Executive Search
Director of Human Resources & Talent Management
Client Overview
The Society for Neuroscience (SfN), a nonprofit membership organization of scientists and
physicians who study the brain and nervous system, has retained Sterling Martin Associates to
search for a Director of Human Resources & Talent Management. Since its inception in 1969,
the Society has grown from 500 members to nearly 42,000. Today, SfN is the world's largest
organization of scientists and physicians devoted to advancing understanding of the brain and
nervous system.
Headquartered in Washington, DC, SfN has a four-fold mission to:
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Advance the understanding of the brain and the nervous system.
Provide professional development activities, information, and educational
resources for neuroscientists at all stages of their careers.
Promote public information and general education about the nature of scientific
discovery and the results and implications of the latest neuroscience research.
Inform legislators and other policymakers about new scientific knowledge and recent
developments in neuroscience research.
SfN is governed by a 16-member Council, and relies on the services and talents of volunteer
committee members to help the Council and the 97-member Society staff effectively represent
the needs of the organization’s members. The Strategic Plan describes the organization’s vision
and values and goals, and SfN is on solid financial footing.
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Director of Human Resources & Talent Management | Society for Neuroscience
Director of Human Resources & Talent Management
The Director of Human Resources & Talent Management is the senior HR professional for the
organization and an internal consultant on all matters regarding the full range of talent
management and the oversight and management of the day-to-day HR functions. This includes
developing and implementing strategic initiatives in consultation with the leadership team to
create a culture focused on the identification and development of required competencies
necessary to achieve the organization’s goals and objectives through a competency-based
recruiting and selection process. The incumbent will understand and integrate SfN
organizational strengths, strategies, vision and values into all facets of strategic talent
management. The Director must be excited about the mission and values of SfN, and able to
consistently communicate that excitement to prospective employment candidates. The
Director must be proactive and capable of suggesting new and meaningful alternatives to
current practices and programs and developing both strategic and tactical plans required to
accomplish the mission. The incumbent will manifest a strong customer service orientation in
building a partnership with and for hiring managers, and will consistently demonstrate tact,
discretion, judgment and leadership. In so doing, establish the value of HR’s role in the process
of hiring, developing and retaining talent, and maintain esteem from all levels.
The Director of Human Resources & Talent Management reports to the Senior Director, Finance
& Administration/CFO and leads a team which consists of the Human Resources Manager,
Human Resources Assistant, Office Manager and Receptionist. The position is classified as
exempt under the Fair Labor Standards Act.
Essential Duties & Responsibilities
Life Cycle Talent Management | Staffing
 Building the talent pool of the organization is a top organizational priority, and the
incumbent will be highly skilled at assessing talent of employment candidates.
 Proactively convene key stakeholders to facilitate the identification of required base-line
skills, competencies and characteristics required to succeed in all positions.
 Responsible for guiding the full range of talent management functions, including how
SfN will source, recruit, select, train, develop, retain, promote, and move employees
through the organization.
 Develop a process to identify any competency gaps among current staff.
 Consult and advise department leaders on all issues related to selecting and developing
a competent staff.
 Develop a competency-based recruiting and selection process; leverage contemporary
sourcing methods. Comply with all legal requirements regarding sourcing, selection and
employment decisions.
 Ensure hiring managers are equipped to identify and interview candidates for talent and
fit in compliance with employment laws.
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Director of Human Resources & Talent Management | Society for Neuroscience
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Produce timely and comprehensive candidate summaries and recommendations for
hiring managers, discussing and ensuring alignment with position descriptions,
Predictive Index® Performance Requirement Options™ and fit.
Produce compelling job announcements that articulate organization mission and
culture, describe department goals and expectations, and attract a qualified applicant
pool.
Actively monitor, report on, and manage open position/recruiting load, recommend
training and retention strategies, and provide analysis of emerging trends and issues
potentially affecting talent management.
Build a strategic orientation and on-boarding process/practice based on input from
leadership and departments about key knowledge required to ensure prompt and
proper integration of new hires into the specific department and SfN in general; survey
new and recent hires to monitor effectiveness; make needed adjustments.
Life Cycle Talent Management | Training and Development
 Serve as a resource for employees and the organization to identify needs; execute and
evaluate training programs.
 Ensure training and professional development aligns with documented needs and
discern additional training needs of hiring managers and new hires. Recommend,
evaluate, and coordinate staff development opportunities for SfN staff.
