The University of Georgia
University HR Senior Director of Talent Management and Workforce Engagement
The University of Georgia, Athens, Georgia, us, 30604
About the University of Georgia
Chartered by the state of Georgia in 1785, the University of Georgia is the birthplace of public higher education in America and is the state’s flagship university (https://www.uga.edu/). The proof is in our more than 240 years of academic and professional achievements and our continual commitment to higher education. UGA is currently ranked among the top 20 public universities in U.S. News & World Report. The University’s main campus is located in Athens, approximately 65 miles northeast of Atlanta, with extended campuses in Atlanta, Griffin, Gwinnett, and Tifton. UGA employs approximately 3,100 faculty and more than 7,700 full‑time staff. The University’s enrollment exceeds 41,000 students including over 31,000 undergraduates and over 10,000 graduate and professional students. Academic programs reside in 19 schools and colleges, including our newly established School of Medicine.
About the College/Unit/Department The University of Georgia has been a leader for more than 235 years for one reason: Our people. People will always be the heart of our success. Our team is composed of talented human resource professionals focused on helping the people of this great institution reach their potential and build the foundation for the next 235 years. Please visit http://hr.uga.edu/ to learn more about our mission, vision, staff, and more!
Position Summary The Senior Director of Talent and Workforce Engagement is a key contributor to the success of UGA’s greatest resource: its people! Reporting to the Vice President and Chief Human Resources Officer, this senior director will shape the university’s talent acquisition strategy, leading efforts to attract, engage, and retain top talent across the employee lifecycle. As a University Human Resources Leadership Team member, they will engage with various internal and external constituents to ensure a positive candidate experience, develop a robust talent pipeline, and address complex and sensitive faculty and staff matters. They utilize qualitative and quantitative analytics to create, execute, and evaluate strategies to identify, attract, recruit, and retain top talent, as well as to oversee employee‑ and organization‑focused activities.
This position provides strategic leadership and oversight for the university‑wide employee relations and workforce engagement program, promoting a positive and productive work environment that supports the success of UGA’s workforce. The Senior Director also leads the development and execution of comprehensive workforce planning and organizational design initiatives, ensuring the university’s structures, roles, and talent strategies are aligned to meet current priorities and future institutional needs.
Central to this role is the responsibility for continuing to cultivate UGA’s employer brand. This includes strengthening our reputation as an employer of choice, driving enterprise‑wide engagement and retention strategies, and partnering with executive leaders to build a high‑performing, future‑ready workforce. With a bold, data‑driven approach, the Senior Director ensures that all efforts are rooted in growth, recognition, shared values, and aligned with the university’s mission to proactively create and maintain a positive work environment for all.
Minimum Qualifications Bachelor’s degree in a related field and 12 years of professional experience to include 3 years in a leadership role.
Preferred Qualifications
Masters degree preferred
7+ years in higher education human resources
Progressive experience in the areas of talent management, recruitment, and workforce engagement
2 years or more of supervisory experience, with a demonstrated ability to lead multi‑functional HR teams
Previous experience in recruitment, hiring, and employee relations within a large, complex organization
HR certification such as SHRM‑CP, SHRM‑SCP, HRCI PHR, HRCI SPHR
Knowledge, Skills, Abilities and/or Competencies
Experienced in developing and implementing effective recruiting strategies to build a robust talent pipeline, while fostering a strong employer brand
Strong background in higher education recruiting with a proven ability to identify, attract, and hire top talent
Knowledge of employee relations and employment policy to include conducting investigations and related training
An elevated understanding of mediating differences, facilitating discussions, and coaching using exceptional creativity and judgment
Understanding and managing workforce analytics and the implications of data to determine workforce opportunities
Maintaining employee records and associated systems
Professional experience in an office setting
Excellent oral and written communication skills and the ability to deal effectively and professionally with a variety of people at all levels of management within and external to a university environment
Experienced in investigation techniques
Attention to detail and organizational skills
Proficiency in planning, organizing, prioritizing multiple tasks, and meeting deadlines
Excellent customer service, problem‑solving, and decision‑making skills
Knowledge of functions throughout human resources to appreciate the intersection of recruiting and talent management with other functions
Oversight and development of employment policies and procedures
Physical Demands
Ability to work in a standard office environment and operate electronic equipment including, but not limited to, computers, laptops and all peripheral devices
Ability to work using electronic mail, telephone, face‑to‑face discussions, and paper‑form correspondence
Is driving a responsibility of this position? No
Is this a Position of Trust? Yes
Does this position have operation, access, or control of financial resources? No
Does this position require a P‑Card? No
Does this position have direct interaction or care of children under the age of 18 or direct patient care? No
Does this position have Security Access (public safety, IT security, personnel records, patient records, or access to chemicals and medications) Yes
Credit and P‑Card policy Be advised a credit check will be required for all positions with financial responsibilities. For additional information about the credit check criteria, visit the UGA Credit Background Check website.
