Job description

Salary: $166,693.00 – $185,000.00 Annually

Job Number: VPHR26

Location: Shoreline College, WA

Department: Human Resources & Employee Relations Office

Position Summary

Date of First Consideration: September 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 within the functional areas of this position include the following:
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. OR Coordinate the College’s team and serve as chief negotiator, or primary negotiation team consultant, for all bargaining units.
• Prepare and evaluate proposals and response to union proposals; discuss negotiation strategies with Board members, communicate with campus and College management regarding contract changes; Serve as liaison with Administrators/Exempt employees.
• Advise senior leaders on complex employee and organizational matters impacting workforce effectiveness and retention.
• Promote positive employee relations and constructive workplace problem-solving.
• Direct the classification process; advise on and monitor salary placements; assist with position development and position planning including appropriate and legal job descriptions.

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.
• Champion practices that enhance organizational effectiveness and support strategic institutional outcomes.
• Advise and lead proactive and relevant professional development and training programs for employees throughout the College as needed.
• Conduct management training and support management in the mediation of employee concerns and development of faculty and staff.

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.
• 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.
• Ensure proper investigation and administration of discrimination complaints.
• Communicate with other administrators, personnel and contractors to coordinate activities and programs, resolve issues and conflicts, and exchange information.
• Direct the contracting and administration of employee health and welfare benefits; assure compliance with appropriate laws and policies; direct administration of COBRA.
• Direct the administration of the College’s workers’ compensation plans.

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.
• Steward human and financial resources to maximize organizational effectiveness and employee success.
• Develop and prepare the annual preliminary budget for Human Resources and Training; analyze and review budgetary and financial data; control and authorize expenditures in accordance with established limitations.

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.
• Three (2) or more years’ experience as a College negotiator, with knowledge of interest-based bargaining.
• Demonstrated sensitivity, knowledge and understanding of the diverse academic socioeconomic, gender, cultural, disability, and ethnic backgrounds of the students we serve and sensitivity to and knowledge and understanding of groups historically underrepresented and groups who may have experienced discrimination.

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;
• Investigation techniques, methods, and best practices, including Title IX laws, trainings and practices
• 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; determine if methods and procedures need to be developed or modified to ensure compliance; process complaints and allegations, advise College administrators, conduct investigations using appropriate investigation techniques and best practices, arrive at conclusions, make determinations, and develop training materials.
• Applying knowledge of professional development best practices to establish and maintain a professional development program.
• Applying knowledge of collective bargaining agreements to ensure compliance with negotiated procedures; advise on the interplay between negotiated language and state/federal regulations; Ensure that grievance procedures comply with collective bargaining agreements.
• 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.
• Staying current with changes in collective bargaining agreements, federal/state regulations concerning Equal Employment Opportunity, Title IX, diversity, sexual harassment, sexual assault on college campuses, and reasonable accommodation.
• Effectively following provisions of collective bargaining agreements and College policies.
• Effectively analyzing data, information, and evidence to form effective conclusions and make sound recommendations.
• Ensuring that departmental policies are aligned with organizational objectives.
• Effectively interacting with federal/state compliance agency officials on behalf of the College
• Ensuring that the College’ is in compliance with EEO regulations.
• Communicating effectively, orally and in writing.
• Developing and maintaining collegiate relationships with College staff, students, compliance agency officials, consultants, and investigators.

You can’t check off every listed “Knowledge of” and “Skill in?” Please apply anyway! Studies have shown that some candidates are less likely to apply to jobs unless they meet every single qualification – even if they might be a great fit for the role!

Conditions of Employment

Physical Work Environment:
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. When working on campus, this position will perform work in a standard office setting, use standard office equipment and physically attend meetings both on and off campus, using the ability to communicate in person or through appropriate means. This position also works weekends and evenings when appropriate or needed is required.

Terms Of Employment/Salary:

• This is a full-time administrative/exempt 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.

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. For our full non-discrimination statement and contact information, visit: https://www.shoreline.edu/about-shoreline/non-discrimination.aspx.

Persons with disabilities have the right to reasonable accommodation in all aspects of employment with the College. This includes, but is not limited to recruitment, application, hiring, training, termination, conditions of employment, and any other employer-supported activities. Applicants requesting accommodation should contact the Office of Human Resources at [email protected].

In accordance with RCW 28B.112.080, applicants considered for this position will be required to disclose if they are the subject of any substantiated findings or current investigations related to sexual misconduct at their current or past places of employment.

In compliance with the Immigration and Nationality Act, proof of authorization to work in the United States will be required at the time of hire.

Shoreline College does not currently sponsor HB-1 visas. Other conditions that may apply will be detailed upon the offer of employment.

Applicants considered for positions at the College may be required to submit to a background check as a condition of employment. Adverse information from the background check will not necessarily preclude employment but will be considered in determining the applicant’s suitability for the position.

Faculty positions are represented by the American Federation of Teachers Local #1950.

Classified positions are represented by the Washington Federation of State Employees.

How to apply

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