General Information
| Job Description | EMPLOYMENT REPR 3 | Working Title | Executive Director, Talent Acquisition |
|---|---|---|---|
| Job Code | 007748 | Grade | 22 |
| Department Name | Finance & Administration - D01216 | Department Head | |
| Supervisor | Effective Date | 07/01/2016 |
Position(s) Directly Supervised
| Job Code | Title | FTE |
|---|
Generic Scope
| Experienced professional who knows how to apply theory and put it into practice with in-depth understanding of the professional field; independently performs the full range of responsibilities within the function; possesses broad job knowledge; analyzes problems / issues of diverse scope and determines solutions. |
Custom Scope
| Experienced, seasoned professional who uses employment and staffing techniques and concepts for employment, sourcing programs and policies for the organization. Employment and search efforts are of complex scope and complexity. Identifies and presents qualified candidates for professional level positions. Normally receives general direction on all staffing and employment assignments. Exercises considerable judgment and discretion to determine appropriate action. Works with senior internal and external contacts. |
Department Custom Scope
| The Executive Director, Talent Acquisition (ED-TA) will lead the design and execution of University Advancement's talent acquisition strategy in support of organizational objectives. S/He will market UC Riverside/University Advancement as an employer of choice through highly visible participation at conferences, by placement in publications, and development of broad-based marketing plans. In addition, the Executive Director will be responsible for the tracking of prospective candidates, developing relationships through Linked-in, Skype, and various social media platforms. While establishing innovative sourcing strategies to attract top-talent candidates, the Executive Director will research, develop and participate in programs and services to build a high-caliber candidate pool and develop a diverse pipeline of candidates. S/He will ensure that recruiting and sourcing strategies for professional level jobs in Development, Strategic Communications, and Alumni Relations consistently align with business objectives and will oversee the full life-cycle recruiting process. Responsibilities will also include developing a true partnership with hiring managers and unit heads, providing timely and accurate communication, advising management on recruiting trends and best practices. |
Education & Experience Requirements
Education Requirements
| Degree | Requirement |
|---|---|
| Bachelor's degree in related area and/or equivalent experience/training. | Required |
| Advanced degree | Preferred |
Experience Requirements
| Experience | Requirement |
|---|
License Requirements
Certification Requirements
| Certification | Requirement |
|---|
Educational Condition Requirements
| Condition | Requirement |
|---|
Key Responsibilities
| Description | % Time |
|---|---|
| Provides tools and training necessary to support a decentralized employment process. | 5 |
| Works in a collaborative manner with assigned business units, other areas of HR and outside recruiters/agencies on matters pertaining to staffing needs. | 5 |
| Conducts employment advertising campaigns and programs. | 5 |
| Conducts research and analyzes data on assigned projects. | 5 |
| May work with external resources including temporary agencies, contract search and internet sourcing tools. | 5 |
| Resolves a wide range of employment issues using skills as a seasoned, experienced employment professional with a full understanding of employment and recruiting practices and organization policies and procedures. | 5 |
| Applies professional employment and staffing techniques and concepts in varied and diverse settings. | 5 |
| Applies organization policies and procedures in addressing and resolving a diverse scope of staffing needs. | 5 |
| Sources, screens, interviews and recommends candidates for multiple levels of positions in the organization, including professional and some management levels. | 5 |
| Places employment ads in newspapers and other publications, on the Internet and other appropriate sources, and utilizes outside agencies as needed. | 5 |
| Prioritizes work assignments, conducts analysis and develops resulting recommendations. | 5 |
| Talent Acquisition Strategies: By utilizing an "executive search firm" style, design and implement effective overall recruitment strategies for University Advancement and priority positions in the organization to attract successful passive candidates and place highly qualified candidates. Create a centralized repository of higher education marketplace intelligence to include the tracking of movement of mid-executive level development/advancement officers at peer institutions to keep abreast of hiring, retention and other best practices to position UCR within the higher education/advancement marketplace. By keeping abreast of current trends, develop an ability to forecast. Ensure sourcing and recruitment strategies align with business objectives. Deploy innovative methods to present UCR and Development as an employer of choice within the field of advancement. Talent Management Strategies: Through a deep and sophisticated understanding of advancement's purpose and goals, take a long view of staffing to advise senior management on succession plans and trends. Actively review development leadership and mid-management positions to ensure the positions are aligned with best practices within an increasingly competitive job market. Using a highly specialized skill set and a deep understanding of the intricacies involved in the roles of senior- to executive-level development, bring a competitive edge to UCR to attract and retain a diverse pool of highly qualified individuals. Serve as an example to increase diversity to the profession nationally. Deploy cost-effective outreach measures and tracking of candidates and all search-related information/communication efforts (search announcements, advertisements, position descriptions, interview schedules, offer letters, etc.) throughout the recruitment process. Create and develop department recruitment website to showcase UCR as a top employer. | 35 |
