Assistant Vice President, Talent Strategy and HR Innovation

The Assistant Vice President (Asst. VP) for Talent Strategy and HR Innovation is a senior leader within Old Dominion Universitys Division of Talent Management and Culture (TMC). This role advances ODUs mission and the TMC Strategic Plan () by driving strategic initiatives and ensuring operational and clientservice excellence across multiple HR functions. The Asst. VP provides leadership for Onboarding Recruitment and Talent Acquisition HR Services (including HR Business Partners and Compliance) and Compensation while maintaining dottedline oversight of Organizational Development and the Ombudsperson.

The Asst. VP serves as a clientservice expert tactical integrator and operational leader; balancing longterm strategic vision with effective daytoday execution. The role drives HR innovation by applying datadriven insights to strengthen decisionmaking and foster a culture of service excellence inclusion engagement and continuous improvement.

The Asst. VP ensures full compliance with federal and state regulations advances best practices and enhances ODUs position as an employer of choice in higher education. Central to the role is the development of modern clientcentered HR service models; the evolution of a highperforming HR Business Partner (HRBP) framework; and the embedding of a servicefirst carecentered approach across all HR functions. Through innovative leadership and a deep commitment to service excellence the Asst. VP elevates the overall client experience and advances the mission of the Division of Talent Management and Culture.

Strategic Leadership

• Develop and execute a multi-year TMC workforce and talent strategy aligned with ODU institutional priorities.

• Serve as trusted advisor to TMC and University senior leadership on workforce trends succession planning organizational design and transformation priorities.

• Champion HR innovation through digital transformation AI tools workflow automation and predictive analytics.

• Lead the evolution of HR Services and the HRBP client model to ensure consistent high-quality service-first support.
• Build and sustain a culture of service excellence grounded in care clarity responsiveness and continuous improvement.

Operational & Tactical Oversight

• Lead and partner with the Senior Director of Talent Acquisition & HR Services and the Director of Compensation.

• Oversee day-to-day operations across Talent Acquisition HR Services Compensation & Classification and Onboarding.

• Ensure accurate execution of HR transactions including executive hires reclassifications reorganizations and compensation adjustments.

• Provide strategic workforce planning support by developing and maintaining comprehensive models reports and staffing forecasts. These tools will enable HR Business Partners to guide departments in aligning talent needs with organizational priorities and future growth.

Compensation & Classification Oversight

• Partner with Director of Compensation to provide executive oversight for all classified hourly and A/P faculty classification and compensation operations.

• Direct survey participation including CUPA Mercer DHRM and other required salary studies; validate data submission.

• Establish and maintain compensation governance structures including pay practice controls audit protocols and data quality systems.

Talent Acquisition & HR Services

• Establish metrics and performance standards for Talent Acquisition and HR Services ensuring Service Level Agreements for adherence and quality control.

• Oversee candidate experience time-to-fill selection processes and compliance with hiring guidelines.

• Support HRBPs in resolving employee relations issues performance management cases and compliance matters.

• Respond to escalating workplace concerns and partner with the Ombudsperson for systemic improvement.

Systems Ownership & HR Technology

• Serve as the system owner for the HCM position description module including annual certification and role changes.

• Provide leadership in HR technology optimization HR data governance and workflow modernization.

• Implement digital dashboards and analytics tools to evaluate KPIs turnover engagement and HR service outcomes.

Culture Organizational Development & Inclusion

• Partner with Organizational Development to design leadership development programs and engagement strategies.

• Promote cultural inclusivity in recruitment development compliance and retention.

• Support conflict resolution mediation and organizational health initiatives in collaboration with the Ombudsperson.

Supervision & Leadership Management

• Provide direct supervision coaching and performance evaluation for Directors and unit managers.

• Ensure completion of annual evaluations performance improvement plans and staff development plans.

• Promote accountability service excellence and continuous improvement within all assigned units.

Qualifications

• Preferred: Masters degree in human resources Business Administration Organizational Development or related HR certifications - SHRM-SCP/CP and/or SPHR/PHR.

• 10 years of progressive leadership experience in any combination; human resources client and customer service strategic planning technology and innovation.

• Demonstrated experience with HR technology platforms (COV Cardinal PeopleAdmin) digital transformation and emerging technologies such as AI automation and predictive analytics. Experience with Ellucian/Banner is a plus.

• Proven success in managing and leading organizational change.

• Strong analytical communication and leadership skills.

• Experience in higher education non-profit COV or state government or complex organizational environments preferred.

Core Competencies

• Strategic Thinking

• Innovation & Change Leadership

• Client-Service and Customer Service Excellence
• Flexibility and Adaptability

• Emotional Intelligence

• Data-Driven Decision Making

• Collaboration & Influence

• Commitment to Cultural Inclusivity