TALENT AND HUMAN RESOURCES MANAGER

Size: px
Start display at page:

Download "TALENT AND HUMAN RESOURCES MANAGER"

Transcription

1 TALENT AND HUMAN RESOURCES MANAGER The W.K. Kellogg Foundation is recruiting for a Talent and Human Resources Manager to lead and manage learning and development initiatives to support and advance the foundation s mission. Reporting to the Vice President of Talent and Human Resources, the portfolio for the Talent and HR Manager includes a dynamic range of duties spanning from strategy development and thought leadership to tactical day-to-day talent operations and generalist HR duties. The ideal candidate will be motivated by the W.K. Kellogg Foundation s mission and contributor role as described with the relationship skills, experience, mindset, knowledge and education to collaboratively lead and manage a holistic talent development program. The passion for the mission and service to the greater good must be coupled with the ability to connect and align priorities with the foundation s strategic goals. History and mission The W.K. Kellogg Foundation was founded in 1930 as an independent, private foundation by breakfast cereal pioneer Will Keith Kellogg, is among the largest philanthropic foundations in the United States. Guided by the belief that all children should have an equal opportunity to thrive, the foundation works with communities to create conditions for vulnerable children so they can realize their full potential in school, work and life. The Kellogg Foundation is based in Battle Creek, Michigan, and works throughout the United States and internationally, as well as with sovereign tribes. Special emphasis is paid to priority places where there are high concentrations of poverty and where children face significant barriers to success. The foundation priority places in the U.S. are in Michigan, Mississippi, New Mexico and New Orleans; and internationally, are in Mexico and Haiti. In recent years the Kellogg Foundation has sharpened its focus, concentrating on three key factors of success and their intersections: education and learning; food, health and well-being; and family economic security. Across these three areas, the foundation has sought opportunities to promote racial equity and healing, build a critical mass of engaged volunteers, and expand the reach and influence of the philanthropic community. Poised for continued expansion, the foundation is enhancing its deep commitment to and investment in recruiting, developing and retaining best-in-class professionals to advance its mission. For more information about the Kellogg Foundation, visit

2 Scope: Talent Development and Management The W.K. Kellogg Foundation recognizes that active investment in the recruitment, development and retention at all levels of its approximately 200 staff members is critical to the success of its mission within the context of a constantly changing landscape in philanthropy. There are many areas of recent and anticipated change at the foundation including a new president and governance model; continued staff growth and a continual increase of focus on measuring impact. The Talent and Human Resources team works collaboratively to effectively serve the greater organization through the full range of coordinated HR disciplines: staff planning; recruiting; employee relations; talent learning and development; performance management; compensation; benefits; compliance; racial equity, diversity and inclusion; and the information systems for all HR-related records and data. Vision for success: Opportunities and Challenges The Talent and HR Manager will join an extraordinary team of professionals deeply committed to advancing the mission of improving health and well-being for all children. Reporting to the VP of Talent and Human Resources and working in close collaboration with the HR team, Learning Committee and various key stakeholders, the Manager will assess current talent development programs and initiatives; develop and execute new programs and initiatives; and serve as a thought leader and trusted advisor for the staff. Four identified areas of focus include: 1.) Strategy for learning outcomes. Assess and build upon the current talent development strategies across the foundation. This will involve learning what is currently working / not working with an eye on continuous improvement while honoring the history and legacy of the foundation. Specifics include: tying learning strategies to broader organizational goals and HR and related programs; developing and recommending tactical plans for delivery such as coordinated project timelines, build, borrow or buy tactics, appropriate vendor vetting and selection; and in-house development and delivery. The challenges include: competing priorities for time, attention and budget; multiple areas of ongoing change within the foundation itself and in the field of philanthropy in general; and a wide range of diverse needs of individuals and departments within the foundation. 2.) Learning culture. Lead efforts to build a culture of learning and development that integrates WKKF s mission to all aspects of program enhancement and outcomes and also empowers and encourages WKKF professionals at all levels to broaden, deepen, and diversify their skill and knowledge. Learning and development programs must all be based on the ideal of having an unconditional positive regard for the individual employees. As a subject matter expert and in collaboration with the VP of HR and key leadership, s/he will align the learning strategy to broader organizational goals. Key deliverables include: the design, development and initiation of specialized learning programs to build the required professional and technical proficiencies; assess, create and adjust training curriculum in response to organizational needs, staff input and

3 feedback, and new available offerings and programs. The challenges include: developing and implementing a comprehensive and yet practical learning culture that addresses technical, content knowledge and relationship-based learning and development; accommodates different learning styles; and optimizes opportunities to serve the mission of the foundation and personal development of the individual. 3.) Thought leadership in philanthropy and the community. Support and contribute to an approach to mission fulfillment that inspires service and shared learning to communities and the philanthropic community. The current central areas of focus areas are: Art and Science of Grantmaking, Ethics, Culture and Compliance, Racial Equity, Diversity and Inclusion and Customer Service. The charge for the Talent and HR manager will be to review, revise and enhance existing programs and coordinate new related initiatives and strategies. The challenges are in developing and maintaining a collaborative approach that supports and encourages: a shared vision for continuous improvement; a critical and challenging mindset, the ability and discipline to evaluate, systematically measure progress, and adjust / adapt as needed. The manager s role would support these efforts through assessment, individual and group coaching, facilitation and mapping of both process and progress. 4.) Technology. Utilize new or existing technologies and delivery systems to streamline existing learning and development offerings and ensure professional development is accessible to the entire WKKF team. The Talent and HR manager will provide leadership with strategic, functional and technical expertise on HRIS and HR analytics to support effective measurement of related performance. This will involve coordinating with the HR team and Information Systems and Technology on the further development and roll-out of an LMS, integrated performance management and goal setting modules, and technical requirements for delivery, communication and evaluation of talent development programs. First-Year Deliverables Within the first year, the Manager will be expected to provide guidance to the Executive Council as well as be able to articulate the vision for the learning and development programs. To this s/he must: Understand how the W.K. Kellogg Foundation operates including its history and values. For anyone new to philanthropy, an understanding of grantmaking in general. Learn about the organizational culture as a whole. Develop trusting consultative relationships with key stakeholders and establish credibility with all levels of management to enable successful implementation of initiatives. Evaluate existing talent and drive changes to insure the appropriate level of skills and experience needed to accomplish the organization s short and long-term goals. Build and guide development for key people/positions including skill gap analysis. Through listening and guided inquiry, determine the top priorities for talent development and begin building a program to support the plan. With an eye to adult learning, the talent development plan

