Associate Vice President, Talent Management Strategy and Human Resources Operations

Job Description

Syracuse University, a private research university in Central New York, seeks to hire a talented human resource professional to fill a senior-level leadership position in a centralized human resources structure.

This role allows an experienced human resource professional with exceptional leadership skills to join a team dedicated to transforming how Human Resources supports the University’s mission, vision, and academic priorities.

Reporting to the Senior Vice President & Chief Human Resources Officer, the Associate Vice President Talent Management and HR Operations Strategy will be an executive HR leader who provides strategy and forward-thinking solutions to scale this changed talent landscape, build an agile, high-performance workforce, plus manage the daily operations and administration of HR policies, procedures, compliance protocols, documentation, and reporting.

The AVP will handle staffing, recruitment, development and logistics, performance management, and systems improvement aligned with the University’s goals while emphasizing diversity, equity, access, and inclusion.

Qualifications A bachelor’s degree in human resources management, business administration, or a related field is required.

The preferred candidate will have an advanced degree and at least ten years of experience in creating a strategic talent plan and implementation inclusive of sourcing, recruiting, and staffing with a metric-focused approach to talent management and an understanding of other key elements of HR operations, including benefits, wellness, and compensation.

Experience with various HR systems, social media, online resources, and recruiting process workflows. Strong understanding of HR best practices, benefits, compensation, HR systems and talent acquisition strategies, and workforce development methodologies.

Knowledge of federal, state, and local laws governing employment policies and practices. Job Specific Qualifications

• Transformative, collaborative, flexible, and creative leader;
• Problem-solver with a proven track record of designing and delivering employee-focused service models based on best practices;
• Able to communicate effectively and compellingly to convey meaning, build shared understanding, and advance agendas productively;
• Experienced mentor and advisor to other senior human resources leaders;
• Strong relationship-building skills;
• Able to manage expectations, competing priorities, and organizational agility;
• Possess a high standard of professionalism and personal integrity.

Responsibilities Strategy and Operations

• Oversee and direct HR’s strategic planning and decision-making in setting benefits, compensation, wellness, staff professional development, shared services, and HR systems policies, practices, and projects toward shared vision and goals.
• Strategically manage relationships, lead staff, and sustain a commitment to change management approach, process, and strategy;

design, lead, implement, and communicate large-scale initiatives.

• Create and implement a comprehensive talent acquisition strategy with human resources colleagues and senior leaders across the University.
• Design and execute a talent management plan that includes recruitment strategies to attract, evaluate, and hire top talent by continuously improving sourcing pipelines and building community partnerships.
• Participate in the University’s strategic planning regarding employee development and engagement and special projects to develop operational objectives, systems, procedures, and reporting to evaluate the effectiveness of such initiatives.
• Evaluate and advise on the impact of long-range planning of new programs / initiatives and regulatory action(s) as those initiatives impact the University’s attraction, motivation, development, and retention of the people resources.

Workforce Engagement and Experience

• Cultivate a team culture that upholds innovation, experimentation, lifelong learning, personal and institutional growth, and cultural agility to ensure high levels of service and performance.
• Promote and ensure an institutional commitment to diversity, equity, access, and inclusion is realized in all workforce planning and development aspects, fostering an affirming and welcoming workplace.
• Identify talent and skills gaps for key roles and build and maintain talent pipelines of potential and past candidates for future staffing needs.
• Educate and coach hiring managers on the available talent pool, recruiting best practices, and their role in supporting and enforcing the University’s hiring policies, procedures, and values.
• Lead, develop, inspire, and support the HR workforce in their performance and growth as they advance the HR and University mission and priorities.

Organizational Learning, Development, and Training

• Design and implement new and enhanced talent development program(s) to grow employees’ skills, capabilities, and careers.
• Identify training needs, create training modules, and collaborate with the Learning and Development team to deliver impactful learning experiences.
• Mentor and coach high-potential employees and foster a culture of career growth, continuous learning, and development.
• Develop onboarding templates and ensure proper training and integration plans for new hires.

Workforce Analytics and Planning

• Utilize data-driven insights to assess workforce trends, staff engagement, and retention rates, and collaborate with leaders to analyze data and develop workforce strategies.
• Continually assess the competitiveness of all HR programs and practices against the relevant comparable organizations, industries, and employment markets and take corrective actions as necessary.
• Develop and implement human resources planning models aligning with schools’ / colleges’ / units’ interests to identify competencies and skills gaps, anticipate future staffing needs, forecast scenarios, and associated programs to fill the gaps.
• Research, recommend, and implement new tools and software for greater efficiencies and effectiveness, including consideration of a new Applicant Tracking System.

Other Duties

Consistent with HR leadership practices, the individual will participate in other Human Resources duties as assigned.

Physical Requirements

• Tools / Equipment *
30+ days ago