DAR Talent Strategy Manager

Johns Hopkins University•Baltimore, MD

4d•$88,455 - $154,775•Onsite

About The Position

The DAR Talent Strategy Manager will lead a team of recruiters who will manage the full life cycle recruiting process for multiple functional areas across the university. The Talent Strategy Manager will leverage organization acumen and influencing skills to partner with hiring managers and ensure 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, the TA Manager will advance 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. Development and Alumni Relations (DAR) supports Johns Hopkins’ focus on research, teaching, and patient care, and its role as a national and global leader in higher education. We create and foster enduring relationships that result in advocacy and philanthropic support for Johns Hopkins University & Medicine, strengthening the institution through partnerships with donors, alumni, volunteer leaders, faculty, students, staff, and patients. The DAR Talent Strategy Manager oversees a high-capacity team responsible for targeted sourcing, recruitment, search management, and onboarding of over 100 employees within Development and Alumni Relations. This position works closely with leaders in medicine, university divisions, and central teams to bolster the caliber of talent in fundraising, alumni relations, stakeholder engagement, and development data science and systems.

Requirements

Bachelor's degree in human resources, business administration, psychology or related field. A degree in a 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 beyond a high school diploma/graduation equivalent, to the extent permitted by the JHU equivalency formula.

Nice To Haves

HR certification (HCRI or SHRM) or equivalent HR qualification
Experience working in development, alumni relations, board relations, or a related field.
Experience working as a frontline fundraiser.
Experience supervising professional staff, particularly in search management and recruitment.
Executive search and sourcing experience.

Responsibilities

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.
Continually review and optimize the recruitment process to ensure process efficiency and effectiveness. Leverage 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. Strive 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.
Develop compelling messaging to attract key talent and to reach untapped candidate pools, especially 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 of business.
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.
Manage recruitment team, encouraging proactive candidate sourcing and executive search firm-level support to teams across DAR.
Build and manage a personal portfolio of potential candidates in the industry, cultivating a warm, diverse talent pipeline well in advance of specific searches and vacancies.
Develop an extensive network within the industry of fundraising, alumni relations, advancement services, and data science. This includes travel to and sponsorship of key industry conferences and platforms.
Build a national and international employer brand, leveraging reputational strengths and targeting a broad talent pool in the field of development.