Assistant Director, Talent Strategy

Position: Assistant Director, Talent Strategy

Location: Remote/Nationwide

FLSA Status: Exempt

Salary: The estimated salary range for this role is $81,850 - $106,400. This represents UUSA's good faith and reasonable estimate of the range of possible compensation at the time of posting. Actual pay will vary based on various factors, including but not limited to organizational budgets, qualifications, experience, specialized skills, and training.

Position Description

Reporting to the Managing Director, People and Culture, the Assistant Director, Talent Strategy supports the effective execution of UNICEF USA’s talent strategy by supporting data-driven decision making across recruitment and onboarding efforts, implementing job architecture and compensation frameworks, and overseeing the day-to-day operation of the recruitment process, which is delivered in partnership with external recruiting vendors.

This role serves as the primary internal manager and coordinator of the recruitment lifecycle, ensuring role clarity, consistent application of compensation practices, strong vendor performance, and a positive hiring manager and candidate experience. The Assistant Director works closely with People & Culture leadership, Finance, and hiring managers to ensure recruitment activities are aligned with organizational standards and priorities. This role is hands-on, operational, and integrative, with responsibility for managing processes and partners. All other duties and responsibilities, as assigned by the Managing Director, People and Culture.

Position Responsibilities:

Job Architecture Implementation & Role Readiness (25%)

• Implement and apply UNICEF USA’s established job architecture and leveling frameworks in partnership with P&C leadership
• Review job descriptions prior to recruitment launch to ensure clarity, consistency, and alignment with approved role levels
• Identify and flag potential role inflation, scope creep, or inconsistencies, and escalate recommendations as appropriate
• Support hiring managers in refining role descriptions to meet organizational standards
• Maintain documentation and guidance to support consistent role design across searches

Compensation & Equity Application in Hiring (25%)

• Apply approved salary bands and compensation guidelines consistently during recruitment
• Partner with FP&A and P&C leadership to validate compensation ranges and hiring costs
• Support equity review by identifying potential compression, parity, or alignment concerns and escalating for resolution
• Ensure compensation practices in hiring align with EIB commitments and internal standards
• Analyze compensation data to support internal equity and external competitiveness

Recruitment Process Oversight & Coordination (20%)

• Manage and continuously improve UUSA’s recruitment model, ensuring it remains effective, scalable and aligned with organizational needs
• Oversee the execution of the recruitment process in partnership with outsourced recruiting vendors
• Lead intake coordination with hiring managers to confirm role readiness, alignment on qualifications, evaluation criteria, and structured interview approach for each search. Partner with P&C leadership to prioritize hiring activity across the organization, providing recommendations on sequencing and resource allocation across open roles
• Serve as the primary point of contact for hiring managers throughout the recruitment process
• Provide governance oversight for the UNICEF USA Internship Program, including review and approval of internship job descriptions, alignment with workforce planning priorities, and confirmation of compensation and program standards
• Promote consistency and adherence to recruitment processes, agreed-upon service levels, and hiring manager responsibilities
• Identify and actively address stalled or misaligned searches by working with hiring managers and P&C Leadership to resolve issues and reinforce adherence to agreed processes
• Maintain recruiting documentation and institutional knowledge to support continuity

External Partner Management & Quality Oversight (15%)

• Serve as the primary point of contact for external recruiting partners, ensuring alignment to process standards 
• Review candidate slates for completeness, accuracy, and alignment with role requirements
• Identify quality or process issues and work with vendors to course-correct
• Support vendor performance reviews and provide input on continuation or adjustments to partnerships

Onboarding Experience & Delivery (10%)

• Partner with hiring managers to set clear onboarding expectations, including role clarity, goal-setting, and early performance milestones
• Partner with cross-functional teams (PLLD, Technology, Administration, Payroll) to ensure seamless and coordinated onboarding experience
• In collaboration with P&C Generalist, monitor onboarding completion, compliance, and new hire experience metrics
• Administer the New Hire Self-Reflection process, ensuring completion, manager involvement, and alignment to relevant goal setting

Data, Reporting & Continuous Improvement (5%)

• Ensure recruitment and hire data integrity across ADP, ensuring recruitment activities are accurately tracked and maintained
• Track and report on key recruitment metrics in collaboration with external recruiting partners (e.g., pipeline status, offer acceptance, time-to-productivity, new hire retention)
• Develop and maintain dashboards and reports to support hiring, compensation alignment, and workforce planning
• Identify trends and provide actionable insights to improve recruitment and onboarding outcomes and processes. Partner with P&C team to evaluate effectiveness, and recommend improvements
• Provide regular updates to P&C leadership on recruitment activity and risks

Qualifications:

• Bachelors Degree or equivalent required
• 5–7 years of experience in recruitment operations, talent management, HR program management, organizational development, compensation or related fields.
• Working knowledge of job architecture, leveling frameworks, and compensation practices
• Experience managing ATS platforms, ADP preferrable
• Exposure to onboarding program design or talent lifecycle analytics
• Basic knowledge of statistics or data analysis methods
• Experience coordinating or managing external vendors or consultants
• Strong project management and organizational skills
• Ability to work effectively with hiring managers and cross-functional partners
• Comfort escalating issues and applying standards within established governance
• Experience in nonprofit, mission-driven, or complex stakeholder environments preferred
• Demonstrated commitment to equity, consistency, and process integrity

Must possess current and valid US Work Authorization and be eligible to work for any US employer without sponsorship.

We do not discriminate based upon race, religion, color, national origin, sex (including pregnancy, childbirth, reproductive health decisions, or related medical conditions), sexual orientation, gender identity, gender expression, age, status as a protected veteran, status as an individual with a disability, genetic information, or other applicable legally protected characteristics. We also consider qualified applicants with criminal histories, consistent with applicable federal, state, and local law. UUSA is committed to providing reasonable accommodations for qualified individuals with disabilities and disabled veterans in our job application procedures. If you need assistance or accommodation due to a disability, you may contact us at peopleandculture@unicefusa.org.