Assistant Director of Human Resources
for section headings like About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule. We must include sections only when posting has real specific content. We have content: Job Description includes summary and responsibilities. We can map "About the role" maybe from Job Summary? Could use "About the role" heading with summary paragraph. Then "Responsibilities" heading with list of duties (the bullet-like paragraphs). Could break into sub-sections? But we only need one - list for duties/requirements/benefits. Could combine all responsibilities into a list. However there are many detailed responsibilities; we can list each bullet as
- . Must preserve all substantive info; not invent or summarize away detail. So we need to capture each responsibility point as separate list items. The posting has sections: Talent Acquisition and Recruitment, Performance Management..., Job Reviews..., Employee and Labor Relations, Leaves and Accommodations, HR Programs..., HR Team Leadership... Each of those contains multiple sentences. We could break each sentence into list items, but that may be too granular but still preserves info. However we must not invent or summarize away detail; we can keep each sentence as list item. That's okay.
Requirements: Basic Qualifications and Additional Qualifications and Skills. We can have a "Requirements" section with list items for each qualification. Also "Skills" maybe separate but we can combine into Requirements or Skills. The instruction says use headings for Requirements, Skills, Benefits, Pay, Schedule. We have Benefits content. Pay: we have Salary Grade and Ranges but not actual numbers; we should not create Pay section unless posting actually states them. It says "Please visit Harvard's Salary Ranges to view the corresponding salary range". That's not stating the range; it's a reference. According to rule: never create Pay/Schedule/Benefits sections unless the posting actually states them. Benefits is stated (list). So we include Benefits. Pay: not stated actual numbers, so we should not include Pay section. Schedule: we have Standard Hours/Schedule: 35 hours per week. That's stated, so we can include Schedule section with that info. Also work format details about hybrid etc. That's schedule/location info; we can include in Schedule.
We must not include Job ID/requisition numbers. No cookie/navigation/legal/EEO etc. Remove EEO statement. Also remove "Additional Information" maybe but we need to keep schedule and benefits.
We need to output only HTML fragment, no /. Use
headings,
for prose,
- for lists.
We need to avoid filler like "commensurate with experience". Not present.
Let's craft:
About the role
Reporting to the Director of Human Resources, the Assistant Director of Human Resources serves as a senior HR consultant and advisor to HDS managers, faculty, administrators, and employees across a broad range of workforce matters. The Assistant Director has primary responsibility for talent acquisition, performance and leadership development, job reviews and position management, and leaves and accommodations, and provides consultation and operational support in employee and labor relations. The position exercises independent judgment in assessing issues, developing recommendations, and determining when matters require escalation to the HR Director and University partners. The Assistant Director supervises the Human Resources Coordinator and partners with the HR Director on organizational priorities, workforce planning, HR programs, and continuous improvement of the HDS HR function.
Then Responsibilities: we can list each major responsibility area as - with its content.
We'll need to preserve all substantive info; we can break each paragraph into list items.
Let's extract each bullet:
From Talent Acquisition and Recruitment:
- Lead full-cycle recruitment for HDS staff positions, serving as the primary HR advisor to hiring managers on staffing needs, position design, recruitment strategy, sourcing, candidate assessment, selection, and offers.
- Develop position-specific recruitment strategies, conduct candidate screening and interviews as appropriate, advise managers on effective and compliant selection practices, and develop salary offers in consultation with the HR Director and University partners.
- Partner with the Human Resources Coordinator on recruitment administration, candidate communications, background checks, onboarding, and related processes.
- Monitor recruitment activity and workforce trends and advise managers and the HR Director on retention, succession, anticipated staffing needs, and opportunities to improve HDS talent practices.
Performance Management, Leadership Development, and Manager Consultation:
- Lead the annual HDS performance management process and advise managers and employees on performance planning, feedback, evaluations, professional development, and career development.
- Coach managers on performance management, including setting expectations, providing feedback, documentation, difficult conversations, and employee development.
