VP, Chief Human Resources Officer

Location : 1 Bungtown Road, Cold Spring Harbor- Main Campus

Job Type: Full Time

Job Number: 1317

Process Level: Human Resources

Department: Human Resources

Opening Date: 10/29/2024

Position Description

Cold Spring Harbor Laboratory (CSHL) is a private, not-for-profit research and education institution at the forefront of discovery research in molecular biology and genetics to generate knowledge that will yield better diagnostics and treatments for cancer, neurological diseases, and other major causes of human suffering. United by this mission, CSHL's researchers and technicians focus on four core areas: cancer, neuroscience, genomics & quantitative biology, and plant biology.

Home to eight Nobel Prize winners, CSHL is ranked among the leading basic research institutions in molecular biology and genetics, consistently ranked among the best in the world in research output with Thomson Reuters, and the journal, Nature. The Laboratory is led by Dr. Bruce Stillman, a biochemist, and cancer researcher.

On Long Island and in Suzhou, China, the Meetings & Courses Program hosts more than 12,000 scientists annually from around the world to facilitate the exchange of ideas. The Laboratory's education arm also includes four more divisions: a world-class academic publishing house; a "think tank" dedicated to bio-medical research and policy; an innovative graduate school; and programs in genomics for middle and high school students, and teachers worldwide.

Founded in 1890, CSHL is located on the North Shore of Long Island, about 30 miles east of New York City. Consistently ranked one of Long Island's Top Workplaces, the Lab employs approximately 1,000 people, including 600 scientists, students, and technicians. CSHL has a rich and successful research environment rooted in interdisciplinary collaboration. The Laboratory is committed to fostering a diverse work environment that values best practices in mentorship, equity, and inclusion.

To learn more, visit

FINANCIAL AND OPERATIONAL HIGHLIGHTS

• 1,000 employees, including students
• Research budget: $140 million
• Operating budget: $185 million
• Endowment: $840 million
• Main campus in Cold Spring Harbor, NY, with additional research, education, and administrative facilities located in Woodbury, Lloyd Harbor, Syosset, and Brooklyn, NY

RESEARCH HIGHLIGHTS

• Over , with expertise in cancer, neuroscience, quantitative biology, plant biology, bioinformatics & genomics.
• Highest rating from
• Eight Nobel laureates, including Dr. James D. Watson, co-discoverer of DNA's double helix.
• National Cancer Institute (NCI) - designated for 30 years, with NCI "outstanding" rating.
• Collaborations with top clinical institutions including Memorial Sloan-Kettering, Dana-Farber, Johns Hopkins, NYU, Weill Cornell, Columbia University, Yale, Northwell Health, and UCLA.
• Advanced drug testing facility delivering well-validated drug candidates to biotech and pharmaceutical industry.
• Incubator for more than 25 biotechnology start-ups.
• 50 percent of research funding is from private and unrestricted sources, allowing a unique degree of scientific freedom and collaboration.

RESEARCH DISCIPLINES
EDUCATIONAL DIVISIONS

• : A think-tank that convenes global experts to guide science and public policy.
• : CSHL Press publishes scientific information in the form of journals, books, manuals, and online resources, including a preprint service, used by more than 2,000 leading academic, government, and corporate research institutions, and hundreds of thousands of scientists worldwide.Its publications include two of the world's top five research journals in genetics, the most widely used laboratory protocols in molecular biology, and popular primers on the craft of being a scientist. The Press sponsors two of the most widely used, pre-print services for the dissemination of research prior to the peer review process, bioRxiv, and medRxiv.
• : The DNA Learning Center produces web-based multimedia tools, delivers 33,000 hands-on learning experiences to middle and high school students every year, and trains teachers; over 610,000 students have been taught since 1988.
• : The Meetings & Courses Program attracts 12,000 scientists annually from around the world to learn the latest technologies and share advances in biological research.
• : The School of Biological Sciences (SBS) trains the next generation of scientists through an innovative Ph.D. program that fully funds the doctoral research of each student, and allows them to graduate within four to five years.

ADMINISTRATION

• Human Resources is one of 11 Departments which support CSHL's Research and Education Divisions. The others include: Finance; Facilities; Legal; Culinary; Procurement; the Office of Sponsored Programs; Technology Transfer and Business Development; Library and Archives; and Information Technology. The heads of these Departments form the Administrative leadership team, led by the Chief Operating Officer, that ensures our researchers and educators have the resources, and services to perform their work effectively. In total, these Departments are a diverse, talented group of about 220 staff who believe deeply in the mission of CSHL. The CSHL Administrative team functions collaboratively to solve issues and create an environment that allows our scientists and educators to focus on their work. With the increasing complexity of institutional projects which cut across most or all Departments and Divisions, and the dynamic nature of research, the leadership team has to be nimble, and forward thinking. The Administrative staff are fully engaged in supporting the research and educational efforts, and their work is recognized as critical for advancing the mission of CSHL.

