Education, Higher Education, Human Resources

Vice President of Human Resources

  • Stevens Institute of Technology
  • Hoboken, NJ

This position has been filled.

The Opportunity

Reporting to the President, the Vice President for Human Resources (VPHR) serves on the President’s Cabinet and will play a key role in leading the continued evolution of Stevens’ HR Division as a strategic partner in meeting the expectations of a 21st century workforce through progressive and responsive policies, services, and programs. Working collaboratively with leaders across the university, they will be charged with executing a shared vision for HR at Stevens that drives the attraction, retention, and development of a talented, diverse, and high-performance workforce in alignment with the university’s strategic priority of becoming a premier, student-centric, technological research university.  The VPHR will provide inspirational leadership to a talented team of 14 human resources professionals and continue to build a “best in class” operation that delivers well-designed and effective talent acquisition and development, employee relations, benefits, compensation, workforce analytics, and other HR programs and initiatives.

The VPHR will serve as the key advisor to the President and senior management on all matters related to human resources, including faculty and staff recruiting and engagement, compliance, including ERISA, as well as administration and financial management of the university’s labor resources. They will provide executive support and serve as a liaison to the Human Resources and Compensation Committee of Stevens’ Board of Trustees. The VPHR will serve as the chief advocate and strategist for issues related to people:  promoting a genuine service ethic to deliver dynamic and responsive human resources and support to a diverse community.

The ideal candidate will have a proven track record of leadership experience in Human Resources, ideally in a higher education setting with a history of successfully developing and implementing short and long-term HR objectives. The selected candidate will bring experience in establishing systems and leveraging technology to deliver high-quality service with a clear focus on strategy, policy, and compliance.

Within this context, some of the key challenges and opportunities for the new VPHR to address will include the following:

Strengthen and develop the Stevens employment brand

With talent networks, social media, competing employment choices, flexible work arrangements, and shifting skillset demands, the new employment environment will require Stevens to be innovative in structuring its workforce and to effectively market and communicate its strategies to attract, source, and recruit qualified candidates. To meet these demands, the VPHR will lead efforts to strengthen Stevens’ employment programs and employment brand to become a destination of choice, attracting and retaining world-class faculty, administrators, and staff.

Provide leadership to support the organization in effectively navigating the future of work

Tremendous societal and economic structural forces are radically reshaping the way we work. The emergence of these changes is creating fresh challenges for HR, including managing people through change, creating more sophisticated people measurement techniques to monitor and support performance and productivity, and addressing the disappearing boundaries between work and personal life.

Over the past year, Stevens has shifted to a more blended workforce where hybrid employees represent a greater share of the workforce. The VPHR must take the lead in formulating the workforce strategy and in planning to nurture continued productivity and excellence. HR must ensure that there are rigorous onboarding processes in place for hybrid employees to help them seamlessly become part of the team/community, hit the ground running, and aid in meeting compliance requirements. At the same time, the VPHR must lead efforts to support institutional compliance across different types of employees and various locales.

People managers will need support, training, and guidance on best practices from HR to adapt their styles to partner most effectively with their hybrid talent. Performance management also needs to be rethought within a hybrid workforce context.

Similarly, retention strategies need to be redeveloped for a hybrid workforce. The VPHR will need to consider and develop effective strategies for how to reward and retain high-performing hybrid talent.

Foster and enhance a vibrant institutional and inclusive culture that promotes excellence

The VPHR will work proactively with campus partners to build capacity among faculty and staff to influence Stevens’ culture and climate to ensure all members of the community feel a sense of belonging and experience Stevens as a place where they can thrive. The VPHR should champion diversity, equity, inclusion, and access throughout the institution with the goal of strengthening the community, and instilling a sense of pride, collegiality, ownership, and investment in Stevens’ success.

Develop and implement a comprehensive learning and development strategy that cultivates a high-performing workplace

As Stevens continues its growth trajectory, the need to effectively develop and support the professional development of its workforce is integral to building an even stronger, more adaptable organization equipped with skills for the future. The VPHR will lead and direct the development, design, planning, implementation, and evaluation of a comprehensive learning and development strategy for all levels of talent that is effective, measurable, and aligned with institutional goals and objectives and elevates management and leadership capabilities and organizational performance.

