The Juilliard School
Associate Vice President, Human Resources
The Juilliard School, New York, New York, us, 10261
Associate Vice President, Human Resources
The Associate Vice President (AVP) of Human Resources is responsible for advancing the strategic and operational HR goals of The Juilliard School. This role oversees a complex and dynamic workforce—including faculty, union and nonunion staff, part‑time and seasonal employees—with care, sensitivity, and strategic foresight. Reporting to the COO, the AVP serves as a compliance‑focused steward, a values‑based leader, and a trusted partner to staff and faculty across the institution.
The AVP will help lead the school through a transformational shift—building on existing HR foundations to create a future‑ready human resources function serving faculty and staff alike. The role collaborates closely with Finance and Payroll, the AVP for Community and Culture, the Director of the Office of Non‑Discrimination and Title IX, and other departments such as the Provost’s Office, Legal, Technology, and Facilities.
Working at Juilliard Founded in 1905, The Juilliard School is a world leader in performing‑arts education. The school’s mission is to provide the highest caliber of artistic education for gifted musicians, dancers, and actors worldwide, helping them achieve their fullest potential as artists, leaders, and global citizens.
Excellence and professionalism guide us, as does a culture of openness and authenticity. Every employee helps shape the Juilliard organizational culture, and we provide opportunities for team‑building and inclusive engagement. Our values focus on excellence, creative enterprise, and equity, diversity, inclusion, and belonging.
Key Responsibilities and Early Priorities
Lead the development and execution of a multi‑year strategic HR roadmap aligned with institutional priorities.
Serve as a strategic advisor to the COO and senior leadership, providing guidance on sensitive and complex personnel matters, workforce planning, and HR implications of key initiatives.
Build and sustain a high‑functioning, forward‑looking HR team committed to excellence, innovation, and efficiency.
Establish and implement a comprehensive policy and procedure framework, consolidating existing policies into a unified Employee Handbook.
Ensure compliance with federal, state, and local employment laws, wage and benefits requirements, union agreements, and internal guidelines.
Standardize and update job descriptions to support position banding and informed compensation decisions.
Foster a positive, inclusive, and knowledgeable workforce; promote trust and transparency through regular feedback and proactive communication.
Partner with Community & Culture and Title VI & Title IX leaders to support a cohesive People & Culture ecosystem.
Oversee total rewards strategy, including compensation structures, health and wellness benefits, and recognition programs.
Conduct data‑informed compensation analyses to ensure internal equity and external competitiveness.
Collaborate with Finance and other departments on budgeting and workforce planning aligned with strategic priorities.
Participate with Finance in managing health insurance and 403(b) retirement plan, including serving on the retirement investment committee.
Championship training and coaching for managers on hiring, advancement, performance management, and documentation.
Lead strategic initiatives for leadership development, continuous learning, and skill building; establish learning needs assessments and evaluation metrics.
Support cross‑functional collaboration and team performance through facilitated trainings.
Oversee talent acquisition, onboarding, and retention strategies for a diverse employee base.
Drive evolution of a pilot performance evaluation program into an institution‑wide, reflective, and actionable tool.
Participate in collective bargaining, manage disputes, disciplinary matters, and grievances, and act as a liaison between management and employees to promote positive labor relations.
Compensation & Benefits The salary range for this position is $250,000–$300,000, commensurate with experience. The school offers a comprehensive benefits package, including generous paid time off, retirement contributions, and access to artistic programming.
Qualifications
10+ years of progressive HR leadership experience, ideally in a mission‑driven, creative, or higher education setting.
Strong working knowledge of HR operations, HR principles, employment laws (including compliance), and labor relations (union and non‑union).
Experience developing and implementing HR strategy and change management.
Commitment to maintaining and developing internal controls, exemplifying honesty, transparency, accountability, and responsibility.
Excellent interpersonal and communication skills, with the ability to build trust across all levels of the organization.
Knowledge of applicant tracking systems, HRIS systems, and performance management systems.
Strong organizational and project‑management skills with the ability to plan, execute, and manage multiple projects simultaneously.
Upholds ethical standards and ensures fair and consistent application of HR policies.
Cultural sensitivity and cross‑cultural awareness.
A collaborative, empathetic, responsive, and strategic leadership style.
Bachelor’s degree required; preference for a field related to Human Resources or Organizational Development. Advanced degree or certification (e.g., SHRM‑SCP) strongly preferred.
Application Requirements Submission of a cover letter is a requirement for all applicants. Applications without a cover letter will not be considered.
Nondiscrimination Policy The Juilliard School is committed to a policy of equal treatment and opportunity in every aspect of its relations with its faculty, staff, students, and other members of the Juilliard community, and does not discriminate on the basis of actual or perceived race, color, religion, creed, age, sex, national origin, alienage, ancestry, citizenship, sexual orientation or preference, gender identity, physical or mental disability, medical condition, predisposing genetic characteristics, marital status, partnership status, or any other basis prohibited by applicable local, state, or federal law. This nondiscrimination policy covers, but is not limited to, recruitment, hiring, training, benefits, rates of pay and other forms of compensation as well as student admission, access, and treatment in school programs and activities.
