Executive Director, Human Resources (HR) Operations

Number of Vacancies: 1



Area of Consideration: Open To The Public 



Position Status: Full-Time, Regular



Pay Plan, Series & Grade: DS0058/2A



Salary Range: $134,333.24 - $141,854.08



Closing Date: Open Until Filled



Location: 4200 Connecticut Ave NW, Washington, DC 20008



Brief Description of Duties

The Executive Director of HR Operations provides strategic leadership and operational governance for the University’s human resources infrastructure, overseeing compensation strategy, classification and job architecture, benefits administration, talent acquisition and retention strategies, and HRIS & payroll systems modernization for optimizing operational service delivery.


Reporting to the Vice President for Human Resources, the Executive Director HR Operations will serve as the #2 for the UDC Office of Human Resources. This executive role is accountable for the design, execution, and continuous improvement of scalable HR frameworks that ensure equity, compliance, risk mitigation, fiscal responsibility, recognition and engagement, and service excellence across the institution. The Executive Director supports the VPHR in providing strategic leadership and direction for several functional areas of Human Resources (HR), including compensation, benefits, talent acquisition, HRIS & payroll as well as the engagement to support the recruitment, retention, and motivation of a highly qualified and engaged workforce. This role is a key advisor to the VPHR and senior leadership in aligning HR strategies with the organization's short and long-term objectives.


This critical role directs a multidisciplinary HR operations team and external partners, including classification and compensation consultants, Memorandum Of Understanding (MOU's), working with members of DCHR and OPRS, and District benefits administration partner. The Executive Director ensures cohesive integration of recruitment, retention, onboarding and offboarding, compensation governance, HRIS data analysis, assist in completing internal and external audits, payroll system improvements for timely and accurate pay administration, workforce analytics and planning, creation and implementation of policies/procedures/guidelines/ SOPs, and modernization initiatives in alignment with the University’s 2024–2029 Strategic Plan and Service Excellence standards.


The incumbent serves as a senior operational advisor to HR and University leadership, translating institutional priorities into structured HR systems, policy frameworks, and measurable outcomes.



Position Responsibilities
Enterprise HR Operations & Talent Acquisition Leadership – 20%
-Provides strategic oversight of HR operations and full-cycle recruitment functions, ensuring consistent service delivery, compliance, and operational efficiency across all divisions.
-Leads and develops HR professional staff, including recruitment, classification, compensation, and operational personnel. Establishes performance standards, accountability structures, and succession planning within the unit.
-Ensures onboarding and offboarding processes are standardized, compliant, and aligned with institutional branding and employee experience goals.


Compensation Strategy & Classification Governance – 20%
-Oversees the University's compensation structures, salary administration guidelines, and job architecture framework. Directs market benchmarking, pay equity analysis, and classification methodologies to ensure internal consistency and external competitiveness.
-Manages external classification and compensation consultants engaged in institutional modernization and job architecture projects. Provides executive-level recommendations to the VP regarding salary actions, reclassifications, and compensation risk mitigation.


HRIS & Payroll Administration - 15%
- Assist and oversee HRIS and payroll administration and risk mitigation by working with the HRIS & Payroll Manager 
- Create a business relationship with DCHR, OPRS and other applicable District partners to rslove concerns in a timley and effective manner
- Work with the HRIS & Payroll team to complete internal and external audits


Benefits Administration Oversight & Vendor Governance – 10%
-Provides operational oversight of benefits administration processes, ensuring coordination with District partners.
-Supervises internal benefits administration support and ensures compliance with regulatory requirements, enrollment timelines, and employee communications. Monitors vendor performance and service-level agreements to ensure responsive and accurate benefits delivery.


HR Modernization, Policy & Systems Strategy – 20%
-Leads enterprise-wide HR process modernization initiatives, including workflow redesign, SOP development, digital automation, and system optimization.
-Ensures HR policies and procedures are current, compliant, clearly documented, and aligned with institutional standards and brand guidelines. Oversees maintenance of HR digital platforms and employee-facing resources.


Workforce Analytics & Strategic Decision Support – 10%
-Establishes HR metrics dashboards and reporting frameworks to support workforce planning, recruitment forecasting, compensation modeling, and operational performance measurement.
-Provides data-driven insights to the VP and executive leadership to inform strategic staffing and budget decisions.


Institutional Collaboration & Executive Advisement – 5%
-Patners with University leadership, Finance, and Academic Affairs to align workforce structure, compensation practices, and recruitment strategy with institutional priorities.
-Represents HR Operations in cross-functional planning initiatives and enterprise modernization efforts.


Budget, Vendor & Operational Resource Management – 5%
-Oversees HR operational budgeting, vendor contracts, and fiscal planning related to recruitment tools, consultants, events, and service providers. Ensures responsible stewardship of resources and alignment with institutional financial controls.
-Provides oversight of operational logistics, audit support, ethics reporting coordination, and compliance documentation.

