Talent Management Coordinator

coordination and transition support for positions that align with strategic organizational priorities.

A successful incumbent is expected to be a highly organized and relationship-oriented professional who enjoys helping others succeed. This individual is expected to excel at coordinating multiple priorities, building connections across teams, and creating positive experiences for employees. They are to be proactive, customer-service focused, detail-oriented, and comfortable developing new programs and processes.

Special Instructions to Applicants

This position is structured as a permanent position within the Division of Development & Alumni Relations. We are unable to sponsor a work visa for this position.

Additional Schedule Information

8:00am–5:00pm; Flexibility to work evenings and weekends may be necessary to meet business needs 

Minimum Qualifications

Bachelor’s degree in a related field or equivalent and 2 years of professional experience

Preferred Qualifications

• Experience in human resources, talent management, onboarding, employee engagement, employee experience, recruiting, organizational development, or a related field. 
• Experience coordinating onboarding, employee integration, orientation, or transition programs.
• Experience managing multiple projects, events, programs, or stakeholders simultaneously.
• Demonstrated ability to build relationships and collaborate effectively with employees, supervisors, and organizational leaders.

Knowledge, Skills, Abilities and/or Competencies

• Self-starter with a high level of initiative and accountability.
• Ability to quickly establish credibility, trust, and positive working relationships with employees at all levels of the organization.
• Demonstrated emotional intelligence, professionalism, and discretion when handling sensitive employee matters.
• Strong interpersonal skills with the ability to provide exceptional customer service and create welcoming, inclusive experiences.
• Excellent verbal, written, presentation, and active listening skills.
• Ability to communicate effectively with a variety of audiences, including new employees, hiring managers, divisional leadership, and campus partners.
• Ability to apply professional judgment when interpreting policies, addressing employee concerns, and navigating onboarding and transition challenges. Recognizes when issues can be resolved independently and when consultation or escalation is necessary to ensure compliance, mitigate risk, and support positive outcomes.
• Knowledge of employee onboarding, integration, engagement, and retention best practices.
• Familiarity with the employee lifecycle and employee experience frameworks.
• Strong project management and coordination skills with the ability to manage multiple priorities, deadlines, and stakeholders simultaneously.
• Ability to develop, implement, evaluate, and continuously improve programs, processes, and resources.
• Analytical skills with the ability to collect feedback, track metrics, assess outcomes, and make data-informed recommendations.
• Strong organizational skills and exceptional attention to detail.
• Ability to work independently while also collaborating effectively across teams and departments.
• Ability to exercise sound judgment, maintain confidentiality, and handle sensitive information appropriately.
• Proficiency with Microsoft Office applications and the ability to learn and utilize new technologies and systems.
• Ability to navigate ambiguity, changing priorities, and organizational needs in a fast-paced environment.

Additional Division Expectations

• Through open, honest, and respectful communication, all staff, supervisors, and colleagues of the Division of Development & Alumni Relations are expected to interact with fairness, compassion, and decency. All employees will be held accountable for meeting the expectation of promoting a stable, productive, and healthy work environment.
• Adherence to CASE standards and commonly accepted industry standards relating to fundraising reporting are expected of all fundraisers. All fundraisers will be held accountable for meeting this expectation.

Physical Demands

• Work in a standard office environment
• Sit and work at a computer workstation for extended periods of time
• Work using electronic mail, telephone, face-to-face discussions, paper form correspondence
• Communicate effectively in writing, speaking, and listening
• Organize and establish priorities; Remember detail; Multi-task
• Lift and/or move up to 20 pounds
• Walk, stand, stoop, lift, kneel, climb

Duties/Responsibilities

(45%) Lead Onboarding and Transition Activities for Strategic Positions

• Develop and implement meaningful onboarding plans, including 5-5-5 onboarding frameworks, for strategic, specialized, and high-priority positions. Onboarding plans should include an introduction to DAR, the UGA Foundation, key organizational functions, and role-specific resources.
• Partner with hiring managers and Talent Management staff to ensure a consistent onboarding experience while tailoring support to meet organizational priorities and position-specific needs.
• Coordinate enhanced transition support for selected positions from recruitment through onboarding to ensure a positive and successful entry into DAR.
• Serve as a liaison between Talent Management, hiring managers, and unit-based teams to promote consistency, communication, coordination, and accountability throughout the onboarding process.

