Associate Director, Talent Acquisition and Human Resources
University of Chicago
April 26, 2018
Location: 130 E. Randolph
*Please read carefully. Applicants who do not submit all the required documents will not be considered further for this position.
Under limited supervision, provides full-service staff recruiting for selected academic and business units. Meets with hiring managers to identify, understand, and assess existing and projected staff needs. Understands job duties, responsibilities, and business requirements for vacant positions. Understands departmental culture, business expectations, and methods of operation. Identifies promising internal candidates for vacancies and new positions and builds an internal talent pool by meeting with employees, networking, and conducting internal job fairs. Conducts career development workshops. Helps identify promising external candidates through networking, outreach, and job fairs. Develops internal talent pool by meeting with employees interested in career growth and development. Conducts career development workshops. Helps conduct outreach efforts to recruit diverse applicant pools. Guides hiring managers and candidates through the selection process. Prescreens resumes and candidates, provides advice on advertising, interviews candidates, checks references, and provides advice on starting salaries. Communicates policies, issues, and procedures through meetings and workshops.
A member of the Operations team of seven, the Associate Director of Talent Acquisition and Human Resources works with the Director of Operations and Human Resources (Director) and under the direction of the Associate Vice President of Development (AVP) to recruit, retain, and provide professional development for the Medicine & Biological Sciences Development (MBSD) office.
S/he will recruit, and hire top talent. S/he manages the resolution of routine and complex staffing and other Human Resources needs, seeing each through to completion, while ensuring a positive outcome and maintaining the highest level of customer service.
S/he screens and reviews applications for quality and alignment with organizational needs.
S/he conducts interviews using experience and judgment to narrow the applicant pool.
S/he directs and oversees the onsite interview process, ensuring the highest level of service and a positive interview experience for all applicants.
S/he applies strategy to the scheduling of all meetings, ensuring effective use of all interviewersâ™ time.
S/he will create training and materials to assist interviewers in utilizing best practices.
S/he coaches hiring managers and other colleagues to utilize MBSDâ™s best practices and ultimately to make sound hiring decisions.
S/he provides a high level of service to colleagues at all levels of the organization. In doing so, s/he navigates ambiguity.
In order to be a knowledgeable, effective, and persuasive recruiter for MBSD, s/he maintains a high level of knowledge of not-for-profit sector; the development/fundraising field; and development programs. S/he builds and maintains relationships with a network of industry contacts and referral sources (including both staffing agencies and executive search firms).
S/he reviews and compiles internal and external benchmarking and compensation data throughout the year in preparation for the merit process, reclassifications, salary offers and other key actions.
S/he will lead MBSDâ™s New Employee Orientation Program which ensures that all new employees have the tools they need to succeed in their first weeks and months at MBSD.
S/he drafts a high volume of strategic messaging â“ both internal and external - to advance recruitments and ensure candidates, interview teams, and hiring managers are well-prepared for all steps of a recruitment process.
Excellent verbal and written communication skills
Ability to work independently and as part of a team
Ability to work on multiple projects simultaneously, set priorities, and meet deadlines
Ability to develop and maintain collaborative relationships with diverse constituencies
Ability to coordinate the work of others
A Bachelor's degree or higher is required
A PHR or SPHR certification is preferred.
A minimum of three years of experience in human resources, project management, or a related field.
A minimum of one year of recruiting experience is required.
A minimum of three years of recruiting experience is preferred.
Experience in a higher education environment is preferred.
Ability to sit for 2 hours to 4 hours.
NOTE: When applying, all required documents MUST be uploaded under the Resume/CV section of the application
The University of Chicago is an Affirmative Action/Equal Opportunity/Disabled/Veterans Employer and does not discriminate on the basis of race, color, religion, sex, sexual orientation, gender identity, national or ethnic origin, age, status as an individual with a disability, protected veteran status, genetic information, or other protected classes under the law. For additional information please see the University's Notice of Nondiscrimination.
Staff Job seekers in need of a reasonable accommodation to complete the application process should call 773-702-5800 or submit a request via the Applicant Inquiry Form.
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Internal Number: JR01246
About University of Chicago
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