CULTURE and DE&I
Cold Spring Harbor Laboratory is an incredibly diverse place to work, train, and conduct science, with employees who hail from more than sixty different countries throughout the world. Indeed, diversity is central to their mission of advancing discovery in biology research, and education. From secondary education and enrichment programs run through the to the laboratories of our , CSHL thrives by assembling a rich mix of people who are provided the resources, and creative freedom to develop new ideas, solve problems, and advance science.

Historically CSHL's research staff, like that of many other institutions, has not reflected the demographic diversity of the United States. They recognize this as both a social and scientific shortcoming - one they've been working hard to rectify. CSHL's Office of Diversity, Equity, and Inclusion, led by Charla Lambert, was set up to run programs, work with divisions and departments throughout campus, and assess policies and procedures on an ongoing basis to ensure CSHL welcomes, includes, and supports all employees regardless of sex, gender, sexual orientation, race, ethnicity, religion, nationality, disability status, veteran status, or age.

Affinity Groups

• (DIAS): DIAS aims to support, empower, and advocate for underrepresented (UR) scientists, in particular scientists from historically marginalized racial/ethnic groups (Black/African American, Hispanic/LatinX, Native American/Alaska Native, and Native Hawaiian/Pacific Islander) as well as LGBTQ+ scientists. They do this by raising awareness of issues that disproportionately affect these groups, hosting on-campus seminars by prominent UR speakers, and conducting outreach activities to nearby community colleges. DIAS is open to all members of the CSHL community.
• (WiSE): WiSE is a network of scientists building a more supportive, collaborative, and equal scientific community for all. They provide a platform for professional development and empowerment through mentorship, career planning, and educational opportunities tailored toward issues disproportionally affecting women. WiSE is open to all members of the CSHL community.
• (BEC): BEC is an early-career scientist group open to all at CSHL. Their mission is to provide research professionals with knowledge of the vast science-related careers available to them, and the skill-sets required to successfully transition into those roles. To do this, BEC organizes events that showcase diverse career paths, provide networking opportunities, and develop professional skills.
• (PDLC): The PDLC was established to improve the postdoctoral experience at CSHL by providing personal and professional support to the CSHL postdoc community. They facilitate communication between postdoctoral fellows and the CSHL leadership, advocate for issues affecting the postdoctoral community, and organize social events.

COLD SPRING HARBOR LABORATORY LEADERS
Bruce Stillman, President and Chief Executive Officer
Oliver R. Grace Professor
Cancer Center Member
Dr. Bruce Stillman is President and Chief Executive Officer (CEO) of Cold Spring Harbor Laboratory. A native of Australia, he obtained a Bachelor of Science degree with honors at The University of Sydney and a Ph.D. from the John Curtin School of Medical Research at the Australian National University.

He moved to Cold Spring Harbor Laboratory as a Postdoctoral Fellow in 1979, and has been at the Laboratory ever since, being promoted to the scientific staff in 1981. Dr. Stillman was Director of the Cancer Center at Cold Spring Harbor from 1992 to 2016. In 1994, he succeeded Nobel Laureate Dr. James D. Watson as Director of Cold Spring Harbor Laboratory, and was appointed President in 2003. During his leadership, CSHL has been ranked as the number one institution in molecular biology and genetics research by Thompson Reuters.

John P. Tuke, Chief Operating Officer
John P. Tuke was appointed Chief Operating Officer (COO) of Cold Spring Harbor Laboratory (CSHL) in 2018. As COO, Mr. Tuke is responsible for the day-to-day management of all operations and administrative staff functions across the institution.

Previously, Mr. Tuke was the Chief Financial Officer at the Hotchkiss School for 19 plus years. Prior to Hotchkiss, he spent 13 years within Merrill Lynch's money and capital markets division. Mr. Tuke started his professional career as an educator, first as a teaching intern at Groton School, and then as a teacher at the American School in Switzerland. Mr. Tuke graduated from Harvard University with a B.A. degree in History, and later earned his M.B.A. in Finance from the University of Chicago Graduate School of Business, and his M.Phil. in International Relations from Cambridge University.

