Associate Vice President for Human Resources

Daemen University is a dynamic, independent, liberal arts institution committed to excellence in student centered learning. The University places special emphasis on preparing students for excellence in professional life, civic engagement, and on instilling and understanding that learning is an exciting lifelong journey. Students are encouraged to be creative, innovative, ethically minded leaders for an ever-changing, diverse, and interconnected world.

The Mission of Daemen University is to prepare students for life and leadership in an increasingly diverse and complex world through the integration of education and professional preparation. Daemen University is going beyond instrumental needs to foster the development of individuals who are dedicated to the health and well-being of local and global communities.

Purpose of Role

Responsible for overseeing the human resource and payroll functions of the University, including the centralization, maintenance, and management of all employment records and human resource data; administration of employee relations, benefits, compensation, recruitment, orientation, and training initiatives and programs; management of the Employee Engagement (Human Resources) professional staff; and ensuring University compliance with federal/state employment regulations. This position reports to the Vice President for Business Affairs and also serves as the principal adviser to the President with regard to human resources policies and personnel-related matters for the University's senior management team.

About This Opportunity

Joining our Employee Engagement team, the Associate Vice President will be responsible for the following:

• Serve as senior human resources administrator and advisor for the University;
• Develop collaborative relationships with all offices and departments of the University, positively influencing morale, engagement and change;
• Provide strategic leadership and supervision to the Employee Engagement Department staff and functions;
• Develop annual operating and financial plans for human resources in alignment with the University's overall operational budget and Strategic Plan;
• Manage and oversee the priority functions of the Employee Engagement Department, including but not limited to the following:
• Implement and administer university-wide human resources policies, procedures and practices, including but not limited to; performance management, corrective actions, internal investigations, and organizational changes in accordance with federal and state legal requirements;
• Oversee the Talent Acquisition for the University, including placement of advertising, scheduling of interviews, applicant communication, and candidate travel;
• Administer new employee orientation, training, and benefit enrollment;
• Oversee the annual employee performance evaluation program at the University;
• Oversee and assistance with regard to professional development programs for University employees;
• Manage and oversee all employee benefits, including compensation, wellness, retirement, workers' compensation, leave, unemployment insurance, Tuition Exchange, and other benefits programs or issues;
• Coach and advise managers and leaders on issues including application of HR policies, processes, restructuring and complex employee issues;
• Monitor and advise managers in the progressive discipline process, reviewing, guiding and approving management recommendations for employee terminations.
• Assist in developing solutions through organizational development (i.e. restructuring, roles and responsibility clarification, competency development and succession planning in order to strengthen overall organizational capabilities;
• Serve as liaison with external legal counsel for immigration and work authorization needs, J-1, H-1B, etc.;
• Oversee the University wide payroll for staff, faculty, and students, ensuring best practices, payroll tax compliance, record keeping and reporting;
• Ensure alignment of HR processes, i.e. Performance Management and Development, Compensation Planning, etc. aligns with strategic and operating goals;
• Determine and recommend employee relations practices necessary to establish a positive employee relationship and promote a high level of employee morale and motivation;
• Maintain knowledge of trends, best practices, regulatory changes, and new technologies in human resources, talent management and employment law.
• Assist employees and supervisors with employee relations, including arrangements for counseling, mediation, guidance and/or legal or Employee Assistance Program (EAP) assistance;
• Develop and assist with the enforcement of procedures to ensure compliance with all federal, State, and local employment laws, including co