POSITION DESCRIPTION
The Human Resources team at The Haverford Trust Company is responsible for executing the firm’s talent strategy to support and execute the firm’s business strategy. The Director of Talent & People Management reports to the VP, Human Resources and partners closely with the HR team, hiring managers and people managers. The Director of Talent & People Management’s primary responsibilities include serving as the right-hand person to the VP, Human Resources, recruiting new talent, fortifying the onboarding program, creating/enhancing HR programs, creating/orchestrating engaging development programs, and driving the performance management program. In addition, the Director of Operations optimizes the HR team at Haverford—creating systems, processes, and programs that scale and help advance HR strategy. The HR team at Haverford is highly collaborative with many shared responsibilities among the 2-3 full-time members and 1 part-time team member.
ESSENTIAL DUTIES
- Support the firm’s HR strategy and the VP, Human Resources. Participate in the continual brainstorming, research, improvement, and execution of HR programs at every stage of the employee lifecycle.
- Talent Acquisition & Onboarding. Build and sustain a broad network to recruit new talent. Partner with managers to define roles, post openings, interview candidates, evaluate talent, and fill vacancies, using selection tools such as LinkedIn Recruiter and behavioral or personality assessments, including Caliper by Talogy. Reduce risk by educating team members about bias and ensuring recruitment and selection processes are fair and legally compliant. Strengthen the onboarding process and help managers create comprehensive job training programs. Oversee the Ambassador program and accelerate new hires’ sense of belonging and contribution.
- Performance Management. Administer performance management program, currently in Workforce Now’s Performance module, and support manager effectiveness. Serve as resource for managers and employees on matters of performance/employee relations. Stay abreast of research on motivation, engagement, and performance. Support/perhaps lead career pathing to synchronize performance standards and career progression across the firm. Participate in/administer promotion process.
- Talent Development & Retention. Manage internal and external talent development programs to educate, train, and engage talent, including leadership development to retain top talent and ensure business continuity through succession planning. Design/own/collaborate on Haverford’s internal, year-round training calendar and activities. Approve and track external professional development requests. Implement and monitor the Mentoring program.
- Compliance. Update annually/maintain Team Member Handbook and related documents; support adherence to HR policies and documentation.
- Reporting. Contribute to/prepare reports to assess needs, measure impact, inform strategy, highlight HR accomplishments, and determine next steps. Stay abreast of workforce and industry trends to inform metrics, programs, and strategy.
- Physical Requirements:
- Normal business hours are Monday through Friday, 8:30am – 5:00pm, EST.
- Employees are required to work in-person, in our Radnor office, on Monday, Wednesday, and Thursday. Employees are potentially eligible to WFH up to two days per week.
- Mobility: Ability to walk various distances while setting up, overseeing and participating in meetings or events.
- Stamina: Capability to stand for extended periods during meetings or events.
- Desk Work: Ability to sit at a desk for long periods while performing tasks, largely via computer.
- Lifting: Must be able to bend or lift objects weighing up to 30 pounds.
Job-Specific Skills / Abilities
- Proficiency in Workforce Now’s performance module (preferred)
- Proficiency with AON’s compensation tools (preferred)
- Proficiency (even certification in) Caliper by Talogy (preferred)
- Diplomacy and objectivity; ability to examine evidence or situations from myriad vantage points and determine viable next steps
- Predilection for establishing/maintaining processes and systems to reduce manual/repeatable processes and to help scale to accommodate firm growth
General Skills / Abilities
Work Management and Product
- Model the firm’s values of Quality, Integrity, Respect, Discipline, Community, and Optimism.
- Build trusting, long-term relationships with colleagues, internal clients, vendors, and business partners.
- Finesse to identify/define needs while managing stakeholder expectations.
- Strong analytical and problem-solving skills; creative and innovative solutions.
- Excellent organizational and time management skills and superior attention to detail.
Teamwork
- Collaborate effectively within your own team and across other teams to achieve goals.
- Cross-train to support team members; serve as a reliable back-up.
Communication
- Exceptional verbal skills and client relationship skills with an emphasis on five-star, value-added service.
- Excellent written communication skills, including precise editing.
- Strong, persuasive presentation and public speaking skills.
Technical
- Proficiency with Microsoft Office Suite or related software.
- Ability to quickly learn new technologies and software programs.
QUALIFICATIONS
Education / Experience
- BA or BS in education, business, HR or related fields.
- Graduate degree in education, business, HR or related fields (preferred)
- 5+ years’ experience with increasing responsibility in HR or people management.
- Knowledge of investment field (preferred)
- Experience with program evaluation, performance evaluation, people management and/or training people managers, employment law (preferred)
The Haverford Trust Company shall, in its discretion, modify or adjust the position to meet the company’s changing needs. Additionally, this job description is not a contract and may be adjusted as deemed appropriate in Haverford’s sole discretion.
All team members of Haverford are required to comply with internal procedures as well as applicable federal, state, and self-regulatory organizations including, but not limited to, the Bank Secrecy Act of 1970 and the USA PATRIOT Act.
The Haverford Trust Company is an equal opportunity employer. The Company is committed to providing equal employment opportunity to all applicants. All applicants for employment will be provided equal and fair opportunity without regard to race, color, creed, religion, ancestry, national origin, sex, sexual orientation, age, citizenship, disability, medical condition, marital status, status as a veteran or special disabled veteran, or any other characteristic protected by law.
This position may be subject to Haverford’s Political Contribution Policy. An offer of employment may be contingent upon disclosing to Haverford the details of certain political contributions. Haverford may decline to extend an offer or terminate employment for this role if it determines political contributions made could have an adverse impact on Haverford’s current or future business interests, misrepresentations were made, or for failure to fully disclose applicable political contributions and or fundraising activities.