- Build trusted relationships across HDS and proactively engage with managers and departments to understand workforce needs, provide consultation, and identify opportunities for HR support.
- Consult with managers on performance and workplace concerns, independently addressing routine and moderately complex matters and partnering with the HR Director on significant, sensitive, or higher-risk issues.
- Coordinate HDS participation in University leadership development programs, recommending employees based on development goals, readiness, and grade level, and connecting staff with other appropriate development resources.
- Partner with managers and the HR Director on organizational development, change management, workforce planning, and strategies that align HR practices with School priorities.
Job Reviews, Position Management, and Organizational Analysis:
- Consult with managers on job reviews, reclassifications, position design, promotions, interim assignments, organizational changes, and other position-related matters.
- Conduct job and organizational analyses using responsibilities, reporting relationships, organizational context, internal comparators, and University classification guidance; advise managers on organizational structure, role clarity, alignment of work, and recommended position changes.
- Administer applicable contractual reclassification requirements for represented positions and support compensation, annual merit, and bonus processes in partnership with the HR Director and HR team.
Employee and Labor Relations:
- Serve as an HR advisor to managers on employee relations matters, including performance, workplace expectations, employee concerns, policy interpretation, documentation, and problem resolution; independently address routine and moderately complex matters and partner with the HR Director on significant or higher-risk issues.
- Conduct or support workplace reviews and fact-finding and develop recommendations based on applicable policies, contractual requirements, and circumstances.
- Develop working knowledge of applicable collective bargaining agreements and, under the direction of the HR Director, support day-to-day implementation and administration of agreements affecting HDS employees, including HAW-UAW and HGSU-UAW.
- Coordinate with the Office of Academic Affairs and other HDS and University partners to translate contractual requirements into effective processes, guidance, training, tracking, and manager resources, including requirements affecting academic appointments and employment practices.
- Support labor-relations matters as they arise, coordinating with the HR Director and University Labor and Employee Relations as appropriate, and participate in University labor-relations and implementation initiatives as assigned.
Leaves and Accommodations:
- Serve as the primary HDS HR resource for workplace accommodations, guiding employees and managers through established processes and coordinating implementation with appropriate University partners.
- Coordinate HR aspects of employee leaves in partnership with the HDS Payroll Manager, University leave administrators, managers, and employees.
- Provide guidance regarding leave and accommodation policies, documentation, timelines, return-to-work considerations, and applicable contractual requirements; maintain appropriate confidential documentation and identify complex or higher-risk matters requiring additional consultation.
HR Programs and Organizational Support:
- Represent HDS HR on School and University committees, working groups, meetings, and initiatives as assigned; present HR information and facilitate discussions with staff, managers, and other audiences as appropriate.
- Translate University policies and employment requirements into practical HDS processes and resources and identify opportunities to streamline workflows and improve HR service delivery.
- Use workforce data, employee feedback, and HR metrics to identify trends and opportunities for improvement and partner with the HR Director on employee engagement, retention, organizational change, and other HR priorities.
HR Team Leadership and Operations:
- Supervise, coach, and develop the Human Resources Coordinator, establishing priorities, providing feedback, supporting professional development, and conducting performance evaluations.
- Oversee and appropriately delegate HR operational responsibilities, including employee lifecycle transactions, recruitment administration, onboarding and offboarding, payroll support, records, reporting, compliance tracking, communications, and program coordination.
- Establish and continuously improve HR workflows, documentation, systems, reporting, and service expectations, providing consultation and problem resolution when operational matters require escalation.
- Partner with the HR Director on HR priorities, projects, and continuous improvement of the HR function and support continuity of HR operations in the Director's absence on designated matters.
Now Requirements: Basic Qualifications and Additional Qualifications and Skills.
We'll create a Requirements section with list items.
Basic Qualifications:
- Bachelor's degree or equivalent work experience required.
- Minimum of seven years of progressively responsible professional human resources experience, including experience advising managers on employee relations matters and working in a unionized environment.