Leemor Joshua-Tor, Director of Research
Leemor Joshua-Tor, Ph.D. was appointed Director of Research of Cold Spring Harbor Laboratory in January 2024. She is a Howard Hughes Medical Institute Investigator, W.M. Keck Professor of Structural Biology, and co-Chair of the Cancer and Molecular Biology Program.

She was trained at Tel-Aviv University, where she earned a B.S. in chemistry, and at the Weizmann Institute of Science in Rehovot, where she earned a Ph.D. in chemistry. She was a Jane Coffin Childs postdoctoral fellow at the California Institute of Technology (Caltech) prior to joining the CSHL faculty. At CSHL, she was previously the Director of the Undergraduate Summer Research Program, and then the Dean of the School of Biological Sciences, CSHL's graduate school.
Position Responsibilities

Reporting to John Tuke (COO) and acting as a key member of the senior management team, the Chief Human Resources Officer (CHRO) is charged with leading and elevating Cold Spring Harbor Laboratory's human resource's function. The mission of the Cold Spring Harbor Laboratory human resource department is to provide the services and support that will enable our employees to perform their research and jobs in the most productive, and creative manner possible. They do this by continually seeking to improve how they function, to offer highly competitive benefits, and to provide support in the most professional, and least bureaucratic manner possible.

The CHRO will guide the strategy, vision, and operations of the HR function, focusing on the execution and ongoing improvement of systems, processes, and policies based on HR trends, best practices, and legal compliance, to support operational excellence, positive culture change, and enable CSHL's scientific aspirations via their people. This individual will oversee the management of the following core HR areas: talent acquisition, and retention strategies (e.g., compensation, benefits, employee value proposition, etc.), talent management, employee relations (including employment law and compliance), workforce planning, leadership development, succession planning, total rewards (compensation and benefits), change management, organizational effectiveness, culture & engagement, as well as HR technology, and systems. CSHL is in the midst of an Enterprise Resource Planning transition to Workday over the next two years, for which this person will play a leadership role, including on the change management journey.

This leader will be equally adept at navigating strategic issues, and tactical implementation while also being accountable for developing the HR function into a more proactive, collaborative, and service-oriented function. They will invest in the development of the HR team, motivating them to continue to provide outstanding services to both internal and external constituencies, especially in support of the scientific community. They will develop relationships with key stakeholders to gain greater insight organizational and research needs, and translate their findings into solutions and development opportunities, which aim to empower administrative and senior management leaders, and enable stronger HR partnership across the institution.

The ideal candidate will bring a passion for excellence, as well as energy and enthusiasm to make a difference, as a visible leader in CSHL's diverse community. A flexible, creative, and collaborative leader, thisexecutive will have broad HR experience in non-profit and for-profit environments, with strong change management and communication skills, as well as a proven ability to think outside the box, and be nimble and creative in responding to challenges and opportunities.

The position is based in Cold Spring Harbor, NY and will require onsite presence.

KEY RELATIONSHIPS
Reports toJohn Tuke, Chief Operating Officer TeamLeads a team of 18 across HR and other services (16 staff and 2 who manage out-sourced functions) Other key relationshipsPresident
Chairman of the Board
Board of Trustees
Director of Research
Director of Graduate Studies
12 Department and 4 Division Heads
KEY RESPONSIBILITIES
Strategic Leadership and Advisory

• Serve as a strategic advisory to the senior management of CSHL, providing an open and non-judgmental perspective on issues facing the Lab.
• In close consultation with Lab leadership, design programs and services to enhance the culture of the Lab; serves as a champion of the Lab's human capital
• Participate in the development of Laboratory plans and programs as a strategic partner, particularly from the perspective of the impact on our people.
• Translate the strategic and tactical business plans and programs into human resource strategic and operational plans, and implements and manages them to achieve designated goals and objectives.
• Advise administrative leaders and faculty on employee relations issues. Provide employee relations services to all staff including job-related counseling, conflict resolution, development, and training.
• Contribute to Lab-wide initiatives to develop efficient, integrated business systems to operate the Lab, and to enable strategic planning and effective reporting on key performance metrics; contributes to plans and initiatives that advance data governance, and business intelligence.
• Informs the Board on CSHL's work regarding executive recruitment, retention, and compensation.

