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) leads 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 leads 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

• Leads 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.
• Leads 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.
• Leads 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.
• Leads development and implementation of culture-building initiatives, including strategies to support change management to strengthen employee engagement, retention, and trust across the College.
• Oversees employee performance management and supports professional development and training programs that enhance organizational effectiveness.
• Leads leadership development initiatives that build current and future leadership capacity across the institution.
• Reviews and approves Human Resources processes, materials, and related documentation to ensure compliance, consistency, and alignment with institutional policies.

III. Human Resources Operations, Systems & Modernization

• Provides executive oversight of Human Resources operations to ensure efficient, consistent, and effective delivery of HR services.
• Leads the modernization of Human Resources systems, policies and procedures, leveraging technology to streamline and continuously improve hiring, onboarding, performance management, and employee records and data management.
• Develops strategies to streamline, standardize, and automate HR processes to improve efficiency, accuracy, and consistency.
• Partners with Information Technology and College divisions to ensure HR systems are integrated and aligned with institutional systems and priorities.
• Utilizes workforce analytics and HR metrics to support reporting, planning, and executive decision-making.
• Oversees maintenance of employee records, employment documentation, and Human Resources files in compliance with applicable laws, regulations, and institutional policies.

IV. Labor Relations, Compliance & Risk Management

• Serves as the College’s chief labor negotiator and provides executive leadership for collective bargaining and labor relations.
• Develops and executes a proactive labor relations strategy designed to build a more collaborative labor-management relationship over time.
• Oversees complaints, grievance resolution, disciplinary matters, workplace investigations, and employee relations issues.
• Serves as the College’s Equal Employment Opportunity Officer and Title IX Coordinator, ensuring compliance with applicable laws, regulations, and Board policies and coordinating with external agencies such as the Equal Employment Opportunity Commission, California Civil Rights Department, and U.S. Department of Education Office for Civil Rights as required.
• Serves as the College’s primary representative in matters before the Public Employment Relations Board (PERB) and other labor relations bodies and regulatory agencies, working closely with legal counsel on unfair labor practice charges, grievance arbitration, and contract interpretation disputes.
• Provides executive oversight of employee benefits, leave administration, workers’ compensation, unemployment, and related risk management programs.
• Ensures compliance with federal and state employment laws, California Education Code, Title 5 regulations, and collective bargaining agreements.
• Oversees mandatory training, compliance reporting, and regulatory employment requirements.
• Establishes documented, repeatable desktop procedures for core HR transactions to reduce risk and reliance on manual processes, institutional knowledge, and improve audit-readiness.

V. Executive Leadership & Institutional Partnership

• Collaborates with executive leadership to advance institutional priorities and strengthen organizational effectiveness.
• Prepares and presents Human Resources reports, agenda items, and recommendations to the Board of Trustees.
• Supervises, develops, and evaluates Human Resources leadership and staff.
• Develops and administers departmental goals, budgets, policies, and operational plans.
• Promotes a workplace culture grounded in equity, belonging, accountability, collaboration, and continuous improvement.
• Oversees development, revision, and maintenance of Human Resources policies, procedures, forms, and related administrative documentation to ensure compliance and operational consistency.
• Represents the College on internal and external committees, task forces, negotiations, and professional organizations as appropriate.
• Performs other related duties as assigned in support of the College’s mission and strategic priorities.

Knowledge, Skills, and Abilities

Knowledge of:

• Principles and practices of public sector human resources administration.
• Federal and state employment laws, including California Education Code, wage and hour laws, Title 5, ADA, Title IX, and related regulations.
• Collective bargaining, labor relations, and grievance/disciplinary processes.
• Employee relations, recruitment, selection, worker classification, and performance management practices.
• Human Resources information systems and basic workforce reporting tools.

Skills in:

• Administering and leading comprehensive Human Resources programs and services.
• Interpreting and applying laws, regulations, policies, and collective bargaining agreements.
• Conducting labor negotiations, grievance resolution, and employee relations processes.
• Developing and implementing HR policies, procedures, and compliance practices.
• Communicating effectively with employees, managers, executives, governing boards, and external agencies.
• Leading through organizational change, building trusted relationships, and guiding culture-building.

