Talent and Development Manager

Company Description

By working at Harvard University, you join a vibrant community that advances Harvard's world-changing mission in meaningful ways, inspires innovation and collaboration, and builds skills and expertise. We are dedicated to creating a diverse and welcoming environment where everyone can thrive.

Why join the Harvard School of Dental Medicine?

Located in Boston's Longwood Medical Area, Harvard School of Dental Medicine (HSDM) is at the forefront of dental education, research, and patient care. Founded in 1867, HSDM holds the distinction of being the first dental school in the U.S. to be part of a university and its medical school, and the first to confer the DMD degree. Our mission is to foster a community of global leaders in education, research, and clinical innovation dedicated to improving human health by integrating dentistry and medicine.

We invite dedicated professionals to join our team and contribute to our rich tradition of excellence and innovation in the dental field.

Job Summary:

The Employee Talent and Development Manager is responsible for managing the employee talent lifecycle, from organizing and overseeing the search process, to recruitment and onboarding, professional development, performance evaluation, and offboarding. The incumbent will collaborate with and advise managers on identifying, engaging, and developing talent for the purposes of employee retention and strategic succession planning. They will engage with employees on a regular basis to foster a culture that values employee wellness, growth, learning, and inclusion.

They will use their knowledge, skills, and experience to create programs, identify solutions to challenges, develop metrics, and analyze program/solution effectiveness.

Essential Responsibilities

• Manages the employee (staff and paid faculty) recruitment processes, in partnership with the Office for Faculty Affairs and Department Units as applicable, including but not limited to:
  • Posts and advertises positions; proactively utilizes recruitment tools such as Linked In to seek candidates and build qualified applicant pools; creates marketing materials as needed in collaboration with marketing staff; serves as candidates’ first point of contact on behalf of HSDM to ensure a positive and consistent candidate experience.
  • Educates hiring managers on aspects of recruiting such as talent demand and availability, cost, industry standards, Harvard policies, pipeline trends based on skills, sourcing methodology, etc.
  • Reviews and approves search committees with a focus on cross-departmental representation and knowledge relevant to the position, develops and provides search training for hiring managers and search committees, ensures processes and committee questions are appropriate for interviews within the parameters of relevant laws and regulations, and stays abreast of best practices in recruitment and onboarding initiatives.
  • Ensures applicant pools are adequate, and searches are conducted in a timely and professional manner, responsible for all interview scheduling; conducts resume reviews and phone screens for all jobs; makes candidate recommendations to hiring managers.
  • Responsible for completion and review of reference and background checks for finalists; makes and negotiates staff job offers and sends offer letters. Brings reference and background check discrepancies to the attention of the HR Director.
  • Manages HSDM employee orientation and onboarding processes; trains managers and department administrators on best practices and HSDM procedures as it relates to their roles.
• Develops and recommends talent acquisition plans that align with departmental and school-wide objectives, considers both short- and long-term department and school-wide objectives, and provides coaching to managers on engaging and retaining talent.
• Develops processes to identify and address employee retention risk and suggests solutions to mitigate it; differentiates between positive and negative turnover and suggests strategic ideas to turn attrition into opportunities to address position/department/school needs, efficiencies, effectiveness, morale, and cost.
• Manages…