Case Western Reserve University
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Salary Grade
Case Western Reserve University is committed to providing a transparent estimate of the salary range available for this position at the time of its posting. The salary range is between $290,000 and $385,000, depending on qualifications, experience, department budgets, and industry data.
Employees receive more than just a paycheck. University employees enjoy a comprehensive benefits package that includes excellent healthcare, retirement plans, tuition assistance, paid time off, and a winter recess.
Job Description
POSITION OBJECTIVE
The Vice President, Human Resources and Chief Human Resource Officer (CHRO) is a key executive leadership position, providing visionary guidance, management, and strategic direction for all university-wide human resources programs and initiatives. Reporting directly to the Executive Vice President for Finance and Chief Finance Officer, the Vice President and CHRO formulates and implements future-oriented HR strategies that address business challenges, foster organizational growth, and drive long-term institutional success. The role encompasses executive oversight of critical HR functions, including Immigration & Visa Administration, Benefits Administration, Workforce Planning, Employment, Employee Relations, Professional Development, Wellness, Compensation, Human Capital Management (HCM), and Records Management. The Vice President and CHRO serves as a strategic advisor, promoting best practices across the HR landscape and collaborating closely with university leaders to achieve organizational goals.
ESSENTIAL FUNCTIONS
Strategic HR Leadership Collaborate proactively with the HR leadership team to design and execute HR strategies that align with the university¿s mission, values, and strategic plans. Serve as a key steward of the university culture and institutional values. Lead the development and implementation of university-wide HR programs. addressing workforce needs, compliance, and institutional excellence. Provide guidance on HR priorities to senior university leaders. Immigration & Visa Administration
Oversee the comprehensive administration of immigration and visa processes for faculty, staff, and students. Ensure compliance with federal regulations related to work authorizations (such as H-1B, J-1, F-1, O-1 visas), permanent residency applications, and related matters. Partner with legal counsel and external agencies to streamline visa sponsorship and processing. Develop resources and training for hiring managers on immigration procedures and timelines. Benefits Administration
Direct the design, implementation, and administration of employee benefits programs including health, retirement, wellness, disability, tuition waiver, and leave management. Evaluate and select benefits vendors; analyze plan utilization and recommend changes to enhance competitiveness and cost-effectiveness. Ensure benefits compliance with federal and state regulations (ACA, ERISA, HIPAA). Co-chair the University Retirement Committee. Provides overview for benefits communication and annual open enrollment initiatives. Oversee the fringe benefits budget and all required benefits reporting. Workforce Planning
Lead and oversee university-wide workforce planning initiatives to ensure alignment with institutional priorities. Conduct gap analyses, forecasting, and modeling to determine staffing needs and optimize human capital utilization. Guide departments in strategic organizational restructuring. Employment
Provide executive oversight of staff talent acquisition and onboarding. Ensure equitable and consistent application of employment policies and practices across the university. Guide compliance with employment laws (EEO, ADA, FMLA, FLSA) and implement best practices in recruitment and retention. Employee Relations
Lead the development and administration of employee relations programs and processes. Advise university leadership on complex employee relations matters, including conflict resolution, mediation, investigations, and disciplinary actions. Ensure the consistent and fair application of policies, while fostering a positive, productive workplace culture and sense of belonging. Oversee the resolution of workplace grievances and serve as a resource for supervisors and employees regarding workplace issues. Professional Development
Champion the design and execution of training, leadership development, and career progression programs for all employee groups. Assess institutional learning needs and create a culture of continuous improvement and advancement. Oversee performance management systems, coaching, mentoring, employee resource groups and succession planning initiatives. Wellness
Provide leadership for the development of holistic wellness initiatives including employee assistance programs (EAP) and mental health resources. Implement expression of care strategies that promote physical, emotional, and social well-being. Measure program effectiveness and adjust offerings to maximize employee participation and health outcomes. Compensation