4 will span across the aspirational goals of a true learning organization through the feet on the ground technical training needed for an up-to-date competent workforce. Qualifications: Profile of the ideal candidate The ideal candidate will be motivated by the W.K. Kellogg mission and contributor role as described with the relationship skills, experience, mindset, knowledge and education to collaboratively lead and manage a holistic talent development program. The passion for the mission and service to the greater good must be coupled with the ability to connect and align priorities with the foundation s strategic goals. The following qualifications and attributes are the required or strongly preferred attributes of an ideal candidate. These are organized by category, not by level of importance. The intent for this list is to both inform candidates of ideal and to attract candidates with as many of these qualifications as possible. Not all the qualifications are designated as being required or preferred. For these, the aggregate and combination of skills and experience will be used to assess candidates. Education, certification and years of experience Master s degree in a related field, with 8+ years of related experience, a demonstrated understanding of foundation, mission-related or not-for-profit administration and relevant certifications (e.g. CPLP, PHR/SPHR, SHRM-CP/SCP) is preferred. Bachelor s degree with 5 years minimum related experience as well as a commitment to fulfill the preferred list above is required. Demonstrated Expertise Expertise in the design, development and implementation of talent management strategies, programs, best practices and processes. Significant skill in the areas of linking learning and development programs to organizational outcomes including competency development, design and delivery of evaluation of learning programs, recruitment, performance management and other HR programs such as total rewards, policy and internal communications. Balanced abilities in strategic thinking, intellectual curiosity and execution/project management - Strategic thinking: the ability to engage in strategic, creative and conceptual thinking and support recommendations with facts and data. Demonstrated capacity to translate concept and strategies into action including creating and launching well-defined and operationally efficient systems, practice and processes. - Intellectual curiosity: understands both the issues and theories but also understand other s thought processes and insight positive contagions of learning and creativity. - Execution: strong project management skills including the ability to multitask and meet targets within designated budgets and timeframes. Demonstrated adaptability, flexibility

5 and resourcefulness in setting priorities and in managing both time and resources in a dynamic environment. Excellent communication skills including oral, written, presentation, facilitation and listening. Ability to effectively listen, collect, analyze, interpret, synthesize, translate and present data, information, feedback, findings and plans to broad and diverse audiences. Experience, skill and knowledge with e-learning platforms including developing, launching, promoting, managing and administering is preferred. Leadership, Interpersonal skills, and mindset The gravitas of a thought leader and adaptability to be a strong team collaborator. An optimistic and inspiring outlook with a sense of humor, low ego, high integrity, perseverance, and the patience and wisdom to work effectively in a demanding and highly rewarding field of work. Excellent interpersonal and relationship building skills, and a work style combining respectful collaboration with disciplined productivity. The demonstrated ability to communicate and work effectively across and at all levels within the organization and with external vendors, partners and constituents is required. Highly developed emotional intelligence and active listening skills. The ability to have authentic dialogue, maintain sensitivity and uphold integrity and trust by maintaining confidentiality, discretion and an unconditional positive regard for others. An enthusiastic, collaborative, hands-on approach to developing, motivating and supporting a diverse, high-performing, talented, committed staff. Demonstrated commitment to inclusive practices in communicating, hiring, retention and talent development programs is required. Ability to thrive and achieve results without close oversight while remaining open and flexible to input and direction from multiple stakeholders. WKKF is an Equal Opportunity Employer and shall continue to adhere to principles of Equal Employment Opportunity to ensure that all applicants and employees are considered for hire, promotion, pos8ition status and other employment actions without regard to race, religion, color, national origin, age, gender, handicap, genetic information or veteran status. Compensation: An attractive compensation package will be provided to the successful candidate. Generous and comprehensive employee benefits package. To Apply All inquiries, nominations, letters and resumes may be submitted to: Ellen Romberg, Partner Battalia Winston Electronic submission of credentials is required.

