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Director of Graziadio Talent Management

Pepperdine University

Malibu, California 90263
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Full Time
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Job Details

Director of Graziadio Talent Management

The Graziadio School is developing a new Talent Management department which is charged with helping the Graziadio School to be more strategic in nature; deliberate about training, development, the culture created within the School; and more effective in how the School deploys its employee workforce. The Director of Graziadio Talent Management is tasked with launching this new department. Some key responsibilities will be developing, implementing, and monitoring School-level policies, bringing best practices and insight, and helping to lay the foundation for a great culture to exist for Graziadio employees.

Key Responsibilities

  1. Compensation & best practices
    • In consultation with University HR, work to implement University's compensation philosophy within the context of the business school. Working with University HR and using their compensation matrix, continually monitor, analyze, and report upon compensation levels across the school, paying particular attention to compression, inversion, and parity across various dimensions. Assess hiring rates, promotion requests, and requests for compensation adjustments
    • Oversee Graziadio remote work guidelines, implementation, record keeping. Coordinate with University HR to share best practices and ensuring program is successful for Graziadio employees
    • Be a leading voice in organizational best practices, including structure, strategy alignment, reporting relationships, compensation levels, etc. to our employees, supervisors, and Leadership Team
    • Establish a solid working relationship and become an influential point of contact within the School for employee relations and management related issues
    • Be the primary liaison between Graziadio and University HR and actively help to implement practices and programs developed by University HR
    • Analyze and advise on position descriptions, ensuring each position has a clear purpose with corresponding responsibilities and appropriate pay. Ensure there is consistency in format and content across all positions within Graziadio
  2. Position reviews & hiring
    • Prior to a new position request being sent to Leadership Team for consideration, review each proposal to ensure organizational structure, compensation level, internal equity, and other considerations are fully vetted
    • Develop a hiring process which looks to assess culture fit in addition to talent fit, such that when deciding to make a job offer to an applicant both components are considered
    • In order to properly and sufficiently introduce new employees to Pepperdine Graziadio, build upon existing University employee orientation and develop and oversee a Graziadio-specific onboarding experience for new employees which reinforces who we are and the culture we are trying to create
    • In consultation with each department supervisor, create 6 and 12 month workforce plans for each department within the School
  3. Training & development
    • Establish and continually improve a new supervisor development program framework and curriculum to train and develop new supervisors on what it takes to be a great supervisor. Topics should include hiring and managing staff, training, supervisor responsibilities, performance management, career development, etc.
    • In support of creating a great workplace for Graziadio employees, and to continually invest in developing existing supervisors, work with University HR to develop and deliver training events specific to Graziadio supervisors. Work to ensure skills training is adopted and actively practiced
    • Help supervisors identify stars, and provide guidance on how to continue developing and challenging these individuals so that their performance and engagement levels continue to excel
    • Develop ongoing opportunities for staff to grow professionally
    • Help develop and implement initiatives that promote employee engagement with the Graziadio community and reinforces our Pepperdine pride
  4. Performance management
    • Help establish and continually improve a semi-annual and annual performance management routine for all staff and faculty in an administrative role
    • Work with supervisors and University HR to identify staff requiring performance improvement plans (PIP), and provide guidance to supervisors with a defined and consistent approach to executing and assessing a PIP
  5. Uphold University mission through work performed

Pepperdine University is an Equal Opportunity Employer and does not unlawfully discriminate in employment practices on the basis of race, color, national or ethnic origin, age, sex, disability, or prior military service. Federal guidelines recognize the right of church-related institutions to seek personnel who will support the goals of the institution, including the right to select members of the church to which the institution is related.

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