Senior Director of Human Resources and Organizational Culture

POSITION
SUMMARY

Reporting to the President and serving on the Seminary’s senior leadership team, the Senior Director of
Human
Resources & Organizational Culture is responsible for developing and executing human resources strategies that advance
institutional goals,
strengthen organizational effectiveness, and sustain a values-based culture aligned with the Seminary’s mission.

Areas of oversight
include talent acquisition and retention, performance management, benefits administration, compensation, employee
relations, and regulatory
compliance. The successful candidate will bring both the strategic vision to shape a high-performing
organizational culture and the
operational capability to manage a lean, full-spectrum HR function with excellence.

This position
represents a significant leadership
opportunity for an experienced HR professional seeking to apply their expertise within a mission-driven
academic institution.

RESPONSIBILITIES

Strategic
Recruitment Management

• Partner with managers
  on talent acquisition, interviewing, and selection, with an eye toward
  both immediate fit and long-term retention.
• Perform exit
  interviews, identify patterns behind separations, and recommend
  solutions.
• Develop and implement an institutional succession plan
  for key roles.
• Input and maintain employee data within
  the Seminary’s HRIS and Jenzabar systems. Manage the HR information on the
  Business Office/HR tab of the mypts intranet, keeping documents,
  forms, and other resources up-to-date.
• Oversee employee
  onboarding. Facilitate training on culture, functions, benefits, and
  compliance to ensure effective assimilation into seminary life.
• In consultation with Vice President for Finance and
  Administration, manage new hire relocation.

Performance and Culture
Management

• Serve as a trusted resource for staff and
  faculty navigating HR questions, employee relations concerns, grievance
  procedures, and policy interpretation.
• Partner with senior
  leadership to develop, recommend, and implement employee and
  organizational training to meet the current and future needs of the Seminary.
  Support construction of a culture oriented toward growth and
  collaboration.
• Oversee the PTS annual performance appraisal
  process.
• Collaborate with Staff Council leadership to
  enhance the employee experience.
• Support health/wellness
  activities and employee events, including annual Service Awards and
  community-wide blood drive. Serve on the Employee Life, Community Life,
  and the Institutional Effectiveness committees.
• Manage
  organizational chart.

Compensation and Benefits Management

• Oversee
  salary and wage administration; prepare
  annual salary letters. Evaluate market benchmarks, survey feedback, and job evaluations to ensure
  the Seminary’s compensation structures are
  competitive, equitable, and aligned with both the organization’s values and wider financial
  realities.
• Manage the Seminary’s
  salary and benefits budget alongside the VP of Finance & Administration and relevant board
  members.
• Continuously evaluate the
  employee benefit plans and recommend changes for increased efficiency, cost effectiveness, and
  improvement of services by evaluating benefit
  program options, premiums administration, vendors, and monitoring market trends. Responsible
  for employee enrollment with each carrier.

Institutional Compliance, Risk Management & Reporting

• Stay current on
  employment legislations and industry trends
  that effect HR ensuring compliance with applicable federal and state laws and regulations.
• Serve as the Seminary’s Title IX Deputy
  Coordinator and the Deputy Anti-Discrimination Coordinator. Address, investigate, and assist in
  the adjudication of assigned complaints; and
  ensure compliance of Title IX and Anti-Discrimination policies. Maintain all formal
  documentation within the HR Office.
• Provide
  Title IX, Anti-Discrimination, and Harassment trainings for employees.
• Develop, recommend, and implement personnel policies and
  procedures for the employee handbook.
• Partner with legal counsel to
  address HR matters, to include policy revisions, and employee
  risk assessments.
• Annually compile, maintain, and file all required
  HR data for the Association for Theological Schools/Commission
  on Accrediting (ATS/COA) and IPEDS reporting; census data for health
  insurance carriers & FSA vendors; Commonwealth of PA Higher
  Education Report, etc.

Governance & Administration

• Serve on board
  committees, i.e., Finance Committee,
  Audit Committee, HR Sub-Committee and any other appointed committee deemed relevant by President and
  Board of Directors Chairperson.
• Provide HR reports to appointed board committees and at Board of Directors meetings.
• Participate in the orientation and
  onboarding of new board of directors annually.

QUALIFICATION/REQUIREMENTS

• Exceptional
  verbal
  and written communication skills, with the ability to present complex HR matters clearly to a range of audiences – from individual
  employees
  to senior leadership and the Board of Directors.
• Demonstrated ability to build trust and credibility across a diverse
  community of
  faculty, staff, students, administrators, and board members.
• Skilled in conflict resolution and employee relations,
  with the
  ability to address difficult conversations with discretion, professionalism, and sound judgment.
• Strong analytical
  skills,
  including the ability to interpret HR data, identify trends, and translate findings into actionable recommendations for senior
  leadership.
• Strong organizational skills and attention to detail, with the ability to manage multiple priorities and deadlines
  without sacrificing quality.
• Genuine interest in human development and organizational culture, with the ability to design and
  champion programs that strengthen employee engagement, professional growth, and institutional cohesion.
• Solid working knowledge of
  at least two HR functions (such as compensation, recruitment, performance management.
• Proficiency in HRIS platforms and standard
  office technology; experience with Jenzabar a plus.
• Knowledge of federal and state employment laws and regulations, including
  Title VI, VII, and IX.

EDUCATION/TRAINING/EXPERIENCE

Required

• Bachelor’s degree
  in Human Resources Management, related
  discipline or equivalent, with minimum of 10 years of progressively responsible experience in Human
  Resources.

Preferred

• SPHR or SHRM certification preferred
• Experience managing a one-person HR
  office beneficial
• Experience in higher
  education, or faith-based, or non-profit organizations
• Theological education a
  plus
• MBA or Masters in Human Resources
  Management or related discipline
• Experience with coaching methodologies and/or
  talent assessment tools (e.g., StrengthsFinder,
  Working Genius, DiSC, etc.) preferred

WORK ENVIRONMENT

• Typical office; business hours are 8:30 a.m.-4:30 p.m.
• Remote work permitted Mondays and Fridays.
• In-office
  Tuesdays, Wednesdays, and Thursdays.
• Occasional travel (less
  than 10%)

INSTITUTIONAL SUMMARY

Founded in 1794, Pittsburgh Theological Seminary is a graduate theological school of the
Presbyterian Church (U.S.A.).

With a
centuries-old history of mission and scholarship in service of the church, the Seminary is
committed to relationships of mutual learning and
serving with Christ-followers from other traditions and theological viewpoints. Our
faculty and educational resources cultivate
theologically reflective and contextually engaged leaders. Our student body is comprised of
Presbyterians, Baptists, Methodists,
Episcopalians, Orthodox, and more than 20 other traditions from more than 30 U.S. states and countries
around the world.

TO
APPLY

Interested candidates should submit a cover letter, a current resume, and the names and email addresses for three
references to careers@pts.edu. References will not be contacted without permission.

Review of
applications will begin on June 12, 2026 and the role is anticipated to start on or before July 13, 2026. However, applications will
continue to be accepted until the position is filled. Pittsburgh Theological Seminary will conduct a background check on all final
candidates.

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