Staff Engagement and Development Manager

Job Summary:

The Staff Engagement and Development Manager provides leadership and oversight for talent acquisition, workforce planning, employee engagement, learning and development, employee relations, and staff development programs across the Cancer Center. This position partners with the Staff Engagement and Development Program Director, Cancer Center leadership, and institutional stakeholders to implement workforce strategies that support employee engagement, retention, professional growth, and organizational effectiveness.

The position serves as a strategic partner to managers and supervisors by providing consultation and guidance on workforce planning, employee relations, performance management, talent management, and employee development. The Staff Engagement and Development Manager collaborates with School of Medicine and University partners, including Human Resources, Employee Relations, Compensation, Leave Administration, and Learning and Development, to ensure consistent application of policies, procedures, and best practices.

The position exercises independent judgment and discretion in assessing workforce needs, analyzing organizational trends, evaluating competing priorities, and developing solutions that support Cancer Center workforce and operational objectives. Decisions influence program direction, workforce planning strategies, resource allocation, and operational outcomes across multiple departments and stakeholder groups. The position is responsible for leading programs and staff, establishing priorities, and ensuring the effective execution of workforce, engagement, and development initiatives.

Key Responsibilities:

Talent Acquisition and Workforce Planning (25%)

• Manage talent acquisition, recruitment, onboarding, and workforce planning activities to support current and future staffing needs.

• Partner with leaders and hiring managers to identify workforce needs and implement recruitment, retention, and succession planning initiatives.

• Monitor recruitment metrics and recommend improvements to hiring effectiveness, candidate experience, and workforce outcomes.

• Provide guidance regarding position management, classification, compensation actions, and workforce planning activities.

• Coordinate employment authorization and immigration-related processes in partnership with appropriate institutional offices.

Learning and Development Programs (20%)

• Manage the implementation and evaluation of onboarding, professional development, leadership development, compliance, and workforce training programs.

• Assess organizational learning and development needs and oversee learning pathways, competency frameworks, training resources, and career development initiatives that support workforce capability and employee growth

• Ensure learning and development activities align with organizational objectives, regulatory requirements, and workforce needs.

• Evaluate program effectiveness through performance metrics, participant feedback, and outcome assessments and implement improvements as appropriate.

• Promote employee learning, professional growth, and leadership development opportunities throughout the organization.

Employee Engagement and Organizational Development (20%)

• Oversee employee engagement, recognition, wellness, and workplace culture programs and support the Employee Engagement Specialist in program implementation and evaluation.

• Establish goals, priorities, and performance measures for employee engagement and employee experience initiatives.

• Analyze workforce feedback, engagement data, and program outcomes to identify trends and recommend improvements.

• Partner with leaders to develop and implement employee engagement, retention, organizational development, and change management initiatives.

Supervision and Program Administration (20%)

• Establish performance expectations, provide coaching and mentorship, support professional development, and conduct performance evaluations.

• Develop annual goals, operational priorities, and work plans for assigned staff and programs.

• Monitor program outcomes and operational performance and provide recommendations for continuous improvement.

• Develop, manage, and monitor program and unit budgets; forecast resource needs; oversee contracts and resources; and ensure effective stewardship of departmental funds.

• Analyze workforce metrics, organizational trends, and employee feedback to support informed decision-making and program effectiveness.

• Represent the Cancer Center on institutional committees, workgroups, and operational initiatives.

Employee Leave Administration and Employee Support Programs (15%)

• Serve as the primary departmental liaison with University Leave Administration regarding employee leave and accommodation matters.

• Provide guidance and support to employees and managers regarding leave processes, workplace impacts, available resources, and return-to-work planning.

• Collaborate with Leave Administration, Human Resources, Employee Relations, and campus partners to support employees throughout the leave and accommodation process.

• Ensure consistent application of leave-related policies and support compliance with university, state, and federal requirements.

• Develop communications, resources, and tools that support employee and supervisor understanding of leave programs and responsibilities and recommend improvements to leave-related processes, communication, and employee support practices.

Work Location:

Hybrid – this role is eligible for a hybrid schedule of 3 days per week on campus and as needed for in-person meetings.

Why Join Us:

The University of Colorado Cancer Center stands at the forefront of cancer research and patient care in Colorado. As the state's only National Cancer Institute (NCI) designated Comprehensive Cancer Center, we hold a prestigious distinction that acknowledges our exceptional contributions to the fields of research, clinical trials, prevention, and cancer control. Our guiding vision is clear: "prevent and conquer cancer. Together." At the heart of our mission is the work to “unite our community to overcome cancer through innovation, discovery, prevention, early detection, multidisciplinary care, and education.”

Our more than 300 members, made up of renowned physicians and researchers, conduct patient-centered research to develop innovative, state-of-the-art technologies, and treatments. Crucial to this work is the nearly 300 staff members who help expand the reach of the CU Cancer Center. Our expertise across cancer types helps us provide world-class treatment for common cancers, while offering hope for many patients with difficult or aggressive cancers who have struggled to find treatment options elsewhere.

Why work for the University?

We have AMAZING benefits and offer exceptional amounts of holiday, vacation and sick leave! The University of Colorado offers an excellent benefits package including:

• Medical: Multiple plan options

• Dental: Multiple plan options

• Additional Insurance: Disability, Life, Vision

• Retirement 401(a) Plan: Employer contributes 10% of your gross pay

• Paid Time Off: Accruals over the year

• Vacation Days: 22/year (maximum accrual 352 hours)

• Sick Days: 15/year (unlimited maximum accrual)

• Holiday Days: 15/year

• Tuition Benefit: Employees have access to this benefit on all CU campuses

• ECO Pass: Reduced rate RTD Bus and light rail service

There are many additional perks & programs with the CU Advantage.

Qualifications:

Minimum Qualifications:

• Bachelor’s degree in education, human resource management, human resources, organizational behavior or leadership, learning and development, psychology, business, public administration, health care, educational technology, social science, liberal arts, communications, accounting, finance, library science, or a directly