Long Beach, California

Vice Chancellor for Human Resources Leadership Profile

CONFIDENTIAL

Prepared by

Zachary A. Smith, Ph.D. Jennifer Desjarlais Ben Haden September 2016

This leadership profile is intended to provide information about the California State University and the position of Vice Chancellor for Human Resources. It is designed to assist qualified individuals in assessing their interest in this position.

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The Opportunity The California State University (CSU) invites nominations and applications for the position of Vice Chancellor for Human Resources (VCHR). Under the general direction of Chancellor Timothy P. White, the VCHR functions as the chief human resources officer for the CSU System. The incumbent has broad responsibility for leading approximately 75 staff over the full range of HR functions, and establishing and implementing policy centrally and across CSU’s 23 campuses. The Vice Chancellor is a member of the Chancellor’s executive leadership team and serves as a key HR advisor to the Chancellor and the System’s 25-member Board of Trustees. The VCHR also assists, counsels and advises campus-based chief human resources officers related to all HR policies, procedures, systems and practices. The next Vice Chancellor will be a strategic partner to the Chancellor, Vice Chancellors, faculty, staff and other key leaders and constituents across the System, and contribute to CSU’s vital public mission of educating highly diverse, underrepresented and largely first-generation college students. Headquartered in Long Beach, California, the CSU spans the entire state and its 23 campuses collectively enroll approximately 475,000 students, making it the largest comprehensive public higher education system in the world. The CSU employs approximately 25,300 faculty and 24,000 staff members. Since its creation in 1961, the CSU has conferred over 3 million degrees, and adds nearly 100,000 new graduates annually. The CSU provides high quality, affordable education to meet the ever-changing needs of California. The CSU is a vital economic and social engine for the State of California. To learn more, please visit www.calstate.edu. The VCHR should have a minimum of 15 years of progressive HR experience, with five years of broad management and leadership responsibility over a comprehensive HR team, preferably in a multi-faceted, complex organizational environment with both central and decentralized operations. She or he should be highly collaborative, entrepreneurial and open to new and progressive HR practices, and have a passion for and commitment to public higher education. Exposure to and experience within a labor relations environment is preferred. A Master’s degree in human resources management, business administration or a related discipline is preferred, or an equivalent combination of education and experience. For information on how to apply or to submit nominations, please refer to the section, “Procedure for Candidacy” at the end of this document.

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The Role of the Vice Chancellor for Human Resources

The Vice Chancellor for Human Resources reports to the Chancellor, serves as the Chief Human Resources officer for the system, and is a member of the Chancellor’s executive leadership team. The Vice Chancellor is expected to serve as a strategic partner, provide leadership and foster strategic collaborations across the system to help fulfill the California State University’s mission by:

Serving as Chief Human Resources Officer and senior level advisor to the Chancellor, the CSU Board of Trustees, the Chancellor’s cabinet, campus-based CHROs, and systemwide faculty and staff, including providing strategic counsel and operational guidance on complex issues related to the HR function;

Managing the strategic leadership of the HR function as it relates to staff resources, daily supervision of its employees and workflow, and delivery of counsel, services, and HR systems and programs for the CSU system;

Mentoring, coaching, developing, engaging and training employees in an effort to promote a common understanding of and appreciation for the university’s mission, and for the critical role the system plays in preparing future generations to address the needs of an increasingly diverse community in California and beyond;

Promoting and advocating for a culture of diversity and inclusion, and ensuring that HR is actively engaged in conversations, processes and programs that increase and provide greater opportunity for underrepresented minorities;

Promoting effective employee services and programs that align with CSU’s strategic vision and effectively articulating their importance to the broader systemwide campuses;

Collaborating with academic affairs in support of faculty hiring processes;

Serving as strategic counsel to the Chancellor and campus leadership on matters related to collective bargaining and other labor relations-related issues;

Becoming a national thoughtleader on the important role human resources can have on matters relating to student success and the broader academic mission of a campus that serves a highly diverse, underrepresented and first generation student body;

Using creativity and new ideas to think beyond traditional HR models to consider entrepreneurial processes, systems and solutions to challenges in a highly complex, regulated and multi-site HR environment.

