For colleges and universities to attract top talent to fill the pipeline of future institution leaders, higher ed HR leaders must consider their recruitment process from the candidate’s perspective, recognize the importance of positive onboarding experiences and the lasting effects they have on new hires and current employees, and adapt to the changing needs of today’s employees. 
New research from TIAA Institute and CUPA-HR sheds light on the personal finance practices and financial wellness of full-time higher education employees. 
The goal of the University of California (UC) Women’s Initiative for professional development is to elevate UC-employed women in their careers and share their value to the organization. The highly sought-after program is offered to mid-career women faculty, academic personnel and staff who demonstrate the potential to advance their careers at UC.
What should a collaborative relationship between HR and student affairs look like around diversity and inclusion efforts on campus? We asked Monica Nixon, assistant vice president for equity, inclusion and social justice at NASPA (the association for student affairs administrators in higher education), to share her perspective from the student affairs side on ways HR can and should be partnering with student affairs leaders on campus.
Most HR professionals are familiar with how to meet the requirements of the Americans with Disabilities Act. But what about going beyond compliance to ensure that inclusion of people with disabilities is part of an organization’s diversity and inclusion strategy at a higher level?
The Americans with Disabilities Act has been in effect for nearly 30 years, yet many workplaces still struggle with making effective accommodations, and even more so with creating an inclusive environment for individuals with disabilities as part of their diversity, equity and inclusion efforts and daily practice.
The Office of Federal Contract Compliance Programs has released three new affirmative action plan-related initiatives related to multiple-building establishments, student workers and HBCUs, all of which have implications for higher ed. 
Many colleges and universities are facing the challenge of a “new normal” as the number of traditional college-aged students continues to shrink as we approach the 2025 higher ed enrollment cliff. What can HR do now to help their institutions prepare for and address the challenges related to fewer students on campus?