Direct the design, benchmarking, and administration of the staff compensation programs to ensure market competitiveness and pay equity. Guide the staff salary structure development, incentive and reward programs, and annual merit processes. Partner with finance to align compensation strategy with institutional resources and priorities. Serve as a member of the Executive Compensation Committee. Human Capital Management (HCM) & Records
Provide executive leadership for the selection, implementation, optimization, and ongoing governance of university-wide HCM and HRIS platforms ensuring maximum system utilization and data integrity. Direct policies and procedures for personnel records, document retention, and data privacy (including compliance with HIPAA and other relevant statutes). Use data analytics to inform decision-making and support organizational effectiveness. Organizational Change and HR Projects
Drive organizational change, manage productive relationships with executive-level sponsors, and act as a champion for business process improvements. Assemble and lead large, cross-functional HR project teams, ensuring clarity of purpose, accountability, and effective collaboration. Implement AI strategies. Develop and communicate project plans, track deliverables, and measure outcomes. NONESSENTIAL FUNCTIONS May create cost estimates and/or develop budgets for projects. Track and manage project budgets, leveraging financial analysis and risk management planning. Represent the university and HR department at internal and external meetings and events as assigned. Perform other duties as assigned. CONTACTS
Department: Frequent contact with Human Resources leadership staff for collaboration and consultation.
University: Ongoing collaboration with senior and unit leaders across campus. Frequent contact with President¿s Cabinet, Faculty Senate and Staff Advisory Council.
External: Contact with peer institutions, agencies, legal counsel, immigration specialists, and other organizations when researching, soliciting, or providing data. Regular interaction with external applicants and recruiting networks.
Students: Little or no direct student interaction.
SUPERVISORY RESPONSIBILITY
This position will supervise one senior associate vice president, one associate vice president, two directors, one manager, one executive assistant, and indirectly manage project teams and HR personnel across the university.
QUALIFICATIONS
Experience: Minimum 10 years of progressive Human Resources leadership; experience in higher education preferred. Demonstrated experience in a shared governance model, or working effectively with faculty and staff councils. A history of successfully leading or negotiating collective bargaining agreements is highly desirable.
Education: Master¿s degree required in related field.
REQUIRED SKILLS
Demonstrated record of identifying and executing large-scale strategic HR projects and initiatives. Advanced understanding of immigration and visa management, including federal compliance and risk mitigation. Proven skills in benefits design, workforce planning, employment law, employee relations, compensation strategy, professional development, and wellness programs. Ability to establish mission and goals at the macro-level; to lead subordinate management to develop goals in alignment with mission. Experience managing complex budgets, project timelines, and stakeholder expectations. Exceptional verbal and written communication skills; strong interpersonal and leadership abilities. Skillful negotiator and influencer; ability to foster collaborative relationships throughout the university. Technologically adept; proficient with HCM systems and Microsoft Office Suite. Advanced knowledge of risk management best practices; critical thinking and analytical capabilities. Ability to meet consistent in-person attendance requirements. Strong financial acumen. History of successful support, education, and advocacy for all employees.
WORKING CONDITIONS
The work environment characteristics described here are representative of those an employee encounters while performing the essential functions of this job. The noise level is usually moderate. Physical demands include regular sitting, talking, and hearing, with occasional standing and walking. Reasonable accommodation may be made to enable individuals with disabilities to perform the essential functions of this position.
EEO Statement
Case Western Reserve University is an equal opportunity employer. All applicants are protected under federal and state laws and university policy from discrimination based on race, color, religion, sex, sexual orientation, gender identity or expression, national or ethnic origin, protected veteran status, disability, age and genetic information.
Reasonable Accommodations
Case Western Reserve University complies with the Americans with Disabilities Act regarding reasonable accommodations for applicants with disabilities. Applicants requiring a reasonable accommodation for any part of the application and hiring process should contact the CWRU Office of Equity at 216-368-3066 to request a reasonable accommodation. Determinations as to granting reasonable accommodations for any applicants will be made on a case-by-case basis.
