Position SummaryThe PCAOB has an open position for a Talent Management Partner Manager which will be located in the Washington, DC headquarters and reside in the Office of Human Resources. The role will report to the Senior Manager, Talent Acquisition and Talent Management and will be responsible for proactively leading the development and implementation of full life-cycle talent acquisition strategies to source, attract and hire qualified candidates and working on human capital planning and execution aligned with the strategic objectives of the PCAOB.
The role will build and sustain relationships with the PCAOB client groups to effectively influence analysis and decision-making in the areas of leadership, talent management & development, workforce planning, succession planning, change management, performance management, and employee engagement. This role will collaborate closely with HR Leadership as well as with the Employee Experience team and other OHR colleagues to develop and deliver solutions to support the organization.
Responsibilities- Engage in Talent Management efforts (including working closely with Division and Officer leaders and OHR team members to support development of short and long-term business plans, organizational structure changes, and support employee life cycle processes).
- Engage in Talent Acquisition recruiting efforts to attract and hire top talent to proactively and efficiently meet talent needs, build talent pipelines for critical skill sets, and meet the strategic objectives of the PCAOB. This includes partnering with the Office of Communications and Engagement in the development and effective deployment of strategic talent acquisition marketing campaigns.
- Ensure a high-quality and professional candidate experience; Deliver exceptional internal client service with hiring managers, provide guidance on recruiting best practices and leverage hiring manager feedback to drive process-improvement.
- Utilize Workday to effectively manage candidate life-cycle recruitment stages and activities
- Lead engagement efforts with professional organizations for job postings, career fairs, and conference sponsorship and networking opportunities.
- Drive OHR innovation and modernization by leading the identification of process improvement opportunities and leveraging technology (including Workday), automation, and AI-enabled tools to drive efficiencies in day-to-day work and reporting capabilities.
- Support Performance Management processes, including goal setting, real-time feedback, and mid-year and end of year review process in Workday.
- Work with division/office leadership and the OHR team to implement strategies to ensure staff have development opportunities to enhance current skill sets, expand knowledge base, and grow technical expertise that align with the individual's professional development goals.
- Serve as a trusted advisor and strategic partner within the PCAOB in the areas of employee relations, workforce planning, succession planning, rewards and recognition, employee engagement, talent management, performance management, compensation, policy interpretation, and other organizational effectiveness matters to optimize HR's contribution to business success and enhance the employee experience.
- Embed the use of competitive intelligence, analytics, and metrics to drive OHR reporting and dashboard capabilities.
- Provide guidance on OHR policies and guidelines; support Employee Relations matters intake and escalate matters to Employee Relations team as appropriate.
- Partner with OHR colleagues to effectively deliver and integrate HR programs throughout the employee life cycle including, but not limited to, recruiting, onboarding, performance management, enterprise goal setting, salary planning, rewards and recognition, employee engagement events, and off boarding.
- Establish effective relationships across the organization with employees and key stakeholders.
- Provide coaching and consultation to employees and managers, offering feedback and advice on issues in a proactive and supportive manner.
- Proactively seek knowledge of both industry and functional specialty; research best practices, legal developments, and emerging trends to benchmark HR practices that are best in class.
- Other duties as assigned.
QualificationsEducation/Technical Expertise
- Bachelor's degree from an accredited university.
- Minimum of 5+ years of a combination of human resources and talent acquisition experience.
- Strong background as an HR Generalist/Business Partner subject matter expert, with experience in all core HR areas including Talent Acquisition and Talent Management
- Knowledge of recruiting, sourcing and hiring strategy development and execution and ability to work with limited oversight and follow through.
- Must have experience advising and consulting with senior leadership to achieve organization objectives.
- Consistent, balanced, and respectful engagement style.
- Strong ability to influence, an affinity for people, and demonstrated experience leveraging those skills into business outcomes.
- Ability to develop and implement strategic Human Resources initiatives and drive change in the absence of clearly defined guidelines or policies.
- Experience supporting organizations in transition.
- Strong attention to detail and demonstrated ability for discretion, integrity, judgment, and responsiveness.
- Must be creative and able to think strategically, logically, and establish/execute procedures to completion.
- Strong verbal and written communication, presentation, and facilitation skills.
- Must be able to work effectively under pressure, manage time, set priorities, and meet deadlines.
- Ability to multi-task and organize and interact effectively with all levels of internal and external customers.
- Advanced working knowledge of software applications, i.e., Microsoft Office Suite.
- Strong knowledge of state and Federal employment law and practices and EEOC guidelines.
- Proven strengths in negotiation, analysis, and problem solving.
- Must be able to take initiative and work independently.
- Must be legally authorized to work in the United States without the need for employer sponsorship, now or at any time in the future.
Preferred Qualifications
- MBA/master's degree in human resources or related field.
- SHRM-CP, PHR or SPHR certification.