- Candidates wishing to be considered must supply a cover letter in addition to a resume.
Additional Qualifications and Skills:
- Demonstrated experience serving as an HR consultant or advisor to managers on complex workforce matters, with broad experience across multiple HR disciplines.
- Experience interpreting or administering collective bargaining agreements or bargaining-unit policies and procedures.
- Demonstrated ability to interpret complex policies, analyze issues, exercise sound judgment, develop recommendations, and determine appropriate escalation.
- Strong business and organizational judgment and consultation, facilitation, presentation, project-management, written, verbal, and interpersonal communication skills.
- Demonstrated ability to build trusted relationships and work effectively across organizational boundaries with faculty, managers, employees, senior leaders, and University partners.
- Experience supervising or providing functional leadership to staff; experience with HR systems, data, and reporting and in higher education or another complex, decentralized organization strongly preferred.
- Master's degree, SPHR or SHRM-SCP certification, labor-relations training, or advanced coursework in human resources or a related field preferred.
- *IMPORTANT NOTE: Your cover letter and resume should be combined into a SINGLE DOCUMENT under the resume tab. Cover letters are required for every position at Harvard Divinity School. We regret that the Harvard Divinity School does not provide Visa sponsorship.* (This is note; we can include as list item or paragraph. It's substantive; we can include as
maybe.)
We should not include EEO etc.
Benefits: list from posting.
Benefits:
- Generous paid time off including parental leave
- Medical, dental, and vision health insurance coverage starting on day one
- Retirement plans with university contributions
- Wellbeing and mental health resources
- Support for families and caregivers
- Professional development opportunities including tuition assistance and reimbursement
- Commuter benefits, discounts and campus perks
Schedule:
- Standard Hours/Schedule: 35 hours per week
- Work format: hybrid possible; details: This position has been determined by school or unit leaders that some of the duties and responsibilities can be effectively performed at a non-Harvard location. The work schedule and location will be set by the department at its discretion and based upon operational needs. When not working at a Harvard or Harvard-designated location, employees in hybrid positions must work in a Harvard registered state in compliance with the University’s Policy on Employment Outside of Massachusetts. Additional details will be discussed during the interview process. Certain visa types and funding sources may limit work location. Individuals must meet work location sponsorship requirements prior to employment.
We should not include Visa Sponsorship Information line (Harvard University is unable to provide visa sponsorship for this position) because that's visa sponsorship info; but we already have note about no visa sponsorship. Might be considered metadata; but it's substantive. However we already have note about no visa sponsorship in Additional Qualifications. Could keep but maybe it's redundant. The instruction: do not put Job ID/requisition numbers as headings — fold minor metadata into a short
or drop it. Visa sponsorship info is minor metadata; we could include in a short
under Schedule or separate. But we already have note about no visa sponsorship in Additional Qualifications; we could keep it there. However we might drop duplicate.
We'll include a short
under Schedule: "Note: Harvard University is unable to provide visa sponsorship for this position."
Now ensure we don't include any boilerplate like EEO, etc.
Now produce
headings,
for prose,
- for lists.
We need to avoid filler like "commensurate with experience". Not present.
Let's craft:
About the role
Reporting to the Director of Human Resources, the Assistant Director of Human Resources serves as a senior HR consultant and advisor to HDS managers, faculty, administrators, and employees across a broad range of workforce matters. The Assistant Director has primary responsibility for talent acquisition, performance and leadership development, job reviews and position management, and leaves and accommodations, and provides consultation and operational support in employee and labor relations. The position exercises independent judgment in assessing issues, developing recommendations, and determining when matters require escalation to the HR Director and University partners. The Assistant Director supervises the Human Resources Coordinator and partners with the HR Director on organizational priorities, workforce planning, HR programs, and continuous improvement of the HDS HR function.
Then Responsibilities: we can list each major responsibility area as - with its content.
We'll need to preserve all substantive info; we can break each paragraph into list items.
