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Salary: See Position Description
Location : Ramapo College, Main Campus - Mahwah NJ
Job Type: Full-Time
Job Number: 202300417
Core: Operational Integration Core
Department: People Operations & Employee Resources
Opening Date: 07/01/2026
FLSA: Exempt
Bargaining Unit: MN
Description
About Ramapo College of New Jersey
Ramapo College of New Jersey is the state's premier public liberal arts college, where students build the confidence, skills, and perspective to thrive in a changing world. Located on a breathtaking 300-acre campus in the foothills of the Ramapo Mountains and just a short trip from New York City, Ramapo blends the best of both worlds: natural beauty, state-of-the-art facilities, and access to one of the world's most dynamic job markets.
With approximately 6,000 students, Ramapo offers a personalized, student-centered experience defined by a 16:1 student-faculty ratio, small classes, and faculty who mentor, challenge, and inspire. Students can explore over 40 undergraduate majors and a growing portfolio of graduate programs in fields such as Business Administration, Data Science, Nursing, Educational Leadership, Social Work, Special Education, and the Doctor of Nursing Practice. Across every discipline, Ramapo emphasizes hands-on learning through internships, co-ops, study abroad, faculty research, service projects, and real-world experiences that prepare students for meaningful careers.
Our campus is home to cutting-edge academic spaces, including the Anisfield School of Business, the Adler Center for Nursing Excellence, the Sharp Sustainability Education Center, the Berrie Center for Performing and Visual Arts, the Les Paul Music Studio, and the Peter P. Mercer Learning Commons. Ramapo's award-winning residence halls are consistently ranked among the best in New Jersey.
Nationally recognized for excellence and value, Ramapo is ranked #1 among New Jersey public colleges by College Choice, named a Best Regional University North by U.S. News & World Report, and celebrated by Kiplinger's, Money Magazine, Colleges of Distinction, and Victory Media's Military Friendly rankings.
At Ramapo, students don't just earn degrees; they discover their strengths, explore new possibilities, and build the foundation for bold futures.
Working at Ramapo
Ramapo College of New Jersey has been recognized as a "Great College to Work For," where our employees are at the heart of everything we do. We foster an equitable and fair workplace where ideas are welcomed, contributions are valued, and individuals are encouraged to grow both professionally and personally. Employees benefit from meaningful work, opportunities for development, and the chance to make a lasting impact on students' lives every day.
At Ramapo College, we believe excellence is achieved through teamwork, respect, accountability, innovation, and a shared commitment to learning. Our all-hands-on-deck culture requires leadership at all levels to ensure we achieve our mission, implement our goals, and invest in our future one student at a time. We are proud to offer a supportive environment that values well-being and continuous improvement. We believe in being bold, being kind, and being good teammates, making Ramapo not just a place to work, but a great place to belong.
Ramapo College offers outstanding benefits through the New Jersey State Benefits system, generous PTO, professional development opportunities, wellness programs, tuition discounts for employees and their dependents, and much more.
POSITION TYPE/EXPECTED HOURS OF WORK:
This is a full-time, managerial position, and days of work and hours are Monday through Friday, 8:30 a.m. to 4:30 pm. Note: This position is in the "NL" category of employment (non-fixed work week) and individuals in this role have no claim or entitlement to time off or cash compensation for hours worked beyond their normal schedule. Occasional evening and weekend work may be required as job duties demand. Compensatory time will not be granted for work done as an extension of the regular workday. It is the policy of the College to grant hour-for-hour compensatory time off, with advance approval, only when employees are required to work on a holiday. Time earned must be used within one fiscal year from the time it is earned.
Compensation:
Manager - Director 1, D32
$165,000-$185,000
JOB SUMMARY
Reporting to the Vice President for People Operations and Employee Resources (POER), this position serves as a senior leader within POER and acts on behalf of the Vice President as appropriate. This role provides operational oversight and day-to-day direction for the People Operations team, ensuring the effective delivery of human resources programs and services across the College.
This position provides expert guidance on a broad range of human resources matters, including compensation & classification, talent management, employee relations, organizational effectiveness, policy development, compliance, and workforce planning. The role partners with campus leaders to align people strategies with institutional priorities while fostering a culture of collaboration, engagement, and continuous improvement. In the absence of the Vice President, this position serves as the primary leader for the People Operations function, ensuring continuity of leadership and decision-making.
Examples of Duties
Essential Duties and Responsibilities
Classification, Compensation & Organizational Design

• Lead the College's classification and compensation programs, ensuring internal equity, external competitiveness, compliance with Civil Service regulations, collective bargaining agreements, and institutional policies.
• Conduct complex classification analyses, compensation reviews, market studies, and organizational assessments.
• Partner with divisional leadership to evaluate organizational structures, workforce needs, reporting relationships, and position design.
• Develop compensation recommendations for new positions, reorganizations, reclassifications, promotional opportunities, equity adjustments, and special compensation requests.
• Monitor compensation trends, salary structures, and labor market data to support strategic workforce planning.
• Develop and maintain classification standards, compensation guidelines, and related policies and procedures.
• Provide expert consultation to leadership on compensation philosophy, workforce planning, and organizational effectiveness.

