Senior Director, Talent Acquisition and Total Rewards

Job Vacancy Announcement

Position Information

Position Title Senior Director, Talent Acquisition and Total Rewards
Position Type Administrative
Department Equity, Culture, and Talent
FLSA Exempt
Union/Non Union Non Union
Full Time or Part Time Full Time
Grade 18
Salary Range
Hiring Salary Range $91,845 - $131,313 /Annually
Fixed Term/Tenure Track (Faculty Only)
Regular or Temporary Regular
Job Description Summary
The Senior Director of Talent Acquisition and Total Rewards is responsible for the overall administration, coordination, evaluation, analysis, review, and development of the College’s compensation, performance management/merit increases, benefits and wellness programs. Additionally, this position oversees and provides direction for the College’s recruitment and acquisition of top talent to meet current and future workforce needs. In this role, the Senior Director is responsible for ensuring that all compensation structure is designed with efficiencies, productivity, and value in mind, while maintaining budgetary guidelines. This position also leads human resources practices and objectives that will provide an employee oriented, high-performance culture that emphasizes empowerment, quality, productivity and standards, strategic planning and goal attainment. The Senior Director of Talent Acquisition and Total Rewards will be expected to work across departments and coordinate the successful implementation and execution of the approved pay plans; and work with key stakeholders on all levels to ensure feedback and approvals are received.
Minimum Qualifications
EDUCATION AND EXPERIENCE
  • Bachelor’s or master’s degree in Human Resources Management, Business Administration, Public Administration, Psychology, Organizational Leadership, Industrial/Organizational Psychology, or a related field.

For applicants with a bachelor’s degree:
  • Minimum of eight years of progressive administrative experience in the HR field (preferably in an institution of higher education).
  • Minimum of four years of supervisory experience (preferably in an institution of higher education).
  • PHR, SPHR, SHRM-CP or SHRM-SCP Certification preferred.
  • Experience in investigating and the resolution of human relation issues.
  • Experience in the interpretation and application of Federal and State employment laws.
  • Experience working in a union environment preferred.
For applicants with a master’s degree:
  • Minimum of four years of progressive administrative experience in the HR field (preferably in an institution of higher education).
  • Minimum of four years of supervisory experience (preferably in an institution of higher education).
  • PHR, SPHR, SHRM-CP or SHRM-SCP Certification preferred.
  • Experience in investigating and the resolution of human relation issues.
  • Experience in the interpretation and application of Federal and State employment laws.
  • Experience working in a union environment preferred.
Criteria
CRITERIA: The following criteria, which are not the sole criteria used in the final hiring decision, will be used to review the applications of those persons who meet the stated minimum qualifications and to select those qualified applicants who will be interviewed. Other information and observations made during the interview process may be considered in the selection process. A Resume/CV and cover letter are required with the application. Please ensure that your documents address the criteria listed below for this position.

ESSENTIAL DUTIES
  • Assists and advises senior team and college management about human resources issues related to classification, benefits, recruitment and acquisition of talent.
  • Manages the day-to-day operations of Talent Acquisitions, Compensation, Benefits and Wellness.
  • In partnership with Equity, Culture, and Talent (ECT) leaders administers the HR/College strategic objectives and goals established by the Vice President for Equity, Culture and Talent.
  • Coordinates and administers college-wide human resources activities related to Classification, Benefits, & Policy.
  • Oversees the compliance of Federal and State employment laws and in partnership with the key leaders coordinate policy development, documentation and implementation.
  • Partners with the leader of Talent Support Systems to ensure the cohesiveness of the Performance Management System.
  • Provides strategic direction in the recruitment and acquisition of talent.
  • Chairs human resources and college related committees.
  • Plans, develops, administers, and monitors applicable Equity, Culture, and Talent department budgets.
  • In partnership with Equity, Culture, and Talent leaders, plans, develops and administers policy changes and revisions for approval by Board of Trustees and related duties.
  • Supervises, evaluates, directs, and trains Benefits/Compensation Manager and Recruitment Manager providing appropriate feedback to inquiries, questions, and guidance.
  • Review departmental priorities and objectives to ensure that benefits and wellness, compensation and classification, policy development, employee retention, satisfaction, and productivity remain balanced and aligned.
  • Develops and recommends cost-effective compensation strategies that are consistent with market trends.
  • Analyzes and monitors the effectiveness of programs to ensure competitiveness with local markets. Reviews and conducts surveys to assess the College’s competitive position.
  • Reviews the internal structure of job titles and salaries and makes recommendations to improve consistency and alignment.
  • Oversees and monitors college performance evaluation programs and reports noncompliance.
  • Oversees the quality of work produced by the ECT and Organizational Development staff, including Classification, Benefits, Policy, and Recruitment functions.
  • Works closely with Vice President for Equity, Culture and Talent and the Senior Director of Professional & Organizational Development to create more coherence and connection between talent acquisition and talent development and to develop long range leadership development and succession plans.
  • Performs other duties as assigned.

