Job Information
Valdosta State University Deputy Chief Officer (Human Resources-Class in Valdosta, Georgia
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Responsibilities
Typical Allocation of Duties
Project Oversight - 20% Assume major management responsibility for a wide range of projects or initiatives associated with business operations or academic or student services.
Manage Operations - 20% Manage operations of mission critical systems, programs or functions.
Leadership and Direction - 15% Provide administrative leadership. Assist in directing the human, financial, and other resources needed to accomplish objectives of the assigned department or unit.
Develop and implement solutions - 15% Develop and implement new, efficient and effective solutions that maximize the department or unit's resources and other external resources.
Compliance - 10% Interact with federal, state, and local entities to ensure compliance with appropriate statutes and regulations.
Policy and Procedure - 10% Establish and administer policies and procedures within departmental unit, system standards and operating procedures.
Forecast - 10% Forecast needs, requirements, and direction for operational changes.
Supervisor Expectations
The Deputy Chief HR Officer is expected to:
Assume full responsibility for the Classification/Compensation function of VSU's HR/EOD.
Provide general oversight and support of one or more HR/EOD functions, providing leadership and direction to HR/EOD staff.
Provide strong leadership within the HR/EOD department, guiding and motivating staff to achieve departmental goals and support the overall mission of the university.
Ensure that the job classification system is applied consistently across the university.
Serve as a primary contact and lead system level projects in HRIS/system updates and changes.
Direct/manage departmental restructures and reorganizations to optimize staffing levels and ensure alignment with organizational goals and structures
Ensure that up-to-date and accurate job profiles are maintained, reflecting the current responsibilities and qualifications for each classification.
Develop and implement a compensation strategy that ensures the university remains competitive in attracting and retaining talent while being fiscally responsible.
Monitor and address pay equity issues, ensuring compliance with applicable laws and promoting fairness across all levels of the institution.
Ensure that all classification and compensation practices comply with federal, state, and local regulations, including the Fair Labor Standards Act (FLSA) and Equal Pay Act.
Use data analytics to assess the effectiveness of compensation strategies, identify trends, and make informed decisions regarding salary adjustments and classification changes.
Work closely with academic and administrative departments to ensure that classification and compensation decisions support the needs of various university units.
Continuously seek opportunities to improve classification and compensation processes, making them more efficient, user-friendly, and aligned with best practices.
Leverage technology to streamline classification and compensation management.
Lead the development and implementation of HR/EOD policies and procedures that promote a positive workplace culture. ::: ::: ::: :::