Georgetown University Hiring for Managing Partner, Development Team Talent Strategy and Growth – Office of Advancement Georgetown University Job at Washington, DC Full Time

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Requirements

Managing Partner, Development Team Talent Strategy and Growth – Office of Advancement – Georgetown University

Georgetown University’s Office of Advancement’s (OA) Talent Management team serves as the trusted advisor in the deployment of talent management strategies as we embark on Georgetown University’s most ambitious capital campaign goal of raising $500 million per year by fiscal year 2026. 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. The Talent Management team is made of up seven partners whose roles are designed to be cross-functional generalists and who may also own specific functional aspects of Talent Management. Together, the Talent Management team will play a critical role in supporting and facilitating the personnel growth and evolution of the Office of Advancement needed to achieve fundraising goals and growth for this campaign and beyond. Across the next four years the Office of Advancement is predicted to grow by approximately 35% by adding over 100 staff, including 20-25 development officers.

The Managing Partner, Development Team Talent Strategy and Growth, is a key partner in managing the talent experience for the Office of Advancement. As a part of building an exceptional talent experience, the Managing Talent Management Partner will oversee, align and execute talent management and development strategies and programs for OA’s fundraising development teams (Main Campus Development, Medical Development, Planned Giving and Institutional Partnerships), and lead the implementation of talent acquisition programs and services focused on talent acquisition for these teams and the office.

The Managing Partner will serve as the lead thought leader and partner for talent management matters and talent development for the development teams, including the development of current and the next generation of development officers for OA to support retention and growth within these teams. Through collaboration with regional and unit frontline fundraising teams, this role will lead, create, project manage and measure the success of specialized growth and development program(s) for frontline fundraisers across the employee life cycle. These programs include onboarding of new development officers, development internships, career development and management programs, and the development of curriculum and content to support professional learning and growth for frontline development officers.

The Managing Partner oversees talent acquisition for development teams and some key talent acquisition strategies, operations and initiatives for the office. This position manages and coaches a team of two to three talent management partners and serves as an expert and strategist for recruitment within a higher education development office. This role is responsible for the full life-cycle of talent acquisition: sourcing, recruiting, screening, and hiring diverse and talented staff by using creative sourcing methods (internal and external) with a keen emphasis on inclusive recruitment practices and applying best practices to target and diversify talent pipelines. Talent acquisition responsibilities include sourcing, candidate pipelining, hiring, and providing talent acquisition business partner services and expertise across the organization. Oversight for key talent acquisition strategies, operations and initiatives includes the marketing and promotion of open opportunities and talent pipeline development for the office. This position and its team will be accountable to recruiting and hiring metrics and goals in the pursuit of reaching OA’s campaign staffing goals.

The Managing Partner will develop, implement, and sustain a DEI recruiting strategy for the development teams, in collaboration with other talent management partners, OA’s DEI team (an internal working group composed of volunteer staff), the University’s Office of Institutional Diversity Equity and Affirmative Action (IDEAA) and University Human Resources to promote the pursuit of hiring, developing, engaging and retaining diverse development talent, maintaining equitable and fair business practices, building a culture of social consciousness, safety, and inclusion, while recognizing and honoring the unique capabilities and backgrounds of our talent.

The Managing Partner reports to the Executive Partner for Advancement Talent Management Strategy and culture.

Work Interactions

The Managing Partner supports the overall vision of Talent Management to be the trusted advisor to all in the Office of Advancement in the deployment of talent management strategies to achieve Advancement’s goals through serving as the primary partner and thought leader on talent management for the development teams. This role will therefore be the chief advisor to the development teams’ leaders and Advancement’s Executive Team on matters related to talent management for the development teams, and collaborate with other talent management partners, senior leaders, managers and employees throughout the Office of Advancement and the University on all matters related to talent management and development for development.

This role will also collaborate with the University’s Human Resource function to ensure Advancement talent management initiatives are aligned and may identify Georgetown offices, faculty, and staff throughout campus as well as outside vendors to partner with.

The Managing Partner collaborates with hiring managers to determine staffing needs and leads the development of an appropriate Talent Acquisition strategy to efficiently hire for vacancies and new positions. Additionally, this position will lead the strategic goal of: creating a visible and compelling presence for GUOA to engage and attract internal, alumni, and external talent, and creating a consistent, diversity, equity, and inclusion-focused recruiting, evaluation, and hiring process that provides hiring managers with strategy, efficiencies, and confidence in talent selection.

