Director of Talent Solutions

Greensboro, NC
Jun 18, 2017
Institution Type
Four-Year Institution
Requisition Number S1257

Position Number 000102

Position Classification Title Human Resource Manager

Functional Title Director of Talent Solutions

Position Type Staff

Position Summary

The Department of Human Resources commits to the creation of an inclusive, collaborative, and responsive university by attracting, retaining, and developing a diverse community of talented individuals in support of the university's mission. The Department is dedicated to providing state-of-the-art employee services including talent management, professional development and organizational capacity, compensation, employee benefits, wellness and work/life balance, rewards and recognition, records management, employee relations, human resource information systems,and affirmative action and diversity, that promote innovation, creativity, and inclusion.

Talent Solutions within Human Resources (HR) provides full life-cycle professional position recruitment, selection, classification, and compensation consultation and services to campus and community customers. Talent Solutions is a multi-functional unit combining the classification, compensation, and employment functions. Human Resources is responsible for the core HR functions for the approximate 3500 employees at the University including administrators, faculty, professional staff, and non-exempt employees.

In addition, Talent Solutions ensures compliance with relevant university, state, and federal laws, policies, and regulations; manages the Career Banding and EHRA classification and compensation programs; coordinates international employment activities; offers temporary staffing services; and manages the University's background check, and I-9 Verification processes.

Primary Purpose of the Position:
Reporting to the Deputy Chief Human Resources Officer, the Director of Talent Solutions functions as the primary resource and liaison for talent acquisition, classification and compensation activities for the university. The Director collaborates with the HR management team and the university community to develop and sustain useful, cost-effective practices for attracting and retaining highly talented administrators and staff. This position incumbent has routine and ongoing contact with a wide variety of University senior officers in performing their assigned duties.

The Director is responsible for developing state-of-the-art talent acquistion and compensation programs for the University and has responsibility for coordinating decisions for the effective design and delivery of competitive recruitment and compensation programs to meet University needs. The Director collaborates with both internal and external audiences to promote the goals of the office, identify emerging issues, develop effective web site content, review and edit online resources, and enhance the quality and consistency of information with all campus constituencies. The incumbent exercises significant decision-making authority with regard to a variety of campus-wide human resources activities including hiring, compensation, and classification of EHRA non-faculty and SHRA employees. The Director also serves as an HR lead for activities within the scope of the position including policy development and administration, salary administration, and market analysis and recommendations. The incumbent provides expertise, consultation, and advice to senior leadership, campus hiring managers, and unit HR administrators regarding functional areas. The position partners closely with other units internally and externally on projects and initiatives, including UNC-General Administration and the Office of State Human Resources. The position requires a high degree of professional independence and exercises judgment in administering personnel programs and processes, in analyzing, interpreting, and applying policies, and in communicating decisions to campus leaders. The position handles politically-sensitive matters that may require the attention of the Deputy CHRO or the Associate Vice Chancellor of Human Resources.