Talent Management and Acquisition

• Clearly articulate the organization's talent and employer brand.
• Champion employee experience and engagement, and enhance the ability to attract, engage, and develop the highest quality talent.
• Proactively develop and lead programs that drive employee and organizational development.
• Enhance leadership development opportunities and plan for internal succession opportunities. Provide leadership coaching, as warranted or as requested, to CSHL leaders, and managers, adapting strategies, and techniques tailored to the needs of the situation, and the individual's style, and position.
• Direct recruitment and hiring functions. Ensures that hiring practices comply with the Laboratory's policies and applicable governmental regulations, and reviews practices, and outcomes for nondiscriminatory, and gender equity.
• Oversees the program for administering immigration issues for foreign nationals.

HR Programs

• Responsibilities include, but are not limited to: overseeing and managing all functions related to recruitment that fosters diversity, and inclusion, employee relations, benefit programs, training, compensation management, and employee engagement.
• Plans, develops, organizes, implements, directs, and evaluates the Laboratory's human resource function, and performance.
• Develops and directs appropriate policies and programs for the effective management of people resources in the organization, including employee relations, affirmative action, and programs to promote appropriate workplace behavior including sexual harassment prevention among others.
• Evaluates and recommends enhancements in policies, procedures and systems that will improve the overall operation, and effectiveness of the organization. This includes human resources systems and databases, and providing critical analytics of these human resources programs for their performance, and effectiveness.
• Continually assess the competitiveness of all programs and practices against reasonable benchmarks, and applicably comparable organizations, industries and market.
• Directs the development and administration of proactive and progressive compensation and benefits programs to attract, motivate, incentivize, and recognize effective performance. Oversees compensation reviews including the annual executive compensation review for compliance with applicable IRS guidelines for non-profits.

HR Compliance

• Evaluates both short-term and long-range planning for new and existing programs, strategies, and any applicable regulatory or other requirements to ensure the Laboratory meets business expectations.
• Maintains knowledge of and administers Human Resources policies and procedures to reflect the goals of the organization, and ensures compliance with Federal and State employment, and benefits laws and other applicable requirements.
• Serves as the organization's AA/EEO officer. Implements and directs EEO and Affirmative Action programs.
• Provide technical human resource advice and knowledge, and supervises the work of staff, including: planning, assigning, and scheduling work; reviewing work, and ensuring quality standards; training staff, and overseeing productivity; and, making decisions on hiring, termination and pay adjustments.
• Working with the Office of the General Counsel, perform employee investigations and resolve employee complaints.

Additional Responsibilities

• Proven ability to champion change, while preserving CSHL's culture of collaboration, in a growing organization. This role is a strategic member of the Enterprise Resource Planning (ERP) Steering Committee as the Lab implements Workday over the next two years.
• Manage a seasoned team of 16 professionals, and is responsible for the financial performance of the HR department.
• The CHRO is a key member of the Lab's Risk Management Committee, and leads the Benefits and Retirement Committees. They are also the liaison to the Board's Compensation Review and Advisory Committee.
• Oversee the employee onsite Wellness Center, and onsite Child Care Center, both of which are managed by third-parties.

DESIRED OUTCOMES

• Lead with a distinct service orientation, model healthy management practices, and reinforce a culture of collaboration, transparency, and mutual respect.
• Assume responsibility for developing, and leading human resources strategies that will lead to the continued stability, and growth of the Laboratory as well as the wellbeing of CSHL's employees.
• Establish a future-focused approach to talent (e.g. recruitment, assessment, retention, development, and performance management) that drives positive employee engagement, while addressing existing opportunities, challenges, and capability gaps, and aligns with CSHL's mission, organizational goals, and talent priorities going forward.
• Become a trusted advisor, and respected thought partner to COO, CEO, Board of Trustees, Director of Research, Director of Graduate Studies, Department and Division Heads, and all levels of the organization on people, and organizational issues, through collaboration, an understanding of unique needs, as well as strong listening, and consultative skills.

Position Requirements

The successful candidate will be a strong operational leader, and business partner, with knowledge of HR best practices, within mission-driven and/or research and higher education environments, especially in the areas of organizational development and change management. This person will bring a passion for social impact; strong understanding of human resources systems, operations, and end-to-end talent management; as well as a commitment to diversity, equity, and inclusion to support CSHL's position as a leading scientific research institution in the world.
IDEAL EXPERIENCE
10+ years of hands-on HR leadership
Track record of building, evolving, and leading high-performing, cross-functional human resources functions across workforce planning, recruitment, talent management/ career development, total rewards (compensation and benefits), technology/HRIS transformation, employee relations, DE&I, employee engagement, learning and development, people analytics and administration/compliance. Experience managing facilities is a plus.

