Staff Engagement and Development Manager

University of Colorado; South Dakota; On-site; USD 90,000 - 130,000; Full time

Job summary

University of Colorado Anschutz in the Cancer Center is seeking a Staff Engagement and Development Manager to lead talent acquisition, workforce planning, and staff development programs across the center. The role partners with program leadership and university partners to implement workforce strategies that support engagement, retention, professional growth, and organizational effectiveness.

The Manager provides strategic consultation on workforce planning, employee relations, performance

Responsibilities

• Oversee talent acquisition, workforce planning, and staff development across the Cancer Center.
• Lead onboarding, professional development, leadership development, and training programs.
• Partner with School of Medicine, Human Resources, and other offices to ensure policy consistency.
• Provide guidance on workforce planning, performance management, talent management, and employee development.
• Lead staff development programs, establish priorities, and manage program budgets and resources.

Job description

University of Colorado Anschutz

Department: Cancer Center

Job Title: Staff Engagement and Development Manager

Position #: 00216801 - Requisition #:41646

Job Summary

The Staff Engagement and Development Manager provides leadership and oversight for talent acquisition, workforce planning, employee engagement, learning and development, employee relations, and staff development programs across the Cancer Center. This position partners with the Staff Engagement and Development Program Director, Cancer Center leadership, and institutional stakeholders to implement workforce strategies that support employee engagement, retention, professional growth, and organizational effectiveness.

The position serves as a strategic partner to managers and supervisors by providing consultation and guidance on workforce planning, employee relations, performance management, talent management, and employee development. The Staff Engagement and Development Manager collaborates with School of Medicine and University partners, including Human Resources, Employee Relations, Compensation, Leave Administration, and Learning and Development, to ensure consistent application of policies, procedures, and best practices.

The position exercises independent judgment and discretion in assessing workforce needs, analyzing organizational trends, evaluating competing priorities, and developing solutions that support Cancer Center workforce and operational objectives. Decisions influence program direction, workforce planning strategies, resource allocation, and operational outcomes across multiple departments and stakeholder groups. The position is responsible for leading programs and staff, establishing priorities, and ensuring the effective execution of workforce, engagement, and development initiatives.

Key Responsibilities

Talent Acquisition and Workforce Planning (25%)

• Manage talent acquisition, recruitment, onboarding, and workforce planning activities to support current and future staffing needs.


• Partner with leaders and hiring managers to identify workforce needs and implement recruitment, retention, and succession planning initiatives.


• Monitor recruitment metrics and recommend improvements to hiring effectiveness, candidate experience, and workforce outcomes.


• Provide guidance regarding position management, classification, compensation actions, and workforce planning activities.


• Coordinate employment authorization and immigration-related processes in partnership with appropriate institutional offices.

Learning and Development Programs (20%)

• Manage the implementation and evaluation of onboarding, professional development, leadership development, compliance, and workforce training programs.


• Assess organizational learning and development needs and oversee learning pathways, competency frameworks, training resources, and career development initiatives that support workforce capability and employee growth


• Ensure learning and development activities align with organizational objectives, regulatory requirements, and workforce needs.


• Evaluate program effectiveness through performance metrics, participant feedback, and outcome assessments and implement improvements as appropriate.


• Promote employee learning, professional growth, and leadership development opportunities throughout the organization.

Employee Engagement and Organizational Development (20%)

• Oversee employee engagement, recognition, wellness, and workplace culture programs and support the Employee Engagement Specialist in program implementation and evaluation.


• Establish goals, priorities, and performance measures for employee engagement and employee experience initiatives.


• Analyze workforce feedback, engagement data, and program outcomes to identify trends and recommend improvements.


• Partner with leaders to develop and implement employee engagement, retention, organizational development, and change management initiatives.

Supervision and Program Administration (20%)

• Establish performance expectations, provide coaching and mentorship, support professional development, and conduct performance evaluations.


• Develop annual goals, operational priorities, and work plans for assigned staff and programs.


• Monitor program outcomes and operational performance and provide recommendations for continuous improvement.


• Develop, manage, and monitor program and unit budgets; forecast resource needs; oversee contracts and resources; and ensure effective stewardship of departmental funds.


• Analyze workforce metrics, organizational trends, and employee feedback to support informed decision-making and program effectiveness.


• Represent the Cancer Center on institutional committees, workgroups, and operational initiatives.

Employee Leave Administration and Employee Support Programs (15%)

• Serve as the primary departmental liaison with University Leave Administration regarding employee leave and accommodation matters.


• Provide guidance and support to employees and managers regarding leave pro