Duties and Responsibilities:
Talent Acquisition

  • Develops and implements recruitment strategies and initiatives to ensure appropriate Talent resources for all departments of the University.
  • Leads, coaches, and manages an internal team of Talent Consultants who are customer focused, flexible, responsive, and achieve goals within timeframes and budgets.
  • Leads strategic staffing discussions with University leaders, hiring managers, and HR partners, to appropriately and continually align recruiting objectives with evolving business objectives.
  • Partners with external vendors to drive sourcing strategy through research, direct sourcing, talent mapping and direct agency partnerships.
  • Drives applicant flow through cutting edge sourcing methodologies to build necessary active and proactive candidate pipelines.
  • Partners with senior management to fine tune position requirements to ensure candidate engagement and application.
  • Solicits feedback regularly to ensure a high level of client satisfaction.
  • Monitors the University's EHRA non-faculty, SHRA, temporary, and time-limited workforce to ensure compliance with applicable state and federal employment guidelines.
  • Establishes and operates the UNCG temporary agency.
  • Oversees employment eligibility compliance for all University faculty, staff, and student employees regarding the Federal Form I-9 process and serve as the principal business owner of the University's pre-employment background checking process. Partners with Campus Police, Faculty Personnel Services, Office of the General Counsel to ensure the University's background check procedures are consistently applied and in conformance with relevant State and Federal guidelines. Manages a vendor-approved automated I-9 solution and exercises delegated authority in reviewing and acting upon I-9 issues and associated non-compliance matters University-wide.
  • Works collaboratively with the University's Equal Employment Opportunity (EEO) Officer to meet federal and state EEO reporting and compliance obligations associated with EHRA and SHRA employees. This includes adverse impact analysis, assisting in the investigation of SHRA equal employment opportunity complaints, and providing support to state EEO and federal Affirmative Action plan development.
  • Oversees process improvement efforts to ensure consistency in communications, processes and client delivery.
  • Monitors and evaluates recruiting trends using analytics and manage core recruiting metrics of time, cost, volume and quality. Manage to established talent acquisition success criteria, through reports and metrics that demonstrate ROI including quantitative and qualitative success measures.
  • Establishes and develops effective working relationship with the Director of HR Business Partners and Employee Relations and senior business leaders to lead, and manage the recruitment process to meet short-term and long-term talent planning and gap strategies.
  • Provides thought leadership and subject matter expertise on talent in a competitive landscape to Talent Acquisition, HR and Leadership teams.
  • Ensures recruitment methodologies and hiring practices are in compliance with government regulations and organizational policies and procedures to ensure appropriate and fair selection, assessment, pre-screening, and post-employment methodology.
  • Serves as an expert and key partner to functional business and HR leaders on emerging staffing trends and workforce analytics. Gathers stakeholder feedback to continuously drive quality and effectiveness improvements.
  • Develops strong relationships with senior management in order to provide consultation to key managers and implement innovative and cost effective organizational job designs and recruiting strategies linked with business needs.
  • Consults with the HRIS and ITS teams to resolve procedural and troubleshooting problems related to PeopleAdmin JobSearch.
  • Manages executive searches in partnership with retained and contingent agency partners as needed.
  • Develops specialized or competitive intelligence and research in regards to position pricing, job titling, talent development or retention. Provides guidance on recruiting strategies, industry trends and market data.
  • Designs an efficient network and provide required training and implement various sourcing strategies and perform various retention activities.
  • Manages the recruitment process and life-cycle, including initial assessments, interviews, and offers. Also counsel executive level candidates on benefits, salary, and institutional environment.
  • Optimizes and provides continuous improvement of the applicant tracking system to post positions, manage candidates, develop reports, and maintain all recruitment data.
  • Influences and drives the implementation of talent acquisition plans; assuring internal equity and promotional opportunities, and qualified, diverse pool of candidates to fill open positions as well as talent gaps identified through the succession planning process.
  • Responsible for overall strategy for vendor relationships and contingent workforce, including both temporary and consultant resources.

Position Management, Compensation and Classification:

