Vice President for Human Resources

JOB TYPE: Administrative

SALARY RANGE: $190,000 – $200,000

START DATE: As
soon as possible

FLSA STATUS: Exempt

APPLICATION DEADLINE: Oct 31,
2026

CONTACT: Please submit an online application

Position Summary

Long Island University’s Vice
President for Human Resources is a great communicator with a high degree of integrity, accountability, emotional intelligence and
demonstration of the following skills:

• Strategic thinking and systems building with well-honed management skills and a commitment to
  continuous performance improvement for themselves and the people around them.

• Excellent problem-solver with thoughtful,
  data-driven approaches in a complex human services environment.

• Oversight for the strategic vision and planning for all
  aspects of the University through the human resources department lens to support the mission of LIU.

• Leadership of all
  aspects of day-to-day operations management related to talent acquisition, workforce planning, labor and employee relations, policies,
  compensation and benefits.

Principal Responsibilities

Strategy & Leadership

• Lead overall development
  and execution of human resources and organizational development initiatives, employee relations, and talent acquisition to support the
  achievement of University goals.
• Develop and implement human resources management policies and procedures that are best-in-class and
  consistent with the institution’s mission. These include, but are not limited to, researching and recommending changes to policies and
  monitoring compliance.

• Establish strategic goals and direction for Human Resources; provide leadership, oversight, and
  management of the Human Resources department and senior leadership of the University as a whole. Partner with executive and management staff
  across University campuses to address concerns and develop solutions.

• Ensure the University is equipped to attract, retain
  and motivate a high quality, diverse workforce enabling it to carry out its mission and achieve its objectives.

Recruitment &
Retention

• Ensure the University is externally competitive in its ability to attract and retain academic and administrative
  employees.

• Develop and implement compensation policies that maintain competitiveness with external market and internal
  equity.

• Establish talent recruitment, retention and performance management strategies to meet the needs of LIU’s growth
  goals.

Performance Management

• Establish, monitor and continually assess performance management program for all levels
  of the institution. Work with the leadership team to refresh and refine plan based on current needs and environment and improve process
  automation.

• Develop strong working relationships with managers while taking a proactive approach in addressing employee
  issues; analyze and recommend solutions with the goal of improving individual and team performance.

Labor Relations &
Compliance

• Anticipate and resolve complex problems and questions, including employee relations issues, in an economical and
  equitable manner compliant with legal regulations and general business practices.

• Receive and investigate all complaints;
  determine veracity of such and take corrective disciplinary action and/or prepare reply. Assist investigations and litigation involving
  current and former employees, in collaboration with leadership; manage actions and proceedings.

• In collaboration with
  attorneys, as needed, ensure compliance with federal, state, and local regulatory agency guidelines and standards.

• Demonstrate subject matter expertise in connection with all collectively bargained agreements and support
  negotiations.

HR Operations & Administration

• Leverage existing HR personnel to ensure delivery of timely, relevant
  and efficient HR operations.

• Provide effective supervision for all departmental staff. Assess development and structure of
  the department.

• Organize and oversee the employee benefits program, including medical and dental, flexible savings
  accounts, commuter benefits, and various pension plans. Lead selection process for medical insurance and other health and welfare benefits
  and negotiate contracts; liaise with brokers and stay abreast of health reform issues.

• Promote efficiency in HR operations
  by implementing and utilizing new technologies and systems. Stay abreast of higher education best practices in HR.

• Ensure
  effective management of all HR database systems, including record compliance, accuracy and completeness. Leverage data for goal setting,
  strategic decision-making and for HR analyses.

• Challenge, redesign and automate human resources and related business
  processes to maximize efficiency and effectiveness.

• Oversee unemployment claims; liaise with relevant third-party
  administrators.

Compensation & Benefits

• Supervise University Director of Payroll and oversee University payroll
  functions that include: providing information to managers on payroll matters, tax issues, time and attendance policies, procedures and
  automation; reviewing time records, work schedules, wage computation and other information in order to detect and reconcile payroll
  discrepancies; creating, maintaining and distributing management reports both routine and ad hoc, using HRIS reporting software, Excel, and
  other software as necessary.

