Executive Director of Talent Management and Human Resources
Are you a mission driven professional with the desire to bring your passion and expertise to the full talent life-cycle of a top five nationally ranked higher educational fundraising organization?
If you are looking to leave your mark, we are looking for you. As America's first research university—and one of the most renowned academic and healthcare institutions in the world— Johns Hopkins University's Office of Development and Alumni Relations offers an unsurpassed opportunity to build a career you'll be proud of while contributing to our mission to bring knowledge to the world. Our primary responsibility is to strengthen the Johns Hopkins Institution through partnerships with donors, volunteers, faculty, alumni, friends and patients through, collaboration, people, relationships, integrity, innovation, and trust. We are deeply committed to our team of over 500 individuals who bring their talent, energy, and enthusiasm to the work place. Here, you'll meet a group of colleagues that believe in collaboration, professional growth, and innovation.Leadership Description
The Executive Director of Talent Management and Human Resources is a key leadership role on the DAR Executive Team responsible for developing, communicating, and executing a comprehensive talent strategy that supports and drives a high-performance culture in the Johns Hopkins University Development and Alumni Relations (DAR) program. As the champion of the full talent life-cycle, this role will partner with Executive Team members in DAR, HR leadership at the University, and members of his/her team to evaluate, design (as needed), lead, and assist in all talent-related activities including, talent management, talent acquisition, workforce planning, employee relations, compliance, compensation and benefits, diversity, equity, inclusion and belonging (DEIB), employee engagement, performance management, succession planning, learning and organizational development. This position has a matrixed reporting relationship to the Senior Associate Vice President for Development and Alumni Relations and the Johns Hopkins University Office of Human Resources, sitting as a member on the Johns Hopkins University Human Resources Leadership Team (UHRLT).
Primary Duties and ResponsibilitiesManagement
- Oversee a team of eleven individuals (five direct reports) representing the following units, Human Resources Business Partners, Talent Acquisition, Learning and Organizational Development and diversity, equity, inclusion and belonging (DEIB) which is a co-managed unit.
- Effectively communicate a clear vision and direction for the team and align that vision to the mission and values of DAR.
- Set clear performance objectives and work plan goals for self and others.
- Provide guidance and feedback to help team members strengthen their knowledge and skills.
- Establish an environment that enables staff to be innovative while effectively balancing risk and opportunity.
- Oversees and strategically manages a budget of $1.6m.
- Represent DAR on industry roundtable groups (e.g. Advanced Leadership Forum (ALF) Talent Management Group, T11 (Talent Management 11) Group.
Human Resources Management
- Working knowledge and application of HR policies and procedures including federal laws and regulations pertaining to employment and employee relations.
- Assess performance management practices by managers in DAR and provide strategic leadership and guidance for best practices and managerial accountability.
- Review the DAR succession planning process and career path management strategies, identifying gaps, creating action plans where needed.
- Oversite of DAR competencies, benefits, recognition, rewards and employee engagement mechanisms in partnership with Johns Hopkins Central Human Resource team.
- Develop the strategy for HR analytics and reporting and work with team to create, manage, and maintain talent reporting metrics and analytics to evaluate the
- effectiveness of DAR's talent strategies. For example, turnover rates, cost of turnover, vacancy rates, talent acquisition, performance management, and return on investment of talent initiatives.
- Create a measure for internal and external customer satisfaction.
- Review the current DAR Talent Management Roadmap and develop a sustainable strategy for DAR talent management initiatives and programs such as, talent acquisition, onboarding, workforce planning, employee relations, compliance, compensation and benefits, diversity and inclusion, employee engagement, competencies, performance management, succession planning, HR analytics, learning and organizational development.
- Integrate talent management practices across the entire employee life-cycle.
- Partner with the DAR Executive Team on evaluating talent needs and provide innovative solutions.
- Remain current on talent management approaches, trends, and guidelines.
Learning and Organizational Development
- Review the current Talent Acquisition Roadmap for DAR and develop a sustainable and measurable strategy with a reasonable time line for implementation.
- Build talent pools that support and strengthen DAR and create a framework that provides a clear view of talent supply and demand.
- Partnering with Central HR Talent Acquisition, evaluate the Johns Hopkins University SuccesFactors platform for its ability to provide applicant tracking, employee tracking, reporting, and analytics.
- Develop a clear recruitment presence that distinguishes JHU DAR in the employment market.
- Leverage social media and various forms of technology to engage talent.
Diversity, Equity, Inclusion and Belonging (DEIB)
- Assess the DAR Learning and Organizational Development offerings and make appropriate recommendations.
- Partner in the development of top talent and high-potential educational programs that foster growth of key employees on both the exempt and non-exempt level.
