Deputy Director, Talent Management And Workplace Culture

Summary Statement:

Under general guidance from the HR Director, leads and elevates our talent management initiatives and cultivates a respectful workplace culture. This role is crucial in shaping the future of our organization by ensuring we attract, develop, and retain top talent while enhancing our workplace environment to align with our core values and strategic objectives. Responsible for developing partnerships across IDA to deliver value-added support and consultation to management and staff. Oversees the HR Business Partner team in identifying and consulting on HR matters, employment and talent management. A significant focus of this position is setting the strategic focus of talent acquisition and retention programs.

Primary Responsibilities:

Workplace Culture:

• Leads and drives the IDA strategy to enhance the employee experience. Creates a work environment that fosters respect, positive morale, and high employee engagement.
• Plays an integral role in fostering a positive, high-performing workplace culture.
• Drives the promotion of teamwork within and between departments to promote a respectful environment; participates and/or leads and facilitates process improvements as needed.
• Creates and directs partnerships and educational opportunities to enhance employee development and education.
• Addresses and resolves workplace issues and conflicts to maintain a respectful and collaborative work environment.
• Manages Employee Resource Groups (ERGs) program.
• Uses influence to drive engagement and accountability for the organization's culture.

Talent Management:

• Assists the HR Director in developing and executing comprehensive talent management strategies that align with the organization's goals and values.
• Utilizes data-driven insights to optimize talent management practices and identify areas for improvement. Makes recommendations to HR Director for policy and process improvements within the HR function.
• Under the guidance of the HR Director, develops and delivers initiatives in the areas of workforce planning, employee engagement, onboarding and acculturation, motivation, retention, performance management, and talent development.
• Oversees the HR Business Partner team in identifying and consulting on HR matters, talent acquisition and management, liaises with HR counterparts on employee relations, compensation, and benefits.
• Frequently and effectively interfaces with management across the organization, as well as HR colleagues.
• Ensures HR-related policies and procedures support and promote organizational strategy and objectives, and are in compliance with relevant guidelines and regulations.
• Leads and participates in the activities supporting technology and the automation of Human Resources processes.
• Leads or contributes as a team member on HR projects.

Talent Acquisition:

• Assists the HR Director in delivering a comprehensive and pro-active talent acquisition strategy to include academic recruitment, and military and industry outreach. Partners with senior leadership to understand talent needs and workforce planning requirements. Provides insights and recommendations on talent trends and labor market conditions.
• Oversees the end-to-end recruitment processes, including job requisition, advertising and outreach, candidate sourcing, screening, interviewing, and selection.
• Implements and optimizes recruitment technologies and systems to enhance efficiency and candidate experience.
• Ensures IDA provides a positive candidate experience throughout the recruitment process.
• Responsible for outreach efforts. Creates initiatives that enhance the IDA employment brand.
• Responsible for managing the relocation program.
• Ensures adherence to all federal, state, and local laws and regulations, and IDA practices governing the employment process.
• Responsible for developing and distributing reports on recruiting and EEO progress and reports required by law, regulation, or IDA management related to employment and EEO/OFCCP/AAP activities. Responsible for accurate maintenance of recruiting and applicant data in the HRIS and applicant tracking system.

Talent Development:

• Assists HR Director and IDA leadership with developing guiding principles, strategies and plans for talent development; conducting comprehensive needs assessments; determining education, training and development priorities based on assessed needs, business impact and available resources.
• Leads initiatives that emphasize career and professional growth of IDA staff through education, opportunity, and mentorship.
• Assesses the effectiveness of training and development offerings at IDA.

Metrics and Reporting:

• Develops and tracks key performance indicators related to talent acquisition, talent management, and engagement.
• Prepares and presents reports on talent acquisition, talent management outcomes, demographic trends, and employee engagement metrics to senior leadership.

Minimum Qualifications:

• BS/BA degree required; graduate degree in HR or Business preferred.
• Minimum of 10 years of progressively responsible experience in talent management, strategy, or workplace culture, with at least three of which must have been in developing, managing, and leading programs/initiatives. Experience in a research, academic, professional services, or government contracting environment is preferred. Must have experience leading teams.
• Proven experience in conflict resolution and organizational management practices within a complex environment.
• Ability to interact with PhD level scientists and managers at all levels.
• Proven customer-service focus.
• Demonstrated ability to influence and guide organizational change to achieve solutions to meet organization's talent management and workplace culture objectives. Strong collaborator and influencer with the ability to reach beyond the immediate scope to influence and lead change initiatives with multiple senior stakeholders.
• Strong project management skills. Ability to create project plans, set milestones, delegate tasks, and track progress. Demonstrated history of project/program management skills with demonstrated good judgment, innovative thought-leadership, and creativity.
• Experience effectively partnering, motivating, and influencing senior leadership, stakeholders and employee groups to build effective talent management programs and initiatives; including to inform and guide the direction of recruitment and talent development with near- and long-term perspectives.
• Strong analytical skills and the ability to think strategically and programmatically. Experience in creating metrics and analyzing data to inform, influence, and communicate. Demonstrated history designing and deploying data-driven talent management programs that drive impact across the organization.
• Highly effective communicator (verbal and written) with the ability to clearly and concisely articulate complex ideas, unique concepts, and proposals to engage employees and leaders. Ability to develop and deliver presentations to a wide range of audiences. Experience with facilitation and internal/external presenting.
• Highest level of integrity in managing confidential and sensitive information.
• In-depth knowledge of applicable state and federal employment and labor laws, including EEOC compliance, reporting requirements and EEO and non-discrimination laws. Knowledge of Federal, state and local employment practices, laws and regulations.
• SHRM or HRCI certification preferred.
• U.S. Citizenship is required.
• Ability to obtain and maintain a security clearance is required.
• Successful completion of a criminal background check is required.

Compensation

We support transparency, equity, and fairness in our compensation program and provide a reasonable estimate of the salary range based on data-driven market analysis for each position. While it is not typical for an individual to be hired at or near the top of the range, a reasonable estimate of the salary range for this role is $177,602-$284,163. Individual salary within this range will be commensurate with the incumbent's experience, unique skills and qualifications, and other relevant factors.