Easter Seals Jobs

POSITION OBJECTIVE  The talent engagement manager employs a high degree of independence and critical thinking in the execution of a range of functions that ensure the integrity and smooth operation of all talent management activities within the division of University Relations and Development. This position supports the senior director, vice president for development administration and strategic engagement, and the rest of the division¿s senior leadership team, overseeing all talent management processes and designs, and implements new procedures. These processes include analysis and internal controls regarding talent acquisition, career pathway development, training, and succession planning of the division of University Relations and Development.  Appropriately dealing with highly sensitive and confidential information, the manager works with the senior director and the vice president for development administration and strategic engagement to understand, implement, and ensure compliance with university policies. ESSENTIAL FUNCTIONS 1. Partner with senior director and vice president to build a recruiting plan that attracts top talent based on forecasted headcount, turnover, and changing talent needs. Collaborate with central human resources and hiring managers to develop a pool of qualified candidates, utilizing current and new channels of sourcing including online channels (job boards, local social platforms, and professional). Assist in the recruitment and selection process including reviewing equitable salary budget considerations, posting job descriptions, screening resumes, and interview support. Streamline and own the end-to-end talent acquisition process with the goal of creating a consistent and positive candidate experience. Maintain sourcing program memberships and identify and implement new industry recruiting best practices. (30%) 2. Provide direction and tools for department heads to continually assess changing skill set needs, skill levels and skill gaps, overall team effectiveness and effectiveness of retention and performance management initiatives. Provide guidance to and assist hiring managers on the development of job descriptions that promote consistency across the division and ensure equal opportunity and inclusive language. (25%) 3. Collaborate with senior director, vice president, and department heads to design career pathways and ongoing training to retain existing top performers addressing every level of staff. Identify, communicate, and manage internal and external training and career training and development opportunities. (20%) 4. Develop and execute strategies to meet changing operational needs through assisting with organizational structure redesign, succession planning, creation of new positions and roles, and the effective use of communication planning. (10%) NONESSENTIAL FUNCTIONS 1. Prepare reports and analyze data available through internal database resources. Ensure accurate and timely recordkeeping practices. (5%) 2. Field incoming requests from internal and external constituents and initiate projects using independent judgment and consulting with the senior director and the vice president as needed. (5%) 3. Build and maintain personal credibility throughout responsibility areas at all levels to effectively provide advice and counsel. (5%) 4. Perform other duties and responsibilities as assigned. (<1%) CONTACTS Department: Frequent contact with the senior vice president, vice presidents, associate/assistant vice presidents, executive directors, senior directors, hiring managers, and administrative staff of departments within the university relations and development division as required to perform essential functions. University: Contact with the vice presidents, associate/assistant vice presidents, deans, and human resources/finance staff as required to perform essential functions. External: Contact with vendors as requ