Talent Development Lead Battle Creek, Michigan

Talent Development Lead Battle Creek, Michigan Talent Development Lead Battle Creek, Michigan EXECUTIVE SUMMARY The W.K. Kellogg Foundation (WKKF) founded in 1930 as an independent, private foundation by breakfast cereal pioneer, Will Keith Kellogg,

More information

POSITION NARRATIVE Vice President of Policy & Strategy First 5 LA

POSITION NARRATIVE Vice President of Policy & Strategy First 5 LA BACKGROUND POSITION NARRATIVE Vice President of Policy & Strategy First 5 LA First 5 LA is a leading early childhood advocate organization created by California voters to invest Proposition 10 tobacco

More information

HUMAN SERVICES MANAGEMENT COMPETENCIES

HUMAN SERVICES MANAGEMENT COMPETENCIES HUMAN SERVICES MANAGEMENT COMPETENCIES A Guide for Non-Profit and For Profit Agencies, Foundations and Academic Institutions Prepared by: Anthony Hassan, MSW, Ed.D. William Waldman, MSW Shelly Wimpfheimer,

More information

The Johns Hopkins University Human Resources Competency Dictionary

The Johns Hopkins University Human Resources Competency Dictionary The Johns Hopkins University Human Resources Competency Dictionary JHU Human Resources Competencies (Applies to All HR Functional Areas) Business Partnership and Consultation Ethics and values Decision

More information

www.thiel.edu Dean of Enrollment

www.thiel.edu Dean of Enrollment 75 College Avenue Greenville, PA 16125 www.thiel.edu Dean of Enrollment Search Prospectus Fall 2015 www.thiel.edu/deanofenrollment Thiel College in Greenville, Pa., invites nominations and applications

More information

Position Description BUSINESS ASSOCIATE PROGRAM CLASS OF 2015 THE COMPANY OUR CULTURE GROWTH AND DEVELOPMENT BUSINESS ASSOCIATE ROLES

Position Description BUSINESS ASSOCIATE PROGRAM CLASS OF 2015 THE COMPANY OUR CULTURE GROWTH AND DEVELOPMENT BUSINESS ASSOCIATE ROLES BUSINESS ASSOCIATE PROGRAM CLASS OF 2015 THE COMPANY Tracing our roots to 1928, Wellington Management Company, LLP is one of the world s largest independent investment management firms. With US$904 billion

More information

Pima Community College District. Vice Chancellor of Human Resources

Pima Community College District. Vice Chancellor of Human Resources Pima Community College District Vice Chancellor of Human Resources Pima Community College seeks an innovative and strategic leader as Chief Human Resources Officer (CHRO). For more than 40 years, Pima

More information

Vice President for Enrollment Management

Vice President for Enrollment Management 75 College Avenue, Greenville, Pennsylvania 16125 724-589-2000 www.thiel.edu Vice President for Enrollment Management Search Prospectus Oct. Nov. 2013 www.thiel.edu/vpem_search Vice President for Enrollment

More information

Alabama Standards for Instructional Leaders

Alabama Standards for Instructional Leaders Alabama Standards for Instructional Leaders To realize the mission of enhancing school leadership among principals and administrators in Alabama resulting in improved academic achievement for all students,

More information

SAN JACINTO COLLEGE JOB DESCRIPTION

SAN JACINTO COLLEGE JOB DESCRIPTION SAN JACINTO COLLEGE JOB ESCRIPTION TITLE: EPARTMENT: Vice President, Human Resources Human Resources SECURITY SENSITIVE: Yes FLSA STATUS 1 : Exempt GRAE: 38 FUNCTION: Provides leadership, management, and

More information

Position Title: Business Development Manager (BDM) Department: Business Development. Reports to: Vice President, Business Development

Position Title: Business Development Manager (BDM) Department: Business Development. Reports to: Vice President, Business Development Position Title: Business Development Manager (BDM) Department: Business Development Reports to: Vice President, Business Development Overall Responsibilities The Business Development Manager is responsible

More information

SAN JACINTOCOLLEGE JOB DESCRIPTION

SAN JACINTOCOLLEGE JOB DESCRIPTION SAN JACINTOCOLLEGE JOB DESCRIPTION TITLE: DEPARTMENT: Vice Chancellor, Human Resources Human Resources SECURITY SENSITIVE: Yes FLSA STATUS 1 : Exempt GRADE: 45 FUNCTION: As a member of the strategic leadership

More information

HUMAN RESOURCES ROLE IN HELPING MAKE UC SANTA CRUZ A WORLD-CLASS RESEARCH UNIVERSITY AND A GREAT PLACE TO WORK

HUMAN RESOURCES ROLE IN HELPING MAKE UC SANTA CRUZ A WORLD-CLASS RESEARCH UNIVERSITY AND A GREAT PLACE TO WORK HUMAN RESOURCES ROLE IN HELPING MAKE UC SANTA CRUZ A WORLD-CLASS RESEARCH UNIVERSITY AND A GREAT PLACE TO WORK SAM CONNALLY, CANDIDATE ASSISTANT VICE CHANCELLOR FOR STAFF HUMAN RESOURCES NOVEMBER 13-14,

More information

Job Title: Executive Director of Organizational and Professional Learning

Job Title: Executive Director of Organizational and Professional Learning Equal Opportunity Employer Job Description Job Title: Executive Director of Organizational and Professional Learning Reports to: Chief Academic Officer Department: Teaching and Learning Number of Days:

More information

Chief Diversity Officer Office of Diversity and Inclusive Excellence Position Description

Chief Diversity Officer Office of Diversity and Inclusive Excellence Position Description Chief Diversity Officer Office of Diversity and Inclusive Excellence Position Description San José State University invites nominations and applications for the newly created position of Chief Diversity

More information

Human Resources Management Program Standard

Human Resources Management Program Standard Human Resources Management Program Standard The approved program standard for Human Resources Management program of instruction leading to an Ontario College Graduate Certificate delivered by Ontario Colleges

More information

Arkansas Teaching Standards

Arkansas Teaching Standards Arkansas Teaching Standards The Arkansas Department of Education has adopted the 2011 Model Core Teaching Standards developed by Interstate Teacher Assessment and Support Consortium (InTASC) to replace

More information

North Carolina Professional Teaching Standards

North Carolina Professional Teaching Standards North Carolina Professional Teaching Standards For every student in North Carolina, a knowledgeable, skilled compassionate teacher...a star in every classroom. As Approved by the State Board of Education

