Vice Chancellor of HR/Chief People Officer

The University System of Georgia (USG) is comprised of 25 higher education institutions as well as the University System Office (USO). Within the USO, our administrative operations are primarily housed in the Trinity Washington Building located in downtown Atlanta. Our Information Technology Services (ITS) division is located in Athens.

The University System of Georgia Shared Services Center (SSC) is located in Sandersville. The Georgia Public Library System is located in Atlanta. The Georgia Archives is located in Morrow. The State of Georgia Records Center is located in Austell.

University System Office - 270 Washington Street SW, Atlanta, Georgia 30334

The Vice Chancellor, Human Resources serves as the chief human resources executive for the University System of Georgia (USG) and is accountable for the strategic leadership, governance, effectiveness, and continuous advancement of the University System's system-wide human resources function. The Vice Chancellor supports the enterprise HR leadership community across USG, providing strategic direction and partnership to institutional CHROs and senior HR leaders.

The position is responsible for establishing an integrated HR operating framework that promotes consistency, equity, effectiveness, efficiency, innovation, compliance, and shared accountability across the system. The Vice Chancellor also provides direct leadership and oversight of the University System Office Human Resources function.

System Office HR serves as the administrative and operational HR function supporting System Office employees. The Vice Chancellor ensures that System Office HR strategy, operations, talent, budget, service delivery, and organizational effectiveness are aligned with the Board of Regents mission and strategy. The position collaborates extensively with the Chancellor, Chief Operating Officer, Board of Regents, university presidents, institutional CHROs, state agencies, Legal Affairs, Internal Audit, Risk Management, faculty and staff leadership, professional associations, governmental organizations, and external partners.

The Vice Chancellor, HR directs the overall budgetary, financial, operational, and personnel functions for a division and/or oversees strategic initiatives with a higher education system-wide scope and impact.

Executive Leadership Serves as the Chief Human Resources Executive for the University System of Georgia. Establishes the strategic vision, direction, priorities, and operating framework for the USG human resources system. Advises the Chancellor, Chief Operating Officer, Board of Regents, presidents, and senior executive leadership on system-wide workforce strategy and complex HR matters.

Develops, executes, and continuously evaluates a multi-year system HR strategy aligned with Board priorities and the USG Strategic Plan. Establishes system-wide HR priorities, objectives, performance measures, service expectations, and accountability mechanisms. Anticipates emerging workforce, labor-market, regulatory, demographic, technological, and higher education trends and develops system responses.

Serves as a trusted executive advisor on highly sensitive workforce, organizational, employee, and institutional matters. Develops long-range human resources strategies that enhance organizational effectiveness, talent management, and employee engagement. System HR Strategy, Policy, and Governance Leads the development, interpretation, implementation, and continuous improvement of Board of Regents Human Resources policies and HRAP guidance.

Establishes a system process for reviewing, modernizing, communicating, and implementing HR policies and practices. Ensures system HR policies and practices are aligned with applicable federal and state laws, Board policy, regulatory requirements, and higher education best practices. Establishes system HR governance standards and institutional accountability expectations.

Provides strategic advisement for of system-wide HR programs and initiatives, including: Classification and compensation Talent acquisition Talent management Performance management Employee relations Benefits and total rewards Leave administration Workforce planning Organizational development HR analytics HR technology Workforce compliance Ensures system policies are effectively communicated, implemented, monitored, and evaluated across USG.

HR Governance and Institutional Partnership Provides strategic leadership, guidance, and partnership to institutional CHROs and senior HR leaders throughout USG. Leads system-wide HR councils, advisory groups, executive HR forums, and cross-institutional initiatives. Promotes consistent system HR practices while preserving appropriate institutional autonomy and flexibility.

Partners with presidents and institutional leadership to address complex workforce challenges and strategic organizational priorities. Identifies opportunities for shared services, common processes, technology, system procurement, data standards, and other system-wide solutions that improve effectiveness and reduce risk.

Evaluates the effectiveness of the USG HR operating model and recommends system improvements. Establishes mechanisms for identifying and sharing HR best practices across institutions. System Workforce Strategy, Talent, and Organizational Effectiveness Develops system workforce strategies addressing current and future talent requirements across USG.

Leads system-wide workforce planning and talent strategy. Establishes approaches for executive succession planning and leadership pipeline development. Oversees system strategies for talent acquisition, retention, engagement, career development, workforce mobility, and leadership development. Advises executive leaders on organizational design, workforce optimization, organizational capability, and institutional transformation.

