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This job was posted by : For moreinformation, please see:You Will Be Doing:The Vice President of Human Resources serves as the Institutes seniorhuman resources leader and a key member of the Senior Leadership Team.This role is responsible for developing and executing a comprehensivepeople strategy that advances Moodys mission, supports institutionalpriorities, and fosters an organizational culture rooted in Moodysvalues. The VP of HR partners closely with the executive team to providestrategic counsel on workforce planning, talent development,organizational design, and change management during a season ofinstitutional growth and transformation.This position requires a leader who combines strategic vision withoperational excellence who can elevate the HR function to a proactive,mission-aligned driver of organizational health. The VP of HR must be atrusted advisor to the Executive Team, and Board of Trustees on allmatters related to talent, culture, and organizational effectiveness.Essential Functions:Strategic Leadership & Executive Partnership- Serve as a strategic partner to the Executive Team and Senior Leadership Team providing counsel on organizational design, workforce planning, succession planning, and culture development.- Develop and execute a multi-year human resources strategy aligned with the Institutes strategic plan, enrollment trajectory, and financial realities.- Lead organizational change management efforts, particularly during periods of leadership transition, restructuring, or strategic pivots.- Provide regular, transparent reporting to the CFO/COO and Board of Trustees on HR metrics, workforce trends, and people-related risks and opportunities.- Represent the human resources perspective in executive-level decision-making, contributing to institutional strategy beyond the HR function.- Champion a culture of accountability, collaboration, servant leadership, and continuous improvement across the organization.- Participate actively in the Senior Leadership Team, including retreat planning, institutional goal-setting, and cross-functional initiatives.Talent Management & Organizational Development- Oversee the full employee lifecycle: recruitment, onboarding, development, performance management, retention, and succession planning.- Partner with academic and operational leaders to ensure recruiting strategies attract mission-aligned, high-caliber talent in a competitive market.- Design and lead a robust leadership development pipeline, with particular attention to mid-level and senior leader readiness.- Implement and continuously improve a performance management system that drives accountability, professional growth, and alignment with institutional goals.- Guide the Director of Learning & Organizational Development in building training programs that measurably improve organizational capability and employee engagement.- Lead the adoption and sustainment of organizational operating systems (e.g., EOS) in partnership with the executive team.Total Compensation & Benefits- Oversee the design and administration of competitive compensation and benefits programs, ensuring alignment with market benchmarks and institutional budget constraints.- Partner with the CFO on annual salary budgeting, position control, and total compensation strategy.- Direct the employee benefits program, including oversight of the Employee Benefits Administration Committee as directed by the Board of Trustees.- Evaluate and recommend enhancements to total rewards that support recruitment, retention, and employee pliance, Policy & Risk Management- Ensure nstitutional compliance with all federal, state, and local employment laws and regulations, including Title IX, ADA, FMLA, FLSA, and EEO requirements.- Serve as the EEO compliance officer and guide the organizations response to any employment-related legal matters in coordination with General Counsel.- Develop, maintain, and communicate clear, consistent HR policies that reflect both legal requirements and Moodys values and culture.- Oversee employee relations, workplace investigations, and ethics reporting systems, ensuring fair and timely resolution of concerns.- Manage HR-related risk proactively, including workforce data privacy, employment practices liability, and regulatory change.HR Operations & TechnologyOversee HR systems (HRIS) and data infrastructure to ensure accurate,secure, and efficient management of employee records and reporting.Drive continuous improvement in HR processes, leveraging technology anddata analytics to inform decision-making and increase operationalefficiency.Prepare and manage the HR departments annual operating budget and theinstitutional employee benefits anize, develop, and lead the HR te