Director of Talent & Organizational Development at Princeton University in Princeton, New Jersey

Job Description:

Director of Talent & Organizational Development

US-NJ-Princeton

Job ID: 2025-20659
Type: Full-Time
# of Openings: 1
Category: Human Resources

Overview

University Services is a comprehensive auxiliary enterprise whose mission is to provide the highest level of service that supports Princeton’s educational mission, by meeting and exceeding the expectations of the campus community. Operational departments which comprise University Services include Housing and Real Estate Services, Campus Dining, Transportation and Parking Services, Print, Mail and Trademark Licensing Services, Campus Support Services (inclusive of Venue Services, Performing Arts Services and AV Services), Conference and Event Services, and The Service Point (an integrated customer service center). In addition to these operational units, University Services has centralized communications, finance, IT and talent and organizational development departments providing support services. 

 

University Services has a diverse staff of over 520 employees, comprised of front line and administrative staff at varying levels. The organization, as a whole, has the largest contingent of unionized staff within the University (60% of the total staff).

 

Reporting to the Assistant Vice President of Finance and Administration in University Services, the Director of Talent and Organizational Development contributes to the overall success of University Services by developing and overseeing comprehensive programs to positively influence the division’s goals, work culture and services to ensure the division retains and develops exceptional and diverse teams of productive, contributing and thriving employees.

 

In collaboration with colleagues in the Office of Human Resources, the Director is responsible for creating, implementing and maintaining engagement programs that support a culture of appreciation, inclusion, development and effective and efficient operations. Programs include but are not limited to onboarding, mentoring, training, professional development, rewards and recognition, and those which positively impact employee’s sense of belonging. The Director evaluates and assesses the climate, culture, and key organizational metrics in partnership with senior leadership and provides supplementary assistance with employee relations issues as needed and in collaboration with HR partners. The Director is a member of the University Services leadership team and is responsible for assisting senior leadership within University Services to conduct assessments and provide change management recommendations to improve efficiencies with workflow, processes and management practices to achieve departmental operational goals.

 

All applicants must submit a cover letter.  A full job description will be furnished prior to interview. 

Responsibilities

Talent & Program Development and Engagement
• Develop, implement and oversee holistic and scalable programs consistent with organizational goals including, but not limited to, hiring and onboarding, rewards and recognition, mentor and development programs, and culture engagement survey programs
• Develop frameworks and processes to assist department leadership with proactively assessing skills, resources and development plans to meet business needs
• Strategize with University Services communications staff to develop effective, efficient and inclusive communications in order to support all employees
• Lead planning of division-wide events (e.g. – townhall meetings, etc.)
• Provide oversight to Talent and Organizational Development staff responsible for delivery and implementation of programs
• Lead the division’s committee responsible for creating a plan and implementing programs that create a sense of belonging for all staff. Create agendas, review, approve workplans and ensure continued progress. Update the division’s plan on a regular basis and monitor progress
• Create and execute programs in support of the division’s work culture, goals and services (Ambassador Program, Community Exchanges, etc.)

Talent Pipeline Planning and Professional Development
• Proactively conduct learning needs assessments and ensure resources are in place to enable staff to enhance and maintain their skills while also addressing business needs.
• In partnership with Human Resources’ learning and development team, create a framework for professional development and mentoring programs, supporting the organization’s customer service focus, that advances a diverse, high-quality staff which is prepared to meet the ongoing challenges of broadening services. Monitor and evaluate the effectiveness of training programs.
• Partner with the Office of Human Resources to implement, maintain and assist senior leadership with talent pipeline planning and associated development plans.
• Oversee the planning, coordination and execution of the summer training and development programs for Campus Dining SEIU staff.
• Assist departmental leadership in the planning and execution of departmental retreats and regular meetings.

 

Organizational Effectiveness & Efficiencies

• Partner with Human Resources and University Services leadership to provide resources for managers on job description development, recruitment, hiring, onboarding and offboarding, performance management and professional development.
• Advise University Services colleagues on organizational initiatives involving staffing.
• In partnership with HR, strategize with senior leadership in the division, to develop reorganization plans and requests for changes in staffing, as required, being sensitive to the degree of organizational change and readiness
• Collaborate with leaders, in partnership with HR, to consider changes to organizational structure, workflow and operational efficiencies to leverage talent and provide development opportunities to key leaders
• Assist senior leadership on change management initiatives, in collaboration with HR, and provide facilitation and coaching to supervisors and managers.
• Develop systematic processes to collect and communicate various divisional human capital metrics. Monitor metrics provided by Human Resources
• In partnership with HR, develop and implement labor management strategies to optimize workforce efficiency.

• Act as a supplemental point of contact regarding HR-related concerns, ensuring matters are escalated appropriately to HR. Consult with HR in seeking guidance to promote a positive work environment.

 

Other
• Serve as a member of the University Leadership Team, working collaboratively with colleagues to engage an array of cross-cutting programs and initiatives
• Create collaborative relationships with a wide variety of internal and external stakeholders, including but not limited to HR, union representation, etc.
• Undertake special projects and perform other administrative duties as needed

Qualifications

ESSENTIAL QUALIFICATIONS (Minimum Skills, Knowledge, Experience, Competencies needed)
• Bachelor’s degree required
• Minimum of seven (7) to ten (10) years of increasingly responsible professional experience
• At least 5 years of working on talent and organizational development or human resources initiatives or equivalent experience
• Experience working in a large-scale organization or educational institution
• Experience assisting others in attracting, recruiting, mentoring, coaching, motivating, and leading a strong, cohesive, and high-performing team
• Ability to lead and grow the competency levels of staff and to create professional development programs and curriculum
• Managerial skills to facilitate both the establishment of a team and a goal-oriented environment, providing vision and encouraging innovation and staff empowerment through active communication and delegation, building confidence and enthusiasm, compelling others to action, promoting diversity of thought, and celebrating achievements
• Sound judgment and problem-solving skills; thoughtfulness and attention to detail; is self-reflective and has the ability to think strategically and act decisively; and strong work ethic
• Strong interpersonal and relationship-building skills, including sensitivity to the wants, needs, and concerns of constituents
• Ability to negotiate and balance expectations and priorities of demanding stakeholders
• Experience with initiatives or programs that support staff and create a sense of belonging
• Exceptional oral, written, presentation, and communication skills
• Ability to multi-task and to work simultaneously on several high priority initiatives.
• Demonstrated ability to think strategically and be a problem solver
• Ability to handle confidential information with discretion and tact

 

PREFERRED QUALIFICATIONS
• Master's degree or professional HR certification
• Formal training in organizational development
• Experience in unionized environment
• Higher education or non-profit experience
• Knowledge of standards for workplace measurement and human resources metrics (e.g..- best places to work)
• Knowledge of formal assessment programs (e.g. - Myers-Briggs) and ability to execute and evaluate results.

 

___________________________

 

Princeton University is an Equal Opportunity Employer and all qualified applicants will receive consideration for employment without regard to age, race, color, religion, sex, sexual orientation, gender identity or expression, national origin, disability status, protected veteran status, or any other characteristic protected by law.  KNOW YOUR RIGHTS

Equal employment opportunity, including veterans and individuals with disabilities.

PI266612290

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