Ability to:

• Plan, organize, and direct a comprehensive Human Resources operation in a public sector or higher education environment.
• Analyze complex personnel issues and develop appropriate solutions.
• Lead investigations and resolve employee relations matters in a fair and consistent manner.
• Maintain confidentiality and exercise sound judgment in sensitive matters.
• Manage through both proactive labor management relations and adversarial labor relations environments.
• Establish and maintain effective working relationships with diverse constituencies.
• Lead cross-functionally within lean organizational structures.
• Prepare and present reports and recommendations to executive leadership and governing boards.

Minimum Qualifications

• An earned Master’s degree from an accredited institution in human resources management, business administration, public administration, organizational development, educational leadership or related field AND minimum of five (5) years of progressively responsible management experience in human resources in a California Community College, higher education institution, P-12 education system, or other similarly complex public sector organization

  OR

• A Bachelor’s degree from an accredited institution in human resources management, business administration, public administration, organizational development, educational leadership or related field AND minimum of ten (10) years of progressively responsible management experience in human resources in a California Community College,higher education institution, P-12 public education system, or similarly complex public sector organization

Desired Qualifications

• Juris Doctor in a related field of law from an accredited institution, or equivalent legal/compliance background.
• Industry-recognized human resources certification.
• Experience serving in a senior human resources management role within a California Community College, CSU, UC system, or comparable public higher education institution.
• Experience in a California Community College or P-12 human resources leadership role, including exposure to collective bargaining, employee relations, and compliance in a unionized environment.
• Experience leading or significantly participating in labor negotiations, grievance processes, or contract administration.
• Experience working in complex public sector or educational environments with multiple employee groups, regulatory requirements, and participatory governance structures.
• Experience overseeing or partnering closely with other administrative service areas including Finance and/or Legal functions.

Working Conditions and Travel

• Calbright College is a statewide online college where all instruction and support are done via various online technologies both in person and remotely. Calbright College has administrative offices in Sacramento available for use. When working remotely, employees should be able and willing to use digital communication tools as used by the college, and have the ability to work on a computer for extended periods of time. Although this is a primarily remote position, there may be instances in which you will be required to attend meetings or travel to in-person events. For travel within a certain distance from an employee’s remote (primary) work location, an employee is responsible for having access to or possessing a vehicle to travel by automobile subject to reimbursement for mileage and other expenses per Calbright’s policies. Although this is a primarily remote position, there may be instances in which you will be required to attend meetings or travel to in-person events.
• Regular attendance is considered an essential job function; the inability to meet attendance requirements may preclude the employee from retaining employment.
• The person holding this position is considered a mandated reporter under the California Child Abuse and Neglect Reporting Act and is required to comply with the requirements set forth in Calbright College policies, procedures, and Title IX.
• Calbright College celebrates all forms of diversity and is deeply committed to fostering an inclusive environment within which students, staff, administrators, and faculty thrive. Individuals interested in advancing Calbright College’s strategic diversity goals are strongly encouraged to apply. Reasonable accommodations will be provided for qualified applicants with disabilities who self-disclose.
• Requires the ability to function in a remote online instructional environment performing work of primarily a sedentary nature. Requires the ability to use hearing and speech to make presentations to groups and carry on conversations over the phone and in-person. Requires speaking skills to communicate with staff and students in one-on-one and small group settings, on the phone, and to distinguish sound prompts from various types of equipment. Requires near visual acuity to read printed materials and computer screens. Requires sufficient hand/arm/finger dexterity to retrieve work materials, operate a personal computer keyboard, and operate standard office equipment. Requires the ability to lift and/or move up to 25 pounds.
• Work is performed indoors where minimal safety considerations exist.

Equal Employment Opportunity

Calbright College provides equal employment opportunities (EEO) to all employees and applicants for employment without regard to race, color, religion, sex, sexual orientation, gender identity, gender expression, national origin, age, veteran status, disability or genetics. In addition to federal law requirements, Calbright College complies with applicable state and local laws governing nondiscrimination in employment.

Who We Are

Calbright College is one of California’s newest community colleges – the first statewide, online campus designed to bridge the gap between employers with unfilled positions and students who don’t have either the time or money to attend a traditional school. Our mission is to increase economic mobility and close equity gaps for working adults who lack easy access to traditional forms of higher education by offering online, flexible, affordable skills-based programs that provide tangible economic value for both working adults and hiring managers.

Salary: Executive Salary Range EX-7, Starting range steps 1-3 depending on education and experience (Steps 1-3) ($193,713.06 - $213,605.03)

Originally posted on Himalayas