Background Investigation Policy Offers of employment are contingent upon completion of a background investigation including a criminal background check demonstrating your eligibility for employment with the University of Georgia; confirmation of the credentials and employment history reflected in your application materials (including reference checks) as they relate to the job‑based requirements of the position applied for; and, if applicable, a satisfactory credit check. You may also be subject to a pre‑employment drug test for positions with high‑risk responsibilities, if applicable. Please visit the UGA Background Check website.
Duties / Responsibilities Strategic Recruitment & Talent Acquisition
Oversee the design, implementation, and management of efficient recruiting processes
Plan, develop, and direct strategies to reach and recruit top candidates
Direct departments with their search requirements
Utilize social media to promote university jobs
Assess and manage recruitment systems, including vendor engagement
Data analytics related to recruitment process efficiency, trend analysis, and improvement
Advise and consult with hiring managers to provide strategic recruitment support
Direct the Executive Search and Talent Management teams
Workforce Planning and Organizational Design
Oversee and manage strategic HR initiatives
Develop, design, and implement HR policies, processes, and programs
Actively engage in efforts to achieve the UHR strategic plan
Represent UHR on campus committees and initiatives
Oversee the utilization of case data and other information as a sound practice for diagnosing trends and issues in the workplace
Direct the Workforce planning and organizational design team
Employee Relations & Workforce Engagement
Act as an internal consultant for complex faculty and staff matters
Educate leaders on employee relations and policy interpretation
Lead investigations into employee conduct issues
Develop and implement corrective action plans
Develop, implement, and maintain a case management system that will build an analytics framework
Direct and facilitate the Workforce Engagement team
Leadership & Strategic Planning
Serve as a member of the UHR Leadership team
Provide performance management, coaching, and professional development for direct reports, including associated staff
Develop and implement a service model for a decentralized human resources service model
Foster a positive workplace culture
Process Improvement & Operational Efficiency
Manage research and implement process improvement initiatives
Utilize data analytics to report results, analyze trends, and streamline hiring processes
Oversee the procurement and management of recruitment‑related systems and engagement with vendors
Identify areas of opportunity for improvement
Other duties as defined by the VP Chief Human Resources Officer
EEO Policy Statement The University of Georgia is an Equal Opportunity employer. All qualified applicants will receive consideration for employment without regard to age, color, disability, genetic information, national origin, race, religion, sex, or veteran status or other protected status. Persons needing accommodations or assistance with the accessibility of materials related to this search are encouraged to contact Central HR (hrweb@uga.edu).
Contact Details For questions concerning this position or recruitment progression, please refer to the Recruitment Contact listed below.
#J-18808-Ljbffr
About the College/Unit/Department The University of Georgia has been a leader for more than 235 years for one reason: Our people. People will always be the heart of our success. Our team is composed of talented human resource professionals focused on helping the people of this great institution reach their potential and build the foundation for the next 235 years. Please visit http://hr.uga.edu/ to learn more about our mission, vision, staff, and more!
Position Summary The Senior Director of Talent and Workforce Engagement is a key contributor to the success of UGA’s greatest resource: its people! Reporting to the Vice President and Chief Human Resources Officer, this senior director will shape the university’s talent acquisition strategy, leading efforts to attract, engage, and retain top talent across the employee lifecycle. As a University Human Resources Leadership Team member, they will engage with various internal and external constituents to ensure a positive candidate experience, develop a robust talent pipeline, and address complex and sensitive faculty and staff matters. They utilize qualitative and quantitative analytics to create, execute, and evaluate strategies to identify, attract, recruit, and retain top talent, as well as to oversee employee‑ and organization‑focused activities.
This position provides strategic leadership and oversight for the university‑wide employee relations and workforce engagement program, promoting a positive and productive work environment that supports the success of UGA’s workforce. The Senior Director also leads the development and execution of comprehensive workforce planning and organizational design initiatives, ensuring the university’s structures, roles, and talent strategies are aligned to meet current priorities and future institutional needs.
Central to this role is the responsibility for continuing to cultivate UGA’s employer brand. This includes strengthening our reputation as an employer of choice, driving enterprise‑wide engagement and retention strategies, and partnering with executive leaders to build a high‑performing, future‑ready workforce. With a bold, data‑driven approach, the Senior Director ensures that all efforts are rooted in growth, recognition, shared values, and aligned with the university’s mission to proactively create and maintain a positive work environment for all.
Minimum Qualifications Bachelor’s degree in a related field and 12 years of professional experience to include 3 years in a leadership role.
