Director of Talent Acquisition and Development

Position Title: Director of Talent Acquisition and Development
Department: Human Resources (HUR)
Division: Human Resources (HUR)
Employee Status: Full-time
Type: Administration (ADM)
Grade: Q
Salary: ($74,293-$79,443 annually)
FLSA: Exempt
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Reporting Relationships
Reports to: General supervision is received from the Vice President of Human Resources.
Supervision Exercised: May supervise exempt staff, non-exempt staff and/or student workers.

Job Summary: Using independent judgment with minimal supervision, the Director of Human Resources, Development, is responsible for executing the strategic direction of the Human Resources department while managing routine departmental functions in an efficient and effective manner. Central to this position is to understand and foster an organizational climate of a learner-centered college, one that values its faculty and staff members and dedicates itself to a rigorous academic environment and an inclusive climate for students and employees.

Responsibilities includes oversight of one or more disciplines within human resources such as recruitment, professional development, talent acquisition, talent management and HR information systems. Ensures compliance in the interpretation of laws and regulations and advises the college’s administration, faculty and staff on regulations, policies and procedures.

Essential Duties and Responsibilities include the following. Related duties may be assigned.
1. Identify, establish and implement HR initiatives that effectively support the College’s mission and strategic vision.
2. Collaborate with College leadership to enhance the employee experience.
3. Maintain a climate within Human Resources that is responsive to employee performance, satisfaction, and well-being by fostering excellence, development, and mutual respect.
4. Implement College core values in internal policies, procedures, products and practices within assigned areas. Ensure diversity in recruiting, hiring, and training practices.
5. Serve as a strategic business advisor to administration, faculty and staff regarding assigned areas, including but not limited to: Development, Performance Evaluations, Training, Human Resources Information Systems, Recognition and Morale, Recruitment, Talent Management and Acquisition.
6. Manage all personnel functions for assigned areas, including but not limited to: Development, Performance Evaluations Training, Human Resources Information Systems (HRIS), Recognition and Morale, Recruitment, Talent Management and Acquisition of staff.
7. Identify staffing and recruiting needs; develop and execute comprehensive strategic hiring, talent acquisition, talent management and retention initiatives to meet the human capital needs of RVC’s strategic goals.
8. Manage full life cycle onboarding (recruiting, prescreen, interview, background, references, offer, orientation, etc.) Develop appropriate marketing strategies, define roles and
responsibilities of hiring team, and develop service-level agreements to ensure an effective and efficient onboarding lifecycle while minimizing cost-per-hire.
9. Develop effective relationships through networking within the organization and the external hiring community to have influence and impact on the recruiting process and hiring of all full-time, part-time, temporary, contractual and intern personnel.
10. Conducts research and analysis of organizational trends including review of reports and metrics from the organization’s HRIS.
11. Work closely with the HR Information Analyst (HRIA) to collect and coordinate aggregate data for talent pool and translate those data into insights through data analysis and drives deliberate action plans at the appropriate levels.
12. Timely and accurately report employee-related data as required by the state and local government, as well any reports requested by the President, Leadership Team or Board of Trustees.
13. Serve as HR IT Liaison. Support HRIA and ensure the currency of all HRIS and department web pages (HR Intranet).
14. Manage the maintenance and execution of the College’s annual goal setting and performance evaluation processes. Collect, analyze, maintain and lead succession planning exercises based on data gathered to inform targeted leadership development.
15. Oversee and facilitate professional development trainings and certifications. Evaluate and recommend internal and 3rd party professional development solutions. Conduct presentations and training.
16. Oversee, organize and facilitate employee recognition.
17. Act as a project manager for all assigned areas.
18. Ensure the currency of Board Policy manual, and administrative procedures. Recommend new policies and procedures as appropriate.
19. Assist with preparing, administering, and monitoring HR budget to support the human resource needs of the college.
20. Ensure compliance with Federal and State mandated labor laws.
21. Ensure confidentiality and discretion in all personnel matters.
22. Maintain knowledge of the latest HR trends, best practices, regulatory changes, new technologies and inspect the HR organization to promote optimal services and operational efficiency; applies this knowledge to communicate and make recommendations to HR leadership regarding contemporary HR solutions/enhancements.
23. Annual review of applicable policies, administrative procedures, internal standard operating procedures and internal products.
24. Support functions of other HR Director, Vice President of HR and HR team as appropriate.
25. Serve on appropriate college committees.
26. Regular attendance is expected.

Qualifications
To perform this job successfully, an individual must be able to perform each essential duty satisfactorily. The requirements listed below are representative of the knowledge, skills, and/or abilities required. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

Minimum Qualifications: A Bachelor's Degree in Business Administration, Human Resource Management, Higher Education or closely related field required, with three to four years of human resources experience and two years of supervisory experience is required. Master’s degree in Business, Human Resource Management, or Higher Education is preferred. Professional certifications in Human Resources are preferred.

1. Minimum of three to four years’ experience in employee relations, labor relations, recruiting, compensation, benefits administration, and/or training and development.
2. Minimum of two years of supervisory experience.
3. Knowledge of state and federal employment laws.
4. Proven record as a leader who can provide strategic and creative direction while balancing available resources and funding.
5. Proven ability to work successfully with disparate groups of people in a team setting.
6. Creative in brainstorming, researching and proposing new ideas and solutions to existing problems.
7. Proven ability to effectively and accurately communicate complex concepts and information to general audience orally and in writing.
8. Strong work ethic and sense of integrity, trustworthiness and ability to maintain a high level of confidentiality.
9. Hands-on experience with various office computer applications and database management.
10. Knowledge of and commitment to the Community College’s mission and core values.
11. Using tact and courtesy, the ability to establish and maintain effective relationships with persons contacted in the course of work.

Work Environment
While performing the duties of this job, the employee regularly works in an office setting.

Physical Demands
Physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job:
While performing the duties of this job, the employee is regularly required to use hands and fingers to handle, feel, or operate objects, tools or controls, and reach with hands and arms. The employee is frequently required to stand, talk and hear.