Description

The Director of Talent Planning & Acquisition leads the design, development and execution of enterprise-wide workforce planning, career pathing, talent acquisition, and succession planning strategies that enable the organization to attract, acquire, and retain the human capital needed to achieve its mission and strategic priorities. Through the lens of the foundation’s DNA, by leveraging workforce insights, and in partnership with leaders, this role strengthens organizational capability and ensures a competitive, future-ready workforce that delivers on WKKF’s strategic plan and organizational ends.

Requirements

KEY ACCOUNTABILITIES/ESSENTIAL FUNCTIONS
 

A director at the foundation generally has the following responsibilities:

• Model and drive leadership, capacity building, accountability, care and concern, strategic thinking and business acumen within respective team(s) and across the foundation.
• Model organizational vision, strategy, values, purpose and culture, both inside and outside the organization.
• Drive results through successful accomplishment of organizational ends and avoidance of executive limitations.    
•  Empower, coach and develop people, modeling agile practices and demonstrating WKKF’s commitment to racial equity, community engagement and leadership.  
• Engage WKKF staff and external constituents, delivering timely, consistent, aligned, authentic communications at all levels. 
• Drive innovation by delivering industry insights and seek out and promote continuous learning and improvement within assigned area(s) of expertise.     
• Deliver high performance through data driven decision making, problem solving, and results focus.
• Serve as an active member of the Steering Committee.

Lead a high performing team:

• Provide clear and consistent communications on roles, responsibilities, and expectations.
• Ensure team effectiveness and provide timely performance feedback and coaching in a manner that engenders performance excellence and strong customer service. 
• Ensure cross-functional training and plan for the team’s staffing requirements. 
• Collaborate with talent and human resources team to attract, retain, develop, and grow diverse talent.

Specifically, the Director of Talent Planning & Acquisition is responsible for the following:

Strategic Talent Planning

In partnership with the THR leadership team:                                       

• Lead an enterprise-wide talent planning strategy aligned with organizational priorities, workforce needs, and long-term business objectives.
• Partner closely with executive and senior leaders to identify current and future workforce requirements, critical capabilities, and talent risks. Leverage insights from internal talent mobility, retirement projections, and other forms of attrition. Monitor labor market trends, talent availability, and workforce analytics to inform talent strategies and decision-making.
•  Support succession planning efforts by identifying future talent needs and partnering on leadership readiness strategies.
• Oversee the implementation of approved networked org structure changes and ensure job architectures, position classifications, and job descriptions remain accurate, current, and aligned with business needs.
• Provide strategic oversight of the foundation’s competency framework by defining critical skills and capabilities needed to support job architecture and ensure organizational success.
• Plan effective ways to introduce career pathway opportunities, balancing organizational needs with employee professional and personal growth to retain top talent.
•  Advance the organization's employer brand and employee value proposition to strengthen its position as an employer of choice.

Talent Acquisition Strategies

•  Lead the organization's talent acquisition strategy, ensuring the attraction, assessment, selection, and onboarding of high-quality talent. Integrate equitable and inclusive practices throughout talent planning and acquisition processes.
•  Oversee recruitment operations, processes, systems, and vendor/search firm relationships to ensure efficiency and effectiveness, enhance the candidate and hiring manager experience, and promote equitable and inclusive hiring practices.
•  Develop innovative sourcing strategies and talent pipelines for critical and hard-to-fill positions.
•  Ensure recruitment practices align with organizational values, build diverse candidate pools, and comply with legal requirements.
•  Create an efficient and positive hiring and pre-boarding experience for new hires and change-boarding experience for internal candidates, in alignment with organizational culture and values.

Analytics, Systems, & Operations

• Establish and oversee policies, guidelines, and platforms related to talent planning and acquisition.
• Optimize applicant tracking, pre-boarding and onboarding systems (e.g., SuccessFactors), in compliance with records retention schedules and federal and state labor laws.
• Establish and monitor key performance indicators related to talent acquisition, workforce planning, candidate experience, and hiring outcomes. Identify trends, risks, and opportunities for improvement.
• Prepare and present talent insights and workforce reports to senior leadership, including monitoring reports on progress and impact.
• Partner with the THR leadership team to ensure integration of workforce planning and organizational strategy. 
• In partnership with the VP of THR, develop and manage budget, including an assessment of available resources and resource requirements. Negotiate and manage vendor contracts and deliverables; oversee vendor compliance and performance.
• Lead special projects and other duties as assigned.