Job Description

THE OPPORTUNITY
This is a unique opportunity for an HR leader who wants to make a meaningful impact in a mission-driven, creativity-fueled environment. As Director of Human Resources & People Engagement, you will help shape the employee experience at one of the nation’s premier art and design colleges—championing inclusion, nurturing talent, and building a workplace where artists, faculty, and staff feel supported and empowered. Working closely with senior leadership, you will influence strategy, elevate culture, and help advance CIA’s legacy of innovation within Cleveland’s vibrant University Circle.

THE ORGANIZATION
Founded in 1882, the Cleveland Institute of Art (CIA) is a nationally recognized art and design college with a longstanding legacy of creative excellence. CIA offers Bachelor of Fine Arts degrees across a range of majors and supports vibrant studio practices, applied design work, exhibitions, and community-engaged creative projects. Located in Cleveland’s University Circle - one of the country’s most dynamic cultural districts - CIA provides students, faculty, and staff direct access to a rich arts ecosystem, including museums, galleries, and partner institutions.

CIA’s campus features professionally equipped studios, galleries, exhibition spaces, and its renowned Cinematheque, providing an immersive environment for teaching, learning, and creative production. The institution’s history reflects continual innovation, evolving from its beginnings as the Western Reserve School of Design for Women to its current role as a leading college of art and design.

With a close-knit, collaborative culture, CIA values creativity, interdisciplinary thinking, and community connection. Overall, CIA maintains a distinctive environment that blends artistic tradition, design innovation, and deep engagement with Cleveland’s cultural community.

THE POSITION’S ESSENTIAL RESPONSIBILITIES AND FUNCTIONS
The Director of Human Resources & People Engagement serves as the head of CIA’s HR function, leading day-to-day and strategic HR operations, and partnering with senior leadership to support employees across Cleveland Institute of Art. Reporting to the VP of Business Affairs, the Director is responsible for talent acquisition, total compensation administration, HR compliance, policy development, employee relations, and people-centered culture and belonging initiatives in alignment with CIA’s mission and values.

This role acts as the hub for “people operations” that tie culture-related work together, in collaboration with the President’s Cabinet. The Director of HR and People Engagement serves as the staff leader for the IDEA (Inclusion, Diversity, & Equity Awareness) Council, and also coordinates employee engagement initiatives that help employees feel respected, valued, and empowered to contribute to CIA’s mission. The Director collaborates closely with Academic Affairs to support HR processes related to faculty recruitment, onboarding and offboarding, grievance and problem resolution, and other procedures in alignment with the Faculty Bylaws.

SPECIFIC DUTIES & RESPONSIBILITIES
Strategic HR Leadership & People Operations

• Lead day-to-day HR operations and provide strategic partnership to the President’s Cabinet and leadership team on people-related matters.
• Advise on workforce planning, organizational structure, and change management.
• Partner with leadership to ensure HR practices reflect CIA’s mission, values, and commitment to inclusion and belonging.
• Supervise and manage direct reports within the HR department (Associate Director of Human Resources, HR Specialist), and coordinate with external vendors as needed.

Talent Acquisition, Onboarding & Offboarding

• Oversee full-cycle recruitment for staff positions, from position development and posting through selection and offer.
• Provide guidance and consultation to faculty search committees in coordination with Academic Affairs.
• Oversee onboarding and offboarding processes for staff and, in collaboration with Academic Affairs, support aligned processes for faculty in accordance with the Faculty Bylaws.

Compensation, Benefits & HR Systems

• Administer compensation and benefits programs, including salary benchmarking, job evaluations, and annual benefits renewal in collaboration with external brokers and partners.
• Support the development and maintenance of a total compensation program tied to job descriptions, performance, and market data.
• Serve as HR liaison to the Employee Retirement Plan Oversight Committee, ensuring effective communication and administration of retirement benefits.
• Maintain HR records and HRIS data; lead responsible process improvements, automation, and technology/AI solutions to increase efficiency and reduce administrative burden.

Employee Relations, Policy & Compliance

• Serve as primary point of contact for employee relations matters, providing coaching and guidance to supervisors and employees on performance management, conflict resolution, recognition, and retention.
• Coordinate with legal counsel as appropriate to address complex employee relations issues and ensure compliance with applicable laws.
• Develop, implement, and maintain HR policies and procedures in the Employee Handbook and support alignment with the Faculty Bylaws, benchmarking against peer institutions and consulting with legal counsel as needed.
• Ensure compliance with federal and state employment laws (including FLSA, FMLA, ADA/ADAAA, Title VII, and related regulations) and monitor changes in legislation impacting HR practices.

