Henry Ford College (MI)
Assistant Director of Talent Management
Henry Ford College (MI) - Dearborn, MI, United StatesWork at Henry Ford College (MI)
Overview
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Overview
Henry Ford College presents an opportunity for an Assistant Director of Talent Management.
Under the supervision of the Executive Director of Human Resources, the Assistant Director of Talent Management is responsible for the design, development, implementation, administration, and facilitation of talent acquisition, performance management, employee development, organizational development, change management and employee retention. This position is instrumental in developing initiatives and strategies that aid in fostering a high-performance culture and will also manage the Talent Team.The most successful candidate will have a career that reflects:
Education and Leadership Qualifications:
• Demonstrated increasing responsibility in Human Resources management and team leadership.
• Related professional certification (e.g., SHRM-CP, HRCI-PHR, etc.)
• HFC recognizes that there are alternative career paths in which candidates may gain the expertise and ability to perform the essential duties. Education, experience, and training that demonstrates proficiency and the ability to perform the essential duties will be evaluated for equivalency to the education, competencies, and experience qualifications listed herein.
Recruitment and Talent Acquisition Skills: Knowledge of HR concepts, principles, and practices related to identifying, attracting, and selecting individuals and placing them into positions to address changing organizational needs.
Employee Training and Development Skills: Knowledge of employee development concepts, principles, and practices related to planning, evaluating, and administering training, organizational development, and career development initiatives.
Organizational Development and Change Management Skills: Knowledge of and ability to leverage the principles of organizational development and change management theories to ensure that College-wide talent management practices are focused and aligned on improving operational and program efficiencies and effectiveness.
Human Resource Information Systems: Knowledge of HRIS systems to maintain ongoing integration, reporting and vendor management, and ability to collaborate with internal IT partners align technology solutions with business needs.
In addition, we seek someone who values and demonstrates:
• Customer Service - Works with clients and customers (any individuals who use or receive services or products, including the general public, individuals who work in the College, or organizations outside the College) to assess their needs, provide information or assistance, resolve their problems, or satisfy their expectations; knows about available products and services; is committed to providing quality products and services.
• Integrity/Honesty - Contributes to maintaining the integrity of the organization; displays high standards of ethical conduct and understands the impact of violating these standards on an organization, self, and others; is trustworthy.
• Accountability - Holds self and others accountable for measurable high-quality, timely, and cost-effective results. Determines objectives, sets priorities, and delegates work as appropriate. Accepts responsibility for mistakes. Complies with established control systems and rules.
• Flexibility - Is open to change and new information; adapts behavior or work methods in response to new information, changing conditions, or unexpected obstacles; effectively deals with ambiguity.
• Building Relationships - Seeks opportunities to make contacts and build relationships, including through organizational events, social events, external organizations, and professional activities.
• Interpersonal Skills - Shows understanding, friendliness, courtesy, tact, empathy, concern, and politeness to others; develops and maintains effective relationships with others; may include effectively dealing with individuals who are difficult, hostile, or distressed; relates well to people from varied backgrounds and different situations; is sensitive to cultural diversity, race, gender, disabilities, and other individual differences.
Talent Acquisition & Recruiting
Performance/ Learning & Development
Retention and Engagement
#J-18808-LjbffrUnder the supervision of the Executive Director of Human Resources, the Assistant Director of Talent Management is responsible for the design, development, implementation, administration, and facilitation of talent acquisition, performance management, employee development, organizational development, change management and employee retention. This position is instrumental in developing initiatives and strategies that aid in fostering a high-performance culture and will also manage the Talent Team.The most successful candidate will have a career that reflects:
Education and Leadership Qualifications:
• Bachelor's degree or higher in Human Resources Management, Learning and Development, or a related field.
• Seven years of direct experience in talent acquisition, performance management, employee development and engagement.• Demonstrated increasing responsibility in Human Resources management and team leadership.
• Related professional certification (e.g., SHRM-CP, HRCI-PHR, etc.)
• HFC recognizes that there are alternative career paths in which candidates may gain the expertise and ability to perform the essential duties. Education, experience, and training that demonstrates proficiency and the ability to perform the essential duties will be evaluated for equivalency to the education, competencies, and experience qualifications listed herein.
Recruitment and Talent Acquisition Skills: Knowledge of HR concepts, principles, and practices related to identifying, attracting, and selecting individuals and placing them into positions to address changing organizational needs.
Employee Training and Development Skills: Knowledge of employee development concepts, principles, and practices related to planning, evaluating, and administering training, organizational development, and career development initiatives.
Organizational Development and Change Management Skills: Knowledge of and ability to leverage the principles of organizational development and change management theories to ensure that College-wide talent management practices are focused and aligned on improving operational and program efficiencies and effectiveness.
Human Resource Information Systems: Knowledge of HRIS systems to maintain ongoing integration, reporting and vendor management, and ability to collaborate with internal IT partners align technology solutions with business needs.
