VP of Human Resources (Administrative Services Lead)

The Position

Title: VP of Human Resources (Administrative Services Lead)

Position Type: Full time

Requisition No: 27001

Category: Administration

Supervisor: President & CEO

Last Updated: June 2026

Job Purpose: Executive-level leadership and guidance to the college’s Human Resources operations

Location: Remote, various locations throughout California.

The candidate must be able and willing to travel and attend in-person meetings as needed.

Salary Range: The beginning salary range for this position is Executive Salary Range EX-7, Starting range

steps 1-3 depending on education and experience (Steps 1-3)
($193,713.06 - $213,605.03) full salary schedule: ($193,713.06-$247,337.63)

**The first review of applications will occur on August 11, 2026**.

To receive full consideration, applicants are encouraged to submit their application by this date; however, the position will remain open until filled.

Position Overview

Reporting to the President and CEO, the Vice President of Human Resources (Administrative Services Lead) serves as the College's chief human resources officer and provides strategic leadership and management across all aspects of the College's human resources function. As a member of the Executive Leadership Team, the Vice President serves as a trusted advisor and strategic partner to the President, executive leaders, and the Board of Trustees on workforce strategy, organizational effectiveness, labor relations, employment policy, and risk management, ensuring the College has the talent, leadership capacity, and organizational infrastructure needed to advance its mission and strategic priorities. Over time, this position may expand to provide executive oversight across areas such as Human Resources, Legal Affairs, and Finance as a part of an integrated administrative services strategy.

The Vice President of Human Resources (Administrative Services Lead) le the development and implementation of a sustainable Human Resources strategy that supports the College's continued growth and evolution. This includes strengthening workforce planning, talent acquisition and retention, organizational development, compliance, and Human Resources operations while fostering a workplace culture grounded in equity, belonging, collaboration, accountability, and continuous improvement. The Vice President also le the continued modernization of the College's Human Resources function by improving systems, technology, business processes, and the use of workforce data to enhance operational effectiveness, employee experience, and organizational capacity.

Essential Job Duties and Responsibilities

The duties below are representative of the role and are not intended to cover all of the duties performed within the scope of work.

I. Strategic Human Capital Leadership

• Le the development and implementation of a comprehensive Human Resources strategy aligned with the College’s mission, strategic plan, and long-term organizational priorities.
• Provides executive leadership for strategic workforce planning to ensure the College has the talent and organizational capacity to meet current and future needs.
• Serves as a strategic advisor to the President, Executive Team, and Board of Trustees on workforce strategy, organizational effectiveness, labor relations, and human capital risks.
• Le organizational development, leadership development, and succession planning initiatives to strengthen institutional capacity and leadership continuity.
• Develops Human Resources policies and practices that advance equity, compliance, innovation, and continuous improvement.
• Le or supports organizational change initiatives that strengthen institutional effectiveness and workforce adaptability.

II. Talent Acquisition, Employee Experience & Workforce Development

• Provides executive leadership for recruitment, hiring, and selection processes to ensure equitable, compliant, efficient, and workforce-aligned practices.
• Partners with managers around team organization and talent strategy development and technical implementation, aligned with evolving operational needs, compliance requirements, and best practices.
• Oversees employee orientation and onboarding, hiring committee training, faculty minimum qualifications, and equivalency processes to ensure consistent and compliant hiring practices.
• Le development and implementation of culture-building initiatives, including strategies to support change management to strengthen employee engagement, retention, and trust across th