More information

Becoming a Trusted HR Advisor

Becoming a Trusted HR Advisor Becoming a Trusted HR Advisor Prepared by Consulting/Talent & Rewards HR Effectiveness Presentation to University of California Topics for Today The Changing Role of HR in Organizations Today What s Getting

More information

OPPORTUNITY PROFILE. Manager, HR Consulting

OPPORTUNITY PROFILE. Manager, HR Consulting OPPORTUNITY PROFILE Manager, HR Consulting THE ORGANIZATION INSURANCE CORPORATION OF BRITISH COLUMBIA The Insurance Corporation of British Columbia (ICBC) is a provincial Crown corporation established

More information

Performance Factors and Campuswide Standards Guidelines. With Behavioral Indicators

Performance Factors and Campuswide Standards Guidelines. With Behavioral Indicators Performance Factors and Campuswide Standards Guidelines With Behavioral Indicators Rev. 05/06/2014 Contents PERFORMANCE FACTOR GUIDELINES... 1 Position Expertise... 1 Approach to Work... 2 Quality of Work...

More information

*Performance Expectations, Elements and Indicators

*Performance Expectations, Elements and Indicators C o m m o n C o r e o f L e a d i n g : Connecticut School Leadership Standards *Performance Expectations, Elements and Indicators *For further information, visit: http://www.sde.ct.gov/sde/cwp/view.asp?a=2641&q=333900

More information

Talent Development Coordinator Job Description

Talent Development Coordinator Job Description Talent Development Coordinator Job Description Company: Northwestern Michigan College Salary Grade: 14 Functional Job Title: Talent Development Coordinator Effective Date: 9/23/2013 Functional Job Code:

More information

PERFORMANCE EXPECTATION 1: Vision, Mission, and Goals

PERFORMANCE EXPECTATION 1: Vision, Mission, and Goals PERFORMANCE EXPECTATION 1: Vision, Mission, and Goals PERFORMANCE EXPECTATION 1: Vision, Mission, and Goals Education leaders ensure the achievement of all students by guiding the development and implementation

More information

CLASS SPECIFICATION Human Resources Director. Nonrepresented/All Bureau Directors hired after December 31, 2000 are exempt from Civil Service

CLASS SPECIFICATION Human Resources Director. Nonrepresented/All Bureau Directors hired after December 31, 2000 are exempt from Civil Service City of Portland Job Code: 30000409 CLASS SPECIFICATION Human Resources Director FLSA Status: Union Representation: Exempt Nonrepresented/All Bureau Directors hired after December 31, 2000 are exempt from

More information

Project Manager Job Descriptions

Project Manager Job Descriptions Promotion Criteria Position Overview Statement Principal Duties and Responsibilities PROJECT MANAGER Admin Level 4 Typically >8 years in increasing responsible IT leadership role; typically managed one

More information

Morehouse School of Medicine

Morehouse School of Medicine Morehouse School of Medicine Strategic Plan March 2015 1 STRATEGIC FRAMEWORK Mission, Vision, Core Values, Goals 2 Strategic Structure Each Statement Lays the Foundation for the Next Vision Vision Goals

More information

Resurrection Metropolitan Community Church Church Administrator Position Description and Purpose

Resurrection Metropolitan Community Church Church Administrator Position Description and Purpose Resurrection Metropolitan Community Church Church Administrator Position Description and Purpose Reports to: Senior Pastor Supervises: Operation Staff and Volunteer Team Leads Part of: Executive Team Revised:

More information

Succession Planning Process

Succession Planning Process Planning Process INTRODUCTION planning is a systematic approach to: Building a leadership pipeline/talent pool to ensure leadership continuity Developing potential successors in ways that best fit their

More information

Business Associate Program Class of 2016

Business Associate Program Class of 2016 A TRUSTED ADVISER AND STRATEGIC PARTNER TO CLIENTS WORLDWIDE Wellington Management LLP Tracing our roots to 1928, Wellington Management Company LLP is one of the world s largest independent investment

More information

American Institute of Architecture Students. Executive Director Position Profile

American Institute of Architecture Students. Executive Director Position Profile American Institute of Architecture Students Executive Director Position Profile April 2010 This profile provides information about the American Institute of Architecture Students (AIAS) and the position

More information

Interview Guide for Hiring Executive Directors. April 2008

Interview Guide for Hiring Executive Directors. April 2008 Interview Guide for Hiring Executive Directors April 2008 Introduction This interview guide has been developed to help the Board of Directors of Big Brothers Big Sisters agencies interview candidates for

More information

Position Description Senior Associate Dean and Chief Operating Officer of the Darden Graduate School of Business Administration University of Virginia

Position Description Senior Associate Dean and Chief Operating Officer of the Darden Graduate School of Business Administration University of Virginia Position Description Senior Associate Dean and Chief Operating Officer of the Darden Graduate School of Business Administration University of Virginia May 6, 2013 The Darden School of Business at the University

More information

PRO-NET. A Publication of Building Professional Development Partnerships for Adult Educators Project. April 2001

PRO-NET. A Publication of Building Professional Development Partnerships for Adult Educators Project. April 2001 Management Competencies and Sample Indicators for the Improvement of Adult Education Programs A Publication of Building Professional Development Partnerships for Adult Educators Project PRO-NET April 2001

More information

Colorado Professional Teaching Standards

Colorado Professional Teaching Standards Colorado Professional Teaching Standards Standard I: Teachers demonstrate knowledge of the content they teach a. Teachers provide instruction that is aligned with the Colorado Academic Standards and their

