Talent Development and Inclusion Strategist - OMSI - Oregon Museum of Science & Industry

The Talent Development & Inclusion Strategist is responsible for the formulation and implementation of staffing strategies that optimize the talent function at OMSI and increase the racial and ethnic diversity of OMSI's paid and volunteer staff.

Primary responsibilities concentrate on five key areas: a) the formulation of recruitment and attraction strategies, including diversification of applicant pipelines and relationship cultivation with promising talent, (b) overseeing and managing hiring practices in collaboration with hiring managers, (c) the design and implementation of training and workshop programs, interventions, and coaching that supports organizational change to enhance inclusion across OMSI; (d) the continual analysis of OMSI's structures, policies, and culture to make progress towards a more multicultural and antiracist organization; and (e) community engagement and partnership building with internal and external groups.

Essential Duties and Responsibilities:

• Staff Recruitment:
  • Focuses efforts in targeted recruitment of professionals of color in support of the OMSI's commitment to multiculturalism and antiracism;
  • Provides consultation to develop culturally relevant materials to market the employment experience and grow OMSI's reputation among communities of color;
  • Sources candidates through recruitment software, social media, OMSI-related mailing lists, relevant employment fairs, and networking;
  • Reaches out to qualified talent of color to introduce OMSI and featured positions. Invites candidates to apply and accompanies them through the selection cycle, managing all communications to support an excellent candidate experience in a culturally sensitive manner;
  • Applies judgment to balance targeted and mass recruitment needs in accordance to the overarching goal of becoming a multicultural and antiracist organization.
• Hiring Practices Management:
  • Oversees and project manages hiring practices in collaboration with organizational leaders in anticipating/planning talent needs and utilizing the most appropriate hiring practices and techniques depending on the scope of each position;
  • Collaborates with hiring manager(s) to conduct labor analysis, review and update job descriptions, create and validate interview questions, and select ideal panelist structure;
  • Supports hiring managers with mitigating biases throughout the interview and selection processes (e.g. facilitating debriefs and making recommendations), participating in screenings and interviews as needed, and completing and collecting necessary documentation for staff requisitions and authorizations;
  • Tracks data points about recruitment efforts, and follows up to make necessary adjustments throughout the recruitment and selection process.
• Staff Learning and Workforce Development:
  • Advances organizational learning and development by co-designing, and implementing professional development programs, which are focused on organizational change, cultural competency, and advancing diversity, equity, and inclusion strategic initiatives (e.g. New Employee Orientation, Panelist Interview Trainings, and Managerial competence development);
  • Provides consultation, coaching, and interventions to supervisors and peers in the area of protected classes as defined by the Equal Employment Opportunity Commission (EEOC);
  • Supports organizational efforts, such as 5-Year Strategic Planning, to integrate community input and practices that improve OMSI's equity-related outcomes;
  • Leads and facilitates various staff-related initiatives, trainings, and workshops in support of OMSI's Equity Action Framework and staff learning and development.
• Staff Engagement, Retention, and Systemic Integration:
  • Collaborates with the rest of the People and Culture team (Human Resources and Volunteer Engagement) to design and implement practices that align the people function with OMSI's strategic plan and values;
  • Tracks and analyzes data, proposes and designs interventions, and collaborates with staff across the organization to improve OMSI's Hiring Practices, with an emphasis on improving the hiring manager and candidate experience;
  • Identifies gaps in the staff experience that disproportionately impacts their sense of belonging, with an emphasis on supporting, navigating, and advocating for communities of color and other traditionally marginalized populations;
  • Generates assessment strategies and tools to ensure strong change management processes;
  • Co-leads the planning, coordination, and facilitation of OMSI's PoC Affinity Group and Mentorship Program with their TD&IS colleague and the VP of People & Culture.
• Community Engagement and Partnership Development:
  • Attends and participates in community events as an OMSI representative, with an emphasis on building and fostering partnerships with individuals, institutions, and community groups in support of OMSI's and the People & Culture division's racial equity goals;
  • Collaborates with the Events team in the planning and activation of OMSI's suite of culturally-specific Community Science Nights (e.g. facilitating internal brainstorming sessions, identifying and connecting with community partners, and making recommendations).