Employ robust people analytics to inform decision-making

The VPHR will continue to develop and enhance people analytics to provide vital insights into the Stevens workforce and support faster and better decision-making. In particular, the VPHR will collaborate with the Division of Information Technology to optimize Workday HCM, enhance employee data integrity and, in consultation with the Cabinet, create a suite of workforce-related dashboards and data that are regularly updated and easily accessible to leadership.


  • The VPHR is responsible for directing the university’s overall strategic and operational human resources functions, and will provide direction and leadership in the planning, development, and implementation of meaningful and measurable human resource programs and services in furtherance of the university’s mission and objectives.
  • The VPHR is responsible for the planning and management of the Division of Human Resources, including fiscal planning and direction for the division’s teams focusing on: Talent Acquisition and Development; Employee and Labor Relations; Benefits Administration; Compliance; Compensation and Classification; Customer and Operational Support Services; Diversity, Equity and Inclusion; Human Resources Information Systems and Data Management; and Student Employment. The VPHR will oversee the continued implementation of the HR Business Partner and Centers of Excellence model to provide the highest level of service and collaboration across the university.
  • The VPHR will serve as a strategic advisor to the executive/senior leadership of each unit regarding key organizational and management issues to drive a comprehensive people management agenda.
  • The VPHR will serve as the Chair of the ERISA and Benefits Advisory Committees and will have overall responsibility for the compliance and cost-effective management of all health and welfare benefits, including retirement benefits.
  • In collaboration with the university’s Diversity officers, the VPHR will advance and support ongoing university-wide diversity, equity and inclusion initiatives and expand strategic programming.
  • The VPHR will interact with administrators, supervisors, and employees to assess department/division human resource needs, including but not limited to, organizational structures, staffing, compensation, performance, and organizational development.
  • The VPHR will provide advice and counsel on all human resources matters and work closely and establish critical, productive cross-functional relationships with the Office of the General Counsel and the Division of Finance to ensure that Stevens is legally compliant and operating consistently with HR best practices.
  • The VPHR will work with key academic and administrative leaders to proactively address faculty and staff needs and support systems and strengthen partnerships between HR and all constituents of the campus community. The VPHR will establish ongoing and effective mechanisms to receive and act on faculty and staff feedback.
Candidate Profile

Stevens seeks in its next Vice President for Human Resources a leader who can quickly develop an understanding for the strategic opportunities within the Stevens community for impactful human capital programs, policies, and procedures and inspire a diverse and talented team to work together to realize these opportunities. The next VPHR will demonstrate a clear understanding of the challenges and opportunities facing universities like Stevens, will have a deep understanding of higher education and other industry and sector HR trends, and will have shown the ability to influence a diverse stakeholder population towards a shared understanding of HR practices that can expand on organizational strengths. The ideal candidate will have demonstrated the ability to have, from ideation through execution and normalization, affected large-scale human capital change programs.

The ideal VPHR will have demonstrated the ability to grow, develop, and sustain strong teams. The candidate will have shown creativity in sourcing skills that ensures that the organization has the ability to sustain high levels of HR services.  The next VPHR will have demonstrated that they value diverse teams and their ability to generate creative solutions to vexing problems.

While no single candidate will likely have all the ideal qualifications and characteristics, the successful candidate will possess many of the following attributes deemed desirable by members of the Stevens community:

