Associate Manager Talent Management

Job details:
The Solomon R. Guggenheim Foundation
Expiring Date: 27 January 2018
Date: 28 November 2017
Sector: Visual Arts
Function: Project Management
Contract: Full Time
Salary: Salary according to the experience
Place of work: United States (New York)
The Solomon R. Guggenheim Foundation

Job Description

The Solomon R. Guggenheim Foundation is seeking an Associate Manager, Talent Management. The Associate Manager is responsible for managing a number of essential department functions and initiatives, with a special emphasis on recruitment, onboarding, and HR office administration.

Founded in 1937, the Solomon R. Guggenheim Foundation is dedicated to promoting the understanding and appreciation of art, primarily of the modern and contemporary periods, through exhibitions, education programs, research initiatives, and publications. The Guggenheim network that began in the 1970s when the Solomon R. Guggenheim Museum, New York, was joined by the Peggy Guggenheim Collection, Venice, has since expanded to include the Guggenheim Museum Bilbao (opened 1997) and the Guggenheim Abu Dhabi (currently in development). Looking to the future, the Guggenheim Foundation continues to forge international collaborations that take contemporary art, architecture, and design beyond the walls of the museum. More information about the foundation can be found at guggenheim.org.

Supervisory Responsibilities

This position does not have direct reports. However, the Associate Manager may oversee the orientation and supervision of seasonal interns and temporary staff.

Key Responsibilities

1. Recruitment
  • Identify qualified candidates for open jobs by reviewing received resumes and flagging applications of interest.
  • Phone screen entry-level to managerial candidates of interest. Determine availability, salary expectations, and other priorities desired for the specific role. Meet with hiring managers to determine these priorities.
  • Arrange in-person interviews to be conducted by members of HR and the hiring managers. Use Outlook calendar for this responsibility. Perform all necessary follow-up on scheduling process.
  • Source candidates through LinkedIn for hard-to-fill positions.
  • Liaise with temporary hiring agencies or recruiters for hard-to-fill positions or short-term coverage.
  • Schedule travel and hotel arrangements for domestic and international candidates to interview in office.
  • Assist in the recruitment, hiring, and administrative onboarding of the On-Call Exhibition Changeover population.
  • Maintain Open Jobs List for department and distribute as appropriate on a weekly/bi-weekly basis.
  • Follow up with Hiring Managers on completed requisitions and job descriptions for all Open Jobs.
  • Format job descriptions and job advertisements for internal and web distribution.
  • Post/remove and maintain job advertisements on SRGM’s intranet and website, and on external job sites.
  • Research external niche job sites for pricing and value.
  • Maintain appropriate records on advertisements and other recruitment products purchased to reconcile with HR Recruitment budget.
  • Assist in the research and selection of Recruitment technology needs, including identification and eventual implementation of an ATS and connected onboarding technology software to automate the HR processes.
  • Update recruitment-specific SRGM LinkedIn and Twitter feeds with relevant job posting information and other recruitment resources.
  • Act as liaison with Digital Marketing department to have relevant job posts updated and re-Tweeted on main SRGM social media channels.
  • Send rejection letters to candidates who have interviewed but were not selected.
2. Onboarding
  • Draft Offer Letters and Wage Notices to send, on approval, to identified candidates.
  • Organize and coordinate all New Hire Orientation sessions (set-up and send invitations to attendees and presenters; facilitate logistics of sessions on day of).
  • Conduct HR segment of the orientation.
  • Represent HR department at orientation sessions for specific groups (interns, On-Call Exhibition Changeovers, Teaching Artists). Customize recruitment and onboarding processes for specific special-interest populations within the Museum as needed.
  • Assure timely and thorough completion of new hire employee paperwork and checklist (I-9, tax and emergency contact documents, offer letters, etc.).
  • Create the Personnel Action Records (PARs) for new hires.
  • Coordinate documents for Visa applications; send documents to immigration lawyer in timely manner; assemble visa files when complete.
  • Send out and monitor employee, intern, and volunteer background checks.
  • Initiate employment reference request process for positively identified candidates.
  • Send notices alerting IT, Office Services, Security, Finance, and appropriate department head/managers of new hires.
  • Create all new personnel and benefit files. Responsible for the large volume of document filing for same, including possible supervision of interns for this task.
  • Send out Manager’s Reference Sheet to Supervisors of New Employees.
  • Issue Three Month Performance Review e-mails to managers on a monthly basis.
3. HR Office Administration
  • Act as point person for annual Salary Surveys data collection process initiated by Museum and Not-For-Profit Associations for market-specific compensation analysis.
  • Represent HR department in monthly Open Seating meetings with Office Services and IT to share information on incoming staff in order to plan for seating and technological arrangements.
  • Assist Director with annual Exit Survey data analysis.
  • Act as back-up administrator in entries into HRIS in the absence of the Associate Manager, HR Operations.
  • Coordinate SRGM Volunteer Program, including communication with managers/departments requesting volunteers and potential volunteers and associated paperwork.
  • Manage all HR department incoming and outgoing mail and other correspondence.
  • Assist with logistics (booking rooms, setting up chairs, copying materials, etc.) for education sessions (benefits, 403(b), performance appraisal) and other staff events. Organize various meetings, as requested.
  • Respond to candidate/employee inquiries, as appropriate.
  • Respond to all staff handbook policy inquiries in a timely manner.
  • Order HR department office supplies.
  • Process invoices related to recruiting and other projects, as assigned.
  • Other projects as assigned.

Qualifications and Requirements

  • Bachelor’s Degree required, preferably in a related field (e.g. concentration in HR, Industrial or Behavioral Psychology, Sociology).
  • At least three years’ HR Coordinator/Generalist experience. Experience or interest in not-for-profits a plus.
  • Expert organizational skills required.
  • Ability to maintain confidentiality critical.
  • Excellent time management and multi-tasking skills.
  • Excellent written and verbal communication skills.
  • Demonstrated work ethic, flexibility, and thorough follow-up skills.
  • Outstanding initiative; a self-starter.
  • Ability to work collaboratively and maintain professional, approachable demeanor at all times.
  • Thoroughly proficient in Microsoft Office Suite programs including Word, Excel, Outlook, PowerPoint.
  • Prior HRIS experience preferred.

The Guggenheim offers a competitive salary and excellent medical, dental, life, disability, and retirement plan coverage. Our staff also enjoys generous vacation, sick leave and personal days, access to a variety of cultural institutions, discounts to museum stores, and a stimulating and collegial work environment.

Qualified applicants please send your resume and cover letter, including salary expectations, to [email protected]. Indicate the job title “Associate Manager, Talent Management” in the subject line. Only those applicants who meet our requirements for this position will be contacted.

The Solomon R. Guggenheim Foundation is an equal opportunity employer.
 

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