University HR Senior Director of Talent Management and Workforce Engagement

University of Georgia•Athens, GA

39d

About The Position

The Senior Director of Talent and Workforce Engagement is a key contributor to the success of UGA's greatest resource: its people! Reporting to the Vice President and Chief Human Resources Officer, this senior director will shape the university's talent acquisition strategy, leading efforts to attract, engage, and retain top talent across the employee lifecycle. As a University Human Resources Leadership Team member, they will engage with various internal and external constituents to ensure a positive candidate experience, develop a robust talent pipeline, and address complex and sensitive faculty and staff matters. They utilize qualitative and quantitative analytics to create, execute, and evaluate strategies to identify, attract, recruit, and retain top talent, as well as to oversee employee- and organization-focused activities. This position provides strategic leadership and oversight for the university-wide employee relations and workforce engagement program, promoting a positive and productive work environment that supports the success of UGA's workforce. The Senior Director also leads the development and execution of comprehensive workforce planning and organizational design initiatives, ensuring the university's structures, roles, and talent strategies are aligned to meet current priorities and future institutional needs. Central to this role is the responsibility for continuing to cultivate UGA's employer brand. This includes strengthening our reputation as an employer of choice, driving enterprise-wide engagement and retention strategies, and partnering with executive leaders to build a high-performing, future-ready workforce. With a bold, data-driven approach, the Senior Director ensures that all efforts are rooted in growth, recognition, shared values, and aligned with the university's mission to proactively create and maintain a positive work environment for all.

Requirements

Bachelor's degree in a related field and 12 years of professional experience to include 3 years in a leadership role.
Experienced in developing and implementing effective recruiting strategies to build a robust talent pipeline, while fostering a strong employer brand.
Strong background in higher education recruiting with a proven ability to identify, attract, and hire top talent.
Knowledge of employee relations and employment policy to include conducting investigations and related training.
An elevated understanding of mediating differences, facilitating discussions, and coaching using exceptional creativity and judgment.
Understanding and managing workforce analytics and the implications of data to determine workforce opportunities.
Maintaining employee records and associated systems.
Professional experience in an office setting.
Excellent oral and written communication skills and the ability to deal effectively and professionally with a variety of people at all levels of management within and external to a university environment.
Experienced in investigation techniques.
Attention to detail and organizational skills.
Proficiency in planning, organizing, prioritizing multiple tasks, and meeting deadlines.
Excellent customer service, problem-solving, and decision-making skills.
Knowledge of functions throughout human resources to appreciate the intersection of recruiting and talent management with other functions.
Oversight and development of employment policies and procedures.
Ability to work in a standard office environment and operate electronic equipment including, but not limited to, computers, laptops and all peripheral devices.
Ability to work using electronic mail, telephone, face-to-face discussions, and paper form correspondence.

Nice To Haves

Masters degree preferred
7+ years in higher education human resources.
Progressive experience in the areas of talent management, recruitment, and workforce engagement
2 years or more of supervisory experience, with a demonstrated ability to lead multi-functional HR teams
Previous experience in recruitment, hiring, and employee relations within a large, complex organization.
HR certification such as (SHRM-CP, SHRM-SCP, HRCI PHR, HRCI SPHR)

Responsibilities

Provide leadership and oversight of university-wide recruitment, overseeing strategy, processes, and systems.
Oversee the design, implementation, and management of efficient recruiting processes.
Plan, develop, and direct strategies to reach and recruit top candidates
Direct departments with their search requirements.
Utilize social media to promote university jobs.
Assess and manage recruitment systems, including vendor engagement.
Data analytics related to recruitment process efficiency, trend analysis, and improvement.
Advise and consult with hiring managers to provide strategic recruitment support.
Direct the Executive Search and Talent Management teams.
Lead the development and implementation of strategic organizational design initiatives, policies, and programs
Oversee and manage strategic HR initiatives.
Develop, design, and implement HR policies, processes, and programs.
Actively engage in efforts to achieve the UHR strategic plan.
Represent UHR on campus committees and initiatives.
Oversee the utilization of case data and other information as a sound practice for diagnosing trends and issues in the workplace.
Direct the Workforce planning and organizational design team.
Provide leadership and oversight for the university-wide employee relations and workforce engagement program
Act as an internal consultant for complex faculty and staff matters.
Educate leaders on employee relations and policy interpretation.
Lead investigations into employee conduct issues.
Develop and implement corrective action plans.
Develop, implement, and maintain a case management system that will build an analytics framework.
Direct and facilitate the Workforce Engagement team.
Provide strategic leadership as a member of the UHR leadership team
Serve as a member of the UHR Leadership team.
Provide performance management, coaching, and professional development for direct reports, including associated staff
Develop and implement a service model for a decentralized human resources service model.
Foster a positive workplace culture.
Drive operational excellence through data-driven process improvement and system optimization.
Manage research and implement process improvement initiatives.
Utilize data analytics to report results, analyze trends, and streamline hiring processes.
Oversee the procurement and management of recruitment-related systems and engagement with vendors.
Identify areas of opportunity for improvement.
Other duties as defined by the VP Chief Human Resources Officer.