Executive Director, Talent

University of Pennsylvania•Wilmington, NC

3d•Onsite

About The Position

The University of Pennsylvania is seeking an Executive Director of Talent to provide strategic and operational leadership for the university’s end-to-end talent ecosystem, including Talent Acquisition, Talent Development, Employee Engagement (including Employee Resource Groups), and Recognition Programs. Reporting to the Vice President for Human Resources, this role is responsible for designing and delivering a cohesive, future‑ready talent strategy that supports the university’s mission, academic excellence, and long‑term workforce needs. The Executive Director of Talent will lead the evolution of talent practices as the institution scales, workforce expectations change, and technology becomes a more central enabler of talent management. The Executive Director will join the Division of Human Resources Senior Leadership Team (SLT) and work closely with school and center HR professionals to create and define comprehensive talent strategies. This role reports to the Vice President of Human Resources and collaborates with University HR leadership to align HR strategy with institutional goals. This role requires a leader who can balance strategic vision with operational execution, navigate the complexity of higher education, and build modern, inclusive talent practices that serve faculty, staff, and leaders across the institution. The successful Executive Director of Talent will be: Future oriented and systems minded, Comfortable balancing strategy and execution, Credible with senior leaders, faculty, and staff, Skilled at influencing without overreliance on hierarchy, Data informed and values driven, Passionate about building inclusive, high impact talent systems.

Requirements

Master’s Degree and Over 10 years of experience or equivalent combination of education and experience is required.
Possess strong business acumen and proven ability to stay with evolving HR trends, legislation and best practices
Demonstrated success leading multiple talent functions (e.g., talent acquisition, learning, engagement)
Strong knowledge of all functional areas of Human Resources, talent acquisition and talent development
Expertise and demonstrated experience in developing and driving strategy across a large organization
Strong interpersonal, communication, and conflict-resolution skills
Proficiency in data-informed decision-making

Nice To Haves

Master’s degree in a related field
Familiarity with Workday
10+ years of HR experience, including in higher education or unionized settings
HR certifications (e.g., SHRM-SCP, SPHR)
Experience implementing or modernizing talent technology platforms
Comfort operating in environments with evolving structure, priorities, and expectations

Responsibilities

Develop and execute a comprehensive, integrated talent strategy aligned with the university’s strategic plan, academic priorities, and workforce needs
Ensure alignment across Talent Acquisition, Talent Development, Engagement, and Recognition programs
Evaluate current talent acquisition practices across Penn and develop a comprehensive talent acquisition approach
Serve as a strategic advisor to the VP of HR, senior leaders, and academic partners on talent trends, risks, and opportunities
Monitor external trends in higher education, labor markets, and talent technology to inform future‑state design
Drive the evolution of talent acquisition strategies to support staff hiring in a competitive and evolving labor market
Partner with academic and administrative leaders to align hiring strategies with workforce planning, enrollment and research trends, and institutional growth
Advance inclusive hiring practices and equitable candidate experiences
Leverage data and technology to improve recruitment effectiveness, time to fill, and quality of hire
Design and oversee learning and development strategies that support: Leadership development at all levels, Professional growth for staff, Emerging skill needs driven by technology, pedagogy, and operational change
Strengthen onboarding and early-career development experiences through a consistent and comprehensive orientation/onboarding program.
Partner with academic leaders to align staff and leadership development with the university’s educational mission
Lead institutional engagement initiatives in partnership with HR colleagues, academic leaders, and campus stakeholders
Oversee Employee Resource Groups (ERGs), ensuring alignment with institutional priorities and measurable impact
Support culture‑building initiatives that foster belonging, engagement, and collaboration across faculty and staff populations
Partner with communications and leadership to reinforce inclusive values through talent practices and messaging
Design and manage recognition programs that reinforce desired behaviors, values, and contributions
Ensure recognition approaches are equitable, meaningful, and aligned with institutional culture
Continuously assess and improve elements of the employee experience connected to attraction, development, and retention

Benefits

Comprehensive medical, prescription, behavioral health, dental, vision, and life insurance benefits
Flexible spending accounts for health care and dependent care expenses
Tuition assistance for employees, spouses, and dependent children
Generous retirement plans (Basic, Matching, and Supplemental) with TIAA and Vanguard investment options
Substantial time away from work (vacations, personal affairs, illness, injury, family time)
Long-Term Care Insurance
Wellness and Work-life Resources
Professional and Personal Development resources
Access to University resources, cultural and recreational activities (libraries, athletic facilities, arboretum, art galleries)
Discounts and Special Services (arts and entertainment, transportation, mortgages, new cars, cellular phone service, movie tickets, theme parks)
Flexible Work Hours
Penn Home Ownership Services (forgivable loan for eligible employees)
Adoption Assistance