Job ID: 2021-13914 Type: Full-Time # of Openings: 1 Category: Human Resources
The Senior Director, Human Resources is a seasoned leader who is passionate about driving HR strategy and fostering a culture to enable all employees to do meaningful, impactful work at the highest possible level in an inclusive environment supporting the PPPL mission, and embracing and influencing equity, diversity and inclusion at all levels.
Reporting to the COO and working with the executive management team, this unique position provides leadership and guidance on all aspects of human resources for this growing laboratory, while interfacing with key stakeholders including the Department of Energy (DOE) and Princeton University’s centralized Office of Human Resource (OHR).
As a valued member of the PPPL leadership team, the Senior Director, Human Resources partners with senior executives to drive Lab-wide operational and resource planning for optimizing organizational effectiveness and performance. To be successful, the Senior Director, Human Resources must be able to drive culture and behavior change, collaborate and influence a diverse group of clients, fully understand the business needs, drivers, strategies, goals, and expectations of units in PPPL and adeptly work with partners to deliver on goals and outcomes. This position coordinates closely with the DOE representatives, managing expectations and communicating information to DOE and PPPL stakeholders with a goal of building a highly efficient and effective workforce.
The Senior Director, Human Resources is expected to demonstrate progressive management values and standards, supporting the development of and providing a sense of shared direction and purpose for the human resources staff. This role requires relevant expertise in managing expansion, developing policies and procedures, guiding performance management and employee development, and leading the HR team of 12 staff members to deliver comprehensive HR services in alignment with the strategies and mission of PPPL.
This key role is also the University’s central resource for collaborating with campus partners to build integration across traditional HR functions in support of PPPL and Princeton’s mission while making an impact on the entire employee experience. This role connects employment brand; a mindset for equity, diversity and inclusion; resource planning; competency building; talent sourcing and acquisition; on-boarding; performance management; professional and leadership development; rewards and recognition; succession planning, and providing coaching and guidance in change management.
The Princeton Plasma Physics Laboratory is a world-class fusion energy research laboratory managed by Princeton University for the U.S. Department of Energy’s Office of Science. PPPL is dedicated to developing the scientific and technological knowledge base for fusion energy. The Laboratory advances the fields of fusion energy and plasma physics research to develop the scientific understanding and key innovations needed to realize fusion as an energy source for the world.
Responsibilities will include but are not limited to:
Establishing practices and implementing tools to assess and plan around performance and potential
Driving a process for understanding the employee experience
Providing support for organizational design
Implementing a framework for the full talent lifecycle
Designing/communicating a multi-faceted change management model and PPPL.
Education and Experience:
Bachelor’s degree in a relevant field
Professional certification in human resources, organization development or talent development desirable.
Ten years of progressively responsible experience and advanced knowledge of Human Resources concepts, practices and procedures across the employee life cycle that includes significant work in leadership advisory, organizational development, internal consulting, learning and development, succession planning, labor and employee relations.
Experience providing leading HR services in a regulated environment such as research and development, scientific, government agency or an academic setting will be required.
Knowledge, Skills and Abilities:
Strong and effective senior level leadership and management acumen, including proven ability to engage and develop staff, foster teamwork, further embed diversity and inclusion philosophy and programs, encourage forward-thinking innovation, risk taking and continuous learning, and creating a respectful workplace.
A passion for and demonstrated experience integrating human resources strategies with an organization’s core objectives.
Strong track record as a strategic partner for leadership. Evident relationship development skills, s ound reasoning, judgment, objectivity, and ability to deal with ambiguity.
Clear experience in roles that have required both strategic and operational involvement.
Results and metrics orientation; attentive to details and focus on measuring outcomes.
Demonstrated relationship development and management skills gained in complex, matrix, and collaborative environments; ability to influence across lines of authority and quickly develop respect and credibility.
Experience in cultural change management; responsible for planning, socializing and implementing change that provides a structure to further develop a culture of cohesion and understanding.
Demonstrated project management and facilitation skills in an environment with multiple and competing priorities and deadlines.
A high degree of personal integrity, ethics, and emotional intelligence. Ability to influence across functions and levels of authority, and be seen as a trusted and valued advisor.
Outstanding writing, speaking, and presentation skills with superior judgement, conflict resolution, negotiating and creative thinking skills to solve complicated people and organizational issues.
Ability to travel locally and computer proficiency required.
National Lab HR leadership experience preferred, but not mandatory. Must be able to stay abreast of HR challenges and best practices in the National Lab network.
If you wish to be considerd for this position, candidates must submit resume, coverl letter, and salary requirements to:
Judy Boreham Managing Director and Co-Practice Lead, Human Resources Practice 215.656.3575 Judy.firstname.lastname@example.org email@example.com
Princeton University is an Equal Opportunity/Affirmative Action Employer and all qualified applicants will receive consideration for employment without regard to age, race, color, religion, sex, sexual orientation, gender identity or expression, national origin, disability status, protected veteran status, or any other characteristic protected by law. EEO IS THE LAW
Please be aware that the Department of Energy (DOE) prohibits DOE employees and contractors from participation in certain foreign government talent recruitment programs. All PPPL employees are required to disclose any participation in a foreign government talent recruitment program and may be required to withdraw from such programs to remain employed under the DOE Contract.
Princeton University is a vibrant community of scholarship and learning that stands in the nation's service and in the service of all nations. Chartered in 1746, Princeton is the fourth-oldest college in the United States. Princeton is an independent, coeducational, nondenominational institution that provides undergraduate and graduate instruction in the humanities, social sciences, natural sciences and engineering.As a world-renowned research university, Princeton seeks to achieve the highest levels of distinction in the discovery and transmission of knowledge and understanding. At the same time, Princeton is distinctive among research universities in its commitment to undergraduate teaching.Today, more than 1,100 faculty members instruct approximately 5,200 undergraduate students and 2,600 graduate students. The University's generous financial aid program ensures that talented students from all economic backgrounds can afford a Princeton education.