General Information
| Payroll Title | MGR | Title Code | 000280 | Grade/Step | 3 | Working Title | Manager, Talent Acquisition and Diversity Outreach |
|---|---|---|---|---|---|---|---|
| Department Name | Human Resources Dept | Supervisor | Jadie Lee | Department Head | Jadie Lee |
Payroll Title of those supervised
| Title Code | Description | FTE |
|---|---|---|
| 4722 | BLANK AST 3 | 1 |
| 7234 | ANL 1 | 1 |
| 7662 | PERSONNEL ANL SR | 2 |
Special Requirements and Conditions
| Critical Position |
| Travel |
| Travel Outside of Normal Business Hours |
Level of Supervision Received
| General Direction |
Items Used
| Standard office equipment. |
Position Purpose
| Under the general direction of the Associate Vice Chancellor of Human Resources, this position will be responsible for managing all facets of talent acquisition activity for UCR, which includes leading the talent acquisition team, developing and executing talent acquisition plans, initiating strategies for social media use, and applicant sourcing, screening, selection and recruitment. The position will play a key role in identifying improvements to processes and systems, and will partner with hiring managers to develop effective and appropriate recruitment and selection plans in compliance with federal and state laws and regulations. The position will have a strong customer service focus and ensure that talent management programs are tightly integrated with campus objectives pertaining to diversity and inclusion. Integrate diversity, equity and affirmative action policies, practices and programs into hiring policies to ensure that all UCR searches cast the net widely, in order to identify, select, promote and retain the best and most diverse workforce. |
Essential Functions
| Essential Function | % Time |
|---|---|
| Development of Integrated Talent Acquisition Programs | 40 |
| Provide leadership and expertise in the design, development and implementation of integrated talent acquisition programs with a focus on diversity and inclusion. Oversee the development of comprehensive sourcing strategies with a commitment to diversity outreach to attract and retain highly qualified individuals. Oversee recruitment strategies which leverage technology, including, but not limited to social media, internet optimization, and database mining. Develop relationships with agencies and institutions that will provide diverse, qualified applicants. Partner with unit heads to develop recruiting strategies for current and future needs, ensure recruiting processes are followed, and identify possible solutions to employment and sourcing issues. Establish hiring standards and practices. Ensure practices and recruitment processes mitigate risk, and comply with fair hiring practices, affirmative action and government regulations. Oversee the creation of onboarding programs that enhance retention. Continuously improve recruitment process Participate in HRIS workgroups and committees, with an emphasis on systems related to recruitment and selection. |
|
| Diversity Outreach | 30 |
| Research, design and develop comprehensive talent acquisition programs in support of EEO and Affirmative Action and the campus strategic vision such as internships and volunteer programs for veterans, individuals with disabilities and underrepresented minorities. Work with unit heads in the implementation of these programs. Cultivate relationships with agencies and institutions that will provide diverse, qualified applicants. Provide consultative services to Unit Heads on issues related to talent acquisition strategies, and employment regulatory and policy requirements. Analyze and interpret data to determine effectiveness of diversity recruitment strategies and partnerships. Review and approve faculty and staff academic recruitment plans. Review and approve recruitment plans and short lists for academic appointments. Partners with the Office of Diversity, Excellence and Equity to: a) ensure talent acquisition programs integrate and advance diversity and inclusion principles; b) target and develop relationships with sources of applicants representing females, underrepresented minorities, disabled individuals, and veterans in support of Affirmative Action goals. |
|
| Unit Management | 10 |
| Oversee professional staff in the Talent Acquisition unit. Contribute and participate with other HR managers in the development of HR division strategic goals and initiatives. Develop action plans and monitor progress toward achievement of assigned goals and initiatives. Hire, train and develop, assign work, and evaluate performance of professional staff. In addition, incorporate the UCR Campuswide Performance Standards and Principles of Community in the management of the professional staff. |
|
| Education and Training | 10 |
| Provides direction for the design, development and evaluation of affirmative action and diversity training and educational programs for the campus related to employment and outreach. Conducts presentations and training to senior level administrators to discuss affirmative action/diversity policies, practices, data and trends. |
|
| Compliance/Policy and Procedure Administration | 10 |
| Provide policy interpretation and advice as a subject matter expert. Oversee and manage the preferential rehire process and, in consultation with Affirmative Action, requests for recruitment waivers and exceptions to recruitment. Insure public facing employment websites and systems are 503 compliant. |
|
Minimum Requirements
| Minimum Requirement | Display Ranking |
|---|---|
| 1 | |
| Bachelor's degree in a related field, plus demonstrated progressively responsible experience in the field of human resources for a minimum of eight years in a professional recruiting capacity. Experience in a supervisory capacity for a minimum of three years. | |
| 2 | |
| Demonstrated experience in developing and executing outreach programs and building diverse talent pipelines to include metrics to determine effectiveness. | |
