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University of Arizona Global Campus Senior Director, Talent Management in United States

The Senior Director, Talent Management for the University of Arizona Global Campus (UAGC) is a full-time employment position reporting to the VP, Human Resources. The Senior Director, Talent Management will build and develop a recruitment team with a vision for the future, a belief in hiring the best, and a commitment to diversity. This leader could manage an internal, an external (third-party), or a hybrid recruiting team. This leader will ensure the focus and approach to recruiting talent (both staff and faculty) is fully engaged with the business in order to deliver on goals and deliverables for institutional growth. In addition, this leader will ensure that all recruitment processes, policies and practices support the delivery of diverse candidate pools and an inclusive recruiting experience. We are looking for a high-energy, self-motivated team player with exceptional interpersonal and relationship-building skills and a proven track record of leading talent teams to meet business initiatives. This leader will be innovative, driven, and will have passion around creating a high-performing organization.

Essential Job Duties:

Strategy & Vision

  • Makes recommendations, prepares proposals, and creates a multi-year strategy/roadmap for new and improved programs based on institutional need and/or governmental changes.

  • Serves as a Talent Acquisition Subject Matter Expert (SME) and stays informed of current industry trends to make informed strategic recommendations.

  • Executes strategies and programs designed to achieve strategic institution and HR goals.

  • Ensures department and strategies align with UAGC’s vision, mission, and institutional goals.

Leadership & Decision-Making Responsibilities

  • Manages the analysis, upkeep and communication of recruiting records required by law or local governing bodies, or other departments in the organization.

  • Analyzes data, creates recommendations, and prepares reports as necessary for Board of Directors, President, President’s Cabinet, or other leadership partners/departments within the University.

  • Collaborates with all functions of the HR team, providing guidance to internal HR team members with direct oversight of the complete lifecycle recruitment process, candidate sourcing and assessment, employment branding, candidate experience, standardization of recruitment policies & procedures, succession planning and people metrics.

  • Ensures compliance with all State and Federal regulations relating to the management of employee benefits and compensation, confidentiality, and related issues.

  • Ensures adequate controls, compliance reviews and audits are in place and are completed successfully for Talent Acquisition programs.

  • Execute strategies and programs designed to achieve strategic business and HR goals.

Key Tasks

  • Drive the University to meet constantly evolving goals and business needs by strategically assessing organizational needs, prioritizing initiatives, creating talent strategies, and leading the development and implementation of successful high-volume recruiting initiatives and internal talent programs.

  • Build trusting and collaborative relationships with our leadership teams and staff.

  • Act as a key business partner to department leaders to execute full-scale, robust talent pipeline management processes (talent assessment, attraction, management/ development, retention, and engagement), and partner with cross-functional teams (Finance, Operations, IT) to align strategies and processes using people data and analytics.

  • Effectively utilize industry knowledge and experience to lead talent team in delivering effective and scalable recruiting and development solutions.

  • Strategically plan and collaborate with Leadership Teams and cross-functional partners to ensure effective execution, utilization, and constant improvement of talent programs, tools and resources.

  • Cultivate, promote and maintain a culture within talent acquisition of high-performing, highly engaged, diverse and inclusive employees that have a growth mindset.

  • Refine and communicate the full recruiting cycle process while meeting goals for organizational growth, including setting hiring managers expectations for recruiting by clearly providing a defined process and establishing service levels.

  • Champion the candidate experience. See every interaction with a candidate as an opportunity to showcase our people, culture, and core values. Do not miss a chance to make a candidate feel valued.

  • Support our diversity & inclusion initiatives throughout the hiring process - including the content of job descriptions, sourcing strategies, and the creation of inclusive interview processes that lead to measurable improvement in the availability and selection of underrepresented candidates for our roles.

  • Demonstrate a results-oriented bias towards action. Know how to drive projects and processes. Thrive in an environment with multiple demands, are comfortable with change, and are an active problem solver. This leader will be familiar with key recruiting metrics and how to use these to get results. Responsible for Headcount Analysis and Tracking efforts by using data from our ATS and other platforms; provide analysis and insights on hiring efforts, turnover, time to hire, cost of hire, etc.

  • Other duties as assigned.

Specialty Knowledge & Subject Area Expertise

  • Demonstrated proficiency in the full life-cycle experience.

  • Demonstrated proficiency in developing and growing a team with emphasis on talent development.

  • Passion, desire, and experience in building and leading a high performing talent team.

Minimum Requirements:

  • 12+ years' experience and thorough knowledge of integrated talent management (high-volume recruiting, talent and leadership development, and HR operations).

  • Expert level of knowledge in all full lifecycle recruiting components including, but not limited to, sourcing, qualifying, networking, assessing, legal, and relationship management.

  • Extensive Workday HRIS system knowledge.

  • Proven success utilizing people data and analytics to drive talent solutions.

  • Strong business acumen with expert partnership, strategic, negotiation, and influencing skills.

  • Proven ability leading large-scale talent recruiting and development programs across business platforms.

  • Proven ability to develop talent needs assessments, talent strategies and talent plans with key stakeholders across the business.

  • Ability to oversee day-to-day operations while creating forward-looking strategies.

  • Proven track record of leading and developing individuals and teams.

  • Ability to effectively present complex topics to individuals and large groups.

  • Strong written and verbal communication skills; ability to articulate vision with confidence.

  • Ability to travel 1-2x/quarter, as necessary for institution/business meetings or training/learning opportunities.

  • Ability to manage time effectively, train, mentor and coach team members, and lead by example.

  • Advanced knowledge of applicable regulatory and legal compliance obligations, rules and regulations, industry standards and practices.

  • Ability to work in a fast-paced environment and navigate through complex change.

  • Deep analytical skills with the ability to translate data and trends into key insights and recommendations.

  • Strong written and verbal communication skills; ability to articulate vision with confidence.

Preferred Qualifications:

  • Elite Certified Recruitment Expert Certification or SHRM – CP or SHRM – SCP Certification

  • Bachelor’s degree in Human Resources, Business Administration, or closely related field

  • Previous talent management in a higher education environment

Education:

  • Bachelor’s degree in Human Resources, Business Administration, or closely related field required

Education Requirements:

If a degree or education credit minimum is required for the position, all education must be conferred by a regionally accredited or approved nationally accredited institution. All candidates must provide proof of higher education (official transcripts) upon request.

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