Description
POSITION OBJECTIVE
The talent engagement manager will provide leadership, management and oversight of all human resources activity and organizational development initiatives for the division of University Relations and Development. The incumbent will proactively promote strong and effective human resource practices and a productive and engaging work environment; develop internal policies and ensure compliance with both internal and external policies, laws, and regulations; and manage human resources-related activities with sensitivity and confidentiality. The manager will be considered the resident expert on policies, handbooks, and protocols to ensure the integrity and smooth operation of all talent management activities. This position will advise division leadership on matters related to the divisions approximately 200+ employees spread over 20 departments and ensure human resources strategies are responsive to the labor market and drives optimal recruitment and retention strategies.
The manager has oversight for the following areas: employment process for division staff positions; organizational development, performance management, retention initiatives, terminations, employee relations, benefits and leave of absences, immigration, and human resources administration, records, and processes. The manager serves as the primary liaison with central human resources.
ESSENTIAL FUNCTIONS
Direct the needs assessment and develop initiatives for process improvement, training and staff development to enhance the effectiveness of employee performance in achieving the goals and objectives of the division. Proactively design and develop relevant training programs for department leaders and staff. Serve as a trusted resource for department leadership on performance and organizational matters. Conduct needs assessments to determine measures required to enhance employee job performance and overall department or division performance. Oversee the employment process for staff positions, which includes strategizing with the senior director, vice president of development administration and engagement and senior vice president for university relations and development on the needs of the department and division as a whole, working with department leadership in the recruitment and selection process including reviewing equitable salary budget considerations, revising/posting job descriptions, screening resumes, and interview support. Streamline and own the end-to-end talent acquisition process with the goal of creating a consistent, welcoming and positive candidate experience. Maintain sourcing program memberships and identify and implement new industry recruiting best practices. Develop a plan for aggressive and varied recruitment strategies in collaboration with central human resources, acting as liaison between the hiring manager and central human resources in the negotiation of salary as well as creating, planning and overseeing onboarding and offboarding documentation and processes. (35%)
Proactively develop and provide training, and recommendations to department leaders and supervisors throughout the performance evaluation process to promote timely and meaningful goal setting, performance assessment, productive dialogue, and development planning for staff. Approve all staff reviews; negotiate with department leaders and supervisors on appropriate merit increases for staff. Counsel department leaders and supervisors on employee relations matters and guide them through the Positive Corrective Action process, grievance process, and termination activities to resolution. (15%)
Develop and plan morale building initiatives for the division in partnership with senior director, vice president, senior vice president and department heads. Create, plan, train, evaluate, and refine best practices among the department leaders and their direct reports through engaging best practices, developing learning activities, materials, guides and plans, and directly training, mentoring and working with department leaders. Lead division activities and information sharing to promote staff awareness of professional development initiatives, employee engagement, benefits, retirement planning, leave of absences guidelines, and other policies. Develop and implement strategies for career pathways, talent resources and ongoing training to retain existing top performers and support employee growth and mobility, addressing every level of staff. Conduct staff surveys, develop training curriculum, and implement training sessions on various topics, evaluating the effectiveness of career development initiatives and making data-driven adjustments. (15%)
Work in collaboration with the senior director and vice president to provide guidance and recommendations on compensation guidelines and policies in situations of hiring, retention, equity, extraordinary duties, and leaves of absence. Review staff salaries for equity in relation to performance rating/length of service. Strategize corrective adjustments as required. Oversee payment requests, as needed. (15%)
Oversee and support the process for efficient and precise management of change management initiatives, ensuring smooth transitions and minimizing disruption. Develop and implement strategies to meet changing operational needs including stakeholder analysis, communication strategies, and change management mechanisms. Collaborate with senior leadership and key stakeholders to understand the impact of change and develop tailored approaches to provide guidance and coaching on navigating organizational change. Evaluate the effectiveness of change management initiatives and make recommendations for improvement to leadership. (10%)
NONESSENTIAL FUNCTIONS
Maintain review of compliance issues and spearhead resolution of both short- and long-term issues through planning and implementation of new processes as needed. Lead all human resources and senior leadership projects that support the division and university's strategy and compliance requirements. Field incoming requests from internal and external constituents and initiate projects using independent judgment and consulting with the senior director and the vice president as needed. Consult with legal counsel as appropriate, or as directed. Represent the division at university-wide human resources meetings. (5%)
Build and maintain personal credibility throughout responsibility areas at all levels to effectively provide advice and counsel. (5%)
Perform other duties and responsibilities as assigned. (<1%)
CONTACTS
Department: Frequent contact with the senior vice president, vice presidents, associate/assistant vice presidents, executive directors, senior directors, hiring managers, and administrative staff of departments within the university relations and development division as required to perform essential functions.
University: Regular contact with the vice presidents, associate/assistant vice presidents, deans, and human resources/finance staff as required to perform essential functions.
External: Contact with vendors as required to perform essential functions.
Students: Infrequent contact with undergraduate, graduate, and professional students as required to perform essential functions.
SUPERVISORY RESPONSIBILITY
No direct supervisory responsibility.
QUALIFICATIONS
Experience: 5 years of professional experience in human resources, management, or related field.
Education: Bachelor's degree
REQUIRED SKILLS
Excellent communicator who is persuasive and has great interpersonal skills and presentation skills with identifiable positive outcomes. Ability to communicate with and satisfy multiple constituencies with differing and often opposing needs.
Knowledge of human resources laws and policies and the ability to interpret and apply HR policies and regulations while exercising sound judgment.
Familiarity with Case Western Reserve University human resources policies, practices, systems and reports, in advance or learned as part of onboarding.
Excellent time-management skills with the ability to handle multiple tasks simultaneously. Demonstrated aptitude to manage competing demands.
Ability to work effectively under stress and deadlines. Must have the ability to respond quickly to frequent changes in priorities.
Ability to identify problems and structure appropriate responses to complex communications issues. Strong conflict resolution skills.
Adept with a variety of multimedia training platforms and methods.
Demonstrated analytic and quantitative analysis skills. Ability to evaluate and research training options and alternatives.
Commitment and dedication to the overall functioning of the division and University.
High integrity and strong professional standards.
Ability to maintain a high degree of confidentiality.
Independent, mature judgment; excellent negotiation skills; professional image and attitude.
Computer literacy and advanced proficiency in MS Office including Word, Excel and PowerPoint. Strong technical skills and fast learning agility with other online tools and platforms.
Ability to meet consistent attendance.
Ability to interact with colleagues, supervisors, and customers face to face. Must be able to work both independently and collaboratively with colleagues.
Demonstrated history of successful support, education, and advocacy for all students, aligned with the values, mission, and messaging of the university, while adhering to the staff policy on conflict of commitment and interest.
WORKING CONDITIONS
General office environment.
Requirements
QUALIFICATIONS
Experience: 5 years of professional experience in human resources, management, or related field.
Education: Bachelor's degree