In addition, we seek someone who values and demonstrates:
• Customer Service - Works with clients and customers (any individuals who use or receive services or products, including the general public, individuals who work in the College, or organizations outside the College) to assess their needs, provide information or assistance, resolve their problems, or satisfy their expectations; knows about available products and services; is committed to providing quality products and services.
• Integrity/Honesty - Contributes to maintaining the integrity of the organization; displays high standards of ethical conduct and understands the impact of violating these standards on an organization, self, and others; is trustworthy.
• Accountability - Holds self and others accountable for measurable high-quality, timely, and cost-effective results. Determines objectives, sets priorities, and delegates work as appropriate. Accepts responsibility for mistakes. Complies with established control systems and rules.
• Flexibility - Is open to change and new information; adapts behavior or work methods in response to new information, changing conditions, or unexpected obstacles; effectively deals with ambiguity.
• Building Relationships - Seeks opportunities to make contacts and build relationships, including through organizational events, social events, external organizations, and professional activities.
• Interpersonal Skills - Shows understanding, friendliness, courtesy, tact, empathy, concern, and politeness to others; develops and maintains effective relationships with others; may include effectively dealing with individuals who are difficult, hostile, or distressed; relates well to people from varied backgrounds and different situations; is sensitive to cultural diversity, race, gender, disabilities, and other individual differences.
Talent Acquisition & Recruiting
- Monitor and enhance HFC’s ABIDE Talent Management Strategy centered around attracting and retaining the best talent from all backgrounds to advance diversity in the workforce.
- Drive and manage full life-cycle recruitment (hiring manager engagement, posting, sourcing, prescreening, interviewing, background checks, references, offer, onboarding, etc.) while focusing on the candidate experience.
- Measure and review outcomes and develop insights to improve processes, candidate experience, and overall recruiting process while striving toward recruiting excellence.
- Develop and implement creative and innovative sourcing strategies and techniques to build a pipeline of qualified candidates for current and future openings.
- Provide training and guidance to hiring managers regarding College employment policies and procedures to drive a culture of compliance related to all aspects of recruiting and onboarding and instruct hiring managers and committee members in the use of equitable and objective criteria when screening and selecting candidates in support of diversity hiring goals and EEO compliance.
- Lead, develop, and coach Talent Team, demonstrating excellent people management and leadership skills, and ensuring strong team capabilities and service delivery. Serve as a mentor and subject matter expert to guide and set performance standards for the Talent team.
Performance/ Learning & Development
- Facilitate and refine the performance review process to include educating managers to produce honest, fair, and timely feedback to employees. Coordinate the performance review cycle to ensure timely participation and completion.
- Implement training requirements and facilitate training for new and existing employees and managers.
- Coordinate with the Labor Relations Team to monitor and address employee success concerns, serve as a resource for faculty, staff and supervisors related to employment policies and procedures or to address concerns, conflicts, disciplinary or performance issues.
- Provide consultation to employees and/or direct supervisors in identifying and assessing current and future learning needs through job analysis, career paths, annual performance appraisals. Assist in the development of individualized learning and professional development plans.
- Use stakeholder feedback to monitor and evaluate the performance, training, and engagement programs’ effectiveness, providing data and reports as requested.
- Maintain an understanding of training trends, developments, and best practices. Benchmark relevant policies and practices with similar organizations.
Retention and Engagement
- Work as a team with HR colleagues to ensure outstanding employee onboarding and employment lifecycle experiences for faculty and staff; and engage in departmental cross- training.
- Develop and lead new employee orientation programming to create a welcoming, inclusive environment for new hires to ensure a successful onboarding experience.
- Implement new hire onboarding and employee pulse surveys and other methods for measuring engagement.
- Collaborates with the Office of Diversity, Equity, Inclusion and Belonging to support goals, strategies, and plans toward the College’s intended diverse and equitable culture and increase cross-cultural competency among HFC’s faculty and staff through professional development programs for individuals and groups.
- Act as a retention coordinator to follow up with new and current employees on a regular basis to assess employee engagement, job satisfaction, belonging, and inclusion.
- Analyze and present data related to staffing levels, strategic successes implemented, and retention statistics
This description is intended to indicate the general duties and responsibilities required of the employee assigned to this title. It is not intended to be an exhaustive list of all the duties and responsibilities that may be required.
PHYSICAL DEMANDS | ||||
Physical Demands | Not Applicable | Occasionally: <33%/day | Frequently: 34-66%/day | Constantly: >66%/day |
Sitting | x | |||
Standing | x | |||
Pushing | x | |||
Pulling | x | |||
Climbing | x | |||
Reaching | x | |||
Walking | x | |||
Lifting <10 lbs. | x | |||
Lifting 10 lbs. to 20 lbs. | x | |||
Lifting 20 lbs. to 50 lbs. | x | |||
Lifting >50 lbs. | x | |||
Kneeling | x | |||
Twisting | x | |||
Stooping | x | |||
Other |
This job description is intended to summarize the type and level of work performed by the incumbent and is not an exhaustive list of duties, responsibilities, and requirements.