Talent Manager

at  Global Health Visions

SPECIFIC COMPONENTS OF THE WORK RELATED TO THIS COMPETENCY MAY INCLUDE

Relationship Management: Ability to build and maintain strong relationships across multiple sectors and geographies.

• Creating a pipeline and managing a network of consultants for immediate needs and longer-term growth. This includes building relationships with potential consultants who might not immediately match client needs.
• Ensuring consultants in our network receive feedback on their engagements and that feedback informs future scopes.
• Building relationships with talent networks, recruiters, and hiring managers across the global health and development sector that support our strategic objectives related to consultant network expansion.

DEI: Ability to apply global DEI best practices for inclusive and equitable talent sourcing and retention.

• Promoting diversity and inclusion by actively seeking out talent from underrepresented groups in global health and development and helping develop strategies to ensure an even more diverse consulting force that reflects our values and mission.
• Implementing talent sourcing and recruitment initiatives that contribute to building a culture of belonging and inclusivity and build on global DEI best practices.

Strategy: Ability to build, apply, and adapt strategies that meet the evolving talent needs of the organization.

• Creating and executing an engagement and communications strategy for our consultant network.
• Further developing a global talent recruitment strategy that aligns with GHV’s strategic objectives

Operations + Evidence: Ability to apply an evidence-based approach to inform decision-making and understand candidate experience.

• Ensuring our consultant database is accurate, dynamic, and accessible to our leaders.
• Understanding the experience of applicants to GHV and its network and addressing barriers and improving that experience.
• Using data and analytics to track the success of talent acquisition efforts and make data-driven decisions to enhance talent management strategies.
• Reviewing GHV’s current recruitment systems/platforms and recommending more efficient or data-driven systems.

Talent Assessment: Ability to lead full cycle recruitment processes from scoping work to talent placement.

• Collaborating with partner teams to identify specific talent needs for upcoming client engagements. This includes understanding global health and development work.
• An ability to develop strategies to source and recruit staff and contractors through various channels.
• An ability to shape a strategic approach to evaluating candidates through screening, interviewing, and assessments.
• Integrating equitable hiring practices throughout all hiring and screening processes.

QUALIFICATIONS

A strong candidate for this role will demonstrate

• A minimum of 10 years of work experience, including significant experience in full-cycle recruitment or end-to-end recruitment, candidate pipeline development, talent management, or executive recruiting, preferably in the global health and/or consulting sector.
• An applied knowledge of equitable hiring practices and global DEI best practices.
• Proficiency in using Applicant Tracking Systems (ATS), Hiring Resource Information Systems (HRIS), and other recruitment technologies.
• An ability to leverage their connections with talent pools, job boards, and/or recruiting agencies, including those accessible to candidates from the Global South.
• Experience recruiting and interviewing candidates in a remote and global context.
• Experience building retention and engagement strategies for qualified candidate pools.
• A knowledge of global health and development issues, areas of expertise, and/or key organizations contributing to this work.
• Strong project management and data analysis skills.
• High people acumen and the ability to connect insights to role competencies.

ROLE OF THE MANAGER

We expect the Talent Manager to grow and develop our talent pool, deliver successful teams for our projects, and manage excellent and enduring relationships with our consultant network. To do so, they will collaborate across GHV, particularly with our CEO and Managing Directors, who focus on developing, scoping, and managing the delivery of our projects for partners. As a member of the People and Operations team at GHV, they will work with the COO and VP of People and Culture to ensure the systems, tools, and processes that support the growth of our network and team are aligned with our commitments to equitable hiring and talent sourcing.
The Talent Manager will need to understand the work of our partners and the expertise, skills, and availability of our staff and contractors and work with great agility to match them. This position will build on our reputation of sourcing exceptional global health and development expertise. It will also help us achieve two strategic objectives. First, we plan to expand our consultant network, specifically in Low and Middle-Income Countries (LMICs) and with other underrepresented communities. We expect the Talent Manager to play a central role in that expansion, identifying talent in new geographies and advocating for their placement in partner work. Second, we want to grow work in new issue areas, particularly climate. The Talent Manager will be responsible for helping build our network in key growth areas.
We will measure success for this role in terms of the efficiency and quality with which we assemble teams and identify talent. Additional outcomes will include increased engagement with our consulting network and its strategic growth.

ROLE DETAILS

• 30 hours/week, with an opportunity for expansion up to 40 hours/week
• Rate range: $575-$675/day + benefits (health, 401k, tech + phone stipend, flexible holiday schedule)
• Start date - January, 2025
• Location – This is a remote/virtual position. Staff person will work from their own location.
• Hours – Ability to overlap min 50% of work hours with US Eastern Time Zone

A strong candidate for this role will demonstrate

• A minimum of 10 years of work experience, including significant experience in full-cycle recruitment or end-to-end recruitment, candidate pipeline development, talent management, or executive recruiting, preferably in the global health and/or consulting sector.
• An applied knowledge of equitable hiring practices and global DEI best practices.
• Proficiency in using Applicant Tracking Systems (ATS), Hiring Resource Information Systems (HRIS), and other recruitment technologies.
• An ability to leverage their connections with talent pools, job boards, and/or recruiting agencies, including those accessible to candidates from the Global South.
• Experience recruiting and interviewing candidates in a remote and global context.
• Experience building retention and engagement strategies for qualified candidate pools.
• A knowledge of global health and development issues, areas of expertise, and/or key organizations contributing to this work.
• Strong project management and data analysis skills.
• High people acumen and the ability to connect insights to role competencies