Director, People & Performance

Description:

The Director People & Performance will partner with the Associate Vice President of Human Resources and the HR team to advance the schools Human Resources function. This role leads the People & Performance pillarencompassing HR Operations Employee Relations (ER) Talent Acquisition Engagement and Learning & Developmentto cultivate strong people acquisition and development a positive and safe workplace and a consistent high-quality employee experience.

Location: On-site New York NY; One remote day/week

The annual salary range for this role is $165000-$180000.

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 community and culture.

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

Role Responsibilities:

1. Employee Relations & HR Partnering

• Relationship Building: Develop strong trusted relationships with colleagues across the entire school. Meet regularly with managers to proactively address employee-related issues identify trends and develop solutions.
• Management & Performance Coaching: Provide nuanced employee relations guidance tailored to the distinct cultural and policy environments of both administrative staff and academic faculty constituents. Advise counsel and coach managers on complex employee relations and performance management issues. Partner with leadership to develop performance improvement plans (PIPs) and manage the involuntary exit process compassionately and compliantly when necessary.
• Measurement & Insights: Analyze data from multiple sources (HCM-Oracle employee surveys exit interviews etc.) to develop and implement continuous improvement in HR operations and measure the effectiveness of training programs to improve future learning initiatives. Share feedback constructively with managers and use data-driven insights to improve the work environment for current and future staff.
• Standards & Compliance: Establish and maintain modern ER standards investigation protocols and process-time targets. Utilize case management software for security and confidentiality of ER related information. Responsible for all Employee Handbook reviews and updates. Serve on the policy committee as requested by the AVP.
• Cross-Functional Collaboration: Coordinate closely with Legal Community and Culture and Non-Discrimination & Title IX departments to ensure a unified intake process and resolution of employee issues.

2. Labor Relations

• Disciplinary & Grievance Procedures: Responsible for investigations grievance processing for union employees disciplinary actions and separations.
• Labor & CBA Interpretation: Assist with Labor Relations as needed working closely with organized staff and management on all labor-management and health and safety issues.
• In coordination with the AVP interpret and advise managers and union employees on collective bargaining agreement contracts.

3. Strategic Talent Acquisition

• Recruitment Strategy: Partner with school constituents and the People Operations & Engagement Manager to develop innovative recruitment strategies that meet institutional talent needs and ensure equitable sourcing methods and search committee protocols. Enhance employer branding and market open positions creatively to extend sourcing efforts beyond traditional channels.

4. Manager Capability Performance and Learning & Development

• Performance Management: Coordinate the comprehensive performance management system and utilize data to inform professional learning and development strategy.
• Learning & Development: Partner with the AVP and People Operations & Engagement Manager to provide a comprehensive learning and development strategy that supports employee growth skill enhancement and leadership development at all levels.
• Manager Toolkit: Support the AVP in building learning-enabled change management plans and communication toolkits to help managers and staff navigate institutional transformations and minimize operational friction.
• Policy Adoption: Ensure widespread institutional adoption and understanding of HR policies job description standards and performance management practices.

5. Employee Engagement & Team Leadership

• Team Leadership: Support and supervise the HR Partner People Operations & Engagement Manager People Operations Coordinator and the People Operations Assistant by fostering a team culture of collegiality professionalism and customer forward philosophy in HR operations.
• Service Excellence & Accessibility: Own and optimize the HR service commitment including standards of service HR office hours and the teams institutional visibility cadence.
• Engagement Programs: Oversee employee engagement programs and events.

6. HRIS Management

• Data Integrity: Partner with the Associate Director Total Rewards to ensure all employee information in the HRIS system related to new hires employment status and the onboarding/offboarding of employees is accurate.

• Transaction Approvals: Responsible for reviewing and approving various HR and payroll transactions.

7. Project Management Compliance & Risk Management

• Strategic Decisions: In coordination with the AVP proactively identify problems developing options and recommendations to drive critical decisions. Review the mitigation of risks resolution of issues and management of resources to successfully meet project goals and deliverables.
• Financial Analysis: Work closely with the AVP of HR and People Operations & Engagement Manager on annual budgets conducting cost analysis and estimating expected costs for initiatives.

8. Other Duties

• Special projects and other related duties as assigned.

Minimum Requirements:

• Education: Bachelors degree required.
• Experience: A minimum of 710 years of progressive HR experience with a strong background in Employee Relations HR partnering and full-cycle talent acquisition.
• Required Subject Matter Knowledge:
  • Core HR Generalist Expertise: Comprehensive knowledge of the end-to-end employee lifecycle including workforce planning onboarding performance management retention strategies and offboarding.
  • Employee Relations & Investigations: Advanced expertise in managing complex employee relations cases conducting thorough objective workplace investigations and guiding disciplinary and grievance procedures.
  • Employment Law & Compliance: Strong foundational knowledge of federal state and local employment laws regulations and institutional reporting requirements.
  • Labor Relations & Contract Administration: Ability to advise managers on union contract compliance and maintain productive labor-management relationships.
  • Leave & Benefit Administration: General familiarity with benefit programs and leave administration (such as FMLA NYS/NYC Leave Laws) to advise employees as needed and coordinate effectively with benefits total rewards and legal partners.

• Core Skills & Attributes:
  • Detail-oriented with excellent communication listening interpersonal and organizational skills.
  • Proficiency in Microsoft Office (Word Excel PowerPoint and Outlook) needed.
  • Ability to maintain the highest degree of confidentiality and diplomacy at all times having a high level of professionalism flexibility and a customer-service-driven mindset.
  • Demonstrated ability to prioritize multiple assignments and responsibilities.
  • Sound judgment with an open and collaborative style that encourages teamwork and cooperation; serves as a strong role model and coach.
  • Demonstrated ability to work with a wide range of constituencies (staff and faculty) with diplomacy and tact.
  • Understanding of and commitment to the strategic mission of The Juilliard School.

Why Work for Juilliard

At Juilliard you dont just work in the artsyoure immersed in them.

• Exclusive access to world-class performances
  As a Juilliard employee enjoy complimentary admission to all Juilliard performances and experience extraordinary talent up close in the building where you work.
• One of NYCs premier cultural hubs
  Located at Lincoln Center youll benefit from significant day-of ticket discounts to performances across our renowned partner organizations.
• Support for your long-term goals
  Juilliard contributes to your 403(b) helping you plan confidently for the future.
• Generous Time-Off
  We offer a generous paid time-off policy plus a winter break and Summer Fridays to help you rest and stay energized.
• Continue learning and growing
  Full-time staff are eligible for tuition remission for Juilliard Extension classes offering a unique opportunity to develop new skills or deepen your connection to the arts.
• A high-performing mission-driven environment
  Collaborate with dedicated professionals who are committed to excellence innovation and advancing the performing arts.

• A workplace grounded in respect and connection
  Be part of a community where people support one another value diverse perspectives and contribute to a welcoming and engaged workplace.

Make your career part of something extraordinary.

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.