Senior Director, Human Resources

Job Type: Officer of Administration Regular/Temporary: Regular Hours Per Week: 35 Salary Range: $180,000 - $211,000 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 This role evaluates and advances the strategic optimization of HR processes in support of organizational goals through the analysis of key metrics and operational performance indicators. Utilizing a hands‑on, collaborative approach, the Senior Director contributes to the development and execution of HR strategies and the implementation of best practices across talent acquisition, employee and labor relations, professional development and engagement, compensation, and performance management within the VP&S Pod structure. The Senior Director oversees the effectiveness of the Human Resources request management and tracking system to ensure consistent, efficient workflow and service delivery. In partnership with departmental leadership and hiring managers within the Pod, the role drives continuous improvement through identification of inefficiencies and implementation of process enhancements. The ideal candidate is customer‑service oriented, solutions‑focused, and brings strong project management, analytical, and change leadership capabilities. The role requires collaboration with key stakeholders across VP&S and CUIMC to address challenges impacting efficiency, accuracy, and service quality. The core function of this position includes evaluation, development, and oversight of centralized Pod functions such as onboarding, offboarding, leave management, and visa administration. This position offers the opportunity to build, enhance, and standardize HR processes in a fast‑paced and evolving academic medical environment. Responsibilities HR Senior Leadership Provide senior‑level leadership across the full spectrum of human resources and faculty affairs functions within the Medicine Pod. Ensure workforce strategies, HR operations, and people initiatives align with VP&S goals and institutional priorities. Partner with clinical, operational, and finance leadership to assess workforce implications of business initiatives and design people strategies that support organizational effectiveness. HR Operations & Service Delivery Lead and oversee comprehensive HR services aligned with VP&S Human Resources strategy, including: Talent acquisition and onboarding Employee and labor relations Performance management Compensation administration Professional development and engagement Faculty affairs processes Ensure efficient and compliant HR operations, including personnel transactions, leaves of absence, benefits coordination, immigration processes, and employee records management. Develop, implement, and continuously improve HR procedures and service standards, aligned with VP&S HR strategy. Maintain HR reporting and workforce analytics, including turnover analysis, workforce trends, and HR pod operational metrics. Supervise and develop HR staff, including HR Directors, Associate Directors, Senior HR Managers and HR Generalists. Talent Management & Organizational Development Partner with leadership to design and implement recruitment and retention strategies, competency frameworks, career pathways, and succession planning initiatives. Oversee engagement and recognition programs that foster a positive and inclusive workplace culture. Conduct training needs assessments and lead development initiatives for supervisors, managers, faculty, and staff. Serve as a subject matter expert in HR best practices and organizational development Compensation & Workforce Planning Conduct compensation reviews and equity analyses in partnership with CUIMC HR and departmental leadership. Align workforce planning efforts with organizational priorities and budget considerations. Collaborate with New York-Presbyterian and other key stakeholders on joint workforce initiatives. Employee & Faculty Relations Provide strategic counsel to leadership on employee relations, conflict resolution, performance management, and workplace concerns. Conduct investigations in partnership with VP&S Sr. Directors and appropriate institutional offices to ensure fair, consistent, and compliant outcomes. Ensure adherence to local, state, and federal employment laws and University policies. Performance, Metrics & Continuous Improvement Align key performance indicators and implement HR‑related performance improvement initiatives. Identify operational gaps and inefficiencies; standardize and enhance HR processes and systems. Develop recommendations for Service Level Agreements (SLAs) for review by the Executive Director. Develop reports and dashboards within the HR request/ticketing system to ensure timely and accurate processing of requests Collaborate with clients and stakeholders to build departmental workforce profiles using metrics and analytics to achieve HR objectives. Incorporate feedback into continuous improvement initiatives to enhance efficiency, accuracy, and service delivery. Provide guidance to HR Directors within the Pod on development of job aids to ensure operational consistency and continuity. Change Management & Systems Oversight Lead workforce change management initiatives related to organizational transformation, including communication planning, leadership coaching, and employee engagement strategies. Collaborate with Senior HR Directors to establish process continuity and consistency across Pods where appropriate Review and evaluate electronic employee file systems in partnership with vendors; recommend improvements as needed. Support systems optimization and HR technology enhancements Additional Responsibilities Supervise and manage the responsibilities of Pod HR Directors, Managers and Generalists. Make strategic recommendations regarding HR staffing and operational structure. Participate in cross‑functional initiatives and institutional projects. Perform additional duties as assigned to support departmental and institutional goals. Minimum Qualifications Bachelor’s degree in Human Resources, Business Administration, or related field required. Minimum of seven (7) years of progressive human resources experience Demonstrated experience in workforce strategy, talent management, employee relations, and HR operations. Strong knowledge of employment law, compensation practices, and HR best practices. Proven ability to effectively partner with executive leadership. Strong analytical, communication, and organizational skills. Experience in a complex healthcare, academic medical center, or corporate environment preferred. Preferred Qualifications Ten (10) years of experience including at least five (5) years in a senior HR leadership or management role. Master’s degree in Human Resources or related field. SHRM‑SCP or equivalent professional certification. Experience using Visual Vault, excel, and PeopleSoft preferred. Applications received by Monday, August 31, 2026 will receive full consideration. Equal Opportunity Employer / Disability / Veteran Columbia University is committed to the hiring of qualified local residents. #J-18808-Ljbffr Columbia University