Associate Vice President, HR Services & Engagement

Associate Vice President, HR Services & Engagement

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Posting Details

 I. JOB OVERVIEW 

Job Description Summary:  | The George Washington University, an independent academic institution chartered by the Congress of the United States in 1821, dedicates itself to furthering human well-being. The University values a dynamic, student-focused community stimulated by cultural and intellectual diversity and built upon a foundation of integrity, creativity, and openness to the exploration of new ideas.

The George Washington University, centered at the national and international crossroads of Washington, D.C., commits itself to excellence in the creation, dissemination, and application of knowledge.

Key Responsibilities of the Associate Vice President include:

Leadership and Partnership Approach Provide strategic leadership, direction, and support to the Executive Directors, Managing Directors and Manager responsible for Employee and Labor Relations, Talent and Development, and HR Business Partners and the People Service Center respectively. Foster strong collaboration among HR functional leaders to ensure an integrated and seamless HR service delivery model. Partner closely with functional leaders to establish priorities, align resources, address organizational challenges, and execute strategic initiatives. Create a culture of accountability, partnership, innovation, and customer service excellence across all areas of responsibility. Act as the designated deputy to the CPO/VP of HR, stepping in to lead the function and make critical strategic decisions during their absence.
 
Strategic HR Leadership Serve as a strategic advisor to university leadership on workforce strategy, organizational effectiveness, talent management, employee engagement, and complex employee matters. Lead the design and execution of an integrated HR service delivery model that aligns HR functions with institutional priorities. Partner with senior leaders to identify organizational challenges and develop proactive people strategies and solutions. Foster a culture of accountability, collaboration, inclusion, innovation, and service excellence across all HR service delivery functions. Lead change management efforts related to organizational initiatives, restructuring, workforce planning, and employee engagement. Utilize data, metrics, and trends to inform strategic recommendations and continuous improvement initiatives.

HR Business Partner Leadership Provide leadership and strategic direction to the HR Business Partner team supporting schools, divisions, and administrative units across the university. Ensure HR Business Partners deliver consistent, consultative, and solution-oriented support to university leadership. Architect the framework for core people initiatives including, talent development strategy, performance management, and organizational design. Empower the HRBP organization to drive execution and business alignment. Establish standards for service delivery, responsiveness, and strategic partnership. Promote consistency in policy interpretation and HR practices across the institution.

Talent Development Leadership
Oversee the university’s talent development strategy, including leadership development, employee training, professional development, organizational learning, and engagement initiatives. Ensure the development and implementation of innovative and scalable learning programs that support employee growth and leadership capability. Partner with senior university leadership and key institutional stakeholders to assess enterprise-wide development needs and align talent strategy with the university’s strategic plan. Support employee engagement initiatives that enhance workplace culture, retention, and employee experience. Lead initiatives focused on leadership effectiveness, succession planning, and talent readiness.

Employee and Labor Relations Leadership
 Provide executive oversight for employee relations and labor relations strategies, ensuring alignment with university policies, collective bargaining agreements, and employment laws. Guide the resolution of complex employee relations matters, investigations, performance issues, and workplace concerns. Support labor relations strategy, collective bargaining preparation, contract administration, and union partnership efforts. Ensure consistent and equitable application of policies and procedures across the university. Partner with university counsel and leadership on high-risk or sensitive employee and labor matters. Monitor trends and emerging issues related to workplace culture, employee relations, and compliance risk.
 
Operational Excellence and Collaboration
Promote operational efficiency and continuous improvement across all service delivery functions. Collaborate closely with other HR leaders to ensure integrated HR support and alignment across centers of excellence. Develop and monitor key performance indicators and service standards. Lead and mentor senior HR leaders, fostering professional growth, accountability, and high performance. Support strategic communications and change initiatives impacting faculty and staff.
Performs other related duties as assigned. The omission of specific duties does not preclude the supervisor from assigning duties that are logically related to the position.
Minimum Qualifications:  | Qualified candidates will hold a Bachelor’s degree in an appropriate area of specialization plus 10 years of relevant professional experience, Master’s degree, or higher, in a relevant area of study preferred. Relevant experience must include at least 4 years of senior leadership/executive level experience. Degree must be conferred by the start date of the position.

Additional Required Licenses/Certifications/Posting Specific Minimum Qualifications:   
Preferred Qualifications:  | Desired qualifications for this role include: Strategic thinking and organizational leadership Executive presence and influencing skills Change management and organizational effectiveness Employee relations and conflict resolution expertise Labor relations and collective bargaining knowledge Leadership development and talent strategy Data-informed decision making Collaboration and partnership building Service excellence and operational effectiveness Organizational design and workforce planning expertise Strong coaching and team development capabilities Demonstrated experience leading HR Business Partner teams, talent management and development functions, and employee and labor relations operations Experience within higher education, or similarly complex organizations preferred Strong knowledge of employment law, employee relations practices, labor relations, organizational development, and leadership development Strong knowledge of organizational design, workforce planning, organizational effectiveness, and change management principles Demonstrated ability to influence senior leadership and lead through change Exceptional communication, relationship management, and strategic consulting skills Proven ability to manage sensitive and complex matters with sound judgment and discretion

Hiring Range  | $163,373.07 - $224,783.00
GW Staff Approach to Pay  | How is pay for new employees determined at GW?

 Healthcare Benefits
GW offers a comprehensive benefit package that includes medical, dental, vision, life & disability insurance, time off & leave, retirement savings, tuition, well-being and various voluntary benefits. For program details and eligibility, please visit https://hr.gwu.edu/benefits-programs.

 II. JOB DETAILS 

Campus Location:  | Foggy Bottom, Washington, D.C.
College/School/Department:  | Human Resource Management and Development (HRM&D)
Family  | Human Resources
Sub-Family  | Multiple Functions, Human Resources
Stream  | Executive
Level  | Level 2
Full-Time/Part-Time:  | Full-Time
Hours Per Week:  | 40+
Work Schedule:  | Mon - Fri 8:00 am - 5:00 pm
Will this job require the employee to work on site?  | Yes
Employee Onsite Status  | Hybrid
Telework:  | Yes
Required Background Check:  | Criminal History Screening, Education/Degree/Certifications Verification, Social Security Number Trace, and Sex Offender Registry Search
Special Instructions to Applicants:  | Employer will not sponsor for employment Visa status
Internal Applicants Only?  | No
Posting Number:  | S014255
Job Open Date:  | 06/18/2026
Job Close Date:  |
If temporary, grant funded, Sponsored Project funded or limited term appointment, position funded until:  |
Background Screening  | Successful Completion of a Background Screening will be required as a condition of hire.
EEO Statement:  | The university is an Equal Employment Opportunity employer that does not unlawfully discriminate in any of its programs or activities on the basis of race, color, religion, sex, national origin, age, disability, veteran status, sexual orientation, gender identity or expression, or on any other basis prohibited by applicable law.

Posting Specific Questions

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2013 H Street, NW, 3rd Floor
 Washington, DC 20006

Phone: 202-994-8500
Fax: 202-994-9680
Email: [email protected]
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