More information

POSITION SPECIFICATION ENTERPRISE ARCHITECT UK&I

POSITION SPECIFICATION ENTERPRISE ARCHITECT UK&I POSITION SPECIFICATION ENTERPRISE ARCHITECT UK&I THE POSITION The Enterprise Architect will be supporting the Experian Consumer Services UK&I Architecture functions and processes. The Enterprise Architect

More information

Crosswalk of the New Colorado Principal Standards (proposed by State Council on Educator Effectiveness) with the

Crosswalk of the New Colorado Principal Standards (proposed by State Council on Educator Effectiveness) with the Crosswalk of the New Colorado Principal Standards (proposed by State Council on Educator Effectiveness) with the Equivalent in the Performance Based Principal Licensure Standards (current principal standards)

More information

OPPORTUNITY PROFILE. Associate Dean Executive Education

OPPORTUNITY PROFILE. Associate Dean Executive Education OPPORTUNITY PROFILE Associate Dean Executive Education THE ORGANIZATION - ALBERTA SCHOOL OF BUSINESS EXECUTIVE EDUCATION The Alberta School of Business is one of the world s leading institutions in business

More information

Candidate Search. Senior Director of Marketing & Digital Strategy

Candidate Search. Senior Director of Marketing & Digital Strategy Candidate Search Senior Director of Marketing & Digital Strategy Client Overview The International Society for Technology in Education (ISTE ) has retained Viaspire to search for highly experienced candidates

More information

Executive Director Year Up Philadelphia

Executive Director Year Up Philadelphia LEADERSHIP PROFILE Year Up Philadelphia To close the Opportunity Divide by providing urban young adults with the skills, experience, and support that will empower them to reach their potential through

More information

CARLETON UNIVERSITY POSITION DESCRIPTION. Position Title: Manager, HR Systems Position No.: 298879. Approved by:

CARLETON UNIVERSITY POSITION DESCRIPTION. Position Title: Manager, HR Systems Position No.: 298879. Approved by: CARLETON UNIVERSITY POSITION DESCRIPTION Position Title: Manager, HR Systems Position No.: 298879 Reports to: Department: Assistant Director HR, Talent Programs Human Resources Approved by: (Incumbent/Date)

More information

FOUNDATION ADVISORY SERVICES

FOUNDATION ADVISORY SERVICES FOUNDATION ADVISORY SERVICES Pursuing your philanthropic vision for your private foundation Philanthropic Solutions COMPREHENSIVE ADVICE AND SOLUTIONS FROM U.S. TRUST Philanthropic planning Foundation

More information

Business Systems Analyst Job Family

Business Systems Analyst Job Family Promotion Criteria Entry level requires several years of work experience, either in a business area, or programmer with involvement in business systems. Demonstrated ability to learn and apply technology.

More information

Section Three: Ohio Standards for Principals

Section Three: Ohio Standards for Principals Section Three: Ohio Standards for Principals 1 Principals help create a shared vision and clear goals for their schools and ensure continuous progress toward achieving the goals. Principals lead the process

More information

Cornerstone Counseling Center of Chicago Employment Opportunities Spring 2014

Cornerstone Counseling Center of Chicago Employment Opportunities Spring 2014 Cornerstone Counseling Center of Chicago Employment Opportunities Spring 2014 Organization Description: Cornerstone Counseling Center of Chicago (CCCOC) is a full service psychological and counseling agency

More information

CERTIFICATIONS IN HUMAN RESOURCE MANAGEMENT PROFESSIONAL HRMP EXAM CONTENT OUTLINE

CERTIFICATIONS IN HUMAN RESOURCE MANAGEMENT PROFESSIONAL HRMP EXAM CONTENT OUTLINE CERTIFICATIONS IN HUMAN RESOURCES» HRMP HUMAN RESOURCE MANAGEMENT PROFESSIONAL HRMP EXAM CONTENT OUTLINE HRMP EXAM CONTENT OUTLINE AT-A-GLANCE HRMP EXAM WEIGHTING BY FUNCTIONAL AREA:» HR as a Business

More information

Applicants for administrative staff employment with Debevoise & Plimpton LLP

Applicants for administrative staff employment with Debevoise & Plimpton LLP Date: November 13, 2014 To: Applicants for administrative staff employment with From: Human Resources Thank you for inquiring about administrative staff employment opportunities with Debevoise & Plimpton

More information

CALIFORNIA PRELIMINARY ADMINISTRATIVE CREDENTIAL EXAMINATION (CPACE)

CALIFORNIA PRELIMINARY ADMINISTRATIVE CREDENTIAL EXAMINATION (CPACE) Education Code section 44270.5 allows an examination alternative to the Administrative Services preparation program as long as the examination is aligned with the current Administrative Services Program

More information

Component 4: Organizational Leadership & Governance

Component 4: Organizational Leadership & Governance Component 4: Organizational Leadership & Governance Scope: Lead your local United Way to successfully fulfill its mission, and in doing so, garner trust, legitimacy and support from the local community

More information

Course Description (Master of Human Resource Management) MHRM

Course Description (Master of Human Resource Management) MHRM Course Description (Master of Human Resource Management) MHRM Programme Compulsory Courses: BA 601 - Scientific Research and Statistical Analysis Business research is crucial in building graduate capabilities

More information

Permission to Reproduce

Permission to Reproduce Business Human Resources Program Standard The approved program standard for Business Human Resources program of instruction leading to an Ontario College Diploma delivered by Ontario Colleges of Applied

More information

We Fight Cancer: Care That Never Quits

We Fight Cancer: Care That Never Quits We Fight Cancer: Care That Never Quits Cancer Treatment Centers of America (CTCA ) delivers an extraordinary patient experience we call Patient Empowered Care. We deliver state-of-the-art, high quality

