Director of Human Resources, Cornell Tech (NYC)

About Cornell Tech Cornell Tech is Cornell University’s state-of-the-art campus in New York City that develops leaders and technologies for the AI era through foundational and applied research, graduate education, and new ventures. Located on Roosevelt Island, the growing campus was founded in partnership with the Technion-Israel Institute of Technology and in close collaboration with the NYC Economic Development Corporation after Cornell won a worldwide competition initiated by Mayor Michael R. Bloomberg’s administration to create an applied sciences campus in New York City. More than 1,000 Cornell students are now educated annually on the campus, including 700 in Cornell Tech programs. Since opening in 2012, nearly 120 new companies have spun out from startup programs at Cornell Tech, and 95 percent of them are based in New York City. Cornell Tech continues to have a transformative economic impact on the region’s tech sector. Position Summary While position responsibilities vary, every member of our community is expected to foster a culture of belonging and a healthy work environment by communicating across differences; being cooperative, collaborative, open, and welcoming; showing respect, compassion, and empathy; engaging and supporting others regardless of background or perspective; speaking up when others are being excluded or treated inappropriately; and supporting work/life integration of oneself and others. Reporting jointly to the Cornell Tech Chief Administrative Officer and the Cornell University Assistant Dean and Senior Director of Academic Human Resources, the Director serves as the strategic operational HR leader for Cornell Tech, including the Jacobs Institute. The position is responsible for translating HR strategy into effective operational practices and ensuring the delivery of high-quality, customer-focused HR services that support Cornell Tech's academic, research, economic development, and administrative missions. Cornell Tech is a rapidly evolving academic, research, and technology environment characterized by growth, innovation, and organizational change. The Director partners closely with campus leadership and central university HR offices to support workforce planning, organizational effectiveness, employee engagement, talent management, and operational excellence. The Director leads the HR function for Cornell Tech and serves as a trusted advisor to senior leadership on workforce planning, organizational effectiveness, talent strategy, culture, employee engagement, and organizational change. The position helps shape business outcomes by connecting workforce strategies and people initiatives to operational performance, strategic priorities, and long-term organizational success The Director will also serve as a liaison to central HR and other university offices, ensuring compliance with institutional policies and regulatory requirements, and contributing to the advancement of university-wide HR initiatives. This role is instrumental in shaping a positive workplace culture and supporting the success of faculty, staff, and leadership across the unit. This is a full-time, benefits-eligible position. The primary location is at the Cornell Tech campus on Roosevelt Island in New York City. Please submit a cover letter and resume to be considered for this position. Visa sponsorship is not available. Starting salary range : $185,692 to $205,238 Essential Functions Include Strategic HR Leadership & Management - 30% Partnership with Leadership: Serve as a strategic advisor to executive leadership, ensuring workforce considerations are incorporated into organizational planning and decision-making. Partner with campus leadership to understand organizational priorities and workforce needs and support implementation of HR strategies aligned with campus and university objective. Participate regularly on task forces and planning groups as appropriate for Cornell Tech and of the VP for HR. Partner with Executive Director of Finance and Business Operations to manage the annual budget process, specifically around workforce planning. Assess the financial impact of human resource decisions, policies, and programs. Work with campus leadership and staff to assess impact of proposed policies, processes, and activities efforts, workforce planning, and succession planning. Partner with leadership in proactively identifying and assessing organizational needs and provide counsel and expertise in the planning, implementation, and communication of change efforts intended to meet the strategic goals of the organization. Act as advocate for Cornell Tech, communicating business needs and facilitating effective and efficient delivery of tools, policies, and procedures that facilitate campus goals. Management of HR Operations: Lead and manage the day-to-day operations for Cornell Tech, ensuring timely, accurate, and consistent delivery of HR services. Supervise a team of three to oversee HR service delivery as it relates to HR support for Cornell Tech in coordination with central university HR. Monitor operational effectiveness and identify opportunities to improve efficiency, service quality, and the employee experience. Lead and provide guidance and expertise on HR-related inquiries from staff, faculty, and supervisors. Interpret and apply university HR policies and procedures to ensure compliance and consistency. Provide data-driven insights and recommendations to support decision-making Leverage workforce analytics, HR metrics, and organizational data to inform decision-making and guide strategic planning Talent Management & Workforce Planning - 15% Set direction and priorities for recruitment, retention, and succession planning strategies For key hiring activity, may serve as a member of search committees, attend committee meetings and interview candidates. Serve as campus representative responsible for commitments related to the HireNYC agreements with the NYC Economic Development Corporation (NYCEDC) including hiring commitments and results, communication, and reporting. Serve as Affirmative Action Unit Representative (AAUR) for the Cornell Tech campus. Partner with hiring managers to develop and implement recruitment and staffing strategies that align with workforce needs. Oversee the recruitment lifecycle, including job design, posting, candidate selection, and onboarding. Provide leadership and oversight on classification, compensation, and job design initiatives and objectives. Academic HR Leadership -10% Collaborate with dean, senior associate deans, and program and center directors on all matters related to academic personnel. Provide decision support through regular review and analysis of data, working closely with leadership team, faculty and staff handling faculty matters to facilitate recruitment efforts and develop search strategies. Provide strategic direction for academic HR programs and practices, ensuring alignment with institutional priorities and compliance with university policies and regulatory requirements. Ensure consistent execution of academic HR processes, identify risks, resolve issues, and escalate highly sensitive or high impact matters as appropriate. Work collaboratively with university