Talent Management Executive Director

Salary:

Negotiable
ANNUAL (12 months)
The expected salary range for this position is $135,000 up to $170,000 for highly qualified candidates who can fulfill most job responsibilities. Actual pay will depend on experience and qualifications.

This position offers a competitive salary and full range of benefits: https://hr.wisc.edu/benefits/

Job Summary:

Work with purpose, make an impact, and grow your career! The University of Wisconsin - Madison is committed to equity, inclusion, and employee well-being as we proudly work to improve the lives of people in Wisconsin and beyond.

The University of Wisconsin - Madison (UW-Madison) has more than 25,000 faculty and staff located across 13 schools and colleges. Employees work in a wide variety of occupations. The Office of Human Resources (OHR) exists to serve faculty and staff in the development, implementation and evaluation of a comprehensive personnel, training, and employment relations system. We are hiring a Talent Management (TM) Director. The TM Office includes Talent Acquisition (TA), Learning and Talent Development (LTD), and Workforce Relations (WR).

The Director of TM provides leadership, policy direction, and management to the TM Office and serves as a member of the OHR Leadership team. The Director determines strategic direction and priorities of the unit and supports the teams in reaching short and long-term objectives. This role serves as an advisor to institutional leadership, disseminating best practices and providing updates on human resources initiatives. The Director promotes and supports a culture of professional development and growth for staff. The Director promotes civility within the workplace and consistently models a commitment to diversity, equity, inclusion, and respect. The Director reports to the Deputy Chief Human Resources Officer.

Responsibilities: Plans, directs and manages strategic planning initiatives for multiple human resources (HR) functions such as recruitment, employment relations, performance management, compensation and classification, and/or payroll and benefits. Develops recommends, and implements approved policies and procedures and ensures strategy alignment. Develops and manages human resources budget.

• 20% Plans, directs, implements, and manages strategic initiatives for multiple human resources functions
• 5% Develops and monitors the HR budget
• 25% Exercises supervisory authority, including hiring, transferring, suspending, promoting, managing conduct and performance, discharging, assigning, rewarding, disciplining, and/or approving hours worked of at least 2.0 full-time equivalent (FTE) employees
• 10% Develops, recommends, and implements policies and procedures to comply with laws, regulations, institutional policies, and objectives
• 15% Develops resolution strategies regarding HR matters such as workforce performance and competency gaps, organizational structures, and compensation, and develops training plans and mitigation strategies as needed
• 10% Oversees HR activities such as recruitment, pay administration programs, new hire orientations, employee benefits, and health and safety plans through managerial HR staff
• 15% Serves as an advisor and liaison to internal and external stakeholders providing organization information and interpretation of human resources policies and procedures and represents the interests of the unit

Institutional Statement on Diversity:

Diversity is a source of strength, creativity, and innovation for UW-Madison. We value the contributions of each person and respect the profound ways their identity, culture, background, experience, status, abilities, and opinion enrich the university community. We commit ourselves to the pursuit of excellence in teaching, research, outreach, and diversity as inextricably linked goals.

The University of Wisconsin-Madison fulfills its public mission by creating a welcoming and inclusive community for people from every background - people who as students, faculty, and staff serve Wisconsin and the world.

For more information on diversity and inclusion on campus, please visit: Diversity and Inclusion

Education:

Preferred
Master's Degree in a field related to human resources, administration, or similar, such as an MBA or MPA.

In lieu of a master's degree:
- Prior work experience and a bachelor's degree in human resources, public administration, or business management will be considered.
- Prior work experience and professional human resources certifications, designations, or licenses (for example, but not limited to, Professional in Human Resources-PHR, Senior Professional in Human Resources-SPHR) will be accepted.