More information

Founding Executive San Francisco Bay Area Learning Hub

Founding Executive San Francisco Bay Area Learning Hub Founding Executive San Francisco Bay Area Learning Hub Executive Summary Northeastern University seeks an entrepreneurial, innovative, and dynamic leader to serve as the Founding Executive of its first

More information

THE NATIONAL HUMAN SERVICES ASSEMBLY President and CEO Washington, DC

THE NATIONAL HUMAN SERVICES ASSEMBLY President and CEO Washington, DC THE NATIONAL HUMAN SERVICES ASSEMBLY President and CEO Washington, DC EXECUTIVE SUMMARY The National Human Services Assembly (the National Assembly), the premier professional association for the nation

More information

Superintendent Effectiveness Rubric*

Superintendent Effectiveness Rubric* Public Document 3 Purpose: Outlines the standards that are the foundation for the evaluation. Name of Superintendent: Date: Performance Rating Scale: Distinguished (4) Accomplished (3) standards for most

More information

ASAE s Job Task Analysis Strategic Level Competencies

ASAE s Job Task Analysis Strategic Level Competencies ASAE s Job Task Analysis Strategic Level Competencies During 2013, ASAE funded an extensive, psychometrically valid study to document the competencies essential to the practice of association management

More information

Role Profile. Ministry of Technology, Innovation and Citizens Services. Assistant Deputy Minister Integrated Workplace Solutions.

Role Profile. Ministry of Technology, Innovation and Citizens Services. Assistant Deputy Minister Integrated Workplace Solutions. Ministry of Technology, Innovation and Citizens Services Assistant Deputy Minister Integrated Workplace Solutions Victoria Ministry Overview The Ministry of Technology, Innovation and Citizens Services

More information

Senior Human Resources Business Partner

Senior Human Resources Business Partner Career Service Authority Senior Human Resources Business Partner Page 1 of 6 GENERAL STATEMENT OF CLASS DUTIES Functions as a strategic human resources consultant, where an agency human resources team

More information

HRCI Recertification Credits

HRCI Recertification Credits HRCI Recertification Credits last updated: November 2013 SkillSoft is an HR Certification Institute Approved Provider. Being an HR Certification Institute Approved Provider gives recertification candidates

More information

Self-Assessment Duval County School System. Level 3. Level 3. Level 3. Level 4

Self-Assessment Duval County School System. Level 3. Level 3. Level 3. Level 4 Standard 1: Purpose and Direction 1.1 The system engages in a systematic, inclusive, and comprehensive process to review, revise, and communicate a system-wide propose for the student success. The system

More information

EXECUTIVE BEHAVIORAL INTERVIEW GUIDE

EXECUTIVE BEHAVIORAL INTERVIEW GUIDE EXECUTIVE BEHAVIORAL INTERVIEW GUIDE INTERVIEW GUIDE INSTRUCTIONS: This Interview Guide is intended to help hiring executives conduct behavioral interviews for executive classifications covered by the

More information

POSITION SPECIFICATION. Executive Director Chicago

POSITION SPECIFICATION. Executive Director Chicago POSITION SPECIFICATION Executive Director Chicago POSITION SUMMARY Opportunity: Department: Title: FLSA Status: Reports to: Location: Full-time Position at Cradles to Crayons Administration Executive Director

More information

BLACK PHILANTHROPY INITIATIVE: Capitalizing on momentum

BLACK PHILANTHROPY INITIATIVE: Capitalizing on momentum BLACK PHILANTHROPY INITIATIVE: Capitalizing on momentum BACKGROUND The mission of the Winston-Salem Foundation is to invest in our community by making philanthropy and its benefits available to all. In

More information

GLOBAL FINANCIAL PRIVATE CAPITAL, LLC. Job Description. JOB TITLE: Compliance Director

GLOBAL FINANCIAL PRIVATE CAPITAL, LLC. Job Description. JOB TITLE: Compliance Director GLOBAL FINANCIAL PRIVATE CAPITAL, LLC Job Description JOB TITLE: Compliance Director SUMMARY: This position is primarily responsible for serving as the manager and supervisor within the Compliance Department

More information

The Evolution of the HR Business Partner Role

The Evolution of the HR Business Partner Role The Evolution of the HR Business Partner Role A Process for Assessing and Transforming the HR Business Partner in a Shared Services Model June 2012 Copyright 2012 by ScottMadden, Inc. All rights reserved.

More information

HUMAN RESOURCES MANAGER DESCRIPTION OF WORK: Knowledge Professional and Organizational. Leadership/Human Resources Management. Program Management

HUMAN RESOURCES MANAGER DESCRIPTION OF WORK: Knowledge Professional and Organizational. Leadership/Human Resources Management. Program Management HUMAN RESOURCES MANAGER DESCRIPTION OF WORK: Employees in this banded class provide leadership and supervision to professional/technical staff in the delivery of a contemporary human resources program(s)

More information

Talent Management JOB CLASS: Manager PAY GRADE: 19 EXEMPT STATUS: Exempt DATE: 4/16/2015

Talent Management JOB CLASS: Manager PAY GRADE: 19 EXEMPT STATUS: Exempt DATE: 4/16/2015 JOB DESCRIPTION: MANAGER, HUMAN RESOURCE INFORMATION SYSTEMS (HRIS) DEPARTMENT: Talent Management-Human Executive Director, REPORTS TO: Resources Talent Management JOB CLASS: Manager PAY GRADE: 19 EXEMPT

