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Vice President, Human Resources

POSITION: Vice President, Human Resources

REPORTS TO: Senior Vice President for Finance and Operations


  • 15+ years of HR Generalist experience, including 7+ years managing budget and leading Human Resource staff members.
  • A baccalaureate degree is required, advanced degree preferred and/or comparable professional experience in the field.
  • Evidenced ability to create and implement the strategic vision for a contemporary Human Resources department and for leading the daily operations within a higher education setting
  • Experience in a collective bargaining environment a plus


The Vice President for Human Resources, a member of the President’s Executive Team, is a senior leader and collaborator for the University who provides strategic leadership and direction in the planning, integration, and implementation of human resources programs and policies.  The position is responsible for supporting the University’s mission and strategic plan; ensuring compliance with all applicable human resources laws, regulations, and policies; establishing human resources best practices; and creating a human resources’ organization that provides excellence in consultative, strategic, and operational expertise across the University.

The Vice President is responsible for day-to-day management and strategic planning initiatives for: recruitment and diversity initiatives, compensation, benefit plan design and implementation, employee relations, labor relations, human resources systems development and support, leadership development, performance management, workplace learning initiatives and Title IX deputy responsibilities.


  1. Influence an environment of strategic thinking by collaborating with all stakeholders and implementing best practices in Human Resources throughout the University.
  2. Collaborate with administrators, chairpersons and managers on matters related to hiring; employee training, development and evaluation; disciplinary matters and conflict resolution; discrimination prevention and equity issues; termination policies and procedures; union contract administration; and legal compliance issues surrounding human resources, labor management and student issues.
  3. Ensure adherence to all legal and internal procedural requirements surrounding the hiring and compensation processes; develop and monitor appropriate hiring/selection strategies; and exercise functional authority with administrative, faculty and staff members performing interviews.
  4. Develop and coordinate professional training programs for the administration, faculty and staff on pertinent HR or employment issues such as managerial or job skills, performance objectives; HR policies and related legal issues or compliance; or other important topics such as customer service, etc.
  5. Serve as chief negotiator or team member for labor contract negotiations with all local unions representing University employees; cost out labor contracts and formulate contract strategies and language; process grievances filed by bargaining unit members.
  6. Periodically review and make recommendations for revisions to the Staff Employee Handbook and policies; prepare suitable HR policy and position statements in support of University objectives.
  7. Evaluate and maintain the University's benefits program including health, dental, vision, life, disability, voluntary benefits, workers' compensation, and unemployment compensation; meet with benefits representatives; evaluate current and new program options; obtain new quotations as necessary; prepare cost analysis and recommend changes as needed.
  8. Administer the University’s retirement programs and participate in the Retirement Programs Investment Committee.
  9. Maintain the University's position evaluation/classification program covering administrative/ professional and union staff members; evaluate new positions; establish salary schedules; develop or assist in the development of job analysis and descriptions; and perform reclassification audits.
  10. Conduct internal investigations and prepare materials in connections with EEOC, PHRC, or other charges; work with the General Counsel and other legal counsel to finalize cases; represent University at respective hearings. 
  11. Supervise for the administration and cost containment efforts of the reimbursable unemployment insurance program; attend appeal hearings for the University.
  12. Supervise the Workers' Compensation program; coordinate efforts of the Health Service Coordinator with the Workers' Compensation insurance carrier; maintain contact with injured employees; conduct accident investigations and prepare light duty assignments.
  13. Supervise, or prepare and analyze various reports, statistics, regulatory data, salary or benefits surveys such as IPEDS report, CUPA salary and benefits surveys, safety/security reports, and so forth that are related to the human resources programs.
  14. Establish and maintain membership in appropriate professional organizations related to the Human Resource function; keep informed of current developments, laws and issues of importance through attendance of meetings and ongoing educational seminars; advise University community of pertinent changes and best practices.

The Application Process - Candidates and Inquiries

A review of applications will begin immediately and continue until the recruitment process is concluded. To assure full consideration, complete applications should include a letter of interest, resume, and contact information (email addresses and phone numbers) for at least 3 professional references. References will not be contacted without prior authorization from the applicant. Applications should be sent electronically (MS Word or PDF Format) to timtetrick@oolltd.com.

O’Connor O’Connor Lordi, Ltd. (www.oconnorexecutives.com) has been retained to assist in this search. Confidential inquiries, nominations and referrals may be sent to:  Timothy J. Tetrick, timtetrick@oolltd.com, 412-261-4020.  

Point Park University is an Equal Opportunity Affirmative Action Employer.