Supports presidents and senior leaders in organizational restructuring, transformation, and change management. Establishes strategies to strengthen leadership capability and organizational effectiveness throughout the system. Uses workforce analytics and labor-market intelligence to identify talent risks, workforce trends, and strategic opportunities.

Promotes a high-performance culture emphasizing accountability, innovation, employee engagement, inclusion, and continuous improvement. Compensation, Classification, and Total Rewards Provides executive leadership for the system's compensation and total rewards philosophy. Establishes and oversees system-wide classification and compensation frameworks.

Develops compensation strategies that support market competitiveness, internal equity, fiscal sustainability, and institutional workforce needs. Oversees system market analyses and compensation studies. Provides strategic oversight of incentive compensation and employee recognition programs. Provides executive oversight of system-wide benefits strategy and administration.

Ensures appropriate vendor management, contracting, budgeting, audits, performance monitoring, and communication for system benefits programs. Monitors compensation and benefits trends and recommends appropriate system-wide responses. Employee Relations, Compliance, Risk, and ADA/EEO Oversight Provides executive oversight of system-wide employment compliance and HR risk management.

Establishes system frameworks for identifying, assessing, monitoring, escalating, and mitigating HR-related risk. Advises institutional CHROs and executive leaders regarding applicable federal and state employment laws and regulations. Provides executive oversight of escalated employee relations matters that present significant system-level risk or organizational impact.

Oversee system-wide HR audits, investigations, compliance reviews, and corrective action plans, as appropriate. Establishes appropriate system ADA governance and coordination for Title I employment responsibilities and Title II responsibilities applicable to the System Office and system operations. Partners with Legal Affairs, Internal Audit, Risk Management, and other appropriate divisions to identify and mitigate system HR risk.

Establishes compliance expectations and accountability mechanisms across institutions. Ensures significant HR compliance and workforce risks are appropriately escalated to executive leadership. University System Office Human Resources Leadership Provides direct executive leadership and oversight of Human Resources for the University System Office.

Establishes the System Office HR organizational structure, priorities, service model, workforce strategy, and performance expectations. Oversees HR services supporting System Office employees. Ensures System Office HR operations are aligned with system USG HR strategy, policies, standards, and governance requirements.

System Change Leadership and Transformation Serves as a senior change leader for system-wide organizational and workforce transformation. Leads or sponsors major HR transformation initiatives affecting multiple institutions and/or the System Office. Establishes system change-management strategies for significant workforce, organizational, policy, technology, or operational initiatives.

Builds executive and institutional alignment around system HR transformation. Identifies opportunities to simplify, standardize, automate, integrate, and improve HR processes across USG. Establishes defined outcomes, accountability, implementation plans, performance measures, and success indicators for major system HR initiatives.

Ensures transformation efforts produce sustainable improvements in workforce effectiveness, employee experience, operational efficiency, and organizational performance. Budget and Operational Leadership Develops and manages the System Office HR budget and system HR investments within assigned authority. Allocates resources based on strategic priorities, workforce requirements, operational needs, system risk, and organizational impact.

Manages a staff of 20-employees. Ensures appropriate fiscal stewardship of HR resources. Oversees HR contracts, vendors, consultants, and service providers. Evaluates opportunities for system efficiencies, shared services, technology optimization, and cost containment. Ensures major HR investments demonstrate measurable organizational and system-wide value.

External, State, and Intergovernmental Relations Represents the USG HR system with state agencies, governmental entities, higher education organizations, professional associations, and external partners. Serves as a senior spokesperson for USG human resources matters as assigned. Develops strategic partnerships that strengthen talent acquisition, workforce development, leadership development, disability employment, employee engagement, and other system workforce priorities.

Monitors legislative, regulatory, labor-market, workforce, and higher education trends affecting USG. Advises executive leadership regarding external developments that may affect the system workforce strategy, HR operations, or compliance obligations. Board and Executive Support Prepares Board agenda items, policy recommendations, executive briefings, decision documents, and workforce reports.

Provides strategic workforce recommendations to the Chancellor, Chief Operating Officer, and Board of Regents. Provides executive-level workforce analytics and organizational intelligence. Advises executive leadership regarding significant workforce risks, trends, opportunities, and system priorities. Supports enterprise decision-making through data-driven analysis and evidence-based HR recommendations.

Develop executive presentations and communications regarding significant HR initiatives and workforce strategies. Other Duties Performs other duties as assigned by the Chief Operating Officer.

