Executive Master of Human Resource Management

Ariel Avgar is an Associate Professor at the ILR School at Cornell University and Associate Director for Research and Student Engagement with the Scheinman Institute on Conflict Resolution. His research focuses on two primary areas within employment relations. First, he explores the role that employment relations factors play in the healthcare industry. As such, he examines the effects of a variety of workplace innovations, including new technology, delivery of care models, and innovative work practices, on patients, frontline employees, and organizational performance. Second, he studies conflict and its management in organizations with a focus on the strategic choices made by firms. He seeks to better understand the consequences of conflict for employees and employers. In addition, his research investigates the adoption and implementation of organizational level conflict management practices and systems. His research has been published in a number of journals including: Industrial and Labor Relations Review, Industrial Relations, British Journal of Industrial Relations, Ohio State Journal on Dispute Resolution, International Journal of Conflict Management, International Journal of Human Resource Management, Negotiation and Conflict Management Review, Advances in Industrial and Labor Relations, Health Services Research and Medical Care. He received the 2008 Best Dissertation Award and the 2013 John T. Dunlop Scholar Award, both from the Labor and Employment Relations Association and serves as the Editor-in-Chief for the association. His paper (with Eric J. Neuman) titled “Blind spots and mirages: A dyadic approach to the study of team conflict” received the 2012 Best Paper: New Directions Award from the Academy of Management Conflict Management Division. He received a Ph.D. in Industrial Relations from the ILR School at Cornell University and a B.A. in Sociology and an LL.B in Law from Hebrew University. He served as Law Clerk for the President of the Israeli National Labor Court before being admitted into the Israeli Bar. Prior to joining ILR, he was an associate professor (2014-2016) and assistant professor (2008-2014) at the School of Labor and Employment Relations at the University of Illinois at Urbana-Champaign.

Bradford S. Bell is the William J. Conaty Professor Strategic Human Resources and Director of the Center for Advanced Human Resource Studies (CAHRS) in the ILR School at Cornell University. He received his B.A. in Psychology from the University of Maryland at College Park and his M.A. and Ph.D. in Industrial and Organizational Psychology from Michigan State University.

Dr. Bell’s research interests include training and development, team development and effectiveness, and virtual work. His research has appeared in a number of journals, including Academy of Management Review, Human Resource Management, Journal of Applied Psychology, Organizational Behavior and Human Decision Processes, and Personnel Psychology. In addition, Dr. Bell has published numerous chapters that have appeared in edited research volumes.

Dr. Bell is a fellow of the American Psychological Association and the Society for Industrial and Organizational Psychology, and he is a former editor of Personnel Psychology.

Vanessa Bohns studies social influence, compliance, and consent, as well as why it’s so hard to ask for things and why it’s so hard to say no. Professor Bohns is author of the book You Have More Influence Than You Think (2021, Norton). She received her Ph.D. in social psychology from Columbia University and her A.B. in psychology from Brown University. Prior to joining Cornell in 2014, Professor Bohns taught at the University of Toronto and the University of Waterloo in Canada. 

Professor Bohns’ research has been published in top academic journals in psychology, management, and law, and covered by media outlets such as the New York Times, the Wall Street Journal, The Atlantic, The Economist, and NPR. Her popular press and practitioner writing has appeared in publications such as the New York Times, the Wall Street Journal, and Harvard Business Review. 

Professor Bohns is currently an associate editor at Organizational Behavior and Human Decision Processes. She previously served as an associate editor at the Journal of Experimental Social Psychology and Social and Personality Psychology Compass, and she sits on the editorial boards of the Journal of Personality and Social Psychology and Social Cognition. 

Professor Bohns teaches Psychology of Work (ILRID 1520), Morality at Work (ILROB 4760), and Writing Persuasively About the Science of Persuasion (ILROB 2240), and she lectures in the EMHRM program.

Diane Burton is a professor in the ILR School at Cornell University. Her primary appointment is in human resource studies, with courtesy appointments in organizational behavior and sociology. Prior to joining the Cornell faculty in 2009, Professor Burton was a faculty member at the MIT Sloan School of Management. She began her academic career at the Harvard Business School teaching leadership and organizational behavior. Professor Burton earned her Ph.D. in sociology at Stanford University and served as a lecturer and researcher in organizational behavior and human resources management at the Stanford Graduate School of Business.

Christopher J. Collins is Professor of Human Resource Studies and Director of Graduate Studies in the ILR School at Cornell University. He earned his Ph.D. in Organizational Behavior and Human Resources from the Robert H. Smith School of Business at the University of Maryland.

Dr. Collins teaches, conducts research, and consults in the areas of strategic human resource management, the role of HR practices and leadership in driving employee engagement, and the role of HR in driving firm innovation and knowledge creation. His research has been accepted for publication in the Academy of Management Journal, Journal of Applied Psychology, Personnel Psychology, Human Resource Management Review, and Human Performance. In addition, Dr. Collins serves on the editorial boards of the Academy of Management Journal, Journal of Applied Psychology, Journal of Management, and Personnel Psychology.