  • A proven record of successful and progressively responsible leadership and management skills and a history of developing and implementing transformative HR programs, plans, policies, and procedures; Stevens has a strong preference for experience in an academic or nonprofit setting.
  • Experience leading and successfully supporting organizational change in a comparably complex organization.
  • Deep operational expertise in the key HR competencies, including talent acquisition, compensation and benefits, employee relations, labor relations, learning and development, compliance, and information systems; familiarity and experience with Workday Human Capital Management system is preferred.
  • Well-honed people management skills; poised and capable of building consensus and gaining the trust of organizational leadership, faculty, and staff while influencing positive organizational outcomes.
  • A demonstrated commitment to advancing diversity, equity, and inclusion.
  • Strong analytical and problem-solving skills, with a track record of implementing new initiatives with successful outcomes and using data to drive outcomes.
  • Excellent judgment with the ability to handle confidential and sensitive issues with diplomacy, discretion, and integrity.
  • A proven record of continually reviewing and improving processes and capabilities and leading an operation that delivers consistently excellent service to its clients.
  • Outstanding listening and influencing skills; the ability to cultivate trust and credibility and to generate enthusiasm among diverse constituencies and individuals.
  • Strong and effective interpersonal and team-building skills, including as an accessible and supportive colleague.
  • Highly resourceful with the ability to efficiently juggle and accomplish a wide array of projects.
  • Ability to maximize the use of technology to enhance communication and efficiency.
  • Bachelor’s degree in a relevant discipline is required and a graduate degree is preferred.

Overview of Human Resources

Stevens’ Division of Human Resources has undergone a significant transformation over the last several years, from a traditionally transactional HR function to one that truly reflects and supports the university’s strategic plan and objectives.

The division is led by the Vice President for HR, with three functional areas delivering its vision to enhance Stevens’ reputation as a workplace of choice where a diverse, inclusive, collaborative, and people-centric environment inspires excellence and innovation.

The Human Resources Division at Stevens Institute of Technology is a centralized operation comprised of 14 positions distributed across three functional areas include Total Rewards, HRIS and Talent Management & Learning Development. The Total Rewards function, comprised of the Associate Vice President for HR and four team members, is responsible for benefits, compensation, compliance, department-level policies, and employee relations. The HRIS function is led by the Associate Director of HR Information Systems Services and the Manager of HRISS. Along with four additional team members, this unit is responsible for the administration and maintenance of the Workday HCM, processing all employee transactions and providing human capital analytics. The Talent Management & Learning Development team includes the Senior Director of Talent Management and two HR Business Partners. This function provides HR guidance, consultation and support to their university clients and designs and offers professional development opportunities that align employee goals and performance with those of the organization.

The Division will continue to evolve, and its team members are committed to serving as a model of excellence, advancing Stevens’ mission through forward-thinking human resources practices aimed at creating a thriving, dynamic workforce that best meets the needs of a university shaping the world with its ideas and innovations.

For more information about the HR team, refer to the Organization Chart here.

About Stevens Institute of Technology


Founded in 1870 by a family of inventors, Stevens Institute of Technology is a student-centric research university, with technology at its core and the student experience always in mind. Stevens is home to diverse and talented students, faculty and staff who contribute to a rich and vibrant university community.  Stevens educates more than 8,000 undergraduate and graduate students annually, employing more than 330 faculty in four academic divisions offering more than 30 majors, and a total staff of 680. Stevens ranks in the top 15 for best 20-year return on investment (PayScale College ROI Report, 2021), and 97% of its 2021 graduates secured jobs or admission to prestigious graduate programs within six months of graduation. Stevens also boasts a 94% first-year retention rate.  The University has a total annual operating budget of $339 million, an undergraduate financial budget of $107 million, a capital budget of $20 million, and an endowment of $270 million.


Stevens is a premier student-centric technological research university, focusing on six “foundational pillars,” areas of true societal need in which Stevens possesses significant depth and expertise: artificial intelligence, machine learning and cybersecurity; data science and information systems; complex systems and networks; financial systems and technologies; biomedical engineering, healthcare and life sciences; and resilience and sustainability. As our education and research capacity grows in these areas, so will our influence.  Stevens’ Strategic Plan focuses on the following areas:

Student Centricity: Stevens will create a new paradigm that elegantly combines stellar learning opportunities and trailblazing research as inseparable components of a 21st century education.

Excellence in All We Do: Stevens will create a pervasive culture of excellence that will serve as a model for our partners and our students throughout their lives.

Through Collaboration, Impact: We will build a culture in which our strengths meld with and enhance those of synergistic and complementary collaborators. Together we will produce novel research, create visionary education programs, and influence policy and the national agenda, enhancing the perspective of our students and the international reach and reputation of Stevens.

