Senior Human Resources Manager

Vanderbilt University; Nashville (TN); On-site; USD 110,000 - 140,000; Full time

Job summary

Vanderbilt University’s Owen Graduate School of Management (OGSM) seeks a Senior HR Manager to serve as the primary HR officer, partnering with the Chief Business Officer to advance people strategies for faculty and staff in Nashville.

You will lead talent management, performance processes, compensation, compliance, and organizational development while fostering an engaging, collaborative workplace across OGSM.

Qualifications

• Bachelor’s degree in HR, business administration, or related field.
• Minimum five years progressively responsible HR experience.
• HR certification is preferred.

Responsibilities

• Lead operational HR for faculty and staff, including talent management and compensation.
• Ensure compliance and administrative policies alignment with university standards.
• Develop and implement HR strategies in partnership with senior leaders.

Skills

HR strategy alignment

Talent management

Employee relations

HR policy guidance

Communication skills

Stakeholder management

Confidentiality and integrity

Project management

Education

Bachelor’s degree in HR/Business Administration

5+ years HR experience

HR certification preferred

Tools

HRIS

Microsoft Office

Job description

Job Description

The Senior Human Resources Manager serves as the primary HR officer for the Owen Graduate School of Management (OGSM). Reporting to the Chief Business Officer, this position provides operational HR leadership for faculty and staff, including talent management, employee relations, compensation, compliance, organizational development, and personnel administration. The role partners with the Chief Business Officer and senior leadership to advance OGSM’s human capital priorities and foster a collaborative, engaging workplace.

The OGSM is a professional school at Vanderbilt University, located in Nashville, Tennessee, focused on graduate-level business education. OGSM’s mission is to create opportunities for its faculty, staff, and students to discover, grow, and thrive in business and beyond. OGSM recognizes discovery in traditional forms, such as scholarly research, intellectual curiosity, and curricular learning. But it also celebrates discovery unique to the human experience, that is, the art of becoming, which is lived through a desire to connect with others, to find meaning in work and relationships, and to create something new. OGSM sees transformation as foundational.

The Finance and Administration department serves the OGSM constituents by developing and overseeing financial planning, allocation, maintenance, and oversight of the school's financial and physical resources. The department responds to the needs of the Dean and OGSM departments while meeting the University expectations regarding school's performance, human resources, and administrative policies.

Duties and Responsibilities

Organizational Strategy Implementation and Engagement

• Implements talent strategies aligned with OGSM’s mission, priorities, and financial goals.

• Guides line managers on organizational structure, change management, workforce planning, and process improvement.

• Develops talent metrics and reports to support data-informed decisions related to retention, development, and engagement.

• Builds effective relationships with OGSM leaders, University partners, and Vanderbilt People, Culture and Belonging centers of expertise.

• Manages the execution of comprehensive performance management processes at the school level including goal setting and accountability assessment.

• Coordinates the development, implementation, and tracking of school-wide objectives and key results (OKRs).

• Coordinates internal communications related to HR programs, policies, and organizational initiatives.

• Develops and manages LinkedIn and other social media content highlighting job opportunities, new hires, employee achievements, and talent initiatives.

• Identifies HR trends and best practices to support innovation and continuous improvement.

HR Operations, Compensation, and Compliance

• Implements University talent-management initiatives within OGSM.

• Partners with the Chief Business Officer and Dean to develop and administer the annual compensation budget in alignment with University compensation philosophy.

• Conducts compensation analyses to support equitable and consistent pay practices.

• Maintains OGSM organizational charts and oversees staff conflict-of-interest disclosures.

• Coordinates faculty effort certification processes.

• Serves as the HCM specialist processing faculty and staff employee transactions, including hiring, transfers, reclassifications, compensation, labor costing, administrative leaves, and end of employment actions.

• Oversees timekeeping and wage-and-hour compliance for non-exempt staff and absence reporting for exempt staff.

• Serves as an initial resource for benefits, leave, absence, and FMLA questions in coordination with University subject-matter experts.

• Advises faculty and staff on HR policies, procedures, job structure, and compensation matters.

Talent Acquisition and Development

• Partners with leaders on workforce planning, recruitment, retention, and career development.

• Coordinates position descriptions, search processes, selection committees, classification, and compensation reviews.

• Manages the employee lifecycle, including recruitment, onboarding, performance management, development, and offboarding, in partnership with managers and Vanderbilt People, Culture and Belonging.

• Identifies and facilitates professional development opportunities for staff.

• Supports school-wide performance management, including goal setting and accountability.

• Develops employee recognition and appreciation initiatives that strengthen engagement and support OGSM’s goals.

Employee Relations and Staff Engagement

• Provides coaching and guidance on performance, conduct, and disciplinary matters in consultation with Vanderbilt People, Culture and Belonging.

• Supports leaders and employees in resolving workplace concerns and navigating HR policies and procedures.

• Provides coaching and support on employee performance-related and disciplinary issues working closely with VU People, Culture and Belonging centers of expertise to determine the best course of action.

• Supports the Owen Staff Advisory Council by coordinating meetings, facilitating communication, and advancing initiatives that strengthen staff engagement and collaboration.

Supervisory Relationships

This position currently does not have supervisory responsibility and reports administratively and functionally to the Chief Business Officer.

Qualifications

Education and Qualifications

• Bachelor’s degree from an accredited institution of higher education in human resources, business administration or other related field is required.

• At least five years of progressive experiencein a human resources or related role.

• HR certification preferred.

Experience and Skills

• Experience partnering with leaders to develop and implement HR or organizational strategies.

• Strong knowledge of employment laws, HR practices, and HR information systems.

• Ability to interpret and apply policies, laws, and regulations to workplace situations.

• Strong consulting, conflict-resolution, interpersonal, and communication skills.

• Ability to manage multiple priorities and work effectively with diverse stakeholders.

• Ability to communicate HR policies and procedures clearly.

• Proficiency with Microsoft Office, including Word, Excel, and PowerPoint.

• Demonstrated integrity, discretion, and ability to maintain confidentiality.

• Adaptability and commitment to improving the faculty and staff experience.