Associate Director, Organizational Development

Department: NUL Org Dev

Salary/Grade: EXS/8

Job Summary:

The Associate Director of Organizational Development (OD) holds a senior role in implementing all staff and Faculty Human Resources functions within Northwestern University Libraries and University Press. Serving as an organizational consultant and advisor to library teams and facilitates process improvement and Change initiatives across the organization. Acting as close partner to the OD Director and library leadership team, this role advances initiatives that enhance operational effectiveness, strengthen organizational alignment, and support a high performing, collaborative and innovative culture.

The Associate Director administers HR programs, policies, and procedures that support the Libraries' workforce and align with institutional priorities. Responsibilities include implementing staff and faculty HR practices; facilitating faculty librarian promotions and staff reclassifications; and fostering an empowered, productive, work environment. Provides advice to the OD director and makes recommendations for library policies, guidelines, and updates.

Working to build trust across the organization, the Associate Director partners with department directors, faculty, and staff to promote continued learning, engagement, growth, and effective performance. As a co-liaison to the Office of the Provost, Human Resources, SEIU Local 73, and the Office of Student Affairs, the role coordinates recruitment, compensation, onboarding, promotion, merit and retention activities within a unionized environment.

The Associate Director also collaborates with the Organizational Development team to lead workforce engagement initiatives including National Library Week and Staff Engagement Day that strengthen and renew the Libraries' culture.

Specific Responsibilities:

• Partner with library leadership to align people‑focused priorities with the Libraries' strategic vision, priorities and organizational goals, fostering a collaborative, high‑performance and innovation culture.
• Provide feedback and recommendations on organizational effectiveness, performance management, talent acquisition, and compensation; identify talent gaps and lead coaching, training, and communication initiatives, including support for initiatives such as organizational realignments.
• Supervise the department administrative assistant and or student worker; provide work direction to others and coordinate administrative efforts across departments.
• Ensure clear, consistent communication of HR policies, procedures, and programs; maintain strong working relationships with university HR partners such as the Provost Office, Student Affairs, Office of Human Resources, HR Business Partners, and department directors.
• Use data to identify trends, recommend improvements, develop project plans, and lead high‑impact implementation efforts that increase operational effectiveness.
• Lead compliance programs; implement departmental and university policies; ensure adherence to all relevant laws, regulations, and institutional requirements; develop tools and resources to support faculty and staff compliance.
• Optimize HR services, technologies, policies, and workflows; represent the Libraries on HR‑related committees (e.g., recruitment, staffing, HRIS); perform other duties as assigned.
• Builds and maintains effective working relationships with union stewards and SEIU Local 73 representatives through ongoing collaboration and administers aspects of the collective bargaining agreement.
• Coach Supervisors on performance concerns, leave administration, approve timesheets & oversees completion of annual staff Conflict of Interest survey, annual ARL report submission, merit increases and ad-hoc requests from union.
• Initiates and implements the Librarian faculty promotion and application process from submission to notification.
• Works with the Business Office Support team to facilitate financial approvals and vendor payments
• Partners with managers to promote fairness and consistency across performance management and labor relations practices.

Miscellaneous

Performs other duties as assigned.

Minimum Qualifications:

• Bachelor's degree from an accredited college or university in Human Resources Management, Organizational Development, Applied Behavioral Sciences, Organizational Psychology, Business Administration, or related field.
• Minimum of five years of experience in a higher‑education or related environment in a Human Resources or HR Generalist role.
• Progressively responsible experience, including management and/or supervisory responsibilities.
• Experience in employee relations, conflict resolution, coaching, and developing or implementing communication plans.
• Strong listening skills with the ability to identify root causes of issues, proactively address concerns, and manage challenging situations with professionalism.
• Ability to maintain a high level of confidentiality and handle sensitive information with discretion.
• Excellent communication skills and the ability to work effectively with individuals at all organizational levels.
• Exceptional problem‑solving and critical‑thinking abilities, with proven capacity to exercise strong judgment in complex situations.
• Experience managing departmental budgets.
• Advanced proficiency with Microsoft Office and project‑management applications.

Preferred Qualifications:

• Experience working in a university or higher education setting.
• Experience with the following software: peoplesoft, saba talent, onbase, one drive, workforce solutions, sharepoint, fasis, i-9 verifications
• Master's degree in human resources management, organizational development, applied behavioral sciences, business administration or related field
• Shrm phr, scp or cp certification
• Experience or familiarity with a collective bargaining environment

Target hiring range for this position will be between $82,000-$97,000 per year. Offered salary will be determined by the applicant's education, experience, knowledge, skills and abilities, as well as internal equity and alignment with market data

Benefits:

At Northwestern, we are proud to provide meaningful and competitive benefits. The available benefits package for this position will include health, dental, vision, disability, and life insurance; paid vacation and holidays; paid medical/sick and parental leave; tuition benefits for the employee and dependents; pre-tax and flex spending accounts for commuting and dependent care; generous retirement savings options; and wellness programs. For a comprehensive overview of available benefits, including eligibility details, visit us at https://www.northwestern.edu/hr/benefits/index.html to learn more.

Work-Life and Wellness:

Northwestern offers comprehensive programs and services to help you and your family navigate life's challenges and opportunities, and adopt and maintain healthy lifestyles.

We support flexible work arrangements where possible and programs to help you locate and pay for quality, affordable childcare and senior/adult care. Visit us at https://www.northwestern.edu/hr/benefits/work-life/index.html to learn more.

Professional Growth & Development:

Northwestern supports employee career development in all circumstances whether your workspace is on campus or at home. If you're interested in developing your professional potential or continuing your formal education, we offer a variety of tools and resources. Visit us at https://www.northwestern.edu/hr/learning/index.html to learn more.

Northwestern University is an Equal Opportunity Employer and does not discriminate on the basis of protected characteristics, including disability and veteran status. View Northwestern's non-discrimination statement. Job applicants who wish to request an accommodation in the application or hiring process should contact the Office of Civil Rights and Title IX Compliance. View additional information on the accommodations process.

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