Technology at Our Core: Our heritage is built on technology, from the transportation technology pioneered by the Stevens family to the countless technology-based companies launched and led by our alumni to the technological advancements created by our faculty researchers. Just as technology is our past, so it will differentiate us in the future, offering a distinctive educational experience to our students, driving our research and scholarship, leading us to devise novel teaching and learning methods and enhancing our administrative, outreach and communication activities.


Stevens Institute of Technology is a student-centric research university, with technology at its core and the student experience always in mind. Stevens believes research and technology hold the keys to solving the pressing challenges in fields as diverse as finance, defense, medicine, urban planning, and national infrastructure.

Stevens educates more than 8,000 undergraduate and graduate students annually, employing more than 330 faculty in four academic divisions offering more than 30 majors.

Schools at Stevens Institute of Technology  

Stevens’ academic programs are organized within and delivered by three distinguished schools and one college focused on engineering and science, systems thinking, business, and the humanities.

Charles V. Schaefer, Jr. School of Engineering & Science (SES)
With nine departments and 50 academic programs, SES maintains a rigorous commitment to preparing the next generation of technology leaders by offering a multi-disciplinary, design-based education.

School of Business

Technology — from advanced analytics to artificial intelligence — is changing everything in business. Stevens’ business programs teach the tools, skills and mindset required to lead teams, projects, and organizations through unprecedented disruption.

School of Systems & Enterprises (SSE)

SSE offers three undergraduate majors, two minors, seven master’s programs and three doctoral degrees, all of which focus on the core areas of systems and software engineering and enterprise science and engineering.

College of Arts and Letters

Devoted to research and scholarship, the College of Arts and Letters explores the humanities and arts through the lens of science and technology. This interdisciplinary unit of Stevens offers seven undergraduate majors, 13 minors and accelerated and pre-law programs.

Undergraduate Degree Programs at Stevens

Between daily collaboration with students and professors of diverse backgrounds, the Stevens campus community is an ideal size for undergraduate students. In addition, Stevens is sufficiently large to leverage significant research funding support while forging ties with leading industry and government partners. Stevens undergraduates may choose from the following majors: biomedical engineering; chemical engineering; civil engineering; computer engineering; electrical engineering; engineering with a naval or optical concentration; environmental engineering; industrial and systems engineering; mechanical engineering and software engineering; biology; chemistry; chemical biology; accelerated chemical biology; pure and applied mathematics; physics; computer science and cyber security accounting and analytics; business and technology; economics; finance; information systems; management; marketing innovation and analytics; quantitative finance; history; humanities undecided; literature; music and technology; philosophy; science communication; science, technology and society; social sciences and visual arts and technology.

Academic Culture

Diverse experiences and perspectives make us stronger as an institution. Stevens strives to ensure that all members of our community feel welcome and included and have the opportunity to succeed. The University has created and sustained an academic culture that is uniquely agile, responding to societal needs.

  • The Right Size: Our campus is compact, our community close-knit. We possess critical mass, yet we are of a size that can respond swiftly to urgent needs.
  • Broad-Based: Our curriculum is our strength — exceptionally rigorous and grounded in technological and scientific training yet infused with the humanities.
  • Focused: We exert particular teaching, research, and curricular focus and expertise on a specific set of research and teaching disciplines including finance, healthcare, cybersecurity, complex systems and resilience engineering.
  • Collaborative and Impactful: We break down silos. Faculty in our three schools and one college continually work across disciplines toward effective solutions to pressing challenges.

