Assistant Director, Advancement Talent Management (Finance)

Reporting to the Assistant Vice President of Talent Management, the Assistant Director of Talent Management will serve as an integral part of the Talent Management team with oversight of the full cycle Talent Acquisition and Onboarding experience of both internal and external candidates for the University of South Florida Advancement team. As part of the newly created and growing Talent Management team, this incumbent will be responsible for the design, implementation and delivery of new strategy and processes to attract and engage top talent for the Advancement division at the University of South Florida.This position requires a Bachelor's degree from a regionally accredited institution with a minimum of four years related exempt experience, including two years of supervisory experience.

Degree Equivalency Clause: Four years of direct experience for a bachelor's degree.
• Senate Bill 1310- The Florida Senate (https://www.flsenate.gov/Session/Bill/2023/1310) is
conditional upon meeting all employment eligibility requirements in the U.S.
• SB 1310: Substitution of Work Experience for Postsecondary Education Requirements
• A public employer may include a postsecondary degree as a baseline requirement only as an
alternative to the number of years of direct experience required, not to exceed:
• (a) Two years of direct experience for an associate degree;
• (b) Four years of direct experience for a bachelor's degree;
• (c) Six years of direct experience for a master's degree;
• (d) Seven years of direct experience for a professional degree; or
• (e) Nine years of direct experience for a doctoral degree
• Related work experience may not substitute for any required licensure, certification, or registration
required for the position of employment as established by the public employer and indicated in the
advertised description of the position of employment.
• Minimum Qualifications that require a high school diploma are exempt from SB 1310.Working at USF
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With approximately 16,000 employees, the University of South Florida is one of the largest employers in the Tampa Bay area. We are dedicated to cultivating a talented, engaged and driven workforce that strives to be bold. Employees excel in USF's rich academic environment, which fosters their development and advancement. In 2025, Forbes recognized USF as one of Florida's best large employers, ranked No. 1 among the state's 12 public universities. Our first-class benefits package includes medical, dental and life insurance plans, retirement plan options, employee and dependent tuition programs, generous leave, and hundreds of employee perks and discounts.
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About USF
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The University of South Florida is a top-ranked research university serving approximately 50,000 students from across the globe at campuses in Tampa, St. Petersburg, Sarasota-Manatee and USF Health. USF is recognized by U.S. News & World Report as a top 50 public university and the best value in Florida. U.S. News also ranks the USF Health Morsani College of Medicine as the No. 1 medical school in Florida and in the highest tier nationwide. USF is a member of the Association of American Universities (AAU), a group that includes only the top 3% of universities in the U.S. With an all-time high of $738 million in research funding in 2024 and as a top 20 public university for producing U.S. patents, USF uses innovation to transform lives and shape a better future. The university generates an annual economic impact of more than $6 billion. USF's Division I athletics teams compete in the American Athletic Conference. Learn more at www.usf.edu .
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Compliance and Federal Notices
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This position may be subject to a Level 1 or Level 2 criminal background check.
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Applicants have rights under Federal Employment Laws :
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Family and Medical Leave Act (FMLA)
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Applicants for USF employment are entitled to request reasonable accommodation(s) in the application process. A request is to be made at least five (5) working days prior to the time the accommodation(s) is needed. Visit the Central Human Resources ADA Accommodations webpage for more information on requesting an accommodation during the application/interview process.Sourcing and Recruiting
- Define, implement and execute ongoing sourcing and recruiting strategies to effectively meet hiring demand.
- Create, grow and cultivate a diverse network of qualified contacts using innovative techniques and strategies aligned with industry and field best practices.
- In collaboration with the Communications department, create a strategic brand and establish targeted marketing focused on attracting top talent to USF Advancement.
- Meet with hiring authorities to understand hiring needs and overall department business strategy to serve as an ambassador throughout the recruitment, hiring and onboarding process.
- In partnership with the Advancement Human Resources Manager, draft position descriptions, develop hiring profiles and make salary and classification recommendations.
- Assist in tracking key recruiting metrics and provide reports to leadership.

Selection and Hiring
- Create efficient and impactful systems to support a world class selection and hiring process with a keen eye to the hiring manager and candidate experience resulting in hiring the best fit candidate.
- Support hiring managers with helpful tools and resources that may include identifying and preparing proper testing, assessments, interview templates and selection guidelines.
- In partnership with the Advancement Human Resources Manager, review resumes, applications and credentials for appropriateness of skills, experience and knowledge in relation to requirements. Additionally, organize and document key steps in the selection process while maintaining the integrity of university recruiting systems and procedures.
- Coach hiring managers on extending offers of employment to candidates and conducting salary negotiations within the compensation guidelines.
- Manage vendor relations with all recruiters and search firms.

Onboarding
- Increase employee retention and engagement by creating a robust and innovative onboarding program, framed by 5-5-5 (5 days, 5 weeks and 5 months), to equip new employees with the necessary knowledge, skills, and behaviors needed to become an effective organizational member.
- Facilitate a welcoming environment with multiple opportunities for meaningful connections.
- Provide consultation and training to hiring managers regarding the comprehensive onboarding and assimilation program and serve as the main point of contact for feedback and questions.
- Partner with the Advancement Human Resources Manager to support New Hire Orientation and create additional orientation programming as necessary.
- In addition to new hires, support internally promoted or transferred employees through their acclimation process.
- Create a system for tracking onboarding activities and report metrics to ensure every new team member is supported in a timely manner.
- Partner with the Assistant Vice President of Talent Management to create re-onboarding initiatives as the workforce returns to an in-person environment.

Talent Management Strategy and Leadership
- In partnership with the Assistant Vice President of Talent Management, establish a best in class Talent Management program focused on employee engagement, retention and performance in support of the University of South Florida Advancement goals.
- With a growth mindset, keep abreast of talent management best practices gained through professional associations, literature readings, and meetings with industry contacts. Share new findings on a regular basis.
-Educate, coach and inspire leaders throughout the organization to adopt talent management best practices and join in the effort of creating a highly engaged workforce. -Assist in Talent Management initiatives that may include career pathing, succession planning and competency development, as need and interest dictate.

Perform related duties as required or deemed appropriate to the accomplishment of the responsibilities and functions related to this position.