Vice President, Human Resources

DEFINITION: Under the direction of the Superintendent/President, the Vice President of Human Resources serves as 1) the Chief Human Resources Officer (CHRO), 2) Equal Employment Opportunity and Diversity Officer (EEO), 3) Title IX Officer for the college and 4) Administrative Executive Leader responsible for the recruitment, employee record-keeping, union negotiation, contract administration, policy development, labor relations and staff development functions; coordinate and direct personnel, payroll and benefits, fiscal management, resources, communications and information to meet district needs; and supervise and evaluate the performance of assigned personnel. 

EXAMPLES OF DUTIES:

 • Plan, organize, direct, and provide leadership for assigned human resources functions, services, and activities including recruitment programs and selection activities for academic, classified, and administrative personnel; classification and compensation studies and programs; and workers’ compensation activities and related programs. 

• Manage and participate in the development and implementation of goals, objectives, policies, and priorities for assigned programs; recommend and administer policies, procedures, and programs. 

• Monitor and evaluate the efficiency and effectiveness of departmental service delivery methods and procedures and recommend, within departmental policy, appropriate service and staffing levels.

 • Oversee and participate in the development and administration of the human resources department and permanent labor annual budget; participate in the forecasting monitoring and approving expenditures; implement adjustments and applying zero-budgeting based practices.

 • Ensure the labor budget aligns with the organizational staffing model and complies with current laws and regulations. 

• Evaluate, recommend, and implement strategies to improve institutional policies and practices to foster high levels of campus engagement, improve employee morale, and reduce employee turnover. 

• Plan, direct, and coordinate the work of assigned staff, review and evaluate work products, methods, and procedures; and organize and meet with staff to plan, develop, and implement effective programs and services in assigned areas of responsibility.

 • Responsible for the oversight of payroll and benefits programs. 

• Consult with and advise administrators, managers, and supervisors on a variety of human resources matters including in the interpretation and application of policies and procedures related to personnel, collective bargaining agreements, federal laws, state laws, California Education Code, and other applicable legal guidelines and rulings; and ensure personnel actions are in compliance with current law and internal policies. 

• Recommend, plan, design, and implement training sessions for employees throughout the District, including training on effective management practices, customer service, performance management, leadership development, and succession planning. Plan, schedule, and arrange for trainers/facilitators to present staff development activities and sessions; Coordinate and present training programs and informational presentations. 

• Research background information related to labor negotiations; participate in reviewing and analyzing bargaining proposals from labor unions; serve as lead negotiator in bargaining unit contract negotiations, conduct meet-and-confer discussions with unrepresented groups; and participate in the preparation of district proposals. 

• Participate in monitoring District adherence to collective bargaining agreements; investigate and address grievances arising out of the application and interpretation of the collective bargaining agreements.

 • Conducts and oversees a variety of employment investigations including complaints and allegations of unlawful discrimination, sexual harassment, hostile work environment, etc. according to approved District procedures. 

• Manage and oversee the human resources information systems (HRIS); participate in the development of new systems and in solving problems with existing systems; and oversee and participate in the development and implementation of web-based human resources management systems. 

• Oversee the processing of personnel transaction documents, maintenance of department records and files, and security of documents and records. 

• Conduct a variety of studies and investigations; prepare a variety of statistical and narrative reports including governing board reports, Chancellor’s Office reports, contracts, documents, and other materials. 

• Develop and maintain a comprehensive position control within the District; conduct studies related to compensation, benefits, and classification of positions in the District; audit positions, recommend new classifications as needed, and allocate positions using established methods of job evaluation; gather, analyze, and interpret compensation and benefits data; 

• Serve as designee for the District’s EEO and Diversity and Title IX Compliance Officer; develop and administer the District’s Equal Employment Opportunity (EEO) Plan and related policies to assure compliance with federal, state, and District regulations. 

• Serve as Chair of the EEO & Diversity Committee. Participates in other governance and adhoc committees as member of executive cabinet. 

• Administer employee relations programs including the District’s Incentive Program and Employee Recognition Program. 

• Keep abreast of laws, regulations, legislation, and court decisions pertaining to human resources programs and services; recommend and assist in implementation of changes in policy or procedures as necessary to ensure compliance with applicable laws and regulations.

 • Attend and participate in professional group meetings; stay abreast of new trends and innovations in the field of human resources, program development, and implementation. 

