This job was posted by https://idahoworks.gov : For more information,please see: https://idahoworks.gov/jobs/2154516 About Us:

　　Boise State University is located along the banks of the Boise River anda short stroll from the state capitol. We are committed to aninnovative, transformative, and equitable educational environment thatsupports student success, and advances Idaho and the world.

　　Boise State is building an inclusive community of faculty and staffwhose unique skills, cultural contributions, work history, andperspectives create a rich and rewarding academic experience for ourstudents. Applications from individuals of all backgrounds andidentities are welcomed.

　　Learn more about Boise State and living in Idaho\'s Treasure Valley athttps://www.boisestate.edu/about/

　　Job Summary/Basic Function:

　　The Deputy Chief Human Resources Officer - Talent (Deputy CHRO) servesas a strategic advisor to the Chief Human Resources Officer and othercampus leadership on human resources matters. This position is both aninternal consultant and collaborative business partner, with the abilityto think creatively to meet the needs of the campus, facilitate change,and build strong relationships with key campus stakeholders. The DeputyCHRO will assist in implementing the strategic vision for HumanResources and lead the daily operational management of 4 teams includingTalent Acquisition, Employee Relations, Training and Development, andCommunications and Employee Engagement.

　　This position has the opportunity to work hybrid (a mix of in-personwork from a Boise State University worksite and an alternative worklocation within Idaho), upon completion of training. Candidate must beable to work on-site as needed.

　　Department Overview:

　　Our unique Boise State mindset - Blue Turf Thinking - is not about doingmore with less, but doing our work in ways that envision a betterfuture, that see our students and their needs more clearly, that takenew approaches to research and to service. Our strategic plan, then,isn\'t about adding another layer of work. Rather, as a community, wehave developed clear guidelines about where we should direct our effortsgoing forward, allowing us to release labor that no longer serves ourcommunity.

　　Level Scope:

　　Accountable for leading departments or major areas within a divisionthrough managers and directors. Works under broad, administrativedirection with responsibility for providing strategic leadership anddirection in the planning, implementing, improving, and evaluating of anadministrative department and promoting operational improvements.Oversees and provides direction for budgets and operational forecasts.Makes complex, independent decisions for situations with precedent toensure department or area within a division objectives are met.

　　Essential Functions:

　　Oversee the implementation of a high performing human resources strategyand service delivery model at the direction of the CHRO. Facilitateaction plans to improve the overall performance of human resourcesfunctions.

　　Provide quality advisory services to senior leadership and departmentmanagers regarding human resources programing and functions.

　　Serve as a key point of contact for department decision-making andmatter escalations. Ensure service levels are met and operationalmetrics are showing improving trends.

　　Oversee management of departmental staffing, financial planning, budgetdevelopment and policy review.

　　Provide leadership in setting and meeting operational goals whilefrequently providing feedback and cultivating an environment ofcontinuous improvement and accountability.

　　Explore and recommend strategic investments in technology to automatemanual activities. Recommend enhancements to human resources systems andmanage ongoing vendor relationships.

　　Establish ongoing superior customer relationships with interna andexternal constituents and review, assess and improve operations withstakeholders by regularly soliciting feedback.

　　Provide direct oversight to the following teams: Talent Acquisition,Employee Relations, Training and Development, and Communications andEmployee Engagement.

　　Build strategies to engage the HR community of practice, which includesHR practitioners embedded in departments around campus, to build thegroup\'s capacity, improve efficiency, and strengthen partnerships.

　　Serve as a confidential, strategic advisor to the CHRO and assumeleadership of the Office of Human Resources in the absence of the CHRO.

　　Represent the Office of Human Resources on university-wide committees,task forces, and working groups.

　　Perform other duties as needed.

　　Knowledge, Skills, Abilities:

　　Knowledge of human resource concepts, laws, and legal requirements.

　　Ability to translate vision and strategy into clear, actionable goals.

　　Analytical skills with the ability to effectively utilize data to informoperational decisions.

　　Knowledge of leadership and management principles, practices, andtechniques.

　　Minimum

　　Qualifications:

　　Bachelor\'s Degree or Equivalent plus eight years of experience in humanresources mana