(30%) Coordinate Division-Wide Onboarding and Employee Integration Programs

• Serve as the primary onboarding coordinator for new hires in the Division of Development and Alumni Relations (DAR).
• Develop and maintain standardized onboarding resources, tools, checklists, templates, and guides for hiring managers and new employees.
• Partner with hiring managers to create meaningful onboarding plans, including development of 5-5-5 onboarding plans. Identify opportunities to standardize onboarding plans across certain similar positions.
• Conduct 5-week and 5-month check-ins with new employees and their supervisors to assess onboarding progress, identify challenges, and support successful integration into DAR.
• Evaluate onboarding feedback, analyze program effectiveness, and recommend continuous improvements to onboarding processes, resources, and employee experiences.

(15%) Facilitate DAR New Employee Engagement and Learning Initiatives

• Lead content creation and development for the DAR 101 series, introducing new employees to departments, functions, services, and key stakeholders across the division.
• Develop additional onboarding and engagement programming to support employees throughout their first one to two years in DAR, to include the identification of meaningful professional development opportunities.
• Create opportunities for new employees to build relationships and networks across DAR.
• Facilitate employee connections to divisional resources, professional development opportunities, and key stakeholders that support long-term engagement and retention
• Ensure onboarding programming reflects DAR’s mission, culture, values, and commitment to serving the University of Georgia.
• Maintain and update onboarding content and resources to ensure information remains accurate and relevant.

(10%) Talent Management Support and Special Projects

• Assist with division-wide Talent Management initiatives and special projects.
• Perform other related duties assigned in support of Talent Management and DAR priorities.

About the University of Georgia

Chartered by the state of Georgia in 1785, the University of Georgia is the birthplace of public higher education in America and is the state’s flagship university (https://www.uga.edu/). The proof is in our more than 240 years of academic and professional achievements and our continual commitment to higher education. UGA is currently ranked among the top 20 public universities in U.S. News & World Report. The University’s main campus is located in Athens, approximately 65 miles northeast of Atlanta, with extended campuses in Atlanta, Griffin, Gwinnett, and Tifton. UGA employs approximately 3,100 faculty and more than 7,700 full-time staff. The University’s enrollment exceeds 41,000 students including over 31,000 undergraduates and over 10,000 graduate and professional students. Academic programs reside in 19 schools and colleges, including our newly established School of Medicine.

About the Division of Development and Alumni Relations

The Division of Development and Alumni Relations at the University of Georgia advances the goals, objectives, and priorities of the university by generating private financial support, building and maintaining relationships with alumni and donors, and assisting students with career development opportunities.

About the Office of Talent Management

Every day we recruit, onboard, develop, retain, and engage the best and brightest. Our guiding principles, Leadership, Collaboration and Impact, drives us. We work daily to attract top talent who will embody our guiding principles and push our mission forward. We recruit new hires, engage team members, and organize ongoing professional development programs.

We are committed to leading, showing appreciation for others and communicating with respect. We are committed to the continuous reinvention of people and processes. We are lifelong learners who embrace risk-taking and ongoing evaluation, staying curious and solving problems creatively.

We are committed to each other and to our mission by demonstrating personal accountability, solving problems, and expressing enthusiasm.

To achieve these goals, we are seeking team members who are committed to greatness. These are not just employees, these are Bulldogs. Professionals who tackle their duties with the utmost pride and passion. At the heart of all we do is heart, and we are ready to answer the call to service.

EEO Policy Statement

The University of Georgia is an Equal Opportunity employer. All qualified applicants will receive consideration for employment without regard to age, color, disability, genetic information, national origin, race, religion, sex, or veteran status or other protected status. Persons needing accommodations or assistance with the accessibility of materials related to this search are encouraged to contact Central HR (hrweb@uga.edu).

USG Core Values Statement

The University System of Georgia is comprised of our 25 institutions of higher education and learning, as well the System Office. Our USG Statement of Core Values are Integrity, Excellence, Accountability, and Respect. These values serve as the foundation for all that we do as an organization, and each USG community member is responsible for demonstrating and upholding these standards. More details on the USG Statement of Core Values and Code of Conduct are available in USG Board Policy 08.02.18.01.02.

Additionally, USG supports Freedom of Expression as stated in Board Policy 06.05 Freedom of Expression and Academic Freedom.