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Director for Talent Management and Organizational Strategy - Georgetown University Law Center
The Director is responsible for talent management and organizational strategy at the Georgetown University Law Center. By understanding and communicating the Dean's vision, the incumbent will identify organizational effectiveness opportunities, build short and long-term business plans, and provide comprehensive and effective strategies for the best utilization of resources and effort.
S/he will serve as a strategic business partner and coordinate employment practices, redefine internal organizational structures, enhance culture, and build systems that deliver desired results. While working with senior leadership across the University this position will strengthen the alignment of business priorities and move initiatives forward.
Reporting to the Associate Vice President and Chief Operating Officer, this position manages the Law Center's Employment Services Team that administers all employment-related transactions and data at the law school. The incumbent will work to align campus priorities with best practices and provide administrative recommendations, identify challenges, and mitigate risk. S/he will ensure that the campus is working off its plans; conduct organizational needs assessments, and develop creative and flexible organizational solutions. While creating transparent and efficient Employment Services procedures the incumbent will ensure the campus is compliant with all federal, local, and University rules and regulations. Duties include, but are not limited to:
Develop plans to increase organizational and operational effectiveness that execute strategic initiatives and objectives.
Design and deliver plans that educate leaders on capabilities and provide solutions that broadly increase overall organizational effectiveness and align with business objectives.
Review organizational requests and implement cost saving measures and capitalize on efficiencies.
Manage organizational change stages, provide strategic designs, and support transformation initiatives, integrations, and leadership transitions.
Liaise with faculty and staff to facilitate organizational, administrative, academic, research, and service initiatives.
Audit and revise internal policies and procedures; make camp us-wide changes and track outcomes.
Talent Management and Mapping
Complete workforce segmentation, analyze skills, and make recommendations to address talent gaps.
Track metrics to measure results of organizational moves, impact, and cost effectiveness.
Design plans to minimize cost per hire and increase retention.
Oversee strategic talent initiatives that include placement (or replacement), engagement, diversity, leadership, and recruiting strategies.
Facilitate University performance process and work with departments to establish performance standards, accountability, and feedback models.
Assist in the development of organizational goals and objectives while focused on the best use of talent across the Law Center campus.
Lead human resources functions, which includes recruitment strategies, employee relations, compensation and classification changes, policy application, internal communications, compliance, and training functions.
Ensure Law Center compliance with federal, local, and University policies, procedures, rules, and regulations.
Maintain in-depth knowledge of legal requirements related to day-to-day management of employees, reducing legal risks and ensuring regulatory compliance.
Work to ensure consistent and accurate interpretation and application of human resources policies and procedures related to employees. Build Law Center specific policies and procedures to help guide the legal community.
Provide guidance for managers and staff on all HR procedures and strategies.
Conduct reviews practices to ensure internal equity. Ensure employment process methods are up to date and efficient.
Develop consistent methodologies for the Law Center workforce and build plans that help solve complex organizational and staffing issues.
Identify current and projected staffing trends and gaps. Recommend changes and anticipate cultural, organizational, and financial risks.
Lead efforts to measure engagement and productivity including key talent metrics.
Direct large-scale change management efforts, administrative design projects, and related efforts with University HR Initiatives.
Provide leadership and strategic direction to rotating leadership positions on workforce goals, objectives, assignments, and performance.
Work to align human capital strategy with business strategy
Mentor, train, and develop staff to manage and measure large-scale projects, and work well within a fast paced and complex community.
Negotiate and implements all human resource actions regarding hiring, terminations, salary, and disciplinary actions.
Leverage technology, develop comprehensive procedures, and clearly communicate with Law Center customers.
Determine priorities for managed functions and hold employees responsible for meeting identified goals and objectives.
Review supporting documentation to ensure requested action(s) are in accordance with University policies.
Utilize teams to plan for and measure large-scale projects, work within a fast-paced environment and solve problems in a complex community.
Deploy comprehensive review procedures for each functional area.
Plan, develop, and deploy communication strategies related to employment services.
Host regular meetings to disseminate information and facilitate discussion.
Other duties as assigned.
Qualifications and Requirements
Bachelor's Degree in business administration, human resource management, organizational development, or related field; Masters preferred
At least 7-10 years of experience in higher education or other nonprofit organization
Proven success in a leadership role
Able to lead, influence, and motivate while exercising discretion and independent judgment in a complex, fast-paced environment
Excellent interpersonal skills to mold teams and develop consensus among different individuals, programs, and departments
The ability to interact effectively with a diverse constituency
Organizational skills with a strong orientation to technical and informational systems
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Georgetown University is an Equal Opportunity/Affirmative Action Employer fully dedicated to achieving a diverse faculty and staff. All qualified applicants are encouraged to apply and will receive consideration for employment without regard to race, color, religion, national origin, age, sex (including pregnancy, gender identity and expression, and sexual orientation) , disability status, protected veteran status, or any other characteristic protected by law.
Georgetown University offers a wide variety of comprehensive and competitive benefits. Benefits packages include comprehensive health, dental and vision plans, disability and life insurance coverage, retirement savings programs, tuition assistance, voluntary insurance options (including group legal, accident, and critical illness), and much more. Whatever your need, the Office of Faculty and Staff Benefits will be standing by to support you. You can learn more about the benefits offered to eligible faculty and staff at https://benefits.georgetown.edu or view the online interactive benefits guide for more information.
Internal Number: JR08622
About Georgetown University
Established in 1789, Georgetown is the nation's oldest Catholic and Jesuit University. Georgetown is one of the world's leading academic and research institutions, offering a unique educational experience that prepares the next generation of global citizens to lead and make a difference in the world.