Let's extract each bullet:
From Talent Acquisition and Recruitment:
- Lead full-cycle recruitment for HDS staff positions, serving as the primary HR advisor to hiring managers on staffing needs, position design, recruitment strategy, sourcing, candidate assessment, selection, and offers.
- Develop position-specific recruitment strategies, conduct candidate screening and interviews as appropriate, advise managers on effective and compliant selection practices, and develop salary offers in consultation with the HR Director and University partners.
- Partner with the Human Resources Coordinator on recruitment administration, candidate communications, background checks, onboarding, and related processes.
- Monitor recruitment activity and workforce trends and advise managers and the HR Director on retention, succession, anticipated staffing needs, and opportunities to improve HDS talent practices.
Performance Management, Leadership Development, and Manager Consultation:
- Lead the annual HDS performance management process and advise managers and employees on performance planning, feedback, evaluations, professional development, and career development.
- Coach managers on performance management, including setting expectations, providing feedback, documentation, difficult conversations, and employee development.
- Build trusted relationships across HDS and proactively engage with managers and departments to understand workforce needs, provide consultation, and identify opportunities for HR support.
- Consult with managers on performance and workplace concerns, independently addressing routine and moderately complex matters and partnering with the HR Director on significant, sensitive, or higher-risk issues.
- Coordinate HDS participation in University leadership development programs, recommending employees based on development goals, readiness, and grade level, and connecting staff with other appropriate development resources.
- Partner with managers and the HR Director on organizational development, change management, workforce planning, and strategies that align HR practices with School priorities.
Job Reviews, Position Management, and Organizational Analysis:
- Consult with managers on job reviews, reclassifications, position design, promotions, interim assignments, organizational changes, and other position-related matters.
- Conduct job and organizational analyses using responsibilities, reporting relationships, organizational context, internal comparators, and University classification guidance; advise managers on organizational structure, role clarity, alignment of work, and recommended position changes.
- Administer applicable contractual reclassification requirements for represented positions and support compensation, annual merit, and bonus processes in partnership with the HR Director and HR team.
Employee and Labor Relations:
- Serve as an HR advisor to managers on employee relations matters, including performance, workplace expectations, employee concerns, policy interpretation, documentation, and problem resolution; independently address routine and moderately complex matters and partner with the HR Director on significant or higher-risk issues.
- Conduct or support workplace reviews and fact-finding and develop recommendations based on applicable policies, contractual requirements, and circumstances.
- Develop working knowledge of applicable collective bargaining agreements and, under the direction of the HR Director, support day-to-day implementation and administration of agreements affecting HDS employees, including HAW-UAW and HGSU-UAW.
- Coordinate with the Office of Academic Affairs and other HDS and University partners to translate contractual requirements into effective processes, guidance, training, tracking, and manager resources, including requirements affecting academic appointments and employment practices.
- Support labor-relations matters as they arise, coordinating with the HR Director and University Labor and Employee Relations as appropriate, and participate in University labor-relations and implementation initiatives as assigned.
Leaves and Accommodations:
- Serve as the primary HDS HR resource for workplace accommodations, guiding employees and managers through established processes and coordinating implementation with appropriate University partners.
- Coordinate HR aspects of employee leaves in partnership with the HDS Payroll Manager, University leave administrators, managers, and employees.
- Provide guidance regarding leave and accommodation policies, documentation, timelines, return-to-work considerations, and applicable contractual requirements; maintain appropriate confidential documentation and identify complex or higher-risk matters requiring additional consultation.
HR Programs and Organizational Support:
- Represent HDS HR on School and University committees, working groups, meetings, and initiatives as assigned; present HR information and facilitate discussions with staff, managers, and other audiences as appropriate.
- Translate University policies and employment requirements into practical HDS processes and resources and identify opportunities to streamline workflows and improve HR service delivery.
- Use workforce data, employee feedback, and HR metrics to identify trends and opportunities for improvement and partner with the HR Director on employee engagement, retention, organizational change, and other HR priorities.
