Job DescriptionDescription:
The Director, People & Performance will partner with the Associate Vice President of Human Resources and the HR team to advance the school's Human Resources function. This role leads the People & Performance pillar-encompassing HR Operations, Employee Relations (ER), Talent Acquisition, Engagement, and Learning & Development-to cultivate strong people acquisition and development, a positive and safe workplace, and a consistent, high-quality employee experience.
Location: On-site, New York, NY; One remote day/week
The annual salary range for this role is $165,000-$180,000.
Role Responsibilities:1. Employee Relations & HR Partnering- Relationship Building: Develop strong, trusted relationships with colleagues across the entire school. Meet regularly with managers to proactively address employee-related issues, identify trends, and develop solutions.
- Management & Performance Coaching: Provide nuanced employee relations guidance tailored to the distinct cultural and policy environments of both administrative staff and academic faculty constituents. Advise, counsel, and coach managers on complex employee relations and performance management issues. Partner with leadership to develop performance improvement plans (PIPs) and manage the involuntary exit process compassionately and compliantly when necessary.
- Measurement & Insights: Analyze data from multiple sources (HCM-Oracle, employee surveys, exit interviews, etc.) to develop and implement continuous improvement in HR operations and measure the effectiveness of training programs to improve future learning initiatives. Share feedback constructively with managers and use data-driven insights to improve the work environment for current and future staff.
- Standards & Compliance: Establish and maintain modern ER standards, investigation protocols, and process-time targets. Utilize case management software for security and confidentiality of ER related information. Responsible for all Employee Handbook reviews and updates. Serve on the policy committee as requested by the AVP.
- Cross-Functional Collaboration: Coordinate closely with Legal, Community and Culture, and Non-Discrimination & Title IX departments to ensure a unified intake process and resolution of employee issues.
2. Labor Relations - Disciplinary & Grievance Procedures: Responsible for investigations, grievance processing for union employees, disciplinary actions, and separations.
- Labor & CBA Interpretation: Assist with Labor Relations as needed, working closely with organized staff and management on all labor-management and health and safety issues.
- In coordination with the AVP, interpret and advise managers and union employees on collective bargaining agreement contracts.
3. Strategic Talent Acquisition - Recruitment Strategy: Partner with school constituents and the People Operations & Engagement Manager to develop innovative recruitment strategies that meet institutional talent needs and ensure equitable sourcing methods and search committee protocols. Enhance employer branding and market open positions creatively to extend sourcing efforts beyond traditional channels.
4. Manager Capability, Performance, and Learning & Development - Performance Management: Coordinate the comprehensive performance management system and utilize data to inform professional learning and development strategy.
- Learning & Development: Partner with the AVP and People Operations & Engagement Manager to provide a comprehensive learning and development strategy that supports employee growth, skill enhancement, and leadership development at all levels.
- Manager Toolkit: Support the AVP in building 'learning-enabled' change management plans and communication toolkits to help managers and staff navigate institutional transformations and minimize operational friction.
- Policy Adoption: Ensure widespread institutional adoption and understanding of HR policies, job description standards, and performance management practices.
5. Employee Engagement & Team Leadership - Team Leadership: Support and supervise the HR Partner, People Operations & Engagement Manager, People Operations Coordinator, and the People Operations Assistant by fostering a team culture of collegiality, professionalism, and customer forward philosophy in HR operations.
- Service Excellence & Accessibility: Own and optimize the HR service commitment including standards of service, HR office hours and the team's institutional visibility cadence.
- Engagement Programs: Oversee employee engagement programs and events.
6. HRIS Management - Data Integrity: Partner with the Associate Director, Total Rewards to ensure all employee information in the HRIS system related to new hires, employment status, and the onboarding/offboarding of employees is accurate.
- Transaction Approvals: Responsible for reviewing and approving various HR and payroll transactions.
7. Project Management, Compliance & Risk Management - Strategic Decisions: In coordination with the AVP, proactively identify problems, developing options and recommendations to drive critical decisions. Review the mitigation of risks, resolution of issues, and management of resources to successfully meet project goals and deliverables.
- Financial Analysis: Work closely with the AVP of HR and People Operations & Engagement Manager on annual budgets, conducting cost analysis, and estimating expected costs for initiatives.
8. Other Duties - Special projects and other related duties as assigned.
Minimum Requirements:- Education: Bachelor's degree required.
- Experience: A minimum of 7-10+ years of progressive HR experience with a strong background in Employee Relations, HR partnering, and full-cycle talent acquisition.
- Required Subject Matter Knowledge:
- Core HR Generalist Expertise: Comprehensive knowledge of the end-to-end employee lifecycle, including workforce planning, onboarding, performance management, retention strategies, and offboarding.
- Employee Relations & Investigations: Advanced expertise in managing complex employee relations cases, conducting thorough, objective workplace investigations, and guiding disciplinary and grievance procedures.
- Employment Law & Compliance: Strong foundational knowledge of federal, state, and local employment laws, regulations, and institutional reporting requirements.
- Labor Relations & Contract Administration: Ability to advise managers on union contract compliance and maintain productive labor-management relationships.
- Leave & Benefit Administration: General familiarity with benefit programs and leave administration (such as FMLA, NYS/NYC Leave Laws) to advise employees as needed and coordinate effectively with benefits, total rewards, and legal partners.
- Core Skills & Attributes:
- Detail-oriented, with excellent communication, listening, interpersonal, and organizational skills.
- Proficiency in Microsoft Office (Word, Excel, PowerPoint, and Outlook) needed.
- Ability to maintain the highest degree of confidentiality and diplomacy at all times, having a high level of professionalism, flexibility, and a customer-service-driven mindset.
- Demonstrated ability to prioritize multiple assignments and responsibilities.
- Sound judgment, with an open and collaborative style that encourages teamwork and cooperation; serves as a strong role model and coach.
- Demonstrated ability to work with a wide range of constituencies (staff and faculty) with diplomacy and tact.
- Understanding of and commitment to the strategic mission of The Juilliard School.
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