Create Alert
Apply now »
Requisition ID:  117733

DAR Talent Strategy Manager

The Talent Acquisition Manager will lead a team of recruiters who will manage the full life cycle recruiting process for multiple functional areas across the university. The TA Manager leverages organization acumen and influencing skills to partner with hiring managers. Ensures operational excellence in service delivery while directly providing consultation and guidance in planning, sourcing, recruiting, interviewing, hiring, and on-boarding of the right talent to position the organization for success in meeting its short- and long-term goals. In addition, advances the university's mission of attracting, developing, retaining, and engaging a high-performing workforce in support of excellence in the university's mission, while promoting diversity, equity, civility, and respect.


Key responsibilities: 

Team Management: 

  • Coach, mentor and develop staff, including overseeing new employee onboarding and providing career development planning and opportunities.
  • Empower employees to take responsibility for their jobs and goals. Delegate responsibility and expect accountability and regular feedback.
  • Provide effective performance feedback through employee recognition, rewards, and disciplinary action, with Human Resources help, when needed.

Recruitment Process: 

  • Continually review and optimize the recruitment process to ensure process efficiency and effectiveness. Leverages existing and new metrics to measure the effectiveness and efficiency of the recruiting process and its component parts. Incorporates customer expectations and industry benchmarks into the metrics process. Strives for performance that meets or exceeds goals and metrics.
  • Ensures a positive hiring manager and candidate experience throughout the recruiting, interviewing, and hiring process
  • Collaborates with hiring managers on the overall recruiting process.
  • Ensures that diverse pools of talent are identified and leveraged for candidate sourcing and ensures that diverse slates of applicants are presented to hiring managers
  • Ensures that recruiting and employment practices are compliant with applicable federal, state, and local laws.

Recruitment Marketing: 

  • Develop compelling messaging to attract key talent and to reach untapped candidate pools, especially for unique, niche technical skill sets.
  • Partner with HR colleagues, Communications & Marketing and the business to create dynamic recruiting marketing/promotional material and recruitment campaigns that include involvement from the line business.
  • Pipeline Building
  • Identifies workforce requirements to achieve the division’s short- and long-term goals and objectives. Considers projected changes, internal talent pool and readiness levels, expected replacements, historical retention rates, employment process lead times, and other factors.
  • Partner with Recruiters to ensure a strong overall pipeline of candidates to fill current and future roles
  • Partner with HR Business Partners to provide high level of support to hiring managers and ensure the right candidates are identified for each role
  • Develops innovative sourcing strategies for talented and diverse candidates through both established and creative methods
  • Leverages prospecting and networking skills to build and maintain a network of contacts and potential candidates. Develops and maintains relationships with professional associations, search firms, and other recruitment sources.
  • Work closely with leaders in equity to adapt better practices in searches, evaluate and initiate conversations with managers on bias and cultural humility.
  • Partner with the professional development team on improving and customizing onboarding curriculum, particularly in critical hire areas with high attrition or significant onramp challenges.
  • Develop and implement comprehensive, multi-year talent acquisition strategies aligned with the DAR’s goals and growth objectives
  • Expand competency models for DAR roles, building readiness indicators for candidates in each competency area.
  • Assess and elevate conversations with leadership on the quality and prominence of DAR’s employer brand. Build strategies to deepen and shift brand as strategically advantageous.
  • Ensure all interactions from search through hire build a positive brand and create a clear, compelling case for joining DAR. Survey, audit, and target resources for gaps and deficits in the experience. Create resources and tools for new employees and managers to increase retention and performance ramp up.




Minimum Qualifications
  • Bachelor's degree in human resources, Business Administration, Psychology or another related field. Degree in specialty area of recruiting may also be considered
  • Three years of progressively responsible HR/ recruiting experience, with some experience in employment practice and policy development, administration and application 
  • Additional education may substitute for required experience and additional related experience may substitute for required education, to the extent permitted by the JHU equivalency formula


Preferred Qualifications
  • HR certification (HCRI or SHRM) or equivalent HR qualification
  • Experience leading recruitment for Development and Alumni Relations

 

 

