Sr. Manager, Talent Management

Primary Function: The Senior Manager, Talent Management, as a member of the HR team, will work cross-functionally to coordinate and manage aspects of the recruiting, training, and performance development initiatives for The Barnes Foundation. This position is highly visible and critical in growing the organization. This manager will drive the hiring process to ensure that open positions are filled quickly with the best talent possible and will support training activities to develop staff to ensure high performance and productivity. 

Education/Training/Experience: 

• Bachelor’s Degree required
• 5–7 years of progressive HR or talent management experience, including at least 2 years in a management or lead role.
• Hands-on experience in at least two of the following: recruitment, learning and development, performance management, and succession or leadership development.
• Demonstrate track record of exceptional public speaking / training / business presentations skills.
• Strong facilitation, coaching, and communication skills, with the ability to partner effectively with department heads and senior staff.
• Proficient in the use of ADP Workforce Now or other Human Resource Information Systems
• Proficient in Microsoft Word, PowerPoint, and basic Microsoft Excel
• Proven track record of filling positions with qualified candidates in required deadlines

Requirements:

Recruitment/Talent Acquisition (approximately 35% of role)

• Introduce and manage consistent recruitment and talent acquisition processes
• Track the status of open positions, including newly created and replacement positions
• Utilize creative branding techniques to attract job seekers and build company brand image by creating a positive candidate experience
• Responsible for developing new talent pipelines through internal/external contacts, cost effective sourcing strategies, and networking resources
• Solicit departmental direction and feedback on key qualifications for positions, and communicates realistic job previews prior to all job offers
• Consult with hiring managers in creating, reviewing, and editing job descriptions to accurately reflect role responsibilities
• Schedule, advertise, and lead employment events including external job fairs and other recruitment events
• Support hiring managers by reviewing resumes and employment applications for hourly, management and office positions to determine if applicant has appropriate experience, skills and employment background to be considered for a position
• Conduct phone screens
• Maintain and document candidate communication within the applicant tracking system
• Provide support and training to hiring managers and support staff on recruitment and hiring best practices
• Maintain applicant tracking system (ADP) and train managers on using the system

Onboarding, Training, and Learning (approx. 35% of role)

• Facilitate the creation and execution of onboarding process for new team members
• Work with key leaders to determine training needs for the organization 
• Develop, update, and present new as well as existing training materials for managers and employees
• Build quarterly and annual training schedules
• Deliver content and facilitate effective learning environments in both live and virtual settings
• Develop employee-oriented company culture that emphasizes quality, continuous improvement, key employee retention, development, and high performance
• Administer professional development programs, including mentoring, job shadowing, cross-departmental projects, and tuition or conference support
• Collect participant feedback and measure training effectiveness, recommending adjustments where required
• Manage program spend and vendor relationships within the learning budget

Performance Development (approx. 10% of role)

• Administer the performance management cycle, including goal setting and annual reviews, with communications, deadlines, and completion tracking
• Coach managers on setting clear expectations, delivering constructive feedback, documenting performance, and conducting development conversations
• Support managers and Employee Relations on performance improvement plans
• Analyze performance data to flag trends, skill gaps, and identify high-potential employees
• Recommend refinements to the performance framework and competency model as necessary

Succession Planning Support (approx. 10% of role)

• Support succession planning and talent review process for key leadership and critical roles
• Prepare talent review materials, including bench strength, readiness, and flight-risk data, and maintain succession profiles for critical roles
• Schedule, coordinate, and document talent review sessions and track follow-up actions
• Support leaders with building individual development plans for emerging leaders and identified successors, including stretch assignments and leadership development opportunities

Retention, Engagement, and HR Partnership (approx. 10% of role)

• Support employee engagement surveys, stay interviews, and exit interviews; summarize findings and recommend actions.
• Use HRIS and talent data to produce dashboards and reports on turnover, diversity, development, and pipeline health.
• Help ensure talent practices comply with federal, state, and local employment laws and align with museum policy
• Serve as a day-to-day partner to HR leadership and department heads on talent needs

Organization-Wide Competencies

• Effective Resource Use: Develops strategies and makes decisions that use time and resources wisely; manages resources effectively.
• Customer Focus: Demonstrates desire to help or serve others; identifies, anticipates and addresses internal and external customer needs; does what is necessary to make sure customer is satisfied.
• Problem-Solving: Identifies problems and/or challenges. Weighs pros and cons of all possible solutions. Involves others in developing creative solutions to problems. Makes innovative use of computers and other information technology to contribute to problem solving. Produces practical solutions after carefully considering risks and alternatives. Willingly incorporates new and different information as it becomes available.
• Relationship Building: Effectively builds and maintains harmonious, professional, respectful and productive relationships within The Barnes Foundation, professional field, and community. Effectively works in a team setting. Communicates honestly and directly; shows diplomacy and tact. Uses appropriate channels of communication.
• Professional Presentation: Complies with company policy and procedure. Demonstrates self-awareness and understanding of others; listens well; perceives emotions, concerns, and interests accurately, and uses these skills to advance The Barnes Foundation mission; creates a healthy work environment; shows composure; respects people of different cultures, ages, and genders.
• Active Learning: Demonstrates curiosity and initiative to seek information; seeks to understand The Barnes Foundation business and outside factors that impact it; learns from best practices and generates fresh approaches; learns from experience and others; acquires skills; seeks feedback and advice resulting in improvement.
• Initiative: Takes calculated risks and does things that are new, different, or out of the box when necessary to reach goals; speaks up; asserts oneself; makes tough decisions in a timely manner; takes responsibility for outcomes.
• Ethics: Demonstrates ethical business practices; demonstrates and conducts oneself in a manner consistent with the organization’s mission statement and core values.
• Promotes the continuous growth of The Barnes Foundation.

Physical Demand Analysis:

• Physical Requirements: Lifting up to 10 lbs. 80% of day sitting required.
• Visual Requirements: Extensive computer use, review of employee documentation.
• Hearing Requirements: Phone use
• Working Conditions: Position operates in an environment that is generally free of noise, dust, temperature extremes or other hazards.