The Assistant Vice President (Asst. VP) for Talent Strategy and HR Innovation is a senior leader within Old Dominion University’s Division of Talent Management and Culture (TMC). This role advances ODU’s mission and the TMC Strategic Plan (2025–2029) by driving strategic initiatives and ensuring operational and client‑service 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 dotted‑line oversight of Organizational Development and the Ombudsperson.

The Asst. VP serves as a client‑service expert, tactical integrator, and operational leader; balancing long‑term strategic vision with effective day‑to‑day execution. The role drives HR innovation by applying data‑driven insights to strengthen decision‑making 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 ODU’s position as an employer of choice in higher education. Central to the role is the development of modern, client‑centered HR service models; the evolution of a high‑performing HR Business Partner (HRBP) framework; and the embedding of a service‑first, care‑centered 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: Master’s degree in human resources, Business Administration, Organizational Development, or related field. Preferred 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