• Job Type: Officer of Administration
• Bargaining Unit:
• Regular/Temporary: Regular
• End Date if Temporary:
• Hours Per Week: 35
• Standard Work Schedule:
• Building: Jerome L. Greene Science Center
• Salary Range: $185,000 - $200,000

Position Summary

Columbia University’s Mortimer B. Zuckerman Mind Brain Behavior Zuckerman Institute unites world-class scientists across diverse academic disciplines to conduct groundbreaking research that transforms our understanding of the brain and its influence on the mind and behavior.

As a leading neuroscience institute, our mission is to decipher the mind and brain to better understand behavior. Our researchers are committed to foundational science, uncovering the principles that shape how the brain develops, functions, and recovers.

With more than 50 labs, the Zuckerman Institute (ZI) serves as a hub for collaboration, bringing together Columbia’s top scholars to drive research in bold new directions. Located in Manhattanville, our state-of-the-art Jerome L. Greene Science Center provides an inspiring home for discovery in one of the world’s most dynamic cities.

Reporting to the Institute Director with operational dotted line reporting to Columbia University Human Resources (CUHR), the Senior Director for Human Resources & Academic Affairs provides strategic and operational leadership for local Institute human resources and academic affairs functions in support of the Institute’s mission and goals. This role participates in designing and executing a comprehensive People Strategy aligned with institutional priorities, talent management, organizational development, learning and development, and performance management. Central to this role is the oversite of a large research employee population consisting of postdoctoral scientists and fellows, associate research scientists, and research scientists while also supporting administrative duties related to faculty interdisciplinary appointments.

The Senior Director serves as a trusted advisor to Institute leadership and collaborates closely with senior University partners such as Institutional Scholars and Students Office (ISSO), Office of the Provost (Provost’s Office), CUHR and Office of General Counsel (OGC), establishing credibility as the Institute’s “go-to” leader on managerial topics, employee relations, labor relations, coaching, training, and navigating a complex, decentralized University environment across Manhattanville, Morningside, and Columbia University Medical Center (CUIMC).

The Institute comprises more than 50 laboratories that rely on ZI HR for end-to-end people management across faculty, researchers, postdoctoral scientists and fellows, administrative staff, lab technicians, students and visitors. With over 50% of the population being international, the role provides critical leadership in immigration and visa support in close partnership with the ISSO and at times, working with outside University immigration attorneys as directed by ISSO.

The Senior Director develops and manages an HR team operating under an HR Business Partner model, ensuring comprehensive support to both scientific and administrative units across HR operations, compliance, and payroll. The role serves as the Institute’s liaison and mediator for labor and union matters, including engagement with the postdoctoral union and University labor relations, and acts as the primary liaison to the Provost’s Office, ISSO, and Central HR on academic and immigration affairs across the employee lifecycle.

This role serves as the Institute’s resource for conflict management and formal complaints, acting as a University obligated reporter and partnering closely with OIE, CUHR, Labor Relations, the Provost’s Office, and the OGC to ensure fair, timely, and compliant resolution of issues. The Senior Director plays a key leadership role in fostering a fair, inclusive, and high-performing work environment where diversity, respect, and service excellence are core values, and where employees can pursue meaningful and rewarding professional opportunities.

Responsibilities

Strategic Leadership & Organizational Effectiveness

• Provide strategic direction for all HR and academic affairs functions, aligning people strategy with Institute and University priorities
• Serve as a trusted advisor to the Institute Director and senior leadership on organizational design, academic affairs, employee relations and labor relations
• Support initiatives that strengthen organizational effectiveness, culture, employee engagement, and performance management

Human Resources Management & Operations

• Oversee HR functions, including recruitment, onboarding, performance management, employee relations, compensation, benefits, payroll, and compliance
• Plan, organize, and direct HR operations, ensuring policies, procedures, and compliance requirements are clearly documented and communicated
• Ensure adherence to University policies and federal, state, and local regulations (e.g., Department of Labor, New York State, New York City requirements)
• Optimize HR technologies (e.g., Time and Labor Absence Management [TLAM], DocuSign, Salesforce) to enhance efficiency and service delivery
• Develop and manage the HR budget, including recruiting, training, professional development, and temporary staffing

Academic Affairs & Faculty Administration

• Oversee complex academic appointment processes for all research positions, including recruitment, appointments, reappointments, visa sponsorship
• Partner with University offices (Provost’s Office, Office of the Executive Vice President for Research [EVPR], OGC, Labor Relations) on interdisciplinary and complex academic appointments
• Support recruitment processes for researchers and faculty, including compliant postings, advertising strategies, and hiring committee guidance in alignment with Office of Institutional Equity [OIE] requirements
• Serve as primary liaison to the Provost’s Office, and ISSO on academic and immigration matters

Employee & Labor Relations

• Serve as the Institute’s trusted resource for employee relations issues, formal complaints, and conflict resolution
• Act as a University obligated reporter and partner with OIE, OGC, and Provost’s Office on investigations and resolutions
• Support University labor relations efforts, including engagement with the postdoctoral union and University labor relations
• Address grievances and complaints, ensuring fair, timely, and consistent resolution

Support for International Researchers

• Oversee immigration and visa support for the ZI international research population, partnering closely with ISSO and the Provost’s Office
• Ensure seamless support for faculty, postdocs, researchers, and visitors requiring visa sponsorship and compliance
• Advise leadership on immigration matters affecting recruitment and appointments

Compensation & Institutional Support

• Partner with University compensation and planning professionals to ensure ZI is consistent with industry standards for recruitment and retention; direct University eComp year-end processes; ensure requirements are met for Academic Affairs and CUHR
• Partner across Institute operations (Finance, IT, Research Administration, Operations, Communications, Programs) to ensure seamless employee lifecycle support
• Manage postdoc housing; facilitate allocation working closely with the University housing office

Compliance & Continuous Improvement

• Ensure audit readiness and compliance with institutional, federal, and sponsor requirements
• Lead process improvement initiatives to enhance efficiency, reduce administrative burden, and improve service delivery
• Establish metrics and reporting to evaluate HR and academic affairs volume and service delivery
• Promote a culture of service excellence, accountability, and continuous improvement

Learning, Development & Culture

• Support strategy for the delivery of leadership development and coaching programs, workshops, and training for administrative staff
• Implement performance management annually consistent with University CUHR guidelines
• Direct HR onboarding, including structured 30-60-90 day integration processes
• Drive wellness initiatives, including partnerships with University benefits and work-life office
• Oversee Employee Assistance Program (EAP) services

Minimum Qualifications

• Bachelor's degree required. Advanced degree desirable.  
• A minimum of 7 years of directly related leadership and HR experience required, with experience in labor relations within a unionized environment; must have demonstrated skills in  people management with a keen understanding of interpreting and following policy and  compliance.
• This role requires a high degree of emotional intelligence and active listening skills,  with the ability to navigate a decentralized University model; must be able to influence stakeholders and work across campus and the Institute, including dean’s level, Provost level, tenured faculty as well as students and staff.

Preferred Qualifications

• Advanced degree – such as a JD, MBA, MSW, MPA or MS in Human Resources.
• HR and AA leadership experience in a university setting or scientific medical research institute
• Experience working as a facilitator with high level relationship building such as in social work and group dynamics; helpful to have the ability to identify workplace environment issues; the flexibility to shift gears and work with many different work styles; and preferred experience in interpreting and communicating complex policies and creating procedures to support a Central function.

Equal Opportunity Employer / Disability / Veteran

Columbia University is committed to the hiring of qualified local residents.