Assistant Director of Human Resources

Company Description

By working at Harvard University, you join a vibrant community that advances Harvard's world-changing mission in meaningful ways, inspires innovation and collaboration, and builds skills and expertise. We are dedicated to creating a diverse and welcoming environment where everyone can thrive.

Harvard Divinity School (HDS) is a nonsectarian school of religious and theological studies that educates students both in the pursuit of the academic study of religion and in preparation for leadership in religious, governmental, and a wide range of service organizations. HDS provides an intellectual home where scholars and professionals from around the globe research and teach the varieties of religion, in service of a just world at peace across religious and cultural divides.

Reporting to the Director of Human Resources, the Assistant Director of Human Resources serves as a senior HR consultant and advisor to HDS managers, faculty, administrators, and employees across a broad range of workforce matters.

The Assistant Director has primary responsibility for talent acquisition, performance and leadership development, job reviews and position management, and leaves and accommodations, and provides consultation and operational support in employee and labor relations. The position exercises independent judgment in assessing issues, developing recommendations, and determining when matters require escalation to the HR Director and University partners.

The Assistant Director supervises the Human Resources Coordinator and partners with the HR Director on organizational priorities, workforce planning, HR programs, and continuous improvement of the HDS HR function.

• Lead full-cycle recruitment for HDS staff positions, serving as the primary HR advisor to hiring managers on staffing needs, position design, recruitment strategy, sourcing, candidate assessment, selection, and offers.
• Develop position-specific recruitment strategies, conduct candidate screening and interviews as appropriate, advise managers on effective and compliant selection practices, and develop salary offers in consultation with the HR Director and University partners.
• Partner with the Human Resources Coordinator on recruitment administration, candidate communications, background checks, onboarding, and related processes.
• Monitor recruitment activity and workforce trends and advise managers and the HR Director on retention, succession, anticipated staffing needs, and opportunities to improve HDS talent practices.

• Lead the annual HDS performance management process and advise managers and employees on performance planning, feedback, evaluations, professional development, and career development.
• Coach managers on performance management, including setting expectations, providing feedback, documentation, difficult conversations, and employee development.
• Build trusted relationships across HDS and proactively engage with managers and departments to understand workforce needs, provide consultation, and identify opportunities for HR support.
• Consult with managers on performance and workplace concerns, independently addressing routine and moderately complex matters and partnering with the HR Director on significant, sensitive, or higher-risk issues.
• Coordinate HDS participation in University leadership development programs, recommending employees based on development goals, readiness, and grade level, and connecting staff with other appropriate development resources.
• Partner with managers and the HR Director on organizational development, change management, workforce planning, and strategies that align HR practices with School priorities.

• Consult with managers on job reviews, reclassifications, position design, promotions, interim assignments, organizational changes, and other position-related matters.
• Conduct job and organizational analyses using responsibilities, reporting relationships, organizational context, internal comparators, and University classification guidance; advise managers on organizational structure, role clarity, alignment of work, and recommended position changes.
• Administer applicable contractual reclassification requirements for represented positions and support compensation, annual merit, and bonus…