They partner with key members of the Executive Team (Vice President, COO, Associate Vice President, Alumni Engagement, Chief of Staff), other talent management partners, and the Office’s DEI Team to advance the office’s DEI vision, initiatives and programs and ensure that the Office of Advancement hires, develops, engages, and retains diverse development talent, maintains equitable and fair business practices, builds a culture of social consciousness, safety, and inclusion. The Managing Partner develops and manages relationships with University HR and Finance departments, IDEAA, as well as DEI-focused campus organizations.

To foster engagement, promote retention and fundraising success, and develop the next generation of fundraisers at Georgetown, the Managing Partner will work with front line development leaders to create specialized learning and development programs for front line development officers, including: a training and career pathing program for the division’s Development Associates, a comprehensive year-long front-line development new hire onboarding program with initiatives and tools to optimize and achieve fundraising success and goals within 12 months or less, and other programs or initiatives to support the development and career path of development officers.

The Managing Partner manages a team of 2-3 people and works collaboratively with all other members of the Talent Management team to support the vision and mission of OA Talent Management.

Georgetown University’s Office of Advancement is committed to a safe, equitable, diverse, and inclusive work environment that honors the diverse backgrounds, experiences, and perspectives of our colleagues and the Georgetown community. Consistent with our Jesuit values, we aim to foster a culture that accepts and cares for each individual, and we believe this is central to achieving our goals in support of Georgetown’s mission. We invite you to learn more about the Office of Advancement, our Jesuit values, and our commitment to diversity, equity, and inclusion here .

Qualifications

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

At least 10 years of related work experience

Demonstrated relationship building skills – both internally and externally

Demonstrated ability to meet and exceed quantitative and qualitative goals

Organized with strong attention to detail

Demonstrated oral and written communication skills

Mission-driven and service-oriented

Demonstrated business acumen and ability to analyze data and use insights in decision making

Ability to work in a fast-paced, high volume, and ambiguous environment

Motivated by achieving goals and ability to manage against fast-paced timelines

Proactive, solution-oriented, and positive approach to problems

Ability to organize and prioritize time in the face of competing priorities

Proven professional composure, discretion, and judgment

Attention to detail, with a focus on the big picture

Ability to learn quickly

Experience working in a team-based, collaborative environment

Preferred qualifications

MS in related field – Human Resources, Psychology, Higher Education Administration, DEI

LinkedIn Recruiter certification and/or experience

Demonstrated capability with Boolean search string techniques

Experience in or working with fundraising or development organizations

Team management experience

Advanced critical candidate evaluation skills – proven intuition and ability to probe beyond the experiences and accomplishments listed on a candidate’s resume to understand what motivates candidates, how they think, and what personal attributes allowed them to succeed in the past

Proven aptitude for understanding trends in data, and for setting and tracking recruitment goals and metrics

Experience and a track record of success with creating, developing and implementing DEI best practices and initiatives

Work Mode: Telework. Please note that work mode designations are regularly reviewed in order to meet the evolving needs of the University. Such review may necessitate a change to a position’s mode of work designation. Complete details about Georgetown University’s mode of work designations for staff and AAP positions can be found on the Department of Human Resources Mode of Work Designation .

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Submission Guidelines:
Please note that in order to be considered an applicant for any position at Georgetown University you must submit a cover letter and resume for each position of interest for which you believe you are qualified. These documents are not kept on file for future positions.

Need Assistance:
If you are a qualified individual with a disability and need a reasonable accommodation for any part of the application and hiring process, please click here for more information, or contact the Office of Institutional Diversity, Equity, and Affirmative Action (IDEAA) at 202-687-4798 or [email protected] .

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 website .

EEO Statement:
Georgetown University is an Equal Opportunity/Affirmative Action Employer 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 protected by law .

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 Department of Human Resources website .

COVID-19 Vaccination Requirements:
The Georgetown University community is committed to our public health approach and the important role that vaccines play in contributing to the safety of our University and our broader communities. Georgetown University requires students, faculty, staff and visitors to be fully vaccinated against COVID-19 and to have received a COVID-19 vaccine booster shot when eligible, or to have an approved medical or religious exemption. This requirement applies to all faculty and staff, including teleworking employees. Complete details and updates can be found in the Coronavirus (COVID-19) Resource Center .