HR Team Leadership and Operations:
- Supervise, coach, and develop the Human Resources Coordinator, establishing priorities, providing feedback, supporting professional development, and conducting performance evaluations.
- Oversee and appropriately delegate HR operational responsibilities, including employee lifecycle transactions, recruitment administration, onboarding and offboarding, payroll support, records, reporting, compliance tracking, communications, and program coordination.
- Establish and continuously improve HR workflows, documentation, systems, reporting, and service expectations, providing consultation and problem resolution when operational matters require escalation.
- Partner with the HR Director on HR priorities, projects, and continuous improvement of the HR function and support continuity of HR operations in the Director's absence on designated matters.
Now Requirements: Basic Qualifications and Additional Qualifications and Skills.
We'll create a Requirements section with list items.
Basic Qualifications:
- Bachelor's degree or equivalent work experience required.
- Minimum of seven years of progressively responsible professional human resources experience, including experience advising managers on employee relations matters and working in a unionized environment.
- Candidates wishing to be considered must supply a cover letter in addition to a resume.
Additional Qualifications and Skills:
- Demonstrated experience serving as an HR consultant or advisor to managers on complex workforce matters, with broad experience across multiple HR disciplines.
- Experience interpreting or administering collective bargaining agreements or bargaining-unit policies and procedures.
- Demonstrated ability to interpret complex policies, analyze issues, exercise sound judgment, develop recommendations, and determine appropriate escalation.
- Strong business and organizational judgment and consultation, facilitation, presentation, project-management, written, verbal, and interpersonal communication skills.
- Demonstrated ability to build trusted relationships and work effectively across organizational boundaries with faculty, managers, employees, senior leaders, and University partners.
- Experience supervising or providing functional leadership to staff; experience with HR systems, data, and reporting and in higher education or another complex, decentralized organization strongly preferred.
- Master's degree, SPHR or SHRM-SCP certification, labor-relations training, or advanced coursework in human resources or a related field preferred.
- *IMPORTANT NOTE: Your cover letter and resume should be combined into a SINGLE DOCUMENT under the resume tab. Cover letters are required for every position at Harvard Divinity School. We regret that the Harvard Divinity School does not provide Visa sponsorship.* (This is note; we can include as list item or paragraph. It's substantive; we can include as
maybe.) We should not include EEO etc. Benefits: list from posting. Benefits: - Generous paid time off including parental leave - Medical, dental, and vision health insurance coverage starting on day one - Retirement plans with university contributions - Wellbeing and mental health resources - Support for families and caregivers - Professional development opportunities including tuition assistance and reimbursement - Commuter benefits, discounts and campus perks Schedule: - Standard Hours/Schedule: 35 hours per week - Work format: hybrid possible; details: This position has been determined by school or unit leaders that some of the duties and responsibilities can be effectively performed at a non-Harvard location. The work schedule and location will be set by the department at its discretion and based upon operational needs. When not working at a Harvard or Harvard-designated location, employees in hybrid positions must work in a Harvard registered state in compliance with the University’s Policy on Employment Outside of Massachusetts. Additional details will be discussed during the interview process. Certain visa types and funding sources may limit work location. Individuals must meet work location sponsorship requirements prior to employment. We should not include Visa Sponsorship Information line (Harvard University is unable to provide visa sponsorship for this position) because that's visa sponsorship info; but we already have note about no visa sponsorship. Might be considered metadata; but it's substantive. However we already have note about no visa sponsorship in Additional Qualifications. Could keep but maybe it's redundant. The instruction: do not put Job ID/requisition numbers as headings — fold minor metadata into a short
or drop it. Visa sponsorship info is minor metadata; we could include in a short
under Schedule or separate. But we already have note about no visa sponsorship in Additional Qualifications; we could keep it there. However we might drop duplicate. We'll include a short
under Schedule: "Note: Harvard University is unable to provide visa sponsorship for this position." Now ensure we don't include any boilerplate like EEO, etc. Now produce