Assistant Director, Advancement Talent Management

Reporting to the Assistant Vice President of Talent Management, the Assistant Director of Talent Management will serve as an integral part of the Talent Management team with oversight of the full cycle Talent Acquisition and Onboarding experience of both internal and external candidates for the University of South Florida Advancement team.  As part of the newly created and growing Talent Management team, this incumbent will be responsible for the design, implementation and delivery of new strategy and processes to attract and engage top talent for the Advancement division at the University of South Florida.

Sourcing and Recruiting
- Define, implement and execute ongoing sourcing and recruiting strategies to effectively meet hiring demand.
- Create, grow and cultivate a diverse network of qualified contacts using innovative techniques and strategies aligned with industry and field best practices.  
- In collaboration with the Communications department, create a strategic brand and establish targeted marketing focused on attracting top talent to USF Advancement.
- Meet with hiring authorities to understand hiring needs and overall department business strategy to serve as an ambassador throughout the recruitment, hiring and onboarding process.  
- In partnership with the Advancement Human Resources Manager, draft position descriptions, develop hiring profiles and make salary and classification recommendations. 
- Assist in tracking key recruiting metrics and provide reports to leadership.

Selection and Hiring 
- Create efficient and impactful systems to support a world class selection and hiring process with a keen eye to the hiring manager and candidate experience resulting in hiring the best fit candidate.    
- Support hiring managers with helpful tools and resources that may include identifying and preparing proper testing, assessments, interview templates and selection guidelines.
- In partnership with the Advancement Human Resources Manager, review resumes, applications and credentials for appropriateness of skills, experience and knowledge in relation to requirements.  Additionally, organize and document key steps in the selection process while maintaining the integrity of university recruiting systems and procedures. 
- Coach hiring managers on extending offers of employment to candidates and conducting salary negotiations within the compensation guidelines.
- Manage vendor relations with all recruiters and search firms.

Onboarding 
- Increase employee retention and engagement by creating a robust and innovative onboarding program, framed by 5-5-5 (5 days, 5 weeks and 5 months), to equip new employees with the necessary knowledge, skills, and behaviors needed to become an effective organizational member.
- Facilitate a welcoming environment with multiple opportunities for meaningful connections.  
- Provide consultation and training to hiring managers regarding the comprehensive onboarding and assimilation program and serve as the main point of contact for feedback and questions.
- Partner with the Advancement Human Resources Manager to support New Hire Orientation and create additional orientation programming as necessary.  
- In addition to new hires, support internally promoted or transferred employees through their acclimation process.   
- Create a system for tracking onboarding activities and report metrics to ensure every new team member is supported in a timely manner.     
- Partner with the Assistant Vice President of Talent Management to create re-onboarding initiatives as the workforce returns to an in-person environment.

Talent Management Strategy and Leadership
- In partnership with the Assistant Vice President of Talent Management, establish a best in class Talent Management program focused on employee engagement, retention and performance in support of the University of South Florida Advancement goals.  
- With a growth mindset, keep abreast of talent management best practices gained through professional associations, literature readings, and meetings with industry contacts.  Share new findings on a regular basis.  
-Educate, coach and inspire leaders throughout the organization to adopt talent management best practices and join in the effort of creating a highly engaged workforce.  -Assist in Talent Management initiatives that may include career pathing, succession planning and competency development, as need and interest dictate.

Perform related duties as required or deemed appropriate to the accomplishment of the responsibilities and functions related to this position.

This position requires a Bachelor's degree from a regionally accredited institution with a minimum of four years related exempt experience, including two years of supervisory experience.

Degree Equivalency Clause: Four year