Strategic Human Resources Partnership

• Serve as a strategic advisor to the Vice President of POER on a broad range of human resources matters, including POER operations, reorganization, workforce planning, employee performance, policy interpretation, talent management, and organizational effectiveness.
• Partner with managers to resolve complex employee relations issues while balancing operational needs, institutional priorities, and legal compliance.
• Consult on performance management, disciplinary actions, organizational restructures, workforce planning, and change management initiatives.
• Support leadership through complex organizational challenges by recommending practical, equitable, and legally compliant solutions.
• Foster collaborative relationships across all divisions to strengthen employee engagement and organizational effectiveness, and employee wellness.

Classification, Labor & Employee Relations

• Collaborate with the Vice President of POER in administering collective bargaining agreements and interpreting labor contract provisions related to classification, compensation, organizational changes, and employment practices.
• Provide guidance regarding Civil Service regulations, College policies, and applicable employment laws.
• Participate in grievance preparation, disciplinary matters, investigations, and labor-management discussions as assigned.
• Partner with the Vice President of POER, the General Counsel, and external agencies on employment-related matters when appropriate.

Strategy

• Provide cross-functional support for People Operations projects that improve operational efficiencies and effectiveness, employee experience, and service delivery.
• Identify opportunities to streamline HR processes through technology, automation, and continuous improvement initiatives.
• Partner with the POER team to implement improvement initiatives across the Core.
• Develop and maintain policies, procedures, and documentation that support consistent and effective HR practices.

Leadership & Department Operations

• Represent the department on institutional committees, strategic initiatives, and cross-functional projects.

• Assume responsibilities for departmental operations and ensure follow-up and implementation of projects.

Compliance & Risk Management

• Ensure compliance with federal and state employment laws, Civil Service regulations, collective bargaining agreements, and institutional policies.
• Assist with employment-related investigations, audits, reporting requirements, and legal matters.
• Support institutional emergency planning and continuity initiatives related to workforce operations.
• Maintain confidentiality and exercise sound judgment in handling highly sensitive information

Other Duties as assigned.
Qualifications
Minimum Qualifications
Education
Bachelor's degree in Human Resources, Business Administration, Public Administration, Organizational Development, or a related field required.
Master's degree and/or professional HR certification (SHRM-SCP, SPHR, CCP, CEBS, or related credential) preferred.
Experience

• Minimum of ten (10) years of progressively responsible professional human resources experience.
• Significant experience in classification, compensation, organizational design, and workforce planning and labor relations required.
• Experience serving as a Senior HR Business Partner and providing strategic HR direction to lower-level HR staff.
• Experience in a unionized environment interpreting collective bargaining agreements and Civil Service regulations preferred.
• Experience leading complex organizational change initiatives, compensation studies, and cross-functional HR projects.
• Higher education and/or public sector human resources experience strongly preferred.

Knowledge, Skills & Abilities

• Extensive knowledge of classification and compensation principles, job evaluation methodologies, salary administration, and market analysis.
• Strong understanding of organizational design, workforce planning, and change management.
• Broad knowledge of human resources best practices across employee relations, labor relations, talent acquisition, learning and development, HRIS, payroll, benefits, and performance management.
• Strong analytical skills with the ability to evaluate complex organizational and compensation issues using quantitative and qualitative data.
• Demonstrated ability in executing projects from inception to completion.
• Demonstrated ability to influence, advise, and build credibility with leadership across the organization.
• Excellent judgment, diplomacy, and conflict resolution skills.
• Outstanding written, verbal, presentation, and interpersonal communication skills.
• Demonstrated ability to manage multiple priorities and lead complex projects simultaneously.
• Advanced proficiency in Microsoft Office Suite, particularly Excel.
• Experience with Banner HR, Ellucian, or similar enterprise HRIS systems preferred.

Supplemental Information
EEO Statement:
Ramapo College is an Affirmative Action/Equal Employment Opportunity Employer. Ramapo has a long history of advocating, advising, and supporting diversity, equity, and inclusiveness. Examples can be found in its mission statement, strategic plans, degree and course offerings, community outreach programs, and other diversity programs. Ramapo's commitment to diversity and inclusion is infused across all facets of the College; where the environment is welcoming, dedicated to social justice, respectful of freedom of expression, focused on educating and having an ongoing conversation regarding cultural competence and the benefits and importance of diversity.
Organizational Security Responsibilities: This position requires adherence to the organization's information security policies and procedures. All employees share responsibility for protecting the confidentiality, integrity, and availability of the organization's mission essential IT assets, regardless of role. Individuals in this role are expected to apply appropriate safeguards, participate in required security awareness training, and promptly report potential security incidents in accordance with institutional policies.
Ramapo offers a comprehensive benefits package through the State of New Jersey to full-time employees including health care, dental, prescription drug plans, retirement, pension, deferred compensation plans, flexible spending accounts, life insurance, holidays, vacation, and sick leave.
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01
Do you have a minimum of a Bachelor's Degree and at least 10 years of progressively responsible professional human resources experience?

• yes
• no

02
Do you have significant experience in classification, compensation, organizational design, and workforce planning?

• yes
• no

Required Question