Innocence Project New York, NY, USA
Oct 08, 2019Full time
JOB SUMMARY: The Assistant Director of Talent, Development and Culture is responsible for developing and implementing a wide range of functions relating to the recruitment, professional development, performance management, and retention of employees at the Innocence Project. In addition, the Assistant Director of Talent, Development and Culture is also a steward of the organization’s diversity, equity, and inclusion values and understands that those principles are an integral piece of all responsibilities relating to talent, development and culture. This position reports to the Director of Human Resources and interacts regularly with all members of the Innocence Project staff. ESSENTIAL JOB FUNCTIONS: MANAGE RECRUITMENT AND HIRING PROCESS: Develop relationships with university alumni groups, recruiters, bar association groups, and other outlets for job advertising and recruitment. Coordinate distribution of job openings to wide audience and ensure that job announcements reach a diverse slate of potential candidates. With Director of Human Resources, work closely with hiring teams to ensure the hiring process is in line with best practices and IP’s organizational guidelines regarding recruitment and hiring, is equitable, well-structured, thoughtful in its approach and accurately assessing relevant criteria of candidates, and is being sufficiently project-managed. Work with HR Coordinator to utilize applicant tracking system and all of its functions in order to maximize our recruitment and hiring efforts. Manage the onboarding process from start-to-finish with a very well-planned and organized process for information sharing, orientation to the workplace and the work itself, and initial employee and manager support. PROFESSIONAL DEVELOPMENT: Contribute to the development of a robust professional development plan for employees at the Innocence Project, including in-house staff trainings, external trainings, mentorship opportunities, standard guidelines and practices for supervisors to engage with employees around professional development needs, and a system for evaluating impact of professional development activities. With Director of Human Resources, investigate areas for career growth for high-performing and high-potential staff, and develop leadership plans for retention. PERFORMANCE MANAGEMENT: Lead the IP’s performance management process, including: annual training and support for managers regarding effectively delivering feedback and mitigating bias in performance review process, annual review and distribution of job descriptions, management of goal setting process, mechanisms for employee feedback of managers, development of follow up and accountability structures, and more. INTERNAL CULTURE AND RELATIONSHIPS: Partner with Director of Human Resources and other leaders in the organization to assess and address issues of employee engagement, morale, wellness, diversity/equity/inclusion, and other aspects of workplace culture. Share responsibility with the Director of Human Resources for handling and resolving sensitive employee relations issues. Work closely with the Manager of Special Events and event planning committees to provide vision and direction for the relationship-building and culture-building portion of staff events such as annual staff day, semi-annual lunches, and other in-office events and activities. Partner with the Director of Human Resources on a process to define and articulate group norms and operating values within the organization, and harness opportunities to embed them into our organizational culture and day-to-day operations. QUALIFICATIONS & EXPERIENCE: Bachelor’s degree plus 7 years of relevant HR experience, or Master’s degree in relevant nonprofit management field with 3-5 years of HR experience. Additional professional education and training in issues of bias, equity, and inclusion. Deep knowledge of HR practices in the area of recruitment, talent management, professional development, and employee coaching. PHR or SPHR certification preferred. Intimate familiarity with Federal and State employment laws KEY COMPETENCIES: Superior relationship-building, active listening, and collective problem-solving skills Excellent verbal and written communication skills Technologically savvy, proficiency in Excel and ability to quickly learn new systems Courteous, helpful, collegial approach Excellent project management skills and ability to keep projects on track and moving forward Ability to maintain complete confidentiality regarding employee and organizational matters Ability to manage competing priorities in a fast-paced, deadline-driven environment Proactive approach to figuring out solutions to problems Positive, enthusiastic approach to handling workplace issues Passion for the mission of the Innocence Project COMPENSATION AND BENEFITS: The salary for this position is competitive and the Innocence Project offers an excellent benefits package, including health, dental and vision insurance, Flexible Spending Account, 401k plan with company-match, and paid Transitcheks. WORKFORCE DIVERSITY AND EQUAL OPPORTUNITY: The Innocence Project considers the diversity of its workforce to be vital to our organization’s success in meeting its mission. We strongly encourage applicants from all cultures, races, educational backgrounds, life experiences, socio-economic classes, sexual orientations, age, gender, and physical abilities to apply. As an Equal Opportunity Employer, it is our policy not to discriminate against any employee or applicant for employment because of race, color, religion, sex, sexual orientation, national origin, age, disability, familial status, marital status, predisposing genetic characteristics, actual or perceived domestic violence victim status, unemployment status, caregiver status, or any other category protected by law. APPLICATION INSTRUCTIONS: To apply, please visit Paycom . Upload your cover letter and resume as (last name. first name. cover letter/resume). Information submitted through this secure site is kept confidential. Due to the large volume of applications, we are unable to give applicant updates by phone.