| 3 | |
| Demonstrated progressive experience in the administration, delivery and design of talent acquisition programs. Demonstrated experience in assisting management in the development of solutions to problems affecting recruitment and selection. Knowledge of internet sourcing strategies and direct sourcing techniques. | |
| 4 | |
| Knowledge of recruitment forecasting, workforce and succession planning; ability to track and analyze statistical data. Demonstrated ability to write professional analytical and narrative reports for a variety of audiences utilizing Excel, PowerPoint, Word, and other software applications as appropriate. | |
| 5 | |
| Demonstrated skill in leadership and consensus building around creating new organizational structures and solving significant organizational issues. Experience and demonstrated evidence of sustaining a high level of energy and enthusiasm for advancing ideas and programs in a shared governance environment | |
| 6 | |
| Ability to set and meet aggressive commitments to achieve objectives; manage multiple, diverse assignments/projects under time and workload pressures. | |
| 7 | |
| Expertise in building networks, alliances and partnerships both on and off campus. Demonstrated successful experience using a broad-range of communications methods to shape and advance diversity, affirmative action and equity management initiatives that build alliances and partnerships. | |
| 8 | |
| Excellent judgment and prudent exercise of authority in formulating policies and procedures and implementing innovative solutions to problems. | |
| 10 | |
| Effective leadership and supervisory skills, including recruiting, hiring, training, developing, supervising, and evaluating the performance of a diverse staff. Well-developed interpersonal skills to interact effectively with senior leadership, managers, faculty and staff. | |
Preferred Qualifications
| Preferred Qualification | Display Ranking |
|---|---|
| 1 | |
| Graduate degree in Human Resources, Organizational Development, Public Administration, Organizational Management, Industrial/Organizational Psychology or other related academic discipline. | |
| 2 | |
| Human resources experience in a higher education setting. | |
| 3 | |
| PHR or SPHR designation from the Human Resource Certification Institute | |
| Posted Position Purpose |
|---|
| Under the general direction of the Associate Vice Chancellor of Human Resources, this position will be responsible for managing all facets of talent acquisition activity for UCR, which includes leading the talent acquisition team, developing and executing talent acquisition plans, initiating strategies for social media use, and applicant sourcing, screening, selection and recruitment. The position will play a key role in identifying improvements to processes and systems, and will partner with hiring managers to develop effective and appropriate recruitment and selection plans in compliance with federal and state laws and regulations. The position will have a strong customer service focus and ensure that talent management programs are tightly integrated with campus objectives pertaining to diversity and inclusion.
Integrate diversity, equity and affirmative action policies, practices and programs into hiring policies to ensure that all UCR searches cast the net widely, in order to identify, select, promote and retain the best and most diverse workforce. |
| Posted Minimum Requirements |
| Bachelor's degree in a related field, plus demonstrated progressively responsible experience in the field of human resources for a minimum of eight years in a professional recruiting capacity. Experience in a supervisory capacity for a minimum of three years. Demonstrated experience in developing and executing outreach programs and building diverse talent pipelines to include metrics to determine effectiveness. Demonstrated progressive experience in the administration, delivery and design of talent acquisition programs. Demonstrated experience in assisting management in the development of solutions to problems affecting recruitment and selection. Knowledge of internet sourcing strategies and direct sourcing techniques. Knowledge of recruitment forecasting, workforce and succession planning; ability to track and analyze statistical data. Demonstrated ability to write professional analytical and narrative reports for a variety of audiences utilizing Excel, PowerPoint, Word, and other software applications as appropriate. Ability to set and meet aggressive commitments to achieve objectives; manage multiple, diverse assignments/projects under time and workload pressures. Demonstrated skill in leadership and consensus building around creating new organizational structures and solving significant organizational issues. Experience and demonstrated evidence of sustaining a high level of energy and enthusiasm for advancing ideas and programs in a shared governance environment. Expertise in building networks, alliances and partnerships both on and off campus. Demonstrated successful experience using a broad-range of communications methods to shape and advance diversity, affirmative action and equity management initiatives that build alliances and partnerships. Excellent judgment and prudent exercise of authority in formulating policies and procedures and implementing innovative solutions to problems. Effective leadership and supervisory skills, including recruiting, hiring, training, developing, supervising, and evaluating the performance of a diverse staff. Well-developed interpersonal skills to interact effectively with senior leadership, managers, faculty and staff. |
| Posted Preferred Qualifications |
| Graduate degree in Human Resources, Organizational Development, Public Administration, Organizational Management, Industrial/Organizational Psychology or other related academic discipline. Human resources experience in a higher education setting. PHR or SPHR designation from the Human Resource Certification Institute. |