The Director of Human Resources and Talent Management for the
division of University Relations develops and directs the
procedures, activities, and staff of the Human Resource (HR)
department, ensuring legal compliance and implementation of the
university’s mission and talent strategy. The director reports to
the Associate Vice President, Finance & Operations, serves on
the senior team of Finance & Operations, and partners closely
with the Vice President and UR senior leadership team, collectively
on workforce and compensation strategies and individually on talent
recruitment, retention and staff relations activities.
The director oversees all human resources functions and activities
for 200+ state employees, which includes payroll and benefits, the
division’s talent management activities (search and selection
process, recruitment, and retention), staff training and
development programs, organizational structures, and guidance on
staff relations. The director is the division’s primary liaison to
University Human Resources (UHR), for payroll, benefits,
compensation and classification, training and development, and
staff/employee relations, for the division staff. The director
serves as the division’s equity administrator acting as a liaison
to the Office of the President to oversee the search and selection
process, to ensure equitable practices, and to provide counsel and
direction to division staff regarding issues of diversity, equity
and inclusion, as well as issues connected to individual staff
performance. The director manages the diversity and inclusion
activities for the division. The director is responsible for duties
including but not limited to:
- Manage compensation program to ensure compliance
with UHR compensation plan and budget; and supervise the
development and delivery of new employee orientation as well as
on-going professional development opportunities and training for
current staff, the management of the division’s execution of the
university’s Performance Review and (PRD) process, the division’s
strategies on talent recruitment and retention, and compliance with
university HR policies and procedures.
- Oversee the operations of payroll and budget
- Ensure that all HR practices are in compliance with regulatory
requirements, internal policies, labor contracts and relevant
- Serve as primary liaison to UHR (and other offices,
i.e., General Counsel) for staff relations matters, including
responding to employee grievances, and attend meetings of HR
- Evaluate office structure and services to improve efficiency
and effectiveness and develop HR policies and procedures for the
division in line with best practices.
- Conduct a compensation assessment of advancement professionals
and organizational trends including review of reports and metrics
from the organization’s human resource information system (HRIS) or
talent management system. The director will need to understand that
advancement professionals are in a specialized industry, which
requires unique approaches to recruitment and retention.
- Oversee (with the division’s Financial Management team) the
assignment of P-Cards and T-Cards, and providing staff access to
the campus-wide Shell Shop program.
The director supervises a team of five professionals. Three of
these positions the director supervises directly: the assistant HR
director, talent acquisition manager, and payroll and benefits
coordinator. The executive director indirectly supervises two
positions that report to the assistant HR director: search
coordinator, and a human resources coordinator.
(include licenses, certifications,
Bachelor’s degree required.
Minimum of ten years experience in human resources management, as
well as, a minimum of seven years of supervisory experience.
Candidates must also have at least five years of experience working
with senior level management and across levels in a complex
Experience with an HRIS system, performance review and
development processes, and leading and directing recruitment
Knowledge, Skills, and Abilities:
- Extensive knowledge and understanding of personnel policy and
procedures, salary guidelines, employment laws, search and
selection rules and regulations, payroll guidelines and equity
- Extensive knowledge and experience working with various aspects
of HRIS systems.
- Knowledge and skill to create, implement and assess talent
recruitment and/or talent retention and/or professional development
programs for large workforces.
- Ability to collect, analyze and synthesize data to offer senior
leaders creative, well-reasoned strategies for addressing
- Skilled in using Google Suite apps (Gmail, Drive, Docs, Sheets,
etc.) and Box software.
- Knowledge of and experience in the senior level recruiting and
search processes, techniques, and networking including online
platforms such as LinkedIn.