Reporting to the Executive Vice President for Business and Operations, the Vice President for Human Resources (VPHR) leads the Human Resources function by partnering with other senior leaders to ensure strategic, effective, efficient, and compliant administration and engagement of the University workforce.
The VPHR is an agile and creative thinker possessing a strong combination of people leadership skills, business acumen, intellectual curiosity, technical expertise, practical experience, and communication skills. The VPHR centers equity, inclusion and social justice as an inextricable element of their work and the core business functions that they manage. The VPHR is a key position entrusted to serve as an advisor to the senior leadership team, to translate institutional goals to a talent strategy, and to help drive a performance-based, inclusive culture that has the capability to change and adapt as the environment and competitive landscape evolves and to ensure success and accountability for all members of the community. The VPHR is a change agent, with experience developing and implementing new policies, processes, and practices, with a focus on the application of technology to enhance leader, manager, and employee experience. The VPHR recognizes the diverse needs of a workforce that includes full- and part-time faculty and staff as well as a mix of temporary, contract, and independent contributors, while balancing institutional, individual, and constituent needs.
The VPHR provides leadership in developing and executing human resources strategy in support of the overall business plan and strategic direction of the organization, specifically in:
oProviding overall leadership and guidance to the HR function by developing and overseeing workforce planning, talent acquisition, hiring and onboarding, learning and development, performance management, classification/compensation, benefits, succession planning, payroll, and leadership development.
oOverseeing human resources operations by recruiting, selecting, orienting, training, coaching, counseling, and disciplining staff; planning, monitoring, appraising, and reviewing staff job contributions; maintaining compensation; determining production, productivity, quality, and customer-service strategies; designing systems; managing resources; resolving escalated problems; implementing change.
oIdentifying needs and leading the development of policies, programs, procedures, methods, and guidelines that support workforce productivity, morale, engagement, and adaptability.
oAdvancing institutional core values of equity, inclusion, and social justice through promotion of relevant policies, programs, and practices.
oChampion the development of an inclusive culture and community that support institutional affiliation and resilience.
oSupporting institutional workforce planning through analysis of internal and external workforce trends, in particular trends related to the impact of technology on the future of work. Advancing institutional implementation of remote and hybrid working arrangements.
oBuilding leadership capacity and capability through recruitment, goal setting, development, and performance management.
oEvaluating and formulating responses to complex talent, team, organizational, and institutional effectiveness issues, and opportunities.
oPromoting business continuity by leading talent and organizational responses to institutional challenges or crises.
oFunctioning as a strategic advisor to the executive/senior management of each unit regarding key organizational and management issues.
oCollaborating with University partners, including General Counsel, IT, Finance, Academic Affairs.
oAccomplishing special project results by identifying and clarifying issues and priorities; communicating and coordinating requirements; expediting fulfillment; evaluating milestone accomplishments; evaluating optional courses of action; changing assumptions and direction.
oGuiding management actions by researching, developing, writing, and updating policies, procedures, methods, and guidelines; communicating and enforcing organization values.
oOverseeing compliance with federal, state, and local legal requirements by studying existing and new legislation; anticipating legislation; enforcing adherence to requirements; advising management on needed actions.
o15+ years of relevant human resources experience; experience in higher education is highly preferred.
oSignificant leadership experience in human resources, including experience in otransformational environments and change management processes designed to provide strategic direction in a dynamic organizational culture.
oExperience with the implementation and application of technology to HR operations.
oSignificant experience and success in applying diversity, equity and inclusion in recruitment process and all other aspects of human resources functions, and high degree of sophistication in talent acquisition and talent management
oStrategic thinker who is well-respected for their business knowledge and ability to see the
Internal Number: 19308
About The New School
The New School, a leading university in downtown New York City, offers degree and nondegree academic programs in design, the social sciences, the liberal arts, management, the arts, and media. Students benefit from small classes, superior resources, and renowned faculty members who practice what they teach. Continuing education courses and public programs place the university at the center of New York’s cultural and intellectual life.