resources to establish appropriate processes for academic personnel as it relates to hiring, leaves (including sabbaticals), and separation processes. Employee Relations & Performance Management - 10% Provide advice and guidance to campus leadership, employees and supervisors to support effective productivity and performance, resolve performance issues, handle concerns within the context of compliance and policies, and improve employee-supervisor relationships. Facilitate the employee relations process by acting as liaison between university HR, the Faculty Staff Assistance Program, General Counsel’s Office, and other offices, and employees of the campus Provide expert guidance on complex employee relations matters, including conflict resolution, disciplinary actions, and grievance processes. Oversee performance management processes, supporting goal setting, feedback, and performance improvement efforts. Foster a positive, respectful, and inclusive work environment through proactive engagement and problem-solving. Compensation & Classification - 10% Oversee management and senior leadership compensation decisions, including hiring ranges, promotions, and equity adjustments for faculty, staff, non-faculty academics (RTEs), and hourly student employees. Within the university framework, continue development of innovative and flexible compensation, benefits and perquisites strategies, including partnerships between Weill Cornell Medical, Cornell Tech, and the Ithaca campus. Ensure job descriptions are accurate and aligned with university classification standards. Partner with central HR on job evaluations, salary analysis, and compensation recommendations. Support implementation of compensation programs and monitor internal equity within the campus. Organizational Development & Training - 10% Lead and implement organizational design, restructure efforts and change management initiatives, ensuring effective communication and adoption in alignment with strategic objectives. Identify training and development needs and facilitate access to professional development resources. Identify and execute activities that support the continued development of a culture of inclusion and belonging, mutual respect and trust in which employee’s efforts are aligned with the mission of the campus. Ensure campus culture builds upon connections to Cornell’s Ithaca and Weill Cornell Medicine campuses as well as Technion’s Haifa campus. Compliance & Policy Implementation - 10% Advocate for Cornell Tech, communicating business needs and facilitating effective and efficient delivery of tools, policies, and procedures that facilitate campus goals. Ensure compliance with university policies, employment laws, and regulatory requirements. Oversee HR policies interpretation; providing guidance to managers and staff. Partner with central HR to implement university-wide programs and ensure alignment at the campus level. Maintain accurate HR records and support audits, reporting, and internal controls. Establish and hold HR leadership accountable for service standards. Other position-related responsibilities - 5% Participate in projects or other duties as assigned with occasional work responsibility falling above or below current classification. Completion of any university required compliance trainings. Required Qualifications Equivalent combination of a bachelor’s degree in business, psychology, sociology, human resources or a related field and at least 7 years of progressively increasing responsibility in human resources management, organizational development, or related areas required. Proven effective human resource management skills, including experience in development and delivery of training, dispute resolution, facilitation, organizational development, and program management. Demonstrated ability to positively affect organizational change. Understanding of, and ability to articulate, diversity and climate issues. Proven ability to productively network with constituencies and to work effectively with a broad workforce. Ability to provide immediate response to urgent issues, to develop immediate and effective communications, and attend facilitative and problem-solving meetings. Proven clear and effective written and verbal communication skills are required. Demonstrated effective leadership skills and teamwork philosophy. Effective supervisory skills. Effective financial management skills. Proven analytical skills. Preferred Qualifications Graduate degree in HR-related field preferred or equivalent combination of education and experience. Relevant professional human resource certification is a plus. Training or background working with STEM fields and in higher education would be beneficial. Culture of Inclusion and Community Standards As a university founded to be a place where “…any person can find instruction in any study,” inclusion and belonging are at the core of our values and mission. We strive to be a welcoming, caring, healthy, and equitable community where students, faculty, and staff with different backgrounds, perspectives, abilities, and experiences can learn, innovate, and work in an environment of respect, and feel empowered to engage in any community conversation. As a member of the Cornell University community, it is imp ortant to recognize our shared responsibility to each other to cultivate a culture of inclusion for all. Cornell Core values As an individual contributor you will model and support a culture of inclusion, belonging, and wellbeing and continually seek to understand how your role, behaviors, and actions impact the success of this culture . While position responsibilities vary greatly, the Skills for Success and Leadership Skills for Success are foundational to what is expected of every employee and leader working at Cornell . These skills are essential for individual and organizational success. Staff Skills for Success ; Leadership Skills for Success Rewards and Benefits Competitive compensation, generous time-off, and great benefits … More on Cornell Benefits University Job Title: Director Human Resources II - TECH Job Family: Human Resources Level: H Pay Rate Type: Salary Pay Range: $175,919.00 - $244,331.00 Remote Option Availability: Hybrid Company: Endowed Contact Name: Menasha Joseph Seeraj Contact Email: Job Titles and Pay Ranges: 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 . Current Employees: If you currently work at Cornell University, please exit this website and log in to Workday using your Net ID and password. Select the Career icon on your Home dashboard to view jobs at Cornell. Online Submission Guidelines : Most positions at Cornell will require you to apply online and submit both a resume/CV and cover letter. You can upload documents either by “dragging and dropping” them into the dropbox or by using the “upload” icon on the application page. For more detailed instructions on how to apply to a job at Cornell, visit How We Hire on the HR website. Employment Assistance: For general questions about the position or the application process, please contact the Recruiter listed in the job posting or email . 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EEO Statement: 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. 2026-08-18