Associate Director, Human Resources

Department
 

Harris School Human Resources

About the Department
 

Why policy? For a better world. Why Harris Public Policy? Because when it comes to better policymaking, evidence matters. We work at the frontiers of data collection and analysis, using the latest technology and social science methods to design policies that work for society. We conduct rigorous inquiry in an environment of innovation and risk taking, fearlessly questioning the status quo. We collaborate across the private, public, and nonprofit sectors, adopting new methodologies to drive better solutions. We engage with our city, our world, and our leaders every day to evaluate and test our ideas. And we lead with our passion for driving social change, knowing that passion alone does not equal impact. With passion and precision, we figure out what’s best for society—and get it done. This is Harris Public Policy: Social impact, down to a science.

Job Summary
 

If you are passionate about HR and eager to contribute to a high-performance culture, apply today to join our team at Chicago Harris. Together, we can drive innovation and excellence in human resources. This pivotal role offers the chance to shape the HR landscape, drive strategic initiatives, and enhance the overall employee experience. As the principal advisor to the Senior Director of HR, you will lead crucial projects, oversee staff engagement, manage HR data, develop professional development programs, and create impactful rewards and recognition events. Chicago Harris HR aims to foster a high-performance culture in a fast-paced, service-oriented environment. The successful candidate will play a key role in shaping and communicating policies and initiatives that directly affect our diverse and talented workforce. In our collaborative environment, you will work alongside dedicated professionals committed to excellence and innovation.

Responsibilities

• Develop and execute a talent acquisition framework that ensures a positive candidate experience.

• Innovate and implement effective recruiting tools and sourcing strategies.

• Lead the full cycle recruitment process, from job postings to offer letters.

• Manage onboarding processes to ensure smooth transitions for new hires.

• Oversee HR processes in Workday and other systems, ensuring accuracy and compliance.

• Document and streamline HR workflows, including payroll processing and account management.

• Collaborate with the Finance team to review and rectify payroll discrepancies.

• Leads unit annual Gallup survey, data collection, communication, data analysis, and implementation plans.

• Act as a key contributor to unit, providing integrated analysis and strategic advice.

• Drive decision-making processes by preparing solutions for potential HR issues.

• Conduct thorough research and data analysis to inform HR strategies.

• Develop strategies to manage organizational changes effectively, ensuring smooth transitions and minimal disruptions.

• Create and manage rewards and recognition programs and events.

• Leads Professional Development Projects, developing policy language, approving training and reconciling budgets and expenses. Assists staff with identifying and developing training opportunities.

• Manages Workday Performance Management implementation and communication.

• Support diversity and inclusion initiatives at Harris and University-wide.

• Manages HR newsletter to improve engagement and change management.

• Identify and address skills gaps through targeted professional development programs.

• Leads cross departmental committees.

• Manages employee leave process by conveying timelines and benefit information for impacted staff on parental and other leaves.

• Manages part-time team members.

• Guides staff hiring processes, including developing job descriptions, interviewing and reference checking, handling employment offers, and conducting orientation. Develops templates and drafts routine offer letters. Maintains appropriate human resources data and records, solving a range of problems using best practices.

• Counsels employees on benefits and compensation. Coordinates with managers and senior colleagues to determine employee compensation. Analyzes data and prepares charts, graphs, and trend lines for management review with a minimal level of guidance.

• Performs other related work as needed.

Minimum Qualifications
 

Education:

Minimum requirements include a college or university degree in related field.

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Work Experience:

Minimum requirements i