KNOWLEDGE, SKILLS AND ABILITIES
  • Ability to communicate effectively in writing and verbally while providing excellent customer service to a diverse workforce.
  • Ability to identify college and classification wide competencies.
  • Ability to identify staff training needs for the institution.
  • Knowledge of job analysis, the drafting of position descriptions related to upgrades and revised duties.
  • Ability to analyze labor market and make recommendations that impact compensation program.
  • Ability to develop and interpret varied reports related to the college’s workforce.
  • Ability to supervise a diverse human resources staff.
  • Ability to articulate policy, procedures and practice changes to the college workforce.
  • Ability to motivate staff to meet the mission and values of the college.
  • Demonstrated knowledge of Federal and State employment laws along with Family Medical Leave Act, Americans with Disability Act and Worker’s Compensation laws.
  • Demonstrated critical thinking and project leadership skills.
  • Ability to work independently and in a team setting.
  • Ability to manage multiple projects with strict deadlines.
  • Ability to develop training modules and conduct presentations.
  • Ability to interface with senior team and upper-level management.
Job Requirements
PHYSICAL REQUIREMENTS
Must have the use of sensory skills to effectively communicate and interact with other employees and the public through the use of the telephone and personal contact as normally defined by the ability to see, read, talk, hear, handle or feel objects and controls. Physical capability to effectively use and operate various items of office related equipment, such as, but not limited to a, personal computer, calculator, copier, and fax machine. No significant climbing, stooping, kneeling, crouching, reaching, standing, walking, pushing, pulling, lifting, grasping, and repetitive motions or lifting of more than 25 pounds.

SPECIAL REQUIREMENTS
  • Ability to communicate effectively in spoken and written standard English.
  • As required by the 1986 Immigration Act, be prepared to present acceptable documentation showing your identity and that you are a U.S. citizen or an alien who is authorized to work.
  • A background investigation will be conducted prior to the offer of employment. A signed authorization for the release of personal information will be required if selected for an interview.

ACCOMMODATIONS
To perform this job successfully, an individual must be able to satisfactorily perform each essential job duty. Prince George’s Community College provides reasonable accommodations when requested by a qualified applicant or employee with a disability, unless such accommodation would cause an undue hardship. Accommodation determinations are made on a case-by-case basis. If reasonable accommodation is needed, please contact the Equity, Culture, and Talent (ECT) department.
Is Background Check Required? Yes
Is the incumbent responsible for working with minor children or directly engaging with minor children on campus? No
Posting Detail Information

Posting Number PGCC232211/12
Open Date 12/18/2025
Close Date
Open Until Filled Yes
Background Check Statement
Prince George’s Community College is committed to providing a safe campus community. PGCC conducts background investigations for applicants being considered for employment. Background investigations include reference checks, a criminal history record check, education verification, and when appropriate, a financial (credit) report or driving history check.
Special Instructions to Applicants
This position offers a comprehensive benefits package, including paid time off, paid holidays, retirement plans, and health and welfare coverage.

Application Status: you will receive an email acknowledging receipt of your application, upon which time no further communication occurs unless selected for an interview or the position is filled. If recommended for hire, communication is immediately sent to your references listed on your application. Also, you will receive an email notification from HireRight requesting you to submit authorization to complete a background investigation.

Posting Specific Questions

Required fields are indicated with an asterisk (*).

  1. * Do you have a bachelor's degree (or higher) in Human Resources Management, Business Administration, Public Administration, Psychology, Organizational Leadership, Industrial/Organizational Psychology, or a related field?
    • Yes
    • No
  2. * For applicants with a bachelor's degree, do you have a minimum of eight years of progressive administrative experience in the HR field (preferably in an institution of higher education)?
    • Yes
    • No
    • N/A
  3. * For applicants with a master's degree or higher, do you have a minimum of four years of progressive administrative experience in the HR field (preferably in an institution of higher education)?
    • Yes
    • No
    • N/A
  4. * Do you have a minimum of four years of supervisory experience (preferably in an institution of higher education)?
    • Yes
    • No
  5. * Do you now or in the future require visa sponsorship to continue working in the United States? As required by the 1986 Immigration Act, candidates must present acceptable documentation showing that they are a U.S. Citizen or a resident authorized to work in the U.S.
    • Yes
    • No
  6. * How did you hear about this employment opportunity?
    • HERC
    • HigherEd Jobs
    • Hispanic Outlook
    • Indeed
    • Personal Referral
    • PGCC Website
    • Social Media (LinkedIn, Twitter, Facebook)
    • The Chronicle of Higher Ed
    • The Washington Post
    • Other: Please indicate below
    • Educause
  7. How did you hear about this employment opportunity? If you selected "Other" please indicate source:

    (Open Ended Question)

Applicant Documents

Required Documents
  1. Resume
  2. Cover Letter
Optional Documents
  1. Transcripts
  2. Letter of Recommendation 1
  3. Other