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Director of GSEP Talent Management

Apply now Job no: 496060
Work type: Regular
Location: West LA Campus
Categories: Graduate School of Education and Psychology, Director/Executive/Management

The Graduate School of Education and Psychology (GSEP) is developing a new Talent Management department which is charged with helping the the School to be more strategic in nature; deliberate about training, development, the culture created within the School; and more effective in how the School deploys its employee workforce. The Director of GSEP Talent Management is tasked with launching this new department. Some of the key responsibilities will be developing, implementing, and monitoring School-level policies, bringing best practices and insight, and helping to lay the foundation for a great culture to exist for GSEP employees.

Duties

  • In consultation with University HR, work to implement the University's compensation philosophy within the context of GSEP. Working with University HR and using their compensation matrix, continually monitor, analyze, and report upon compensation levels across the school, paying particular attention to compression, inversion, and parity across various dimensions. Assess and monitor hiring rates, promotion requests, and requests for compensation adjustments.
  • Oversee the GSEP remote work guidelines, implementation, record keeping. Coordinate with University HR to share best practices and ensuring the program is successful for GSEP employees.
  • Be a leading voice in organizational best practices, including structure, strategy alignment, reporting relationships, compensation levels, etc. to our employees, supervisors, and Leadership Team.
  • Establish a solid working relationship and become an influential point of contact within the School for employee relations and management related issues.
  • Be the primary liaison between GSEP and University HR and actively help to implement practices and programs developed by University HR.
  • Analyze and advise on position descriptions, ensuring each position has a clear purpose with corresponding responsibilities and appropriate pay. Ensure there is consistency in format and content across all positions within GSEP.
  • Prior to a new position request being approved by the dean, review each proposal to ensure organizational structure, compensation level, internal equity, and other considerations are fully vetted.
  • Manage the GSEP hiring process which is designed to eliminate bias, assure equity, and assess both culture and talent fit.
  • In order to properly and sufficiently introduce new employees to the Graduate School of Education and Psychology and to Pepperdine University more broadly, build upon the existing University employee orientation and oversee the GSEP specific onboarding experience for new employees that reinforces our organizational culture.
  • Serve as a resource consultant with each department supervisor in the revision of their 12 month workforce plans.
  • Establish and continually improve a new supervisor development program framework and curriculum to train and develop new supervisors on what it takes to be a great supervisor. Topics should include hiring and managing staff, training, supervisor responsibilities, performance management, career development, etc.
  • In support of creating a great workplace for GSEP employees, and to continually invest in developing existing supervisors, work with University HR to leverage the existing supervisor training to develop and deliver training events specific to GSEP supervisors. Work to ensure skills training is adopted and actively practiced.
  • Help supervisors identify stars, and provide guidance on how to continue developing and challenging these individuals so that their performance and engagement levels continue to excel.
  • Develop ongoing opportunities for staff to grow professionally.
  • Manage the monthly staff meetings.
  • Manage the student employment process.
  • Help develop and implement initiatives that promote employee engagement with the GSEP community and reinforce our Pepperdine pride.
  • Help establish and continually improve a semi-annual and annual performance management routine for all staff and faculty in an administrative role.
  • Work with supervisors and University HR to identify staff requiring performance improvement plans (PIP), and provide guidance to supervisors with a defined and consistent approach to executing and assessing a PIP.
  • Manage the GSEP off-boarding process.
  • Perform other duties as assigned by the GSEP supervisor.
  • Uphold University mission through work performed.

The above information has been designed to indicate the general nature and level of work performed by employees within this classification. It is not designed to contain or be interpreted as a comprehensive inventory of all duties, responsibilities and qualifications required of employees assigned to this job.

Skills and Qualifications

Required: A bachelor's degree is required. Five years working in an HR environment is required. Knowledge in the areas of HR and talent management related to training and development; employee on-boarding; performance management; compensation practices; the ability to analyze data and make recommendations; and a proven knowledge of industry best practices is essential. This position will use a laptop daily. Director of Talent Management will be required to communicate via Google Mail, give PowerPoint presentations, and maintain Excel files.

Preferred: A masters degree in the area of human resources, talent management, or a similar field is strongly preferred. Formal training in HR or talent management is required. SHRM or other demonstrated knowledge around employee engagement; creating a rewarding and fun work environment; and effective hiring practices is preferred. Experience with PeopleSoft, PageUp, Kronos, or other comparable data management systems is preferred.

Qualified individuals should be able to articulate a strong commitment to diversity, and have the ability to work effectively with individuals from different backgrounds.

Offers of employment are contingent upon successful completion of a criminal, education, and employment screening.

This is a regular, exempt, 40 hour per week position.

Salary: Commensurate with experience

• In consultation with University HR, work to implement the University's compensation
philosophy within the context of GSEP. Working with University HR and using their
compensation matrix, continually monitor, analyze, and report upon compensation levels
across the school, paying particular attention to compression, inversion, and parity across
various dimensions. Assess and monitor hiring rates, promotion requests, and requests for
compensation adjustments.
• Oversee the GSEP remote work guidelines, implementation, record keeping. Coordinate
with University HR to share best practices and ensuring the program is successful for
GSEP employees.
• Be a leading voice in organizational best practices, including structure, strategy
alignment, reporting relationships, compensation levels, etc. to our employees,
supervisors, and Leadership Team.
• Establish a solid working relationship and become an influential point of contact within
the School for employee relations and management related issues.
• Be the primary liaison between GSEP and University HR and actively help to implement
practices and programs developed by University HR.
• Analyze and advise on position descriptions, ensuring each position has a clear purpose
with corresponding responsibilities and appropriate pay. Ensure there is consistency in
format and content across all positions within GSEP.
• Prior to a new position request being approved by the dean, review each proposal to
ensure organizational structure, compensation level, internal equity, and other
considerations are fully vetted.
• Manage the GSEP hiring process which is designed to eliminate bias, assure equity, and
assess both culture and talent fit.
• In order to properly and sufficiently introduce new employees to the Graduate School of
Education and Psychology and to Pepperdine University more broadly, build upon the
existing University employee orientation and oversee the GSEP specific onboarding
experience for new employees that reinforces our organizational culture.
• Serve as a resource consultant with each department supervisor in the revision of their 12
month workforce plans.

Advertised: Pacific Daylight Time
Applications close:

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