Executive Director, Human Resources & Strategic Talent Management

General Responsibilities

The Executive Director (ED), leads the Human Resources (HR)
& Strategic Talent Management (STM) team that services both the
MIT Alumni Association (AA) and Resource Development (RD). 
The ED develops and manages the strategy for this shared services
enterprise. The ED works with both senior teams to attract talented
employees, ensure their strategic engagement and growth, and guide
their ongoing performance.

The incumbent will be responsible for building a world-class
talent capability to support AA/RD’s strategic initiatives and
priorities. The key priorities will be used to establish a
strategic talent management program that represents best practices
in the industry; identify and develop leaders; develop successor
talent; and provide strategic direction in the processes and
practices associated with the development and retention of AA/RD’s
talent at all levels.  The ED oversees the design, delivery,
and implementation of programs and resources that advance the
commitment of MIT/RD/AA in belonging, diversity, equity, and
inclusion. The ED is accountable for developing appropriate metrics
to chart and monitor progress. 

Characteristic Responsibilities:

• Design and manage all foundational elements of a high
  performing and integrated human resources unit including functions
  of: recruitment, retention, promotion, salary and compensation
  analysis, equity and market adjustment processes, professional
  development, training, on-boarding, performance reviews, merit
  increases, employee relations, BDEI programs, and staff development
  for the HR-STM team.
   
• Create an integrated strategy for talent management that
  directly supports the business needs of both MIT’s AA and RD
  teams.
   
• Working with the senior AA/RD teams, develop a multi-year
  workforce plan that builds out the talent needed to achieve AA/RD’s
  strategic goals.
   
• Build a leadership pipeline and talent review process that
  prepares the organization for growth and improves the depth and
  breadth of internal talent and skills across the departments.
   
• In accordance with the Institute and Community Equity Officer’s
  strategic plan in Diversity, Equity, and Inclusion (ICEO), work in
  collaboration with colleagues to define strategic priorities, as
  well as develop, implement, and assess programs and policies to
  advance AA/RD’s commitment to diversity, equity, and
  inclusion. 
   
• Develop a core leadership and management development strategy
  that equips AA/RD leaders with the basic tools, skills, and process
  knowledge required to effectively manage their people and lead the
  organization.
   
• Manage an organization-wide talent review process including
  development plans for high-potential leaders, management
  assessment, performance management, and learning and development
  programs.
   
• Ensure that exceptional talent is recognized and that
  appropriate strategies are devised to retain the most promising
  employees.
   
• Define enterprise-wide career development strategies. Assess
  the internal climate to create relevant training programs. 
  Develop and roll out all training strategies to improve
  performance.
   
• In collaboration with senior leaders, develop a dashboard of
  key indicators and metrics to determine progress along the
  way.
   
• Provide coaching and mentoring to senior leaders to effectively
  manage their people.
   
• Develop relationships with the MIT community, including School
  and DLC-based development staff and central HR and compensation to
  understand and develop programs, as needed.
   
• Provide team-oriented leadership to the AA/RD strategic talent
  management staff responsible for executing strategy and managing
  day-to-day operations.
   
• Responsible for effective staff management including hiring and
  orientation, coaching, training and development, workflow and
  performance management, and the development of a diverse,
  equitable, inclusive, and innovative work
  environment that promotes creativity and
  innovation.
   
• Benchmark the compensation and rewards and recognition
  practices to ensure that they support talent management
  goals.
   
• Manage usage of external search or talent management
  consultants, as needed.
   
• Manage an AA/RD salary and compensation budget and work closely
  with Finance and Operations to stay within overall AA/RD budget
  parameters.
   
• Liaison with MIT’s Central HR organization, leveraging
  connections and MIT policies to help MIT AA/RD.
   
• Represent MIT in the local and national HR & STM industry
  networks/associations and keep pace with emerging trends.
   
• Understand the business purpose and contributions of the full
  AA/RD enterprise.
   
• Foster a culture of positivity, collaboration, and
  excellence.