Key Responsibilities:

Policy Development & Compliance

• Develops, implements, and ensures adherence to fair, inclusive, and legally compliant employee relations policies in alignment with NYUAD’s values and the Code of Conduct. Identifies potential legal and compliance risk areas in collaboration with the Office of General Counsel (OGC), Office of Equal Opportunity (OEO), and the Office of Compliance, recommending appropriate responses such as education, policy refinement, and direct interventions. Identifies areas of vulnerability, informing and advising the CHRO to ensure appropriate assessment and interventions
• Provides high level interpretive guidance of HR policies, and in consultation with the Provost Office and the Vice Provost, contributes to the alignment with faculty-related policies, guidelines for academic and research staff, as well as HR regulations for administrative staff in Provost Office units, to ensure consistent and equitable application across divisions and academic units
• In consultation with the Provost Office and the Vice Provost, serves as a senior advisor to academic leaders, department chairs, and administrators on faculty personnel matters, including conduct, performance concerns, and conflict resolution ensuring alignment with University policies and academic governance frameworks

Conflict Resolution and Investigations

• Serves as the primary authority for managing complex workplace concerns, conducting investigations and facilitating conflict resolution. This includes overseeing the full disciplinary lifecycle - from gathering evidence and taking formal statements to formulating comprehensive case summaries. Based on these findings, the Director provides strategic recommendations to the CHRO ensuring all outcomes uphold institutional fairness, transparency, and accountability
• Identifies and analyzes employee issues and works with the CHRO to develop methods to ensure staff input, concerns, and grievances are facilitated in a manner consistent with our mission and values. Implements proactive strategies to de-escalate conflicts. Makes referrals to the appropriate offices for interventions, including but not limited to the OGC, Office of Compliance and OEO
• Acts as a senior resource for HR Business Partners (HRBPs) and University leadership, offering expert guidance on intricate performance management issues, policy documentation, and the resolution of formal grievances and appeals. By researching and analyzing specific employee relations trends, the Director identifies emerging concerns and proposes proactive solutions to senior management. Furthermore, the Director is responsible for managing and responding to all internal and external requests for information, ensuring that the University’s responses are accurate and legally sound

Training & Leadership Enablement

• Leads the design and delivery of a comprehensive training framework aimed at equipping the University community—including HRBPs—with expertise in employee relations, performance management, implementation of performance improvement plans, and conflict resolution. In strategic partnership with the Learning & Organizational Development and Global Access and Engagement teams, the Director develops initiatives that promote culturally responsive leadership and ensure all managers are proficient in fostering inclusive, equitable workplace environments
• In consultation with the Provost Office and the Vice Provost, develops and delivers targeted training and guidance for academic leaders on faculty personnel management, policy application, and navigating complex employee relations issues within a shared governance environment

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