Director of Talent

Fiscal Management Associates, LLC

Posted: 6/8/2019

Position Type: Full-Time (Paid)

Function: Other

Primary domain: Other

City: New York

Postal code: 11768

State: New York

Country: United States

Organization Information:


Not Available


Mission statement:

Fiscal Management Associates, LLC. (FMA) is a growth-oriented management consulting firm dedicated to building the capacity of the nonprofit sector. FMA provides nonprofits, foundations, and social enterprises with financial and operations management expertise, guidance and tools. We partner with our clients to help them attain operational excellence, ensure financial sustainability and effectively achieve their desired impact. Our consulting and training services have consistently earned recognition for their pragmatism and relevance.

FMA is made up of a highly diverse team, coming from a wide range of cultural and economic backgrounds and representing a spectrum of race, age, ethnicity, and sexual orientation.  A Latina-founded and led organization, FMA draws upon its staff to deliver services that are sensitive to the needs and values of both nonprofit and funding organizations. Our collaborative approach includes client input and involvement at each stage of an engagement, and at the core of every project we deliver is our commitment to developing strong and trusting relationships between funders and their grantees.

Position Details:

Job Description:

The Director of Talent is an integral part of FMA’s ongoing development and expansion as it continues to scale and grow. This role supports team members throughout the organization in the areas of talent development, talent acquisition, employee relations, contract consultant pipeline growth and the overall candidate and employee experience from hire to retire. To this end, the Director of PX builds, enhances, promotes and measures frameworks, policies, and tools that support strategies used to develop, reward, and retain FMA’s extraordinary people.


Talent Development & Performance

  • Continually improve onboarding and orientation programs, content, and materials to ensure new hires are consistently set up for success prior to “day one” and forward
  • Develop role-specific (and then individually-customized) learning plans; and identify effective and relevant professional development resources
  • Build, adjust and manage to feedback, progression readiness, and performance review frameworks, processes and tools to ensure team members and supervisors deliver/receive timely actionable feedback, both formal and informal
  • Gather periodic feedback (no less than annual) of key people processes and tools for ongoing improvements including, but not limited to, core competencies
  • Provide day-to-day performance management guidance to managers
  • Partner with senior leadership on overall compensation benchmarking, tools and processes
  • Identify appropriate metrics and tools to drive and measure success of talent development efforts; and prepare quarterly report-outs and recommendations for senior leadership

Talent Acquisition Strategy & Execution

  • Manage full life-cycle of recruiting for FMA; project manage standardized talent acquisition processes/tools; and continually deliver positive candidate experiences
  • Maintain accurate, updated, and version-controlled job scorecard inventory for all roles; partner with hiring managers to revise existing (or create new) job scorecards, postings, and strategies for focused recruitment, hiring, and retention efforts
  • Develop internal program of brand-ambassadors to develop robust pipeline of future talent
  • Create collateral and manage on-line presence to attract and retain mission-aligned talent (social media including, but not limited to, LinkedIn, Glassdoor site and responses, etc.)
  • Identify appropriate metrics and tools to measure the effectiveness of talent acquisition efforts; and prepare quarterly report-outs and recommendations for senior leadership

Employee Relations

  • Promote highly functioning and inclusive workplace as primary contact and liaison for compliance, benefits, employee relations, and policy issues
  • Develop and execute plans to build team cohesion across distributed locations/local teams
  • Support internal and external diversity, equity, and inclusion efforts to build a thriving team with various backgrounds and strengths
  • Partner with leadership to develop, communicate and maintain (no less than annually) compliant Team Member Guidelines (Employee Handbook policies) aligned with FMA’s values, culture and locations
  • Identify/design and deploy tools to gauge employee satisfaction, communicate results, and recommend strategies to address impediments, if any

External Consultant Pipeline Development

  • Engage with external partners to grow consultant pool and increase brand awareness
  • Support national and regional teams’ efforts to nurture contract consultant relationships



  1. Eight (8) plus years of full-cycle talent management experience required, including talent acquisition, onboarding, development, performance management, and employee relations
  2. Non-profit, consulting, or professional services experience preferred
  3. Proven success building new talent concepts and initiatives from the ground up while soliciting feedback and buy-in from team members
  4. Proven success evaluating and applying emerging best practices into organizational talent strategies in a high-growth, agile environment
  5. Highly proficient in Microsoft Word, Excel, and PowerPoint
  6. Strong problem-solving abilities, analytical mindset and related data analysis experience
  7. Collaborative team player with highly developed global and cultural awareness to help incorporate diversity, equity, and inclusion lens into culture and practices
  8. Results-oriented with strong work ethic, attention to detail, and impeccable follow-through
Exceptional written and verbal communication skills


Not Specified


Commensurate with Experience

Posting Expiration Date:


How to Apply:

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