Senior Talent and Organizational Development Specialist

Kresge Foundation•Troy, MI

7h•Hybrid

About The Position

The Senior Talent and Organizational Development (STOD) Specialist supports the Foundation’s Talent and Human Resources strategy by advancing initiatives across the employee lifecycle, including talent acquisition, onboarding, learning and development, performance management, and organizational development. This role leads the recruitment processes, manages onboarding and orientation programs, supports staff learning and development initiatives, and plays a key role in creating and implementing talent management activities that strengthen organizational effectiveness. The STOD Specialist partners closely with Talent and Human Resources colleagues, hiring managers, and external vendors to ensure efficient processes, a positive candidate and employee experience, and alignment with the Foundation’s mission, values, and equity commitments.

Requirements

Bachelor’s degree required.
Minimum of six years of experience in human resources, recruitment, or talent management.
Demonstrated experience leading the design and delivery of integrated talent management tools—such as leadership development, competency frameworks, and career pathways.
Knowledge of the implementation of talent management strategies.
Demonstrated experience operationalizing talent management tools and systems that support the full employee lifecycle, with a strong emphasis on talent acquisition and leadership development.
Current knowledge and understanding of industry trends, current practices, and applicable hiring and employment laws and regulations.
Knowledge of Microsoft Office suite applications.
Ability to collaborate across diverse working styles and successfully build relationships across the foundation.
Strong customer service orientation for engaging with a variety of internal and external stakeholders and partners.
Strong ability to solve problems creatively.
Strong attention to detail.
Demonstrated ability and desire to take initiative to achieve project goals.

Nice To Haves

Experience with Talent and Human Resource metrics preferred.
Experience utilizing social media to engage prospective candidates, preferred.
Experience with applicant tracking systems, ADP preferred.

Responsibilities

Develop proactive, strategic recruitment efforts that include recruitment planning, talent sourcing, job marketing, and candidate engagement to build diverse and high-quality talent pipelines.
Design, coordinate, and organize end-to-end recruitment processes including strategic recruitment planning, job posting, coordinating initial assessments, scheduling interviews, coordinating all recruitment activities, initiating background checks, and the hiring and employee change process.
Develop and present comprehensive candidate profiles and insights to support informed hiring decisions.
Train and prepare interviewers to conduct effective, consistent, and legally compliant interviews.
Update and continuously improve interview experience for candidates and hiring teams.
Serve as a subject-matter resource on hiring policies, procedures, and employment practices.
Create and maintain accurate, current job descriptions in partnership with leaders and THR colleagues.
Maintain complete and confidential recruitment and hiring records in compliance with legal and foundation requirements.
Serve as the primary liaison for recruitment vendors, search firms, relocation partners, and staffing agencies.
Create and maintain a complete record of interviews, new hires, and all necessary documents and produce reports as needed.
Design and manage the Foundation’s summer internship program.
Design and manage the Kresge Alumni Program for former employees, interns, and fellows, including in-person engagement and social media to maintain Kresge connections.
Track, analyze, and report on recruitment and hiring metrics to inform strategy and improve outcomes.
Serve as the primary point of contact for the applicant tracking system.
Prepare, proofread, and edit talent acquisition documents.
Stay up-to-date and apply current recruiting methods and legal compliance that impacts recruiting.
Stay current on ADP Applicant Tracking features and best practices and communicate updates to staff.
Train and support end users on the use of the ADP Applicant tracking features
Partner with the Talent and Human Resources Team to recommend the best technical solution to maintain a progressive and current talent management technology system and processes.
Design, maintain and manage a robust and engaging orientation program for new employees and for employees changing roles.
Provide onboarding support and a seamless integration of orientation and onboarding activities.
Generate, track and report orientation metrics and reports to inform key stakeholders and modify the program as needed.
Create learning materials, especially related to orientation and onboarding.
Stay up-to-date and introduce advanced orientation and onboarding methods and activities.
Assist with creating and implementing individual and team development activities.
Complete projects to support talent and human resources such as creating and maintaining ad hoc reports, presentations, and data generation.
Implement and maintain talent strategies (e.g. learning and development, career development activities, etc.).
Oversee the administration and completion of new hire assessments (e.g., StrengthsFinder, DiSC).
Lead activities relating to retreats and workshops for other teams by preparing materials, supporting facilitation and following up as needed.
Contribute to creative and innovative talent and human resources strategies and techniques to build organizational effectiveness.
Stay current on Cornerstone features and best practices and communicate updates to staff.
Partner with key stakeholders to promote Cornerstone through campaigns and learning events to encourage usage and engagement.
Partner with internal teams to post, test, and maintain Kresge-specific e-learning content.
Lead aspects of the implementation of the learning and development approach, including processes, tools, and systems.
Create data collection methods for employee feedback.
Proactively gather and track employee feedback for Talent and Human Resources initiatives, and compile results.
To ensure business continuity, document processes and procedures for each area of responsibility.
Prepare, proofread, and edit documents as needed.
Support an effective, leading-edge Talent and Human Resources department by performing other duties as assigned.
Demonstrate a strong commitment to the Foundation’s vision and values in daily interactions.