Military Spouse Connection Jobs

• Job Type: Officer of Administration
• Regular/Temporary: Regular
• Hours Per Week: 35
• Salary Range: $145,000 - $168,700

Position Summary

Columbia University Libraries is a globally-recognized academic research library, serving one of the world's most important centers of research and learning. The Libraries build, sustain, and make discoverable collections that transcend traditional boundaries of format and domain, keeping pace with a dynamic and rapidly evolving information environment and creating unique opportunities for users to encounter global thought. As vital partners in the University's research and learning ecosystem, the Libraries connects users with rich and distinctive collections, foster meaningful learning experiences, and provide innovative research support for a large, diverse user population.

Reporting to the Vice Provost and University Librarian, the Director manages the activities of the University Libraries' Human Resources Department and oversees the development and ongoing management of a robust and sustainable human resources function across the Libraries organization. The Director leads a comprehensive HR strategy and specific tactics around hiring, change management, diversity and inclusion, employee engagement and development, compensation, performance management, and interpretation of and compliance with HR and Provost policies, procedures, and practices. The incumbent is a member of the Libraries' senior leadership team and partners with senior managers in the development and implementation of HR strategic initiatives to ensure that the supported organizations are equipped with the positions, staff, and skill sets required to advance their mission. Overseeing talent acquisition, compensation, diversity and inclusion initiatives, labor and employee relations, training and staff development, and staff recognition programs, the Director develops and administers HR policies and procedures for continuous improvement of internal operations and delivery of services.

Responsibilities

• Serve as a thought leader and advocate for organizational development, driving a program that communicates the organization's values and goals. Partner with the leadership team to provide proactive direction and effective communication, delivery, and administration of HR programs and policies. Lead a comprehensive HR strategy and develop specific tactics around strategic hiring, change management, diversity and inclusion, employee engagement and development, compensation, and performance management. Work with leadership and within committees of leaders and staff to define, communicate, and nurture the organization's work culture, collect continuous feedback from employees on their level of alignment and engagement, and seek ways to make working at the Libraries meaningful and rewarding for all staff members.
• Develop, roll out, and manage a comprehensive onboarding program for officers and staff. Oversee recruitment and hiring activities for the Libraries' 204 non-union staff, 122 bargaining unit staff, and 200 student casual employees across 17 libraries, and 3 campuses, as well as 44 professional staff members in the Center for Teaching and Learning. Analyze staffing requirements and collaborate with managers to determine the appropriate level and type of staff needed. Work with hiring managers and search committee chairs to ensure sufficiently diverse candidate pools are developed for all searches.
• Oversee department operations and develop, lead, and mentor a team of four professional and support staff members; ensure team members are meeting defined deliverables by proactively managing and providing clear, timely, and University-compliant solutions to various administrative and HR-related matters; coach team in resolving various levels of complex problems. Improve existing systems and processes to support effective recruitment, onboarding, and retention. Direct recruiting and retention efforts to ensure they comply with University policies.
• Direct the performance evaluation and salary increase processes for all non-union staff ensuring internal consistency and conformity with University performance management processes. Advise managers on performance criteria, skills assessment, performance improvement plans, and other processes to promote individual and unit effectiveness.
• Participate in University contract negotiations with local 1199 and 2110 and ensure that the Library's supervisory guidelines are in alignment with University policy and collective bargaining unit agreements. Serve as primary contact for all staff and labor relations issues; manage labor relations functions including oversight of disciplinary cases and union grievances. Represent the Libraries in third step grievances and arbitration hearings. Counsel managers, supervisors, and staff regarding employment-related policies, procedures, and regulations; analyze operational problems; develop and recommend solutions.
• Manage the position classification process and System of Professional Ranks for Officers of the Libraries. Manage the position classification system for 1199 employees and serve as liaison to University HR regarding Officers of Administration and 2110 position classification.
• Develop strategies for recognizing staff achievements and increasing staff engagement. With leadership and staff, identify and implement staff training, professional development opportunities, and upward mobility activities.
• Ensure compliance with federal, state, local, and University regulations and guidelines by staying abreast of general best practice HR policies and laws; oversee flexible work request process; manage all HR records, including employee files, performance evaluations, and job descriptions; respond to staff inquiries regarding salary, benefits, policies, etc. Establish effective mechanisms to receive and act on staff feedback; maintain discretion and professionalism while working with highly confidential and sensitive information.
• Manage special projects affecting Library operations. Oversee collection, management, and analysis of HR data.

Minimum Qualifications

• Bachelor's degree and a minimum of 7 years of progressively responsible HR experience.
• Demonstrated ability to anticipate organizational needs broadly and identify ways to address them effectively.
• Demonstrated experience building and using data to inform decision-making.
• Demonstrated commitment to professional growth through continuing education in the field of human resources management.
• Leadership skills include the ability to effectively influence stakeholders at all levels and serve as a thought partner for senior management.
• Commitment to building a diverse and inclusive community in the workplace.
• Excellent interpersonal and communication skills.
• Ability to build learning pathways and coach employees on career development opportunities.
• Strong team building and supervisory skills, with particular focus on mentoring managers in performance management and effective leadership.
• Analytical approach to problem-solving, and ability to efficiently manage multiple projects and deadlines.
• Proficiency in MS Office and Google Workspace.

Preferred Qualifications

• Experience in Higher Education and having supported a unionized workforce.
• SHRM/HRCI certification desirable.