Experience within a scientific research institution, higher education, non-profit, or mission-driven organization
The mission of Cold Spring Harbor Laboratory demands both a people- and process-focused operational leader who understands the importance of a mission-driven organization, that provides exceptional service to a wide range of stakeholders and constituents at all levels of seniority and with varying backgrounds, including research professionals. Experience in both for-profit and non-profit environments is a plus.

Change management
CSHL is in the early stages of implementing a new ERP system on the Workday platform. HR systems, data, and business processes are critical elements of this project. Experience with ERP transformation and Workday are strong plusses.

Strong understanding of change management best practices with experience implementing organizational infrastructure, processes, and policies to support growth and advance an organization's mission.

Fiscal/budget management
Experience managing operating budgets for HR and/or other departments. Familiarity with compensation best practices and progressive employee benefits plans.

Team Leadership
Acted as trusted leader, mentor, and coach, guiding individuals and teams through organizational evolution, enhanced engagement, organizational development, DE&I and anticipating future needs.
Education

• Bachelor's degree required (in related field or concentration such as HR, industrial, behavioral psychology, sociology, a plus).
• An M.B.A. or M.A. with specialization in progressive human resources management or a related field preferred.
• Society for Human Resources Management-Senior Certified Professional (SHRM-SCP) required. Certified Employee Benefit Specialist (CEBS) designation is a plus.

CRITICAL LEADERSHIP CAPABILITIES
Strategic Mindset

• Engages with CSHL's senior management to develop a clear view of the long-term capabilities required to strengthen and grow the organization, both within and outside of the HR function.
• Distills complex data to define the HR strategy and processes necessary for acquiring top talent and building critical capabilities; able to draw accurate conclusions about the future even with incomplete information.
• Explore and support strategies and initiatives that aim to cultivate and sustain a culture of belonging and respect for all members of CSHL's community and constituents

Collaborating and Influencing

• Influences stakeholders and accomplishes goals through a collaborative effort and excellent team communication and negotiation. Facilitates opportunities that promote collaboration across all cohorts of the CSHL's workforce.
• Helps drive consensus and a common vision and direction across all key constituents, including the board, senior management and employees at all levels. Engages in dialogue to reach a conclusion together, compromising as necessary for results.
• Develops an explicit understanding of which relationships are most important to the organization and its stakeholders. Builds a network that prioritizes these relationships and encourages others to do the same.

Building Organizational Capacity

• Develops realistic goals and execution plans, operationalizing new approaches and best practices while fostering organizational agility.
• Proactively drives talent acquisition and management strategies, processes, and programs to build or acquire critical skills, as well as both short and long-term capabilities.
• Builds contemporary goal setting and appraisal processes that reward high performance, drive teamwork and maximize accountability.
• Explore and support strategies and initiatives that aim to cultivate and sustain a culture belonging and respect for all members of the CSHL community.
• Delivers inclusive, and data-informed performance coaching and management of team members, soliciting regular feedback from stakeholders, and team to ensure continuous growth and alignment.

OTHER PERSONAL CHARACTERISTICS

• Unquestionable integrity, trust, ethics, and values
• Intellectual curiosity and credibility
• Mentor and coach mentality
• Flexibility; keen situational awareness
• Empathetic and inclusive leader; strong emotional intelligence
• Strong advocate for what's right and fair
• Sensitive to cultural nuances and issues, but willing to advocate for necessary change

Supplemental Information

Cold Spring Harbor Laboratory has partnered with Spencer Stuart, a national executive search firm, to identify and evaluate exceptional candidates for Chief Human Resources Officer position. Cold Spring Harbor Laboratory is eager to receive input that will help it build a diverse pool of talented individuals. To that end, the Search Committee welcomes your comments, inquiries, applications, and nominations, which may be submitted via email with supporting materials to:

Our employees are compensated in many ways for their contributions to our mission, including competitive pay, exceptional health benefits, retirement plans, time off, and a range of recognition and wellness programs. Visit our CSHL sites to learn more.

CSHL is an EO/AA Employer. All qualified applicants will receive consideration for employment and will not be discriminated against on the basis of race, color, religion, sex, sexual orientation, gender identity, national origin, age, disability or protected veteran status. VEVRAA Federal Contractor

Our employees are compensated in many ways for their contributions to our mission, including competitive pay, exceptional health benefits, retirement plans, paid time off, a Wellness Center and access to an affordable and licensed on-site childcare center. Visit our site to learn more.

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