Culture, Inclusion, & Employee Engagement

• Serve as the staff leader for the IDEA (Inclusion, Diversity, Equity, and Access) Council, coordinating agendas, supporting Council initiatives, ensuring alignment with institutional priorities and regulatory considerations, and collaborating on key IDEA initiatives such as MOSAIC (Multicultural Orientation for Students In Art/Design College).
• Coordinate employee engagement surveys in partnership with leadership, including vendor selection (if applicable), survey design input, communication, analysis of results, and support for follow-up action planning.
• Lead or coordinate people-centered culture initiatives such as employee appreciation events, recognition activities, and selected training (e.g., inclusive workplace practices, supervisory skills, harassment prevention), in partnership with appropriate departments.
• Support institutional efforts to foster a positive, equitable, and engaging work environment in which employees feel respected, valued, and included.

Cross-Campus Collaboration
Collaborate with the Office of Academic Affairs on HR-related processes affecting faculty, including recruitment, onboarding and offboarding, grievance and problem resolution, and other procedures in alignment with the Faculty Bylaws.

• Partner with Cabinet-level leaders and department heads to promote strong team dynamics, effective communication, and operational alignment across administrative and academic units.
• Partner with Cabinet in holistic, operational and strategic workforce planning, analyzing CIA’s current workforce, understanding needs to accomplish strategic goals and address talent gaps in the short and long term.
• Collaborate with the CIO and Cabinet in advising on AI integration into CIA’s labor strategy, and in implementing responsible AI solutions across workflows to maximize productivity and minimize burnout.
• Provide HR data and insights (e.g., turnover, recruitment metrics, engagement findings) to inform leadership decision-making and strategic planning.

Administration & External Partnerships

• Manage the HR department budget and monitor expenditures to ensure responsible stewardship of resources.
• Coordinate with external partners (legal counsel, benefits brokers, retirement plan administrators, consultants, etc.) to support HR functions and projects.
• Represent HR and, as needed, CIA in external meetings, networks, and professional development settings.

DESIRED CANDIDATE PROFILE
The successful candidate will be an accomplished HR generalist with broad functional capability, the ability to lead a small team, and a track record of partnering effectively with senior leadership. They will bring systems-level thinking, strong communication skills, and the capacity to translate HR strategy into practical processes that support workforce planning, talent development, and a positive employee experience.

QUALIFICATIONS
Education and Experience:

• Bachelor’s degree in Human Resources, Business, Psychology, or a related field.
• 10+ years of progressive HR generalist experience, including experience providing direct HR counsel to leaders and supervisors.
• Strong working knowledge of federal and state employment laws and HR compliance requirements in a higher education or nonprofit context, including FLSA, FMLA, Affordable Care Act, and related regulations.
• Demonstrated experience in employee relations, recruitment, compensation/benefits administration, and policy development.
• Supervisory experience, and ability to successfully manage a team.

Preferred Qualifications:

• Experience in higher education and/or nonprofit organizations.
• HR certification (e.g., PHR, SPHR, SHRM-CP, SHRM-SCP).
• Experience with HRIS systems (Jenzabar or similar) and comfort with leveraging data and technology to improve HR processes.

Critical Leadership Competencies and Personal Attributes:

• Excellent communication, interpersonal, and organizational skills, with a high degree of emotional intelligence and discretion.
• Ability to incorporate systems-level thinking and holistic problem solving at the organizational level.
• Collaboration: able to form positive and productive working relationships.

Physical Requirements

• Ability to move around the College’s offices to conduct regular business and travel to attend off-site meetings.

DISCLAIMER
The responsibilities summarized in this description represent the principal focus, essential duties and requirements of the position as of the date of preparation. Duties other than those specifically referenced may be required to accomplish the primary purpose of the position. We are committed to a diverse and inclusive workplace. Applicants for employment with any of People Architect’s clients will never be asked to provide money (even if reimbursable) as part of the job application or hiring process.

QUESTIONS?
People Architects is conducting the search for this position on behalf of the Cleveland Institute of Art. If you have any questions, please direct them to Phyllis@peoplearchitects.io.

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