.
Salary Grade
Case Western Reserve University is committed to providing a transparent estimate of the salary range available for this position at the time of its posting. The salary range is between $290,000 and $385,000, depending on qualifications, experience, department budgets, and industry data.
Employees receive more than just a paycheck. University employees enjoy a comprehensive benefits package that includes excellent healthcare, retirement plans, tuition assistance, paid time off, and a winter recess.
Job Description
POSITION OBJECTIVE
The Vice President, Human Resources and Chief Human Resource Officer (CHRO) is a key executive leadership position, providing visionary guidance, management, and strategic direction for all university-wide human resources programs and initiatives. Reporting directly to the Executive Vice President for Finance and Chief Finance Officer, the Vice President and CHRO formulates and implements future-oriented HR strategies that address business challenges, foster organizational growth, and drive long-term institutional success. The role encompasses executive oversight of critical HR functions, including Immigration & Visa Administration, Benefits Administration, Workforce Planning, Employment, Employee Relations, Professional Development, Wellness, Compensation, Human Capital Management (HCM), and Records Management. The Vice President and CHRO serves as a strategic advisor, promoting best practices across the HR landscape and collaborating closely with university leaders to achieve organizational goals.
ESSENTIAL FUNCTIONS
Strategic HR Leadership Collaborate proactively with the HR leadership team to design and execute HR strategies that align with the university¿s mission, values, and strategic plans. Serve as a key steward of the university culture and institutional values. Lead the development and implementation of university-wide HR programs. addressing workforce needs, compliance, and institutional excellence. Provide guidance on HR priorities to senior university leaders. Immigration & Visa Administration
Oversee the comprehensive administration of immigration and visa processes for faculty, staff, and students. Ensure compliance with federal regulations related to work authorizations (such as H-1B, J-1, F-1, O-1 visas), permanent residency applications, and related matters. Partner with legal counsel and external agencies to streamline visa sponsorship and processing. Develop resources and training for hiring managers on immigration procedures and timelines. Benefits Administration
Direct the design, implementation, and administration of employee benefits programs including health, retirement, wellness, disability, tuition waiver, and leave management. Evaluate and select benefits vendors; analyze plan utilization and recommend changes to enhance competitiveness and cost-effectiveness. Ensure benefits compliance with federal and state regulations (ACA, ERISA, HIPAA). Co-chair the University Retirement Committee. Provides overview for benefits communication and annual open enrollment initiatives. Oversee the fringe benefits budget and all required benefits reporting. Workforce Planning
Lead and oversee university-wide workforce planning initiatives to ensure alignment with institutional priorities. Conduct gap analyses, forecasting, and modeling to determine staffing needs and optimize human capital utilization. Guide departments in strategic organizational restructuring. Employment
Provide executive oversight of staff talent acquisition and onboarding. Ensure equitable and consistent application of employment policies and practices across the university. Guide compliance with employment laws (EEO, ADA, FMLA, FLSA) and implement best practices in recruitment and retention. Employee Relations
Lead the development and administration of employee relations programs and processes. Advise university leadership on complex employee relations matters, including conflict resolution, mediation, investigations, and disciplinary actions. Ensure the consistent and fair application of policies, while fostering a positive, productive workplace culture and sense of belonging. Oversee the resolution of workplace grievances and serve as a resource for supervisors and employees regarding workplace issues. Professional Development
Champion the design and execution of training, leadership development, and career progression programs for all employee groups. Assess institutional learning needs and create a culture of continuous improvement and advancement. Oversee performance management systems, coaching, mentoring, employee resource groups and succession planning initiatives. Wellness
Provide leadership for the development of holistic wellness initiatives including employee assistance programs (EAP) and mental health resources. Implement expression of care strategies that promote physical, emotional, and social well-being. Measure program effectiveness and adjust offerings to maximize employee participation and health outcomes. Compensation
