Overview

Position Summary

As a highly valued member of ICAP’s Human Resources team, the Associate Human Resources Director will report to and work collaboratively with the Director, Human Resources to support and strategically partner with ICAP’s 170+ New York based employees.

The Associate Human Resources Director will collaborate with the Director, Human Resources to implement projects and initiatives as well as provide day-to-day guidance on HR-related matters including Columbia University and ICAP policies, full-cycle recruitment, on-boarding, employee relations, performance management. and compensation. The incumbent will also supervise the Human Resources Generalist and Global Human Resources Coordinator.

This position is subject to continued funding availability.

Subject to business needs, we may support flexible and hybrid work arrangements. Options will be discussed during the interview process.

Responsibilities

Recruitment and Onboarding (25%)

  • Manages the full-cycle recruitment effort for all exempt and nonexempt personnel, and temporary employees. Partners with hiring managers to evaluate and clarify organizational and human capital needs to determine specific position responsibilities and requirements to lead to appropriate candidate sourcing and ad placements; actively stays current on all postings until a qualified candidate has been selected, keeping manager abreast of progress or delays.
  • Serves as the primary point of contact with the Office of International Students and Scholars and provides timely support to candidates seeking US work authorization.
  • Processes appointments of Faculty and Postdoctoral Fellows by working closely with the MSPH and CUIMC Faculty Affairs office, Office of
  • Postdoctoral Affairs, corresponds with candidates to receive all relevant information, and drafts various required letters for the Dean’s signature.
  • Ensures that hiring managers comply with recruitment policies and procedures and builds their capacity in the effective use of the associated systems, tools, and processes.
  • Serves as the primary point of contact for faculty appointment requests.

Compensation and Payroll (25%)

  • Develops competitive salary offers which are informed by salary survey data and internal equity considerations, and proposes to hiring manager.
  • Partners with managers to determine appropriateness and feasibility of promotions, salary revisions and additional compensation requests.
  • Reviews and approves bi-weekly and casual payroll prepared by the Global Payroll and Benefits Officer as well as consultant rates for those providing services to ICAP-NY.

Talent Management (20%)

  • Provide recommendations, identify opportunities, and implement initiatives that support employee engagement, succession planning efforts and retention, in partnership with senior management.
  • Serves as the lead on staff transitions, including conducting exit interviews with departing employees and all necessary coordination with managers, operations and IT staff  to address return of equipment and material upon exit from employment.
  • Collaborates with employees to identify relevant professional development opportunities and develops curriculum with the Human Resources
  • Director and department management on a variety of different topics that are aligned and integrated within the organization’s strategic vision.
  • Develops and tracks organizational HR metrics including recruitment, retention and attrition-related statistics.
  • Leads the preparation and ensures timely submission of salary review committee requests in collaboration with managers and other members of the HR unit.

Performance Management and Employee Relations (25%)

  • Assists the Human Resources Director with the performance management process and provides guidance to all employees on policies and best practices in order to cultivate a work environment that fosters continuous feedback and coaching.
  • Oversees management of all internal HR/personnel records and ensures the timely submission of Personnel Action Forms to MSPH.
  • Supports the Human Resources Director in developing innovative approaches and solutions to employee relations matters and demonstrates proactive approaches to identify process improvements and implement solutions that will enhance delivery of HR services and/or improved efficiency and functionality of the ICAP HR team. Liaises with MSPH HR and CUIMC HR, Labor Relations and other departments throughout the University including Office of General Counsel, Leave Management and Benefits.

 Additional Duties (5%)

  • Actively participates in developing and implementing HR Unit goals, objectives, and systems.
  • Maintains absolute confidentiality and sensitivity in all HR-related matters.
  • Completes special projects and performs other related duties as assigned.

Minimum Qualifications

  • Bachelor’s Degree or equivalent in education, training or/and experience.
  • 5 years of progressive and successful HR experience within multi-cultural non-governmental organizations, academic institutions, private
  • foundations or international corporations
    Ability to prioritize work related demands and meet deadlines
  • Demonstrated knowledge of federal, state, and local employment laws and regulations
  • Demonstrated experience working independently with minimal supervision
  • Strong negotiation skills with the ability to establish and maintain professional working relationships
  • High level and effective interpersonal as well as oral and written communication skills
  • Demonstrated proficiency in the use of Microsoft Office Suite (especially Word, Excel and PowerPoint)

Preferred Qualification

  • 7+ years of progressive and successful HR experience
  • Experience managing faculty affairs is an asset
  • Knowledge of Columbia University HR-related systems (e.g., Talentlink, RAPS, Interfolio, Peoplesoft and PAC) or other common HRIS systems or platforms
  • Master’s degree in Human Resources Management, Public Administration or related field
  • Active Human Resources certification with HRCI or SHRM

Other Requirements

  • Domestic travel of 1 to 2 trips per year lasting 3 to 5 days