AIR is currently seeking a Senior Director of Talent Management to join our Human Resources team. The Senior Director will provide strategic leadership in talent acquisition, people management, and employee development, aligning our people practices with AIR’s goals. This position will champion AIR’s commitment to diversity, equity, and inclusion, integrating these values into innovative HR processes and practices. 

This position offers the flexibility to work remotely within the United States (U.S.), hybrid, or full-time from one of AIR’s U.S. office locations. This does not include U.S. territories. The Senior Director must be able to travel.

About AIR:

Established in 1946, with headquarters in Arlington, Virginia, AIR is a nonpartisan, not-for-profit institution that conducts behavioral and social science research and delivers technical assistance to solve some of the most urgent challenges in the U.S. and around the world. We advance evidence in the areas of education, health, the workforce, human services, and international development to create a better, more equitable world.

AIR’s commitment to diversity goes beyond legal compliance to its full integration in our strategy, operations, and work environment. At AIR, we define diversity broadly, considering everyone’s unique life and community experiences. We believe that embracing diverse perspectives, abilities/disabilities, racial/ethnic and cultural backgrounds, styles, ages, genders, gender identities and expressions, education backgrounds, and life stories drives innovation and employee engagement. Learn more about AIR's Diversity, Equity, and Inclusion Strategy and hear from our staff by clicking here.

The Senior Director of Talent will report to the Senior Vice President of Human Resources and Workplace Management, and will oversee the Recruitment, Learning and Development (L&D), and Human Capital Partner (HCP) units.The responsibilities for the position include:

• Connects global organizational objectives to strategies for talent recruitment, management, and development to ensure global people practices and programs meet the needs of varying employee populations and demographics, and support the unique challenges of a Professional Services workforce and environment.
• Ensures the HR teams within talent acquisition, management, and development are provided the necessary support and tools, and are heard, recognized, and inspired in order to achieve their unit goals.
• Provides strategic direction and advice on process improvement of projects within the recruitment, L&D, and HCP units.
• Collaborates with HR subunits to discuss and create strategies to strengthen opportunities or overcome challenges (e.g., distributed workforce, just-in-time learning, high retention, attracting new talent, managing labor shortages, etc.) for all staff.
• Maintains appropriate systems and processes to budget, plan, implement, and communicate people practices from recruitment to management to development that attract, retain, and motivate the hourly, salaried, and executive workforce while ensuring internal equity.
• Ensures diversity, equity, and inclusion principles are integral to talent management strategies and organizational processes by creating a supportive, inclusive, and equitable working environment.
• Advises with the Chief Legal Officer on sensitive HR/employee matters to ensure support is fair and equitable to staff and risk is mitigated for the organization.
• Works closely with the Analysis and HR Technology (AHRT) director to collect, analyze, and coordinate aggregate data to identify HR trends that help inform organizational processes and decision-making, and measure the effectiveness of talent acquisition, management, and development strategies.
• Ensures that the processing of employee transactions into all applicable systems, such as new position creations, new hires, termination of service, wage and salary analysis, salary adjustments/increases, transfers, and changes in classification or employment status, is performed accurately and audited per established guidelines.
• Reviews existing and proposed statutory requirements governing recruitment, retention, and development, and recommends appropriate courses of action as needed to remain compliant.
• Provides consultation to the Senior Vice President in the collaboration of recruitment, development of competitive salary offers, retention of key talent, and career development plans.
• Ensures practices and processes, and communication materials effectively educate employees, managers, and executives on all people practices from recruitment to retention to development.
• Develops and creates materials and presentations for the HR & Compensation Committee of the Board of Directors.

Education, Knowledge, and Experience:

• Bachelor’s degree in Human Resources, Psychology, or a related field.
• A minimum of 15 years of experience in global talent acquisition, people management, and development, including demonstrated experience in succession planning, performance management, and progressive talent development strategies and practices.
• Demonstrated ability to make data-based, analytical, and strategic decisions.
• Demonstrated experience integrating diversity, equity, and inclusion principles into talent practices and processes, inclusive of training and development, recruitment, and people management.
• Extensive experience working with applicant tracking systems, HRIS systems, and reporting tools (e.g., Infor, Deltek, Costpoint, Greenhouse).
• Thorough understanding of U.S. federal and state regulations as they apply to people practices, company policies, and operations in for-profit and not-for-profit organizations.
• Experience managing people practices in diverse international settings.

Skills:

• Strong interpersonal communication skills with the ability to work collaboratively in a global virtual work environment.
• Strong project management skills around talent initiatives and processes.
• Proven ability to manage multiple priorities and demonstrated organizational and decision-making skills in meeting tight deadlines.
• Strong proficiency in MS Office.

Must be able to travel as needed.

Disclosures:

Applicants must be currently authorized to work in the U.S. on a full-time basis. Employment-based visa sponsorship (including H-1B sponsorship) is not available for this position. Depending on project work, qualified candidates may need to meet certain residency requirements.

All qualified applicants will receive consideration for employment without discrimination on the basis of age, race, color, religion, sex, gender, gender identity/expression, sexual orientation, national origin, protected veteran status, or disability.

AIR adheres to strict child safeguarding principles. All selected candidates will be expected to adhere to these standards and principles and will therefore undergo reference and background checks.

AIR’s Total Rewards Program, is designed to reward our staff competitively and motivate them to achieve our critical mission. This position offers an anticipated annual salary of $200,000 - $230,000. Salary offers are made based on internal equity within the institution and external equity with competitive markets. Please note this is the annual salary range for candidates that are based in the United States.

AIR maintains a drug-free work environment.

Fraudulent Job Scams Warning & Disclaimer:

AIR is aware of individuals falsely presenting themselves as AIR representatives. Fraudulent job scams seek to extract sensitive information or money from victims. To protect yourself, please be aware that AIR recruitment will only email you from an “@air.org” domain. Please take extra caution while examining the email address, for example jdoe@air.org is correct and jdoe@aircareers.org is not a legitimate AIR email address. If you are unsure of the legitimacy of a communication you have received, please reach out to recruitment@air.org.

If you see a job scam, or lose money to one, report it to the Federal Trade Commission (FTC) at ReportFraud.ftc.gov. You can also report it to your state attorney general. Find out more about how to avoid scams at ftc.gov/scams.

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