant has successfully implemented and supported diversity, equity, inclusion, accessibility, and anti-racism in development and implementation of human resources policies and procedures. 
• Candidates selected for an interview will be required to submit a list of eight references that includes:  two supervisors, two subordinates (including one classified professional), one administrative peer, two faculty (or equivalent), and one community member or external

PLEASE SUBMIT ONLY MATERIALS REQUESTED.

Following the filing deadline, applications which are complete for screening will be reviewed by a screening committee. Approximately 2-4 weeks after the filing deadline, Human Resources will notify you whether or not you have been selected for an interview. Those applicants most suitably qualified for the position will be invited to interview with a Screening Committee. The Screening Committee may include representatives from Faculty, Administration, Classified Professionals, and Associated Student Government.

Candidate Accommodations:

• Candidates must be able to perform the job duties included in this job posting in order to successfully perform the essential functions of this position. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential job functions. 
• Accommodation requests will be considered on a case-by-case basis.  
• If you are in need of special services or facilities due to a disability in order to apply or interview for this opening, please contact Human Resources. 

PPL Inc. has been selected to assist with the recruitment for the Vice President of Human Resources at Santa Rosa Junior College.  Nominations and inquiries about this opportunity (prior to the position closing date) should be directed to the PPL Inc. search consultants using the information below:

  Pamela D. Walker, Ed.D.

   Vice President, PPL Inc.  

 pwalker@pplpros.com   

(916) 768-8565Diane Clerou, M.P.A.      

 Senior HR Consultant, PPL, Inc.

dclerou@pplpros.com

(559) 999-9992

MORE ABOUT SRJC HUMAN RESOURCES

BUSSMAN HALL ANNEX

MAILING ADDRESS: 1501 Mendocino Avenue, Santa Rosa, CA 95401

PHONE: (707) 527-4954

EMAIL: Please contact Jenne Arden at jarden@santarosa.edu

The office is located in the Bussman Building on the Santa Rosa campus. All documents included in your online employment application become the property of the District. Your employment application for this opening will not automatically be considered for future openings. New employment application(s) must be submitted for each opening.

CONDITIONS OF EMPLOYMENT (Prior to beginning employment):

• n accordance with Federal Law all employees must provide proof of eligibility to work in the United States.
• Must be fingerprinted in California and have background clearance (at applicant's expense); and
• Must take a TB test (once hired and every four years thereafter).
• Within 6 months of employment, must complete required District trainings such as Title IX, Mandated Reporter.

Campus Security Policy and Campus Crime Statistics Act (Jeanne Clery Disclosure)

Sonoma County Junior College District's annual security report includes statistics for the previous three years concerning reported crimes that occurred on campus; in certain off-campus buildings or property owned or controlled by Sonoma County Junior College District; and on public property within, or immediately adjacent to and accessible from, the campus. The report also includes institutional policies concerning campus security, such as policies concerning alcohol and drug use, crime prevention, the reporting of crimes, sexual assault, and other matters. Link to read or obtain a full copy of this report. Paper copies of the full report are available upon request by contacting Police Department Records at (707) 527-4963 or by visiting the Sonoma County Junior College District Police Department located at 2032 Armory Drive, Pedroncelli Center, Santa Rosa Campus.

Non Discrimination The Sonoma County Junior College District does not discriminate on the basis of race, religious creed, color, national origin, ancestry, ethnic group identification, physical disability, mental disability, medical condition, genetic condition, marital status, sex, gender, gender identity, gender expression, genetic information or sexual orientation in any of its policies, procedures or practices; nor does the District discriminate against any employees or applicants for employment on the basis of their age. This non- discrimination policy covers admission, access and treatment in District programs and activities-- including but not limited to academic admissions, financial aid, educational services and athletics--and  application for District employment.

 SRJC Strategic Plan

VISION: Santa Rosa Junior College commits to setting the standard in cultivating an accessible, open, barrier-free, sustainable environment for students, employees, and the community. The college envisions equitable, impactful, transformative, enriching, and holistic learning opportunities that inspire our students to thrive.

 MISSION: Santa Rosa Junior College transforms the lives of our culturally rich student body, employees, and community by cultivating a welcoming and antiracist environment, centered on social responsibility and cultural awareness. We offer exceptional teaching and learning in support of associate degree, certificate, transfer preparation, workforce preparation and community education programs, integrated with comprehensive student support services.

• We focus on student learning by preparing students for transfer; by providing responsive career and technical education; and by improving students' foundational skills.
• We provide a comprehensive range of student development programs and services that support student success and enrich student lives.
• We support the economic vitality, social equity and environmental stewardship of our region.
• We promote personal and professional growth and cultivate joy at work and in lifelong learning.
• We foster critical and reflective civic engagement and thoughtful participation in diverse local and global communities.
• We regularly assess, self-reflect, adapt, and continuously improve.

Equal Employment Opportunity

SRJC attracts and retains the most qualified faculty and staff from diverse backgrounds. This is achieved through an inclusive recruitment strategy and a rigorous, thorough hiring process that begins with the fair and consistent evaluation of each application for minimum qualifications and demonstrated skills specific to each position/assignment. Because the ability to serve students from broad cultural heritages, socioeconomic backgrounds and genders is a key commitment of the District mission, SRJC actively encourages applications from candidates who recognize the value that diversity brings to a professional educational community.

Equal Employment Opportunity

 SRJC attracts and retains the most qualified faculty and staff from diverse backgrounds.  This is achieved through an inclusive recruitment strategy and a rigorous, thorough hiring process that begins with the fair and consistent evaluation of each application for minimum qualifications and demonstrated skills specific to each position/assignment. Because the ability to serve students from broad cultural heritages, socioeconomic backgrounds and genders is a key commitment of the District mission, SRJC actively encourages applications from candidates who recognize the value that diversity brings to a professional educational community.

The Sonoma County Junior College District is an Equal Opportunity Employer.