Direct the design, benchmarking, and administration of the staff compensation programs to ensure market competitiveness and pay equity. Guide the staff salary structure development, incentive and reward programs, and annual merit processes. Partner with finance to align compensation strategy with institutional resources and priorities. Serve as a member of the Executive Compensation Committee. Human Capital Management (HCM) & Records
Provide executive leadership for the selection, implementation, optimization, and ongoing governance of university-wide HCM and HRIS platforms ensuring maximum system utilization and data integrity. Direct policies and procedures for personnel records, document retention, and data privacy (including compliance with HIPAA and other relevant statutes). Use data analytics to inform decision-making and support organizational effectiveness. Organizational Change and HR Projects
Drive organizational change, manage productive relationships with executive-level sponsors, and act as a champion for business process improvements. Assemble and lead large, cross-functional HR project teams, ensuring clarity of purpose, accountability, and effective collaboration. Implement AI strategies. Develop and communicate project plans, track deliverables, and measure outcomes. NONESSENTIAL FUNCTIONS May create cost estimates and/or develop budgets for projects. Track and manage project budgets, leveraging financial analysis and risk management planning. Represent the university and HR department at internal and external meetings and events as assigned. Perform other duties as assigned. CONTACTS
Department: Frequent contact with Human Resources leadership staff for collaboration and consultation.
University: Ongoing collaboration with senior and unit leaders across campus. Frequent contact with President¿s Cabinet, Faculty Senate and Staff Advisory Council.
External: Contact with peer institutions, agencies, legal counsel, immigration specialists, and other organizations when researching, soliciting, or providing data. Regular interaction with external applicants and recruiting networks.
Students: Little or no direct student interaction.
SUPERVISORY RESPONSIBILITY
This position will supervise one senior associate vice president, one associate vice president, two directors, one manager, one executive assistant, and indirectly manage project teams and HR personnel across the university.
QUALIFICATIONS
Experience: Minimum 10 years of progressive Human Resources leadership; experience in higher education preferred. Demonstrated experience in a shared governance model, or working effectively with faculty and staff councils. A history of successfully leading or negotiating collective bargaining agreements is highly desirable.
Education: Master¿s degree required in related field.
REQUIRED SKILLS
Demonstrated record of identifying and executing large-scale strategic HR projects and initiatives. Advanced understanding of immigration and visa management, including federal compliance and risk mitigation. Proven skills in benefits design, workforce planning, employment law, employee relations, compensation strategy, professional development, and wellness programs. Ability to establish mission and goals at the macro-level; to lead subordinate management to develop goals in alignment with mission. Experience managing complex budgets, project timelines, and stakeholder expectations. Exceptional verbal and written communication skills; strong interpersonal and leadership abilities. Skillful negotiator and influencer; ability to foster collaborative relationships throughout the university. Technologically adept; proficient with HCM systems and Microsoft Office Suite. Advanced knowledge of risk management best practices; critical thinking and analytical capabilities. Ability to meet consistent in-person attendance requirements. Strong financial acumen. History of successful support, education, and advocacy for all employees.
WORKING CONDITIONS
The work environment characteristics described here are representative of those an employee encounters while performing the essential functions of this job. The noise level is usually moderate. Physical demands include regular sitting, talking, and hearing, with occasional standing and walking. Reasonable accommodation may be made to enable individuals with disabilities to perform the essential functions of this position.
EEO Statement
Case Western Reserve University is an equal opportunity employer. All applicants are protected under federal and state laws and university policy from discrimination based on race, color, religion, sex, sexual orientation, gender identity or expression, national or ethnic origin, protected veteran status, disability, age and genetic information.
Reasonable Accommodations
Case Western Reserve University complies with the Americans with Disabilities Act regarding reasonable accommodations for applicants with disabilities. Applicants requiring a reasonable accommodation for any part of the application and hiring process should contact the CWRU Office of Equity at 216-368-3066 to request a reasonable accommodation. Determinations as to granting reasonable accommodations for any applicants will be made on a case-by-case basis.
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