Manager, Employee Resource Group Development and Community Engagement

Yale University•New Haven, CT

55d•$68,000 - $120,500•Hybrid

About The Position

Yale University values intellectual vibrancy, perspective, experience and people, and is actively committed to creating a culture that is welcoming and respectful. All positions are called on to contribute to building this environment throughout the campus community, and we encourage candidates to apply who share these values. The Manager of Employee Resource Group Development and Community Engagement is a full-time administrative position reporting directly to the Associate Vice President, Employee Engagement & Workplace Culture. This position has a primary responsibility for managing and leading the day-to-day functions associated with the University's ten employee resource groups; serving as the primary point of contact for events, programs, activities, and works closely with the leadership of each group, and the respective steering committees. The position will also supervise two staff members who aid in the growth, development, and outreach of the employee resource groups. Additionally, this position will support the team development process of Yale's employee resource groups, build and sustain partnerships, and promote and expand the Employee Engagement & Workplace Culture brand both internally at Yale and externally within the Community. This position works collaboratively to create great visibility of the University Employee Engagement and Workplace Culture initiative. Coaching and Counseling: Provides coaching and counseling support to employee resource group leadership teams about topics related to building internal and external relationships, cultivating external relationships, conflict management, leading teams, leading projects, and managing up, and other competency areas as needed. Team Development: Is responsible for coordinating and tracking the annual learning and development strategy for the employee resource group leaders and steering committee members. Office Leadership and Supervision: Provides leadership and direction for the Office of Employee Engagement & Workplace Culture logistic management team; oversees two full-time staff persons and interns (New Haven Promise & Echo Perfect 10), and delegation of work assignments to department Sr. Employee Engagement & Workplace Tracking: Maintains a case management file to organize, manage, and track events related to the Yale ten employee resource groups. This position also prepares annual strategic planning documents and semi-annual reports regarding program utilization, expenses, cost per person, and measurements against annual goals. Training & Climate Assessment: Works with each of the employee resource groups to interpret, develop and assess biennial Engagement Survey Action plans. Action plans may consist of targeted surveys designed to gain greater insight into culture & climate, creation of learning and development strategies, listening tours, creation of programs (e.g., Recognition awards, advocacy strategies), etc. Program Implementation & Project Management: Oversees the implementation of up to 300+ activities, events, workshops, interviews, designated by the respective employee resource group strategic plan. Campus-Wide Collaboration: Collaborates regularly with University Leaders such as the Associate Director of New Haven Hiring Initiative, Lead Administrators, VP for Human Resources, Managers, Cultural House Deans & Assistant Deans, student groups, and other campus partners to continuously identify and integrate workplace engagement, culture and climate programming into existing departmental strategies, learning and development plans, etc. New Hire Orientation and Engagement Resource Information: Responsible for the creation and delivery of new hire orientation programming, in conjunction with the Human Resources Communications department, and serves as an orientation panelist and fair presenter. This position supports up to 35 annual community resource fairs, promoting Yale employee resource groups, job recruitment and retention, and branding Yale to the Greater New Haven Community as an employer of choice. External Recruitment: In partnership with the New Haven Hiring Initiative, this position will be responsible for ensuring coordination and solicitation of applications for open University positions during external employee resource group events and partnerships. Marketing, Communication and Website Development & Maintenance: This position will manage ten employee resource group websites, newsletters, and e-mail accounts, in addition to managing and monitoring the social media accounts of each group. Posting and responding to inquiries, ensuring that existing content is current, uploading all new programs and initiatives. Ensures that employee interviews and spotlights are completed and promoted on a monthly basis on both employee resource group websites and the Your Yale website. Technology, Data & Metrics: This position will routinely utilize WorkDay, Yale Connect, Eventbrite, Qualtrics, Excel, and Google Docs, for course registration, data tracking and reporting, for an array of purposes including the creation of monthly and quarterly employee resource group metric reports, and annual strategic planning documents. Data will be used to examine past event success, forecast future organizational needs, and track progress. Presentation, Facilitation and Training: Responsible for the design, delivery, and execution of several workshops; Everything You Need to Know about An Employee Resource Group, Building Community Allies, New Employee Staff Orientation, Departmental orientations, Engagement Survey Data Interpretation and Integration, and other topics as needed. Serves as a panelist and event moderator for an array of topics.

Requirements

Advanced project management skills including demonstrated skills in managing multiple projects and programs. Excellent oral and written communication skills including group facilitation/training skills.
Knowledge of employee engagement and workplace culture as a workplace initiative. Knowledge of curriculum development; instructions design and delivery; methods, principles, and strategies of adult learning theory.
Knowledge of training operations, policy and procedures. Strong ability to gather and analyze data and develop reports.
Ability to work in a chaotic and fast paced environment. Ability to make sound decisions and execute. Ability to demonstrate strong customer service skills. Ability to resolve problems in a quick, efficient and creative manner.
Computer skills should include graphs, metrics design and proficiency with Outlook and Microsoft Office suite of tools.
Bachelor's Degree in Human Resources or a related field.
Four years of experience or an equivalent combination of education and experience.

Nice To Haves

Experience that includes the advancement of engagement, climate and culture related initiatives; Master's Degree in related field and prior experience in Higher Education.

Responsibilities

Responsible for short-term planning for the operation of various human resources functions managed by their staff; plans, manages, monitors, and guides their staff in completion of work.
Manages professional and managerial human resources staff and resources to drive financial, operational, and budgetary success within the human resources department.
Determines and develops goals; sets work expectations and standards for the work of their managerial and professional staff to execute human resources initiatives efficiently and effectively.
Allocates work assignments, issues deadlines to effectively manage and monitor the work ensuring that it is proceeding on schedule and meeting the established quality standards.
Manages and monitors work assignments to ensure they are proceeding on schedule and meet the established quality standards.
Guided by policies, plans and procedures; identifies, manages, and resolves complex and non-standard technical, operational and organizational issues across one or more functional human resources areas; recommends, implements, and enforces new and improved solutions.
Manages staff of exempt and non-exempt employees.
May perform other duties as assigned.

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