Back to jobs

Head of People & Culture

AIP Publishing is a leading publisher of the physical sciences. Working at AIP Publishing means being part of a mission: to accelerate scientific discovery while reimagining the future of scholarly publishing. 

AIPP is proud to have been named one of the Best Companies to Work for in New York in 2020, 2021, 2022, 2023 and 2024. We foster a collaborative, creative atmosphere and encourage an inclusive workplace culture that maximizes individual contributions. 

 

 

Our excellent benefits package includes:

  • Paid time off
  • Flexible Work Schedule
  • Competitive medical, dental and vision options
  • Exceptional retirement benefits
  • Training opportunities 
  • Tuition assistance

 

AIPP is seeking a visionary leader, creative thinker, and clear and open communicator to oversee its human resources and internal communication functions for 140 employees distributed across eight northeast states.

As a member of the Executive Management Team, the incumbent will provide strategic leadership and operational oversight for organizational development, training, coaching, and all ongoing human resources/people and culture responsibilities and will be responsible for guiding and supervising the execution of the organization’s culture strategy. They will have cross-team relationships with legal, financial, and operations functions. They will ensure productive and collegial working relationships with the parent organization (American Institute of Physics located in Washington DC) in relationship to select shared services health and benefit programs. Noting that AIPP is a remote plus convening organization, the incumbent will also work closely with the technology team around O365 and other technologies essential to remote work and engagement.

The orientation of the role will be to a) deepen and integrate multi-year efforts to accelerate enterprise transformation and b) develop the strategic and operational capacity of the human resource and internal communication functions.

Reporting to the CEO, the Head of People & Culture will plan and execute strategies to ensure that AIP Publishing attracts, develops, and aligns employees for the purpose of accelerating scientific discovery.

Key Responsibilities:

  • Implement a cohesive enterprise people strategy that aligns with AIPP’s business goals and reflects functional best practices. Developing enterprise capabilities in coaching, cross-function teaming, and distributed working will be early priorities.
  • Serve as the organization’s “Maintainer” in upholding enterprise ways of working, standards and methods; coach direct reports and colleagues on how to deepen and integrate best practices within their groups and across the organization.
  • Serve as a collaborative partner and strategic advisor to senior leadership in developing organizational strategy and focus on a transformational talent agenda designed to recruit, develop, and retain the very best talent.
  • Set direction for training, employee relations, performance management, compensation, and measurement for a high-performance culture.
  • Coach direct reports and other contributors for effective management and execution; individually contribute as necessary.
  • Evaluate current functional capabilities; architect and manage changes that result in reliable, best-in-class services that advance organizational priorities.
  • Develop internal communication strategies that align people to business priorities, the enterprise view, culture principles and ways of working.  Promote best practices to measure and adjust tactics in a remote-first environment.
  • Build on the organization’s commitment to diversity, equity, and inclusion and the productive values of DEI by bringing an intentional focus on and commitment to equity, diversity, and inclusion. Cultivate a work environment that promotes psychological safety, inclusion, and trust.
  • Construct reports and recommendations for the executive team and Board of Managers.
  • Facilitate the cross-function culture change advisory group; partner with stakeholders to ideate strategies for training, deepening key practices, optimizing remote-first working, and evaluating progress.
  • Ensure the organization’s compliance with federal, state, and local employment laws and regulations, and recommend best practices. 
  • Lead new initiatives and steward resources with strong business acumen and proven methods.
  • Demonstrate our values and collective practices individually; advance them systemically: Effective Teaming; Agility; Leveraging Difference; Accountability & Results; Shared Purpose & Values.

Requirements:

  • Three or more years of experience as the head of HR for an organization or a business unit, preferably in a STEM or academic environment; business acumen reflective of deep cross-function strategic planning.
  • Significant experience with full responsibility for a team (structure; budget; hiring, development, and termination; vendor selection and management).
  • Proficient knowledge in all HR functions; ability to toggle tactical and strategic contributions.
  • Experience leading organization development and strategic internal communication initiatives, with a record of accomplishments in change management, people metrics and enterprise capability development.
  • Experience optimizing practices for a remote-first workforce.
  • 5+ years’ experience designing, implementing, and evaluating new initiatives (projects or programs).
  • A proclivity for analytic and critical thinking balanced with high emotional intelligence.
  • Executive-level communication and problem-solving skills that features thought leadership, curiosity, and authenticity.
  • Emotional maturity and resilience: effectively navigates through ambiguity, working in the gray and readily adapts to change; adjusts approach to work effectively with complex personas and conditions.
  • BSc or MSc in Human Resources Management, Organizational Psychology or relevant field.
  • SPHR and/or other relevant certification is a plus.
  • Up to 15% travel.
  • Must reside in NY, NJ, CT, MD, VA, PA, MA, RI, or DC.

Additional details:

$230,000 - $250,000 

Salary within the above posted range is based on a variety of factors including relevant experience.  This is a remote first plus convening opportunity. 