- Support the development and delivery of training programs, resources, and tools that provide for the ongoing development of all DAR team members.
- Review and update the DAR Diversity and Inclusion Roadmap in consultation with the DEIB Program Manager and the Executive Team. Report on metrics around the roadmap.
- Ensure that the DEIB elements and strategies are built into the work of all the units: Human Resources, Talent Acquisition, Learning and Organizational Development.
- Represent DAR as an ex-officio member of the University's Diversity Leadership Council (DLC).
- Bachelor's degree in Business, Organizational Development or Human Resources. MBA, MA or Master's Degree in Business, Human Resources or Organizational Development, strongly preferred.
- 15+ years of progressive leadership and management with relevant experience in Human Resources and Talent Management.
- Demonstrated record of success leading and managing in a complex multi-unit environment.
- Exceptional interpersonal abilities, verbal, and written communication skills.
- Collaborative leader with the ability to see the macro and micro level.
- Strategic thinker with a reputation for a having a proactive, practical, and pragmatic approach.
- Demonstrated experience in driving talent innovation and process improvement that enables a business to meet its objectives.
- Strong Executive presence with ability to build credible, trusting relationships with a broad array of managers, leaders, and University partners.
- Project management and organizational skills.
- High level of initiative and decision-making skills.
- Creative and innovative colleague and thought partner.
- Ability to take on what has been done and dream bigger.
All applicants are expected to uphold the university's core values which includes diversity and inclusion. All staff treat people with dignity and respect by being fair and consistent. We demonstrate an open-minded approach to understanding people regardless of their race, gender, age, national origin, religion, ethnicity, disability status or other characteristics. We show respect for the beliefs and traditions of others; encourage and promote practices that support cultural diversity; and discourage behaviors or practices that may be perceived as unfair, biased, or critical toward people with certain backgrounds.
Classified Title: Director Talent Management & HR DAR
Working Title: Executive Director of Talent Management and Human Resources
Starting Salary Range: Commensurate with Experience
Employee group: Full Time
Schedule: M-F 8:30 am - 5:00 pm
Exempt Status: Exempt
Location: 01-MD:Homewood Campus
Department name: 10001644-Human Resources
Personnel area: University Administration
Please refer to the job description above to see which forms of equivalency are permitted for this position. If permitted, equivalencies will follow these guidelines:
30 undergraduate degree credits (semester hours) or 18 graduate degree credits may substitute for one year of experience. Additional related experience may substitute for required education on the same basis. For jobs where equivalency is permitted, up to two years of non-related college course work may be applied towards the total minimum education/experience required for the respective job.
The successful candidate(s) for this position will be subject to a pre-employment background check.
The Johns Hopkins University values diversity, equity and inclusion and advances these through our key strategic framework, the JHU Roadmap on Diversity and Inclusion.
Equal Opportunity Employer
All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability, or status as a protected veteran.
EEO is the Law
If you are interested in applying for employment with The Johns Hopkins University and require special assistance or accommodation during any part of the pre-employment process, please contact the Talent Acquisition Office at [email protected]. For TTY users, call via Maryland Relay or dial 711. For more information about workplace accommodations or accessibility at Johns Hopkins University, please visit accessibility.jhu.edu.
Johns Hopkins has mandated COVID-19 and influenza vaccines, as applicable. Exceptions to the COVID and flu vaccine requirements may be provided to individuals for religious beliefs or medical reasons. Requests for an exception must be submitted to the JHU vaccination registry. For additional information, applicants for SOM positions should visit https://www.hopkinsmedicine.org/coronavirus/covid-19-vaccine/ and all other JHU applicants should visit https://covidinfo.jhu.edu/health-safety/covid-vaccination-information/.
The following additional provisions may apply, depending on campus. Your recruiter will advise accordingly.
The pre-employment physical for positions in clinical areas, laboratories, working with research subjects, or involving community contact requires documentation of immune status against Rubella (German measles), Rubeola (Measles), Mumps, Varicella (chickenpox), Hepatitis B and documentation of having received the Tdap (Tetanus, diphtheria, pertussis) vaccination. This may include documentation of having two (2) MMR vaccines; two (2) Varicella vaccines; or antibody status to these diseases from laboratory testing. Blood tests for immunities to these diseases are ordinarily included in the pre-employment physical exam except for those employees who provide results of blood tests or immunization documentation from their own health care providers. Any vaccinations required for these diseases will be given at no cost in our Occupational Health office.
Note: Job Postings are updated daily and remain online until filled.
To apply, visit https://jobs.jhu.edu/job/Baltimore-Executive-Director-of-Talent-Management-and-Human-Resources-MD-21218/925118600/
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