Classified Title: Talent Acquisition Manager 
Job Posting Title (Working Title): DAR Talent Strategy Manager   
Role/Level/Range: L/04/LF  
Starting Salary Range: Minimum: $98,199 - Maximum: $171,900 (targeted salary: $150,000; commensurate with experience) 
Employee group: Full Time 
Schedule: Monday-Friday, 8:30am-5:00pm 
FLSA Status: Exempt 
Location: Mount Washington Campus 
Department name: 10001644-Human Resources 
Personnel area: University Administration 

 

 

Total Rewards
The referenced base salary range represents the low and high end of Johns Hopkins University’s salary range for this position. Not all candidates will be eligible for the upper end of the salary range. Exact salary will ultimately depend on multiple factors, which may include the successful candidate's geographic location, skills, work experience, market conditions, education/training and other qualifications. Johns Hopkins offers a total rewards package that supports our employees' health, life, career and retirement. More information can be found here: https://hr.jhu.edu/benefits-worklife/.

Education and Experience Equivalency
Please refer to the job description above to see which forms of equivalency are permitted for this position. If permitted, equivalencies will follow these guidelines: JHU Equivalency Formula: 30 undergraduate degree credits (semester hours) or 18 graduate degree credits may substitute for one year of experience. Additional related experience may substitute for required education on the same basis. For jobs where equivalency is permitted, up to two years of non-related college course work may be applied towards the total minimum education/experience required for the respective job.

Applicants Completing Studies
Applicants who do not meet the posted requirements but are completing their final academic semester/quarter will be considered eligible for employment and may be asked to provide additional information confirming their academic completion date.

Background Checks
The successful candidate(s) for this position will be subject to a pre-employment background check. Johns Hopkins is committed to hiring individuals with a justice-involved background, consistent with applicable policies and current practice. A prior criminal history does not automatically preclude candidates from employment at Johns Hopkins University. In accordance with applicable law, the university will review, on an individual basis, the date of a candidate's conviction, the nature of the conviction and how the conviction relates to an essential job-related qualification or function.

Diversity and Inclusion
The Johns Hopkins University values diversity, equity and inclusion and advances these through our key strategic framework, the JHU Roadmap on Diversity and Inclusion.

Equal Opportunity Employer
All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability, or status as a protected veteran.

EEO is the Law
https://www.eeoc.gov/sites/default/files/2023-06/22-088_EEOC_KnowYourRights6.12ScreenRdr.pdf

Accommodation Information
If you are interested in applying for employment with The Johns Hopkins University and require special assistance or accommodation during any part of the pre-employment process, please contact the Talent Acquisition Office at jhurecruitment@jhu.edu. For TTY users, call via Maryland Relay or dial 711. For more information about workplace accommodations or accessibility at Johns Hopkins University, please visit https://accessibility.jhu.edu/.

Vaccine Requirements
Johns Hopkins University strongly encourages, but no longer requires, at least one dose of the COVID-19 vaccine. The COVID-19 vaccine does not apply to positions located in the State of Florida. We still require all faculty, staff, and students to receive the seasonal flu vaccine. Exceptions to the COVID and flu vaccine requirements may be provided to individuals for religious beliefs or medical reasons. Requests for an exception must be submitted to the JHU vaccination registry. This change does not apply to the School of Medicine (SOM). SOM hires must be fully vaccinated with an FDA COVID-19 vaccination and provide proof of vaccination status. For additional information, applicants for SOM positions should visit https://www.hopkinsmedicine.org/coronavirus/covid-19-vaccine/ and all other JHU applicants should visit https://covidinfo.jhu.edu/health-safety/covid-vaccination-information/.

The following additional provisions may apply, depending upon campus. Your recruiter will advise accordingly.
The pre-employment physical for positions in clinical areas, laboratories, working with research subjects, or involving community contact requires documentation of immune status against Rubella (German measles), Rubeola (Measles), Mumps, Varicella (chickenpox), Hepatitis B and documentation of having received the Tdap (Tetanus, diphtheria, pertussis) vaccination. This may include documentation of having two (2) MMR vaccines; two (2) Varicella vaccines; or antibody status to these diseases from laboratory testing. Blood tests for immunities to these diseases are ordinarily included in the pre-employment physical exam except for those employees who provide results of blood tests or immunization documentation from their own health care providers. Any vaccinations required for these diseases will be given at no cost in our Occupational Health office.
Mount Washington Campus

Apply now »