Organization: Catholic Relief Services
Country: United States of America
Closing date: 28 Aug 2015
Job Summary/Background:
Catholic Relief Services carries out the commitment of the Bishops of the United States to assist the poor and vulnerable overseas. Our Catholic identity is at the heart of our mission and operations. We welcome as a part of our staff and as partners people of all faiths and secular traditions who share our values and our commitment to serving those in need.
The Director of Talent & Capacity Building provides strategic and operational leadership across three key people practices: Talent Acquisition, Talent Management & Development, and Learning & Capacity Building. Reporting directly to the Executive Vice-President of Human Resources, the Director helps to coordinate the work of the HR department in collaboration with the Director of HR Operations, and partners across all CRS divisions in support of an Integrated Talent Management framework, aligned with the full life-cycle of employees.
As part of the organization’s strategic priorities to attract and retain talent based on Faith and Excellence and develop that talent, this candidate will integrate a talent management strategy based on theories of employee engagement, accountability and development therebyreinforcing a high-performance culture.
Duties and Responsibilities
Talent Acquisition:
§Develop in collaboration with key stakeholders and with the support of the Talent Acquisition Group a vision and strategy that drives agency operational objectives for domestic and international locations. Ensure regular hiring manager requisition meetings are conducted to discuss recruiting process, partnerships and sourcing plans.
§Provide direction, coaching and development to the Talent Acquisition Specialist staff and Coordinator. Develop the capacity of hiring managers and Talent Acquisition Specialists in the area of competency based interviewing and compliance regulation of lawful hiring.
§Oversee the design and delivery of improvements to the recruiting process, i.e. sourcing, prescreens, hiring based on competency based interviewing, candidate evaluation and hiring decisions.
§Oversee the creation of sourcing strategies for open positions to ensure the hiring of top talent and the building of bench strength in key strategic areas. Source candidates through networking, career fairs, internet postings, on-campus recruiting, employee referrals and social networking. Cultivate key alliances with schools and other traditional and new sources for attract and recruit candidates.
§Ensure integrated and collaborative ways of working across hiring managers, Talent Acquisition team, Talent Management & Development team, and Learning & Capacity Building team, to share best practices, provide expertise to meet mission critical recruitment needs and coordinate on major talent initiatives. Develop regional or sector specific talent acquisition strategies as necessary to meet Agency goals with a dual focus on external hires and transfers of internal existing staff.
§Oversee the analyzing and monitoring of employment trends to target new talent acquisition efforts as well as evaluate the Agency’s overall selection process. Provide and report out against a robust metric scorecard, maintaining and analyzing data on recruitment activities, including applicant flow, vacancies, positions filled, recruiting sources, turnover, etc. Manage the administration of talent acquisition tracking systems.
§Develop and implement creative, cost effective talent acquisition efforts.
§When appropriate, work with Compensation Manager and recruiters to negotiate offers to new hires.
Talent Management & Development:
§Lead the development and execution of an agency-wide Integrated Talent Management framework centered on a competency-based management approach.
§Ensure partnership with the Talent Acquisition and Learning & Capacity Building teams to ensure an integrated and full spectrum approach to talent management.
§Responsible for creating, monitoring and evaluating systems that result in the development and performance management of all CRS staff.
§Oversee the development and strengthening of processes and models to enable the effective assessment of leadership candidate’s performance and potential. Direct organizational succession planning to ensure the organization has a pipeline of diverse ready-now talent for key roles across divisions and regions.
§Oversee the development of job family models for key disciplines/functions and strategic focus areas.
§Strengthen performance management process to integrate and align more robustly with relevant competencies.
§Oversee the development of career paths for key job families, utilizing common tools and approach and identifying a go forward approach.
§Continuously socialize and play an influential role with the HR community of practice to introduce Talent Management best practices
§Support the development of a refreshed and universal onboarding and orientation practice, supporting the fundamental knowledge aspects of CRS culture and identity.
§Support the HR Operations team in developing employee engagement programs aligned with talent and capacity building activities.
Learning & Capacity Building:
§Oversee the development, strengthening and implementation of an Agency-wide Learning Agenda using a blend of experiential learning and development, coaching, mentoring, formal learning processes and e-Learning applications.
