Salary: See Position Description
Location : Ramapo College, Main Campus - Mahwah NJ
Job Type: Full-Time
Job Number:
Core: Operational Integration Core
Department: People Operations & Employee Resources
Opening Date: 07/01/2026
FLSA: Exempt
Bargaining Unit: MN

Description
POSITION TYPE/EXPECTED HOURS OF WORK:
This is a full-time, managerial position, and days of work and hours are Monday through Friday, 8:30 a.m. to 4:30 pm. Note: This position is in the "NL" category of employment (non-fixed work week) and individuals in this role have no claim or entitlement to time off or cash compensation for hours worked beyond their normal schedule. Occasional evening and weekend work may be required as job duties demand. Compensatory time will not be granted for work done as an extension of the regular workday. It is the policy of the College to grant hour-for-hour compensatory time off, with advance approval, only when employees are required to work on a holiday. Time earned must be used within one fiscal year from the time it is earned.

Compensation:
Manager - Director 1, D32
$165,000-$185,000

JOB SUMMARY
Reporting to the Vice President for People Operations and Employee Resources (POER), this position serves as a senior leader within POER and acts on behalf of the Vice President as appropriate. This role provides operational oversight and day-to-day direction for the People Operations team, ensuring the effective delivery of human resources programs and services across the College.
This position provides expert guidance on a broad range of human resources matters, including compensation & classification, talent management, employee relations, organizational effectiveness, policy development, compliance, and workforce planning. The role partners with campus leaders to align people strategies with institutional priorities while fostering a culture of collaboration, engagement, and continuous improvement. In the absence of the Vice President, this position serves as the primary leader for the People Operations function, ensuring continuity of leadership and decision-making.
Examples of Duties
Essential Duties and Responsibilities

Classification, Compensation & Organizational Design

• Lead the College's classification and compensation programs, ensuring internal equity, external competitiveness, compliance with Civil Service regulations, collective bargaining agreements, and institutional policies.
• Conduct complex classification analyses, compensation reviews, market studies, and organizational assessments.
• Partner with divisional leadership to evaluate organizational structures, workforce needs, reporting relationships, and position design.
• Develop compensation recommendations for new positions, reorganizations, reclassifications, promotional opportunities, equity adjustments, and special compensation requests.
• Monitor compensation trends, salary structures, and labor market data to support strategic workforce planning.
• Develop and maintain classification standards, compensation guidelines, and related policies and procedures.
• Provide expert consultation to leadership on compensation philosophy, workforce planning, and organizational effectiveness.

Strategic Human Resources Partnership

• Serve as a strategic advisor to the Vice President of POER on a broad range of human resources matters, including POER operations, reorganization, workforce planning, employee performance, policy interpretation, talent management, and organizational effectiveness.
• Partner with managers to resolve complex employee relations issues while balancing operational needs, institutional priorities, and legal compliance.
• Consult on performance management, disciplinary actions, organizational restructures, workforce planning, and change management initiatives.
• Support leadership through complex organizational challenges by recommending practical, equitable, and legally compliant solutions.
• Foster collaborative relationships across all divisions to strengthen employee engagement and organizational effectiveness, and employee wellness.

Classification, Labor & Employee Relations

• Collaborate with the Vice President of POER in administering collective bargaining agreements and interpreting labor contract provisions related to classification, compensation, organizational changes, and employment practices.
• Provide guidance regarding Civil Service regulations, College policies, and applicable employment laws.
• Participate in grievance preparation, disciplinary matters, investigations, and labor-management discussions as assigned.
• Partner with the Vice President of POER, the General Counsel, and external agencies on employment-related matters when appropriate.

Strategy

• Provide cross-functional support for People Operations projects that improve operational efficiencies and effectiveness, employee experience, and service delivery.
• Identify opportunities to streamline HR processes through technology, automation, and continuous improvement initiatives.
• Partner with the POER team to implement improvement initiatives across the Core.
• Develop and maintain policies, procedures, and documentation that support consistent and effective HR practices.

Leadership & Department Operations

• Represent the department on institutional committees, strategic initiatives, and cross-functional projects.

• Assume responsibilities for departmental operations and ensure follow-up and implementation of projects.

Compliance & Risk Management

• Ensure compliance with federal and state employment laws, Civil Service regulations, collective bargaining agreements, and institutional policies.
• Assist with employment-related investigations, audits, reporting requirements, and legal matters.
• Support institutional emergency planning and continuity initiatives related to workforce operations.
• Maintain confidentiality and exercise sound judgment in handling highly sensitive information

Other Duties as assigned.
Qualifications
Minimum Qualifications

Education

Bachelor's degree in Human Resources, Business Administration, Public Administration, Organizational Development, or a related field required.

Master's degree and/or professional HR certification (SHRM-SCP, SPHR, CCP, CEBS, or related credential) preferred.

Experience

• Minimum of ten (10) years of progressively responsible professional human resources experience.
• Significant experience in classification, compensation, organizational design, and workforce planning and labor relations required.
• Experience serving as a Senior HR Business Partner and providing strategic HR direction to lower-level HR staff.
• Experience in a unionized environment interpreting collective bargaining agreements and Civil Service regulations preferred.
• Experience leading complex organizational change initiatives, compensation studies, and cross-functional HR projects.
• Higher education and/or public sector human resources experience strongly preferred.

Knowledge, Skills & Abilities

• Extensive knowledge of classification and compensation principles, job evaluation methodologies, salary administration, and market analysis.
• Strong understanding of organizational design, workforce planning, and change management.
• Broad knowledge of human resources best practices across employee relations, labor relations, talent acquisition, learning and development, HRIS, payroll, benefits, and performance management.
• Strong analytical skills with the ability to evaluate complex organizational and compensation issues using quantitative and qualitative data.
• Demonstrated ability in executing projects from inception to completion.
• Demonstrated ability to influence, advise, and build credibility with leadership across the organization.
• Excellent judgment, diplomacy, and conflict resolution skills.
• Outstanding written, verbal, presentation, and interpersonal communication skills.
• Demonstrated ability to manage multiple priorities and lead complex projects simultaneously.
• Advanced proficiency in Microsoft Office Suite, particularly Excel.
• Experience with Banner HR, Ellucian, or similar enterprise HRIS systems preferred.

Supplemental Information

Ramapo offers a comprehensive benefits package through the State of New Jersey to full-time employees including health care, dental, prescription drug plans, retirement, pension, deferred compensation plans, flexible spending accounts, life insurance, holidays, vacation, and sick leave.

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01

Do you have a minimum of a Bachelor's Degree and at least 10 years of progressively responsible professional human resources experience?

• yes
• no

02

Do you have significant experience in classification, compensation, organizational design, and workforce planning?

• yes
• no

Required Question