Talent and Culture Client Delivery Director

Sourcewell•Staples, MN

15h•Remote

About The Position

The Talent and Culture Client Delivery Director is responsible for leading the development and execution of enterprise workforce planning strategies to ensure the organization has the right talent, in the right roles, at the right time. This role conducts workforce analysis and forecasting to identify current and future workforce needs, maintains an inventory of key roles and talent, and translates insights into actionable workforce, talent acquisition, development, and retention strategies. The Director designs and implements scalable systems and processes that support talent sustainability while ensuring compliance with applicable employment laws and regulations. Working closely with Talent and Culture partners and organizational leaders, this role strengthens the organization’s ability to anticipate workforce trends, build internal capability, and support long‑term organizational effectiveness.

Requirements

Bachelor’s in human resources or a related field OR a combination of post-secondary training, professional education, and related experience equivalent to four (4) years.
Ten (10) years of experience in human resources or related roles; of which the total years of experience include: Managerial experience: Experience of planning, managing and organizing resources within short / medium timescales within the overall policy framework. (Over 6 years to 10 years)

Nice To Haves

Public agency or school district experience preferred
Strong HR compliance background preferred
Several years of experience in writing policies and procedures in HR practices preferred
Thrives in high change, fast-paced environments
Demonstrated ability to manage multiple high priorities and able to build a team around accomplishment of those priorities
Experienced with contingent workforce strategies
Workday or similar HRIS experience
Extremely resourceful and a fast learner

Responsibilities

Develop key strategic insights based on external and internal information sources and develop and analyze complex resourcing scenarios to enable the development of the strategic workforce plan.
Investigate complex hypotheses, using a wide range of HR data to diagnose underlying causes of key organizational issues and identify opportunities to enhance employee engagement and/or improve organizational performance.
Design and manage the implementation of career planning methods and processes; clarify and respond to organizational needs and issues; and monitor and report on outcomes, initiating remedial actions where necessary.
Contribute to the design and delivery of succession planning methods and processes; deliver elements of the technical design; plan and deliver job evaluation programs or ad hoc evaluations; and monitor outcomes and propose remedial actions, where appropriate.
Develop internal communications plans and work collaboratively with other departments to improve internal relationships and to build strong understanding of regulation and registration requirements.
Create multichannel future talent recruitment campaigns to attract large numbers of high-quality candidates; develop messaging that is tuned to values and aspirations of graduates/school leavers and is consistent with the employer brand and value proposition; identify relevant career fairs and cost-efficient media, social media, or other channels.
Identify requirements for HR frameworks and tools for recruitment, performance management, development, career and succession planning, employee onboarding and offboarding, and retention of talent, within an important area of responsibility, to meet organizational needs.
Enable the attraction, development, and retention of talent at a sustainable cost.
Specify the design and manage development and implementation, ensuring compliance with external requirements and integration with the broader HR policy framework.
Manage relationships with internal clients and act as a business partner to them, building high levels of professional credibility and mutual trust, and managing the deployment of appropriate internal and/or external resources to support in delivering organizational strategy and plans.
Develop stakeholder engagement by identifying stakeholders; by finding out their needs, issues, and concerns; and by reacting to these needs, issues, and concerns to support the communication of organizational information and decisions.
Contribute to the definition of organization structure by recommending reporting lines and roles and responsibilities, and identifying interfaces with other teams, to align with the structure of the broader function and corporate organization principles.
Provide specialist advice on the interpretation and application of policies and procedures, resolving complex or contentious queries and issues and enabling others to take appropriate actions.
Develop procedures and interpret and apply policy for area of expertise to achieve specified outputs, or advise the wider organization on application of policy, then monitor implementation of those procedures within the organization.
Collaborate regularly with department managers and proactively identify future hiring needs for a given area.
Attract and select candidates for mid-level and high-level jobs.
Promote company’s reputation as “best place to work.”
Monitor and apply HR recruiting best practices.
Create recruitment campaigns to attract high-quality candidates; research the characteristics of key candidate target groups; develop messaging that is relevant and attractive to candidates and consistent with the employer brand and value proposition; identify relevant cost-efficient media, social media, or other channels.
Create recruitment profiles for high-impact executive and senior executive roles; engage with hiring executives to clarify the scope of each role, develop a role profile, and create a candidate specification; create an executive search brief to attract high-quality candidates.
Investigate, and propose solutions for, very complex and/or contentious employee relations cases in liaison with line managers; coordinate the organization's response to legal cases brought by individuals; contribute to the preparation of legal submissions, and ensure all parties complete casework accurately and within deadlines.
Use the organization's formal development framework to identify the team's individual development needs.
Plan and implement actions, including continuing professional development specified by professional or regulatory institutions, to build their professional capabilities.
Provide informal training or coaching to others throughout the organization in own area of expertise to enable others to improve performance and fulfill personal potential.
Identify and communicate the actions needed to implement the function's strategy and organizational plan within the department; explain the relationship to the broader organization's mission, vision, and values; motivate people to commit to these tenets and do extraordinary things to achieve local organizational goals.
Manage and report on the performance of a substantial, diverse team; set appropriate performance objectives for direct reports or project/account team members and hold individuals accountable for achieving them; take appropriate corrective action where necessary to ensure the achievement of team/personal objectives.
Manage budget plans for a department.
Lead the development and implementation of strategy for an important area of responsibility within a function, anticipating complex issues, challenges, and opportunities and ensuring integration with wider functional strategy.
Develop and propose annual organizational plans for a given area or department, ensuring alignment with strategy.
Recommend financial and headcount budgets; propose business targets, for example, revenues or other key performance indicators (KPIs); and schedule key activities/projects, ensuring integration with other elements of the organization.
Other duties as assigned