Qualifications:

Required experience:
1. Direct work experience, and technical competence, focusing on the vision, strategic planning, and execution in one or more of the following talent management areas:
- Talent Acquisition: Administered and maintained recruitment process from sourcing to onboarding candidates across a variety of employment groups (e.g., salaried/hourly, multiple occupational areas, including faculty and staff).
- Learning and Talent Development: Conducted, analyzed, implemented and maintained learning and development programs and structures in organizations.
- Employment Relations: Administered and managed a broad range of employment relations, labor relations, compliance (including compliance with various leave policies and laws, criminal background checks, I-9s), and volunteer services in collaboration with managers, HR staff, legal affairs, organized labor, and governance groups.
2. Leading and managing complex HR programs, establishing priorities, and navigating ambiguity.
3. Demonstrated ability to develop and sustain collaborative relationships with diverse stakeholder groups.
4. Effective supervisory methods and techniques, including selection, professional and career development coaching, performance, and discipline for employees supporting multiple cross-functional HR areas.
5. Demonstrated commitment to considering equity and access when developing or applying human resources practices.

Preferred knowledge and experience with:
1. Leading in a hybrid work environment
2. Working in a complex organization with multiple stakeholders (e.g., higher education, government agency)
3. Consulting with governance bodies regarding policies and procedures pertaining to talent management priorities
4. Identifying and monitoring trends related to talent management
5. Leveraging data and systems for workforce planning and analytics
6. Human resources laws and regulations

Work Type:

Full Time: 100%

This position will be expected to be onsite minimally 2 days per week but more as in person meetings and engagements demand.

Appointment Type, Duration:

Ongoing/Renewable

Additional Information:

Please note that successful applicants are responsible for ensuring their eligibility to work in the United States (i.e. a citizen or national of the United States, a lawful permanent resident, a foreign national authorized to work in the United States without need of employer sponsorship) on or before the effective date of appointment.

How to Apply:

Click the "" button to start your application.

You will be asked to submit a resume and cover letter. Your cover letter should be limited to two pages. Please address the following in your cover letter:
1. Your experience and role in the strategic planning process for a talent management function (talent acquisition, learning and talent development, and/or employment relations) for an organization.
2. Your experience leading teams and collaborating with stakeholders at various levels to drive organizational change.
3. How your experience has helped prepare you to address the evolving talent management needs of an organization.
4. How you have maintained accountability for your team and stakeholders related to operational and strategic outcomes.
5. How you have tracked, prioritized, and managed multiple short-term urgencies, long-term projects, and operational needs at one time while also addressing your approach to escalating issues to leadership.
6. The number of employees at the organizations where you have gained your experience related to the items above, including the number of employees directly and indirectly supervised.

Contact:

Austin Tamayo
austin.tamayo@wisc.edu
608-263-3729
Relay Access (WTRS): 7-1-1. See RELAY_SERVICE for further information.

Official Title:

HR Dir (Inst)(HR065)

Department(s):

A02-GENERAL SERVICES/OFFICE OF HUMAN RESOURCES/COMPENSATION

Employment Class:

Limited

Job Number:

283244-LI

The University of Wisconsin-Madison is an Equal Opportunity and Affirmative Action Employer. Qualified applicants will receive consideration for employment without regard to, including but not limited to, race, color, religion, sex, sexual orientation, gender identity, national origin, age, pregnancy, disability, or status as a protected veteran and other bases as defined by federal regulations and UW System policies. We promote excellence through diversity and encourage all qualified individuals to apply.

If you need to request an accommodation because of a disability, you can find information about how to make a request at the following website: https://employeedisabilities.wisc.edu/disability-accommodation-information-for-applicants/

Employment will require a criminal background check. It will also require you and your references to answer questions regarding sexual violence and sexual harassment.

The University of Wisconsin System will not reveal the identities of applicants who request confidentiality in writing, except that the identity of the successful candidate will be released. See Wis. Stat. sec. 19.36(7).

The Annual Security and Fire Safety Report contains current campus safety and disciplinary policies, crime statistics for the previous 3 calendar years, and on-campus student housing fire safety policies and fire statistics for the previous 3 calendar years. UW-Madison will provide a paper copy upon request; please contact the University of Wisconsin Police Department .