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Director for Human Resources and Talent Management, University Relations

University of Maryland
Maryland, United States
Competitive Salary
Posted Date
Apr 6, 2022

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Position Type
Administrative, Business & Administrative Affairs, Human Resources Administration
Employment Level
Employment Type
Full Time
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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 statutes.
  • 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 representatives.
  • 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.

Education (include licenses, certifications, etc.):
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 organization.

Experience with an HRIS system, performance review and development processes, and leading and directing recruitment functions required.

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 issues.
  • 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 organizational issues.
  • 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.
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