Associate Vice President, Human Resources

Position Summary

The Associate Vice President (AVP) of Human Resources is responsible for advancing the strategic and operational HR goals of the School. This individual will oversee a complex and dynamic workforceincluding faculty union and nonunion staff part-time and seasonal employeeswith care sensitivity and strategic foresight. Reporting to the COO the AVP serves as a compliance-focused steward a values-based leader and a trusted partner to staff and faculty across the institution.

The AVP - Human Resources will help lead the school through a transformational shiftbuilding on existing HR foundations to create a future-ready human resources function serving faculty and staff alike. This role collaborates closely with Finance and Payroll functions of the school as well as peer leaders including the AVP for Community and Culture and the Director of the Office of Non-Discrimination and Title IX. It also works closely with the Provosts Office Legal Technology Facilities and other departments.

Working at Juilliard

Founded in 1905 The Juilliard School is a world leader in performing arts education. The schools mission is to provide the highest caliber of artistic education for gifted musicians dancers and actors from around the world so that they may achieve their fullest potential as artists leaders and global citizens.

Excellence and professionalism are important guides in how we go about our work but we also connect to the mission as individuals in the workplace. We thrive because of our variety of backgrounds and our ability to be open and honest and we also thrive because we enjoy each others company. We believe that each employee has the responsibility to help shape the Juilliard organizational culture and we provide opportunities to participate in team-building throughout the year. Our organizational values focus on excellence creative enterprise and equity diversity inclusion and belonging.

We encourage you to read more about how we achieve our mission on our website .

Key Responsibilities and Early PrioritiesStrategic HR Leadership

• Lead the development and execution of a multi-year strategic HR roadmap aligned with institutional priorities.
• Serve as a strategic advisor to the COO and senior leadership providing guidance on sensitive and complex personnel matters workforce planning and HR implications of key initiatives.
• Continue to develop a high-functioning forward-looking HR team committed to excellence innovation and efficiency all in the service of the schools overarching mission and core values.

Policy Compliance & Infrastructure

• Establish and implement a comprehensive policy and procedure framework that includes the consolidation of existing policies into a unified Employee Handbook.
• Ensure compliance with federal state and local employment laws wage and benefits requirements union agreements and internal guidelines.
• Standardize and update job descriptions to enable position banding and informed compensation decisions.

Employee Engagement & Organizational Culture

• Foster a positive inclusive knowledgeable workforce
• Promote trust and transparency by facilitating regular feedback loops and proactive communication channels.
• Partner with Community & Culture and Title VI & Title IX leaders to support a cohesive People & Culture ecosystem.

Compensation & Benefits

• Oversee total rewards strategy including compensation structures health and wellness benefits and recognition programs.
• Lead data-informed compensation analyses to ensure internal equity and external competitiveness.
• Collaborate with Finance and other departments on budgeting and workforce planning with the schools strategic priorities in mind.
• Participate with Finance in management of health insurance and 403b retirement plan including sitting on retirement investment committee.
• Ensure good communication about benefits to ensure employees are aware and fully participate

Learning Development & Change Management

• Lead strategic initiatives to promote leadership development continuous learning and skill-building.
• Establish learning needs assessments and evaluation metrics to ensure learning and development meet ongoing needs of the organization.
• Champion change management efforts and support staff through organizational transitions.
• Build capacity for cross-functional collaboration and team performance through facilitated trainings.
• Coach managers across the school to lead their teams effectively including hiring advancement performance management performance improvement and documentation.

Talent Management & Workforce Development

• Oversee talent acquisition onboarding and retention strategies for a diverse employee base.
• Drive the continued evolution of a pilot performance evaluation program into an institution-wide reflective and actionable tool.

Labor Relations

• Participate in collective bargaining
• Assist with managing disputes disciplinary matters and grievances
• Act as a key liaison between management and employees promoting positive and productive labor relations

Qualifications

• 10 years of progressive HR leadership experience ideally in a mission-driven creative or higher education setting.
• Strong working knowledge of HR operations HR principles employment laws (including compliance) and labor relations (union and non-union).
• Experience developing and implementing HR strategy and change management.
• Commitment to maintaining and further developing internal controls for all matters under their supervision exemplifying the traits of honesty transparency accountability and responsibility in actions and decisions.
• Excellent interpersonal and communication skills with the ability to build trust across all levels of an organization exercising discretion and good judgment at all times.
• Knowledge of applicant tracking systems HRIS systems and performance management systems
• Strong organizational skills and project management skills with the ability to plan execute and manage multiple projects simultaneously ensuring alignment with organizational goals and deadlines.
• Upholds ethical standards and ensures fair and consistent application of HR policies.
• Cultural sensitivity: possesses cross-cultural awareness and sensitivity to work effectively in different socio-cultural contexts.
• A collaborative empathetic responsive and strategic leadership style
• Bachelors degree required with a preference for a field related to Human Resources or Organizational Development. Advanced degree or certification (e.g. SHRM-SCP) strongly preferred.

Compensation & Benefits

The salary range for this position is $250000 - 300000 commensurate with experience. The school offers a comprehensive benefits package including generous paid time off retirement contributions and access to artistic programming.

Submission of a cover letter is a requirement of all applicants for this role. An application will not be considered without a cover letter.

Nondiscrimination Policy:

The Juilliard School is committed to a policy of equal treatment and opportunity in every aspect of its relations with its faculty staff students and other members of the Juilliard community and does not discriminate on the basis of actual or perceived race color religion creed age sex national origin alienage ancestry citizenship sexual orientation or preference gender identity physical or mental disability medical condition predisposing genetic characteristics marital status partnership status or any other basis prohibited by applicable local state or federal law. This nondiscrimination policy covers but is not limited to recruitment hiring training benefits rates of pay and other forms of compensation as well as student admission access and treatment in school programs and activities.