Talent and HR Manager

Colorado State University
Fort Collins, Colorado, United States
05 Jun 2018
End of advertisement period
03 Jul 2018
Contract Type
Full Time

Description of Work Unit

This is the best time to join Colorado State University. Over the past eight years, CSU has consistently surpassed fundraising records, doubled alumni participation in philanthropy, and closed two of the largest gifts in the university’s history. Soon after exceeding its first campaign goal of $500 million in 2012, CSU embarked on a much more ambitious path: The $1 billion “State Your Purpose – The Campaign for Colorado State University.” To date, CSU has raised more than $900 million, and with two years remaining in the campaign, yet another fundraising record will be set.

Under the leadership of CSU President Tony Frank, campus support for the Division of University Advancement has increased significantly. Faculty engagement in development is at an all-time high and cross-disciplinary fundraising models are emerging across the university. This makes the role and function of University Advancement all the more critical as CSU continues on its path of fundraising excellence.

Fort Collins is known as “The Choice City” because of its proximity to the beautiful Rocky Mountains, excellent schools, 300+ days of sunshine yearly, thriving arts scene, eclectic shops and restaurants, and miles of walking and biking paths.

Division of University Advancement is integral to achieving and sustaining institutional excellence through fundraising and engagement efforts. The Division has one of the leading development teams in the country and places a strong emphasis on professional and personal growth for its employees, including educational opportunities, onboarding and mentoring programs.

The position reports to the Managing Director of Talent Management, Training & Support.

Position Summary

The Division of University Advancement seeks to fill a senior level talent and human resource (HR) position. This position serves to provide comprehensive leadership in developing and executing personnel strategies in support of the overall strategic mission of University Advancement.

The Talent & HR Manager will have the ability to bring the HR process together encompassing Central and decentralized development offices housed in each college, ensuring that the complex programs and processes are clear for the entire division.

This position will also act as an executive liaison to CSU campus partners.

Required Job Qualifications

  • A Bachelor’s degree in Human Resources, Psychology or equivalent.
  • Minimum 5 years of professional human resource experience in a multi-faceted organization with numerous employee types.
  • Must have a valid driver’s license or the ability to obtain a driver’s license or access to a licensed driver by the employment start date.

Preferred Job Qualifications

  • Advanced degree in related field.
  • Human Resources Certification Institute (HRCI) credential in professional human resources (PHR or SPHR).
  • Knowledge and understanding of advancement/fundraising functions preferably at a university.
  • Experience with compensation planning and career planning.
  • Superior communication and presentation skills.
  • Training and development experience with professional staff.
  • Expert in current and future talent management strategies (e.g., coaching, online learning, learning management systems, etc.)
  • Experience working in diverse environments and serving diverse constituencies.
  • Experience resolving complex issues, proposing and implementing change and the ability to anticipate and address upcoming assignments and challenges.
  • Demonstrated leadership skills, including team building and motivating others through effective communication, modeling appropriate behavior, and optimism.

Diversity Statement

Reflecting departmental and institutional values, candidates are expected to have the ability to advance the Department’s commitment to diversity and inclusion.

Essential Duties

Job Duty Category Human Resource Program Management Duty/Responsibility

  • Provide expertise and modernize processes and implement change for a division of 140 professional staff. Follow HR ethics, rules and mandates put forth by CSU Human Resources, the State and other Federal regulations, and advise the Managing Director on all matters of human resource initiatives and processes.
  • Streamline processes and bring cohesive management to the UA HR system, including decentralized and centralized HR needs. Work collaboratively with the hiring authorities in decentralized HR departments, introduce UA’s processes where needed, and implement ways to create efficiencies.
  • Develop, implement and support a human resource strategic plan for the division, including developing and implementing employee compensation planning and career planning initiatives.
  • Maintain all aspects of human resource needs for administrative professionals, state classified and hourly employees in the division.
  • Work closely with and through the Managing Director to ensure HR and talent continuity of all UA units.
  • Represent the UA Division as the primary contact for CSU’s central offices of Human Resource Services and the Office of Equal Opportunity.
  • Collaborate with the CSU central HR, General Counsel and the Managing Director to resolve escalated personnel issues.
  • Serve as an Equal Opportunity and Affirmative Action officer backup.
  • Responsible for a variety of challenges on a daily basis where solutions are crucial to improving the outcome or accomplishing the goals of the unit.
  • Manage timelines and responsibilities for several different projects at once, often resulting in quick and decisive solutions each day. Trouble-shoot and resolve issues regarding employee conflicts, HR process issues, and technical database programs.

