Employee Talent and Development Manager

Job Summary:

The Employee Talent and Development Manager is responsible for managing the employee talent lifecycle, from organizing and overseeing the search process, to recruitment and onboarding, professional development, performance evaluation, and offboarding. The incumbent will collaborate with and advise managers on identifying, engaging, and developing talent for the purposes of employee retention and strategic succession planning. They will engage with employees on a regular basis to foster a culture that values employee wellness, growth, learning, and inclusion.

They will use their knowledge, skills, and experience to create programs, identify solutions to challenges, develop metrics, and analyze program/solution effectiveness.

Essential Responsibilities

• Manages the employee (staff and paid faculty) recruitment processes, in partnership with the Office for Faculty Affairs and Department Units as applicable, including but not limited to:• Posts and advertises positions; proactively utilizes recruitment tools such as LinkedIn to seek candidates and build qualified applicant pools; creates marketing materials as needed in collaboration with marketing staff; serves as candidates’ first point of contact on behalf of HSDM to ensure a positive and consistent candidate experience.

• Educates hiring managers on aspects of recruiting such as talent demand and availability, cost, industry standards, Harvard policies, pipeline trends based on skills, sourcing methodology, etc.

• Reviews and approves search committees with a focus on cross-departmental representation and knowledge relevant to the position, develops and provides search training for hiring managers and search committees, ensures processes and committee questions are appropriate for interviews within the parameters of relevant laws and regulations, and stays abreast of best practices in recruitment and onboarding initiatives.

• Ensures applicant pools are adequate, and searches are conducted in a timely and professional manner, responsible for all interview scheduling; conducts resume reviews and phone screens for all jobs; makes candidate recommendations to hiring managers.

• Responsible for completion and review of reference and background checks for finalists; makes and negotiates staff job offers and sends offer letters. Brings reference and background check discrepancies to the attention of the HR Director.

• Manages HSDM employee orientation and onboarding processes; trains managers and department administrators on best practices and HSDM procedures as it relates to their roles.

• Develops and recommends talent acquisition plans that align with departmental and school-wide objectives, considers both short- and long-term department and school-wide objectives, and provides coaching to managers on engaging and retaining talent.

• Develops processes to identify and address employee retention risk and suggests solutions to mitigate it; differentiates between positive and negative turnover and suggests strategic ideas to turn attrition into opportunities to address position/department/school needs, efficiencies, effectiveness, morale, and cost.

• Manages the performance evaluation process; communicates processes and deadlines, tracks completion, reviews evaluations, and brings issues to the attention of the HR Director; offers feedback and insights into faculty administrative performance processes and documentation.

• Manages the employee offboarding process; conducts exit interviews and uses the process to develop metrics, identify trends, and make improvements. Makes recommendations to the HR Director and/or the Associate Dean for Faculty Affairs accordingly.

See Additional Information Section for continuation of essential responsibilities.

Working Conditions: Work is performed in a typical office setting

 

Physical Requirements: May be required to sit and/or stand for long periods of time.