More information

ONTARIO UNIVERSITY ATHLETICS

ONTARIO UNIVERSITY ATHLETICS ONTARIO UNIVERSITY ATHLETICS SPORT PROGRAMMING MANAGER Ontario University Athletics, representing twenty member institutions and over 9,000 student-athletes is responsible to oversee and organize interuniversity

More information

Utah Educational Leadership Standards, Performance Expectations and Indicators

Utah Educational Leadership Standards, Performance Expectations and Indicators Utah Educational Leadership Standards, Performance Expectations and Indicators Standard 1: Visionary Leadership An educational leader promotes the success of every student by facilitating the development,

More information

MARKETING COMMUNICATIONS SPECIALIST (100%) ENVIRONMENTAL RESOURCES CENTER

MARKETING COMMUNICATIONS SPECIALIST (100%) ENVIRONMENTAL RESOURCES CENTER Marketing Communications Specialist (100%)-page 1 MARKETING COMMUNICATIONS SPECIALIST (100%) ENVIRONMENTAL RESOURCES CENTER POSITION DESCRIPTION AND POSITION VACANCY ANNOUNCEMENT APPLICATION DUE DATE:

More information

DEAN OF THE COLLEGE OF ARTS AND SCIENCES

DEAN OF THE COLLEGE OF ARTS AND SCIENCES Bethlehem, PA DEAN OF THE COLLEGE OF ARTS AND SCIENCES POSITION SPECIFICATION December 2010 THE OPPORTUNITY Dean of the College of Arts and Sciences Lehigh University Bethlehem, PA Lehigh University seeks

More information

Founding Director, Lowell Institute School Associate Dean, Undergraduate Education, College of Professional Studies Boston, MA

Founding Director, Lowell Institute School Associate Dean, Undergraduate Education, College of Professional Studies Boston, MA Founding Director, Lowell Institute School Associate Dean, Undergraduate Education, College of Professional Studies Boston, MA Executive Summary The College of Professional Studies at Northeastern University

More information

Oracle Buys Taleo Adds Leading Talent Management Cloud Offering to the Oracle Public Cloud

Oracle Buys Taleo Adds Leading Talent Management Cloud Offering to the Oracle Public Cloud D R A F T Oracle Buys Taleo Adds Leading Talent Management Cloud Offering to the Oracle Public Cloud April 5, 2012 Oracle is currently reviewing the existing Taleo product roadmap

More information

PROFESSIONAL SKILLS DEVELOPMENT FOR GRADUATE STUDENTS

PROFESSIONAL SKILLS DEVELOPMENT FOR GRADUATE STUDENTS PROFESSIONAL SKILLS DEVELOPMENT FOR GRADUATE STUDENTS EXECUTIVE SUMMARY Professional skills development for graduate students has been a topic of discussion among university graduate communities and members

More information

Division of Human Resources. Strategic Plan For a Culture of Excellence

Division of Human Resources. Strategic Plan For a Culture of Excellence Division of Human Resources Strategic Plan For a Culture of Excellence TABLE OF CONTENTS INTRODUCTION... 2 DEPARTMENTAL MISSION STATEMENT ALIGNMENT... 4 HUMAN RESOURCES STRATEGIC DIRECTIONS... 5 HR STRATEGIC

More information

Raise Your Voice, Raise Your Skills

Raise Your Voice, Raise Your Skills ASHHRA s Initiative Raise Your Voice, Raise Your Skills Tool 00 Please fax d Tool to ASHHRA at --77 Attn: Jamie Macander ASHHRA s Initiative Raise Your Voice, Raise Your Skills Introduction Changes are

More information

Blue Cross Blue Shield of Massachusetts Chief Physician Executive Boston, MA

Blue Cross Blue Shield of Massachusetts Chief Physician Executive Boston, MA Blue Cross Blue Shield of Massachusetts Chief Physician Executive Boston, MA Position Specification August, 2015 The Opportunity Blue Cross Blue Shield of Massachusetts ( BCBSMA or the Company ), New England

More information

Business Associate Program Class of 2016

Business Associate Program Class of 2016 A TRUSTED ADVISER AND STRATEGIC PARTNER TO CLIENTS WORLDWIDE Wellington Management LLP Tracing our roots to 1928, Wellington Management Company LLP is one of the world s largest independent investment

More information

~Empowering and Motivating for Today and Tomorrow~

~Empowering and Motivating for Today and Tomorrow~ Lindsay Unified School District Mission Statement ~Empowering and Motivating for Today and Tomorrow~ - Adopted by Lindsay Unified School Board: May 21, 2007 Mission: Empowering and Motivating for Today

More information

The IIA Global Internal Audit Competency Framework

The IIA Global Internal Audit Competency Framework About The IIA Global Internal Audit Competency Framework The IIA Global Internal Audit Competency Framework (the Framework) is a tool that defines the competencies needed to meet the requirements of the

More information

Strategic Plan 2013 2017

Strategic Plan 2013 2017 Plan 0 07 Mapping the Library for the Global Network University NYU DIVISION OF LIBRARIES Our Mission New York University Libraries is a global organization that advances learning, research, and scholarly

More information

Rhode Island School of Design Strategic Plan Summary for 2012 2017. critical making. making critical

Rhode Island School of Design Strategic Plan Summary for 2012 2017. critical making. making critical Rhode Island School of Design Strategic Plan Summary for 2012 2017 critical making making critical executive summary This strategic plan serves as a guide for Rhode Island School of Design (RISD) over

More information

Nature Conservancy of Canada. Position Profile. Vice President, Development & Marketing

Nature Conservancy of Canada. Position Profile. Vice President, Development & Marketing Position Profile Vice President, Development & Marketing Contacts: President: Deborah Legrove Senior Consultant: Linda Samis, Senior Consultant Email: linda@crawfordconnect.com Phone: 416.781.3618 1.0

