Associate Director, Talent Management, Advancement

Boston University Advancement

Boston University Advancement is at a pivotal moment, guided by new leadership and a clear strategic framework for growth and impact. Our work is organized around three core priorities: securing $500 million in philanthropy annually; deepening relationships with a strategically defined segment of alumni and donors; and strengthening the organizational foundation while launching focused priority areas across the University.

Advancement is evolving into a highly collaborative, matrixed model that integrates new University leadership, regional engagement, and the distinctive strengths of BU’s schools and colleges. With more than 250 advancement professionals, the organization is building the capacity, partnerships, and culture required to deliver sustained philanthropic momentum and institutional impact.

Associate Director, Talent Management

The Associate Director, Talent Management provides strategic leadership for talent development and employee growth across Boston University Advancement. This role leads the design and implementation of talent strategies that strengthen employee performance, career development, leadership capacity, retention, and organizational effectiveness.

Working closely with the Director of People & Culture, Human Resources, and Advancement leadership, the Associate Director develops integrated talent practices across the employee lifecycle, including onboarding, performance management, career development, succession planning, talent reviews, leadership development, and retention.

The Associate Director serves as a strategic advisor to leaders and managers, helping them identify, develop, and retain talent while building a culture of continuous growth, accountability, and performance.

Position Responsibilities

Talent Strategy & Management

• Develop and execute an Advancement-wide talent management strategy aligned with organizational priorities.
• Establish frameworks for identifying, developing, engaging, and retaining talent.
• Partner with leadership to assess current and future talent needs.
• Lead talent reviews and workforce talent discussions.
• Develop strategies for critical roles, succession planning, and organizational continuity.
• Monitor talent trends and recommend strategies to address emerging workforce needs.

Performance Management

• Lead the ongoing development and administration of Advancement's performance management approach.
• Partner with managers to establish meaningful goals, expectations, feedback practices, and performance standards.
• Develop tools and resources to strengthen performance conversations.
• Support the annual performance review process and related communications.
• Identify opportunities to connect performance, development, recognition, and organizational goals.

Career Development & Internal Mobility

• Develop career development frameworks and resources that help employees understand opportunities for growth.
• Partner with managers and employees on career conversations and development planning.
• Lead the implementation and continuous improvement of Individual Development Plans.
• Develop career pathways and internal mobility strategies.
• Identify opportunities for employees to build skills through stretch assignments, projects, mentorship, and other development experiences.

Leadership Development

• Develop leadership development strategies for current and emerging leaders.
• Create programming for managers, supervisors, and aspiring leaders.
• Partner with the Director, People & Culture on manager forums and organizational leadership initiatives.
• Identify leadership competencies and development opportunities across Advancement.
• Support succession planning and leadership pipeline development.

Retention & Employee Development

• Analyze talent trends and employee feedback to identify retention risks and opportunities.
• Develop targeted strategies to support employee engagement, growth, and retention.
• Partner with leaders to understand talent challenges within their teams.
• Use people data and organizational insights to inform talent decisions.

QUALIFICATIONS

Required Qualifications

• Bachelor's degree in human resources, organizational development, business, psychology, education, or related field.
• 7+ years of progressively responsible experience in talent management, organizational development, learning and development, human resources, or related field.
• Demonstrated experience designing and implementing talent management or employee development strategies.
• Experience with performance management, career development, leadership development, and succession planning.
• Strong consulting, facilitation, communication, and relationship-building skills.
• Demonstrated ability to work strategically while managing complex initiatives and competing priorities.

Preferred Qualifications

• Master's degree in HR, organizational psychology, organizational development, business, or related field.
• Experience with talent reviews, succession planning, career frameworks, or internal mobility.
• Experience with people analytics and employee engagement data.

But that’s not all we’re looking for; we want someone who embodies our values:

• Teamwork, transparency, and mutual respect, because we value every member’s contributions and know that leadership can come from anywhere.
• Diversity, equity, inclusion, and a commitment to ensuring that each of us knows we belong here.
• Integrity in how we work and how we treat one another.
• Strategic thinking and curiosity in the relentless pursuit of fresh approaches and measurable results.
• Continuous growth and improvement, both as individuals and as a team.
• Joy and shared appreciation for working hard toward goals that matter.

To apply and learn more about Advancement at Boston University and other job opportunities, please stop by the Advancement Talent website: https://www.bu.edu/advancement-talent/.

We recognize that no candidate brings every experience or qualification to a role. If you're excited about this opportunity and believe your skills and experiences could contribute to our team, we encourage you to apply, even if your background doesn't align perfectly with every qualification listed. We value diverse perspectives, experiences, and ways of thinking, and we're committed to building a team where everyone can thrive.

We are an equal opportunity employer, and all qualified applicants will receive consideration for employment without regard to race, color, natural, protective, or culturally significant hairstyle, religion, sex, age, national origin, physical or mental disability, sexual orientation, gender identity, genetic information, military service, pregnancy or pregnancy-related condition, or marital, parental, or veteran status. We are a VEVRAA Federal Contractor.

If you require reasonable accommodation in order to complete the employment application process, please contact the Equal Opportunity Office at 617-358-1796.

Reasonable accommodation in order to complete the employment application process, please contact the Equal Opportunity Office at 617-358-1796.