Assistant HR Director

Assistant Human Resources Director

The Opportunity

The Assistant Director of HR will partner with the Assistant Dean of HR in a broad range of human resource functions including leading departmental operations, managing talent acquisition, overseeing employee relations, ensuring labor law compliance and compensation. They act as a strategic partner in developing workplace culture and directs daily administrative functions

The Assistant Director will work closely with the Assistant Dean of Human Resources and leadership to implement HR strategies and practices that align with university policies and support the unit’s goals for workforce effectiveness, inclusion, and operational excellence.

The role requires a strong understanding of HR fundamentals, the ability to interpret and apply university policies, and a commitment to fostering a positive and inclusive workplace culture. The Assistant Director will serve as a trusted advisor to managers and staff, offering guidance on HR matters and helping to resolve issues with professionalism and discretion.

In this role, the Assistant Director may supervise HR and other staff and will collaborate closely with central HR offices to ensure consistent application of policies and procedures. The Assistant Director will also support organizational development efforts, identify training needs, and contribute to initiatives that enhance employee engagement and operational efficiency.

This position plays a key role in supporting the success of all staff, promoting equity and inclusion, and ensuring compliance with institutional and regulatory requirements. The Assistant Director must be a proactive problem-solver, a strong communicator, and a collaborative partner who can balance operational responsibilities with strategic insight.

About the College of Arts and Sciences

Cornell University’s College of Arts and Sciences is a vibrant intellectual community of approximately 4,600 undergraduates, 1,400 graduate students, 640 faculty members and 280 staff members that embodies Ezra Cornell’s founding principle, “where any person can find instruction in any study.” As the university’s largest and most diverse academic unit, the College offers a rigorous liberal arts and sciences education across 28 departments and more than 25 programs, institutes and centers. Faculty teach more than half of all courses taught at Cornell while also engaging in curiosity-driven research, scholarship and creative works. They challenge students and colleagues to think critically and analytically, communicate effectively, and approach complex problems creatively and collaboratively.

Rooted in Cornell’s founding mission to do “the greatest good,” the College of Arts and Sciences is renewing that commitment by building a college focused on the public good—one that shares knowledge widely, addresses pressing societal challenges, and prepares graduates to be free and thoughtful citizens. The REACH strategic framework focuses on five interconnected priorities: 1) Research Excellence, 2) Educational Excellence, 3) Accessibility, 4) Contributions to American Society, and 5) Human Flourishing.

Success Factors

• Sound Judgment and Composure: Remains calm under pressure and exercises excellent judgment and decision-making. Confidently handles HR matters within their authority, recognizes when consultation or escalation is appropriate, and approaches sensitive situations with discretion, confidentiality, and a balanced perspective.
• Big-Picture, Strategic Thinking: Sees beyond the immediate issue to understand the broader landscape within the College and across the University. Asks thoughtful questions, identifies patterns, and brings flexible, creative thinking to staffing, organizational design, employee relations, and workforce challenges.
• Trusted and Collaborative Partnership: Builds credibility as a trusted HR partner through open-mindedness, respect, empathy, and strong relationships. Works collaboratively with managers, staff, College leadership, and central HR partners to find solutions that balance employee needs, organizational priorities, policies, and available resources.
• Leadership, Coaching, and Organizational Insight: Leads and develops others with patience, kindness, clarity, and accountability. Uses broad HR expertise, organizational knowledge, and data to coach managers, anticipate needs, identify opportunities for improvement, and translate insights into thoughtful recommendations and action.

What We Need

• A cover letter and resume outlining your interest and how your experience and goals align with the potential for mutual success in the role are required for consideration.
• Bachelor's degree in relevant discipline with a minimum of 5-7 years related experience as a human resource professional, or equivalent combination of education and experience focusing on talent retention, development and mobility, organizational development and design, employee relations, and workforce planning.
• Understanding of HR policies, best practices and procedures that drive and support proactive talent planning and retention.
• Demonstrated success in building relationships and a willingness to work collaboratively, both internally as a team member and across a highly diverse set of college and units.
• Ability to maintain ethical and confidential workplace practices.
• Technical Experience: Demonstrated advanced skills and experience with office productivity software including Microsoft office suite and Workday.
• Experience utilizing software to perform analysis, including pivot tables, merging files, producing graphs from multiple data sources.
• Demonstrated experience creating key metrics and developing well-informed reports.

