Senior Director, Human Resources

• Union: 00 - Non Union, Exempt or Temporary
• Salary Grade: 061
• FLSA Status: Exempt

Company Description

By working at Harvard University, you join a vibrant community that advances Harvard's world-changing mission in meaningful ways, inspires innovation and collaboration, and builds skills and expertise. We are dedicated to creating a diverse and welcoming environment where everyone can thrive.

Why join Harvard University Central Administration?

Harvard University's Central Administration (CADM) is a 5,000+ employee organization that supports the university's overall excellence by understanding and serving the needs of its schools, students, faculty, staff, alumni, and surrounding communities. Through dynamic and collaborative partnerships, CADM provides high-quality and efficient services to the schools to help them achieve their goals.

Job Description

Reporting to the Managing Director of Human Resources Consulting, the Senior Director of Human Resources partners with leaders across Harvard Human Resources, Harvard Public Affairs & Communications, and Alumni Affairs & Development, and potentially another client within Central Administration. The role leads a Human Resources team supporting approximately Central Administration employees and manages a team that delivers day-to-day Human Resources services to these business units.

Job-Specific Responsibilities

• Serve as a trusted HR advisor to business unit Vice Presidents and senior leaders.
• Lead and manage a team responsible for delivering day-to-day HR services to assigned client areas. Manage through clear expectations, coaching, delegation, feedback, and performance management and build an inclusive, collaborative, and high-performing team culture.
• Develop and implement HR strategies aligned with organizational goals and priorities.
• Engages in strategic workforce planning to assess and respond to workforce needs, organizational structures, critical roles, and talent risks.
• May lead Organizational Talent Reviews and Performance calibration exercises.
• Allocate resources effectively, manage competing priorities, and oversee team workflow and service delivery.
• Use HR analytics and workforce data to improve organizational, team, and individual effectiveness.
• Lead programs across the employee lifecycle, including onboarding, performance management, development, recognition, and offboarding.
• Strengthen leadership capability and foster a culture of learning, inclusion, and innovation.
• Advise on complex employee and labor relations matters, including union relationships, dispute resolution, and mediation.
• Partnerwith managers, Labor Relations, and the Office of the General Counsel on employment issues and compliance.
• Collaborate across HR functions and departments to improve processes