Director of Human Resources
Director of Human Resources
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Job Description
Job Details
Description
POSITION SUMMARY:
The Director of Human Resources (HR) provides strategic leadership and operational oversight of all human resources functions for the university. Reporting to the Associate Vice President for Human Resources the Director is responsible for shaping and implementing HR policies procedures and practices that support the institutions mission values and long-term goals.
This position oversees key areas of human resources management including talent acquisition employee relations compensation and benefits performance management compliance training and development and HR information systems. The Director partners with academic and administrative leaders to promote a positive inclusive and high-performing work culture while ensuring legal and regulatory compliance.
The ideal candidate will possess a strong understanding of employment law a collaborative management style and a deep appreciation for the values of private higher education. The Director plays a pivotal role in attracting retaining and developing a diverse and engaged workforce that advances the universitys academic and operational objectives.
ESSENTIAL FUNCTIONS:
1. Strategic HR Leadership
o Develop and implement HR strategies aligned with the universitys mission values and long-term goals.
o Advise senior leadership on workforce planning organizational development and human capital trends.
o Promote a high-performance inclusive and service-oriented work culture.
2. Talent Acquisition and Onboarding
o Oversee recruitment hiring and onboarding processes for faculty staff and administrative positions.
o Ensure diversity equity and inclusion are embedded in hiring practices.
o Maintain compliance with employment regulations throughout the hiring process.
3. Employee Relations and Performance Management
o Serve as the primary resource for addressing employee relations matters workplace conflicts and grievances.
o Guide supervisors in handling corrective actions and performance improvement plans.
o Manage the annual performance evaluation process and support employee goal setting and development.
4. Compensation and Classification
o Manage job classification systems salary structures and position evaluations.
o Conduct market benchmarking and internal equity reviews.
o Collaborate with leadership to support strategic compensation decisions.
5. Benefits Administration
o Oversee the administration of employee benefits programs including health retirement wellness and leave plans.
o Coordinate annual open enrollment and ensure compliance with applicable laws (ACA COBRA HIPAA etc.).
o Serve as liaison to benefit vendors and brokers.
6. Compliance and Policy Management
o Ensure compliance with federal state and local employment laws (e.g. FLSA FMLA EEO ADA Title IX).
o Maintain and update HR policies handbooks and procedures in consultation with legal counsel as needed.
o Respond to internal and external audits and regulatory reporting requirements.
7. Training and Development
o Design and implement employee training programs focused on compliance management and professional development.
o Support leadership development and succession planning initiatives.
o Promote a learning culture and continuous improvement across departments.
8. HR Systems and Data Management
o Oversee the HRIS system and ensure accurate and secure employee data.
o Generate HR metrics and reports to inform strategic decision-making.
o Continuously improve HR processes through technology and automation.
9. Supervision and Team Leadership
o Supervise HR staff providing guidance coaching and performance feedback.
o Establish team goals monitor progress and foster a collaborative service-oriented department culture.
o Ensure professional development opportunities for HR team members.
10. Campus Collaboration and Engagement
o Partner with academic and administrative units to address staffing needs resolve HR issues and implement best practices.
o Participate in committees and initiatives related to DEI employee wellness and institutional planning.
o Act as a visible and trusted resource to all campus stakeholders.
Qualifications
SPECIFIC JOB KNOWLEDGE SKILLS AND ABILITIES:
Employment Law & Compliance Thorough understanding of federal and state employment laws and regulations (e.g. FLSA FMLA ADA Title IX EEO HIPAA OSHA) relevant to higher education.
Higher Education HR Practices Knowledge of HR functions within an academic setting including faculty contracts academic personnel processes and shared governance.
Compensation & Benefits Administration Expertise in developing managing and evaluating compensation plans benefit programs and total rewards strategies in alignment with institutional goals.
HR Policy Development Experience drafting implementing and interpreting HR policies and employee handbooks that support compliance and campus culture.
Diversity Equity and Inclusion (DEI) Familiarity with DEI principles and the ability to implement inclusive hiring training and workplace practices.
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Skills
Leadership & Strategic Planning Demonstrated ability to lead an HR department and develop strategic initiatives aligned with university-wide priorities.
Interpersonal & Relationship Building Strong interpersonal skills to build trust and effective working relationships with staff faculty administrators and external partners.
Conflict Resolution & Mediation Skilled in handling sensitive employee relations issues facilitating resolutions and supporting a positive and respectful workplace.
Communication (Oral & Written) Clear concise and professional communicator with the ability to convey complex HR policies and regulations to diverse audiences.
Project & Change Management Ability to manage multiple projects adapt to institutional changes and lead organizational development initiatives.
Technology Proficiency Competence with HRIS platforms (e.g. Workday Banner Colleague ADP) Microsoft Office Suite and reporting tools.
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Abilities
Confidentiality and Discretion Ability to handle sensitive personnel issues and confidential data with professionalism and integrity.
Analytical Thinking Capacity to analyze trends solve problems and make data-driven decisions that support institutional and employee needs.
Cultural Competency Ability to work effectively in a multicultural environment and advance inclusive practices in recruitment and workplace policies.
Team Development Ability to mentor and develop a cohesive HR team committed to excellence in service and support.
Institutional Alignment Strong commitment to the mission and values of a private university and the ability to align HR practices accordingly.
Education: Bachelors degree in human resources business or other related field or equivalent work experience.
Experience: Seven (7) years or more of progressive leadership experience in human resources. Must have a history of executive-level human resources leadership experience preferably within a university setting.
Licenses or Certificates: SHRM-SCP or SPHR preferred.
Additional Requirements: A background and/or credit check will be required of the successful applicant. An official transcript (if applicable) and names addresses and phone numbers of three references required.
Required Experience:
Senior IC
Employment Type
Full-Time
