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Los Angeles, California
Los Angeles, California
Creve Coeur, Missouri
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Pasadena, California
Posted: 23-May-26
Type: Full-time
Categories:
Internal Number: R151712
Position Summary
The Associate Vice President for Talent and Organizational Strategy and Chief of Staff reports to and serves as an advisor to the Senior Vice President (SVP) for Talent, Culture, and Human Resources and provides strategic, operational, and administrative leadership in the Office of Human Resources. In partnership with other HR leaders, this role is responsible for the design, implementation, and continuous improvement of human resource strategies, services, and operations that align with and advance the universitys mission.
The AVP provides oversight for the Talent Acquisition, Executive Talent Acquisition, Organizational and Leadership Effectiveness and Employee and Labor Relations Centers of Expertise (CoEs) and the operational effectiveness model to ensure consistent, high-quality HR service delivery. Working with a high degree of autonomy, the AVP partners closely with HR leaders, vendors, and university and health system leadership to ensure service excellence, operational alignment, and enterprise-wide impact.
The AVP for Talent and Organizational Strategy and Chief of Staff
is an innovative and strategic leader with a collaborative management style that fosters trust, teamwork, and shared accountability. This leader sustains a learning-oriented environment, encourages thoughtful risk-taking, and builds strong partnerships across the university community.
Responsibilities
35% - Serves as a trusted strategic advisor to the SVP, providing counsel on complex, high-impact and organizational matters across the Office of Human Resources. Participates in setting the strategic direction and defining HR priorities, ensuring talent strategies recruitment, retention, development, leadership, and engagement align with organizational goals. Represents the Office of Human Resources at internal and external meetings, committees, task forces, and community engagements. Interacts effectively with diverse constituencies, including faculty, staff, students, senior administrators, and external partners.
35% - Oversees the operational performance of Employee and Labor Relations, Executive Talent Acquisition, Organizational and Leadership Effectiveness and Talent Acquisition. Establishes and monitors service-level standards, operational metrics, and continuous improvement practices across above referenced HR functions. Works closely with Employee and Labor Relations leadership, and university and health system partners, to ensure labor relations strategy is aligned with best practice and institutional needs. Drives integration of technology, process optimization, and dataâ‘driven decisionâ‘making to enhance HR service delivery. In partnership with other HR leaders, ensures effective execution of HR programs, initiatives, and large-scale projects through strong project management discipline, systems expertise, and clear change and communication strategies. Continuously evaluates service outcomes and customer satisfaction, using data-driven insights to drive operational excellence and innovation.
25% - Oversees day-to-day administrative, operational, and strategic functions of the Office of Human Resources, ensuring alignment with institutional priorities and SVP-defined strategies. Partners closely with the Associate Vice Presidents of Total Rewards and Shared Services and the Senior Associate Vice President of the Wexner Medical Center HR to implement enterprise HR strategies and deliver integrated solutions. Ensures HR operations are scalable, compliant, and responsive to a complex university and health system environment. Serves as a key liaison between the Office of Human Resources and other senior university leadership offices. Triages issues for escalation to the SVP and assists with overall department budget management and fiscal support.
5% - Leads, hires, coaches, develops, and performance-manages a high-performing leadership team. Fosters a collaborative, inclusive, and results-oriented culture that supports continuous learning, innovation, and accountability.
Required Education/Experience
Masters degree in Human Resources, Business Administration or a related area, or an equivalent combination of education and experience.
Minimum of 10-years progressively responsible leadership experience in Human Resources. Experience in higher education at the enterprise level strongly preferred. Exceptional interpersonal and managerial skills. Ability to interact and influence at the most senior levels of an organization. Ability to work collaboratively and strategically across functions, levels, and areas of the university. Strong written and oral communication skills with the proven ability to problem-solve and effectively operate in a senior role. Demonstrated experience leading continuous improvement and clear change management strategies. Excellent interpersonal skills with the ability to interact with diverse internal and external constituents.
