ASSOCIATE VICE PRESIDENT OF TOTAL REWARDS

Department Overview
Systemwide Total Rewards creates and delivers principled total rewards programs that support the recruitment and retention of world‑class faculty and staff, and involved retirees, in furtherance of UC's mission, values and vision.

Position Summary
The Associate Vice President of Total Rewards reports to the VP of Systemwide Human Resources and will assume a critical strategic leadership role at the University and be responsible for ongoing assessment and optimization of health and welfare benefits, executive compensation, broad based compensation strategy, retirement plans and wellness programs. Working closely with senior leadership, this individual will have responsibility for all matters concerning the development, implementation, communication and administration of all Total Rewards for approximately 200 executives and 160,000 staff employees (policy‑covered and union‑represented) Systemwide. The incumbent provides advice and guidance to Senior Leadership at ten campuses, six health enterprises, Agriculture & Natural Resources, Lawrence Berkeley National Laboratory, and Office of the President. The incumbent will be a collaborative leader in developing a clear and market‑driven philosophy and strategic framework that strengthens the University's position in higher education. The Associate Vice President of Total Rewards is responsible for building and leading a strong team with a focus on professional development and an eye for succession planning. The AVP of Total Rewards has oversight of 56 team members. Please note this is a hybrid position located in Oakland, CA.

Key Responsibilities
40% Strategic Leadership and Total Rewards Administration: Assumes a critical executive leadership role with accountability for all aspects of Total Rewards, including systemwide Benefits Programs and Strategy, Self‑Funded Health Plans, Retirement Program Services, and Compensation Programs and Strategy. Ensures a clear and consistent Total Rewards philosophy is established and maintained, with support from the President, Chancellors, Faculty Senate, Office of the President Executive Leadership, and Board of Regents. Develops and enhances employee programs that support a diverse and dynamic workforce. Serves as a member of the Vice President of Systemwide Human Resources leadership team and collaborates across Systemwide Human Resources to support coordinated policies, programs, and integration of the University's overall human resources philosophy.

30% Management: Oversees director‑level management team to guide recruitment, selection, and evaluation of staff. Provides leadership and oversight and mentor‑ship across the unit of 56 team members, with an operating budget of $28M. Sets overarching, multi‑year unit and individual priorities and objectives. Develops succession plans for staff across multiple areas of expertise. Identify training and development opportunities to improve the effectiveness and growth of the unit and individual employees. Directs and controls execution of compensation, health & welfare benefits and retirement programs and strategy through subordinate leaders. Directs Systemwide departmental resources with a significant impact on the organization. Makes recommendations and implements decisions on departmental issues (operations, budget/finances, staffing needs, employee relations, and space planning) that have significant impact.

15% Executive Consultation, Governance, and Stakeholder Relations: Along with the Vice President of Systemwide Human Resources, serves as a principal interface and advisor to the President, Chancellors, Regents, and senior leadership on compensation, health and welfare benefits, and retirement matters. Partners with Office of the President leadership on governance, oversight, data analysis, and preparation of materials for executive and Regents' review. Makes written and oral presentations to Regents, the President, Chancellors, and other senior leaders; presents requests and recommends options regarding compensation, benefits, and retirement actions affecting executives, Senior Management Group members, and other highly compensated managers. Regularly engages with senior leaders across the system and utilizes third‑party consulting firms on complex, high‑profile systemwide compensation, health and welfare benefits, and retirement initiatives.

15% Executive Compensation: Lead the design, development, implementation, and administration of University‑wide executive compensation programs and base pay practices to ensure internal equity and external competitiveness. Oversee the design and administration of short‑ and long‑term incentive plans for the executive population, ensuring alignment with institutional objectives and market practices.

Required Qualifications
15+ years of experience of broad‑based Total Rewards experience.

Skills and Abilities
Strong understanding of the technical and functional components of benefits and a comprehensive knowledge of compensation. Strong foundational business knowledge including value added perspective, considerable financial proficiency, industry knowledge, strategic focus and enterprise‑wide experience.

Capable of thinking through both nuanced and complex situations with a reputation for using diplomacy to navigate through sensitive matters. Highly analytical collaborator and relationship builder, able to get results through influencing at various levels of organization. Highly skilled in building credibility and collaborative partnerships at the most senior levels of the organization and adept at navigating seamlessly among various business units.

Experience leading and developing a team to ensure business objectives are met, and personal development plans are encouraged and fostered.

A record of developing and implementing leading‑edge, cost‑effective, action‑oriented programs, plans and policies that support organizational growth, culture and development.

Excellent interpersonal, oral and written communication skills, ability to prepare and communicate clear and compelling messages University wide.

A thought leader with a strong core value system, executive presence and high degree of authenticity. A track record as a champion for initiatives and programing that promotes systemic equity and inclusion throughout the University.

Education
Bachelor's degree in related area and / or significant experience / training. The AVP of Total Rewards must be a seasoned professional with 15-plus years of broad‑based Total Rewards experience with a strong suit in Executive Compensation.

Preferred Qualifications
Advanced degree preferred.

Licenses and Certifications
Certified Compensation Professional (CCP) and/or Certified Benefits Professional (CBP) is desired. SPHR or SHRM Certification is desired.

Travel Requirements
15% to Regents meetings and locations as needed for meetings and engagement.

Salary
Grade 02. Payscale: $390,000 - $415,000. The University of California, Office of the President, is required to provide a reasonable estimate of the compensation range for this role. This range takes into account the wide range of factors that are considered in making compensation decisions including but not limited to experience, skills, knowledge, abilities, education, licensure and certifications, and other business and organizational needs. Salary offers are determined based on final candidate qualifications and experience.

Benefits
For information on the comprehensive benefits package offered by the University visit benefits of belonging.

Compliance
Smoke‑Free Work Environment: The University of California, Office of the President, is smoke & tobacco‑free as of January 1, 2014.

As a condition of employment, you will be required to comply with the University of California Policy on Vaccination Programs, as may be amended or revised from time to time. Federal, state, or local public health directives may impose additional requirements.

As a condition of employment, the finalist will be required to disclose if they are subject to any final administrative or judicial decisions within the last seven years determining that they committed any misconduct, are currently being investigated for misconduct, left a position during an investigation for alleged misconduct, or have filed an appeal with a previous employer.

Equal Opportunity Employment
The University of California is an Equal Opportunity Employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability, age, protected veteran status, or other protected status under state or federal law.

#J-18808-Ljbffr