Assistant Vice Chancellor, Compensation & Talent Acquisition

Job Summary

The University of Colorado Boulder encourages applications for an Assistant Vice Chancellor, Compensation & Talent Acquisition. This position provides leadership and oversight of Boulder campus human resources programs in the areas of compensation, position management and talent acquisition. The core mission and responsibility of this position is to design, implement, manage, and communicate the campus’ compensation and talent acquisition strategies, including all related functional program areas such as position management, applicant tracking system management and compensation and recruiting data analytics.

The Assistant Vice Chancellor for Compensation & Talent Acquisition closely collaborates with the Boulder campus Vice Chancellor for Human Resources, other campus HR leaders, the Provost's Office and Financial leadership to define and implement a total rewards approach to compensation for the CU Boulder campus and ensure efficient, effective and compliant recruitment and pay programs. This position leads and supervises multiple units with subordinate manager(s), including the development of strategies and processes which contribute to the campus’ mission and accountability for services provided.

This position serves as a key strategic advisor to the Vice Chancellor for Human Resources, campus executive leadership and CU system-wide leaders. CU is an Equal Opportunity Employer and complies with all applicable federal, state, and local laws governing nondiscrimination in employment. We are committed to creating a workplace where all individuals are treated with respect and dignity, and we encourage individuals from all backgrounds to apply, including protected veterans and individuals with disabilities.

Human Resources (HR) contributes leadership, guidance, tools and services to support employees throughout their careers at CU Boulder and to cultivate a culture which upholds the campus’ strongly held values. HR works as a partner to achieve the campus vision and strategic imperatives. The HR values of integrity, innovation, collaboration, communication, as well as diversity, equity and inclusion are at the core of who we are.

These values guide our work in creating a positive climate for the campus and a supportive and welcoming environment for our HR team members.

• Contribute personal efforts and inspire others, particularly direct reports, to contribute to the achievement of campus-wide strategies and initiatives.
• Create a culture and climate conducive to high-impact teamwork, and which values innovation and continuous improvement.
• Improve year-over-year performance by growing and developing managers and individual contributors assigned within areas of responsibility, and by using performance data to drive employee effectiveness and efficiency.
• Ensure high levels of collaboration with campus operations and academic leaders and functions.
• Serve as strategic partner to the campus leadership, particularly regarding talent acquisition and compensation.

• Ensure a strategic approach to employee compensation across the campus for all employee types.
• Define and maintain an effective campus compensation philosophy as approved by campus executive leadership, and engage key collaborators to support the compensation strategy and its accompanying tactics, guidelines, and policies.
• Make relevant connections between campus strategies and compensation practices and ensure that approaches to compensation further the achievement of campus strategy as defined by campus and/or system-level executives.
• Design a comprehensive compensation system for the campus. Engage executives, deans, vice chancellors, and other key partners to embrace and support the system. Ensure that the system retains relevance over time.
• Develop relevant practices, guidelines, and policies. Socialize compensation practices and policies appropriately with key partners to gain broad support.
• Provide thought leadership in securing appropriate market salary surveys to ensure effective and competitive campus pay practices. Build the case for investment when needed.
• Provide leadership and stewardship to the annual campus merit increase process.

• Provide strategic leadership and direction for campus and/or CU system-wide equal pay practices. Make it easier for campus collaborators to understand and apply fair and equitable practices.
• Ensure that position descriptions and job title structures are effective and internally consistent, that processes to create, evaluate, revise and apply them are efficient, and that they retain relevance over time.
• Design compensation reports for executives, deans, and vice chancellors and other key senior managers which improve understanding of the impact of compensation decisions.
• Create and maintain HR compensation and talent acquisition metrics, data reports, queries, dashboards and…