Senior Director of Talent Management and Chief Diversity Officer for Development & Alumni Relations
Senior Director of Talent Management and Chief Diversity Officer for Development & Alumni RelationsDepartment:
DAR - Talent ManagementAbout the University of Georgia:
The University of Georgia (UGA), a land-grant and sea-grant university with statewide commitments and responsibilities is the state’s oldest, most comprehensive, and most diversified institution of higher education (https://www.uga.edu/). UGA is currently ranked among the top 20 public universities in U.S. News & World Report. The University’s main campus is located in Athens, approximately 65 miles northeast of Atlanta, with extended campuses in Atlanta, Griffin, Gwinnett, and Tifton. UGA was founded in 1785 by the Georgia General Assembly as the first state-chartered University in the country. UGA employs approximately 1,800 full-time instructional faculty and more than 7,700 full-time staff. The University’s enrollment exceeds 39,000 students including over 30,000 undergraduates and over 9,000 graduate and professional students. Academic programs reside in 17 schools and colleges, as well as a medical partnership with Augusta University housed on the UGA Health Sciences Campus in Athens.About the College/Unit/Department:
Division of Development and Alumni Relations
The Division of Development and Alumni Relations at the University of Georgia advances the goals, objectives, and priorities of the university by generating private financial support, building, and maintaining relationships with alumni and donors, and assisting students with career development opportunities.
Office of Talent Management
Our values drive us. The words Servant Leadership, Innovation and Commitment adorn our walls. We work daily to attract top talent who will embody our values and push our mission forward. We recruit new hires, engage team members and organize ongoing professional development programs.
Creating a diverse and inclusive work environment drives everything we do. We are committed to leading, showing appreciation for others and communicating with respect. We are committed to innovation and the continuous reinvention of people and processes. We are lifelong learners who embrace risk taking and ongoing evaluation, staying curious and solving problems creatively.
We are committed to each other and to our mission by demonstrating personal accountability, solving problems and expressing enthusiasm.
To achieve these goals, we are seeking team members who are committed to greatness. These are not just employees, these are Bulldogs. Professionals who tackle their duties with the utmost pride and passion. At the heart of all we do is heart, and we are ready to answer the call to service.College/Unit/Department website:
https://give.uga.edu/ and https://dar.uga.edu/ and https://dar.uga.edu/talent-management/Posting Type:
TRS or ORPEmployment Type:
Benefits EligibleFull/Part time:
Full TimeAdditional Schedule Information:
8:00am-5:00pm; Must be willing and able to work evenings and weekends as necessaryAdvertised Salary:
Commensurate with qualifications and experiencePosting Date:
05/03/2021Open until filled:
05/07/2021Proposed Starting Date:
06/01/2021Location of Vacancy:
Athens AreaEEO Policy Statement:
The University of Georgia is an Equal Opportunity/Affirmative Action employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, national origin, ethnicity, age, genetic information, disability, gender identity, sexual orientation or protected veteran status. Persons needing accommodations or assistance with the accessibility of materials related to this search are encouraged to contact Central HR ([email protected]).Classification Title:
Director. Subdivision/Unit ADFLSA:
Requires at least a baccalaureate degree in the field. Please contact your Human Resources office for an evaluation of education/experience in lieu of the required minimum qualifications.Preferred Qualifications:
•Advanced degree with at least 15 years in a professional office setting working in the human resources or career counseling field
•Established reputation and relationships with recruiters in the advancement industry and experience recruiting and retaining development officers and advancement staff
•Council for Advancement and Support of Education Membership (CASE)
•Society of Human Resources Management -Certified Professional Certification (SHRM-CP)
•DiSC Professional Assessment Certification
•Experience creating, implementing, and evaluating a comprehensive retention strategy
•Experience deploying employee engagement surveys and analyzing data for translation into the day-to-day workplace operations
•Experience developing and implementing strategic plans
•Experience presenting at regional and national conferences in the advancement/philanthropy industry on talent management
•Experience presenting on diversity, equity, inclusion, employee engagement, and strategic planning
Reporting to the Senior Executive Director of Operations and Chief of Staff, the Senior Director of Talent Management and Chief Diversity Officer position helps to build successful talent management strategies for Development & Alumni Relations (DAR) including talent acquisition, onboarding, professional development and retention, engagement, and succession planning. The position plays a key role in building a culture of philanthropy within DAR that attracts the best and brightest talent. Specifically, this position is responsible for overseeing the professional development of DAR staff to include onboarding of new staff, including a comprehensive 5-month strategic initiative to orient the new employee to the Division, and continues enhancing the goals for overall retention rates by conducting organizational assessments, engagement and culture surveys, and positioning UGA on a national scale to attract top talent. The position is responsible for personnel management and performance matters of staff within the Office of Talent Management.