Required qualifications

• Master’s degree in Human Resources, Business Administration, Public Administration, or related field, or 10+ years of equivalent professional experience.
• Minimum of seven (7) years of progressively responsible experience in human resources, with demonstrated expertise in compensation administration, job classification, recruitment or HR operations.
• Experience in a leadership role. 
• Experience supervising professional staff and/or student employees.
• Strong knowledge of compensation and classification practices, including job analysis, pay equity, and benchmarking.
• Demonstrated ability to develop and implement HR policies, procedures, and process improvements.
• Proficiency with HRIS, payroll systems, and Microsoft Office applications.
• Excellent organizational, analytical, and problem-solving skills with strong attention to detail.
• Strong written and verbal communication skills with the ability to work collaboratively across diverse stakeholder groups.
• Ability to maintain confidentiality, discretion, and ethical standards.

Preferred qualifications

• Experience in higher education or public-sector HR operations.
• Treats others with courtesy, respect, and dignity in the workplace. Promotes cooperation through open and honest communications and consideration of others ideas, thoughts, and opinions.
• Professional certification such as SHRM-CP, SHRM-SCP, PHR, or SPHR.
• Demonstrated success in leading modernization efforts, including automation, digital tools, and process redesign.
• Experience with workforce planning, HR metrics, and data reporting to support evidence-based decision-making.
• Knowledge of federal and District of Columbia employment laws and regulations.
• Proficiency in project management, workflow automation, or HR information systems.

Information to Applicant

Collective Bargaining Unit (Union): This position is not part of the collective bargaining unit.



Employment Benefits: Selectee will be eligible for health and life insurance, annual (vacation) and sick leave and will be covered under the University of the District of Columbia' s retirement plan (TIAA).



Equal Opportunity Employer: The District of Columbia Government is an Equal Opportunity Employer. All qualified candidates will receive consideration without regard to race, color, religion, national origin, sex, age, marital status, personal appearance, sexual orientation, family responsibilities, matriculation, physical handicap, or political affiliation.



Notice of Non-Discrimination: In accordance with the D.C. Human Rights Act of 1977, as amended, D.C. Official Code, Section 2-1401.01 et. seq., (Act) the University of the District of Columbia does not discriminate on the basis of actual or perceived actual race, color, religion, national origin, sex, age, disability, sexual orientation, gender identity or expression, family responsibilities, matriculation, political affiliation, marital status, personal appearance, genetic information, familial status, source of income, status as a victim of an intrafamily offense, place of residence or business, or status as a covered veteran, as provided for and to the extent required by District and Federal statutes and regulations. Sexual harassment is a form of sex discrimination which is also prohibited by the Act. In addition, harassment based on any of the above protected categories is prohibited by the Act. Discrimination in violation of the Act will not be tolerated. Violators will be subject to disciplinary action.



Veterans Preference:  Applicants claiming veterans preference must submit official proof at the time of application.



Visa Sponsorship: At this time, the University of the District of Columbia does not provide sponsorship for visas (e.g. H-1B). This position is also ineligible for Optional Practical Training (OPT).



Residency Preference: A person applying for a position who is a bona fide District resident at the time of application for the position, may be awarded a 10-point residency preference over non-District applicants, unless the person declines the preference points. If selected, the person shall be required to present no less than 8 proofs of bona fide District residency on or before the effective date of the appointment and maintain such residency for 7 consecutive years from the effective date of the appointment. Failure to maintain bona fide District residency for the 7-year period will result in forfeiture of employment.

Drug-Free Workplace: Pursuant to the requirements of the Drug-Free Workplace Act of 1988, the individual selected to fill this position will, as a condition of employment, be required to notify his/her immediate supervisor, in writing, not later than five (5) days after conviction of any criminal drug statute occurring in the workplace.



Background Investigation: Employment with the University of the District of Columbia is contingent upon a satisfactory background investigation. The determination of a "satisfactory background investigation" is made at the sole discretion of the University of the District of Columbia. The University may refuse to hire a finalist, rescind an offer of employment to a finalist or review and may terminate the employment of a current employee based on the results of a background investigation.



Disposition of Resume: Resumes received outside the area of consideration and/or after the closing date will not be given consideration. You must resubmit your resume to receive consideration for any subsequent advertised position vacancies. For the purpose of employment, resumes are not considered job applications. Therefore, if selected for employment a UDC application will be required.



Job Offers: Official Job Offers are made by the University of the District of Columbia, Office of Human Resources only.

Contact Information: All inquiries related to employment and job applications should be directed to UDC Office of Human Resources at View phone number on click.appcast.io.

The University of the District of Columbia is an Equal Opportunity/Affirmative Action institution. Minorities, women, veterans and persons with disabilities are encouraged to apply. For a full version of the University’s EO Policy Statement, please visit: