Senior Talent Management Partner Office of Advancement Georgetown University
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Senior Talent Management Partner - Office of Advancement - Georgetown University
Georgetown University's Office of Advancement's (OA) Talent Management team serves as the trusted advisor in the deployment of talent management strategies as we embark on Georgetown University's most ambitious capital campaign goal of raising $500 million per year by fiscal year 2026. The Talent Management team manages initiatives and provides thought leadership and partnership in the areas of recruiting, hiring, inclusivity, organizational design, professional and career development, onboarding, staff engagement and retention, department communications and workforce analytics to support a safe, inclusive and high performing culture. The Talent Management team is made of up seven partners whose roles are designed to be cross-functional generalists and who may also own specific functional aspects of Talent Management. Together, the Talent Management team will play a critical role in supporting and facilitating the personnel growth and evolution of the Office of Advancement needed to achieve fundraising goals and growth for this campaign and beyond. Across the next four years the Office of Advancement is predicted to grow by approximately 35% by adding over 100 staff, including 20-25 development officers.
The Senior Talent Management Partner is a key partner in managing the talent experience for the Office of Advancement. As a part of building an exceptional talent experience, the Senior Talent Management Partner will serve as the lead thought partner and advisor for talent management matters and talent development for their assigned teams within Advancement. This position will support, advise and execute talent management and talent development strategies and programs for their assigned teams to include: talent reviews, requisition management, performance management and the formal annual performance review cycle, identifying and managing underperformance, employee career planning and development through coaching and the development of tools and resources, manager development and coaching, succession planning, organizational design and effectiveness, workforce and succession planning, and initiatives and programs to drive engagement and retention.
The Senior Talent Management Partner also will lead the implementation of talent acquisition strategies, programs and services for these teams and for the office of Advancement. This position will serve as an expert and strategist for recruitment within and for the Office of Advancement. This role is responsible for the full life-cycle of talent acquisition: sourcing, recruiting, screening, and hiring diverse and talented staff by using creative sourcing methods (internal and external) with a keen emphasis on inclusive recruitment practices and applying best practices to target and diversify talent pipelines. Talent acquisition responsibilities include sourcing, candidate pipelining, hiring, and providing talent acquisition business partner services and expertise across the organization. Oversight for key talent acquisition programs include the driving and implementing talent acquisition best practices to ensure efficient and effective talent acquisition operations and candidate evaluation, talent acquisition training and education for hiring managers, creating and maintaining a central talent acquisition dashboard of metrics and candidate tracker. This position and its team will be accountable to recruiting and hiring metrics and goals in the pursuit of reaching OA's strategic hiring goals.
The Senior Talent Management Partner will serve as the Diversity, Equity, and Inclusion leader for implementation and adherence to DEI recruiting and hiring practices for the Office of Advancement. The Senior Partner will develop, implement, and sustain a DEI recruiting strategy for the Office of Advancement, in collaboration with other talent management partners, OA's DEI team (an internal working group composed of volunteer staff), the University's Office of Institutional Diversity Equity and Affirmative Action (IDEAA) and University Human Resources to ensure that the Office of Advancement hires, develops, engages, and retains diverse talent, maintains equitable and fair business practices, builds a culture of social consciousness, safety, and inclusion, while recognizing and honoring the unique capabilities and backgrounds of our talent.
The Senior Talent Management Partner reports to the Executive Partner, Talent Management & Strategy.
The Senior Partner supports the overall vision of Talent Management to be the trusted advisor to all in the Office of Advancement in the deployment of talent management strategies to achieve Advancement's goals through serving as the primary partner and thought leader on talent management for their assigned teams. This role will therefore be an advisor managers and team leaders on matters related to talent management, and collaborate with other talent management partners, senior leaders, managers and employees throughout the Office of Advancement and the University on all matters related to talent management.
This role will also collaborate with the University's Human Resource function to ensure Advancement talent management initiatives are aligned and may identify Georgetown offices, faculty, and staff throughout campus as well as outside vendors to partner with.
The Senior Partner partners with hiring managers to determine staffing needs and leads the development of an appropriate Talent Acquisition strategy to efficiently hire for vacancies and new positions within their assigned teams.