• Continuously review, evaluate, and modify performance evaluation tools to ensure alignment with the district goals, priorities, and job descriptions. 

• Plan, organize, prepare, and direct the preparation and maintenance of a variety of narrative and statistical reports, records, and files, including employee retention studies, campus climate, and budget analysis; plan, organize, and present a variety of written and oral reports. 

• Participate and contribute to the college grant and fund-raising development strategy.

• Participate in local outreach and community development. 

• Contribute and ensure the comprehensive master plan, institutional goals, and district priorities are achieved. 

• Perform related duties and responsibilities as required.

Please click here to view the full job description.   

EDUCATION AND EXPERIENCE: Possession of a Master's degree with a major in human resources management, business administration, public administration, or related field. Three years of increasingly responsible professional public personnel or related experience including one year of supervisory and management experience.

IMPORTANT:  To be considered for the position applying for, applicants must submit the required items by the deadline, which include: online IVC application, current resume, and ALL unofficial transcripts (transcripts must show degree was awarded or conferred with a completion date). All attachments will be uploaded into the online application. Applications which do not include all of the required materials will not be forwarded to the screening committee for consideration. Materials submitted become property of the District and will not be returned, copied, or considered for other openings.  

RANGE 10 ON THE UNREPRESENTED  GROUPS SALARY SCHEDULE: Initial Salary placement is normally at Step 1, no higher than Step 3.  Please click here to review current salary schedule.  

• Guaranteed Review of Applications: Complete application packets will be accepted until the position is filled; but those received by December 4, 2026, are assured consideration. The College reserves the right to extend time limits or reinitiate the recruitment/selection process at any point.
• All application communications, including interview invitations, are sent through our applicant tracking system (NeoEd). Applicants are responsible for regularly monitoring their NeoEd account and ensuring that their contact information (including email address and phone number) is accurate and up to date. Failure to respond to interview invitations or other time-sensitive communications within the specified timeframe may result in removal from further consideration for the position. Due to the volume of applications received, candidates who do not respond may be considered withdrawn (no-show), and interview opportunities may be extended to other qualified applicants.

Imperial Valley College is an equal opportunity employer and does not discriminate against persons on the basis of race, religion, national origin, sexual orientation, gender, gender identity and expression, marital status, age, disability, pregnancy, medical condition, or covered veteran status. 

COMMITMENT TO EQUITY AND DIVERSITY

With the goal of ensuring the equal educational opportunity of all students, Imperial Valley College embraces diversity among students, faculty, staff, and the communities we serve as an integral part of our history, a recognition of the complexity of our present state, and a call to action for a better future. Embracing diversity means that we must intentionally practice equity and respect toward one another, and understand that discrimination and prejudices create and sustain privileges for some while creating and sustaining barriers for others. In order to embrace diversity, we also acknowledge that institutional discrimination and implicit bias exist, and that our goal is to eradicate those vestiges from our system. Our commitment to diversity requires that we strive to eliminate those barriers to equity, and that we act deliberately to create a safe and positive environment where individual and group differences are valued and leveraged for our growth and understanding as an educational community.

To advance the goals of diversity, equity, inclusion, and social justice for the success of students and employees, we must honor that each individual is unique and that our individual differences contribute to the ability of the college to prepare students on their educational journeys. This requires that we develop and implement policies and procedures, encourage individual and systemic change, continually reflect on our efforts, and hold ourselves accountable for the results of our efforts in accomplishing our goals.

We are invested as a community in cultivating and maintaining a climate where equity and mutual respect are both intrinsic and explicit by valuing individuals and groups from all backgrounds, demographics, and experiences. Individual and group differences can include, but are not limited to the following dimensions: race, ethnicity, national origin or ancestry, citizenship, immigration status, sex, gender, sexual orientation, physical or mental disability, medical condition, genetic information, marital status, registered domestic partner status, age, religion, creed, military or veteran status, socioeconomic status, and any other basis protected by federal, state or local law or ordinance or regulation. We acknowledge that the concept of inclusion and diversity is ever-evolving, thus we create space to allow our understanding to grow through the periodic review of this statement. In service of these goals, Imperial Valley College is committed to fostering an employment environment that offers equal employment opportunity for all and an educational environment that ensures the equal educational opportunity of all students.