Assistant Vice Chancellor for POSO Partnerships

Assistant Vice Chancellor for POSO Partnerships Greenville, NC Job Details 5 hours ago Qualifications Succession planning Stakeholder engagement Managerial strategic planning Strategic management 7 years Organization design Regulatory compliance Legal risk management Employee retention Consulting experience Master's degree Change management Team development Analysis skills Bachelor's degree Team management Data interpretation Recruiting Networking through strategic partnership building HR business partner employee support Senior level Strategic partnerships Cross-functional collaboration Escalation handling Leadership Data-driven decision making Strategic thinking in HR leadership Strategic planning Senior leadership Stakeholder management Full Job Description Reporting to the Senior Associate Vice Chancellor and Chief People Officer in the Department for People Operations, Success, and Opportunity, the Assistant Vice Chancellor (AVC) for Partnerships provides executive leadership for the university's human resources business partner function and serves as a strategic advisor on workforce strategy and organizational effectiveness. The AVC is responsible for defining the vision, strategy, and governance of the Partnerships area and ensuring alignment between institutional priorities and workforce practices. This role leads two Senior Business Partners and a team of deployed Business Partners and Coordinators and ensures consistent, high-impact consultation to academic and administrative units across the University, including but not limited to: academic colleges, schools, and departments; research institutes, centers, and grant-funded units; and administrative divisions (i.e. Advancement, Student Affairs, Athletics, Administration & Finance, Chancellors, etc.). The AVC operates as a strategist, shaping how ECU engages its workforce to achieve the mission, organizational effectiveness, and long-term sustainability. This leader advances POSO's commitment to strong partnerships, excellent service, people-centered programs, and operational excellence by evolving the Business Partner model into a proactive, consultative function that integrates seamlessly with POSO's Centers of Excellence and Operations teams.

Key Responsibilities Include:

Leading POSO's Partnerships strategy and business partner operating model (30%) Serving as the architect for workforce planning and organizational design (20%) Sponsoring workforce and organizational change initiatives (20%) Developing and leading the Partnerships team of deployed senior business partners, business partners, and coordinators (10%) Collaborating with Administration, Operations, and Success and Opportunity to optimize POSO's service delivery (20%) Partnerships Strategy and Operating Model - 30% Articulate a clear vision for how POSO Partnerships enables institutional effectiveness and transformation through workforce success. Accountable for the design, maturity, and effectiveness of the POSO Partnerships operating model. Establish clear roles, decision rights, escalation thresholds, and service standards across Partnerships, consistent with POSO's service delivery model and expectations. Establish critical, predictable handoffs between POSO Business Partners and Success and Opportunity and other POSO teams. Ensure consistent application of the Partnerships operating model across colleges, divisions, and administrative units. Periodically evaluate and refine the business partner model to meet evolving institutional needs. Define institution-wide priorities that determine POSO Partnerships' focus and the deployment of POSO Business Partner capacity. Balance standardization and customization to maximize institutional impact. Workforce Planning and Organizational Design - 20% Define and advance a multi-year institutional workforce strategy aligned with the University's mission, academic priorities, and financial sustainability. Work collaboratively with the Deputy Chief People Officer and POSO leadership team to anticipate and respond to external and internal trends affecting the higher education workforce, including labor markets, regulatory requirements, and evolving work models. Provide strategic counsel on workforce planning, organizational design, leadership effectiveness, succession, and work culture. Define and consistently track and monitor institutional workforce metrics and trends and use them to inform workforce strategy and decisions. Translate data into actionable insights for university senior leadership. Use evidence-based analysis to inform strategy, identify risks, and guide decision-making. Identify, monitor, mitigate, and escalate people-related risks (including legal, regulatory compliance, reputational impact, and organizational culture) across the institution and ensure those risks are actively managed. Change Management Leadership & Transformation - 20% Sponsor and guide institution-wide workforce and organizational change initiatives. Ensure people impacts are integrated into broader institutional transformation efforts. Model adaptive leadership during periods of uncertainty and change. Ensure change efforts are sequenced, resourced, and communicated effectively. Leadership & Capability Building - 10% Lead, coach, and develop Senior Business Partners for POSO Partnerships. Recruit, develop, and retain a highly skilled POSO Business Partner team. Build leadership capability, succession, and strategic thinking across the POSO Partnerships area. Oversee the development of repeatable frameworks, playbooks, and governance structures to ensure sustainability. Foster a culture of learning, collaboration, and continuous improvement within POSO Partnerships. Cross-Functional and External Stakeholder Collaboration - 20% Ensure Partnerships coordination with key areas within Operations; Success and Opportunity; and Administration, Operational Excellence, and Strategic Initiatives. Demonstrate effective collaboration with POSO's leadership team and the areas of Operations; Success and Opportunity; and Administration, Operational Excellence, and Strategic Initiatives. Build and sustain strong external partnerships with business operations leaders within divisions to develop and achieve shared outcomes. Contingent upon availability of funds. Minimum Education/Experience Master's degree with 7 years of relevant experience or bachelor's degree with 9 years of relevant experience Proven experience serving as a strategic human resources partner and consultant, advising leaders on workforce strategy All degrees must be received from appropriately accredited institutions. License or Certification Required by Statute or Regulation None Preferred Experience, Skills, Training/Education Progressive experience in strategic workforce planning, aligning talent strategy with business objectives, and long-term organizational goals Exceptional analytical skills, with the ability to collect, analyze, and interpret complex datasets to generate actionable insights and data-driven recommendations Demonstrated experience leading and developing high-performing teams, fostering collaboration, accountability, and continuous improvement Strong expertise in employee relations, organizational consulting, and change leadership Experience leading or redesigning an HR Business Partner operating model Special Instructions to Applicant East Carolina University requires applicants to submit a candidate profile online in order to be considered for the position. Candidates must also submit a cover letter, resume, and a list of three references, including contact information, online. Applicants must be currently authorized to work in the United States on a full-time basis. Additional Instructions to Applicant In order to be considered for this position, applicants must complete a candidate profile online via the PeopleAdmin system and submit any requested documents. Additionally, applicants that possess the preferred education and experience must also possess the minimum education/experience, if applicable. Job Open Date 04/15/2026 Open Until Filled Yes Job Close Date - Positions will be posted until 11:59 p.m. EST on this date. If no closing date is indicated, the position may close at any time after the initial screening date. Initial Screening Begins 04/30/2026 Rank Level Quick Link for Direct Access to Posting https://ecu.peopleadmin.com/postings/92824 Nondiscrimination Statement East Carolina University is committed to workforce success and cultivating a culture of care for our employees. ECU prohibits unlawful discrimination and harassment based on race/ethnicity, color, genetic information, national origin, religion, sex, sexual orientation, gender identity, age, disability, political affiliation, and veteran status. All qualified applicants will receive consideration for employment without regard to their protected veteran status or disability. Individuals requesting accommodation under the Americans with Disabilities Act Amendments Act (ADAAA) should contact the ADA Coordinator at (252) 737-1018 (Voice/TTY) or ADA . Eligibility for Employment Final candidates are subject to criminal & sex offender background checks. Some vacancies also require credit or motor vehicle checks. ECU participates in E-Verify. Federal law requires all employers to verify the identity and employment eligibility of all persons hired to work in the United States. Department for People Operations, Success, and Opportunity If you experience any problems accessing the system or have questions about the application process, please contact the Department for People Operations, Success, and Opportunity at (252) 328-9847 or toll free at 1-866-489-1740 or send an email to . Our office is available to provide assistance Monday-Friday from 8:00-5:00 EST.