OPEN POSITION: People and Talent Manager

Reports to: Chief Financial + Operating Officer
FSLA Status: Exempt
Hours: 40 hours/week; some evenings and weekends
Location: South Portland and Lewiston, ME

Dempsey Center Mission + Values

At the Dempsey Center, our mission is to make life better for people impacted by cancer. Our core focus is on meeting our clients where they are and offering care and community that supports them in every part of their journey. We are seeking candidates who are passionate about our mission, eager to support our clients, and who live and model our core values of compassion, teamwork, humility, resilience, and commitment.

Position Summary

The People and Talent Manager is responsible for the planning, coordination, administration, and evaluation of the People functions at Dempsey Centers for Quality Cancer Care. The manager is responsible for developing and ensuring effective implementation of plans, systems, policies and processes for workforce planning, talent acquisition, talent management and development, employee engagement, legal compliance and recordkeeping, employee relations, total rewards (compensation and benefits), and payroll in a scalable manner. This position requires a true strategic business partner who is collaborative and capable of building consensus and commitment toward shared outcomes. The People and Talent Manager will be organized, detail oriented, optimistic, solution focused, and driven by the mission of Dempsey Center. This person will serve in a consultative and advisory role to senior and department managers.

Essential Functions and Core Responsibilities 

Critical qualities for this position include analytical skills, dynamic communication at all levels of an organization, trust and relationship building abilities, and a drive to continuously improve upon systems in support of achieving organizational goals.

Key aspects of the role include:

  • Talent Management Ownership: Drive initiatives that improve the employee lifecycle from hiring to off-boarding. This includes partnering with the leadership and hiring managers in delivering the full scope of touchpoints from best-in-class hiring, orientation and onboarding to employee engagement and retention, learning through data to drive continuous improvement.
  • Coaching: Coach organizational leaders and their teams in their areas of effective leadership, teamwork, communication, influencing, and emotional intelligence. Provide a consultative approach in how you execute on the key essential functions of the role.
  • Site Strategy: Partner with leaders as we expand domestically. Assist in site selection by providing guidance on pros and cons of distinct locations with emphasis on local labor market, government engagement, employment regulations and demographics.
  • Talent Analytics: Leverage talent data and analytics to identify trends, and make informed decisions, as well as provide coaching to leaders on how to best apply the data and tools available to them.
  • Talent Policies and Compliance: Adapt and modify talent policies and processes that support the Dempsey Center Employee Experience. Ensure compliance with federal, state, and local employment laws and regulations.
  • Org Effectiveness: Take initiative and ownership to propose solutions that will best enable world class leadership, teamwork, communication, and performance. Build an organizational system that fosters a positive, collaborative, accountable, and (very) fast-moving culture.
  • Change Management: Be the leading change agent and consultant to the organization leaders. Collaborate with managers to identify change management initiatives and proactively lead the change efforts. Bring to bear your full scope of change management expertise to all programs and business initiatives including communication, stakeholder analysis, resistance management, transition paths, and long-term stickiness.
  • Workforce Planning: Partner closely with senior leadership and finance to build a nimble workforce that is effectively resourced to meet the short-term and long-term organizational plans. Build and nurture effective succession planning for key/critical roles. Identify resource gaps through analysis of current and future skill sets and roles. Establish and drive the global site strategy in partnership with the business leaders. Advise on optimal spans and layers that supports the business strategy.

Qualifications

  • Bachelors degree in Human Resources, Business Administration, or related professional work experience required.
  • Three + years of human resource management experience required.
  • SHRM-CP or SHRM-SCP highly preferred.
  • Excellent organizational skills and attention to detail.
  • Excellent time management skills with a proven ability to meet deadlines.
  • Strong analytical and critical thinking skills.
  • Strong supervisory and leadership skills with experience building cohesive teams.
  • Ability to prioritize tasks and to delegate them when appropriate. Proven success in roles requiring execution of multiple tasks while responding to multiple priorities.
  • Thorough knowledge of employment-related laws and regulations.
  • Outstanding communication and people skills are essential including group presentation.
  • Identify best practices and improve internal systems with an eye toward future needs and budget realities.
  • Skilled in mentoring, coaching; visible, approachable, and serving as a sounding board/resource.
  • Demonstrated experience in leading change, inspiring people, improving efficiency, and meeting or exceeding budgets in an environment of limited resources; and doing this with flexibility and good humor.
  • Operates with excellence in mind in all matters, with the confidence to defend/debate ideas without ego interfering.

Diversity, Equity, and Inclusion at the Dempsey Center

The Dempsey Center promotes a culture of inclusion and seeks talented staff from diverse backgrounds. The Dempsey Center encourages applications from qualified candidates of every age, race, national origin, gender, gender identity, sexual orientation, ability, and veteran status.

Required for all employees:

  • Background check
  • Annual flu immunization
  • COVID19 vaccination

Licensure, Registration, and Certification

  • Valid Maine Driver’s License

Language Skills

Ability to read, analyze, and interpret complex documents. Ability to effectively communicate with employees, clients, Board members, donors and potential donors, volunteers, consultants, advisors, and members of the community.

Math Skills

Ability to add, subtract, multiply, and divide into all units of measure, using whole numbers, common fractions, and decimals. Ability to apply concepts such as fractions, percentages, ratios, and proportions to practical situations. Ability to compute rate, ratio, and percent and to draw and interpret graphs.

Computer Operations

Requires intermediate or better proficiency with Microsoft Office 365 including Word, Excel, Powerpoint, and Outlook, or equivalent.

Responsibility for Confidential Matters

Works regularly with highly confidential information. Must comply with confidentiality policies and procedures. Utmost discretion and integrity are required for the job.

Adheres to Dempsey Policies + Culture

Regularly represents the Dempsey Center and interprets its policies and practices to all types of people within and outside the organization. Assumes responsibility for harmonious relationships. Treats everyone with dignity and respect.

Supervision Received

Receives very general guidance based on broad objectives for the job. Work is conducted in collaboration with others while maintaining alignment with organizational directives and guidelines. Independent judgment is used to achieve assigned objectives.

Supervisory Responsibilities

This is a supervisory position. The incumbent is granted authority to take “tangible employment action” (i.e., hire, fire, promote, demote, reassign with significantly different responsibilities, or cause a significant change in employment benefits). The incumbent is required to adhere to established personnel policies and procedures when performing the supervisory duties of this role.

Dexterity

The job requires some motor ability such as the handling or operation of a telephone, personal computer, copy machine, etc.; such operations are not a primary component of the job, nor is speed a basic requirement.