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Opportunities and Expectations for Leadership

Serve as a Systemwide Leader and Strategic HR Partner The next vice chancellor will serve as a collaborative and transparent systemwide partner with Cal State’s 23 campuses and its many constituents and stakeholders. She or he should have a deep understanding for evaluating and assessing HR systems, processes, and policies, leading and managing change, and ensuring the HR function is in strategic alignment with the goals and objectives of the system and its human capital needs. It will be important for the vice chancellor to develop strong relationships both internally at the system level, and externally with the Board of Trustees, various campus leaders, faculty and staff. The VCHR will stay abreast of current human resources trends and best practices among preferred employers in higher education, the not-for profit and for-profit arenas, so as to introduce and integrate them as appropriate at the CSU.

Recognizing the many units and variety of organizations that comprise the Cal State System, a focused effort to understand a diversity of perspectives, unique campus cultures, and cultural attributes that make up the CSU System will be critical to the application of these best practices for systemwide benefit. Lead and Manage Labor Relations and Compliance Issues The VCHR will provide leadership and consultation services to campus constituents regarding HR policy, compensation practices, collective bargaining agreements, campus procedures, employee relations and organizational development. Within the context of an increasingly complicated, nuanced and shifting landscape, this new leader will be expected to provide expertise and sound judgment regarding complex employee relations and the administration of labor relations agreements and practices. She or he will ensure compliance with applicable legal guidelines and negotiated collective bargaining agreements, as well as be familiar with both federal and California minimum wage laws. The VCHR will be expected to develop clear reporting and compliance activities related to EEO/AA and Title IX and whistleblower complaints, and develop and implement strategies to ensure appropriate workforce diversity in a manner consistent with applicable legal guidelines. Develop and Implement HR Management System The new vice chancellor will also lead the development and implementation of a new human resources management system to provide the necessary technology and infrastructure support to better meet the needs of faculty and staff across the system. With attention to the development of standardized tracking and information systems related to the critical functions of human resources, she or he will be expected to work in partnership with key constituents to conduct a thorough assessment of the systemwide processes, priorities and goals – both short and long term – to achieve optimal and efficient delivery of services and best practices for human resources at the CSU. Encourage and Promote an Entrepreneurial Atmosphere The next vice chancellor will be expected to have an entrepreneurial spirit and promote and embrace new ideas and innovation for developing and leading a large and complex HR function

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across the CSU’s 23-campus system. The VCHR will foster a consultative and creative approach to problem solving that demonstrates the value of human resources as a strategic partner across the system. The VCHR will personally model and promote management techniques and behaviors for leading high performing teams, including performance management, succession planning, coaching and mentoring. He or she will promote a learning organization that reflects the educational mission while pragmatically supporting leadership progression and promoting employee growth through professional and skill development. The introduction and use of metrics and constructive feedback combined with rewards, recognition, resources for development and career laddering are examples of what will make the office of human resources a learning organization and a model to others for enhancing the educational mission of the CSU. Lead Systemwide Professional Development As a nationally recognized leader in e-learning, the new vice chancellor will continue to promote and enhance the delivery and service model of systemwide professional development. The VCHR will strategically partner with campus HR leadership to calibrate and evolve the learning

management program for the system while fostering an inclusive growth environment for staff development. The VCHR will lead key systemwide learning initiatives with the mission to enrich our employees’ careers and strengthen the CSU workforce.

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Personal Qualifications and Qualities The ideal candidate will possess the following qualifications, experience, and personal characteristics. Education:

A Master’s degree in human resources management, business administration or a related discipline or an equivalent combination of education and experience.

Additional professional certification in the field of human resources is preferred. Experience:

At least ten years of increasingly complex human resources management and leadership experience across the full range of HR functions – including talent acquisition, on-boarding, training and development, labor and employee relations, succession planning, benefits administration, compensation/total rewards – in a large, complex, and highly matrixed organization.

Knowledge of and experience working within a highly regulated organizational environment.

Current knowledge of human resources regulations and legal requirements.

Experience working directly with labor unions and navigating the negotiation process of public union contracts.

Track record of mentoring and developing leadership talent and serving as a key member of an organization’s executive leadership team.

Experience working with and leveraging human resources information systems.

Strong knowledge of equal employment opportunity and affirmative action is required, as is a well developed commitment to enhancing diversity and inclusion.

Demonstrated strategic planning skills and experience with budget and fiscal management, staff leadership and management, and team building.

