Human resources in higher education is no longer limited to duties related to hiring, payroll, and employee benefits—it’s about shaping the core identity of an institution. As colleges and universities face mounting challenges, HR professionals are emerging as culture builders, talent connectors, and strategic innovators. From boosting employee engagement to navigating workforce transformations, these administrators are redefining what it means to create vibrant, thriving academic communities.
During a recent episode of Insight Into Diversity’s new podcast, Beyond the Quadcast, Andriel Dees, JD, vice president for executive search at the higher education recruitment firm Greenwood Asher & Associates, emphasized HR’s critical role. “Human resources is key to ensuring that each organization has a vibrant and viable culture,” she said.
Dees explained that HR officers must understand the unique histories, stories, and cultures of their institutions to ensure new hires align with organizational values. “Human resource leaders are connectors,” she said. “They need to know who the amazing professors are, who the staff are that make everything click, and what makes the university a special place for students.” She also noted that diverse student populations want to see their identities reflected in faculty and staff, and encouraged HR departments to create equity scorecards that highlight disparities and use the data to drive efforts.
Recruiting and retaining talent is a critical process that goes beyond traditional hiring practices. “Posting ads is part of it,” Dees pointed out, “but a lot of it is networking and intentionally building diverse pools of candidates.” The challenges around diversity, equity, and inclusion (DEI) efforts present a significant challenge. Despite political headwinds, Dees stressed the importance of continuing meaningful DEI work. “Even if it’s not mandated, students and employees will still demand inclusivity and belonging,” she said.
To support retention, successful HR leaders implement strategies such as professional development and stay interviews, which allow them to proactively address employee concerns before dissatisfaction leads to departures. “By the time you get to exit interviews, it’s too late,” Dees said. “You’ve lost your employee.” Dees advises colleges and universities to think beyond an employee’s prescribed roles when planning career trajectories; offering cross-training, special projects, and opportunities to explore new roles can keep people feeling valued and engaged, and foster a sense of belonging.
Technological advancements are further transforming the complex world of HR. Dees emphasized the need to adopt tools like artificial intelligence (AI) while maintaining a human-centered approach. “It’s not about being replaced by AI; it’s about leveraging it to enhance what we do,” Dees said.
Generative AI is poised to shape the future of human resources, offering the potential to enhance efficiency, automate repetitive tasks, and support upskilling efforts. However, HR professionals caution that it is vital to approach AI with a clear understanding of its limitations, inherent risks, and necessary safeguards.
Implementing an AI policy, for instance, can ensure safe and productive use within HR teams, according to the College and University Professional Association for Human Resources (CUPA-HR) Higher Ed HR Magazine. “AI’s use in HR is limited to scenarios with minimal regulatory or compliance impact due to its risks, such as bias and privacy concerns,” said Rahul Thadani, senior executive director of HR systems operations at the University of Alabama at Birmingham in an interview with the magazine. “Until these risks are managed or mitigated, AI’s value will remain constrained in scope.”
However, there are many ways for HR to use AI to enhance productivity and upskill staff. AI can streamline routine tasks such as drafting and benchmarking job descriptions, creating employee communications, and designing visually engaging training materials with integrated text and images. Additionally, AI tools can help employees deepen their technical expertise by offering step-by-step instructions for advanced software features, such as creating macros or troubleshooting formulas in Microsoft Excel. By automating time-consuming processes and facilitating skill development, AI empowers HR professionals to focus on strategic initiatives that improve workplace culture and employee engagement.
As higher education grapples with those challenges and others, including generational shifts in the workforce, HR professionals are adapting to ensure their institutions thrive. “We’re in a time of change management,” Dees said. “HR leaders must think strategically, align with institutional goals, and innovate to ensure universities thrive. … It’s about helping people thrive—and there’s nothing more rewarding than that.”