Working Conditions:

• This position is exempt, paid salaried;
• This position is regular full-time scheduled for 40 hours/week;
  • Requires working onsite at the museum location;
  • Requires occasional travel around and outside of the Portland Metro area;
  • Requires working on some weekends, holidays, and/or evenings.
• Physical Demands: 80% sitting, 15% standing, 5% lifting/carrying 20;
• Vision Demands include:
  • Close vision (clear vision at 20 inches of less)
• Environmental Demands include:
  • None
• Noise Levels include:
  • Quiet (examples: library, private office)
  • Moderate (examples: business office with computers and printers, light traffic)

Secondary Responsibilities:

Secondary responsibilities include-but are not limited to-the following:

• Supports The Human Resources Manager and/or the VP of People and Culture with employee relations matters, including but not limited to interventions that support the healing of disparities between intention and impact;
• Provides support to other identity-based employee groups in the organization (design, logistics, and coaching);
• Leads, facilitates, or provides administrative support with AllStaff and Managers meetings, as needed;
• Stays current with diversity-related issues, legislation, and best practices.

Knowledge, Skills, and Abilities:

REQUIREMENTS:

• Business Practices:
  • Excellent interpersonal skills that encourages collaboration, team-building, de-escalation, and accountability with people of diverse talents and backgrounds;
  • Excellent formal and informal communication skills, including strong writing and presentation abilities, with an emphasis on presenting, facilitation, and public speaking;
  • Working knowledge of best practices in staff professional development-mentorship, leadership opportunities for rising professionals, and identifying areas of growth and improvement;
  • Strong knowledge of Microsoft Office, including Word, Excel, and PowerPoint;
  • Ability to adhere to high standards of confidentiality, protocol, and community agreements;
  • Exercises sound judgment while upholding high integrity and ethical standards;
  • Excellent attention to detail with a high degree of accuracy.
• Diversity, Equity, & Inclusion (DEI) Knowledge:
  • Strong knowledge of equity, diversity, inclusion and social justice theory and practical application, including critical theory of systemic oppression, unconscious bias, and personal identity and intersectionality matters;
  • Ability to network, develop, and maintain effective working relations with external and internal contacts in support of racial equity goals and objectives;
  • Knowledge of adult education principles, facilitation, and knowledge-sharing techniques with exceptional presentation skills.
• Change Management:
  • Fortitude to influence systemic change and work, navigate cultural differences with care and grace, and develop and maintain strong working relationships with internal stakeholders;
  • Strong emotional intelligence-such as empathy, self-regulation, and self-advocacy-in order to navigate a predominantly white organization in the process of becoming a more anti-racist and multicultural work environment;
  • Ability to lead, initiate, design, or partner with organizational leaders on strategies, initiatives, programs, or trainings that activate OMSI's Equity Action Framework across the organization.
• Project Management and Data Analysis:
  • Ability to effectively manage and track multiple hiring projects simultaneously with stringent and often overlapping deadlines, with an excellent attention to detail and a high degree of accuracy;
  • Strong data analysis skills and abilities to support survey collection, creation of reports, share outs and presentations, and policy or tactic recommendations;
  • Ability to present project and numerical data effectively, including the ability to clearly present and communicate information to diverse audiences, maintain audience attention, and respond to audience needs.

PREFERENCES:

• General knowledge of Human Resources acumen relative to the functions of recruitment and instructional design;
• Working knowledge of Adobe Suite products;
• Excellent oral and written communication skills in a non-English priority language in Oregon.

Education & Work Experiences:

REQUIREMENTS:

• Demonstrated success working with people of racially and culturally diverse backgrounds different than your own, with an emphasis on communities of color;
• Demonstrated experience and/or the ability to effectively utilize networking and recruitment techniques to attract talent of color, establish and fosters new partnerships, and build rapport with groups traditionally underserved by OMSI;
• Demonstrated experience using adult education principles for design and delivery of training programs for a range of audiences (e.g. size, background, and scope);
• Prior project management and/or coordination experience;
• Track record of establishing or contributing to system and processes improvements.

PREFERENCES:

• Academic degree with a concentration in any of the following: Cultural Studies, Human Resources, Education, Diversity and Inclusion, Organizational Development, or Community Organization / Engagement;
• Experience working with volunteers;
• Human Resources Management/Administration experience;
• Prior experience with change management initiatives.

Additional Requirements/Preferences; Including Licenses and Certifications:

REQUIREMENTS:

• Valid driver's license.
• Pre-employment checks, such as criminal background checks and reference checks.

PREFERENCES:

• None.

Benefits and Perks at OMSI

• Multiple health plans (OMSI pays 86% of employee premiums)
• 403(b) retirement with employer match eligibility
• 2 weeks of vacation per year
• 2 weeks of sick time per year
• 12 personal / cultural days (PTO) per year
• Free annual OMSI Family Membership
• Reciprocal Employee Attractions Pass (REAP)
• Inclusion-centered professional development opportunities
• Employee-led rewards and recognition program
• Discounts on summer programs for employee's children