Employee Talent and Development Manager

By working at Harvard University, you join a vibrant community that advances Harvard's world-changing mission in meaningful ways, inspires innovation and collaboration, and builds skills and expertise. We are dedicated to creating a diverse and welcoming environment where everyone can thrive.

Why join the Harvard School of Dental Medicine?

Located in Boston's Longwood Medical Area, Harvard School of Dental Medicine (HSDM) is at the forefront of dental education, research, and patient care. Founded in 1867, HSDM holds the distinction of being the first dental school in the U.S. to be part of a university and its medical school, and the first to confer the DMD degree. Our mission is to foster a community of global leaders in education, research, and clinical innovation dedicated to improving human health by integrating dentistry and medicine. We invite dedicated professionals to join our team and contribute to our rich tradition of excellence and innovation in the dental field.

Job Summary:

The Employee Talent and Development Manager is responsible for managing the employee talent lifecycle, from organizing and overseeing the search process, to recruitment and onboarding, professional development, performance evaluation, and offboarding. The incumbent will collaborate with and advise managers on identifying, engaging, and developing talent for the purposes of employee retention and strategic succession planning. They will engage with employees on a regular basis to foster a culture that values employee wellness, growth, learning, and inclusion.

They will use their knowledge, skills, and experience to create programs, identify solutions to challenges, develop metrics, and analyze program/solution effectiveness.

Essential Responsibilities

• Manages the employee (staff and paid faculty) recruitment processes, in partnership with the Office for Faculty Affairs and Department Units as applicable, including but not limited to:
  • Posts and advertises positions; proactively utilizes recruitment tools such as LinkedIn to seek candidates and build qualified applicant pools; creates marketing materials as needed in collaboration with marketing staff; serves as candidates’ first point of contact on behalf of HSDM to ensure a positive and consistent candidate experience.
  • Educates hiring managers on aspects of recruiting such as talent demand and availability, cost, industry standards, Harvard policies, pipeline trends based on skills, sourcing methodology, etc.
  • Reviews and approves search committees with a focus on cross-departmental representation and knowledge relevant to the position, develops and provides search training for hiring managers and search committees, ensures processes and committee questions are appropriate for interviews within the parameters of relevant laws and regulations, and stays abreast of best practices in recruitment and onboarding initiatives.
  • Ensures applicant pools are adequate, and searches are conducted in a timely and professional manner, responsible for all interview scheduling; conducts resume reviews and phone screens for all jobs; makes candidate recommendations to hiring managers.
  • Responsible for completion and review of reference and background checks for finalists; makes and negotiates staff job offers and sends offer letters. Brings reference and background check discrepancies to the attention of the HR Director.
  • Manages HSDM employee orientation and onboarding processes; trains managers and department administrators on best practices and HSDM procedures as it relates to their roles.
• Develops and recommends talent acquisition plans that align with departmental and school-wide objectives, considers both short- and long-term department and school-wide objectives, and provides coaching to managers on engaging and retaining talent.
• Develops processes to identify and address employee retention risk and suggests solutions to mitigate it; differentiates between positive and negative turnover and suggests strategic ideas to turn attrition into opportunities to address position/department/school needs, efficiencies, effectiveness, morale, and cost.
• Manages the performance evaluation process; communicates processes and deadlines, tracks completion, reviews evaluations, and brings issues to the attention of the HR Director; offers feedback and insights into faculty administrative performance processes and documentation.
• Manages the employee offboarding process; conducts exit interviews and uses the process to develop metrics, identify trends, and make improvements. Makes recommendations to the HR Director and/or the Associate Dean for Faculty Affairs accordingly.

See Additional Information Section for continuation of essential responsibilities.

Working Conditions: Work is performed in a typical office setting

Physical Requirements: May be required to sit and/or stand for long periods of time. 

Basic Qualifications:

• Bachelor’s degree or equivalent work experience.
• At least 7 years of relevant professional work experience, with at least 3 years of talent management and employee and/or program development.
• Ability to work on-site and remotely, as needed.
• Ability to successfully pass a comprehensive background check at hire.

Additional Qualifications and Skills:

• SHRM-CP or similar certification.
• Experience developing and facilitating training on a variety of topics.
• Ability to influence without authority at all levels.
• Ability to work well collaboratively and as an individual in a hybrid work environment.
• Excellent verbal and written communication skills.
• Strong organizational and record-keeping skills.
• Ability to maintain the utmost confidentiality and discretion.
• Experience navigating difficult conversations and working towards mutually beneficial outcomes.
• Ability to remain objective, apply logic, and make decisions.
• Experience in an academic setting.
• Ability to gather and analyze data.

• Appointment End Date:
• Standard Hours/Schedule: 35 hours per week
• Compensation Range/Rate (including Shift Differential if applicable):
• Visa Sponsorship Information: Harvard University is unable to provide visa sponsorship for this position
• Pre-Employment Screening: Identity, Education, Criminal

Essential Responsibilities (continued)

• Collaborates with the Harvard Center for Workforce Development and the Harvard Office of Work Life to increase employee participation in professional development and wellness offerings; formally and informally recommends/nominates high-performing employees for development programs, tracks participation levels; collaborates with employees to develop and implement HSDM-focused initiatives that consider the unique dental practice environment on a regular cadence. Develops programs for HSDM as appropriate.
• Monitors mandatory and voluntary employee trainings for compliance and succession planning; ensures all new managers take the universal manager training within 6 months of hire and new leaders (grade 60+) are introduced to CWD executive coaching.
• Serves as the lead for planning, coordinating, and hosting employee engagement events.
• Creates and contributes HR content for the quarterly A&F Newsletter.
• Develops and maintains strong professional relationships across all business units.
• Promotes community and morale in a hybrid work environment through programs, events, meetings, and committee work.
• Supports the Office of Faculty Affairs as it relates to recruitment, retention, and professional development initiatives.
• Represents HSDM on relevant Harvard groups, committees, and at recruiting events, as assigned.
• Ensures compliance with all federal, state, local, Harvard, and HSDM regulations.
• Maintains the utmost discretion and employee confidentiality as a member of the HR Team.
• Collaborates with HIO, Faculty Affairs, and Department Administrators to process visas.
• Provides general HR back-up as needed or assigned.
• Contributes to the mission and vision of HSDM and models the School’s core values in all facets of the work.
• Performs other related duties as assigned or requested.

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 057. 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.