Director, Talent Management - SEO (Sponsors for Educational Opportunity)

Title: Director, Talent Management

Department: People & Culture

Report to: VP, People & Culture

Compensation: $113,700-129,900

FLSA: Exempt

LOCATION/HOURS

This is a full-time, hybrid position based out of our New York City office . It is expected that some duties will be performed on-site at least 2-days a week, and some remotely, with the understanding that government and public health guidelines will help determine the extent to which it is safe to carry out in-person and onsite activities.

All candidates must be within commutable distance of SEO's offices at 55 Exchange Place, New York, NY 10005, upon hire.

POSITION OVERVIEW

The Director of Talent Management will be a key talent leader on a multi-disciplined People & Culture team, overseeing the following functional areas : employee relations, HR policy and people related compliance, performance management, learning and development, diversity, equity, inclusion and belonging (DEIB) programs. W orking closely with the VP of People & Culture, the Director of Talent Management will be required to build a high level of trust with key stakeholders across SEO . This role will be critical in ensuring People & Culture Business Partners successfully contribute to developing and implementing organization-wide talent management initiatives.

RESPONSIBILITIES

• Serve as an HR expert and trusted advisor to the senior leaders in the organization; collaborate with department heads to gain insights into the organization's current and future talent management needs and address them.
• Lead and manage two People & Culture Business Partners as part of the Talent Management center of excellence, coaching and developing them in their roles and their respective accountabilities in supporting the Scholar and Professional program teams.
• Serve as the People & Culture Business Partner to SEO's central teams (e.g., Development, Marketing and Communications, Finance, IT, Real Estate & Admin, Executive Office).
• Model SEO's core values and customer service orientation , and identify opportunities to center and enhance employee experience across all function areas.
• Own the assessment and enhancement of SEO's Employee Handbook and other policies relevant to the employee experience and lifecycle at SEO, ensuring compliance to all federal, state and local laws.
• Oversee all employee investigations across SEO and ensure the ER case management system (HR Acuity) and its SOPs are accurate and kept up-to-date.
• Manage key compliance areas that impact employee experience, including but not limited to work authorization, the employee handbook, and ADA accommodations.
• Provide training and coaching to People & Culture Business Partners in their consultation with key organizational leaders in conflict resolution, mediation facilitation, problem solving and negotiation with/between employees and their managers.
• Research and analyze best practices and trends in employee relations, employment law, performance management, DEIB, adult learning, and career pathways to ensure SEO offers the best employee experience.
• Manage the performance management and talent development process for all SEO employees, including policy development, communications, training, supporting resources, and compliance.
• Provide oversight of performance management system (Lattice) implementation and maintenance, including managing vendor relationship, configuring the system, and troubleshooting in collaboration with the People Operations, Analytics and Systems center of excellence.
• Identify year-over-year opportunities to enhance or redesign talent management processes to better support SEO employees' career growth as well as to achieve organizational culture and DEIB goals.
• Partner with Total Rewards colleagues to effectively and equitably manage the employee rewards process to ensure alignment with the annual performance management cycle.
• Apply expertise in organizational change and large-scale program management to ensure talent management and development initiatives are aligned with business strategies.
• Create training and developmental opportunities that will empower SEO leaders and managers to become highly effective talent champions.
• Advise and influence leaders and managers on leader and manager development/coaching, team effectiveness, and individual contributor development.
• In collaboration with the VP of People & Culture and the People & Culture Business Partners , develop a n or ganization-wide L&D and lead the implementation of the strategy.
• In partnership with the VP of People & Culture and under the leadership of SEO Executive Leadership, work cross-functionally and laterally to develop org-wide DEIB strategies; engage with internal subject matter subjects and external vendors for input and support ; leverage expertise to apply a DIEB lens to organizational policies and people programs.
• Contribute to the People & Culture Leadership Team and provide strategic input.
• Participate in special assignments and cross-functional committees that require HR subject matter expertise.
• Provide internal People & Culture team capacity by assisting in other workstreams when needed.

EDUCATION AND WORK EXPERIENCE

• Bachelor's degree or equivalent working experience. A master's in Business , Human Resources, Organizational Psychology, Public Policy, or Education is preferred.
• Minimum 10 years in an HR Generalist role with evidence of progressive responsibility and autonomy. Direct experience within a nonprofit organization is desired.
• 3+ years of direct people management experience required.
• HR certification is required. Must have formal training and working knowledge of the current and changing labor laws and employment best practices within the United States , and experience conducting ER investigations and overseeing employees in NY and C A .
• Direct experience navigating and managing employee information in HR systems is required (we use Paylocity and Greenhouse!), as well as technical proficiency in MS Office, cloud-based applications like Box, and project management tools like Salesforce, HubSpot, chat platforms, and other employee communications and engagement tools are a plus.
• Knowledge and experience with designing and executing DEIB practices that support employees of all identities, including but not limited to neurodiversity, disability status, gender identity, sexual orientation, race, culture, and religion.
• Strong analytical and reporting skills, including advanced Excel.
• Evidence of working within communities that reflect SEO's participant population , and the combined lived and learned experience to apply an inclusive lens to work and relationships.

C COMPETENCIES & SKILLS

• Talent Management: A proven track record of leading teams to high performance. Must have well-developed people management skills with a keen ability to lead across difference and apply consultative skills to determine professional development needs for team members at every level.
• Change Management: Lead the people side of change by shepherding the change management process through facilitation, clear communication, and effective interventions to reach team and organizational objectives; react to and manage change over time.
• Passion: A deep connection to and curiosity for SEO's mission, vision, and core values.
• Empathy & Inclusion: High emotional intelligence that centers inclusive leadership and collaboration, coupled with the combined lived and learned experiences to build authentic relationships effectively , and develop race- and culture-intentional people programs and processes.
• Communication: Expert writte n and extemporaneous communications skills. Must be comfortable addressing and engaging with diverse audiences through different mediums, including in-person, email, messaging, and phone calls.
• Judgment & Decision Making: Practiced skills in leveraging available information to make effective decisions with limited time while planning for contingencies and persisting towards solutions that best serve SEO's people and programs. A reputation for soliciting feedback, taking accountability for errors, and internalizing constructive feedback for continuous reflection and improvement.
• Conflict Resolution: An ability to resolve disagreements that arise from differing perspectives, opinions, intentions, and facilitate difficult conversations to drive towards mutually agreeabl e and favorable outcomes for all parties.
• Project Management: An affinity for strategic planning with the ability to break down issues into component pieces, build project work plans, manage timelines, lead cross-functional working teams, evaluate for continuous improvement, and navigate ambiguity all along the way.

COMPENSATION & BENEFITS

SEO offers a competitive compensation package and comprehensive benefits plan including low-cost health, vision, and dental options, a generous holiday schedule and PTO policies, disability coverage, fully paid time off for new parents, and employer contributions to health reimbursement and retirement accounts. We are constantly working to improve our benefits each year based on the needs of our employees . click apply for full job details