Dr. Collins currently teaches courses in Human Resource Management, Organizational Consulting, and Business Strategy to Master’s and undergraduate students in Cornell’s ILR School. He has taught executive development programs at Cornell University and the Society of Human Resource Management. He has also worked as a private HR consultant and conducted executive development programs for multiple Fortune 500 organizations and several startup organizations. Dr. Collins’ consulting work has primarily focused on talent management, employee engagement, and strategic HR planning.

Dr. Collins is a member of the Academy of Management, Strategic Management Society, and Society for Human Resource Management.

John Hausknecht is a Professor of Human Resource Studies at Cornell University. He earned his Ph.D. in 2003 from Penn State University with a major in industrial/organizational psychology and minor in management. He received the 2004 S. Rains Wallace Award for the best dissertation in the field of industrial/organizational psychology. Professor Hausknecht’s research primarily falls within the domain of staffing and has appeared in the Academy of Management Journal, Journal of Applied Psychology, and Personnel Psychology. Recent papers have examined applicant persistence in selection settings, reactions to company hiring practices, and predictors and consequences of collective-level absenteeism and turnover. He currently serves on the editorial boards of the Academy of Management Journal, Journal of Applied Psychology, and Personnel Psychology.

Professor Hausknecht teaches undergraduate and graduate-level courses on human resource management, staffing organizations, and HR analytics. He received the ILR School’s MacIntyre Award for exemplary teaching in 2008. Prior to academia, he worked as a consultant to Fortune 500 firms in the areas of leadership assessment, talent management, and organizational change. Professor Hausknecht is a member of the Academy of Management, American Psychological Association, Society for Industrial and Organizational Psychology, and Society for Human Resource Management.

Harry C. Katz is the Jack Sheinkman Professor of Collective Bargaining at Cornell University’s ILR School and the director of ILR’s Scheinman Institute on Conflict Resolution. He received his doctorate in economics from the University of California at Berkeley. After teaching at the Massachusetts Institute of Technology, Professor Katz came to ILR in 1985. His areas of expertise include labor-management cooperation, labor relations, and contract negotiations.

Rebecca Kehoe is an Associate Professor of Human Resource Studies in the ILR School at Cornell University. Her scholarship brings a strategic human resource management perspective to the interplay of human capital and the broader social and organizational contexts in which it is developed and employed. Professor Kehoe’s recent areas of focus have included star performers, alignment of HR systems and business strategy, and process-based perspectives of HR system design and implementation. Her research has appeared in the Academy of Management Journal, Strategic Management Journal, Journal of Applied Psychology, Journal of Management, Personnel Psychology, and ILR Review. Professor Kehoe has served as a representative-at-large and on the leadership track for the Strategic Human Capital Interest Group within the Strategic Management Society and on the executive committee for the HR Division of the Academy of Management. She is currently an Associate Editor at Personnel Psychology.

JR Keller is an Associate Professor of Human Resource Studies in the ILR School at Cornell University. Professor Keller’s research focuses on understanding how firms make hiring decisions and individuals make career choices, with a particular interest in the ways in which the dynamics shape how employees change jobs within firms.

Professor Keller’s work has appeared in several leading academic and practitioner outlets, including Administrative Science Quarterly, Academy of Management Journal, Academy of Management Review, Harvard Business Review, Industrial & Labor Relations Review, People & Strategy, and Organization Science.

Prior to pursuing a Ph.D., Professor Keller had two careers: the first as a financial analyst and the second as a career consultant. He earned his Ph.D. in Management from the Wharton School of Business and holds a Master’s in Adult Education from Indiana University as well as undergraduate degrees in Finance and Computer Applications from the University of Notre Dame.

Brian Lucas received his Ph.D. in Management and Organizations from Northwestern University, his M.A. in Social-Organizational Psychology from Columbia University, and his B.A. in Psychology from Bucknell University. Prior to joining Cornell, Professor Lucas taught at Northwestern University’s Kellogg School of Management and the University of Chicago’s Booth School of Business. His research investigates the psychology of judgments, beliefs, and decision making, particularly in the domains of creativity and morality/ethical behavior. Some related research interests include empathy, perspective taking, hypocrisy, and hierarchy beliefs.

Professor Lucas’ research has been published in academic journals such as Psychological Science, the Journal of Personality and Social Psychology, the Academy of Management Journal, and Organizational Behavior and Human Decision Processes, and has been covered by media outlets such as The New York Times, The Atlantic, and Harvard Business Review. Professor Lucas currently teaches Managing for Creativity (ILROB 4260), Leading and Managing Teams (ILROB 5275), and Introduction to Organizational Behavior (ILROB 1220).

Devon Proudfoot is an Assistant Professor of Human Resource Studies at Cornell University’s ILR School. Professor Proudfoot’s current research focuses on gender issues in the workplace; she is particularly interested in understanding how gender stereotypes impact well-being and motivation at work as well as how people experience gender across different cultures. At Cornell, Professor Proudfoot teaches courses on Diversity and Inclusion at both the undergraduate and Master’s levels.