Vice President for Human Resources

Location: Albany, NY Category: Human Resources Job Type: Exempt Posted On: Wed Aug 5 2026 Job Description:

REPORTS TO: Chief Operating Officer of the Research Foundation for SUNY. Position is in-person located in Albany, NY.

JOB PURPOSE: The Vice President of Human Resources is responsible for directing the people functions of the corporation in accordance with the policies and practices of the Research Foundation (RF), the ethical and social consciences of business, society and applicable laws and regulations and administrative rulings. The incumbent provides leadership in developing and executing Human Resources strategy in support of the business plan. Serve as a member of the Executive Leadership Team and develop strategic direction of the organization, specifically in the areas of talent management, union/labor relations, learning and development, employee relations, compensation, board development, benefits and wellness. Responsible for strategic human resource planning to provide the RF with the best people talent available and to position the RF as an Employer of Choice by being aware of policies, practices and trends within the academic and research enterprises, and business in general. Serve as the keeper of RF culture.

ESSENTIAL DUTIES AND RESPONSIBILITIES:

• Plan, develop, organize, implement, direct and evaluate the organization's corporate human resource function and performance.

• Provide guidance and support to state-wide HR officers, who direct campus HR activities.

• Serve as a strategic partner in the development of corporate plans, programs, and initiatives, providing expertise on the impact of organizational decisions on employees, culture, and workforce performance.

• Executive Liaison to the RF Board of Directors, in collaboration with the COO and GC/Secretary to the Board. Provide executive leadership and strategic support facilitating Board Assessments, succession planning and serving as liaison to the Nominating Committee.

• Lead the state-wide Research Administrators' Symposium every 2 years.

• Develop HR strategic and operational systems that support strategic and operational business plans of the RF.

• Chief Learning Officer for the enterprise. Lead the corporate training function, including assessment of how to best maximize resources, and advising leadership on the impact of long-range planning of new programs/strategies and regulatory action as those items impact the attraction, motivation, development, performance and retention of the people resources of the corporation.

• Provide strategic planning for enterprise in the areas of leadership development and succession planning.

• Lead the communication strategy on workforce data impacting RF talent recruitment and retention on campuses.

• Spearhead organizational development activities across SUNY research enterprise, engaging and leveraging external expertise (campuses, consultants) to help support growth and positive change. Lead Engagement teams for improving trust and engagement of RF employees and design and communicate the mentoring program for all staff.

• Manage enterprise-wide hotline issues that relate to employee relations complaints.

• Lead leadership retreats for Management, Operations Managers and other key stakeholders.

• Continuously evaluate staffing strategies, trends, and programs to identify talent within and outside the corporation for positions of responsibility. Identify appropriate and effective external sources for candidates for all levels within the company. Support leadership in human resources/organization structure planning in support of organizational mission.

• Ensure the optimal balance between low fringe benefits rates and pay & benefit offerings comparable to SUNY and educational institution peers that attract and retain top caliber employees. Develop progressive and proactive compensation and benefits programs to provide motivation, incentives and rewards for effective performance.

• Lead employee relations function and diversity and inclusion initiatives; support methods to allow the corporation to embrace applicants and employees of all backgrounds and to permit the full development and performance of all employees.

• Continually assess opportunities for shared services across the RF and SUNY research enterprise and implement as appropriate.

• Lead corporate response to union attempts to organize RF employees. Maintain pro-employee approach to ensure positive employee and labor relations and minimize need for third party intervention by unions. With internal or external labor counsel, assure appropriate management of existing union negotiations and interactions.

• Establish credibility throughout the organization with leadership and the employees in order to be an effective listener and problem solver of people issues. Provide technical advice and knowledge to others within the human resources discipline.

• Ensure effective and compliant HR programs, policies, practices and processes associated with meeting the strategic and operational people issues of the organization. Included in this area would be programs for human resource administration, compensation and classification, employee relations, benefits development and administration, HR compliance, and career development.

• Enhance/develop and monitor human resources policies and procedures of the organization in support continuous improvement of the overall operation and effectiveness of the corporation. Effectively utilize the human resource information systems database, recruitment / talent management software and necessary reports for critical analyses of the HR function and the people resources of the corporation.

• Working with campus leadership, assure the optimal HR infrastructure across the corporation. Evaluate the corporate office HR structure and plan for continual improvement of the efficiency and effectiveness of the group as well as providing individuals with professional and personal growth with emphasis on opportunities (where possible).

• Serve as privacy officer for the organization. Assure compliance with federal and state laws protecting the privacy of information collected and maintained by the Research Foundation.

• Manage the HR Leadership Team that consists of Directors of HR & Benefits.

• Manage the budget and other financial measures of the Human Resources function.

• All other duties as assigned.

Job Requirements:

QUALIFICATIONS - Experience, Competencies and Education:

• Experienced leader and human resource executive with appropriate industry experience.

• Energetic, forward-thinking and creative individual with high ethical standards and an appropriate professional image.

• Strategic planner with sound technical skills, analytical ability, good judgment and strong operational focus.

• Well-organized and self-directed individual who is "politically savvy" and a team player. An intelligent and articulate individual who can relate to people at all levels of an organization and possesses excellent communication skills.

• Good educator who is trustworthy and willing to share information and serve as a mentor. An excellent facilitator who is experienced in resolving conflicts between different parties to a dispute.

• Decisive individual who possesses a strategic focus as well as an operational, implementation and detail-oriented perspective.

• Bachelor's Degree with a minimum of 8 years of progressively more related complex technical and leadership experience in HR. Preferred advance degree and/or SPHR/PHR certification.

• Experience and expertise in higher education or affiliated organizations strongly preferred.

ACCOUNTABILITIES:

• Oversee staff of ~20 at RF central office

• Corporate headcount of 10,000 - 17,000, annually at 30 decentralized operating units located on SUNY campuses throughout New York State.

• Annual benefit program costs of $140M.

Compensation for this position: The compensation for this role is between $225,000 - $255,000. The pay will depend on a variety of factors that may include but are not limited to experience, education, training, certifications, and internal equity.

Additional Information:

As an Equal Opportunity / Affirmative Action Employer, The Research Foundation for SUNY will not discriminate in its employment practices due to an applicant's race, color, creed, religion, sex, pregnancy-related conditions, reproductive health decisions, childbirth or related medical conditions, sexual orientation, gender identity or expression, transgender status, age, national origin or ancestry, marital status, familial status, citizenship, physical and mental disability, prior arrest or conviction record, genetic characteristics/genetic information, predisposition or carrier status, domestic violence victim status, military status or service, veteran status, or any other characteristics protected under federal, state or local law. The Company will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant.

The Company will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant.

Review of applications will begin immediately and continue until the position is filled.

The Research Foundation for the State University of New York is not an agency or instrumentality of the State of New York. Employees of the Research Foundation for the State University of New York are not state employees, do not participate in any state retirement system, and do not receive state fringe benefits. The Research Foundation for the State University of New York operates under a contract with The State University of New York and receives no directly appropriated state funding.