Associate Director, Human Resources

Harvard University • Cambridge, MA

3d • Hybrid

About The Position

Reporting through Harvard Human Resource Consulting, the Associate Director is part of a team providing HR support to Harvard University’s Campus Services. The role serves as the primary HR business partner for a diverse portfolio of Campus Services units, ranging from professional and administrative teams to large operational and service groups. The Associate Director advises and coaches managers and employees, supports employee and labor relations, recruitment, compensation, learning and development, engagement, organizational change, and workplace improvements, and ensures compliance with University policies and applicable laws.

The position partners with unit leaders on performance management, organizational design and restructuring, talent development, career pathways, and change communications. It collaborates with the Center for Workplace Development, Campus Services’ Organizational Development Consultant, Talent Acquisition, compensation specialists, union representatives, the Office of Labor and Employee Relations, and other stakeholders. The Associate Director may serve as a subject matter expert or project lead, provide research and analytics, and participate in Campus Services-wide leadership and engagement initiatives.

This is a hybrid position, with an expectation of on-campus presence at least 2–3 days per week. Work schedules and locations are set by the department according to operational needs. When working away from a Harvard or Harvard-designated location, employees must work in a Harvard-registered state in compliance with University policy. Harvard is unable to provide visa sponsorship for this position.

Requirements

• Bachelor’s degree or equivalent work experience.
• At least 8 years of relevant HR experience.
• Knowledge of and experience with employee relations and performance management best practices.
• Experience supporting organizational design or restructuring initiatives from assessment through implementation.
• Experience facilitating groups and delivering training.
• Proficiency with Microsoft Office, HRIS applications, and HR analytics, including survey and people data.
• Working knowledge of Massachusetts and federal employment law.
• Ability to quickly learn Harvard’s decentralized structure and the culture of each local unit.
• Strong business acumen and understanding of the operations of supported units.
• Systems thinking, including the ability to understand how structure, roles, processes, and culture interact.
• Coaching and facilitation skills that build manager capability.
• Change leadership skills and ability to guide people through ambiguity and transition.
• Ability to engage, influence, and build trust with leaders, staff, and union representatives.
• Data-informed judgment and ability to turn people data into practical recommendations.
• Sound judgment and discretion in handling sensitive, confidential matters.
• Strong interpersonal, written, and verbal communication skills.

Nice To Haves

• Master’s degree in a related field.
• HRCI or SHRM certification.
• Experience implementing employee engagement and talent development initiatives.
• Multilingual ability.

Responsibilities

• Consult with clients on employee relations, recruitment, compensation, learning and development strategies, engagement initiatives, and workplace improvements.
• Provide expert advice and coaching to managers and employees.
• Collaborate with managers, faculty, staff, and bargaining unit representatives to understand business needs and address workplace issues strategically.
• Partner with leadership on organizational transformations, including defining HR goals and change-management and communications efforts.
• Lead change processes to promote a culture of productivity and engagement.
• Create and deliver HR programs, learning and development opportunities, initiatives, and offerings to a wide range of audiences.
• Identify efficiencies and recommend process and systems improvements.
• Provide research, data analytics, and reporting to inform decision-making.
• Serve as a subject matter expert or project lead and, as needed, collaborate with centralized HR functions.
• Ensure compliance with University HR policies, procedures, requirements, and applicable legal regulations.
• Coach managers on performance management, including feedback, documentation, and addressing underperformance.
• Advise managers on performance improvement plans and corrective action in accordance with University policy and applicable collective bargaining agreements.
• Analyze performance, engagement, and retention data to identify trends and recommend interventions.
• Partner with business unit leaders to assess organizational structures, roles, spans of control, and reporting relationships and recommend designs aligned with business strategy.
• Partner with the Center for Workplace Development and Campus Services’ Organizational Development Consultant on workforce engagement, talent development, and other organizational initiatives.
• Support reorganizations from assessment through implementation, including job design, staffing plans, impact analysis, and communications.
• Support managers in developing career pathways and growth opportunities for staff at all levels, including frontline and non-exempt employees.
• Partner with Talent Acquisition and the University compensation team to align job design, recruiting, and pay practices with organizational plans.
• Participate in Campus Services-wide initiatives, including serving on the extended leadership team and Engagement Council.
• Advise business unit managers on routine and complex employee and labor relations matters involving exempt and non-exempt union staff.
• Partner with managers, union business agents, outside counsel, and the Office of Labor and Employee Relations to respond to and resolve grievances, including arbitration when applicable.
• Serve as a Step 2 Hearing Officer for one or more collective bargaining agreements.
• Partner with the Office of Labor and Employee Relations to support compliance with collective bargaining agreements and advise managers on contract-governed practices.
• Serve as a Title IX Resource Coordinator under the University’s sexual and gender-based harassment policy and as a Local Designated Resource under its non-discrimination and anti-bullying policies.

Benefits

• Generous paid time off, including parental leave.
• Medical, dental, and vision insurance coverage starting on day one.
• Retirement plans with University contributions.
• Wellbeing and mental health resources.
• Support for families and caregivers.
• Professional development opportunities, including tuition assistance and reimbursement.
• Commuter benefits, discounts, and campus perks.

What This Job Offers

• Job Type: Full-time
• Career Level: Manager