Director of Human Resources & Talent Managment
Society for Neuroscience - Washington, DC

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The Society for Neuroscience (SfN), a nonprofit membership organization of scientists and physicians who study the brain and nervous system, has retained Sterling Martin Associates to search for a Director of Human Resources Talent Management. Since its inception in 1969, the Society has grown from 500 members to nearly 42,000. Today, SfN is the world's largest organization of scientists and physicians devoted to advancing understanding of the brain and nervous system.The Director of Human Resources Talent Management is the senior HR professional for the organization and an internal consultant on all matters regarding the full range of talent management and the oversight and management of the day-to-day HR functions. This includes developing and implementing strategic initiatives in consultation with the leadership team to create a culture focused on the identification and development of required competencies necessary to achieve the organization's goals and objectives through a competency-based recruiting and selection process. The incumbent will understand and integrate SfN organizational strengths, strategies, vision and values into all facets of strategic talent management. The Director must be excited about the mission and values of SfN, and able to consistently communicate that excitement to prospective employment candidates. The Director must be proactive and capable of suggesting new and meaningful alternatives to current practices and programs and developing both strategic and tactical plans required to accomplish the mission. The incumbent will manifest a strong customer service orientation in building a partnership with and for hiring managers, and will consistently demonstrate tact, discretion, judgment and leadership. In so doing, establish the value of HR's role in the process of hiring, developing and retaining talent, and maintain esteem from all levels.The Director of Human Resources Talent Management reports to the Senior Director, Finance Administration/CFO and leads a team which consists of the Human Resources Manager, Human Resources Assistant, Office Manager and Receptionist.Essential Duties ResponsibilitiesLife Cycle Talent Management - StaffingBuilding the talent pool of the organization is a top organizational priority, and the incumbent will be highly skilled at assessing talent of employment candidates. Proactively convene key stakeholders to facilitate the identification of required base-line skills, competencies and characteristics required to succeed in all positions.Responsible for guiding the full range of talent management functions, including how SfN will source, recruit, select, train, develop, retain, promote, and move employees through the organization.Develop a process to identify any competency gaps among current staff.Consult and advise department leaders on all issues related to selecting and developing a competent staff.Develop a competency-based recruiting and selection process; leverage contemporary sourcing methods. Comply with all legal requirements regarding sourcing, selection and employment decisions.Ensure hiring managers are equipped to identify and interview candidates for talent and fit in compliance with employment laws.Produce timely and comprehensive candidate summaries and recommendations for hiring managers, discussing and ensuring alignment with position descriptions, Predictive Index Performance Requirement Options and fit.Produce compelling job announcements that articulate organization mission and culture, describe department goals and expectations, and attract a qualified applicant pool. Actively monitor, report on, and manage open position/recruiting load, recommend training and retention strategies, and provide analysis of emerging trends and issues potentially affecting talent management. Build a strategic orientation and on-boarding process/practice based on input from leadership and departments about key knowledge required to ensure prompt and proper integration of new hires into the specific department and SfN in general; survey new and recent hires to monitor effectiveness; make needed adjustments.Life Cycle Talent Management - Training and DevelopmentServe as a resource for employees and the organization to identify needs; execute and evaluate training programs.Ensure training and professional development aligns with documented needs and discern additional training needs of hiring managers and new hires. Recommend, evaluate, and coordinate staff development opportunities for SfN staff.Establish and maintain an in-house employee training system by conducting needs assessments, developing training curriculum, and conducting training sessions on various topics to staff, with the help of external consultants as necessary and appropriate.Life Cycle Talent Management - Performance ManagementManage year-round performance review processes; conduct regular training in the performance review process for new staff and supervisors. Maintain a performance management system that includes performance improvement plans (PIPs) and employee professional development programs. Serve as a key resource to supervisors regarding evaluations and PIPs and monitor progress through conclusion.Regularly assess internal customer satisfaction with all facets of talent management. Use this information to continually refresh strategies for maintaining a culture of talent management.Keep the Senior Management team informed of significant issues that may jeopardize the achievement of organization goals, including those that are not being addressed adequately at the line management level.Human Resources ManagementOversee organizational compliance with legal and policy obligations, benefits administration, and office