#J-18808-Ljbffr
The AVP will help lead the school through a transformational shift—building on existing HR foundations to create a future‑ready human resources function serving faculty and staff alike. The role collaborates closely with Finance and Payroll, the AVP for Community and Culture, the Director of the Office of Non‑Discrimination and Title IX, and other departments such as the Provost’s Office, Legal, Technology, and Facilities.
Working at Juilliard Founded in 1905, The Juilliard School is a world leader in performing‑arts education. The school’s mission is to provide the highest caliber of artistic education for gifted musicians, dancers, and actors worldwide, helping them achieve their fullest potential as artists, leaders, and global citizens.
Excellence and professionalism guide us, as does a culture of openness and authenticity. Every employee helps shape the Juilliard organizational culture, and we provide opportunities for team‑building and inclusive engagement. Our values focus on excellence, creative enterprise, and equity, diversity, inclusion, and belonging.
Key Responsibilities and Early Priorities
Lead the development and execution of a multi‑year strategic HR roadmap aligned with institutional priorities.
Serve as a strategic advisor to the COO and senior leadership, providing guidance on sensitive and complex personnel matters, workforce planning, and HR implications of key initiatives.
Build and sustain a high‑functioning, forward‑looking HR team committed to excellence, innovation, and efficiency.
Establish and implement a comprehensive policy and procedure framework, consolidating existing policies into a unified Employee Handbook.
Ensure compliance with federal, state, and local employment laws, wage and benefits requirements, union agreements, and internal guidelines.
Standardize and update job descriptions to support position banding and informed compensation decisions.
Foster a positive, inclusive, and knowledgeable workforce; promote trust and transparency through regular feedback and proactive communication.
Partner with Community & Culture and Title VI & Title IX leaders to support a cohesive People & Culture ecosystem.
Oversee total rewards strategy, including compensation structures, health and wellness benefits, and recognition programs.
Conduct data‑informed compensation analyses to ensure internal equity and external competitiveness.
Collaborate with Finance and other departments on budgeting and workforce planning aligned with strategic priorities.
Participate with Finance in managing health insurance and 403(b) retirement plan, including serving on the retirement investment committee.
Championship training and coaching for managers on hiring, advancement, performance management, and documentation.
Lead strategic initiatives for leadership development, continuous learning, and skill building; establish learning needs assessments and evaluation metrics.
Support cross‑functional collaboration and team performance through facilitated trainings.
Oversee talent acquisition, onboarding, and retention strategies for a diverse employee base.
Drive evolution of a pilot performance evaluation program into an institution‑wide, reflective, and actionable tool.
Participate in collective bargaining, manage disputes, disciplinary matters, and grievances, and act as a liaison between management and employees to promote positive labor relations.
Compensation & Benefits The salary range for this position is $250,000–$300,000, commensurate with experience. The school offers a comprehensive benefits package, including generous paid time off, retirement contributions, and access to artistic programming.
Qualifications
10+ years of progressive HR leadership experience, ideally in a mission‑driven, creative, or higher education setting.
Strong working knowledge of HR operations, HR principles, employment laws (including compliance), and labor relations (union and non‑union).
Experience developing and implementing HR strategy and change management.
Commitment to maintaining and developing internal controls, exemplifying honesty, transparency, accountability, and responsibility.
Excellent interpersonal and communication skills, with the ability to build trust across all levels of the organization.
Knowledge of applicant tracking systems, HRIS systems, and performance management systems.
Strong organizational and project‑management skills with the ability to plan, execute, and manage multiple projects simultaneously.
Upholds ethical standards and ensures fair and consistent application of HR policies.
Cultural sensitivity and cross‑cultural awareness.
A collaborative, empathetic, responsive, and strategic leadership style.
Bachelor’s degree required; preference for a field related to Human Resources or Organizational Development. Advanced degree or certification (e.g., SHRM‑SCP) strongly preferred.
Application Requirements Submission of a cover letter is a requirement for all applicants. Applications without a cover letter will not be considered.
Nondiscrimination Policy The Juilliard School is committed to a policy of equal treatment and opportunity in every aspect of its relations with its faculty, staff, students, and other members of the Juilliard community, and does not discriminate on the basis of actual or perceived race, color, religion, creed, age, sex, national origin, alienage, ancestry, citizenship, sexual orientation or preference, gender identity, physical or mental disability, medical condition, predisposing genetic characteristics, marital status, partnership status, or any other basis prohibited by applicable local, state, or federal law. This nondiscrimination policy covers, but is not limited to, recruitment, hiring, training, benefits, rates of pay and other forms of compensation as well as student admission, access, and treatment in school programs and activities.
#J-18808-Ljbffr