Preferred Qualifications
Masters degree preferred
7+ years in higher education human resources
Progressive experience in the areas of talent management, recruitment, and workforce engagement
2 years or more of supervisory experience, with a demonstrated ability to lead multi‑functional HR teams
Previous experience in recruitment, hiring, and employee relations within a large, complex organization
HR certification such as SHRM‑CP, SHRM‑SCP, HRCI PHR, HRCI SPHR
Knowledge, Skills, Abilities and/or Competencies
Experienced in developing and implementing effective recruiting strategies to build a robust talent pipeline, while fostering a strong employer brand
Strong background in higher education recruiting with a proven ability to identify, attract, and hire top talent
Knowledge of employee relations and employment policy to include conducting investigations and related training
An elevated understanding of mediating differences, facilitating discussions, and coaching using exceptional creativity and judgment
Understanding and managing workforce analytics and the implications of data to determine workforce opportunities
Maintaining employee records and associated systems
Professional experience in an office setting
Excellent oral and written communication skills and the ability to deal effectively and professionally with a variety of people at all levels of management within and external to a university environment
Experienced in investigation techniques
Attention to detail and organizational skills
Proficiency in planning, organizing, prioritizing multiple tasks, and meeting deadlines
Excellent customer service, problem‑solving, and decision‑making skills
Knowledge of functions throughout human resources to appreciate the intersection of recruiting and talent management with other functions
Oversight and development of employment policies and procedures
Physical Demands
Ability to work in a standard office environment and operate electronic equipment including, but not limited to, computers, laptops and all peripheral devices
Ability to work using electronic mail, telephone, face‑to‑face discussions, and paper‑form correspondence
Is driving a responsibility of this position? No
Is this a Position of Trust? Yes
Does this position have operation, access, or control of financial resources? No
Does this position require a P‑Card? No
Does this position have direct interaction or care of children under the age of 18 or direct patient care? No
Does this position have Security Access (public safety, IT security, personnel records, patient records, or access to chemicals and medications) Yes
Credit and P‑Card policy Be advised a credit check will be required for all positions with financial responsibilities. For additional information about the credit check criteria, visit the UGA Credit Background Check website.
Background Investigation Policy Offers of employment are contingent upon completion of a background investigation including a criminal background check demonstrating your eligibility for employment with the University of Georgia; confirmation of the credentials and employment history reflected in your application materials (including reference checks) as they relate to the job‑based requirements of the position applied for; and, if applicable, a satisfactory credit check. You may also be subject to a pre‑employment drug test for positions with high‑risk responsibilities, if applicable. Please visit the UGA Background Check website.
Duties / Responsibilities Strategic Recruitment & Talent Acquisition
Oversee the design, implementation, and management of efficient recruiting processes
Plan, develop, and direct strategies to reach and recruit top candidates
Direct departments with their search requirements
Utilize social media to promote university jobs
Assess and manage recruitment systems, including vendor engagement
Data analytics related to recruitment process efficiency, trend analysis, and improvement
Advise and consult with hiring managers to provide strategic recruitment support
Direct the Executive Search and Talent Management teams
Workforce Planning and Organizational Design
Oversee and manage strategic HR initiatives
Develop, design, and implement HR policies, processes, and programs
Actively engage in efforts to achieve the UHR strategic plan
Represent UHR on campus committees and initiatives
Oversee the utilization of case data and other information as a sound practice for diagnosing trends and issues in the workplace
Direct the Workforce planning and organizational design team
Employee Relations & Workforce Engagement
Act as an internal consultant for complex faculty and staff matters
Educate leaders on employee relations and policy interpretation
Lead investigations into employee conduct issues
Develop and implement corrective action plans
Develop, implement, and maintain a case management system that will build an analytics framework
Direct and facilitate the Workforce Engagement team
Leadership & Strategic Planning
Serve as a member of the UHR Leadership team
Provide performance management, coaching, and professional development for direct reports, including associated staff
Develop and implement a service model for a decentralized human resources service model
Foster a positive workplace culture
Process Improvement & Operational Efficiency
Manage research and implement process improvement initiatives
Utilize data analytics to report results, analyze trends, and streamline hiring processes
Oversee the procurement and management of recruitment‑related systems and engagement with vendors
Identify areas of opportunity for improvement
Other duties as defined by the VP Chief Human Resources Officer
EEO Policy Statement The University of Georgia is an Equal Opportunity employer. All qualified applicants will receive consideration for employment without regard to age, color, disability, genetic information, national origin, race, religion, sex, or veteran status or other protected status. Persons needing accommodations or assistance with the accessibility of materials related to this search are encouraged to contact Central HR (hrweb@uga.edu).
Contact Details For questions concerning this position or recruitment progression, please refer to the Recruitment Contact listed below.
#J-18808-Ljbffr