Director, Talent Acquisition

Job Description

Join the HJF Team!

HJF is seeking a Director - Talent Acquisition to direct a dedicated human capital team that ensures exceptional, cost effective human capital service delivery and client retention through HJF’s best practice standards and client contractual specifications while achieving service and quality targets. Works with the Chief HR Officer to develop and implement short and long-term business strategies and objectives to produce and measure business requirements that streamline HR administration, optimize HR processes, and maximize people. Leads the subject matter focus on related solutions and issues.

This position will be in support of Human Resources.

The Henry M. Jackson Foundation for the Advancement of Military Medicine (HJF) is a nonprofit organization dedicated to advancing military medicine. We serve military, medical, academic and government clients by administering, managing and supporting preeminent scientific programs that benefit members of the armed forces and civilians alike. Since its founding in 1983, HJF has served as a vital link between the military medical community and its federal and private partners. HJF's support and administrative capabilities allow military medical researchers and clinicians to maintain their scientific focus and accomplish their research goals.

Responsibilities

• Finds and retains talent for all positions at HJF, to include but not limited to: top scientific and medical researchers, executive leadership, laboratory workers, and operational support experts.
• Provides support in the development and implementation of strategic goals in recruitment, selection, induction, deployment, and onboarding. Possess and maintain knowledge and awareness of cutting edge technology for enhanced human capital recruitment, identification, and onboarding.
• Provides leadership, direction and guidance for the strategic initiatives and day-to-day operations of the Workforce Management Division.
• Provides advisory guidance, input and oversight in the implementation of human capital and human resources policies and processes related to human capital. Provides day-to-day operational and functional supervision of all staff within the division to ensure a service model that focuses on the human capital needs.
• Reviews and utilizes metrics related to human capital to assure attainment of goals and quality measures of the workplace. Anticipates the needs of HJF’s human capital capacity and utilizes data and information to accurately project and present.
• Acts as a transformational change agent for process redesign and continuous improvement in all aspects of human capital work.
• Oversees complex requirements for immigration and work authorization processes to ensure client candidate selection is not delayed or hampered by immigration or labor requirements.
• Promote and support the candidate experience for best in class candidate and client satisfaction.
• Works closely with agencies and departments which support DoD military base access requirements such as CAC and security clearances.
• May perform other duties and responsibilities as assigned or directed by the supervisor. This may include attendance of and participation in required training for role.
• May include budgetary responsibility to include plan/forecast, prepare, and monitor
  
  

Supervisory Responsibilities

• Direct Supervisor: Direct authority to make decisions on the following: employee hiring, disciplinary action, starting salaries and merit increases; conduct employee performance evaluations and directs work activities.
  
  

Qualifications

Education and Experience

• Bachelor's Degree required.
• More than 10 years of experience required.
  
  

Required Knowledge, Skills And Abilities

• Demonstrated success leading a team of professionals; proven business, operational and leadership skills.
• Strong interpersonal skills, including persuasive speaking and writing, and public speaking; business acumen, including expense and resource management, business planning and evaluation, and complex problem solving experience.
• Project management skill.
• Working Knowledge and experience with multiple Applicant Tracking Systems (ATS) or equivalent case management tools, and Microsoft Office suite to include Word, Excel and PowerPoint.
• Experience with international assignee talent management, recruitment, deployment, and repatriation; experience with immigration and visa processes for a multi-national workforce; experience recruiting in a government contracting environment.
• Familiarity with DoD access and screening criteria and requirements.
  
  

Physical Capabilities

• Ability to stand or sit at a computer for prolonged periods
  
  

Work Environment

• This position will take place primarily in an office setting.
  
  

Compensation

• The annual salary pay range for this position is $152,500-$170,000. Actual salary will be determined based on experience, education, etc.
  
  

Benefits

• HJF offers a comprehensive suite of benefits focused on your health and well-being, from medical, dental, and vision coverage to health savings and retirement plans, and more.
  
  

Employment with HJF is contingent upon successful completion of a background check, which may include, but is not limited to, contacting your professional references, verification of previous employment, education and credentials, a criminal background check, and a department of motor vehicle (DMV) check if applicable. Any qualifications to be considered as equivalents, in lieu of stated minimums, require the prior approval of the Chief Human Resources Officer.

Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities

The contractor 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. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor’s legal duty to furnish information. 41 CFR 60-1.35(c)

Any qualifications to be considered as equivalents, in lieu of stated minimums, require the prior approval of the Chief Human Resources Officer.