The Senior Director of Human Resources & Organizational Culture will report to the President and serve on the organization’s senior leadership team, leading the development and execution of human resources strategies that support institutional goals, organizational effectiveness, and a values-based culture aligned with the mission. The role oversees talent acquisition and retention, performance management, employee relations, benefits administration, compensation administration, and regulatory compliance, with an emphasis on balancing strategic cultural leadership and strong operational management of a lean, full-spectrum HR function.
Key responsibilities include partnering with managers on recruitment, interviewing, selection, and long-term retention; conducting exit interviews to identify separation trends and recommend solutions; and developing succession plans for key roles. The position will manage employee onboarding, facilitate training related to culture, benefits, and compliance, support HR information systems administration and document upkeep, and manage new hire relocation in consultation with senior finance and administration leadership. It also serves as a trusted resource for staff and faculty on HR questions, employee relations concerns, grievance processes, and policy interpretation; supports leadership and training initiatives to meet current and future needs; and oversees the annual performance appraisal process while collaborating with employee representation leadership to enhance the employee experience.
The Senior Director will oversee compensation and benefits, including salary and wage administration, annual salary letter processes, market benchmarking and job evaluations, and management of the salary and benefits budget in coordination with senior finance leadership and relevant governance stakeholders. The role will evaluate benefit plans for efficiency and improved service outcomes, monitor plan options, premiums administration, vendor performance, and market trends, and oversee employee enrollment across carriers. In addition, it will maintain employment law compliance by staying current on federal and state regulations and industry trends, serve as a Title IX Deputy Coordinator and Deputy Anti-Discrimination Coordinator by addressing and investigating assigned complaints and ensuring policy compliance, provide related trainings, develop and implement personnel policies and procedures for the employee handbook, and partner with legal counsel as needed.