Job Description:
The Director provides strategic leadership for Human Resources across the Division of Public Safety and Emergency Management (DPSEM), supporting a complex, 24/7 operational environment consisting of sworn police officers, security personnel, dispatchers, emergency management staff, and administrative personnel. The Director collaborates with division leadership and hiring managers to execute workforce planning, cultivate talent acquisition and retention strategies, oversee collective bargaining agreement compliance, manage employee and labor relations, and advance diversity, equity, and inclusion initiatives.
Serving as a primary advisor to the Chief, Deputy Chief, and command staff, the Director oversees all departmental HR functions—including recruitment, onboarding, performance management, training and development, compensation, and organizational design while ensuring strict compliance with University policies, collective bargaining agreements, state and federal employment laws, and accreditation standards (e.g., Clery, CALEA/RIPAC). This position reports to the Deputy Chief, with a dotted reporting line to University Human Resources.
Major Responsibilities:
Employment, Sourcing, and Organizational Development:
- Collaborates with division leadership to develop short- and long-term staffing plans tailored to a 24/7 public safety and emergency response workforce.
- Manages recruitment efforts within Workday for all DPSEM vacancies, including sworn, unionized, security, emergency management, and administrative positions.
- Serves as chair of the departmental recruitment committee, implementing targeted strategies to attract and retain highly qualified and diverse candidate pools.
- Coordinates background investigation protocols, specialized screening procedures, and job description development in alignment with public safety requirements.
- Partners with University Human Resources (UHR) to perform formal organizational unit reviews, evaluate departmental structures, address staffing gaps, and manage position classification and salary placement based on market value, internal equity, and collective bargaining parameters.
- Oversees divisional inclusion activities related to recruitment and retention.
Labor & Employee Relations and Performance Management:
- Manages complex employee and labor relations issues across all levels, offering confidential counseling, dispute mediation, and policy interpretation.
- Ensures departmental adherence to University HR policies, federal and state employment laws (e.g., FLSA, FMLA, ADA), and the Brown University Security and Police Association (BUSPA) collective bargaining agreement.
- Collaborates with the Chief and Deputy Chief on contract administration, grievance resolutions, disciplinary actions, and performance improvement plans (PIPs).
- Develops management proposals for collective bargaining agreement renewals and actively participates in contract negotiations.
- Oversees the annual performance evaluation process, ensuring rating consistency, goal alignment, and compliance with accreditation standards for performance evaluation.
Talent Development, Training, and Accreditation Compliance:
- Partners with the departmental Training Bureau and UHR Talent Development to design and package leadership development, professional training, and onboarding/offboarding programs.
- Directs managers on mandatory training requirements, career pathing, and professional development opportunities to foster a culture of excellence and service.
- Ensures all recruitment, selection, promotion, performance evaluation, and training activities meet applicable public safety accreditation standards.
- Coordinates employee recognition and retention initiatives to foster staff morale and operational readiness.
Strategic HR Advisory & Strategic Planning:
- Serves as a key HR advisor to the Chief, Deputy Chief, and divisional managers on strategic human capital allocation, staffing contingency plans, and emergency response readiness.
- Represents DPSEM within the campus-wide UHR HR Partners group, advising on policy revisions, system implementations, and university-wide HR programs.
- Participates in strategic planning sessions to align HR operations with divisional goals, business continuity plans, and campus safety objectives
Staffing Budget & Operational Oversight:
- Partners with the DPSEM Finance and Administration team to monitor staffing budgets, analyze overtime/shift coverage impacts, and maintain accurate supervisory organizations and position data in Workday.
- Oversees student employment programs within DPSEM (e.g., campus safety monitors, student dispatch aids, and internships), ensuring compliance with student employment policies and labor guidelines.
- Prepares high-level HR metrics, demographic reports, and narrative summaries for the department’s Annual Report.
Personnel Management:
- Directly supervises, coaches, and mentors DPSEM HR administrative staff.
- Conducts performance evaluations, establishes unit goals, and supports staff professional growth.
- Fosters a safe, inclusive, and collaborative working environment.
Job Qualifications:
- Required: Bachelor’s degree in Human Resources, Public Administration, Business Administration, or a related field or the equivalent combination of education and experience. A Master’s degree (MHA, MBA, or MS in HR/Labor Relations) or senior HR certification (SHRM-SCP, SPHR) is preferred.
- Required: 8 to 10 years of progressive human resources management and leadership experience required, including experience with unionized workforces and in a law enforcement or similarly complex environment
- Strong knowledge of state and federal labor laws, FLSA (including public safety rules), FMLA, and ADA guidelines.
- Proven track record of managing recruitment, performance management, organizational design, and employee retention programs.
- Demonstrated ability to build and retain a diverse workforce and cultivate an inclusive workplace culture.
- Exceptional written and oral communication skills, high emotional intelligence, and ability to handle confidential and sensitive information with sound judgment.
- Proficiency with enterprise HR systems (e.g., Workday) and office software suites.
- Ability to respond to emergency or operational events outside standard business hours if required by division leadership.
All offers of employment are contingent upon consent to criminal background screening and education verification with results satisfactory to Brown.
Benefits of Working at Brown:
Please review additional information on the Benefits of Working at Brown.
Recruiting Start Date:
2026-10-26
Job Posting Title:
Director of Human Resources for Department of Public Safety and Emergency Management
Department:
Public Safety and Emergency Management
Grade:
Grade 12
Worker Type:
Employee
Worker Sub-Type:
Regular
Time Type:
Full time
Scheduled Weekly Hours:
37.5
Position Work Location:
Hybrid
Submission Guidelines:
The designated Position Work Location for each position determines the approved modality of work. Positions are classified based on the operational and business needs of the department and may be designated as on-site, hybrid, or remote.
Employees with a designated position work location as remote must reside and perform their work in a state where Brown University is registered to do business. Brown University is a registered employer in the following states: Rhode Island, California, Colorado, Connecticut, Florida, Maryland, Massachusetts, New York, New Hampshire, New Jersey, North Carolina, Washington, D.C.
Please note that to be considered for a staff position at Brown University, you must submit a separate application for each position you wish to be considered for. Applications are reviewed only for the specific position to which they are submitted and are not automatically considered for future openings.
This position is not eligible for visa sponsorship.
Still Have Questions?
If you have any questions you may contact employment@brown.edu.
Brown is an E-Verify Employer.
EEO Statement:
Brown University provides equal opportunity and prohibits discrimination, harassment and retaliation based upon a person’s race, color, religion, sex, age, national or ethnic origin, disability, veteran status, sexual orientation, gender identity, gender expression, or any other characteristic protected under applicable law, in the administration of its policies, programs, and activities. The University recognizes and rewards individuals on the basis of qualifications and performance. The University maintains certain affirmative action programs in compliance with applicable law.
