Senior Director- Human Resources

The Senior Director of Human Resources is a strategic leadership role responsible for supporting the operational excellence, organizational effectiveness, and people-centered culture of the University. Reporting to the Vice President for Human Resources, the Senior Director serves as a key advisor and operational leader within the HR department, helping ensure efficient and responsive HR services that support the institution’s mission, values, and strategic priorities.

This hybrid position requires exceptional communication, organizational leadership, strategic planning, and project management skills. The Senior Director partners closely with university leadership, governance groups, andotherdepartmentstofoster productive working relationships, strengthen organizational culture, and advance the University as an employer of choice.

The Senior Director supports multiple functional areas within Human Resources, including employee relations, payroll, benefits, talent acquisition, learning and development, HR operations, and budget oversight. The role also represents

Human Resources in institutional governance, strategic planning initiatives, and cross-functional leadership efforts.

Key Responsibilities

Strategic Leadership & HR Operations

• Partner with the Vice President for Human Resources to develop and implement strategic HR initiatives aligned with institutional priorities.
• Support the effective daily operations of the HRdepartmentand ensure high-quality service delivery across HR functions.
• Represent Human Resources in university governance, strategic planning activities,council sand task forces,risk assessment and business continuity efforts,and institutional initiatives.
• Lead and manage complex HR projects and organizational initiatives from planning through execution.
• Analyze organizational trends, workforce needs, and HR metrics to support data-informed decision-making.

Employee Relations & Organizational Effectiveness

• Supports employee relations efforts andprovidesguidance on performance management, conflict resolution,workplace investigations, policy interpretation, andemployeeconcerns.
• Promote a positive, inclusive, and collaborative workplace culture that reflects institutional values.
• Mentor and coach managers and supervisors on leadership effectiveness, employee engagement, and talent development.
• Support initiatives that strengthen employee morale, retention, and organizational trust.
• Assistin cultivating a workplace environment recognized asa bestplace to work.

Leadership Development & Talent Management

• Support leadership development and succession planning initiatives across the institution.
• Helpidentifyand nurture internal talent through mentoring, coaching, and professional development strategies.
• Collaborate with HR leadership to advance learning and development programs for faculty, staff, and supervisors.
• Partner with talent acquisition efforts to support strategic recruitment and workforce planning initiatives.

Budget & Administrative Oversight

• Assist with development, management, and oversight of the Human Resources budget.
• Monitor expenditures and support fiscally responsible operations within the HR department.
• Contribute to policy development, compliance efforts, and operational process improvements in collaboration with the Senior Director of HR Programs.
• Ensure HR practices align with applicable federal, state, and institutional regulations and policies in collaboration with the Senior Director of HR Programs and General Counsel.
• Build strong collaborative relationships with academic and administrative leaders across the University.
• Serve as a trusted advisor to leaders on organizational and workforce matters.
• Promote transparency, communication, and responsiveness within HR and across campus stakeholders.
• Support cross-functional collaboration to enhance employee experience and institutional effectiveness.

Required Qualifications

• Master’s degree inhuman resources, Business Administration, Higher Education Administration, ora related field.
• Minimum of 5–10 years of progressively responsible Human Resources experience.
• Minimum of 3 years of HR leadership or management experience.
• Demonstrated experience in organizational leadership, employee relations, strategic planning, and project management.
• Strong understanding of HR operations, employment practices, and organizational development principles.
• Excellent interpersonal, communication, and relationship-building skills.
• Demonstrated ability to lead collaboratively in a complex…