Proven ability to manage both big picture and operational details: evidence of ability to lead an organization to achieve strategic goals, to continuously refine organizational plans, structure and operations; to be comfortable with delegating day to day management and decision making to senior managers with accountability.

A values system that aligns with a highly collaborative, transparent and shared governance organizational environment and structure.

Strong listening, verbal and written communication skills and an ability to effectively communicate in both small and large group settings.

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Personal Characteristics:

Demonstrated passion for public service.

Fair, compassionate, and open-minded with an ability to embrace and promote change; innovative, flexible, and creative; open to new ideas.

Good judgment and strong problem solving skills; approaches problem solving with an entrepreneurial perspective.

Calm, professional and politically sensitive; willing and able to serve as a confidential advisor/confidante to the Chancellor and other executive leaders; comfortable with and an ability to highly sensitive and confidential information.

Operates with a commitment to the highest ethical standards and with unquestioned integrity.

Values quality with high standards for self and others.

Visible, accessible and approachable; able to relate effectively with all levels of staff, faculty, management and executives, both at the central system and multi-site locations.

Relationship and bridge builder; ability to work well and develop strong connections with colleagues internally and across the system.

Serve as a productive contributor with other executive team members.

Confident and inspires confidence in others.

High energy, upbeat personality with a passion for the mission of the California State University.

Willing to be a hands-on manager and leader, when appropriate, with a keen focus on results approach.

Promotes inclusion and diversity; able to work effectively with a highly diverse workforce and represent the interests of a diverse community of faculty, staff and students.

Preferred:

Experience working within a large public system of higher education.

Knowledge of California labor laws and regulations.

Experience with performance improvement systems, including LEAN methodology.

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The California State University: An Overview The California State University is the largest comprehensive university system in the country, and one of three public higher education systems in the state, alongside the University of California and the California Community Colleges. The CSU traces its roots to 1857, when San José State became the first institution of public higher education in California. In 1960, the California Master Plan for Higher Education brought 17 colleges together to form what is now known as the CSU. Today, the CSU is comprised of its 23 campuses, spanning from Humboldt in the north to San Diego in the south, and offers undergraduate, graduate and select doctoral degrees, either independently or in partnership with the UC or private universities. The CSU also maintains several unique research facilities and numerous satellite campuses across the state. Each CSU campus has its own distinct identity, yet all share the same mission: to give students access to possibility that leads to personal and societal transformation and creates lasting impact for California. The CSU draws its students from the top third of the state’s high school graduates, and provides more than half of all undergraduate degrees granted to California’s Hispanic, African American, and Native American students. Nearly 95 percent of the CSU’s 474,600 students come from California, with 87 percent of new first-time freshmen coming from California public high schools and 92 percent of undergraduate transfers from the California Community Colleges. All told, the CSU awards about half of all bachelor’s degrees and a third of all master’s degrees granted in California. The CSU’s undergraduate fee is the lowest among comparable institutions nationwide, with the annual undergraduate tuition fee for full-time California resident students at $5,472. In 2015-2016, more than $4 billion in financial aid was distributed to nearly 365,000 students, 80 percent of the CSU’s total student population.

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The CSU employs over 49,000 people, including 25,333 faculty members – nearly 80 percent as tenure or tenure-track professors – and 23,961 staff members. Nearly one-third of CSU faculty are people of color and over 40 percent are women. The CSU also has near gender parity among the 23 campus presidents, with 11 women currently serving in the campus leadership role. This figure far outpaces the state and national averages for public and private colleges and universities. CSU campuses also play a major role in their communities, regularly hosting lectures, workshops, visual and performing arts programs, and athletic events. CSU campuses sustain partnerships with local businesses, industries, and cultural and educational institutions, many of which provide internships and other learning opportunities. For every dollar the state invests in the CSU, $5.43 is returned to the economy. The CSU trains more teachers than all the state’s other institutions combined, and is also a major source for California's legislators, leaders, officials and policymakers. Through its primary operations, the CSU sustains more than 150,000 jobs, and expenditures related to the university generate more than $17 billion annually in economic impact. During the 2015-2016 academic year, CSU students engaged in over 32 million hours of community service, with a total economic impact of $738 million. Governance of the CSU System

