Associate Director, Talent Management, Advancement

Boston University•Boston, MA

About The Position

The Associate Director, Talent Management provides strategic leadership for talent development and employee growth across Boston University Advancement. The role leads the design and implementation of talent strategies to strengthen employee performance, career development, leadership capacity, retention, and organizational effectiveness. Working closely with the Director of People & Culture, Human Resources, and Advancement leadership, the Associate Director develops integrated talent practices across the employee lifecycle, including onboarding, performance management, career development, succession planning, talent reviews, leadership development, and retention. The Associate Director also advises leaders and managers on identifying, developing, and retaining talent and fostering a culture of continuous growth, accountability, and performance. Boston University Advancement is developing a collaborative, matrixed organization focused on philanthropic growth, stronger relationships with alumni and donors, and an improved organizational foundation. The team includes more than 250 advancement professionals.

Requirements

Bachelor’s degree in human resources, organizational development, business, psychology, education, or a related field.
At least 7 years of progressively responsible experience in talent management, organizational development, learning and development, human resources, or a related field.
Demonstrated experience designing and implementing talent management or employee development strategies.
Experience with performance management, career development, leadership development, and succession planning.
Strong consulting, facilitation, communication, and relationship-building skills.
Ability to work strategically while managing complex initiatives and competing priorities.

Nice To Haves

Master’s degree in HR, organizational psychology, organizational development, business, or a related field.
Experience with talent reviews, succession planning, career frameworks, or internal mobility.
Experience with people analytics and employee engagement data.

Responsibilities

Develop and execute an Advancement-wide talent management strategy aligned with organizational priorities.
Establish frameworks for identifying, developing, engaging, and retaining talent.
Partner with leadership to assess current and future talent needs; lead talent reviews and workforce talent discussions.
Develop strategies for critical roles, succession planning, and organizational continuity.
Monitor talent trends and recommend strategies to address emerging workforce needs.
Lead the ongoing development and administration of Advancement’s performance management approach.
Partner with managers to establish meaningful goals, expectations, feedback practices, and performance standards.
Develop tools and resources to strengthen performance conversations and support the annual performance review process and related communications.
Connect performance, development, recognition, and organizational goals.
Develop career development frameworks and resources, and partner with managers and employees on career conversations and development planning.
Lead implementation and continuous improvement of Individual Development Plans.
Develop career pathways and internal mobility strategies.
Identify opportunities for employees to build skills through stretch assignments, projects, mentorship, and other development experiences.
Develop leadership development strategies and programming for current and emerging leaders, managers, supervisors, and aspiring leaders.
Partner with the Director, People & Culture on manager forums and organizational leadership initiatives.
Identify leadership competencies and development opportunities across Advancement; support succession planning and leadership pipeline development.
Analyze talent trends and employee feedback to identify retention risks and opportunities.
Develop targeted strategies to support employee engagement, growth, and retention, and partner with leaders to understand team talent challenges.
Use people data and organizational insights to inform talent decisions.