Talent Manager

Title: Talent Manager
Location: Hillsborough, NJ, or New York, NY
Reports to: Director, People and Culture
Status: Full time, exempt (minimum three days a week in person)
How to apply: Click here to apply. Please send a résumé and cover letter. Applications will be reviewed on a rolling basis until the position is filled.

The mission of the Doris Duke Foundation (DDF) is to build a more creative, equitable and sustainable future by investing in artists and the performing arts, environmental conservation, medical research, child well-being and greater mutual understanding among diverse communities. DDF operates five national grantmaking programs as well as Duke Farms and Shangri La, two centers that serve the public directly. DDF’s activities are guided by the will of Doris Duke, who endowed the foundation with financial assets that currently total above $2 billion. To learn more about the foundation, visit www.dorisduke.org.

POSITION

The talent manager is responsible for supporting hiring teams in identifying, assessing and selecting talented individuals to support and advance the foundation’s mission, values and enterprise priorities. Passionate about recruiting and onboarding, the talent manager leverages technology to streamline processes and enhance the employee experience. The talent manager designs and implements strategies to create an engaging and inclusive employee experience, from onboarding to offboarding, and oversees succession planning. As a key contributor to the People & Culture team, the talent manager also provides expertise in learning and development, workforce management technology and general HR functions to support organizational growth and success.

RESPONSIBILITIES

Talent Acquisition: Develop and implement a comprehensive strategy to attract, assess and hire exceptional talent that aligns with the foundation’s mission, values and enterprise objectives.
- Partner with hiring managers to conduct strategic full-cycle talent acquisition, as well as regularly update job descriptions to reflect organizational needs.
- Develop and train hiring managers on innovative, inclusive hiring practices.
- Track and analyze talent acquisition data to refine and enhance recruitment processes.
Onboarding and Integration: Create and oversee a seamless onboarding experience that fosters belonging, engagement and a strong connection to the foundation.
- Collaborate with hiring managers to develop and implement onboarding plans for new employees.
- Develop and deliver onboarding training to ensure that new hires understand foundation policies, culture and values.
- Ensure timely completion of employment documentation and facilitate new hire transitions.
Offboarding and Succession Planning: Manage thoughtful offboarding processes and gather insights to inform workforce planning and succession strategies.
- Lead the process of formal separation between employees and the foundation through resignation, termination or retirement.
- Facilitate knowledge transfer and transition of responsibilities for departing employees.
- Collect and analyze data to inform future changes, competencies and skills for roles and facilitate succession planning.
- Conduct exit interviews and provide insights to leadership for continuous improvement.
Learning and Development: Foster a culture of continuous growth by designing and implementing learning programs that align with organizational goals.
- Assess training needs and develop tailored learning opportunities for employees and managers.
- Develop and execute leadership development programs and track their effectiveness in driving employee growth.
- Partner with managers to align individual development plans with organizational objectives.
- Evaluate the effectiveness of learning initiatives and refine programs based on employee feedback and outcomes.
Data Analytics and Reporting: Leverage workforce data to inform decision-making and drive improvements in talent management strategies.
- Analyze current and future staffing needs, offering insights and forecasts to guide workforce planning.
- Use data to assess talent acquisition outcomes, employee engagement and retention trends.
- Develop and maintain dashboards to share key workforce metrics with leadership.
Workforce Management Technology: Maximize the foundation’s HR technology to enhance operational efficiency and employee experience.
- Manage and refine the foundation’s HRIS for optimal functionality.
- Train employees and managers to effectively use workforce technology tools.
- Identify opportunities to streamline processes and improve the overall talent management workflow.

QUALIFICATIONS

Demonstrated success and experience in talent acquisition, including recruiting and sourcing across various disciplines and levels.
Thorough understanding of recruiting methods, best practices and applicable employment laws and regulations.
Proven success in the development and management of onboarding, offboarding and succession planning strategies.
Proficiency in HR technology, including applicant tracking systems, HRIS, LinkedIn Recruiter, talent management tools and project management tools.
Strong expertise in learning and development, with a track record of designing and implementing effective training programs.
Exceptional interpersonal, oral and written communication skills, with the ability to engage effectively with leaders and across diverse teams.
Commitment to fostering diversity, equity and inclusion in all aspects of talent management.
Strong analytical skills, with the ability to use data to drive decisions and measure outcomes.
High attention to detail and accuracy, ensuring compliance and integrity in all HR processes.
Bachelor’s degree in human resources, organizational development or a related field; advanced degree or HR certification (e.g., SHRM-CP, PHR) preferred.

COMPENSATION AND BENEFITS

Anticipated salary range is $99,200 - $120,000, and the final offer will depend on experience.
Industry-leading benefits, including a 15% employer contribution to 401(k), health insurance, four weeks paid vacation with additional time off and matching gift benefits of up to $20,000 per year—all designed to support employees’ well-being, productivity and engagement.

OUR VALUES

The following values underpin everything we do in pursuit of our mission across the Doris Duke Foundation:

Integrity: We must be honest and ethical in all that we undertake.
Excellence: We insist on the highest standards of performance in fulfilling our mission.
Openness and Imagination: We value creativity and responsiveness to diverse perspectives.
Collaboration: We promote trust, honesty and respect within our organization.
Diversity, Equity and Inclusion: We commit to fostering a diverse and inclusive workplace.