Talent Management Partner - Office of Advancement

Located in a historic neighborhood in the nation's capital, Georgetown offers rigorous academic programs, a global perspective, exciting ways to take advantage of Washington, D.

C., and a commitment to social justice. Our community is a tight knit group of remarkable individuals interested in intellectual inquiry and making a difference in the world.

Requirements

As Georgetown University pursues its most ambitious capital campaign goal of raising $500 million per year by fiscal year 2026, the(OA) Talent Management team (OATM) is the trusted partner dedicated to the strategic cultivation and organization of talent.

With the spirit of cura personalis, we deliver authentic thought leadership and advice, essential tools, data-driven insights and innovative programs to attract, hire, onboard, organize, retain, develop, engage, and connect exceptional talent.

Through this work we foster diverse, inclusive, high-performing teams that advance the mission of Georgetown through philanthropy.

The Talent Management team manages initiatives and provides thought leadership and partnership in the areas of recruiting, hiring, inclusivity, organizational design, professional and career development, onboarding, staff engagement and retention, department communications and workforce analytics to support a safe, inclusive, and high performing culture.

Reporting to the Managing Partner, Development Team Talent Strategy & Growth, the Talent Management Partner plays a significant role in supporting the talent experience for the Office of Advancement, and specifically the University’s Development teams.

As a part of building an exceptional talent experience, the incumbent will support three critical areas of the organization : University Main Campus Development, Medical Development, and Institutional Partnerships.

This role is critical to the success and execution of the recruiting and onboarding for these teams, and all their talent development strategies, programs, and initiatives.

The Partner will work closely with the Managing Partner and the larger OATM team to support each stage of the full life-cycle recruitment process for administrative, early and mid-career level Development roles within Advancement, and manage aspects of the Advancement’s talent acquisition program including promotion of opportunities through internal and external channels to build a robust and diverse candidate pipeline.

Committed to supporting and sustaining a thoughtful and strategic recruiting strategy for the development teams, additional duties include, but are not limited to :

Promote the pursuit of hiring, developing, engaging, and retaining diverse development talent.

Support the design and execution of the onboarding programs for new Development hires, with an eye on impact and ROI for specific positions and teams, and thoughtful cross-collaboration across key partners within Advancement.

Collaborate with and support the Managing Partner in developing and implementing specialized growth and development initiative(s) for frontline fundraisers, the build out of a strategic development talent program and career pathing framework, and a robust annual talent review process.

Work to create and execute a learning and development plan specifically for the Development teams, focused on University-provided and external resources, trainings and education / curriculum that can effectively help the frontline fundraising team grow with their job scope and management responsibilities and capabilities.

Serve as a trusted advisor within the Office of Advancement, partnering closely with senior leadership and managers and acting as a general resource to colleagues across the department at all levels.

Collaborate with Advancement colleagues and University partners (such as University Human Resources, IDEAA, Counsel) to gather and disseminate information as it relates to candidates and new hires and Talent Management tasks and initiatives.

Work with external partners to help execute career fairs and other events to drive recruitment success.

Actively manage and market to the Development teams a live library of L&D resources focused on management and fundraising-specific tools.

Create innovative opportunities to foster learning and growth among Development team members that can also impact the larger Office of Advancement.

Collaborate with the Managing Partner to facilitate the development and logistics of specialized growth and development program(s) for frontline fundraisers across the employee life cycle to minimize turnover and maximize engagement and retention, as part of an overall Development Talent and Development Program.

Required Qualifications

Bachelor’s degree or equivalent combination of education and work experience

Minimum 3-5 years of related professional experience

Superior organizational and prioritization skills

Proven experience working independently and collaboratively with a team, with a positive approach to problem solving

Proactive and driven work style, with a high-attention to detail and emphasis on achieving excellence in work output

Exceptional written and oral communications skills, and diplomatic skills

Ability to exercise a high level of discretion and sound professional judgement with sensitive and confidential information

Demonstrated professional composure and high service orientation for all colleagues and stakeholders

Strong project management capabilities and skills with the ability to work in a fast-paced, high-volume environment

Proficiency with and capability to learn new as it relates to ATS, CRM, and web / social media platforms

Proficiency with Microsoft Office Suite and Google Suite

Preferred Qualifications

5+ years of work experience

Direct experience in or experience in working with frontline fundraising professionals and / or organizations

Experience with Learning and Development design and implementation

Recruiting / Talent Acquisition coordination experience

Work Mode Designation

Pay Range :

The projected salary or hourly pay range for this position which represents the full range of anticipated compensation is :

$44,022.00 - $73,406.80

Compensation is determined by a number of factors including, but not limited to, the candidate’s individual qualifications, experience, education, skills, and certifications, as well as the University’s business needs and external factors.

Current Georgetown Employees :

If you currently work at Georgetown University, please exit this website and login to GMS () using your Net ID and password.

Then select the Career worklet on your GMS Home dashboard to view Jobs at Georgetown.

Submission Guidelines :

Please note that in order to be considered an applicant for any position at Georgetown University you must submit a resume for each position of interest for which you believe you are qualified.

Documents are not kept on file for future positions.

Need Assistance :

Need some assistance with the application process? Please call 202-687-2500. For more information about the suite of benefits, professional development and community involvement opportunities that make up Georgetown's commitment to its employees, please visit the Georgetown Works .

EEO Statement :

Georgetown University is an fully dedicated to achieving a diverse faculty and staff. All qualified applicants are encouraged to apply and will receive consideration for employment without regard to race, color, religion, national origin, age, sex (including pregnancy, gender identity and expression, and sexual orientation), disability status, protected veteran status, or any other characteristic

Benefits :

Georgetown University offers a comprehensive and competitive benefit package that includes medical, dental, vision, disability and life insurance, retirement savings, tuition assistance, work-life balance benefits, employee discounts and an array of voluntary insurance options.

You can learn more about benefits and eligibility on the .