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
This position offers a competitive salary and full range of
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.
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.
Institutional Statement on Diversity:
- 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
- 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
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
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
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
- 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.
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
- 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
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
5. Leveraging data and systems for workforce planning and
6. Human resources laws and regulations
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:
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
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
2. Your experience leading teams and collaborating with
stakeholders at various levels to drive organizational
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
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.
Relay Access (WTRS): 7-1-1. See RELAY_SERVICE
HR Dir (Inst)(HR065)
A02-GENERAL SERVICES/OFFICE OF HUMAN RESOURCES/COMPENSATION
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
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
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