Responsibility for the CSU is vested in a 25-member Board of Trustees, the majority of whom are appointed by the governor to eight-year terms. Faculty, alumni, and two student trustees serve two-year terms. The trustees appoint the Chancellor, who is the system’s chief executive officer; and the Presidents, who are the chief executive officers on their respective campuses and who report to the Chancellor. The Trustees, Chancellor, and Presidents develop systemwide policy, with campus implementation taking place through broadly based consultative procedures. The Academic Senate of the California State University, made up of elected representatives of the faculty from each campus, recommends academic policy to the Board of Trustees through the Chancellor. The Office of the Chancellor secures the CSU general fund and capital outlay budgets and coordinates systemwide efforts in areas such as technology, academic affairs, business affairs, institutional research, physical plant development, employee relations, state and federal governmental affairs, legal affairs, university advancement, public affairs, and library services.

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Please follow the links below for more information on CSU’s 23 campuses.

California Maritime Academy: www.csum.edu CSU Bakersfield: www.csub.edu CSU Channel Islands: www.csuci.edu CSU Chico: www.csuchico.edu CSU Dominguez Hills: www.csudh.edu CSU East Bay: www.csueastbay.edu Fresno State: www.csufresno.edu

CSU Fullerton: www.fullerton.edu Humboldt State University: www.humboldt.edu CSU Long Beach: www.csulb.edu CSU Los Angeles: www.calstatela.edu CSU Monterey Bay: www.csumb.edu CSU Northridge: www.csun.edu Cal Poly Pomona: www.csupomona.edu Sacramento State: www.csus.edu Cal State San Bernardino: www.csusb.edu San Diego State University: www.sdsu.edu San Francisco State University: www.sfsu.edu

San José State University: www.sjsu.edu Cal Poly San Luis Obispo: www.calpoly.edu Cal State San Marcos: www.csusm.edu Sonoma State University: www.sonoma.edu CSU Stanislaus: www.csustan.edu

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Long Beach, California Interview Process Located in the heart of Southern California, Long Beach (pop. 465,576) blends the urban sophistication of a big city with the relaxed atmosphere of a beach resort. Residents and visitors will discover diverse hotels, world-class attractions, cutting-edge museums, award-winning restaurants and a thriving, multi-faceted arts and culture scene. Bordered by the Pacific Ocean, with 5.5 miles of sandy beach front, plus miles of inland bays and waterways, Long Beach basks in the warm glow from our year-round California sun. With its seaside walkways and waterfront marinas, Long Beach has set the standard for "walkability" and is an ideal spot for strollers and bikers alike. Downtown Long Beach has an array of stores and over 100 restaurants within an eight-block area. The city is also home to several eclectic museums including the Long Beach Museum of Art and the Museum of Latin American Art. The city's East Village Arts District includes one-of-a kind art galleries and shops. In addition, just three miles from downtown is Belmont Shore and 2nd Street, the quintessential beachfront community. Long Beach is located near famed attractions such as the Queen Mary, Disneyland, Aquarium of the Pacific, Catalina Island, and more. To learn more, please visit http://www.visitlongbeach.com.

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Procedure for Candidacy Candidates should submit applications to CSUVCHR@wittkieffer.com and include a cover letter describing interest in and qualifications for the position, a curriculum vitae or resume, and a list of references (who will not be contacted without permission) that includes names, titles, addresses, phone numbers, and email addresses. Electronic submissions are preferred. All inquiries will be kept confidential in the early stages of the search process. Review of candidate materials is under way and will continue until the position is filled. Candidates are encouraged to submit their materials before November 4, 2016. The search committee is being assisted by Witt/Kieffer consultants, Zachary A. Smith, Ph.D., Jennifer Desjarlais and Ben Haden. Inquiries and nominations may be addressed to them by phone, 630-575-6154, or by the email address for the search noted above. Equal Employment Opportunity The university is an Equal Opportunity Employer and does not discriminate against persons on the basis of race, religion, color, ancestry, age, disability, genetic information, gender, gender identity, gender expression, marital status, medical condition, National origin, sex, sexual orientation, covered veteran status, or any other protected status. E-Verify This position requires new hire employment verification to be processed through the E-Verify program administered by the Department of Homeland Security, U.S. Citizenship and Immigration Services (DHSUSCIS)' in partnership with the Social Security Administration (SSA). Mandated Reporter Per CANRA 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 CSU Executive Order 1083 as a condition of employment. Conflict of Interest The duties of this position will include participation in decisions that may have a material financial benefit to the incumbent. Therefore, the selected candidate will be required to file Conflict of Interest Form 700: Statement of Economic Interest when they first occupy the position, and on an annual basis, complete ethics training within 6 months of appointment, and attend this training every other year thereafter.