If you have all those things, great! We have a few more things that we would prefer you to have, but it’s ok if you don’t.

• Experience in higher education, especially at Cornell University preferred; knowledge of mission, goals, and objectives.
• SHRM certified (SPHR, SCP, PHR, CP). Additional education or advanced experience in the field of human resources, organizational design, talent management and retention, or employee advocacy.
• Previous experience with employee relations, working in a union or collective bargaining environment, or experience assisting.
• Demonstrated ability to navigate a highly complex organizational structure.

Rewards and Benefits

• This position is eligible for a hybrid work arrangement. Employees typically perform this role remotely 1 day per week and on-campus 4 days per week. The university reserves the right to modify, suspend, revoke or terminate the hybrid work arrangement at any time.
   

Cornell receives national recognition as an award-winning workplace for our health, wellbeing, and sustainability.

• Our benefits programs include comprehensive health care options, generous retirement contributions, access to wellness programs, and employee discounts with local and national retail brands. We invite you to follow this link to get more information about our benefits: Understand Your Benefits | Working at Cornell.

• Our leave provisions include health and personal leave, three weeks of vacation and 13 holidays: Martin Luther King, Jr. Day, Memorial Day, Juneteenth, Independence Day, Labor Day, Thanksgiving and the day after, and an end of the year winter break from December 25-January 1. To offer greater flexibility for observing faiths and traditions we also offer two additional floating holidays. Learn more about our generous leave provisions: Holiday and Accrued Time Off | Working at Cornell

• Cornell's impressive educational benefits include tuition-free Extramural Study and Employee Degree Program, tuition aid for external education, and Cornell Children's Tuition Assistance Program. Learn more about our extensive educational benefits: Education Benefits | Working at Cornell

• Follow this link to learn more about the Total Rewards of Working at Cornell: Total Rewards | Working at Cornell.

Visa sponsorship is not available for this position.

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Non-Union Positions

Noted pay ranges reflect the potential pay opportunity for each job profile. The hiring rate of pay for the successful candidate will be determined considering the following criteria:

• Prior relevant work or industry experience

• Education level to the extent education is relevant to the position

• Unique applicable skills

• Academic Discipline

To learn more about Cornell’s non-union staff job titles and pay ranges, see Career Navigator.

Union Positions

The hiring rate of pay for the successful candidate will be determined in accordance with the rates in the respective collective bargaining agreement. To learn more about Cornell’s union wages, see Union Pay Rates.

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Cornell welcomes students, faculty, and staff with diverse backgrounds from across the globe to pursue world-class education and career opportunities, to further the founding principle of “... any person ... any study.” No person shall be denied employment on the basis of any legally protected status or subjected to prohibited discrimination involving, but not limited to, such factors as race, ethnic or national origin, citizenship and immigration status, color, sex, pregnancy or pregnancy-related conditions, age, creed, religion, actual or perceived disability (including persons associated with such a person), arrest and/or conviction record, military or veteran status, sexual orientation, gender expression and/or identity, an individual’s genetic information, domestic violence victim status, familial status, marital status, or any other characteristic protected by applicable federal, state, or local law.

Cornell University embraces diversity in its workforce and seeks job candidates who will contribute to a climate that supports students, faculty, and staff of all identities and backgrounds. We hire based on merit, and encourage people from historically underrepresented and/or marginalized identities to apply. Consistent with federal law, Cornell engages in affirmative action in employment for qualified protected veterans as defined in the Vietnam Era Veterans’ Readjustment Assistance Act (VEVRAA) and qualified individuals with disabilities under Section 503 of the Rehabilitation Act. We also recognize a lawful preference in employment practices for Native Americans living on or near Indian reservations in accordance with applicable law.