More information

Final Candidate Profile Manager, Performance Management & Administration September 12, 2014

Final Candidate Profile Manager, Performance Management & Administration September 12, 2014 LEGACY EXECUTIVE SEARCH PARTNERS Final Candidate Profile Manager, Performance Management & Administration September 12, 2014 THE TORONTO POLICE SERVICE ORGANIZATION Legacy Executive Search Partners is

More information

Join Spark & lead a proven program that s poised for growth. PROGRAM COORDINATOR Spark Bay Area San Francisco/Oakland/Bayview

Join Spark & lead a proven program that s poised for growth. PROGRAM COORDINATOR Spark Bay Area San Francisco/Oakland/Bayview Work differently. Join Spark. Are you ready to work for a different type of nonprofit? Spark offers rewarding careers for hardworking professionals who want to bridge the opportunity gap for underserved

More information

Case Study. We are growing quickly, and Saba is key to that successful growth.

Case Study. We are growing quickly, and Saba is key to that successful growth. Case Study In the dynamic energy industry, Mansfield Oil one of Forbes 50 Largest Private Companies fuels its employee engagement and retention with a new talent management strategy powered by Saba Software.

More information

HRS Strategic Plan 2011-2014

HRS Strategic Plan 2011-2014 HRS Strategic Plan 2011-2014 Aligning HRS Vision and Mission with core UNCG values of Inclusiveness, Collaboration, Sustainability, Responsibility, Transparency Table of Contents HRS Strategic Plan Background...

More information

Comprehensive Diversity Plan for the Research Division

Comprehensive Diversity Plan for the Research Division Comprehensive Diversity Plan for the Research Division Introduction In 1999, Cornell University developed its vision for a diverse and inclusive community, Open Doors, Open Hearts, and Open Minds: Cornell

More information

University of Arizona Foundation President and CEO

University of Arizona Foundation President and CEO University of Arizona Foundation President and CEO The University of Arizona Foundation (UAF) Board of Trustees seeks an innovative, dynamic and forward-thinking President and CEO to lead and create a

More information

January 2016. Communications Manager: Information for Candidates

January 2016. Communications Manager: Information for Candidates January 2016 Communications Manager: Information for Candidates Thank you for expressing interest in the role of Communications Manager. We have compiled this information pack to tell you more about The

More information

SMART Conversations / Overview Building Cultures of Authenticity, Respect and Trust

SMART Conversations / Overview Building Cultures of Authenticity, Respect and Trust SMART Conversations / Overview Are your employees and managers afraid of change and lack the relationship building skills needed to support change? Is your organization struggling with integrating an intergenerational

More information

CARNEGIE CORPORATION OF NEW YORK

CARNEGIE CORPORATION OF NEW YORK Carnegie Corporation of New York New York, NY Carnegie Corporation of New York invites applications and nominations for the positions of and Program Director, New Designs and K-12 Pathways in Urban Education.

More information

The People Side of Strategy Why Closing the Gender Talent Gap Makes Sense for Business

The People Side of Strategy Why Closing the Gender Talent Gap Makes Sense for Business ManpowerGroup Solutions Talent Based Outsourcing The People Side of Strategy Why Closing the Gender Talent Gap Makes Sense for Business a The People Side of Strategy A ManpowerGroup Solutions White Paper

More information

Change Management Practitioner Competencies

Change Management Practitioner Competencies 1 change-management-institute.com Change Management Institute 2008 Reviewed 2010, 2012 Change Management Practitioner Competencies The Change Management Practitioner competency model sets an independent

More information

North Carolina Professional Technology Facilitator Standards

North Carolina Professional Technology Facilitator Standards North Carolina Professional Technology Facilitator Standards Every public school student will graduate from high school, globally competitive for work and postsecondary education and prepared for life

More information

To be determined but likely to include a Regional HR Manager (to be appointed) London or Nairobi with significant travel to the East Africa region

To be determined but likely to include a Regional HR Manager (to be appointed) London or Nairobi with significant travel to the East Africa region ROLE DESCRIPTION Job Title: Reports To: Direct reports: Location: Head of HR (Africa Programmes) Africa Operations Director To be determined but likely to include a Regional HR Manager (to be appointed)

More information

STRATEGIC ALIGNMENT AND CAPACITY BUILDING FOR THE HR COMMUNITY

STRATEGIC ALIGNMENT AND CAPACITY BUILDING FOR THE HR COMMUNITY STRATEGIC ALIGNMENT AND CAPACITY BUILDING FOR THE HR COMMUNITY An Overview Designing, driving and implementing people management strategies, processes and projects for real business value HR Strategic

More information

TOOL KIT for RESIDENT EDUCATOR and MENT OR MOVES

TOOL KIT for RESIDENT EDUCATOR and MENT OR MOVES Get to Know My RE Observe Collect Evidence Mentor Moments Reflect Review Respond Tailor Support Provide Provide specific feedback specific Feedback What does my RE need? Practice Habits Of Mind Share Data

More information

Dean, College of Health and Human Services California State University, Los Angeles

Dean, College of Health and Human Services California State University, Los Angeles Dean, College of Health and Human Services California State University, Los Angeles OVERVIEW California State University, Los Angeles (Cal State L.A.) seeks an inspiring and innovative leader to serve

More information

Grand Valley State University School of Social Work

Grand Valley State University School of Social Work Grand Valley State University School of Social Work Grand Valley State University was chartered by the Michigan Legislature in 1960, in response to the need for a public, four-year institution of higher

More information