Executive Director, Human Resources & Talent Management

• Job Type: Officer of Administration
• Bargaining Unit:
• Regular/Temporary: Regular
• End Date if Temporary:
• Hours Per Week: 35
• Standard Work Schedule:
• Building:
• Salary Range: 170,000-190,000

The salary of the finalist selected for this role will be set based on a variety of factors, including but not limited to departmental budgets, qualifications, experience, education, licenses, specialty, and training. The above hiring range represents the University's good faith and reasonable estimate of the range of possible compensation at the time of posting.


Position Summary:


Reporting to the Vice Dean of Administration, the Executive Director of Human Resources & Talent Management provides strategic and operational leadership for all talent and human resources functions supporting Columbia School of International and Public Affairs (SIPA) administrative and faculty populations. The Executive Director oversees a team of HR professionals and serves as theSchool'smost senior HR executive, responsible for developing and executing a comprehensive talent strategy aligned with SIPA's mission, culture, and long-term vision.


This individual will work closely with the Senior Leadership Team, and University partners to create an inclusive, high-performing work environment that attracts, develops, and retains top-tier administrative professionals and faculty. The Executive Director is a trusted advisor, thought partner, and key member of theSchool's leadership, driving innovation in talent acquisition, organizational design, employee engagement, and workforce planning.


Responsibilities:

Strategic & Team Leadership:

• Serves as a senior advisor and thought partner toSIPAleadership on talent strategy, organizational effectiveness, and workforce planning.

• Leads, mentors, and supports a high-performing HR team across recruitment, employee relations, HR operations, and academic personnel, fostering a culture of accountability, development, and service excellence.

• Develops and implements a comprehensive, school-wide human capital strategy aligned withSIPA'smission, values, and long-term vision.

• Promotes a cohesive, inclusive, and innovative culture across the HR function and broader institution, ensuring alignment withSIPA'sstrategic priorities and continuous improvement in HR practices.

• RepresentsSIPAin University-wide HR initiatives and collaborates with partners including Central HR, OGC, Labor Relations, and peer schools.

• Oversees coordination with curriculum and faculty affairs offices to ensure seamless support for academic HR needs.

Talent Acquisition:

• Overseesa strategic,equitable, and efficient hiring process for both staff and faculty roles.

• Partners withSIPAleadership to assess current and future staffing needs and to design effective sourcing,selection, and onboarding strategies.

• Collaborates with HR operations and talent services teams to ensure recruitment practices are inclusive and aligned with best practices.

• Analyzes workforce data and labor market trends to guide recruitment strategies in a competitive talent environment.

• Develops and monitors talent acquisition success metrics to measure impact and return on investment.

Talent Management & Employee Relations:

• Designs and leads initiatives across the employee life cycle, including performance management, career pathing, employee engagement, and succession planning.

• Partners with senior leaders to conduct needsassessments andusespeopleanalytics to guide development and retention strategies.

• Designs,developsand manages a comprehensivesuiteof staff learning and development programsat all levels,from onboarding through leadership development.Overseesthe creation and delivery of targeted programs including foundational skills training, management essentials, inclusive leadership, and change management.

• Overseesemployee relations and labor relations, includingmanagementcoaching, conflict resolution, policy guidance, and disciplinary processes.Partners closely with Central HR, OGC, and Labor Relations on complex matters to foster a respectful,compliantand high-performing work environment

• RepresentsSIPAin union-related matters (Local 2110), working closely with Central HR and OGC to ensure compliance withUniversitypolicies and collective bargaining agreements.

Operations & Organizational Effectiveness:

• Partners with leadershiponorganizational design, staffing models, and change management initiatives to enhance structure and effectiveness.

• Ensuresconsistent application of University HR policies and compliance with federal/state labor laws and internal audit requirements.

• Overseesonboarding and offboarding, leaves administration, and policy interpretation to ensurean efficientand positive employee experience.

• Collaborates with theOffice of Academic Affairsto alignpeopleprocesses across faculty and staff systems.

• Supports Vice Dean of Administration in special projects, policy development, and long-term HR planning initiatives.

Financial & Data Management:

• Manages HR-related budgeting and collaborates with Finance on fiscal planning, workforce cost projections, and headcount analysis.
• Collaborates with Data Analytics todevelop andmaintainHRdashboards and reporting systems that provide insight into hiring, retention, engagement, learning & development, and compensation trends.Leverages data to assesseffectivenessof talent initiatives.

• Usesdata toidentifygaps, opportunities, and priorities across HR operations and strategic planning.

• Partners with HRISteams toensure data integrity and system optimization in support of HR analytics and compliance.

Minimum Qualification

• Bachelor's degreerequired;advanceddegree in Human Resources, Business Administration, or related field preferred.

• 8-10 years of progressively responsible HR leadership experience withdemonstratedsuccess across the HR spectrum.

• Deep understanding of HR disciplines including employee relations, recruitment, learning and development, compensation, and labor law compliance.Familiarity with collective bargaining environments and union relations.

• Strong interpersonal and communication skills; ability to partner, influence, and coach at all levels of the organization.

• Experience working in a complex, matrixed organization with diverse stakeholder needs.

• Exceptional judgment, emotional intelligence, and discretion when handling sensitive matters.

Preferred Qualifications

• Prior experience in higher education or a mission-driven organization.

• Demonstrated experience managing HR business unit budgets and financial planning.

• Familiarity with HR data analytics and reporting systems

Equal Opportunity Employer / Disability / Veteran


Columbia University is committed to the hiring of qualified local residents.