Executive Director, Human Resources

Grand Valley State University (GVSU) seeks a dynamic and strategic Executive Director of Human Resources to lead and drive our people strategy at scale. Reporting directly to the Vice President of People, Equity, and Culture, this role is pivotal in fostering a thriving, equitable, and inclusive work environment for our faculty, staff, and students. The Executive Director will provide leadership to the HR Business Partners, Total Rewards, Human Resources Information System (HRIS), Talent Management, and Employment Immigration, ensuring alignment with the University's and PEC’s divisional mission and strategic goals. This role requires a seasoned HR professional with proven experience in leading large-scale initiatives and managing complex HR operations, with a preference for candidates with university experience.

Salary & Benefits: Minimum starting salary of $150,000, commensurate with experience.

Comprehensive benefits package including medical, vision, dental, life insurance, generous employer retirement contributions, wellness resources and tuition waiver effective on date of hire.

PRIMARY DUTIES

Leadership:

• Execute a comprehensive HR strategy that aligns with the university's and PEC's overall strategic plan and promotes a culture of excellence, wellness, development, and inclusion.
• Serve as a key member of the People, Equity, and Culture leadership team, providing strategic advice and guidance on all HR-related matters.
• Lead and drive organizational change initiatives, ensuring smooth implementation and effective communication.

Team Leadership and Development:

• Provide visionary leadership and direction to the HR Business Partners, Total Rewards & Compensation, HRIS, Talent Management, and Employment Immigration teams.
• Mentor and develop HR leaders, fostering a high-performance culture and promoting professional growth.
• Ensure effective collaboration and communication across all HR functions.

HR Business Partner Management:

• Oversee the HR Business Partner function, ensuring effective support and guidance to university departments and units.
• Drive the development and implementation of HR policies and programs that meet the evolving needs of the university.
• Act as a strategic partner to university leaders on all HR-related issues.

Total Rewards and Compensation:

• Lead the development and administration of competitive and equitable compensation and benefits programs.
• Ensure compliance with all applicable laws and regulations related to compensation, benefits and payroll.
• Conduct market analysis and benchmarking to ensure the university's compensation and benefits programs remain competitive.

HRIS Management:

• Oversee the management and optimization of the university's HRIS, ensuring data accuracy and efficiency.
• Drive the implementation of technology solutions to enhance HR processes and improve the employee experience.
• Ensure compliance with data privacy laws.

Talent Management:

• Lead the development and implementation of comprehensive talent management strategies, including recruitment, onboarding, performance management, and professional development.
• Drive initiatives to attract, retain, and develop a diverse and highly skilled workforce.
• Oversee succession planning.

Employment Immigration Management:

• Shares in the oversight the university's employment-based immigration processes, ensuring compliance with all relevant federal regulations.
• Provide expert guidance and support to departments and employees on visa sponsorship, permanent residency, and other immigration-related matters.
• Maintain up-to-date knowledge of immigration laws and policies and proactively address any changes that may impact the university.
• Manage relationships with internal/external immigration counsel and agencies as needed.
• Compliance and Risk Management:
• Ensure compliance with all federal, state, and local employment laws and regulations.
• Develop and implement HR policies and procedures to mitigate risk and ensure consistent application.
• Partners with the office of civil rights on EEO and AA compliance.

• Perform other duties as required/assigned by leadership.

REQUIRED KNOWLEDGE, SKILLS, AND ABILITIES

• Master’s degree in Human Resources Management, Management, Business Administration, Organizational Development, or a related field.
• A minimum of ten (10) years of progressively responsible human resources experience as well as supervisory experience in a Human Resources leadership and management capacity, with a proven track record of driving strategic HR initiatives at s