Advancement Talent Programs Administrator

University of Rochester

About The Position

As a community, the University of Rochester is defined by a deep commitment to Meliora - Ever Better. Embedded in that ideal are the values we share: equity, leadership, integrity, openness, respect, and accountability. Together, we will set the highest standards for how we treat each other to ensure our community is welcoming to all and is a place where all can thrive. As a member of the University of Rochester’s Advancement staff and reporting to the Sr Administrator, Advancement Strategic Talent Management, the As a member of the University of Rochester’s Advancement staff and reporting to the Sr Administrator, Advancement Strategic Talent Management, the Advancement Talent Programs Administrator will take part in the department’s talent management strategy and execution. Working in collaboration with the Senior Administrator, Advancement senior leadership, and Advancement hiring managers, the Advancement Talent Programs Administrator will develop, manage, and execute effective and innovative strategies that elevate the candidate, hiring manager, and employee onboarding experience. This position will work directly with hiring managers to facilitate recruiting, interviewing, and hiring employee lifecycles for all positions below a Senior Director business title. This position will also execute Advancement’s onboarding program. and will work with departmental leadership to develop a comprehensive onboarding curriculum/program for the Advancement division, including content related to division goals and objectives. This position will interact heavily with all levels of Advancement employees and University leadership.

Requirements

Bachelor’s Degree required
3 years of administrative experience; or equivalent combination of education and experience required
Excellent written and oral communication skills required
Ability to translate and communicate complex functions into straightforward language required
Flexibility and able to handle multiple priorities at once and meet deadlines required
Exceptional customer service and interpersonal skills required
Must demonstrate the ability to think strategically, problem solve, be innovative and use sound judgment required
Highly motivated and the ability to motivate others required
The ability to work well independently required
Strong organizational skills and attention to detail required
Strong leadership skills and experience in managing projects required
Proficiency in HR management systems required

Responsibilities

Talent Strategy Development & Execution In collaboration with the Senior Administrator, oversee a comprehensive talent acquisition plan for attracting, sourcing, interviewing and hiring for positions in the Office of Advancement.
Purposefully and creatively develop a strategy for attracting external and internal talent pools and facilitate internal and external advertisements for open positions to create greater competitive advantage for both the organization and the individual.
Develop and maintain sourcing knowledge about current and future outlets for strategic position exposure: Maintain regular contacts with public and private employment agencies, placement offices, newspapers, other employers, etc. through a myriad of communication vehicles.
Incorporate research and tracking to decide on best advertising practices.
Participate in identifying regional and national sourcing opportunities, initiating sourcing calls, networking (both internally and externally) to identify short- and long-term potential candidates, and cultivating relationships with potential candidates (similar to the cultivation of donors).
Collaborate with Advancement Marketing Communications to conceptualize and design recruitment/marketing collateral including print ads, email solicitations, website enhancements, and other methods, materials, and media as identified.
Works with Advancement IT to ensure information is shared on the Advancement Career page Through meetings and conversations, establish effective relations among the Office of Advancement, UR HR, and recruitment sources to better understand the needed compliance in position descriptions and document maintenance.
Maintain regular and effective working relationships with UR/HR/Service Center staff.
Position Management and Candidate Pipeline Management Independently manage requisition creation and candidate pipelines in Workday.
Trains new hiring managers, and consult with existing hiring managers, on best practices for monitoring and evaluating candidates in Workday.
Work in collaboration with hiring managers to facilitate candidate screenings, interviews, and generating offers for all positions up through the Senior Director level.
Work in collaboration with hiring managers to develop a consistent roster of interview panelists and questions for each type of position to standardize the underlying approach for conducting interviews.
Assist managers with writing and editing functional job descriptions to meet the needs of a changing office.
Organizes and maintains records of all Advancement employee job descriptions.
Develop a thorough knowledge of the Advancement industry to apply to the creation of new jobs and the updates of existing positions.
Participate in and/or conduct progressive manager training to maximize talent acquisition, sourcing, and retention.
Candidate Pipeline Development Cultivate relationships with current and past candidates to deepen the pool for future openings.
Steward interested parties (requesting department, applicants, recruitment sources, etc.) throughout their progress of recruitment and placement efforts Develop and manage a comprehensive candidate database to aid in successfully establishing and growing communications to applicants with the highest level of professionalism and confidentiality, and ensure that applicants enjoy positive experiences with the UR.
Manage Advancement Onboarding Program Schedule & execute all manager pre-onboarding meetings to review new hire training needs.
Provides hiring manager with overview of central HR onboarding procedures.
Schedule all new hire training following pre-onboarding manager meeting.
Coordinates with BAAC building manager to ensure all IT & space needs are met.
Ensures that new hires are added to divisional memberships following start date (CASE, Academic Impressions, and Gallup Strengths).
Ensures that new hires are included in distribution of division related information, publications and contacts needed to succeed in their position.
Meets with new hires 30 days following hire to follow up on onboarding progress.
Develop/Expand New Hire Onboarding Curriculum for Advancement Division Together with Advancement Learning & Development Assistant Director, will develop a formal, divisional onboarding curriculum in concert with hiring managers and executive management.
Onboarding curriculum will be position specific, and will consist of systems education/training, and divisional/institutional overviews.
Acts as a key contributor for development and execution of content in support transition and change in the division.
Conducts assigned instructor-led training.
Serves as Timekeeper backup as necessary
Other duties as assigned