Job Description Summary: The School of Professional Studies (SPS) is seeking an entrepreneurial, foundational leader for the Assistant Dean, Faculty and Talent Management. This role is a transformative and strategic opportunity for a seasoned professional to join an exciting academic endeavor and serve as the architect of the School’s comprehensive human capital strategy.
This is a unique position that requires a dual-focused, strategic talent leader who can simultaneously navigate the nuances of academic faculty affairs and implement best-in-class talent management systems for both faculty and professional staff. The Assistant Dean will be dedicated to growing a high-performing, agile, and inclusive organization by ensuring SPS has the talent, culture, and infrastructure necessary to thrive in a competitive professional education market.
The individual selected for this role will design, implement, and steward a holistic talent ecosystem that encompasses strategic workforce planning, performance management, professional development, and advancement. This role represents a unique opportunity to define and execute an innovative model of talent leadership within a dynamic segment of higher education, directly impacting the success of our faculty, staff and students.
Essential Functions:
The Assistant Dean will provide strategic leadership and foundational oversight in shaping the School's entire human capital infrastructure through the following five core strategic responsibilities:
1. Architect of the Talent Strategy
Implement and steward a holistic talent management approach for all faculty and staff, covering the entire lifecycle from strategic sourcing to succession planning, to define organizational structure, optimize team dynamics, and ensure the School has the right talent in the right roles to execute its mission.
2. Faculty Personnel and Policy Leadership
Oversee faculty personnel functions, including appointments, reviews, and promotions for full-time (non-tenure track) and adjunct faculty. Oversee faculty governance matters, ensuring consistent development and application of university and school-level policies.
3. Talent Development and Capability Building
Develop and execute comprehensive professional development programs that are informed by data and align with strategic organizational needs to elevate capabilities across the School.
4. Performance Culture and Coaching
Champion a culture of continuous performance excellence and high accountability across all levels by supporting managers (academic and professional) on effective performance calibration, career mentorship, and feedback best practices.
5. Equitable and Data-Driven Practices
Establish and manage systems to ensure fair, inclusive, and equitable practices across all talent processes—from sourcing and performance review to promotion and development. Utilize robust metrics and data analytics to continuously assess the health of the talent pipeline, measure performance outcomes, and inform strategic decisions to foster an engaging, high-retention environment.
Required Education, Knowledge, Skills, and Abilities:
We are seeking a leader whose background aligns strongly with the "Professor of the Practice" model—a strategic professional whose expertise is derived from significant, progressive industry leadership combined with academic preparation related to talent development.
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Master's degree in Human Resources, Leadership, Organizational Development, Business Administration, or a related field.
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10+ years of progressive professional experience in strategic Talent Management, Organizational Development, or Human Resources, with at least 5 years in a leadership/director-level role.
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Demonstrated experience in a higher education, professional school, or executive education environment that involves working directly with academic faculty.
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Deep subject matter expertise in staff talent functions (i.e., workforce planning, talent acquisition, performance management, and OD).
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Exceptional skills in organizational diagnosis, change management, and implementing data-driven talent strategies.
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Proven ability to be an effective coach, mentor, and communicator to diverse audiences, including senior academic leaders, professional staff, and faculty.
Preferred Education, Knowledge, Skills, and Abilities:
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Terminal degree (e.g., Ed.D, PhD, JD)--related to talent management, organizational development, leadership, HR, business, or similar fields– or advanced professional certifications (e.g., SPHR, SHRM-SCP, ODCP).
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Experience with faculty governance and academic policy in a non-tenure or professional track context.
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Teaching experience, preferably in an adult professional education setting.
Accountabilities: