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VICE PRESIDENT FORHUMAN RESOURCESOakland University (OU) invites applications andnominations for the position of Vice President for Human Resources (VP/HR) (https://oakland.edu/).Oakland University seeks an accomplished, dynamic, and visionary leader who fosters innovationand collaboration in a shared governance environment.POSITION SUMMARYReporting to the Chief of Staff, the Vice President for Human Resources (VP/HR) will have universitywide accountability for proactively leading human capital strategies and programs to build aneffective and inclusive high-performance culture. The VP/HR leads, directs, implements, andexercises primary responsibility for all HR functions advancing best practices and human capitalstrategies in support of university goals.The VP/HR will work closely with all executives, deans, academic departments and programs,faculty and staff in establishing and maintaining positive employee/labor relations. The successfulcandidate will be forward-thinking with the ability to cultivate trust. The VP/HR serves as a trustedcon dante and problem-solver on some of the University’s most sensitive and important issues andnurtures a spirit of mutual respect through open and effective communication, that leads toprincipled agreement and consensus.The preferred candidate will be an experienced strategist who can develop an organization that isadaptive to change with comparable experience leading in a multi-faceted complex organizationalenvironment with both centralized and decentralized operations. The VP/HR will have a proventrack record of innovation, inclusive excellence and best practices when partnering across anorganization and improving an organization’s capability through the alignment of strategy,structure, people, rewards, metrics, and management processes. The VP/HR will leverage HR toaccomplish key business objectives, implement cultural and organizational change, and ensurethat the university has the capability, leadership, and bench strength to achieve its mission andlong-term growth strategies.POSITION DUTIES & RESPONSIBILITIES Proposes, creates, and deploys a comprehensive university-wide HR organization afterassessing current resources and needs, and utilizing meaningful benchmarking; Directly supervises HR staff and provides day-to-day coaching, performance feedback, careerguidance, and development; Develops succession plans for HR organization. Selects, hires, and evaluates HR professionalsand support staff; Provides leadership and guidance to the HR department overseeing talent acquisition,classi cation and compensation, employee records and information systems, training andfifi1

development, bene ts administration, labor/employee relations, performance management,faculty and staff appointments and employee recognition; Ensures a proactive and strategic HR team with a focus on establishing a strong universityculture through employee and organizational development and leadership coaching; Establishes HR as a strategic partner in the accomplishment of the university’s strategic goals.Assist the university in achieving excellence in delivery, service, and employee satisfaction; Assists with development of strategies to identify and achieve goals related to diversity,inclusion and equal opportunity in employment and af rmative action. Expands and developstraining to recognize and prevent discrimination, sexual harassment and related issues; Directs labor relations and employment functions for the university with its represented andnon-represented employee groups. This will entail, without limitation, proactively resolvinglabor and employment issues on a daily and ongoing basis; serve as chief negotiator for allnon-faculty collective bargaining agreements; select, train and direct collective bargainingteams; direct and manage the preparation of materials and data to support effective collectivebargaining; advise the University’s Chief of Staff, Provost, President and Board of Trustees,relative to collective bargaining; provide interpretations of collectively bargained agreements;process grievances and act as the University representative in arbitration and administrativeproceedings; Facilitates and helps maintain positive employment environment encouraging employeeunderstanding, participation, and contribution to the university; Evaluates and advises on the impact of long-range planning of new programs, strategic andregulatory action, as those items impact the attraction, motivation, development, andretention of human capital resources of the university; Works with university leaders to assess required staff competencies. Develops and providestraining initiatives necessary to elevate those competencies. Measures and monitorseffectiveness of programs; Applies appropriate metrics to measure successful achievement of goals and workforceef ciency targets; Oversees HR departmental budget. Provides leadership with appropriate reports; Ensures competitiveness and compliance while managing costs for retirement, health care,and compensation programs, and directs all employment matters including Federal and Statemandates. Oversees and ensures compliance including unemployment and workers’compensation administration. Manages the HR information technology database system(s)including: administration of compensation, personnel les, and other data retention andreporting requirements for faculty and staff; Develops HR plans and strategies that support achieving overall business objectives. Serves asa mentor and strategic advisor to campus partners to ensure alignment of policies, processand best practices. Functions as a strategic advisor to leadership regarding organizational andmanagement issues;fifififi2

Manages organizational change to increase employee satisfaction and productivity; Partners with University Technology Services to improve HR technology platforms andinformation systems. Utilizes data, analytics, and technology to support initiatives aimed atenhancing ef ciency, resilience, and long-term nancial sustainability.PREFERRED KNOWLEDGE, SKILLS & EXPERIENCE Bachelor’s degree is required. A Master’s or advanced degree in Human Resources, BusinessAdministration, Public Administration, or a related eld is strongly preferred. Additionalprofessional HR certi cations are also strongly preferred; Minimum of ten (10) years of proven and progressive leadership in HR operations and HRmanagement experience in functional areas including, but not limited to, talent acquisition,classi cation and compensation, employee records and information systems, training anddevelopment, bene ts administration, labor/employee relations, performance management,faculty and staff appointments, organizational development, and employee recognition; Experience working in higher education or in a multi-faceted complex organizationalenvironment with both centralized and decentralized operations; Experience managing represented and non-represented employee groups includingresponsibility for negotiating and administering collective bargaining agreements; Effective working knowledge of federal, state, labor and employment laws and regulationsincluding Occupational Safety and Health Administration and workers’ compensationreporting requirements; Excellent organizational, analytical, oral and written communication skills for articulate andpersuasive communication and problem solving; Demonstrated commitment and experience to the enrichment of diversity of faculty and staff.Demonstrated knowledge and relevant abilities regarding diversity and diversity related issuesimportant to the success of the university, including but not limited to national, regional, andstate demographic trends and diversity in the workforce; Strong strategic visionary, with skills and ability to work with the executive team to develop anempowered, service-oriented culture and set direction for future; Dynamic, visible leader with excellent interpersonal skills and ability to interact with staff andfaculty at all levels and cultures, with demonstrated record of collaboration and buildingpartnerships to help shape the university and meet future demographic challenges; Technical savvy to drive ef ciencies and engage workforce through innovations in technologysolutions; Ability to expand leadership development to create agile leaders and workforce who canhandle continuous change;fififififififi3

In uential leader with ability to drive culture change and high performance in a multigenerational, globally diverse employee population in support of the vision of OaklandUniversity; Skill in budget preparation and scal management.ABOUT OAKLAND UNIVERSITYFounded as Michigan State University-Oakland in 1957 following the unique donation of the vastMatilda and Alfred Wilson estate to support higher education, Oakland University (OU) (https://oakland.edu) is one of 15 public universities, located in southeastern Michigan. Oakland is classi edby the Carnegie Foundation as a doctoral institution with “high research activity”. OU has growninto a student-centered research institution with a global perspective. Operating independentlysince 1970, the University serves a diverse student population, and the institution is woven deeplyinto its surrounding community. Over its history, the University has grown to serve nearly 20,000students, over 600 full-time and 200 bargaining unit part-time faculty and offers more than 140bachelor’s degree programs and 130 doctoral, master’s degree and certi cate programs. In additionto the main campus, OU delivers courses at the Anton Frankel Center and the Macomb UniversityCenter. With a strong foundation in the liberal arts and a robust cadre of professional schools, OU ispoised to build upon its bold and remarkable past as it charts an exciting and even more powerfulfuture. Guided by the University’s 2025 Strategic Plan and Reimagining Oakland University (ROU),efforts are underway to enhance student success, grow research and scholarly activity, advancediversity, equity and inclusion, and expand the institution’s visibility both in the region andnationally.COMMUNITY ENGAGEMENTOU’s engagement in the surrounding communities is a high priority for the campus administration,faculty and students, cultivating mutually bene cial relationships that drive change. OU strives tobecome a leader in serving the needs and aspirations of the local community and region throughexpanded community relationships to address societal issues, educate citizens, and contribute tothe public good with increased visibility and engagement.LOCATIONOakland University is located in Oakland County, Michigan and is roughly 25 miles north of Detroit.The main campus straddles the cities of Auburn Hills and Rochester Hills though its of cial campusaddress is in nearby Rochester. OU was recently named the third- safest campus in the nationaccording to a recent study by CollegeMagazine.com. The campus has two additional locations innearby Macomb County (Mount Clemens and Clinton Township).Southeast Michigan is a major center of economic activity, and where Oakland University has closeto a 1 billion economic impact. Metro Detroit is the world’s hub for automotive research and safety;domestic as well as Japanese, Chinese, Indian, French and German auto manufacturers have majorR&D facilities in the region. The healthcare industry in the region has an overall economic impact of 38 billion annually, with more than 13,000 related businesses and over 350,000 jobs. In addition tofifififififl4