Director, Talent Acquisition

Director, Talent Acquisition

Reporting to the Chief Human Resources Officer, the Talent Acquisition Director will lead the recruiting and staffing function to ensure policies, practices and procedures reflect best practices and are aligned with and supporting the achievement of the Foundation’s mission. Partner with senior leadership to develop and implement talent pipeline strategies to ensure future talent needs are met.  Develop and implement the most appropriate sourcing, assessment and selection strategies in the hiring of the most qualified talent. Develop strong internal relationships with management/hiring managers to understand and stay current in changes to their organization, operating environment and talent needs.   Translate changes and needs into required skills and competencies, and develop effective search/sourcing strategy by area/discipline.  Ensure internal and external recruitment and succession planning strategies are aligned with future needs. Take the lead on selected searches.  Assume role of in-house search firm by developing and recommending candidate sourcing strategies, interviewing and assessing all potential candidates, and recommending the slate of candidates for the hiring manager’s consideration.  Coordinate communications with potential candidates concerning their status in the selection/hiring process.   Anticipate openings and as practical, proactively build and maintain database of potential candidates for key positions.  Build a stable of search consultants and firms to support the Foundation’s global staffing needs.  Negotiate fee arrangements and manage on-going vendor relationships.   Proactively recommend value-added strategies and tactics (e.g. develop and train hiring managers in selection/interviewing techniques).   Be seen by the organization as an experienced, effective Human Resources partner who adds value. Continually assess and evolve recruitment policies, practices, procedures and systems (including e-recruitment) to ensure that strategies are effective, efficient, proactive, and service oriented.    Ensure optimization of all sourcing techniques – from a cost and quality standpoint.

Assess systems and data needs to support the effective, efficient operation of the function. Recommend new tools/enhancements as appropriate. Lead the staffing team through process mapping/redesign, software selection, and systems implementation.  

Establish performance metrics (both quantitative and qualitative) (e.g. cost per hire, time to hire) for evaluating the Staffing function’s effectiveness, and integrate learnings into day-to-day operations to enhance services delivered and value provided. 

Leverage the Foundation’s branding strategy to promote the Foundation as an employer of choice.  

Leverage the intranet and internet as a marketing and sourcing tool and to position the Foundation in the best possible way.   Enhance/evolve and maintain the Foundation’s employment website. Represent the foundation to external vendors and candidates.  Participate in and develop peer networking groups.  Leverage the sharing of best practice information to enhance delivery of services to the organization. Partner with external organizations to develop diverse sources of recruitment including professional organizations/associations, universities, etc. Develop and implement a comprehensive on-boarding process. Remain abreast of changes in employment laws and regulations.  Ensure compliance through changes in policies and/or procedures.   Provide oversight, coaching and development of the members of the Staffing function.  Serve as a member of the Human Resources leadership team.   Handle special projects as needed. 

Qualifications/Requirements

Minimum of ten years of experience in recruiting and staffing either in a major not-for-profit organization (which could include healthcare, higher education, non-governmental organization, public service, charitable institution, foundation, museum or other arts organization) or in a corporation but with significant experience in the not-for-profit sector either as an employee or as an active board member.  Some search firm experience would be a plus.  Demonstrated experience sourcing high quality candidates for openings across the Foundation (i.e. Program, Investment, Communications and Administration). Prior experience designing and managing fairly high volume hiring systems.  Must be current in best practices, technology and innovative approaches and possess demonstrated ability to leverage and incorporate into operating standards.  Ability to establish excellent working relationships with senior management, hiring managers, and search consultants/firms is critical.