§Oversee the creation and implementation of a stratified Leadership Learning Agenda, driving key strategic priorities and cultural needs. Identify an organization to partner with to create and collaborate on a customized program …“*Leading the CRS way”.*
§Oversee the key sourcing and development program for CRS field staffing, the International Development Fellows program and internships.
§Partner with key stakeholders to conduct talent management needs analysis to inform development activities.
§Oversee the development and refreshing of the agency Catholic Identity e-Learning training compliance programs.
§Lead implementation, administration and ongoing utilization of agency-wide talent management enterprise applications including learning, performance (including goal setting for accountability to agency strategy), career, and succession modules.
§Lead instructional design, training and e-Learning development teams to bring appropriate instructional interventions and uses of learning technology throughout the organization. Oversee the creation and implementation of standards for training and learning program development, delivery and measurement.
§Lead the system identification and implementation of state of the art learning technologies (ie Experience API, Learning Record Stores) and partner with SPAs to utilize these technologies to drive improved performance and high quality, outcome driven learning and performance support programs. Provide solutions across the organization and strategy, while sharing best practices across the organization to improve training methods, processes and standards.
§Lead learning management system and associated learning technology teams to leverage appropriate learning technologies. Measure, distribute, support, and provide learning analytics to stakeholders.
§Oversee the identification of KPIs and metrics to analyze and assess the impact and effectiveness of Talent Management and Learning & Capacity Building programs. Set the standards for assessing the effectiveness (impact) of training and learning programs; report results to relevant stakeholders, formulate recommendations for on-going enhancement based on performance data.
Candidate Profile:
- Master’s Degree or equivalent experience required.
- Minimum of 10 – 12 years of experience in Human Resources with demonstrated ability to lead and develop a team.
- Proven ability to collaborate across functional and department boundaries and influence all levels of an organization.
- Key knowledge of the principles and methods of managing organizational change, organizational development and capability building. Demonstrated ability and desire to function well in a fast-paced, changing interactive environment. Comfortable with ambiguity.
- Strong interpersonal skills including listening, writing and verbal communications.
- Specific experience in Talent Acquisition, Global Talent Management, Capacity Building, Learning Systems, Performance Management, Talent Assessment, Career Development and Succession Planning .
- Understanding of technology and its application in strategic recruiting.
- Ability to assess and develop talent across the enterprise.
- Previous international and multi-site HR experience in a large non-governmental organization a plus
- Strong influence, leadership and strategic thinking skills, with the ability to establish and maintain credibility with executive leadership and agency senior management. Ability to create consultative partnerships and serve as a key advisor to senior management.
- Effective at analyzing, implementing solutions and establishing and utilizing key metrics of Talent Management.
- Ability to travel internationally up to 20% of the time
- Bi-Lingual Skills (French, Spanish or Portuguese) is a plus.
Agency-wide Competencies (for all CRS Staff):*These are rooted in the mission, values, and guiding principles of CRS and used by each staff member to fulfill his or her responsibilities and achieve the desired results.*
- Serves with Integrity
- Models Stewardship
- Cultivates Constructive Relationships
- Promotes Learning
Key Working Relationships:
Internal: ELT, EVP HR, EVPs and VPs, HR Directors, Field HR Managers, Regional Directors, Senior Managers and hiring managers across the organization.
External: HR Directors in peer organizations, Candidates for hire, Experts in HR in academia and the private sector.
Physical Requirements/Environment: Normal conditions similar to an office environment, based in Baltimore at CRS’ headquarters; willingness and ability to travel overseas to visit agency offices and field programs.
Major Responsibilities of Position:
- Talent Acquisition, Performance Management, Career Development, Talent Review, Capacity Building , e-Learning, Succession Planning, Leadership Development.
Disclaimer Clause:
- This job description is not an exhaustive list of the skill, effort, duties, and responsibilities associated with the position
CRS’ talent acquisition procedures reflect our commitment to protecting children and vulnerable adults from abuse and exploitation.
NOTE: All interested applicants must be authorized to work in the U.S. at the time of application.
EOE/M/F/D/V
How to apply:
EmoticonEmoticon