| Develop strategic approaches to UCR's participation in professional conferences such as CASE, ensuring that these opportunities are utilized both to showcase UCR's accomplishments and position UCR as an employer of choice and to recognize the accomplishments of key high-performing staff members.Marketing Strategies: Aggressively seek opportunities utilizing multiple platforms to promote University Advancement's employment opportunities through presentation of programs, marketing University Advancement, hosting events for prospective candidates and candidate follow-up. Manage ongoing communication to build and maximize pipeline. Metrics/Program Evaluation Strategies: Work closely with leadership of University Advancement, central Human Resources and other academic and administrative units across campus to conceptualize and deploy innovative strategies to create scalable recruitment, retention and strategic human capital management efficiencies ensuring UCR's long-term sustainability. Provide a consistent recruitment model and consultative services accessible to University Advancement leadership and beyond. Develop and implement strategic talent management metric dashboard to include pipeline status, vacancies, candidate locations, marketing strategy, and publication placement. Conduct ongoing analysis of the Talent Acquisition function to determine how recruitment processes and protocols may be streamlined, new talent pools can be developed, and department resources can be most effectively deployed. | 10 |
Knowledge, Skills & Abilities
| Knowledge/Skill/Ability | Requirement |
|---|---|
| Has thorough knowledge of organizational policies and procedures; knowledge of functional area and understands how work may impact other areas. | Required |
| Has thorough knowledge of the recruitment, screening, interviewing and referral processes as well as a knowledge of employment law. | Required |
| Understands HR processes and forms and knows organizational and departmental principles and procedures. | Required |
| Must have effective communication and interpersonal skills as well as those needed for conducting needs assessment, providing input on candidate selection and problem solving. | Required |
| Has abilities associated with problem identification; reasoning; ability to work with business units in the development ideas to solve staffing issues. | Required |
| Able to conduct complex analyses and develop recommendations. | Required |
| Possesses 8-10 years recruitment experience with a focus on conducting senior- and executive-level development/advancement searches within higher education, non-profit organizations, or similar entities. | Preferred |
| Has experience serving as an internal consultant/coach to advancement leadership on strategic staffing issues, succession planning, leadership development, and team-building while demonstrating confidence, sound judgment, expertise and political savvy. | Preferred |
| Demonstrates knowledge and understanding of the issues driving and shaping the immediate advancement environment, especially the development landscape. | Preferred |
| Possesses ability to develop and maintain a UCR-specific network of multiple levels of contacts across the nation in the fields of executive search, development, university advancement, and higher education. | Preferred |
| Demonstrates advanced knowledge of organizational policies and procedures; advanced knowledge of functional area and understands how work impacts other areas in Human Resources and the organization. | Required |
| Demonstrates ability to build and maintain strong relationships with internal and external constituents, display the highest level of interpersonal skills including strong written and verbal skills, be a team player and work in a highly collaborative environment. Works equally well on independent projects and strategic initiatives. | Required |
| Has ability to travel on a regular, as-needed basis to meet potential candidates face-to-face. Represent UCR at conferences nationally. | Required |
| Demonstrates progressive leadership experience. Has ability to relate to highly confidential personnel matters, use discretion in communication with colleagues and constituents, process multiple points of view, and maintain strict confidentiality. | Required |
Special Requirements & Conditions
| Special Condition | Requirement |
|---|
Other Special Requirements & Conditions
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Level of Supervision Received
| GeneralDirection |
Environment
Working Environment
| Works both on campus and other venues (e.g. conferences) as needed |
Other Requirements
Items Used
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Physical Requirements
Mental Requirements
Environmental Requirements
Critical Position
| Is Critical Position: No |