Points of Pride

  • U.S. News & World Report: Top 100 national universities.
  • U.S. News & World Report: No. 57 among national “Most Innovative Schools.”
  • The Princeton Review: Among country’s “Best 387 Colleges.”
  • Forbes: Among “America’s Top Colleges” and “Research Universities.”
  • Washington Monthly: Among best national universities ranked on what they do for the country.
  • U.S. News & World Report: No. 73 among national “Best Value Colleges.”
  • PayScale’s College Salary Report: 15 among top colleges with highest-paid graduates.
  • PayScale’s College Salary Report: 2 in “Best Colleges in New Jersey by Salary Potential.”
  • PayScale’s College ROI Report: 14 among “Best Value Colleges.”
  • The Princeton Review: Among the list of 209 “Best Value Colleges.”
  • The Princeton Review: Among the list of 50 “Colleges That Create Futures.”
  • The Princeton Review: 9 of “Top 20 Best Career Placement.”
  • Best Value Schools: 2 of “Best New Jersey Schools.”
  • Best Value Schools: 3 of “Top 25 Computer Science Programs with the Best ROI.”
  • Business Insider: Among top 25 U.S. colleges where students get the most for their money.
  • Forbes’ “Ranking America’s Colleges by Gender Wage Gap:” No. 2 in nation with female grads earning more than male upon graduation
  • Georgetown University Center on Education and the Workforce’s First Try at ROI: 19 in the nation for return on investment 40 years after enrollment.
  • NJ Advance Media: 1 of “35 N.J. colleges with the highest-paid grads.”
  • Stacker: 12 in the nation among the 100 colleges whose grads go on to earn the most.”
  • WalletHub: 2 in New Jersey for offering top-notch education at the most reasonable prices.
  • Aspire: One of 19 universities that has joined a three-year institutional change effort to develop inclusive faculty recruitment, hiring, and retention practices.

For more Stevens points of pride go to:

Student Life

Stevens’ students enjoy a vibrant and dynamic living and learning environment on our stunning, 55-acre residential campus in Hoboken, New Jersey. Our residential community celebrates and promotes diversity, fosters respect and leadership skills, and facilitates a wide variety of experiences and activities that support the development of well-rounded individuals.

The Best of Both Worlds

Stevens offers the very best of both small town and big city living. Our hometown of Hoboken — ranked one of the top college towns in the nation by The Princeton Review — is a lively, pedestrian-friendly community, offering a variety of boutiques, restaurants, parks, cafes, and nightlife. Nearby, New York City is a quick train, bus, or ferry ride from Stevens’ waterfront campus on the Hudson River, connecting students to Manhattan’s world-famous culture, business, and entertainment.

Hoboken, New Jersey

Locally-owned stores and restaurants — and a population that promotes its sense of community — make it easy to transition from transplant to local. With Lower Manhattan a 10-minute train ride away, a rail system that navigates the Northeast and multiple international airports less than 20 miles from campus, the world is at your door.

Nicknamed the Mile Square City for its compact size, Hoboken offers an urban lifestyle with a small-town feel. According to Walk Score®, Hoboken is the most walkable city in New Jersey, scoring 95 out of 100.

To learn more about Hoboken, please visit:


Koya Partners, the executive search firm that specializes in mission-driven search, has been exclusively retained for this engagement. Tom Phillips and Jennifer Rice of Koya Partners will lead the search. To express interest in this role please submit your materials here. All inquiries and discussions will be considered strictly confidential.

Koya Partners is committed to providing reasonable accommodation to individuals living with disabilities. If you are a qualified individual living with a disability and need assistance expressing interest online, please email If you are selected for an interview, you will receive additional information regarding how to request an accommodation for the interview process.

Stevens Institute of Technology is an Equal Opportunity Employer. Accordingly, Stevens adheres to an employment policy that prohibits discriminatory practices or harassment against candidates or employees based on legally impermissible factor(s) including, but not necessarily limited to, race, color, religion, creed, sex, national origin, nationality, citizenship status, age, ancestry, marital or domestic partnership or civil union status, familial status, affectional or sexual orientation, gender identity or expression, atypical cellular or blood trait, genetic information, pregnancy or pregnancy-related medical conditions, disability, or any protected military or veteran status.

Stevens is building a diverse faculty, staff and student body and encourage applications from female and minority candidates, as well as veterans and individuals with disabilities. Stevens is a federal contractor under the Vietnam Era Veterans’ Readjustment Assistance Act (VEVRAA) and the Rehabilitation Act of 1973, as well as other federal statutes.

About Koya Partners

Koya Partners, a part of Diversified Search Group, is a leading executive search and strategic advising firm dedicated to connecting exceptionally talented people with mission-driven clients. Our founding philosophy—The Right Person in the Right Place Can Change the World—guides our work as we partner with nonprofits & NGOs, institutions of higher education, responsible businesses, and social enterprises in local communities and around the world.

For more information about Koya Partners, visit



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