New position at the National Immigration Law Center: Director of Talent Management

[a...@managementcenter.org]

Apply now to be the National Immigration Law Center’s first Director of Talent Management: https://www.nilc.org/jobs/#talent!

NILC is looking for a senior leader with a deep love for building new and effective talent recruitment, development and retention strategies in a rapidly growing, high-profile organization at the forefront of the Trump resistance. This is an ideal role for someone who geeks out on management, loves to build and implement organizational-wide systems, has a deep passion for racial equity, and utilizes an inclusive and collaborative work style.

 

The position is ideally based out NILC’s LA (preferred) or DC offices, with geographic flexibility for the right candidate with a willingness to travel. Applications are accepted on a rolling basis so apply now! https://www.nilc.org/jobs/#talent

I'm directly supporting this hire, so please let me know (a...@managementcenter.org) if you are interested in applying or know someone who is. I'd be delighted to talk one-on-one. 

Best,

Amy Faulring

Director of Talent Management

National Immigration Law Center 

https://www.nilc.org/jobs/#talent

NILC is exclusively dedicated to defending and advancing the rights and opportunities of low-income immigrants and their families. Our mission is grounded in the belief that every American—and aspiring American—should have the opportunity to fulfill their full potential regardless of their color, where they were born, or how much money they have. Using our deep expertise in litigation, policy, and communications, we address issues that affect the lives of low-income immigrants and work with communities across the nation to create a more inclusive, just, and equitable society.

 

Join our dedicated, collaborative, and fun team as we fight to defend and advance the ideals that our nation is founded on!

POSITION SUMMARY

The Director of Talent Management (DTM) reports to the Deputy Director, Development and Operations. The DTM manages and coordinates organization-wide efforts to ensure that a comprehensive set of talent management programs are developed and executed for the purpose of attracting, developing, and retaining an engaged and high-performing workforce. The DTM uses data and analytics to set priorities for improvements aligned with ongoing strategic imperatives.

Programs managed include but are not limited to performance management (PM), recruiting, onboarding, employee training, leadership development, and succession planning. The position is based in either our Los Angeles office (preferred) or our Washington, DC, office, with geographic flexibility for the right candidate with a willingness to travel.

POSITION RESPONSIBILITIES

Recruitment and Hiring

• Directly recruit full-time, part-time, temporary, contractual, and intern personnel. Manage full life cycle recruitment (post, source, prescreen, schedule, background, references, offer, onboarding, etc.). Complete hiring process within defined metrics to minimize overall time-to-start.
  
• Develop appropriate marketing strategies, define roles and responsibilities of hiring team, and develop service-level agreements to ensure an effective and efficient recruitment lifecycle while minimizing cost-per-hire:
• Develop and implement creative and innovative sourcing strategies and techniques to build a pipeline of qualified candidates.
• Ensure hiring managers develop “must-haves” and effectively assess for them in hiring processes.
• Serve as a thought partner with hiring managers to develop effective sourcing and recruitment strategies that result in client satisfaction. Develop effective relationships within the organization and the hiring community to have influence and impact the recruiting process and hiring.

Staff Development & Retention

• Develop orientation and new staff training practices that get people what they need right out of the gate and increase the likelihood of a good start.
• Develop and communicate a staff investment strategy, and update annually.
• Manage the maintenance and execution of the performance management system, including current job descriptions, standards of performance, and performance evaluation instruments.  
• Ensure annual development plans are in place for all employees, focused on both immediate and longer-term organizational needs.
• Collect, analyze, and maintain data that is then used to create effective leadership development programs.
• Develop, initiate, and maintain effective programs for workforce retention, promotion, and succession planning.
• Provide professional expertise and support in the design, development, and implementation of a talent management process that is linked to NILC’s goals and results in the creation of an internal bench of top talent.
• Oversee initiatives and activities to build desired organizational culture, including robust internal communications that reinforce our core strategy and values.

Overarching Talent Strategy

• Ensure that organization-wide talent management and performance management initiatives are focused and aligned on improving operational and program efficiencies and effectiveness.
• Work with the Executive Director and senior leadership team to set a strategic vision and priorities for all talent work in the coming 3-5 years.
• Develop succession plans for every senior leader, with 12-24–month time horizons.

Organizational Leadership

• Participate at the executive level in decisions about strategic priorities and planning and ensure that talent management is fully integrated.
• Create and maintain an environment of equal employment opportunity, diversity, and competitive advantage in support of NILC’s diversity and inclusion values.

QUALIFICATIONS

A successful candidate for this role position will have a comprehensive understanding of our mission and demonstrate a proven track record of success. A successful candidate will also possess many (although perhaps not all) of the following qualifications and personal attributes. Even if you aren’t sure but are excited about the position, we encourage you to apply.

• Ideally 7-10 years in any one of the following: management, leadership development, coaching, talent management, organizational development, talent recruitment, program leadership, human resources, or other relevant work, preferably in the nonprofit sector.
• Demonstrated ability to recruit, hire, develop and retain multiracial, talented teams that get results.
• The ability to quickly learn and grasp our work and the specific skills and qualities it would take to succeed in our various departments (e.g., legal, advocacy, communications, development, operations).
• Demonstrated experience building new systems and getting them to stick, especially with senior-level staff. Strong sense of initiative and enthusiasm to build something from scratch.
• Strong commitment to racial equity. Able to identify ways that implicit bias impacts management, and demonstrated experience using hiring and management practices that mitigate this bias.
• An inclusive and collaborative approach. Demonstrated ability to manage up and sideways and to authentically partner with staff at all levels of the organization.

SALARY AND BENEFITS

Competitive salary DOE. Benefits include health, dental, and vision; disability; flexible spending account; 403(b) employer retirement plans. Excellent time-off benefits!

TO APPLY

Please send a detailed cover letter explaining your interest in NILC’s mission and why you are the best candidate for this position, along with your resume, by email to jo...@nilc.org.

Use DTM1017 as your subject line. Applications will be accepted on a rolling basis.

Please do not send duplicate materials. Incomplete applications will not be considered. You must provide all materials requested and follow instructions provided above to be considered. No phone calls, please.

NILC is an equal opportunity employer; people of color and individuals from diverse backgrounds are encouraged to apply. NILC does not discriminate on the basis of race, color, national origin, citizenship status, ethnic background, religion, political orientation, gender, sexual orientation, gender identity, age, disability, or any other protected class.