The material presented in this leadership profile should be relied on for informational purposes only. This material has been copied, compiled, or quoted in part from California State University documents and personal interviews and is believed to be reliable. While every effort has been made to ensure the accuracy of this information, the original source documents and factual situations govern.

Andrew Jones

Interim Vice Chancellor

Theresa Hines

Dir., HR Programs,

Data Operations &

Systems

Lety Hernandez

Sr. Manager,

Compensation

Angeline Raju

Sr. HR Analyst

Beth Ryan

Director, Benefits,

HR Programs

Gene Howard

Programmer &

Network Assistant

Jerry Wakayama

Analyst/

Programmer

Valerie Kerbs

HR Analyst,

Payroll

Brenda Glasco

Mgr., Benefits &

HR Programs

Debra Hailey

Mgr., Comp &

Classification

Qinzhu Zhang

Sr. Research &

Systems Analyst

Jennifer Wicks

Executive

Producer

Yvette Menacho

Admin. Secretary

Ruth Hirai

Analyst

Paul Garrison

Manager

Agke Grow

Manager Tashell Jenkins

Manager

Charmian Yan

Admin. Assistant

Linda Hanson

Assistant Vice

Chancellor

Erin Eckelman-

Ray

Manager Delta Wiliams

Sr. HR Analyst

Robin Innes

Dir. of Learning &

Development

Margaret Merryfield

Assistant Vice

Chancellor

Leslie Freeman

Manager

Pamela Thomason

SW Title IX

Compliance Officer

Bridget Pinelli

Manager,

Investigations

Chris Fondacaro

Training

Coordinator

Chi-Ah Chun

CDIP Director

Human Resources

Management

Lisa Boyd

Sr. HR Specialist

Tammy Hines

Director, Data

Analysis & HRIS

Renae Klemm

HR Analyst,

Benefits Elizabeth Sanchez

CDIP Program

Manager

Revised 08-31-2016

Labor and

Employee Relations

Systemwide Human Resources

Shawn Burnett

HR Assistant

Joyce Cabug

Executive

Assistant

Systemwide

Professional

Development

Academic Human

Resources

David Kervella

Sr. Director

Evelyn Nazario

Associate

Vice Chancellor

Rachel Caracoza

Sr. HR Analyst

Suzy Mendez

CDIP Coordinator

Academic

Labor Relations

Staff

Labor Relations

Thomas Le

Manager Vacant

HR Assistant

Ashley Smith

Sr. HR Analyst

Notes:

Comp - Compensation

CDIP - Chancellor’s Doctoral Incentive Program

CHRS – Common Human Resources System

CMS – Common Management System

Data Operations – located in Sacramento

EO & Compliance – Equal Opportunity & Compliance

HRIS – Human Resource Information Systems

EO & Compliance

Chancellor’s Office

Human Resource Services

Rene Castro

Assistant

Vice Chancellor

Julie Doi

Sr. Manager

Stephanie Wright

Director,

HR Programs

Cheri Kitajima

Sr. HR Analyst

J. Kevin Downes

Manager

Neha Shah

Manager

Michael Caldwell

Senior Director

Kristy Hawman

Director

John Swarbrick

Assoc. Vice Chancellor

Sr. Labor Relations Advisor

& Chief Negotiator

Vacant

Manager,

Investigations

Tina Leung

Sr. HR Analyst

Crystal Dujowich

Dir. Leadership

Development

Arlene Coronel

Sr. Manager

Mayra Perez

HR Analyst

Andy Alvarez

Sr. Mgr Emp Rel/

HR Prgms

Vivian Dea

HR Manager

Duke Low

HR Manager

Desi Ballat-Dyson

PeopleSoft/HR

Analyst

Elena Delgado-

Amezcua

Admin. Assistant

PERB

Advocacy

Mia Dominguez

Admin. Assistant

Vacant

Sr. HR Manager,

CHRS

Shelley Ruiz

Chief of StaffJudy DeVine

Communications

Manager

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