Director, Talent Acquisition and Development
The university currently seeks a dynamic and collaborative leader to serve as Director of Talent Acquisition & Development and lead in the overall strategic design, development, implementation, and integration of all end-to-end talent processes in the areas of Talent Acquisition, Talent/Career Development, and Leadership Development. This position reports to the Vice President of Human Resources and will serve as a key strategic member of the HR leadership team, and will oversee the development of the function from sourcing to organizational development. The Director will maintain strong relationships with University leaders to ensure that talent acquisition and development processes are in alignment with the institution's goals.
- Define and drive the talent acquisition strategy for the organization and evolving our employment brand.
- Oversee the sourcing, selection, offer, negotiation, closing, and administrative components involved in full lifecycle recruiting.
- Build strong trusted advisor relationship with hiring managers to drive recruiting success.
- Serve as a resource to campus hiring authorities about best practices, legal requirements, and policies and procedures regarding candidate evaluation and selection, including affirmative action and non-discrimination during the selection process.
- Ensure the collection and analysis of recruiting metrics to measure the effectiveness of recruiting practices. Stay informed of best practice trends and innovative recruiting techniques in order to be competitive in state-of-the-art recruiting practices.
- Oversee the creation of engaging job postings for open positions that reflect the position parameters and competencies to attract the best qualified candidates; oversee the University's presence on all job boards.
- Employ creative strategies and networks as well as traditional sourcing methods such as, internet, social media, employee referrals, placement firms and temporary agencies to attract applicants to the University.
- Ensure that a positive candidate experience is maintained by leading a high quality recruitment, feedback, and communication process.
- Partner with the VPHR to create a "best in class" new employee onboarding experience and approach that ensures that new hires feel welcome and supported, prepared for success in their new positions, and familiarized with the organization's culture, values, and mission.
- Implement staffing plans and practices across the University based on a thorough understanding of the business needs of each School.
- Design and lead the approach to learning including the development of a core management development curriculum and tracking its effectiveness and usage.
- Lead the direction and establishment of learning solutions that support the achievement of Steven's strategic goals.
- Develop a leadership program for mid-level managers.
- Design, develop and implement high impact performance review processes to develop a high performance culture and to support the University's initiatives.
- Manage and lead a team of recruiting associates and drive operational excellence.
Qualifications & Special Instructions to Applicants:
- Bachelor's Degree in HR, Business, Talent Management Organization, Development or related discipline; advanced degree preferred.
- At least 10 years of experience in a progressive Human Resources function with significant, demonstrated experience in talent acquisition/development and organization and leadership development; higher-ed or non-profit experienced preferred.
- Proven ability to attract, lead, motivate and inspire a team.
- Superior communication skills, both oral and written.
- Strong operational orientation, with a keen understanding of how to design and implement HR systems and tools to a distributed workforce.
- Proven critical thinking, problem solving, and cross group collaboration skills.
- Strong analytical, problem-solving skills.
- Demonstrated influencing and consulting skills; adept at managing relationships both internally and externally.
- Willingness to participate in University events to enable strong relationships with faculty and students; ability to represent the University's brand both internally and externally.
- Strong HCM technology background; experience using Workday a plus.
The Assistant Vice President for Talent Management will be responsible for designing and implementing a strategic talent development program for Stevens Institute of Technology as it seeks to attract, motivate, develop and retain best in class talent to advance its mission.
Stevens Institute of Technology
General Submission Guidelines:
In order to be considered a candidate for any job at Stevens, you must submit an online application. Please attach a cover letter and resume with each application. Other requirements for consideration may depend on the job.
Still Have Questions?
If you have any questions regarding your application, please contact Jobs@Stevens.edu
Stevens Institute of Technology is an Equal Opportunity Employer. Accordingly, Stevens adheres to an employment policy that prohibits discriminatory practices or harassment against candidates or employees based on legally impermissible factor(s) including, but not necessarily limited to, race, color, religion, creed, sex, national origin, nationality, citizenship status, age, ancestry, marital or domestic partnership or civil union status, familial status, affectional or sexual orientation, gender identity or expression, atypical cellular or blood trait, genetic information, pregnancy or pregnancy-related medical conditions, disability, or any protected military or veteran status.
Stevens is building a diverse faculty, staff and student body and strongly encourages applications from female and minority candidates as well as veterans and individuals with disabilities. Stevens is a federal contractor under the Vietnam Era Veterans' Readjustment Assistance Act (VEVRAA) and the Rehabilitation Act of 1973, as well as other federal statutes.