Senior Director, Human Resources and People Operations

HUM Staff: Div Admin PA Planning & Administration
The Division of the Humanities comprises 19 degree programs across 16 departments and committees, with approximately 800 students from around the world enrolled in PhD, MFA, and MA programs. Students and faculty dedicate themselves to the thoughtful consideration of humanity’s place in the world. This dedication is displayed through interdisciplinary centers, programs and workshops, and courses taught by some of the world's leading scholars. Dynamic and dedicated staff in the Division provide the essential infrastructure needed to support faculty, students, and one another, fostering collaboration, enhancing innovation, and ensuring the Division’s success.
The Senior Director of Human Resources and People Operations is a key leadership position that provides strategic direction and oversight for all staff, student, temporary, and seasonal HR functions in the Division. As a trusted advisor and business partner, the Senior Director provides strategic counsel to leaders to support people operations and human capital objectives. This role partners with division and institutional leadership, faculty, and staff to create and maintain a supportive, inclusive, and engaging work environment that aligns with the Division’s mission and strategic goals. The Senior Director is responsible for implementing and managing HR policies, employee relations, talent management, diversity and inclusion initiatives, employee relations, compensation and payroll, and workforce development strategies. The Senior Director also supervises two full-time professional HR staff.

• Core areas of responsibility include strategic HR leadership and management, talent acquisition and retention, employee engagement and relations, performance management, DEI initiatives, and compensation and payroll administration.
• Develops and executes a comprehensive HR strategy for the Arts and Humanities departments, ensuring alignment with the University's overall mission and strategic goals.
• Develops workforce plans and implements succession planning initiatives. Collaborates with institutional leaders and department heads to identify staffing needs.
• Conducts comprehensive division-wide assessment, evaluating the current state, identifying performance and operational gaps, and implementing targeted improvements to enhance staff performance and overall operational outcomes in collaboration with UChicago Learning and Organizational Development.
• Administers and manages HR staff and professional development budgets and expenses.
• Leads and manages a team of two full-time professionals, providing guidance, mentoring, and professional development opportunities to ensure high performance and employee engagement.
• Sets clear performance expectations, establishes goals, and conducts regular evaluations to monitor team progress and development.
• Fosters a collaborative and supportive work environment by promoting open communication, teamwork, and shared decision-making among HR staff.
• Ensures the HR team adheres to best practices, compliance regulations, and institutional policies while delivering high-quality services to faculty and staff in the Arts and Humanities departments.
• Facilitates regular team meetings and check-ins to provide updates, gather feedback, and align on strategic priorities and ongoing projects.
• Oversees recruitment efforts, including developing job descriptions, conducting interviews, ensuring compliance with diversity, equity, and inclusion (DEI) standards, and onboarding new hires.
• Ensures training programs are effectively designed and implemented to foster new hire success and develop current employees' skills and knowledge, enhancing overall performance. Collaborates with department heads (Finance and Grant Services, Academic Affairs, Communications, etc.) to identify training needs, establish measurable objectives, and continuously monitor the effectiveness of training initiatives.
• Facilitates monthly all-staff meetings and oversees annual HUM Staff Award Program.
• Designs and implements talent management plans that focus on attracting, developing, and retaining top talent within the division.
• Fosters a culture of continuous learning by developing/promoting professional development programs and career pathing initiatives for staff.
• Conducts exit interviews. Develops strategies and initiatives aimed at addressing issues raised during exit interviews.
• Leads the development and implementation of policies and practices that promote a positive, collaborative, and inclusive work environment.
• Provides expertise in conflict resolution, employee relations, and mediation, ensuring that issues are addressed in a fair, consistent, and timely manner.
• Oversees performance management processes, including evaluations, feedback mechanisms, and improvement plans, to support staff in achieving their professional goals.
• Partners with DEI leaders and colleagues to create and implement initiatives that promote diversity, equity, and inclusion within the division.
• Develops training programs that educate staff on inclusive practices, cultural competency, and anti-discrimination policies.
• Monitors and reports on DEI metrics, ensuring that progress is made toward creating a more diverse and inclusive workforce.
• Develops and manages division staff compensation ranges that are fair, competitive, aligned with industry standards, and meet pay transparency requirements.
• Analyzes compensation data to identify trends and recommend changes that enhance the division’s competitiveness.
• Oversees staff, student, temporary, and seasonal payroll functions, ensuring accurate and timely processing of employee payments, compliance with relevant regulations, and maintenance of payroll records.
• Advises unit management and professional staff on the strategy of the unit and on federal, state and local employment laws and regulations.
• Develops and implements short- and long-term human resources plans and operational policies for a unit. Develops and administers the HR budget for the unit and manages expenses.
• Represents the unit in grievances, complaints, or legal issues, and works with the appropriate University offices to coordinate resolutions.
• Performs other related work as needed.

Minimum requirements include a college or university degree in related field.Minimum requirements include knowledge and skills developed through 7+ years of work experience in a related job discipline.

• Master’s degree.

• 20+ years higher education experience working with deans, senior leadership, faculty, staff, and students.
• 10+ years leadership and management experience.
• Proven track record developing and implementing HR and operational strategies that align with organizational goals and enhance employee engagement.
• Strong background in employee relations, conflict resolution, and mediation, with a commitment to fostering a collaborative and inclusive workplace.

• Strong knowledge of HR systems, data analysis, and technology to improve HR operations and decision-making.
• Comprehensive understanding of higher education policies, laws, and regulations as they pertain to human resources.

• SHRM-CP.

• Demonstrated experience leading diversity, equity, and inclusion initiatives, with a passion for creating positive and supportive environments for faculty and staff.
• Excellent communication, interpersonal, and problem-solving skills, with the ability to work effectively with a wide range of stakeholders, including academic leaders, faculty, and staff.
• High-level of integrity and trusted partner.
• Relationship building.
• Strong communicator.
• Strategic execution and direction.
• Innovative.
• Sound decision-making and solid problem-solving skills.

• Resume/CV (required)

Human Resources
People Manager
Exempt
Monthly
37.5
Yes
No
No
No