Associate Director of Talent Acquisition

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Why join Harvard University Central Administration?

Harvard University's Central Administration (CADM) is a 5,000+ employee organization that supports the university's overall excellence by understanding and serving the needs of its schools, students, faculty, staff, alumni, and surrounding communities. Through dynamic and collaborative partnerships, CADM provides high-quality and efficient services to the schools to help them achieve their goals.

Job Summary 

Reporting to the Director of Talent Acquisition for Harvard Central Administration (CADM), supporting the Campus Operations and Safety client group, the Associate Director of Talent Acquisition provides strategic and operational leadership for the talent acquisition function supporting multiple CADM client groups. This role sets the overall recruiting strategy, oversees a team of Talent Consultants and Coordinators, and is accountable for service quality, consistency, and results across the portfolio. 

The Associate Director partners closely with CADM and University leadership on workforce planning, labor market strategy, and employer branding. The role leads executive and other complex searches, manages key relationships and systems, and drives the development of scalable processes and metrics to meet current and future staffing needs.

Leads end‑to‑end recruiting strategy for a complex client group, developing tailored, high‑touch sourcing and selection approaches for specialized and hard‑to‑fill roles while partnering closely with business leaders to anticipate talent needs and deliver high‑quality hires.

Position Description 

Strategic Leadership & Planning 

• Lead the design and execution of a comprehensive talent acquisition strategy for CADM that aligns with school/department and University goals. 
• Partner with HR leaders and client leadership on workforce planning, staffing forecasts, and market strategies, including identification of critical roles and talent pipelines. 
• Serve as primary advisor to senior leadership on talent market trends, competitive intelligence, and recruiting implications for CADM units. 

Team Management & Operations 

• Provide effective leadership and management for a team of recruiting professionals (e.g., Talent Consultants, and Coordinators), including hiring and orientation, training and development, and performance management. 
• Set clear service expectations and standards; ensure consistent, high‑quality delivery of full‑cycle recruiting services across multiple client groups. 
• Oversee day‑to‑day operations of the talent acquisition function, including requisition assignment, workload balancing, and escalation management for complex or sensitive cases. 

Executive and Complex Search Management 

• Lead or oversee executive, senior‑level, and other complex searches, including development of position and market strategies, targeted sourcing plans, and assessment and selection approaches. 
• Build and maintain long‑term relationships and networks with senior‑level and specialized talent pools to support current and future hiring needs. 

Process and Systems Management 

• Design, develop, and monitor effective recruiting processes and practices; identify and implement cost‑effective solutions that enhance efficiency, quality, and candidate experience. 
• Oversee use and optimization of recruitment systems and tools (e.g., applicant tracking, reporting, sourcing platforms) and coordinate with TAO on systems enhancements and support. 
• Manage or oversee relationships with external vendors (search firms, job boards, assessment providers, etc.), including selection, performance evaluation, and contract management. 

Analytics, Reporting, & Continuous Improvement 

• Lead the analysis of recruiting data and metrics (e.g., time‑to‑fill, quality of hire, source effectiveness, funnel analytics) to identify trends, gaps, and opportunities. 
• Leverage regular dashboards and reports for Recruitment Team, HR and client leadership; recommend and implement action plans based on findings. 
• Drive continuous improvement initiatives across the talent acquisition function, including standardization of tools, templates, training, and documentation. 
• Marketing, Brand, & External Engagement 
• Design, develop, and oversee implementation of a comprehensive strategy for attracting talent, including digital, social media, and niche channels. 
• Shape and promote CADM’s employment value proposition in coordination with University partners; ensure consistency in messaging across postings, outreach, and events. 
• Represent CADM and Harvard at key recruiting events and conferences; oversee participation strategy, resource allocation, and post‑event follow‑up. 

Governance, Policy, & Risk Management 

• Ensure recruiting practices are aligned with applicable employment laws, regulations, and Harvard policies and procedures. 
• Establish and maintain standards, guidelines, and training for hiring managers and recruiting staff related to compliant, effective, and consistent recruitment practices. 
• Collaborate with HR colleagues and Central Recruitment Services on University‑wide initiatives, policies, and projects related to talent acquisition.

Basic Qualifications 

• Bachelor’s degree or equivalent work experience required. 
• Minimum of 8 years of relevant recruiting/talent acquisition experience. 
• Supervisory experience managing professional staff.

Additional Qualifications and Skills 

• Advanced knowledge of labor markets, recruiting practices, and recruiting marketing resources. 
• Demonstrated experience leading a talent acquisition function or major recruiting portfolio in a complex, matrixed organization; higher education or large non‑profit experience preferred. 
• Proven success managing executive and senior‑level searches and advising senior leaders. 
• Strong track record of building and leading high performing recruiting teams, including coaching and developing staff. 
• Experience with workforce planning. 
• Strong analytical skills with experience using data and metrics to drive decisions and improvements. 
• Excellent consulting, project management, communication (written and verbal), and influencing skills; ability to work effectively with senior leadership and across organizational boundaries. 
• Proficiency with Microsoft Office and HR/recruiting systems; experience with Harvard systems and Central Recruitment Services partnerships preferred. 
• Ability to manage multiple complex initiatives in a fast‑paced environment while maintaining high standards of service and confidentiality.

• Standard Hours/Schedule: 35 hours per week
• Position is hybrid role with requirements to be on-site based on business needs 
• Visa Sponsorship Information: Harvard University is unable to provide visa sponsorship for this position.
• Pre-Employment Screening: Identity, Criminal, Education, References
• Orientation and Review Period: 90 days

Work Format Details

This position has been determined by school or unit leaders that some of the duties and responsibilities can be effectively performed at a non-Harvard location. The work schedule and location will be set by the department at its discretion and based upon operational needs. When not working at a Harvard or Harvard-designated location, employees in hybrid positions must work in a Harvard registered state in compliance with the University’s Policy on Employment Outside of Massachusetts. Additional details will be discussed during the interview process. Certain visa types and funding sources may limit work location. Individuals must meet work location sponsorship requirements prior to employment.

Salary Grade and Ranges

This position is salary grade level 059. Please visit  Harvard's Salary Ranges  to view the corresponding salary range and related information. 

Benefits

Harvard offers a comprehensive benefits package that is designed to support a healthy work-life balance and your physical, mental and financial wellbeing. Because here, you are what matters. Our benefits include, but are not limited to: 

• Generous paid time off including parental leave 
• Medical, dental, and vision health insurance coverage starting on day one 
• Retirement plans with university contributions 
• Wellbeing and mental health resources 
• Support for families and caregivers 
• Professional development opportunities including tuition assistance and reimbursement 
• Commuter benefits, discounts and campus perks 

Learn more about these and additional benefits on our Benefits & Wellbeing Page. 

EEO/Non-Discrimination Commitment Statement

Harvard University is committed to equal opportunity and non-discrimination. We seek talent from all parts of society and the world, and we strive to ensure everyone at Harvard thrives. Our differences help our community advance Harvard's academic purposes.

Harvard has an equal employment opportunity policy that outlines our commitment to prohibiting discrimination on the basis of race, ethnicity, color, national origin, sex, sexual orientation, gender identity, veteran status, religion, disability, or any other characteristic protected by law or identified in the university's non-discrimination policy. Harvard's equal employment opportunity policy and non-discrimination policy help all community members participate fully in work and campus life free from harassment and discrimination.