Vice Chancellor, Human Resources and Employee Relations

Peralta Community College District; Oakland (CA); On-site; USD 170,000 - 230,000; Full time

Job summary

Peralta Community College District seeks a transformative Vice Chancellor of Human Resources to lead a high‑performing HR organization and partner with district leaders to advance workforce development and student success.

Reporting to the Chancellor, you will oversee recruitment, compensation, employee relations, and organizational effectiveness while guiding policy, compliance, and labor relations across the district's colleges and programs.

Qualifications

• Bachelor’s degree from an accredited college or university in Human Resources, Public Administration, Business Administration, Organizational Leadership, or a closely related field.
• Eight (8) years of progressively responsible Human Resources experience, including five (5) years in a supervisor or management capacity.
• Evidence of sensitivity to and understanding of the diverse academic, socioeconomic, gender, cultural, disability, and ethnic backgrounds of community college students and employees.

Responsibilities

• Provides visionary leadership for the District's Human Resources Division and aligns HR strategies with the District's Strategic Plan.
• Serves as a member of the Chancellor's executive leadership team, advising on workforce planning, organizational development, succession planning, and institutional effectiveness.
• Develops, implements, and evaluates HR policies, procedures, and strategic initiatives that support operational excellence and continuous improvement.

Skills

Leadership

Labor relations

Strategic planning

Policy development

Change management

Education

Bachelor’s degree in HR, Public Administration, Business Administration, Organizational Leadership, or related field

Master’s degree in HR, Public Administration, Business Administration, Organizational Leadership, or related field

Tools

HRIS

Data analytics

Job description

Class Purpose

Peralta Community College District is entering an exciting periodof transformation and opportunity. With a renewed focus onorganizational effectiveness, employee experience, innovation, andstudent success, the District is strengthening its human resourcesfunction and investing in its people and processes. The ViceChancellor of Human Resources will have a unique opportunity tohelp shape this evolution, build a high-performing HR organization,develop and empower a talented team, and partner with leadersacross the District to create a workplace where employees canthrive and students can succeed.

Examples of Duties

Examples of duties may include, but are not limited to, the following:

Strategic Leadership

• Provides visionary leadership for the District's HumanResources Division and aligns human resources strategies with theDistrict's Strategic Plan.
• Serves as a member of the Chancellor's executive leadershipteam, advising on workforce planning, organizational development,succession planning, and institutional effectiveness.
• Develops, implements, and evaluates Human Resources policies,procedures, and strategic initiatives that support operationalexcellence and continuous improvement.
• Promotes a culture of equity, inclusion, accountability,collaboration, and excellent customer service.

Human Resources Administration

• Directs all Human Resources functions, including recruitment,selection, onboarding, classification, compensation, employeerecords, benefits administration, performance management, andemployee development.
• Ensures equitable, legally compliant hiring and employmentpractices for all employee groups.
• Oversees the Human Resources Information System (HRIS),personnel records, and employment documentation.
• Develops and monitors Human Resources budgets and resourceallocations.

Labor and Employee Relations

• Serves as the District's Chief Negotiator during collectivebargaining with academic and classified bargaining units.
• Provides strategic leadership during labor negotiations,contract administration, grievance resolution, mediation, anddisciplinary proceedings.
• Advises the Chancellor, Governing Board, and executiveleadership regarding labor relations, legal developments, andemployment practices.
• Collaborates with legal counsel on personnel matters,investigations, litigation, and regulatory compliance.
• Fosters productive labor-management relationships built ontrust, transparency, and collaboration.

Classification and Compensation

• Directs the development and administration of the District'sclassification and compensation programs.
• Oversees salary studies, classification reviews, positioncontrol, reclassifications, and organizational analyses.
• Ensures compensation practices remain equitable, fiscallyresponsible, and aligned with District goals.

Performance Management and Organizational Development

• Leads the District's employee performance management systems,ensuring timely and meaningful evaluations.
• Supports leadership development, succession planning, employeeengagement, and organizational effectiveness initiatives.
• Partners with District leadership to develop professionallearning opportunities that strengthen employee performance andinstitutional capacity.
• Promotes continuous improvement through effectiveorganizational change management strategies.

Compliance and Risk Management

• Maintains confidential personnel information in accordance withlegal requirements.
• Ensures compliance with applicable federal and state employmentlaws.
• Directs investigations involving discrimination, harassment,retaliation, and employee misconduct.
• Monitors legislative and regulatory developments affectingHuman Resources operations and recommend policy revisions asappropriate.

Institutional Leadership

• Supports accreditation efforts through workforce planning,staffing analysis, and compliance reporting.
• Participates in shared governance committees and District-wideinitiatives.
• Prepares reports and presentations for the Chancellor,Governing Board, executive leadership, and external agencies.
• Represents the District with governmental agencies, educationalinstitutions, and professional organizations.
• Performs other related duties as assigned.

Minimum Qualifications

Education

• Bachelor’s degree from an accredited college or university inHuman Resources, Public Administration, Business Administration,Organizational Leadership, or a closely related field.

Experience

• Eight (8) years of progressively responsible Human Resourcesexperience, including five (5) years in a supervisor or managementcapacity.
• Evidence of sensitivity to and understanding of the diverseacademic, socioeconomic, gender, cultural, disability, and ethnicbackgrounds of community college students and employees.

Preferred Qualifications

• Master’s degree from an accredited college or university inHuman Resources, Public Administration, Business Administration,Organizational Leadership, or a closed related field.
• Experience within a California community college district orpublic higher education institution.
• Labor relations experience with bargaining units.

Knowledge, Skills, and Abilities

Knowledge of:

• Human Resources management principles and best practices.
• California Education Code, Government Code, Title 5, collectivebargaining agreements, and employment law.
• Public-sector labor relations and collective bargaining.
• Classification and compensation systems.
• Organizational development and change management.
• Human Resources technology and data analytics.
• Budget development and fiscal management.
• Shared governance in higher education.

Ability to:

• Lead a comprehensive Human Resources organization.
• Build collaborative relationships with individuals from diversebackgrounds including faculty, staff, unions, administrators, andthe Governing Board.
• Exercise sound judgment while managing sensitive andconfidential matters.
• Analyze complex personnel issues and develop effectivesolutions.
• Interpret and apply laws, regulations, contracts, and Boardpolicies.
• Develop and implement policies.
• Promote equity, inclusion, and a culture of respect throughoutthe District.
• Managing multiple priorities in a complex organizationalenvironment.
• Communicate effectively in written and verbal form.

The successful candidate will be required to undergo a reference/background check (to include a conviction record) and maybe required to pass a post-offer pre-employment medical examination including a drug/alcohol screening depending upon job classification. New employees must provide documentation to establish both identity and work authorization.