 | NEW MEXICO STATE UNIVERSITY |
HUMAN RESOURCES SERVICES | |
POSITION CLASSIFICATION DESCRIPTION | |
| Position Classification Title: | Dir,Adv Talent & Culture |
| Position Classification Code: | J3034 |
| Job Family: | External Affairs |
| Pay Level: | 13 |
| Exempt Status: | Exempt |
| This description is intended to describe the general nature of the work being performed. It is not intended to be a complete list of specific duties of any particular position. Duties, responsibilities and bargaining unit eligibility may vary based on the specific tasks assigned to the position. | |
| Purpose of Classification: | |
| Reporting to the Vice President of Advancement, the Director of Advancement Talent and Culture is responsible for development and implementation of comprehensive talent management and culture enhancement platforms to strengthen organizational effectiveness and employee engagement. The Director drives change through organizational restructuring, onboarding, developmental training, career management, workforce diversity, and strategic planning. This position assesses and clarifies the division’s organizational values and needs, drives processes, policies, and workflows that are compliant, efficient, and scalable. A key role of this position is the engagement of campus leadership, assuring that Advancement talent resources are aligned and engaged with the university culture and values in support of Advancement goals. It also creates an environment that is highly productive, meaningful, diverse, inclusive, and positive, where every employee can impact the probability of achieving their pinnacle career experience. The Director is a key leader in the Advancement team, managing within a complex organizational structure that includes direct supervision of Advancement human resources and partnership with the university’s Human Resources staff. The Director collaborates to deliver strategic talent and culture initiatives as well as professional human resources services in the areas of recruiting, employment, compensation, employee relations, retention, and organizational and human resource development. The Director also maintains effective working relationships with academic leaders across all colleges and units where Advancement employees are co-located. | |
| Standard Duties: | |
| Serves as cultural steward for the organization and, working closely with the NMSU Human Resources team, ensures that policies, programs, organizational and compensation administration deliver the best overall employment experience for Advancement staff at every level. Responsibilities include planning employee engagement activities, projects and talent initiatives to promote organizational culture. May design, conduct, and analyze Advancement employee surveys. Provides direction and guidance on how decisions are made that advance the mission, vision, values, goals, and objectives of the Advancement organization. Promotes and demonstrates respect, collaboration, and friendly customer service in all working relationships. Serves as a business partner, coach and confidante to staff across the Advancement division; advising and assisting leaders in making decisions that balance the needs of the organization with the needs of employees. Partners with Advancement leadership to design, implement, and administer Advancement workforce planning, talent acquisition, onboarding, and retention strategies, as well as talent development and succession planning programs resulting in a sustainable Advancement talent pipeline and feeder pool to ensure meeting future workforce needs. Supports the design and implementation of Meaningful Measures (MM) to determine the impact of talent initiatives. Designs and implements recruiting programs and processes that attract, select and retain a qualified, diverse workforce through technology and social networking tools, as well as traditional sourcing techniques and advancement professional organizations, such as Council for Advancement and Support of Education (CASE) and Association of Governing Boards (AGB). Advises Advancement supervisors and managers on employee relations issues to resolve concerns while providing courses of action and/or appropriate decisions. Provides coaching and guidance to supervisors and managers in the handling of employee performance issues; provides guidance, with input from Human Resources, on corrective counseling and performance improvement plans. Partners with Advancement leaders, developing, coordinating, and delivering on-going professional development, skills, and culture training for Advancement staff. Analyzes training trends and organizational needs to ensure delivery of appropriate programs. Provides coaching, training and mentoring. Acts as a liaison between Advancement employees and University Human Resources. Investigates and resolves employee concerns, potential policy violations, and other unusual issues. Collaborates as needed with University Human Resources regarding Employee Relations matters. Researches and gathers background information on a variety of topics. Compiles information and prepares reports, letters, memos, and job-related documentation of a confidential nature. Creates and runs queries and analyzes HR related data. Stays abreast of relevant regulatory changes to maintain compliance. Oversees and directs supervisors and managers in the performance management process, reviews evaluations as requested and works with managers in effectively using management tools/skills designed to improve performance. Partners with Advancement supervisors and managers, and NMSU HR Compensation & Classification unit to evaluate organizational structures, develop new or modified position descriptions, and provide recommendations regarding staffing. Provides guidance to management regarding the employment process, including ensuring compliance with all search committee processes, facilitating hiring decision discussions, promotion recommendations, and finalizing and extending salary offers, as assigned. Participates in administrative staff meetings and attends other meetings as needed to provide guidance and direction on human resources related issues. Provides development and oversight of onboarding and termination process for employees leaving the department. Performs other miscellaneous duties as assigned. | |
| Knowledge, Skills and Abilities: | |
| Knowledge in applied organizational development and high-performance culture philosophy principles and practices. Knowledge of human resource policies, practices, precedents and laws. | |
| Excellent oral and written communication skills, organizational and interpersonal skills, well developed administrative skills, detail oriented self-starter, team player and the ability to work with little supervision. Must demonstrate highly effective speaking and presentation skills with diverse experience presenting before large or small groups. | |
| Ability to interact with faculty, staff and students in a team environment. Ability to gather and analyze statistical data and generate reports. Ability to lead and train staff and/or students. Ability to make administrative/procedural decision and judgements. Ability to coordinate meetings. | |
| Minimum Qualifications: | |
| Education- Bachelor’s Degree in a related field. | |
| Experience- Ten (10) years of professional directly related experience to the standard duties as outlined. | |
| Equivalency- None | |
| Certifications/License- | |
| Departmental Requirements- | |
| Special Requirements- | |