Senior Director, Talent Strategies & Workforce Planning

Worcester Polytech; Worcester (MA); Presencial; USD 128 000 - 153 000; Tempo integral

Resumo da oferta

Worcester Polytechnic Institute (WPI), located in Worcester, MA, seeks a Senior Director, Talent Strategies & Workforce Planning, to guide workforce strategy and change management across a complex university. You will lead the Talent Strategy Partner team and serve as a senior advisor to deans, department heads, and administrative leaders.

The role partners with Talent Acquisition and Learning & Development to build strategic plans, oversee employee relations, ensure policy compliance, and

Responsabilidades

• Lead and develop two Senior TSPs and a Talent Specialist, setting priorities, expectations, and performance goals, and developing TSPs as strategic consultants.
• Advise senior leaders on workforce strategy, organizational design, talent planning, and change management in a unionized higher education environment.
• Manage employee relations, including performance management, corrective action, and workplace concerns, with a proactive, solutions-focused approach.
• Collaborate with divisions, General Counsel, and union representatives on collective bargaining agreements and policy compliance.

Descrição da oferta de emprego

LOCATIONWorcesterDEPARTMENT NAMETalent & Inclusion DivisionDIVISION NAMEWorcester Polytechnic Institute - WPIJOB DESCRIPTION SUMMARYReporting to the Vice President of Talent & Chief Human Resources Officer (CHRO), the Senior Director, Talent Strategies & Workforce Planning serves as a senior advisor to institutional leaders and leads the Talent Strategy Partner (TSP) team, including two Senior TSPs and a Talent Specialist, in delivering consultative Talent & Inclusion (T&I) solutions to faculty, staff, and union-represented employees across the University.The Senior Director partners with senior leaders to understand unit goals and challenges and to align integrated T&I solutions with institutional strategy, providing guidance on workforce strategy, organizational design, talent planning, and change management in a complex, unionized higher education environment.In addition to leading the team, the role carries its own portfolio of assigned departments and serves as the escalation point for complex employee and labor relations matters, ensuring consistent application of university policies, collective bargaining agreements, and legal requirements. The role coaches and develops TSPs as strategic consultants and drives continuous improvement in the quality and consistency of T&I service delivery.JOB DESCRIPTIONStrategic Advisory & Workforce Planning:Serve as a senior advisor to assigned deans, department heads, and administrative leaders, aligning integrated T&I solutions with institutional strategy and providing guidance on workforce strategy, organizational design, talent planning, and change managementPartner with units to develop and implement workforce and succession plans that anticipate current and future talent needsFacilitate talent reviews with leadership teams, assess leadership bench strength with Learning & Development, and identify development opportunitiesAnalyze workforce, turnover, and talent data to identify trends and barriers to organizational success and recommend proactive solutions that improve organizational effectivenessPromote a culture of inclusion, accountability, engagement, and continuous improvement across assigned areasTeam Leadership & Development:Lead, coach, and develop two Senior TSPs and a Talent Specialist, setting priorities, expectations, and performance goals, and developing TSPs as strategic consultants through case consultation and professional developmentHire, onboard, and evaluate team membersProvide direction, feedback, and support to ensure consistency, quality, and impact of TSP service delivery across the University, including consistent practices, tools, and standardsAssign departments and manage workload and coverage for portfolios and strategic initiativesOversee the Talent Specialist’s work on front desk operations, I-9 compliance, and administrative support to the TSP team, ensuring timely, accurate, and compliant processesPortfolio Management & Talent Partnership:Serve as the primary T&I point of contact for an assigned portfolio of departments, providing consultative guidance to leaders, managers, faculty, and staff, including units with union-represented employeesDevelop and execute T&I strategic plans for assigned departments with focus on talent acquisition, performance management, culture and engagement, and retention initiativesPartner with Talent Acquisition to develop strategic recruitment plans and with Learning & Development to identify departmental learning needs and develop leadership, manager, and continuous learning opportunitiesBuild strong working relationships with assigned departments through regular check-ins with leaders, managers, faculty, and staffEmployee & Labor Relations and Policy Compliance:Lead and support the TSP team in managing employee relations, including performance management, corrective action, and workplace concerns, with a proactive, solutions-focused approach and consistent, effective guidance to supervisors and employees; serve as the escalation point for complex or high-risk matters, guiding investigations and resolutionsAdvise senior leaders on conflict navigation and institutional response strategies for sensitive or high-risk mattersCollaborate with divisional and university leadership and the Office of General Counsel to resolve conflicts and provide counseling, mediation, support and adviceAdvise academic leaders on faculty employment matters in accordance with applicable faculty governance procedures and policiesPartner with Labor & Talent Programs and union representatives on collective bargaining agreements, formal grievances, and union engagement, ensuring employee relations actions align with contractual obligationsEnsure consistent interpretation and application of university policies, procedures, collective bargaining agreements, and legal requirements to mitigate organizational riskServe as the university T&I representative with external agencies regarding employee related activities, such as EEOC, human rights, unemployment, department of labor, etc.Organizational Design & Change Management:Lead or advise on organizational assessments, restructurings, and change initiatives, keeping them aligned with institutional priorities and financially sustainableProvide guidance on job architecture, promotions, organizational structure, job redesigns, spans of control, and reporting structures to improve operational effectivenessT&I Program Implementation & Cross-Functional Collaboration:Serve as a liaison between the TSP team and other T&I teams to ensure seamless implementation of T&I programs, such as performance management, engagement surveys, and merit increasesTrack trends and program impact and recommend improvements to T&I programs and policies informed by stakeholder feedback and institutional needsEnsure information in the Human Resource Information System (HRIS) is accurate and approved in a timely manner across the TSP teamContribute to T&I leadership planning, goals, and reporting on team outcomesPerform other duties and responsibilities as assigned by supervisor.Salary Grade 12: $127,500 – $153,000 per year (depending on experience)Salary is based on related experience, expertise, and internal equity; generally, new hires can expect pay between the minimum and midpoint of the range.Compensation at WPIFLSA STATUSUnited States of America (Exempt)WPI is an Equal Opportunity Employer. All qualified candidates will receive consideration for employment without regard to race, color, age, religion, sex, sexual orientation, gender identity, national origin, veteran status, or disability. It seeks individuals from all backgrounds and experiences who will contribute to a culture of creativity, collaboration, inclusion, problem solving, innovation, high performance, and change making. It is committed to maintaining a campus environment free of harassment and discrimination.