Director of Human Resources

If you are a current Barnard College employee, please use the internal career site to apply for this
position.

Job:
Director of Human Resources

The Director of Human Resources provides strategic leadership and
consultative direction to the HR Centers of Excellence – People Experience, Client Services, Benefits, Labor and Employee Relations, and
Human Resources Information Systems (HRIS) – in support of the College’s departments and divisions. The Director of Human Resources partners
with leadership to align HR strategy with institutional goals while ensuring compliance with laws, regulations, and best
practices.

Job Description:

Duties & Responsibilities:

People Operations and Client
Services

• Provide leadership in the delivery of HR services across schools, departments, and divisions.
• Serve as a
  trusted advisor to internal HR team members, as well as the College’s managers and employees on a wide range of HR issues, including policy
  interpretation, performance management, compliance, and problem resolution.
• Consult on employment and recruitment practices that
  require escalation,

onboarding, data management, reporting, and compliance with federal, state, and College regulations.

• Collaborate with the EVP, CAO, and senior leadership on staffing, employee engagement, retention strategies, and workforce planning.
• Ensure consistent administration of HR practices in alignment with service standards, institutional values, and applicable labor laws
  for employees, including student workers.
• Partner with subject-matter experts to deliver best-in-class HR services that support
  organizational effectiveness.

Labor and Employee Relations

• Provide strategic guidance to managers and employees of
  our 5 bargaining units on the interpretation and application of collective bargaining agreements to

ensure compliance and foster
constructive labor-management relationships.

• Oversee the business process and management of investigatory, disciplinary, and
  grievance procedures for both exempt and non-exempt employees.
• Cultivate strong, collaborative partnerships with managers across
  the College, proactively engaging to anticipate and address employee relations matters

before they escalate.

• Provide
  strategic leadership in union contract negotiations, ensuring outcomes that align with institutional goals while fostering collaborative
  labor-management relationships. Manager union contract negotiations with a focus on achieving fair, sustainable agreements that align with
  the strategic priorities of the College.

Human Resources Information Systems (HRIS)

• Provide strategic leadership
  and governance of the College’s HRIS (Workday), positioning it as a center of excellence that fully supports institutional goals and HR
  strategy.
• Drive data integrity, compliance, and system reliability, ensuring accurate, timely, and actionable workforce insights.
• Leverage HRIS to deliver advanced analytics, benchmarking, reporting, and workforce planning tools that inform executive
  decision-making and strategic initiatives.
• Oversee key Compensation processes within HRIS, including benchmarking, wage
  adjustments, organizational changes, transactions, audits, and mass uploads (EIBs).
• Oversight of HRIS functions across Workday
  HCM, including Benefits and Leave Administration, Recruitment, Compensation, and Talent Management.
• Partner with IT, Finance, and
  HR leaders to evaluate, design, and implement system enhancements and technology solutions that improve efficiency, compliance, and user
  experience.
• Conduct audits and process reviews to ensure accuracy, transparency, and accountability in all HRIS-supported
  functions, including compensation and benefits.

Business Processes and Change Management

• Facilitate internal process and
  system changes, developing and revising operating procedures as needed.
• Promote continuous improvement by identifying and
  evaluating process improvement opportunities, developing methodology, and streamlining processes to improve efficiency.
• Design
  and implement HR programs, systems, and services aligned with the College’s goals.
• Partner with the EVP, CAO to ensure
  institution-wide consistency and compliance with federal and state employment and compensation laws.
• Develop reporting procedures
  and accountability measures to evaluate HR program effectiveness.
• Establish philosophies and strategies that align with the
  College’s mission, goals, and strategic plan.

Team Management

• Provide leadership and daily management to a team of
  Human Resources Associate Directors for each Center of Excellence, and extended HR staff of HR Partners, or designees, across the five
  centers of excellence.
• Oversee HR business processes and work allocation, training, performance management, performance
  evaluations for team members, etc.
• Motivate and coach staff to achieve peak performance, promoting continuous improvement and
  efficiency.
• Stay current with HR trends, best practices, regulatory changes, and new technologies, communicating relevant updates
  to leadership.

Skills, Qualifications & Requirements:

Required Skills & Abilities:

• Proven
  ability to maintain the highest level of confidentiality, diplomacy, professionalism, and integrity.
• Strong customer service
  orientation with flexibility, adaptability, and a commitment to excellence.
• Demonstrated sound judgment, critical thinking, and
  decision-making skills, with a collaborative leadership style that fosters teamwork and cooperation.
• Highly organized with
  excellent problem-solving and prioritization skills, able to manage multiple, complex assignments effectively.
• Experience working
  in a unionized environment, with demonstrated success in both traditional and interest-based negotiations.
• Exceptional oral and
  written communication skills, including the ability to facilitate training and engage diverse audiences.
• Knowledge of HR best
  practices in performance management, retention, investigations, professional development, and compliance.
• Commitment to build
  effective relationships across diverse employee populations.
• Demonstrated ability to coach, mentor, and serve as a role model for
  managers and staff.
• Advanced knowledge of Google Suite and Microsoft Office Suite and strong technical skills.
• Ability
  to manipulate and analyze data and reports.
• Self-motivated and results-driven, with the ability to work independently while

also contributing as a collaborative team member.

Education/Experience Required

• Bachelor’s degree in Human
  Resources, Business Administration, or related field.
• Minimum of ten (10) years of progressively responsible Human Resources
  experience with expertise in organizational effectiveness, employee relations, talent management, and/or business development.
• Demonstrated supervisory experience motivating a team and leading change management.

Preferred Qualifications

• Advanced degree in a relevant field.
• Professional HR certification (e.g., SHRM-CP, SHRM-SCP, PHR, SPHR).
• Experience in
  higher education.
• Proficiency in Workday HRIS (HCM, Benefits, Recruitment, and Leave Administration), with strong technical and
  analytical skills.

This is a hybrid role – 3 days a week minimum in the office and may also at times, be required to come into the
office additional days. Available after hours and weekends as needed.

Salary Range: $165,000 – $170,000

As a member
of the National Collegiate Athletic Association (NCAA) and the Council of Ivy Group Presidents (Ivy League), it is imperative that members
of the Columbia University community which includes Barnard College, in all matters related to the intercollegiate athletics program,
exhibit the highest professional standards and ethical behavior with regard to adherence to NCAA, Conference, University, and Department of
Intercollegiate Athletics and Physical Education rules and regulations.

This job description is intended as a summary of the
primary responsibilities of and qualifications for this position. The job description is not intended as inclusive of all duties an
individual in this position might be asked to perform or of all qualifications that may be required either now or in the
future.

The salary of the finalist selected for this role will be set based on a variety of factors, including but not limited
to departmental budgets, qualifications, experience, education, licenses, specialty, and training. The above hiring range represents the
College’s good faith and reasonable estimate of the range of possible compensation at the time of posting.

Company:
Barnard College

Time Type:
Full time