  • Oversees all post-hire salary actions for EHRA non-faculty and SHRA permanent and temporary staff including proposed increases for additional duties, equity, retention, and reclassifications. Uses analysis of internal salary relationships and external market data to assure compensation decisions are equitable and appropriate given EHRA and SHRA guidelines and external market, when applicable.
  • Networks with peer group universities to gather information and insight into competing markets in order to ensure classifications and salary bands are competitive with the private sector while ensuring compliance with UNCG, GA, State and Federal guidelines.
  • Works in partnership with UNC General Administration on reporting salary adjustments and networking on Classification and Compensation issues.
  • Represents the HR Department on compensation issues to a variety of constituent audiences on the full gamut of salary administration policies.
  • Provides strategic compensation design and planning for University-wide compensation needs with respect to EHRA non-faculty and SHRA Career Banding objectives.
  • Pursues opportunities to educate the various constituencies of the university on best practices and effective problem-solving.
  • Serves as the University's principal wage and hour officer with responsibility to assure consistent application of and compliance with federal and state wage and hours laws and regulations. Assures appropriate procedures and standards are in place to make compliant exempt/non-exempt decisions in conformance with the federal Fair Labors Standards Act (FLSA) and investigates apparent or alleged violations of FLSA guidelines. Serves as a frequent subject matter expert on FLSA issues. Administers Federal, State and University rules, regulations and policies such that the work unit and the HR Department maintain compliance as required by law, statutory requirement, and standards of professional practice.
  • Provides consulting and technical support to university executives, leaderships and managers on compensation issues, position control, position classification, wage and salary administration, organizational analysis, manpower planning, FLSA audits, and executive pay incentives.
  • Ensures compensation programs support the University's goal to employ and retain a qualified and competitive workforce through the oversight of incentive plans, rewards and recognition programs, compensation studies and the management of merit increase programs.
  • Provides analytical and program management support for pay-for-performance programs to deliver competitive compensation to employees.
  • Evaluates trends, market data and benchmark surveys to ensure market competitiveness of all programs.
  • Designs and maintains the compensation policies and procedures to promote internal equity and external competitive positioning.
  • Accountable for the compensation management system and responsible for the data integrity, accuracy, and maintenance of all compensation related data and reports.
  • Collaborates with HRIS and ITS to design and implement new systems solutions. Consults with the Banner and ITS teams to resolve procedural problems related to Banner HR.
  • Maintains the ongoing maintenance and review of benchmark data trends and competitiveness of programs for staff.
  • Plans, coordinates, communicates, and implements compensation activity in a timely manner.
  • Participates as a management team member, supporting the transformation efforts of human resource management and the University.
  • Serves as an internal consultant to management on complex matters involving organization, classification, compensation and position control issues.
  • Plans and coordinates employment and compensation strategies that continue to support the recruitment and retention of staff.
  • Proposes enhancements to compensation programs and oversee their development.
  • Remains abreast of current developments, trends and state of the art compensation, classification and performance management principles and practices.
  • Develops strong relationships with senior management in order to forecast compensation needs.* Influences and drives the implementation of position and compensation strategies, and talent acquisition plans; assuring internal equity and promotional opportunities, and qualified, diverse pool of candidates to fill open positions as well as talent gaps identified through the succession planning process.
  • Works closely with the Director of HR Business Partners and Employee Relations to identify new opportunities to add value to the organization.
  • Drives results utilizing metrics (i.e., time to fill, retention, promotions) to assess performance of Talent Consultants and recruiting and class/comp strategies.
  • Establishes classification and compensation analytics to identify and analyze operational challenges related to workforce development and engagement.
  • Performs other related duties as assigned.

Management and Leadership

  • Responsible for overall supervision of 4.5 staff members assigned to the Talent Solutions Department.
  • Assures work assignments are appropriately balanced between individual staff members, makes optimum use of available talent, reviews and monitors staff performance, and addresses identified performance issues and staff development needs as necessary.
  • Provides leadership, supervision, management support, and direction necessary to ensure that the highest ethical standards are maintained, confidentiality is properly enforced, employees are adequately trained for job responsibilities, and appropriate levels of employee morale, unity, and harmony exist within the work unit.
  • Provides leadership and initiative that enables the successful operation of the work unit and provides creative and positive approaches to problem solving to promote greater efficiencies.
  • Establishes appropriate goals for the work unit and staff that enable achievement of the University's and HR's strategic objectives and ensures consistent delivery of the highest customer service outcomes.
  • Oversees recruitment, selection, classification, position management and salary administration programs to assure that decisions are equitable, consistent, and comply with applicable policies, rules and regulations.
  • Reviews the decisions of subordinate employees for the most complex or sensitive job search, compensation, and classification cases and addresses unresolved issues that are escalated from client management to the Deputy Chief Human Resources Officer, Associate Vice Chancellor for Human Resources or Vice Chancellors.
  • Measures progress and mentors staff regarding adjustments needed.
  • Provides leadership in the planning and execution of activities as they relate to developing and sustaining a high performance work culture.

Minimum Qualifications

Bachelor's degree preferably with coursework applicable to HR management, human relations and/or business administration and four years of directly-related program development and personnel management experience demonstrating competencies needed to perform the work; or an equivalent combination of training and experience. All degrees must be received from appropriately accredited institutions.

