Director, Talent Management & Development

Attracting Talent

• Manages the recruiting processes and best practices to transform recruiting from an as-needed function to a proactive hiring function.
• Works collaboratively with hiring managers to create a recruiting strategy for their job openings that reflects McGaw’s mission, values and culture.
• Utilizes the Y-USA Cause-Driven Leadership Competency Model to provide hiring managers with guidance and best practices on creating effective job descriptions and attracting qualified candidates. Evaluate job descriptions.
• Collaborates with marketing to create an effective website career page to help promote the McGaw YMCA employer brand.
• Provides guidance on how hiring managers can strategically source potential candidates from diverse backgrounds.
• Works with the HR Generalist and Sr. Director HR to implement the Applicant Tracking system in the Human Resources Information System (HRIS).

Retaining Talent

• Design, implement, and evaluate strategies to improve retention.
• Creates and administers New Employee Orientation.
• Creates an effective employee onboarding process to ensure employees are integrated into the organization and the culture of McGaw. Works with hiring managers to understand how to implement the on-boarding process.
• Oversees and develops employee recognition/rewards program.
• Partners with HR Team & Team Leaders on long-term strategy for employee engagement & retention.
• Manages the Performance Management program. Ensures that performance management practices are consistently administered across the organization.
• Roll out the Y-USA 360 Leadership Competency Assessment.
• Facilitates the proactive development of talent across the organization.
• Designs processes to assure those employee talents are valued, nurtured and managed in the organization.
• Provide ways for employees to connect with other people, groups or organizations. Employee Resource Groups
• Create processes to prepare supervisors and managers to lead and to develop effective relationships with subordinates.

Providing Value to Talent (Training & Development)

• Champions an environment of continuous learning & development for all employees through a variety of programs & practices.

• Serves as subject matter expert and resource for managers and supervisors in employee learning and development.
• Serves as the face of Talent Management for association learning. Communicates with the association employees regarding training events; scholarship opportunities and deadlines.
• Oversees and monitors all association-wide training including, but not limited to YMCA of the USA Leadership Certifications; job skill checklist; educational assistance, Praesidium Child Safety trainings, etc.
• Partners with Team Leaders in designing and developing critical talent-cycle components such as succession planning, professional development, performance management, and career-pathing strategies.
• Develops and conducts trainings to instruct managers, supervisors, and workers in skills such as supervisory skills, conflict resolution and interpersonal communication.
• Conducts trainings for new managers in the area of recruiting & selection and performance management and ensures new managers are given the knowledge, skills, and tools to be successful.
• In collaboration with managers coordinates trainings based on needs of department.
• Drives ongoing learning needs analysis, design, development delivery and evaluation.
• Aligns all internally developed training with the Y-USA Cause-Driven Leadership Competency Model.
• Utilizes HRIS system to track certifications and trainings and owns the process.
• Develops an assessment method for training events. Owns the reporting and communication of training performance metrics.
• In collaboration with HR team provides training to managers and employees on the HRIS system.

Drive Culture

• Advocates for, and institutionalizes, inclusion and diversity; equity and access throughout the organization with staff & volunteers in the development of an impact-based program culture.
• Influences senior leadership to adopt new ideas and approaches.
• Facilitate and coach both leadership and employees through the change management process.
• Administers and utilizes staff survey to determine general employee sentiment and ways of improving McGaw’s culture.
• Leads the Staff Task Force and provides feedback to the Core Team.
• Create culture and engagement strategies to help McGaw foster pride and passion in McGaw’s staff.

Other

• Serves as a member of the Child Safety Task Force
• Educates employees and managers about the tools available on LINK.
• Builds effective supportive working relationships with all McGaw staff. Provides feedback, coaching, guidance and support.
• Works with Sr. Director on analyzing the nature of turnover.
• Additional duties as assigned.