Position Summary

Date of First Consideration: November 9, 2026

Salary Range: $166,693 - $185,000 yearly, depending on qualifications and experience

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The Vice President for People & Culture serves as the College’s primary people/retention officer and a strategic member of the President’s Executive Team. The position provides executive leadership for workforce strategy, organizational culture, talent management, employee engagement, labor relations, leadership development, and employee retention. The Vice President advances a workplace environment that attracts, develops, engages, and retains a diverse and talented workforce in support of student success and institutional excellence.

Working collaboratively across all divisions, the Vice President leads college-wide initiatives that strengthen organizational effectiveness, workforce sustainability, employee wellbeing, and a culture of belonging, ensuring that employee retention remains a shared institutional priority.

Primary Responsibilities

Executive Leadership & Institutional Strategy

• Serve as a member of the President's Executive Team and contribute to the development and execution of institutional priorities and long-range strategic goals.
• Provide executive leadership for workforce strategy, employee retention, organizational effectiveness, and culture development.
• Advise the President and Executive Team on emerging workforce trends, talent challenges, succession planning, and organizational health.
• Champion a people-centered leadership philosophy that strengthens employee engagement, retention, and institutional performance.
• Foster cross-divisional collaboration to ensure workforce initiatives support the College's mission, vision, values, and strategic objectives.
• Oversee public safety operations and strategy, ensuring the development and implementation of policies, practices, and partnerships that promote campus safety, emergency preparedness, regulatory compliance, and community well-being.

Workforce Strategy, Talent Management & Retention

• Lead the development and implementation of comprehensive workforce and talent strategies designed to attract, engage, develop, and retain employees.
• Establish institutional goals and measures related to employee retention, recruitment, workforce development, and employee engagement.
• Utilize workforce analytics and institutional data to identify trends, opportunities, and potential retention risks.
• Lead succession planning and workforce sustainability efforts to support future institutional needs.
• Promote career mobility, leadership development, and employee growth opportunities that contribute to long-term employee retention.

Organizational Culture & Employee Experience

• Provide leadership for initiatives that foster an inclusive, supportive, and high performing organizational culture.
• Advance strategies that strengthen employee engagement, belonging, collaboration, and workplace satisfaction.
• Guide organizational change initiatives with a focus on employee experience, communication, and workforce stability.
• Serve as a trusted advisor to executive and senior leaders on matters affecting workplace climate and employee retention.
• Promote practices that strengthen trust, accountability, and meaningful engagement throughout the institution.

Labor Relations & Workforce Partnerships

• Interpret, monitor and assure compliance with various federal and State laws, rules and regulations related to Human Resources functions and develop policies and procedures related to compliance.
• Provide executive leadership and strategic direction for labor relations and workforce engagement efforts.
• Foster productive and collaborative relationships with represented employee groups and labor partners.
• Support institutional interests in collective bargaining and workforce planning efforts.
• Coordinate the College’s team and serve as chief negotiator, or primary negotiation team consultant, for all bargaining units.

Leadership Development & Organizational Effectiveness

• Lead institution-wide leadership development initiatives that enhance supervisory effectiveness and employee retention.
• Advance organizational development strategies that strengthen leadership capacity and workforce performance.
• Foster a culture of continuous improvement, innovation, and accountability.
• Support leaders in creating workplace environments that encourage employee growth, engagement, and long-term commitment to the College.

Employee Wellbeing & Workforce Sustainability

• Provide leadership for initiatives that support employee wellbeing, resilience, and workplace satisfaction.
• Promote a healthy and sustainable work environment that enables employees to thrive professionally and personally.
• Partner with campus leaders to strengthen employee support systems and workplace resources.
• Advance strategies that contribute to workforce stability, retention, and employee success.

Division Leadership

• Provide strategic leadership and direction for the People & Culture division.
• Develop and empower a high-performing leadership team focused on service excellence, innovation, and continuous improvement.
• Ensure divisional priorities support institutional goals related to workforce development, employee engagement, and retention.

Qualifications

Required Education & Experience:

• Master’s degree in human resources management, public administration, organizational management, management, or similar degree, OR education equivalent to the master’s degree in one of these fields.
• Five (5) or more years’ experience in human resources management positions with at least two years in the public sector; experience to include responsibility for collective bargaining, contract administration, grievances, disciplinary and evaluation processes, and recruitment and selection.
• Union bargaining experience, with knowledge of interest-based bargaining.

Knowledge Of:

• State/federal regulations such as, but not limited to, Equal Employment Opportunity (EEO), sexual harassment, sexual assault, discrimination, protected leaves of absences, and reasonable accommodations;
• Professional development practices.
• Collective bargaining agreements.
• College policies and procedures.
• Enterprise Resource Planning (ERP) Software.
• General office software and equipment.

Skill In:

• Applying knowledge of State/federal regulations such as, but not limited to, Equal Employment Opportunity (EEO), sexual harassment, sexual assault, discrimination, to analyze complaints and grievances;
• Applying knowledge of professional development best practices to establish and maintain a professional development program.
• Using general office software and equipment to develop reports, presentations, training materials, aggregate data, communicate with College staff, consultants, and representatives from state and federal agencies.

Conditions of Employment

The College provides services both online and in-person. Administrators are assigned to work on campus, noting there may be some opportunities to work remotely based on program or area needs. If authorized for limited remote work, employees will need to provide their own workspace and internet access, noting the College will provide technical equipment and support for online work needs.

Terms Of Employment/Salary

This is a full-time administrative/exempt annually contracted position. Initial salary placement determined by the College dependent upon education/experience. Hiring of this position is contingent upon available funding as determined by the College President.

Required Materials

To be considered for this position, please submit the following: NEOGOV online application and supplemental question, Cover letter describing relevant knowledge, skills, and characteristics that align with the needs of the position, Current resume, Official transcripts required upon hire.

Other Conditions

Shoreline College is committed to providing equal opportunity in education and employment for all students, employees, and applicants, and does not allow discrimination or harassment on the basis of race or ethnicity, color, national origin, age, sex, sexual orientation, gender identity, marital status, creed, religion, status as an honorably discharged veteran or military status, political affiliation or belief, citizenship/status as a lawfully admitted immigrant authorized to work in the United States, or presence of any physical, sensory, or mental disability.