DAR Talent Strategy Manager

The Talent Acquisition Manager will lead a team of recruiters who will manage the full life cycle recruiting process for multiple functional areas across the university. The TA Manager leverages organization acumen and influencing skills to partner with hiring managers. Ensures operational excellence in service delivery while directly providing consultation and guidance in planning, sourcing, recruiting, interviewing, hiring, and on-boarding of the right talent to position the organization for success in meeting its short- and long-term goals. In addition, advances the university's mission of attracting, developing, retaining, and engaging a high-performing workforce in support of excellence in the university's mission, while promoting diversity, equity, civility, and respect.

Key responsibilities:

Team Management:

• Coach, mentor and develop staff, including overseeing new employee onboarding and providing career development planning and opportunities.
• Empower employees to take responsibility for their jobs and goals. Delegate responsibility and expect accountability and regular feedback.
• Provide effective performance feedback through employee recognition, rewards, and disciplinary action, with Human Resources help, when needed.

Recruitment Process:

• Continually review and optimize the recruitment process to ensure process efficiency and effectiveness. Leverages existing and new metrics to measure the effectiveness and efficiency of the recruiting process and its component parts. Incorporates customer expectations and industry benchmarks into the metrics process. Strives for performance that meets or exceeds goals and metrics.
• Ensures a positive hiring manager and candidate experience throughout the recruiting, interviewing, and hiring process
• Collaborates with hiring managers on the overall recruiting process.
• Ensures that diverse pools of talent are identified and leveraged for candidate sourcing and ensures that diverse slates of applicants are presented to hiring managers
• Ensures that recruiting and employment practices are compliant with applicable federal, state, and local laws.

Recruitment Marketing:

• Develop compelling messaging to attract key talent and to reach untapped candidate pools, especially for unique, niche technical skill sets.
• Partner with HR colleagues, Communications & Marketing and the business to create dynamic recruiting marketing/promotional material and recruitment campaigns that include involvement from the line business.
• Pipeline Building
• Identifies workforce requirements to achieve the division's short- and long-term goals and objectives. Considers projected changes, internal talent pool and readiness levels, expected replacements, historical retention rates, employment process lead times, and other factors.
• Partner with Recruiters to ensure a strong overall pipeline of candidates to fill current and future roles
• Partner with HR Business Partners to provide high level of support to hiring managers and ensure the right candidates are identified for each role
• Develops innovative sourcing strategies for talented and diverse candidates through both established and creative methods
• Leverages prospecting and networking skills to build and maintain a network of contacts and potential candidates. Develops and maintains relationships with professional associations, search firms, and other recruitment sources.
• Work closely with leaders in equity to adapt better practices in searches, evaluate and initiate conversations with managers on bias and cultural humility.
• Partner with the professional development team on improving and customizing onboarding curriculum, particularly in critical hire areas with high attrition or significant onramp challenges.
• Develop and implement comprehensive, multi-year talent acquisition strategies aligned with the DAR's goals and growth objectives
• Expand competency models for DAR roles, building readiness indicators for candidates in each competency area.
• Assess and elevate conversations with leadership on the quality and prominence of DAR's employer brand. Build strategies to deepen and shift brand as strategically advantageous.
• Ensure all interactions from search through hire build a positive brand and create a clear, compelling case for joining DAR. Survey, audit, and target resources for gaps and deficits in the experience. Create resources and tools for new employees and managers to increase retention and performance ramp up.

• Bachelor's degree in human resources, Business Administration, Psychology or another related field. Degree in specialty area of recruiting may also be considered
• Three years of progressively responsible HR/ recruiting experience, with some experience in employment practice and policy development, administration and application
• Additional education may substitute for required experience and additional related experience may substitute for required education, to the extent permitted by the JHU equivalency formula

• HR certification (HCRI or SHRM) or equivalent HR qualification
• Experience leading recruitment for Development and Alumni Relations

Classified Title: Talent Acquisition Manager
Job Posting Title (Working Title):DAR Talent Strategy Manager
Role/Level/Range: L/04/LF
Starting Salary Range: Minimum: $98,199 - Maximum: $171,900 (targeted salary: $150,000; commensurate with experience)
Employee group: Full Time
Schedule: Monday-Friday, 8:30am-5:00pm
FLSA Status:Exempt
Location:Mount Washington Campus
Department name: 10001644-Human Resources
Personnel area: University Administration