Human Resources Director Jobs

About The Position

Requirements

• Knowledge equivalent to completing a four-year college degree program in Human Resources Administration or a related field, or an equivalent combination of education and experience.
• Three to five years of related and progressively more responsible or expansive work experience in records management, project management, designing, developing, and implementing systems, and working with mainframe and personal-computer-based systems and software, employment law, and record-retention regulations.
• Proven success providing strategic leadership for complex, multifunctional HR, shared-services, or customer-service operations through managers and supervisors.
• Ability to translate a director’s strategy and priorities into daily business direction, operational plans, service standards, performance measures, and accountable execution across multiple teams.
• Business acumen and sufficient knowledge of employment services and HR technology to oversee operations, assess risk, make informed decisions within delegated authority, and evaluate recommendations from functional and technical experts.
• Demonstrated ability to lead operational improvements and change initiatives, prioritize work within established unit direction, and guide teams through process, technology, policy, and service-model transformation.
• Sound senior-level judgment, analytical capability, and influential communication skills; ability to direct daily operations, navigate complex employment matters, align stakeholders, and appropriately elevate strategic or high-risk matters to the Director.

Nice To Haves

• Experience working effectively in a highly unionized environment, including applying collective bargaining agreements and navigating employment processes within represented workforces.
• Proven ability to lead process improvement, automation, or service optimization efforts that enhance efficiency, accuracy, and customer experience.
• Experience applying judgment to resolve complex employment issues and interpret policies within a large, decentralized, or higher-education organization.
• Experience with HR employment systems, such as applicant tracking systems and enterprise HRIS, including system enhancements or implementations.
• Strong leadership, analytical, and collaboration skills, including the ability to use data to inform decisions and work effectively with cross-functional stakeholders.

Responsibilities

• Lead, align, and develop managers and supervisors across multiple functional teams, communicating the Director’s priorities, clarifying decision rights, strengthening accountability, and building a collaborative, customer-focused leadership culture.
• Provide ongoing oversight and daily business direction for employment operations, including academic appointments, support staff hiring and separations, temporary, on-call, and student employment, and centralized HR customer service.
• Translate the Director’s priorities into coordinated operational plans and execution across employment functions.
• Direct daily business operations through service standards, performance expectations, escalation frameworks, and cross-functional operating practices that support consistent, accurate, and timely resolution of employment needs.
• Provide ongoing business oversight for the PageUp applicant tracking system and employment-related functions within the university’s enterprise business system (EBS).
• Lead process improvement, automation, system enhancement, and service optimization initiatives within the Director’s overall direction; establish priorities, remove barriers, manage organizational impacts, and ensure intended outcomes are achieved.
• Oversee employment data integrity, records management, controls, and compliance; use management reporting and assurance from functional leaders to identify risk, direct corrective action, and inform the Director.
• Provide senior operational judgment and direction for complex or sensitive employment matters, engaging managers and subject-matter experts to develop options and recommendations.
• Represent the Director and make delegated decisions in the Director’s absence.
• Build partnerships with HR leaders and university stakeholders to guide system upgrades, policy implementation, workforce initiatives, and service changes.
• Represent the division on university committees, working groups, and cross-institutional initiatives to advance HR innovation, shared-service maturity, and institutional priorities.