management.Supervise the Human Resources staff in the day-to-day management and administration for the HR function to ensure compliance and consistency in employee relations, benefits administration, policies, practices and procedures.Establish positive relationships with department leaders to serve as a trusted advisor and consultant on employee relations and performance issues.Provide leadership and consultation to guide management and employees through individual HR related matters.Promptly and appropriately investigate employee claims and complaints. Recommend corrective actions to resolve; serve as a valued resource for conflict resolution.Consult with legal counsel as appropriate and/or as directed by the Senior Director, Finance Administration/CFO on sensitive matters with legal implications. Ensure compliance with termination and proper exit policies and procedures; note trends and make recommendations as applicable to improve SfN's standing as an employer of choice.Regularly review and make recommendations to Senior and Executive Management to improve employment policies, procedures, and practices. Maintain Employee Handbook and communicate changes and ensure proper compliance. Determine and recommend employee relations practices necessary to establish a positive employer-employee relationship and promote a high level of employee morale and motivation.General DutiesDirect the preparation and maintenance of periodic reports for management, including budget, goals and key performance indicator reports, turnover, etc., as necessary or requested. Consistently manifest a customer service orientation in all communications and activities with SfN staff; be highly responsive to stakeholders and hiring managers.Reliably deliver against high expectations.Solicit and integrate input and feedback from supervisor and colleagues appropriately. Serve as an engaged and involved team member, supportive of the varied experiences and perspectives of internal and external colleagues.Work within the team and among teams to ensure that decisions are made to further the organization's goals.Supervise the Office Manager.Perform other assigned tasks not specifically listed herein but which may be required.Requisite Qualifications, Characteristics, and ExperienceIdeal candidates for the position will be conspicuously passionate about recruiting; poised and confident with executive presence; manifest leadership, professionalism, and interpersonal acumen. All candidates will be expected to be capable of serving as a trusted advisor throughout the organization and reliably able to exhibit sound judgment and discretion. Candidates must be willing and able to be constructively assertive as needed, across, down and up in the organization. Candidates must be ready to welcome accountability for results and be consistently solution-oriented.Ideal candidates for the position will also present the following: Extensive knowledge and experience in full life cycle talent management: competency management, sourcing, recruiting, selection, on-boarding, training, performance management, professional development, retention, promotions and terminations.Broad knowledge and experience in employment law, compensation, organizational planning and development and employee relations.Relentless attention to detail.Excellent communication skills (written and oral) evident through conversations, presentations, job announcements, etc.Ability to analyze data for results.Highly organized, sets priorities, but able to multi-task and remains flexible to accommodate changing needs.Evidence of the ability to show good judgment and logic in order to handle potentially controversial issues and situations competently and with discretion.Consistently shows high initiative, and brings a sense of urgency to accomplishing tasks by assigned deadlines.Must be able to work as a collaborative team member. Ability to anticipate and meet the special requirements of Senior and Executive Management.Ability to establish and maintain effective relationships and communication with employees, management, and outside contacts at all levels; as well as the ability to effectively present facts in oral and written form.Ability to develop long-term plans and programs and to evaluate work accomplishments; strong project management skills.Confident and capable of helping develop and lead change efforts within appropriate time frames as warranted.Demonstrated ability to lead and develop staff members. Strong computer skills and proficiency in Microsoft Office suite.Excellent interpersonal and coaching skills. Understands the importance of and honors confidentiality at all levels.Education and/or Experience10-12 years of progressive HR leadership experience with strong emphasis on recruitment and talent management, preferably in a nonprofit membership organization.3-5 years of supervisory experience in HR function.Bachelor's degree in human resources administration, business administration, organization development, or other relevant field.Active affiliation with appropriate Human Resources networks and organizations and ongoing community involvement preferred. SPHR or other relevant certification a plus.SfN is an equal opportunity / affirmative employer and is committed to inclusion and cultural diversity in the workplace.For more information, please contact: Sterling Martin AssociatesDavid S. MartinManaging Partnerp. 202.327.5485m. 202.257.1627dmartin@smartinsearch.comVirginia O'Brien RecordClient Partnerp. 202.327.5485m. 202.441.7010vrecord@smartinsearch.com

Keywords: 'HR Director', Association, non profit, Talent Management

Society for Neuroscience - 23 months ago - save job
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The Society for Neuroscience is the world’s largest organization of scientists and physicians devoted to understanding the brain and...