Associate Vice President of Human Resources

Associate Vice President of Human Resources
Charleston Southern University

Summary

The Associate Vice President of Human Resources provides strategic leadership, vision, and oversight for the University's comprehensive human resources function at Charleston Southern University. This position leads all areas of Human Resources, including talent acquisition, employee relations, compensation, benefits, payroll, HR operations, organizational development, compliance, performance management, HRIS administration, and employee engagement. The Associate Vice President serves as a trusted advisor to executive leadership, develops and implements people strategies that support the University's mission and strategic priorities, and fosters a culture of service, accountability, and continuous improvement. Through innovative leadership and operational excellence, this position ensures the University attracts, develops, and retains a highly engaged workforce while advancing Charleston Southern University's Christ-centered mission.

Work Performed

Leadership & Strategy

• Provide strategic leadership for all human resources functions in support of the University's mission, vision, and strategic priorities.
• Serve as a trusted advisor to executive leadership on organizational development, workforce planning, employee engagement, and human capital strategy.
• Develop and implement short- and long-term HR initiatives that support institutional growth and operational excellence.
• Lead organizational change initiatives and advise leaders through organizational restructuring, workforce transitions, and strategic planning efforts.
• Establish department goals, performance metrics, and key performance indicators to measure organizational effectiveness.

Employee Relations

• Direct employee relations programs and provide guidance to supervisors on performance management, conflict resolution, disciplinary action, investigations, and policy interpretation.
• Oversee investigations involving employee complaints, grievances, misconduct, and workplace concerns.
• Foster a positive workplace culture that promotes collaboration, accountability, inclusion, and employee engagement.
• Oversee investigations involving employee complaints, workplace concerns, and policy violations.
• Support mediation and resolution of complex employee issues.

Talent Acquisition & Workforce Planning

• Oversee recruitment, hiring, and onboarding strategies for faculty, staff, and student employees.
• Develop workforce planning initiatives to address current and future staffing needs.
• Improve recruitment processes and hiring metrics, including time-to-fill and quality-of-hire.
• Ensure equitable and compliant hiring practices.

Compensation & Benefits

• Direct compensation philosophy, salary administration, and market benchmarking.
• Oversee classification and compensation studies.
• Manage employee benefits strategy, vendor relationships, and annual open enrollment.
• Evaluate benefit offerings to remain competitive while managing costs.
• Lead retirement and wellness initiatives.

Performance Management

• Design and administer university-wide performance evaluation programs.
• Develop leadership coaching and performance improvement initiatives.
• Promote accountability through goal setting and performance metrics.
• Oversee employee recognition programs.

HR Operations

• Direct and oversee all functional areas of Human Resources, including talent acquisition, employee relations, compensation, benefits, payroll, HR operations, compliance, performance management, employee development, HRIS administration, and policy administration.
• Develop, implement, and continuously improve HR policies, procedures, and operational practices.
• Ensure consistent application of employment policies across all divisions of the University.
• Provide executive oversight of all payroll operations to ensure accurate, timely, and compliant processing of employee compensation.
• Direct the administration of employee benefit programs, including medical, dental, vision, life insurance, retirement plans, leave administration, tuition benefits, wellness initiatives, and voluntary benefits.
• Ensure compliance with all federal and state payroll and benefits regulations, including FLSA, ACA, COBRA, HIPAA, IRS reporting requirements, and retirement plan administration.
• Oversee annual benefits open enrollment, vendor management, contract negotiations, plan renewals, and employee communications.
• Collaborate with Finance to ensure accurate payroll funding, reconciliations, budget planning, and financial reporting.
• Monitor payroll and benefits processes to identify opportunities for automation, efficiency, cost savings, and improved employee experience.
• Oversee payroll audits, benefit plan audits, ACA reporting, retirement compliance, and related regulatory filings.
• Oversee the administration, optimization, and strategic use of the University's Human Resources Information System (HRIS).
• Utilize workforce analytics and data to support executive decision-making and strategic planning.
• Develop reports and dashboards related to turnover, retention, recruitment, compensation, employee engagement, workforce demographics, and labor costs.

Compliance & Risk Management

• Ensure institutional compliance with all applicable federal, state, and local employment laws and regulations.
• Oversee compliance with employment-related reporting requirements, including EEO-1, VETS-4212, OSHA, ACA, FMLA, ADA, Title VII, USERRA, I-9, and other regulatory obligations.
• Coordinate HR responses to audits, investigations, and regulatory inquiries.
• Partner with legal counsel to minimize employment-related risk and ensure legal compliance.

University Collaboration

• Plan, coordinate, and oversee University-wide employee engagement and recognition events, including town halls, employee appreciation events, holiday celebrations, new employee orientations, and other institutional programs designed to foster employee engagement and organizational culture.
• Partner with academic and administrative leaders on workforce initiatives.
• Support accreditation efforts related to human resources.
• Participate on institutional committees and strategic planning group
• Participate in emergency response planning.

Qualifications

Education

• Master’s degree in business, human resource management or related field (consideration will be given to candidates with a bachelor’s degree and at least 8 years of HR experience)
• SHRM Certification Preferred

Experience

• 8–12+ years of progressively responsible HR leadership experience.
• Experience leading multiple HR functions.
• Professional certification such as SHRM-SCP or SPHR preferred.
• Experience in higher education is highly preferred.
• Extensive knowledge of HRIS systems, preferably Paycom.

Physical Requirements

• Frequent and prolonged periods using a computer, keyboard, telephone, and other standard office equipment.
• Must be able to communicate effectively in person, by telephone, and through virtual meeting platforms.
• Occasionally required to stand, walk, bend, reach, and carry materials weighing up to 15 pounds (such as files, laptops, or presentation materials).
• Must be able to move throughout administrative and operational areas to meet with employees and leadership.

Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions of the position

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This job description is not designed to contain a comprehensive listing of activities, duties or responsibilities that are required of the employee. Other duties, responsibilities and activities may change or be assigned at any time with or without notice.

CHARLESTON SOUTHERN UNIVERSITY IS AN EQUAL OPPORTUNITY EMPLOYER

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Charleston Southern University is a Christian university and tobacco-free campus. We do not illegally discriminate based on race, age, color, national or ethnic origin, disability, sex, pregnancy, childbirth or related medical conditions (including but not limited to lactation), religion, genetic information, veteran or military status, or any other basis on which the university is prohibited from discrimination under local, state or federal law, in its employment or in the provision of its services, including but not limited to its programs and activities, admissions, educational policies, scholarship and loan programs, and athletic and university-administered programs. In order to fulfill its purpose, the university may legally discriminate on the basis of religion in employment. The university has been granted exemption from certain regulations promulgated under Title IX of the Education Amendments of 1972 which conflict with the University’s religious tenets and core values.