HR Departmental Manager

Duke University; Durham (NC); On-site; USD 64,000 - 110,000; Full time

Job summary

Duke University is seeking an HR Departmental Manager to lead strategy for workforce planning, employee relations, and organizational effectiveness in support of Duke Community Affairs. You will advise senior leadership and shape changes across programs, ensuring policy compliance and operational excellence.

The role emphasizes data-driven HR decision-making, program design, and collaboration with central HR offices to advance a culture of inclusion and impact.

Qualifications

• Three years of business, administrative, or human resources experience with exposure to employee relations, talent management, workforce planning, compliance, or organizational development.

Responsibilities

• Develop and implement HR strategies aligned with Duke Community Affairs' priorities.
• Partner with senior leaders for workforce planning, design, succession, and resource allocation.
• Advise on complex organizational and workforce matters while ensuring policy compliance.
• Identify trends and provide proactive solutions to support goals.
• Oversee HR operations, payroll coordination, and data integrity.

Skills

Strategic leadership

Employee relations

Workforce planning

Talent management

Organizational effectiveness

Change management

Education

Bachelor's degree in HR/Business/Public Administration/Organizational Leadership

Job description

Be You.

At Duke, we celebrate individuality and the unique experiences, perspectives, and talents that strengthen our community. As the

Be You. Be Bold. Choose Duke.

Be You.

At Duke, we celebrate individuality and the unique experiences, perspectives, and talents that strengthen our community. As the HR Departmental Manager, you'll play a critical leadership role in shaping an inclusive, high-performing workplace culture while supporting a division dedicated to advancing community engagement, research, and impact. In this role, you will serve as a trusted advisor to senior leadership, providing strategic guidance on workforce planning, employee relations, talent management, and organizational effectiveness. Your expertise will help foster an environment where employees can thrive, innovate, and make meaningful contributions to Duke's mission.

What You'll Bring

Preferred Qualifications

• Demonstrated success leading employee relations, workforce planning, and HR operations initiatives.
• Experience advising senior leaders on complex organizational and workforce matters.
• Previous supervisory, team leadership, or HR management experience.
• Experience supporting organizational change initiatives and employee engagement programs.
• Strong knowledge of workforce analytics and data-driven decision-making.

Core Competencies

• Strategic leadership and organizational effectiveness
• Employee relations and workplace consulting
• Workforce planning and talent management
• HR compliance and policy interpretation
• Change management and program implementation
• Data analysis and reporting
• Communication, collaboration, and stakeholder engagement
• Sound judgment and problem-solving

Minimum Qualifications

Education

Bachelor's degree in Human Resources, Business Administration, Public Administration, Organizational Leadership, or a related field, or an equivalent combination of education and experience.

Experience

Three years of business, administrative, or human resources experience with demonstrated exposure to HR functions such as employee relations, talent management, workforce planning, compliance, or organizational development.

Be Bold.

Lead the full spectrum of human resources operations for Duke Community Affairs while driving strategic initiatives that strengthen organizational effectiveness, employee engagement, and workforce excellence. As a key member of the leadership team, you'll influence decision-making, guide transformative change, and develop innovative HR solutions that support both people and organizational success.

What You'll Do

Strategic HR Leadership & Workforce Planning (35%)

• Develop and implement human resources strategies that align with DCA's operational, research, and advancement priorities.
• Partner with senior leaders to plan workforce needs, organizational design, position management, succession planning, and resource allocation.
• Advise leadership on complex organizational, personnel, and workforce matters while ensuring compliance with university policies and standards.
• Identify workforce trends, challenges, and opportunities, recommending proactive solutions that support organizational goals.
• Manage HR-related external agreements and partnerships, including advisor and fellowship agreements.
• Design and establish a centralized HR infrastructure that promotes consistency and operational excellence across DCA.
• Lead initiatives that enhance employee engagement, professional development, and organizational effectiveness.
• Guide change management efforts related to new programs, systems, processes, and organizational transitions.
• Represent DCA in university-wide HR initiatives, including employee engagement efforts, inclusive excellence programs, and workforce transformation projects.

Employee Relations & Organizational Effectiveness (25%)

• Provide expert consultation and leadership on employee relations matters, including performance management, workplace investigations, conflict resolution, and corrective actions.
• Ensure equitable and consistent interpretation and application of HR policies and practices.
• Identify systemic workplace concerns and implement strategies that strengthen culture, engagement, retention, and employee success.
• Coach and develop leaders to enhance management effectiveness, accountability, and team performance.

Talent Acquisition & Workforce Management (20%)

• Oversee recruitment, staffing, and talent acquisition activities to attract and retain exceptional talent.
• Review and approve workforce transactions, including hiring actions, reclassifications, and compensation changes.
• Partner with hiring managers to develop effective talent strategies and workforce planning solutions.
• Maintain oversight of position management, organizational structures, and workforce data integrity.

HR Operations, Compliance & Systems Oversight (15%)

• Ensure accurate and compliant administration of HR operations, including personnel transactions, payroll coordination, position reconciliation, and reporting.
• Monitor compliance with university policies, wage and hour regulations, and audit requirements.
• Collaborate with university HR partners, including Compensation, Talent Development, Employee & Labor Relations, and HR Information Systems teams.
• Establish, enhance, and monitor internal controls, workflows, and documentation standards.

Data, Reporting & Decision Support (5%)

• Develop and present workforce reports, metrics, and insights to support strategic decision-making.
• Utilize data analytics to identify trends and improve organizational performance.
• Monitor and report workforce data, payroll information, and position-related metrics.
• Perform other duties as assigned in support of departmental goals.

Leadership Impact

• May supervise administrative personnel and student employees.
• Provides division-wide leadership and guidance on human resources matters.
• Serves as the primary liaison between Duke Community Affairs and central Duke Human Resources offices.

Choose Duke.

At Duke, you'll join a world-renowned institution committed to excellence, innovation, and community impact. You'll have the opportunity to help shape the employee experience for a division that serves both the university and broader community while contributing to a culture where people feel valued, supported, and inspired to do their best work.

Our commitment to inclusion, professional growth, and collaboration creates an environment where you can build a meaningful career while making a lasting difference.

Anticipated Pay Range:

Duke University provides an annual base salary range for this position as USD $63,948.00 to USD $109,786.00. Duke University considers factors such as (but not limited to) scope and responsibilities of the position; candidate's work experience, education/training, and key skills; internal peer equity; as well as market and organizational considerations when extending an offer.

Your total compensation goesbeyond the dollars on your paycheck. Duke provides comprehensive and competitive medical and dental care programs, generous retirement benefits, and a wide array of family-friendly and cultural programs to eligible team members. Learn more at: https://hr.duke.edu/benefits/

Equal Opportunity Employer:

Duke is an Equal Opportunity Employer committed to providing employment opportunity without regard to an individual's age, color, disability, gender,gender expression, gender identity, genetic information, national origin, race, religion, sex (including pregnancy and pregnancy- related conditions), sexual orientation, or military status.

Duke aspires to create a community built oncollaboration, innovation, creativity, and belonging. Our collective success depends on the robust exchange of ideas—an exchange that is best when the rich diversity of our perspectives, backgrounds, and experiences flourishes. To achieve this exchange, it is essential that all members of the community feel secure and welcome, that the contributions of all individuals are respected, and that all voices are heard. All members of our community have a responsibility to uphold these values.

Essential Physical Job Functions

Certain jobs at Duke University and Duke University Health System may include essential job functions that require specific physical and/or mental abilities. Additional information and reasonable accommodation(s) can be requested with Duke Access and Accommodations Services (email: [e-mail]; phone: [phone]).