In serving as the Diversity, Equity, and Inclusion leader for implementation and adherence to DEI recruiting and hiring practices for the Office of Advancement, the Senior Partner will partner with key members of the Executive Team (Vice President, COO, Associate Vice President, Alumni Engagement, Chief of Staff), other talent management partners, and the Office's DEI Team to advance the office's DEI vision, initiatives and programs and ensure that the Office of Advancement hires, develops, engages, and retains diverse development talent, maintains equitable and fair business practices, builds a culture of social consciousness, safety, and inclusion. The Senior Partner will develop and manage relationships with University HR and Finance departments, IDEAA, as well as DEI-focused campus organizations to achieve the Office's DEI vision.
The Senior Partner will be expected to build a team (when budget allows) and works collaboratively with all other members of the Talent Management team to support the vision and mission of OA Talent Management.
- Bachelor's degree or equivalent combination of education and work experience
- At least 7 years of related professional work experience
- Experience and a track record of success with creating, developing and implementing DEI best practices and initiatives
- Demonstrated relationship building skills - both internally and externally
- Demonstrated ability to meet and exceed quantitative and qualitative goals
- Organized with strong attention to detail
- Demonstrated oral and written communication skills
- Demonstrated experience with tracking, recording data and analyzing data to provide insights
- Mission-driven and service-oriented
- Demonstrated business acumen and ability to analyze data and use insights in decision making
- Ability to work in a fast-paced, high volume, and ambiguous environment
- Motivated by achieving goals and ability to manage against fast-paced timelines
- Proactive, solution-oriented, and positive approach to problems
- Ability to organize and prioritize time in the face of competing priorities.
- Proven professional composure, discretion, and judgment
- Attention to detail, with a focus on the big picture
- Ability to learn quickly
- Experience working in a team-based, collaborative environment
- LinkedIn Recruiter certification and/or experience
- Demonstrated capability with Boolean search string techniques
- Experience in or working with fundraising or development organizations
- Team management experience
- Advanced critical candidate evaluation skills - proven intuition and ability to probe beyond the experiences and accomplishments listed on a candidate's resume to understand what motivates candidates, how they think, and what personal attributes allowed them to succeed in the past
- Proven aptitude for understanding trends in data; setting and tracking recruitment goals and metrics
Work Mode: Hybrid. Please note that work mode designations are regularly reviewed in order to meet the evolving needs of the University. Such review may necessitate a change to a position's mode of work designation. Complete details about Georgetown University's mode of work designations for staff positions can be found on the Department of Human Resources Mode of Work Designation.
Georgetown University's Office of Advancement is committed to cultivating a safe, equitable, diverse, and inclusive work environment that honors the diverse backgrounds, experiences, and perspectives of our broader colleagues and broader Georgetown community. Consistent with our Jesuit values, we aim to foster a culture that accepts and cares for each individual, and we believe this is central to achieving our goals in support of Georgetown's mission. Learn more about the Office of Advancement here.
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Please note that in order to be considered an applicant for any position at Georgetown University you must submit a cover letter and resume for each position of interest for which you believe you are qualified. These documents are not kept on file for future positions.
If you are a qualified individual with a disability and need a reasonable accommodation for any part of the application and hiring process, please click here for more information, or contact the Office of Institutional Diversity, Equity, and Affirmative Action (IDEAA) at 202-687-4798 or email@example.com.
Need some assistance with the application process? Please call 202-687-2500. For more information about the suite of benefits, professional development and community involvement opportunities that make up Georgetown's commitment to its employees, please visit the Georgetown Works website.
Georgetown University is an Equal Opportunity/Affirmative Action Employer fully dedicated to achieving a diverse faculty and staff. All qualified applicants are encouraged to apply and will receive consideration for employment without regard to race, color, religion, national origin, age, sex (including pregnancy, gender identity and expression, and sexual orientation), disability status, protected veteran status, or any other characteristic protected by law.
Georgetown University offers a comprehensive and competitive benefit package that includes medical, dental, vision, disability and life insurance, retirement savings, tuition assistance, work-life balance benefits, employee discounts and an array of voluntary insurance options. You can learn more about benefits and eligibility on the Department of Human Resources website.
COVID-19 Vaccination Requirements:
The Georgetown University community is committed to our public health approach and the important role that vaccines play in contributing to the safety of our University and our broader communities. Georgetown University requires students, faculty, staff and visitors to be fully vaccinated against COVID-19 and to have received a COVID-19 vaccine booster shot when eligible, or to have an approved medical or religious exemption. This requirement applies to all faculty and staff, including teleworking employees. Complete details and updates can be found in the Coronavirus (COVID-19) Resource Center.
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