• Supervise University Director of Benefits and oversee University benefits functions that
  include: management and administration of various employee voluntary benefit programs including: 403B and 457B Plans, Commuter Benefits for
  LIU; open enrollment period for health/dental insurance, training sessions for new retirement plan participants, and informational sessions
  by other benefits providers; administration of the Worker Compensation Program, the Family and Medical Leave Act provisions, and coordinate
  these programs with STD and COBRA provisions; timely reporting of workplace accidents/injuries to the carrier, appropriately designate
  absences under FMLA, track absences and send notification letters to employees; managing ACA requirements, including 1095 creation and
  distribution; handling health & welfare, and retirement plan audits, testing and filing 5500’s; managing and submit OSHA reporting
  requirements on an annual basis; ensuring the employee benefits manuals are up-to-date; and special projects such as rolling out and
  communicating new benefit programs and features, eligibility audits, benefit surveys, census reports, and annual renewal
  processes;

Organizational Development & Training Responsibilities

• Assist the training department and executive team
  on staff development initiatives for the organization.

• Assist the training department in creating and delivering
  consultations and training to staff on a variety of HR issues; assist in leadership development training and development.

• In collaboration with other administrative department staff, ensure effective employee communication program to educate staff
  regarding human resources programs, policies and procedures.

Additional Duties and Responsibilities

• Function as
  liaison to insurance brokers for all human resource-related benefits programs and packages.

• Serve as Chair of the
  University’s Retirement Plan Committee.

• Perform other tasks as assigned.

Education Requirements:

Bachelor’s degree plus at least 10 years of experience in a leadership role in human resources administration, including benefits
administration, recruitment, staff development and training, payroll administration. At least five years of this experience must have
included supervisory experience. Must be familiar and adept at using HRIS systems. Knowledge of Federal, NYS and NYC employment laws.

Preferred Qualifications:

Master’s degree in Human Resources or other relevant field (Counseling, Public
Administration, Business Administration, etc.). SPHR certification. Experience in a University and/or a non-profit setting. Strong
experience with PeopleSoft or similar integrated Enterprise Resource Planning systems.

Training, Skills, Knowledge,
Experience:

• Strong conflict resolution and mediation skills.

• Knowledge of human resources leading practices,
  employee relations, training, and compensation/benefits.

• Knowledge of State, Federal and NYC employment laws including
  EEO, ADA, Workers’ Compensation, Wage and Hour, COBRA, FMLA, NYS Paid Family Leave, etc.

• Excellent interpersonal, project
  management, customer service, organizational, and communication skills, both oral and written (including strong editing and
  proofreading).

• Ability to manage difficult situations with tact and diplomacy, multi-task in a fast-paced environment, and
  maintain confidentiality, and strong collaboration skills.

• Ability to be forward-thinking, and creative with high ethical
  standards and an appropriate professional image.

• Ability to be a strategically plan with sound technical skills,
  analytical ability, good judgement, and strong operational focus.

• Ability to interact with people at all levels of the
  University as appropriate and necessary to collaborate with employees at all levels of the organization.

• Ability to be
  decisive with a strategic focus as well as an operational, implementation and detail-oriented perspective.

• Ability to
  read, analyze, and interpret complex human resource related documents andfamiliarity with financial data.

• Ability to
  respond effectively to the most sensitive inquiries or complaints.

• Excellent supervisory and staff development
  skills.

• Ability to present information (e.g. prepare and deliver a written or spoken presentation with supporting
  materials) to the board of trustees, management, employees, and/or public group.

• Ability to plan organization-wide
  activities (e.g. setting objectives, developing strategies, budgeting, developing policies and procedures, and organizing the functions
  necessary to accomplish the activities).

Working Conditions:

Office setting.

LIU encourages applications from
all qualified individuals without regard to race, color, religion, genetic information, sexual orientation, gender and/or gender identity or
expression, marital or parental status, national origin, ethnicity, citizenship status, veteran or military status, age, disability or any
other basis protected by applicable local, state or federal laws. Hiring is contingent on eligibility to work in the United States.

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