Talent Acquisition and Development Manager I/II

Position description

The International Food Policy Research Institute seeks a highly skilled Talent Acquisition

and Development manager to join our HR Team. The ideal candidate will play a key role in shaping and executing talent initiatives that drive organizational growth and employee engagement.  The Talent Acquisition and Development Manager is responsible for overseeing the talent acquisition team, planning and delivering the organizational development initiatives and strategies. This includes the delivery of learning solutions and change initiatives, fostering employee engagement, administering and overseeing the performance management program, full talent life cycle career paths and the promotion of a learning culture to improve organizational, team, and individual effectiveness at all levels in the organization. The role will utilize various data metrics to gain a deep knowledge of engagement and perspectives and will consider and evaluate data to influence innovative solutions. This is a 2-year renewable position based in Washington, DC.

The final grade level (21 CSC or 22 CSC) for this position will be determined by demonstrated experience. 

Essential Duties

Duties include but may not include all assigned duties:

Talent Acquisition

• Manage the Talent acquisition team and oversee the entire recruitment lifecycle, including job posting, sourcing, screening, interviewing, and onboarding.
• Implement and refine talent acquisition processes, including sourcing, interviewing and onboarding, to attract top talent global
• Implement and optimize recruitment processes to ensure efficiency and a positive candidate experience.
• Train hiring managers on ensuring diversity and effectiveness in the recruitment process.   
• Keep up with the latest talent acquisition trends, including the use of social media and AI.
• Oversee and analyze hiring data and report on hiring metrics.

Performance Management  

• Implement effective performance management programs aligned with organizational goals under a continuous improvement lens.  
• Lead the annual performance review process, ensuring training for timely and constructive feedback to employees and managers 
• Collaborate with the compensation team to a through key activities in the merit process cycle.       
• Delivers initiatives to foster an ongoing performance management culture (i.e. mid-year review and 90-day check-ins, new system features).

Learning and Professional Development     

• Work with the Head, Human Resources to develop and implement appropriate learning solutions based on the outcomes of training and development needs analysis.
• Maintain and promote the career path program to strengthen career development.   
• Oversee the delivery of training programs and establish metrics (KPIs) to measure the effectiveness of training initiatives.  
• Design and implement leadership development programs to enhance leadership capabilities.     
• Administers professional development benefits by analyzing and responding to employee requests for professional development benefits, providing appropriate guidance and monitoring the allocated budget.       
• Manages the Institute’s learning platform.

Employee Engagement and Organizational Development   

• Develop, implement and coordinate employee engagement initiatives and change interventions aimed at improving employee engagement and organizational effectiveness.  
• Administers HR employee orientation and the offboarding of staff and surveys new and departing staff on the onboarding and offboarding experiences, and track and report related metrics     
• Leverage internal communication content and materials to communicate human resources initiatives and increase employee engagement.
• Develop a set of employee experience metrics to evaluate effectiveness.

Requirements:      

• At the 21 CSC grade level: 
• Bachelor’s degree plus 10 years of experience or master’s degree plus 7 years of experience in positions with similar responsibilities. 
• Two years of management experience is required.
• At the 22 CSC grade level: 
• Bachelor’s degree plus twelve years of relevant professional experience or master’s degree plus ten years. 
• Four years of management experience is required.   
• Proven experience in developing and executing talent management strategies.  In-depth knowledge of learning and development practices and talent acquisition.    
• Demonstrated ability to work collaboratively with cross-functional teams with a strong focus on client orientation.
•     Excellent communication and interpersonal skills.
•   Analytical skills to interpret data and trends.     
• Strong leadership and team management capabilities.       
• Ability to navigate and adapt to a dynamic and fast-paced environment.

Preferred Requirements   

• SHMR-CP or PHR Certification

Required Computer Knowledge   

• Demonstrated experience with Microsoft Office Suite. 

Physical Demand & Work environment:

• Employee will seat in an upright position for a long period of time with little opportunity to move/stretch      
• Employee will lift between 0-10 pounds in the course of normal duties.
• Employee is required to have close visual acuity to perform activity such as preparing and analyzing data and figures, viewing computer terminal, and extensive reading.

Application instructions

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