A wholly owned not-for-profit subsidiary of the American Institute of Physics (AIP), AIP Publishing’s mission is to advance, promote, and serve the physical sciences for the benefit of humanity by breaking barriers to open, equitable research communication and empowering researchers to accelerate global progress. AIP Publishing supports the charitable, scientific, and educational purposes of AIP through scholarly publishing activities on its behalf and on behalf of our publishing partners. Our publishing portfolio includes digital books, AIP Conference Proceedings, and peer-reviewed journals across a spectrum of research areas, including our flagship titles Applied Physics Reviews, Applied Physics Letters, Journal of Applied Physics, and The Journal of Chemical Physics. 

AIP Publishing is proud to be an Equal Opportunity Employer 

https://publishing.aip.org/privacy/ 

Apply for this job

*

indicates a required field

Resume/CV*

Accepted file types: pdf, doc, docx, txt, rtf

Cover Letter*

Accepted file types: pdf, doc, docx, txt, rtf


Education

Select...
Select...

Select...
Select...

 

 

Select...
Select...
Select...

Voluntary Self-Identification

For government reporting purposes, we ask candidates to respond to the below self-identification survey. Completion of the form is entirely voluntary. Whatever your decision, it will not be considered in the hiring process or thereafter. Any information that you do provide will be recorded and maintained in a confidential file.

As set forth in AIP Publishing’s Equal Employment Opportunity policy, we do not discriminate on the basis of any protected group status under any applicable law.

Select...
Select...
Race & Ethnicity Definitions

If you believe you belong to any of the categories of protected veterans listed below, please indicate by making the appropriate selection. As a government contractor subject to the Vietnam Era Veterans Readjustment Assistance Act (VEVRAA), we request this information in order to measure the effectiveness of the outreach and positive recruitment efforts we undertake pursuant to VEVRAA. Classification of protected categories is as follows:

A "disabled veteran" is one of the following: a veteran of the U.S. military, ground, naval or air service who is entitled to compensation (or who but for the receipt of military retired pay would be entitled to compensation) under laws administered by the Secretary of Veterans Affairs; or a person who was discharged or released from active duty because of a service-connected disability.

A "recently separated veteran" means any veteran during the three-year period beginning on the date of such veteran's discharge or release from active duty in the U.S. military, ground, naval, or air service.

An "active duty wartime or campaign badge veteran" means a veteran who served on active duty in the U.S. military, ground, naval or air service during a war, or in a campaign or expedition for which a campaign badge has been authorized under the laws administered by the Department of Defense.

An "Armed forces service medal veteran" means a veteran who, while serving on active duty in the U.S. military, ground, naval or air service, participated in a United States military operation for which an Armed Forces service medal was awarded pursuant to Executive Order 12985.

Select...

Voluntary Self-Identification of Disability

Form CC-305
Page 1 of 1
OMB Control Number 1250-0005
Expires 04/30/2026

Why are you being asked to complete this form?

We are a federal contractor or subcontractor. The law requires us to provide equal employment opportunity to qualified people with disabilities. We have a goal of having at least 7% of our workers as people with disabilities. The law says we must measure our progress towards this goal. To do this, we must ask applicants and employees if they have a disability or have ever had one. People can become disabled, so we need to ask this question at least every five years.

Completing this form is voluntary, and we hope that you will choose to do so. Your answer is confidential. No one who makes hiring decisions will see it. Your decision to complete the form and your answer will not harm you in any way. If you want to learn more about the law or this form, visit the U.S. Department of Labor’s Office of Federal Contract Compliance Programs (OFCCP) website at www.dol.gov/ofccp.

How do you know if you have a disability?

A disability is a condition that substantially limits one or more of your “major life activities.” If you have or have ever had such a condition, you are a person with a disability. Disabilities include, but are not limited to:

  • Alcohol or other substance use disorder (not currently using drugs illegally)
  • Autoimmune disorder, for example, lupus, fibromyalgia, rheumatoid arthritis, HIV/AIDS
  • Blind or low vision
  • Cancer (past or present)
  • Cardiovascular or heart disease
  • Celiac disease
  • Cerebral palsy
  • Deaf or serious difficulty hearing
  • Diabetes
  • Disfigurement, for example, disfigurement caused by burns, wounds, accidents, or congenital disorders
  • Epilepsy or other seizure disorder
  • Gastrointestinal disorders, for example, Crohn's Disease, irritable bowel syndrome
  • Intellectual or developmental disability
  • Mental health conditions, for example, depression, bipolar disorder, anxiety disorder, schizophrenia, PTSD
  • Missing limbs or partially missing limbs
  • Mobility impairment, benefiting from the use of a wheelchair, scooter, walker, leg brace(s) and/or other supports
  • Nervous system condition, for example, migraine headaches, Parkinson’s disease, multiple sclerosis (MS)
  • Neurodivergence, for example, attention-deficit/hyperactivity disorder (ADHD), autism spectrum disorder, dyslexia, dyspraxia, other learning disabilities
  • Partial or complete paralysis (any cause)
  • Pulmonary or respiratory conditions, for example, tuberculosis, asthma, emphysema
  • Short stature (dwarfism)
  • Traumatic brain injury
Select...

PUBLIC BURDEN STATEMENT: According to the Paperwork Reduction Act of 1995 no persons are required to respond to a collection of information unless such collection displays a valid OMB control number. This survey should take about 5 minutes to complete.