Bachelor's degree from an accredited institution. Minimum of ten (10) years of progressive leadership experience in human resources. Minimum of five (5) years' leadership experience for a large, complex organization, or for a system-wide human resources function. Demonstrated experience developing and leading HR strategy, policy, and organizational transformation initiatives.

Extensive knowledge of employment law, higher education administration, and public-sector human resources.

Master's or Doctoral degree from an accredited institution. Leadership experience within higher education, state government, or a large public organization. Experience advising governing boards, presidents, chancellors, or cabinet-level executives. SHRM-SCP, SPHR, or equivalent executive HR certification. Demonstrated success leading multi-institution or system-wide strategic initiatives.

1. Knowledge of Board-level governance, functions, relationships and history.
2. Knowledge of current trends in higher education.
3. Knowledge of federal and state laws, rules and regulations impacting higher education.
4. Knowledge of Board of Regents policies and procedures.
5. Knowledge of University System of Georgia ethics policy.
6. Knowledge of budget development and management principles.
7. Knowledge of personnel management principles.
8. Skill in written communication to executive and subject matter expert audiences.
9. Skill in managing and leading professional staff. 10 Skill in collaborating with multiple constituents.
10. Skill in decision making and problem solving.
11. Skill in interpersonal relations and in dealing with the public.
12. Ability to respond diplomatically to sensitive and critical issues.
13. Ability to effectively multi-task.
14. Extensive knowledge of strategic human resources management.
15. Knowledge of executive compensation and classification systems.
16. Knowledge of workforce planning and organizational development.
17. Knowledge of talent acquisition, succession planning, leadership development.
18. Knowledge of Total Rewards strategies and experience managing large complex implementations.
19. Exceptional executive leadership and strategic planning skills.
20. Strong political acumen and executive judgment.
21. Ability to build collaborative relationships with executive leadership and institutional presidents.
22. Ability to influence executive decision-making.
23. Ability to lead organizational transformation.
24. Ability to manage complex, politically sensitive issues with professionalism and diplomacy.

The University System of Georgia is comprised of our 25 institutions of higher education and learning as well as the System Office. Our USG Statement of Core Values are Integrity, Excellence, Accountability, and Respect. These values serve as the foundation for all that we do as an organization, and each USG community member is responsible for demonstrating and upholding these standards.

More details on the USG Statement of Core Values and Code of Conduct are available in USG Board Policy 8.2.18.1.2 and can be found on-line at https://www.usg.edu/policymanual/section8/C224/#p8.2.18_personnel_conduct . Additionally, USG supports Freedom of Expression as stated in Board Policy 6.5 Freedom of Expression and Academic Freedom found on-line at https://www.

usg.edu/policymanual/section6/C2653 .

Offers of employment are subject to federal and state laws, as well as the statutes, rules, and regulations of this organization, and the Bylaws and Policies of the Board of Regents (BOR) of the University System of Georgia (USG). These Bylaws and Policies are available for inspection upon request.

The University System Office is an equal employment, equal access, and equal opportunity employer. It is the policy of the University System Office to recruit, hire, train, and promote persons without regard to an individual's age, color, disability, genetic information, national origin, race, religion, sex, or veteran status as required by applicable state and federal laws.

For questions or more detailed information regarding this policy, please contact the University System Office Human Resources at 404.962.3242. Individuals requiring disability related accommodations for participation in any event or to obtain print materials in an alternative format, please contact Human Resources.

Supervisory Controls This is an executive-level position with substantial responsibility and authority for establishing the strategic direction of the University System's human resources system, accomplishing system-level objectives, establishing governance and accountability frameworks, allocating resources, managing personnel, and directing the operations of a major system functional area.

The Vice Chancellor exercises substantial independent judgment in establishing system-wide priorities, developing strategies, interpreting and implementing policy, resolving complex issues, allocating resources, establishing governance frameworks, and making recommendations to executive leadership. Complexity/Scope of Work The work involves complex executive leadership, system strategic planning, policy development, organizational transformation, workforce strategy, institutional partnership, governance, risk management, and human resources leadership within a large and decentralized public higher education system.

The position advises across multiple institutions, the University System Office, governance structures, executive leadership teams, state agencies, regulatory environments, and external stakeholder groups.

Offers of employment are subject to a background investigation, including criminal records history, to determine eligibility for employment. Additionally, credentials and employment history stated in your application materials are also subject to verification. For certain positions, a satisfactory credit check, MVR, or other relevant investigations may also be conducted.

The University System Office holds the sole discretion in assessing eligibility for employment.