Executive Director of Talent

Baltimore, MD
Jun 12, 2018
Jun 25, 2018
Executive, Director
Full Time
The Executive Director of Talent will develop the Y in Central Maryland's hiring strategy and will implement recruiting initiatives aligned with our business strategies, allowing us to ensure we have the appropriate talent in place to achieve our business goals. This position will develop and manage initiatives including talent forecasting, optimizing just-in-time sourcing, talent identification and assessment processes to ensure a strong and ready talent pipeline across multiple product lines. Qualifications Required Skills Ability to use data and analytics to develop insights and drive decisions. Exceptional communication skills (verbal, written, and presentation) Thought Leadership: Translate external trends into innovative and creative practices. Market Insight: A strong understanding of how the competitive landscape and innovation trends affect the Y in both the Non-Profit and For-Profit Maryland labor markets. Results Orientation: A commitment to demonstrably improving team metrics. A strong bias-for-action. Customer Impact: A passion for serving our clients and the Y mission. Collaboration & Influence: Proactive cross-functional partnerships to work effectively with peers and partners in and outside of the Y. Education Bachelor Degree in related field required Experience Six (6) - ten (10) years of recruiting experience in a high paced environment, with at least two (2) years leading a team. Extensive knowledge of employment laws Certifications PRH or SPHR preferred Essential Functions Talent Acquisition Develops and designs the Y in Central Maryland's talent acquisition program and leads project teams through implementation Partners with the Y executive team, senior leaders and hiring managers to understand talent acquisition needs and challenges Builds the program to support all phases of talent acquisition to include, identification of hiring needs, recruitment process, candidate evaluation tools and benchmarks, offer creation/negotiation, etc. Develops and manages the external recruitment/job board strategy; establishes and managers vendor relationships and maximizes external job boards and other avenues to source talent, including social media Acts as a sounding board to hiring managers, supporting them with challenging staffing decisions Manages talent pipelines for current and future job openings Manages the onboarding process from the employer and candidate experience Forecasts hiring needs based on business growth plans Identifies needs of the HR Business Partners and implement process changes to ensure ease of use and efficiencies Recognizes and ensures that the Y is in compliance with all employment laws and licensing requirements Leadership/Supervisory Role Leads, develops, and manages a high-performing team of recruiters Demonstrates and is a role model for management practices that promote collegiality, teamwork, and collaborative decision making among associates Analytics Tracks key recruitment metrics, source of hire and viable candidates, number of hires, etc. Delivers on-going reports of the results, impacts, and cost-effectiveness of the current recruiting strategies Works with HRIS Director to ensure HR modular is being fully optimized to create efficiencies Cause-Driven Leadership® Competencies Mission Advancement: Incorporates the Y's mission and four core values (caring, honest, respect and responsibility) into the organization's vision and strategies. Ensures community engagement; promotes the global nature of the Y. Leads a culture of volunteerism ensuring engagement, inclusion, and ownership. Leads a culture of philanthropy. Collaboration: Advocates for and institutionalizes inclusion and diversity throughout the organization. Initiates the development of relationships with influential leaders to impact and strengthen the community. Able to relate to and inspire people from all levels and backgrounds across the entire organization. Is recognized as an inspirational community leader who navigates complex political and social circles with ease. Communicates to engage and inspire people within and outside the Y. Ensures that a talent management system is in place and executed effectively. Operational Effectiveness: Possesses penetrating insight and strong strategic and critical thinking skills. Invests resources in well-designed innovation initiatives. Creates a structure to deliver organization-wide results to achieve objectives. Develops and implements stewardship strategies. Determines benchmarks and ensures appropriate leadership to meet objectives. Is a “player/coach;” ie can and will both do the work and lead the work. Personal Growth: Creates a learning organization. Effectively drives change by leveraging resources and creating alignment to expand organizational opportunities. Shares authority and demonstrates integrity, courage and humility. Has the functional and technical knowledge and skills required to perform well; uses best practices and demonstrates up-to-date knowledge and skills in technology. Required Certifications PRH or SPHR preferred