Alternate Option

If no applicants apply who meet the required competency level and training & experience requirements, then management may consider other applicants. Salary would be determined based on competencies, equity, budget, and market considerations.

Recruitment Range $68,495 - $85,000

Org #-Department Human Resources - 58401

Work Hours of Position 8:00 A.M. - 5:00 P.M., Monday - Friday

Job Family Administrative and Managerial

Band Human Resources Manager

Competency Level Journey

2-4 key competencies for successful execution of job duties, including chosen level definition:

Knowledge-Professional & Organizational
Comprehensive professional knowledge of principles, theories and best practices in human resource program development for area(s) of specialization and knowledge of the related business context, developed through a combination of formal training and practical experience, and the ability to creatively apply both to generate relevant solutions to emerging trends and to assure exemplary customer service. Stays current with emerging program and technology developments and trends in HR, related organizational and political events, and business disciplines and strategies. Is committed to the principles of continuous improvement and authentic leadership. At the Advanced Level, employees link all human resources knowledge to the university strategic plan, incorporating measures of success.

Clearly conveys information (verbal and written) with and to individuals or groups to ensure information is shared and that messages are understood. Demonstrates effective use of listening and questioning skills and displays openness to other people's ideas and thoughts. Gains credibility by fostering respect for all individuals and points of view.

Program Management
Leads one or more programs and all related activities, serving as the program's credible activist and advocate. Analyzes the entirety of the situation despite pressure, ambiguity, risk and unknown outcomes. Delivers results with integrity; advocates and shares knowledge and critical thinking process to achieve consensus. Evaluates the relationships and interrelationships of all the issues across organizational boundaries (as needed). Takes appropriate risks, provides candid observations and advocates and promotes best practices for the program(s). Is committed to accomplish work in an ethical and efficient manner and is accountable for achieving mutually beneficial results, for ensuring fair and consistent application of program policies and procedures and for the program(s) fiscal accountability.

Leadership/HR Management
Determines staffing needs and directly supervises (recruits, selects, develops, coaches, mentors, counsels, disciplines, and evaluates the performance of) employees to employ and retain a professionally skilled, diverse workforce actively engaged in providing exemplary customer service with integrity and backbone. Assures staff members have the contacts, training, guidance, resources and work environment necessary to be successful in accomplishing their work. Leads by example and coaches staff to be accountable for their actions and their professional development. Acts as an authentic leader enhancing collaboration among individuals and groups (internal and external); respecting diverse and divergent opinions; building consensus when dealing with opposing points of view and resolving competing or complex issues; promoting a high level of integrity and building trust among all in the organization.

Open Date 06/17/2017

Close Date 06/23/2017

Job Close Date

Type of Appointment 1.0 (Full-Time)

FLSA Exempt

Number of Months per Year 12

Applicant Documents
Required Documents
  1. Resume/CV
  2. Cover Letter
  3. List of References
Optional Documents

Posting Specific Questions

Required fields are indicated with an asterisk (*).

  1. * Which of the following options best describes your higher education history?
    • No Response
    • Bachelor's Degree or higher in a directly related field
    • Bachelor's Degree or higher in an unrelated field
    • Associate's Degree in a directly related field
    • Associate's Degree in an unrelated field
    • 3 years
    • 2 years
    • 1 year
    • less than 1 year
    • High School Diploma or GED
  2. * How many years of experience in a directly related field do you have?
    • 8 or more years
    • 7 years
    • 6 years
    • 5 years
    • 4 years
    • 3 years
    • 2 years
    • 1 year
    • 4 months
    • less than 4 months
  3. * Do you have a Masters degree in a related field?
    • Yes
    • No
  4. * Please indicate how you learned of the vacant position for which you are applying:
    • UNCGjobsearch Website
    • Piedmont Triad Area Newspaper
    • The Chronicle of Higher Education
    • Inside Higher Ed
    • Other professional journal / website
    • UNC School System Job Board
    • Personal Networking
    • Facebook
    • Twitter
    • Other
  5. * If you selected "Other", please provide the name of the resource here.

    (Open Ended Question)

To learn more or to apply for this position please visit our UNCGjobsearch website at



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