Since it was founded in 1963 as one of the first colleges in the NC Community College System, Central Piedmont Community College (CPCC) has provided a wide range of programs of study designed to serve the needs of the citizens and employers of Charlotte and Mecklenburg County, North Carolina. With the growth Charlotte has experienced, CPCC has also expanded. CPCC has grown from the historic Central High School Facility at the intersection of Elizabeth Avenue and Kings Drive to six campuses, three centers, and a virtual campus with online offerings. CPCC’s Central Campus is located minutes from uptown Charlotte, is in close proximity to the Queen City’s growing greenway project, professional sports arenas, and a number of premiere restaurant and shopping outlets that attract visitors from Mecklenburg County and beyond.
Central Piedmont’s mission is to be an innovative and comprehensive college that advances the life-long educational development of students consistent with their needs, interests, and abilities while strengthening the economic, social, and cultural life of its diverse community. The College accomplishes this purpose by providing high-quality, flexible pre-baccalaureate and career-focused educational programs and services which are academically, geographically, and financially accessible. This purpose requires a fundamental commitment to student success through teaching and learning excellence within a supportive environment.
As a comprehensive, public, two-year college, Central Piedmont is Mecklenburg County’s premier workforce development resource, and a resource for academic excellence and cultural enrichment. CPCC is one of the largest community colleges in the Carolinas, and a job training powerhouse as it strives to remain the national leader in workforce development. CPCC offers more than 300-degree, diploma, and certificate programs in a number of areas, including technical/vocational, health, culinary, hospitality, STEM, and professional careers, as well as a comprehensive college transfer program. The college also offers a wide selection of corporate and continuing education programs and courses, as well as GED, Adult High School, and Pathways programs. These offerings are designed to address the personal, professional, organizational and economic development needs of the community and are market-inspired, growth-oriented and entrepreneurial in nature. The College also provides a wide variety of cultural events, activities, and programs to serve all segments of the regional community.
Central Piedmont employs approximately 1200 full-time faculty and staff, as well as approximately 1800 part-time faculty and staff. The College’s budget is in excess of $200 million. Gifts and appropriations from Federal, County, and State sources supplement student tuition and fees. The College will continue to aggressively seek alternative funding from these sources consistent with its mission to provide affordable student tuition and to prudently manage financial resources for current and strategic operations.
For additional information about Central Piedmont Community College, please visit www.cpcc.edu
The Chief Human Resources Officer (CHRO) reports to the Vice President of Finance and Administrative Services with additional accountability and responsibility to the President. The CHRO provides strategic leadership by articulating HR needs and plans to the President, the Cabinet, and the College Leadership team. The CHRO will therefore need to develop strong, effective working relationships and partnerships with all the departments of the College which includes the six campuses, three centers, and approximately 3000 employees.
Direct reports to the CHRO include: Executive Director of Employee Relations, Retention, and Recruitment; Executive Director of Benefits and Compensation; Executive Director of Institutional Equity; and the Human Resources Coordinator. Total number of employees in the department is 15 excluding the CHRO.
The Chief Human Resources Officer is responsible for developing and executing a human resource strategy in support of the College’s Mission, Vision and Strategic Direction, specifically in the areas of talent management, acquisition and retention; change management, organizational and performance management, training and development, and compensation. The CHRO provides strategic leadership by articulating HR needs and plans to the President, Cabinet and College Leadership team. He/she will work to ensure a robust performance management process that maintains the superior executive talent expected of a nationally recognized institution of higher learning, and an employer focused on student success, exceptional customer service, and professionalism. Working with the President and College Leadership, he/she will help cultivate, build and maintain a culture of accountability, transparency, and one focused on valuing people. The CHRO is a key strategic partner in leading change management in a dynamic institution that is critical to the success of the Charlotte/Mecklenburg region.
More specific duties will include but not necessarily be limited to:
- Commit to the development of leadership at all levels of the College, including on-boarding and succession planning.
- Oversee and develop leadership and professional development opportunities for staff; direct and supervise all aspects of professional development at the College working collaboratively across units, divisions, and campuses to develop and deliver these opportunities.
- Identify and direct organizational and cultural transformation, with senior leadership, that ensures the College and its workplace are adapting to the changing marketplace of higher education.
- Commit to supporting the College's mission, vision, and strategic goals by developing and implementing policies, programs, and services that balance the efficient use of College resources, while effectively addressing the collective needs of faculty, staff, and administrators.
- Anticipate change and proactively advise Senior Administrators as to recommendations, implementation, and evaluation of strategies that will ensure the College attains its objectives related to the employee resources and human capital needs.
- Focus on driving HR strategy to foster a culture that enables all faculty and staff to do meaningful, impactful work at the highest level.
- Serve as an integral member of the College’s Strategic Planning Committee.
- Successfully utilize data and predictive modeling to advance HR strategies and initiatives.
- Gain the trust of others and consistently act with integrity with all stakeholders of the College; lead and model an authentic, open, and honest character that represents the same expectations of others within the institution.