Percentage Of Time 50 Essential Duties

Job Duty Category Talent Management and Recruitment Database Duty/Responsibility

  • Support all HR and talent functions including talent acquisition, career development, and retention of employees, as well as training and professional development.
  • Develop and maintain a Recruitment Database to track potential talent and a Talent Database to manage existing talent.
  • Assist division/unit leadership in support of organizational and human resource planning, including a strategy for career laddering.

Percentage Of Time 25 Essential Duties

Job Duty Category Supervision, Budget Management Duty/Responsibility

  • Provide staff development and supervision for professional staff by managing the interviewing process, training, and setting work schedules; planning and evaluating performance; mediating disputes; setting priorities and standards. Review employee work, establish goals, and maintain a high level of morale.
  • Work with Managing Director to oversee a $45K annual operations budget, make expenditure decisions, monitor costs and track spending.
  • Meet regularly with staff to discuss any outcomes and next steps for training/programs/activities to support the human capitol focus.

Percentage Of Time 25 Application Details

Special Instructions to Applicants

Special Instructions:

For full consideration, all materials must be received by 11:59 pm on Sunday, June 3, 2018.

Application materials must include:

  • Cover letter with responses to the questions below (100-150 words per question; 2 pages maximum.)
  • A resume that includes HR certifications if applicable (2 pages maximum)
  • List of three (3) professional references noting name, phone number, email address, title, and professional relationship (one must be a current or former supervisor). References will not be contacted without prior notification.

Cover letter questions (100-150 words per question; 2 pages maximum.)

  1. Describe your HR experience, including compensation planning and career planning if applicable.
  2. List the titles with brief descriptions of 3-5 trainings that you have conducted for professional staff.
  3. Describe your talent management experience and a future talent management trend of interest to you.
  4. Explain ways in which you have demonstrated a commitment to diversity and inclusion.

For any questions, please direct them to the search chair, Colleen Meyer at colleen.meyer@colostate.edu.

A $5,500 moving allowance may be negotiated at the time of hire.

Conditions of Employment Pre-employment Criminal Background Check (required for new hires), Valid Driver’s License Search Contact colleen.meyer@colostate.edu EEO Statement

Colorado State University is committed to providing an environment that is free from discrimination and harassment based on race, age, creed, color, religion, national origin or ancestry, sex, gender, disability, veteran status, genetic information, sexual orientation, gender identity or expression, or pregnancy and will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant.

Colorado State University is an equal opportunity/equal access/affirmative action employer fully committed to achieving a diverse workforce and complies with all Federal and Colorado State laws, regulations, and executive orders regarding non-discrimination and affirmative action. The Office of Equal Opportunity is located in 101 Student Services.

The Title IX Coordinator is the Executive Director of the Office of Support and Safety Assessment, 123 Student Services Building, Fort Collins, CO 80523 -2026, (970) 491-7407.

The Section 504 and ADA Coordinator is the Associate Vice President for Human Capital, Office of Equal Opportunity, 101 Student Services Building, Fort Collins, CO 80523-0160, (970) 491-5836.

Background Check Policy Statement

Colorado State University (CSU) strives to provide a safe study, work, and living environment for its faculty, staff, volunteers and students. To support this environment and comply with applicable laws and regulations, CSU conducts background checks. The type of background check conducted varies by position and can include, but is not limited to, criminal (felony and misdemeanor) history, sex offender registry, motor vehicle history, financial history, and/or education verification. Background checks will be conducted when required by law or contract and when, in the discretion of the university, it is reasonable and prudent to do so.