The position also serves as the Chief Diversity Officer for the division and allows the division to further diversify staff and provide an atmosphere that is inclusive of all and provides for the best opportunity for success. This position is the lead trainer for professional growth and development.Knowledge, Skills, Abilities and/or Competencies:
•Strong people management skills and time management skills
•Collaborative style combined with the ability and desire to work in a team-based environment
•Excellent writing skills with extreme attention to detail and confident, strong verbal communication
•Problem solver who can take initiative and set priorities while being flexible
•Team-oriented strategist able to effectively manage complex situations
•Ability to establish the trust of colleagues and build strong relationships with key faculty/staff
•Highly organized and able to handle multiple projects
•Analytical, with adherence to self-guided goals and deadlines
•Adept at navigating complex environments with evolving priorities
•Ability to maintain high degree of confidentiality and responsibility regarding information related to university business and confidential information
•Skilled using Microsoft Office products such as Excel, Word, and PowerPoint
•Creative thinker with ability to receive constructive feedback on ideas
•High degree of emotional intelligence
•Ability to have crucial conversations on subjects related to talent management, diversity, equity, and inclusion.
Additional Division Expectations:
•Through open, honest, and respectful communication, all staff, supervisors, and colleagues of the Division of Development & Alumni Relations are expected to interact with fairness, compassion, and decency. All employees will be held accountable for meeting the expectation of promoting a stable, productive, and healthy work environment.
•Adherence to CASE standards and commonly accepted industry standards relating to fundraising reporting are expected of all fundraisers. All fundraisers will be held accountable for meeting this expectation.
•Work in a standard office environment
•Travel in and out of state
•Work nights and weekends necessary
•Work using electronic mail, telephone, face-to-face discussions, paper form correspondence
•Communicate effectively in writing, speaking, and listening
•Organize and establish priorities; Remember detail; Multi-task
•Lift and/or move up to 20 pounds
•Walk, stand, stoop, lift, kneel, climb
NoIs this a Position of Trust?:
YesDoes this position have operation, access, or control of financial resources?:
YesDoes this position require a P-Card? :
NoIs having a P-Card an essential function of this position? :
NoDoes this position have direct interaction or care of children under the age of 18 or direct patient care?:
NoDoes this position have Security Access (e.g., public safety, IT security, personnel records, patient records, or access to chemicals and medications):
YesCredit and P-Card policy:
Be advised a credit check will be required for all positions with financial responsibilities. For additional information about the credit check criteria, visit the UGA Credit Background Check website.Duties/Responsibilities:
SUPERVISION AND DIVISION TALENT ACQUISITION
•Manage the Office of Talent Management to include determining fiscal and personnel requirements, preparing budgetary recommendations, and managing the budget/expense activity within the department.
•Establish, delegate, communicate, monitor, and reinforce staff assignments, accountabilities, performance expectations, and goals.
•Oversee the recruitment, professional development, and retention and engagement of staff for the Division of Development and Alumni Relations.
•Lead the Special Meetings and Training Team comprised of representatives from across the Division of Development & Alumni Relations (DAR) in designing, developing, and executing professional development and recognition of DAR staff.
•Direct staffing strategies and implementation plans and programs to identify and hire top talent to fill vacant and new positions including creating a pipeline of potential employees for DAR.
•Oversee the onboarding and orientation initiatives for new employees in DAR.
•Work collaboratively with the Senior Directors of Development and DAR Executive Directors on talent acquisition initiatives.
DIVERSITY AND INCLUSION
•Serve as the chief diversity officer for Division of Development and Alumni Relations.
•Partner with the Vice-President for Development and Alumni Relations in creating and implementing the DAR Diversity and Inclusion Strategy.
•Partner with DAR Executive Directors in translating departmental strategy and objectives into attainable goals and plans that are aligned with Diversity & Inclusion Strategy.
•Serve as a consultant to all staff in DAR in providing strategic guidance and day to day assistance to effectively support execution of the Diversity and Inclusion Strategy.
•Lead team effort to develop a recruitment strategy to recruit diverse talent for the Division.
•Identify measurement tools to analyze and determine the effectiveness of the Diversity and Inclusion Strategy.
•Remain up to date on best practices, trends and strategies regarding Diversity and Inclusion.
RETENTION and ENGAGEMENT
•Develop and lead strategic delivery of organizational assessments, engagement and culture surveys and conduct analysis and follow up to continue to improve the culture and work experience for DAR staff.
•Develop and lead strategic delivery of organizational assessments, engagement, and culture surveys.
•Oversee talent reviews and assessments as well as succession planning, career pathing, and mapping talent strategies to business plans.
PROFESSIONAL DEVELOPMENT, TRAINING AND SUCCESSION PLANNING
•Remain up to date on professional development best practices, trends and strategies regarding benchmarking and engagement and retention strategies and sharing best practices with other institutions.
•Create and provide oversight for formal mentoring, coaching, and team building initiatives.
•Serve as the lead trainer for developing, implementing, and/or personally executing professional development for DAR individual staff and teams including DiSC and other assessments.
•Create a succession planning process for DAR by growing and developing potential leaders through leadership training, job rotations and special assignments.