- Foster an institutional culture and climate that promotes high performance in an intellectually and socially diverse environment.
- Work with other College departments and divisions to create an atmosphere of trust and respect in which all can succeed.
- Develop and maintain highly effective relationships with College leaders, faculty, and staff.
- Take pride in having an influential role at the College and promote integrated activities via collaboration.
- Protect the College from financial impairment and reputational damage by ensuring that the organization complies with all relevant state and federal HR policies and laws. The CHRO will consult, with the College’s legal counsel, as necessary and appropriate, to make decisions and assess and manage operating risk.
- Make recommendations for HR systems and processes to maximize efficiencies and use of college resources.
- In collaboration with the Executive Director of Institutional Equity, oversee the College’s employee inclusion efforts; direct Title IX policies and procedures; respond to claims from the Equal Employment Opportunity Commission for employees and the Office of Civil Rights for students; implement a comprehensive internal equity plan including notification and education related to equal opportunity and Title IX; investigate and respond to internal and external discrimination, harassment and Title IX claims; administer the College’s Title IX program, policies and procedures; and present, semi-annually, equal opportunity reports to the Board of Trustees.
- In collaboration with the Executive Director of Compensation and Benefits, design, implement, and oversee the College’s compensation program that supports the business objectives of the College; implement a compensation plan that addresses external competitiveness and internal equity, provide oversight and administration of a comprehensive, affordable employee insurance and benefits program; continuously investigate new benefit offerings that are responsive to the needs of employees; provide oversight of the Affordable Care Act to ensure the College remains in compliance; in collaboration with Payroll, responsible for timely ACA annual reporting to the IRS; serve as the Data Owner (Ellucian) for the HR/Payroll modules; and evaluate technological resources to enhance the efficiency of the HR function.
- In collaboration with the Executive Director of Employee Relations, Recruitment and Retention, ensure institutional compliance with internal and external policies, procedures, and regulations related to employment of personnel; implement a performance development plan that recognizes the contributions of each employee and encourages personal and professional growth; monitor annual training requirements; directs the College’s ADA compliance efforts; serve as the custodian of personnel records; and ensure annual reporting requirements are met including IPEDS, Staff Information Report, CPB Annual Grant Report, WTVI annual EO report, SAS report, and the Drug-Free College annual report.
- In collaboration with the Professional Development staff, provide oversight and guidance for the development, coordination, and execution of organizational development of College staff.
- Attend appropriate professional conferences to stay abreast of updates and best practices.
- Represent the College at community and outside organization functions as appropriate.
- Maintain the departmental budget to ensure efficient and effective use of financial resources.
- Perform other duties as assigned.
- Passionate and enthusiastic about the vision and mission of the College.
- Strong preference for 10 years of current, and increasingly responsible human resources experience, with five of those years in a senior management/leadership role.
- Innovative, creative, human capital strategist; strong leader who is comfortable using appropriate change to advance the College and its mission.
- Successful HR business partner experience; should be seen as a credible leader and thought partner by management peers and the entire organization; ability to establish and maintain strong relationships with employees and College partners; leads through relationship management with the ability to serve as a trusted advisor whose empathy is demonstrated through inclusiveness and service to others.
- Value people; integrity, humility, and an inviting demeanor; ability to demonstrate sensitivity and appreciation for the needs of a culturally diverse staff and student body; honors confidentiality and fosters and encourages an environment of trust across the College.
- Clear, organized and timely communicator; excellent verbal and written communication skills.
- Appropriate experience in benefits administration, compliance, policy and procedure development, employee relations, recruiting and hiring, training and development, compensation, and performance management/review (i.e., a well-rounded HR generalist).
- Ability to identify, attract, develop, and retain talent; thorough understanding of best hiring practices; preference for experience creating and implementing onboarding, training, and development initiatives.
- Experience managing legal, regulatory, and compliance issues required by local, state, and federal laws; knowledge and understanding of employment laws and regulations; ability to assess risk.
- Ability to work collaboratively with colleagues to create a strong sense of fiscal accountability.
- Ability to define problems, collect data, establish facts, and draw valid conclusions.
- Master’s Degree in Human Resources, Business, or closely related discipline from a regionally accredited institution is strongly preferred.
- SPHR, SHRM-CP, SHRM-SCP or similar type of Human Resources certification is preferred.
- Ability to remain flexible, nimble and adaptable in a rapidly growing and changing environment.
- Support employee welfare and serve as a resource to employees regarding HR questions or concerns.
Salary for this position is competitive and commensurate with experience. CPCC offers an excellent benefits package including Health, Dental, Vision, Retirement, Life Insurance, Flexible Spending Accounts, Education Benefits, Disability and more.
As a recipient of federal funds, Central Piedmont Community College is required to comply with Title IX of the Higher Education Amendments of 1972, 20 U.S.C. § 1681 et seq. (“Title IX”), which prohibits discrimination on the basis of sex in educational programs or activities. Central Piedmont Community College does not discriminate on the basis of sex in its educational programs or activities, including in the context of admission or employment.