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Senior Associate Director Development Business Services

Philadelphia, PA, US, 19107

Job Type: 

Req ID: 26342

Shift: Days

Employment Status: AF - Active - Regular - Full Time 

Job Summary

Leadership role overseeing the operations and strategic direction of Development Business Services team. This role is responsible for designing and executing strategic and comprehensive talent acquisition and management initiatives to effectively identify, attract hire and retain talent to meet current and projected needs of the Development (fundraising) department and further the mission of the Children’s Hospital of Philadelphia (CHOP) Foundation.  Serving as a liaison to Human Resources and Foundation Leadership, this position will also be responsible for facilitating and processing internal employment transitions, overseeing staff education and professional growth, retaining talent, and providing a robust new employee onboarding experience.

Job Responsibilities

Identify and Recruit talented staff

 

  • Build and maintain skill set pipelines of both active and passive candidates, ensuring pipeline provides a diverse, highly qualified, interview/selection slate.
  • Working with CHOP recruiting team and independently recruit and source for actual and projected positions using traditional and creative approaches including but not limited to job postings, internet postings, advertisements, professional networking, sourcing, cold calling, data mining, attendance at job fairs, conferences, colleges and universities, and attendance at professional associations and events.
  • Establish effective network of fundraising and operational search resources to ensure timely and successful closure on vacancies with key populations. 
  • Provide counsel to Foundation hiring managers during assessment and evaluation of candidates as requested. 
  • Facilitate proactive collaboration with hiring managers and HR consultants to understand workforce needs, develop a workforce planning model to ensure appropriate recruiting coverage; develop strategies to address and forecast future hiring needs and challenges.

 

Oversee Staff education and professional growth

 

  • Collaborate with HR Business Partners and CHOP Leadership Institute, develop new and ongoing Foundation leadership training program, and follow up.
  • Provide visibility regarding educational opportunities to all staff through frequent communications using a variety of tools.
  • Inform staff of industry specific educational opportunities including skills enhancement trainings, conferences, seminars, webinars, classes, and certification courses.

 

Workforce Planning and Management

 

  • Collaborate with Human Resources department to implement strategies to grow and develop Foundation workforce.  Coordinate departmental recruitment tactics of qualified and competent support staff, professional and technical staff, including advertising, interviewing, selection, and training in accordance with CHOP’s Policies and Procedures manual. 
  • Assist with screening and hiring qualified applicants. Interview and make recommendations for hire within the Foundation teams. 
  • Maintain and update Foundation career ladders, ensure job descriptions for each position are current and coordinate with the Compensation department to ensure accurate market data is available and equity is achieved.
  • Enforce and assist in the interpretation of CHOP’s Human Resources Policies and Procedures, including employee relations, rules of conduct, disciplinary action, grievance procedures, and other personnel issues.

 

Employee Engagement and Satisfaction

 

  • Ensure customer and employee satisfaction are being measured, performance maintained and results communicated appropriately.
  • Lead Foundation Employee Advisory Group and other team building programs/events.  Regularly track and report employee suggestions, comments and complaints. 
  • Responsible for monitoring and measuring departmental Employee Engagement Action Planning status and success. 

 

Staff Retention & Talent Planning

 

  • Partner with Human Resources Business Partner team to proactively manage:
  • 9-Box/Succession Planning
  • Career Ladders
  • Stay interviews/skip level meetings/staff rounding
  • Identify staff at risk including 3 and 7-year incumbents and create retention plan
  • Identify high potential staff members and create an IDP to help grow top performers into future critical roles

 

Job Responsibilities (Continued)

Oversee Onboarding

 

  • Work closely with the Business Services Coordinator; pre-arrival, new employee experience first few weeks, quarterly orientations, develop program of ongoing trainings

 

Management of the Development Business Services Team

 

  • Build capability of staff and provide opportunities to increase responsibilities and grow to next job level
  • Conducts ongoing performance coaching and reviews for the Business Services team. 
  • Ensures that service level agreements and standards are met for Business Services including but not limited to; facilities planning, business technology training, departmental policies and procedure manuals, and standard operating procedures (SOPS)

 

This new position will manage up to three direct reports within several years.

Required Education and Experience

Required Education: Bachelor’s degree

 

Required Experience: At least seven (7) years of progressive experience in Human Resources, Talent Management, Professional Development, Organizational Development or similar area.

Preferred Education, Experience & Cert/Lic

Preferred Education: Master’s Degree in organizational development and behavior

 

Preferred Experience:  

  • At least ten (10) years of progressively responsible experience
  • At least seven (7) years of experience in HR, Talent Management, Professional Development
  • Familiarity with, or direct experience in, non-profit management and/or fundraising

Additional Technical Requirements

  • Understanding of how teams work
  • Knowledge of how to develop positive organizational culture and hire for it
  • A sincere appreciation for people and how they are each uniquely motivated.
  • Poised and engaging, empathetic communications style based on natural warmth and enthusiasm.
  • Fast-paced and results oriented with the ability to work in a timely manner with multiple deadlines and competing requirements.
  • Strong written, presentation, verbal, organizational, and interpersonal skills; demonstrated ability to relate well to individuals from diverse backgrounds.
  • Demonstration of good judgement, professionalism and the highest standards of ethical conduct.

All CHOP employees who work in a patient building or who provide patient care are required to receive an annual influenza vaccine unless they are granted a medical or religious exemption.

Children's Hospital of Philadelphia is committed to providing a safe and healthy environment for its patients, family members, visitors and employees. In an effort to achieve this goal, employment at Children's Hospital of Philadelphia, other than for positions with regularly scheduled hours in New Jersey, is contingent upon an attestation that the job applicant does not use tobacco products or nicotine in any form and a negative nicotine screen (the latter occurs after a job offer).

Children's Hospital of Philadelphia is an equal opportunity employer. We do not discriminate on the basis of race, color, gender, gender identity, sexual orientation, age, religion, national or ethnic origin, disability or protected veteran status.

VEVRAA Federal Contractor/Seeking priority referrals for protected veterans.  Please contact our hiring official with any referrals or questions.

CHOP Careers Contact 

Talent Acquisition

2716 South Street, 6th Floor

Philadelphia, PA 19146 

Phone: 866-820-9288 

Email:TalentAcquisition@email.chop.edu

 

 

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