 Establish and maintain an in-house employee training system by conducting needs
assessments, developing training curriculum, and conducting training sessions on
various topics to staff, with the help of external consultants as necessary and
appropriate.
Life Cycle Talent Management | Performance Management
 Manage year-round performance review processes; conduct regular training in the
performance review process for new staff and supervisors.
 Maintain a performance management system that includes performance improvement
plans (PIPs) and employee professional development programs. Serve as a key resource
to supervisors regarding evaluations and PIPs and monitor progress through conclusion.
 Regularly assess internal customer satisfaction with all facets of talent management.
Use this information to continually refresh strategies for maintaining a culture of talent
management.
 Keep the Senior Management team informed of significant issues that may jeopardize
the achievement of organization goals, including those that are not being addressed
adequately at the line management level.
Human Resources Management
 Oversee organizational compliance with legal and policy obligations, benefits
administration, and office management.
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Director of Human Resources & Talent Management | Society for Neuroscience
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Supervise the Human Resources staff in the day-to-day management and administration
for the HR function to ensure compliance and consistency in employee relations,
benefits administration, policies, practices and procedures.
Establish positive relationships with department leaders to serve as a trusted advisor
and consultant on employee relations and performance issues.
Provide leadership and consultation to guide management and employees through
individual HR related matters.
Promptly and appropriately investigate employee claims and complaints. Recommend
corrective actions to resolve; serve as a valued resource for conflict resolution.
Consult with legal counsel as appropriate and/or as directed by the Senior Director,
Finance & Administration/CFO on sensitive matters with legal implications.
Ensure compliance with termination and proper exit policies and procedures; note
trends and make recommendations as applicable to improve SfN’s standing as an
employer of choice.
Regularly review and make recommendations to Senior and Executive Management to
improve employment policies, procedures, and practices. Maintain Employee Handbook
and communicate changes and ensure proper compliance.
Determine and recommend employee relations practices necessary to establish a
positive employer-employee relationship and promote a high level of employee morale
and motivation.
General Duties
 Direct the preparation and maintenance of periodic reports for management, including
budget, goals and key performance indicator reports, turnover, etc., as necessary or
requested.
 Consistently manifest a customer service orientation in all communications and
activities with SfN staff; be highly responsive to stakeholders and hiring managers.
 Reliably deliver against high expectations.
 Solicit and integrate input and feedback from supervisor and colleagues appropriately.
 Serve as an engaged and involved team member, supportive of the varied experiences
and perspectives of internal and external colleagues.
 Work within the team and among teams to ensure that decisions are made to further
the organization’s goals.
 Supervise the Office Manager.
 Perform other assigned tasks not specifically listed herein but which may be required.
Requisite Qualifications, Characteristics, and Experience
Ideal candidates for the position will be conspicuously passionate about recruiting; poised and
confident with executive presence; manifest leadership, professionalism, and interpersonal
acumen. All candidates will be expected to be capable of serving as a trusted advisor
throughout the organization and reliably able to exhibit sound judgment and discretion.
Candidates must be willing and able to be constructively assertive as needed, across, down and
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Director of Human Resources & Talent Management | Society for Neuroscience
up in the organization. Candidates must be ready to welcome accountability for results and be
consistently solution-oriented.
Ideal candidates for the position will also present the following:
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Extensive knowledge and experience in full life cycle talent management: competency
management, sourcing, recruiting, selection, on-boarding, training, performance
management, professional development, retention, promotions and terminations.
Broad knowledge and experience in employment law, compensation, organizational
planning and development and employee relations.
Relentless attention to detail.
Excellent communication skills (written and oral) evident through conversations,
presentations, job announcements, etc.
Ability to analyze data for results.
Highly organized, sets priorities, but able to multi-task and remains flexible to
accommodate changing needs.
Evidence of the ability to show good judgment and logic in order to handle potentially
controversial issues and situations competently and with discretion.
Consistently shows high initiative, and brings a sense of urgency to accomplishing tasks
by assigned deadlines.
Must be able to work as a collaborative team member.
Ability to anticipate and meet the special requirements of Senior and Executive
Management.
Ability to establish and maintain effective relationships and communication with
employees, management, and outside contacts at all levels; as well as the ability to
effectively present facts in oral and written form.
Ability to develop long-term plans and programs and to evaluate work
accomplishments; strong project management skills.
Confident and capable of helping develop and lead change efforts within appropriate
time frames as warranted.
Demonstrated ability to lead and develop staff members.
Strong computer skills and proficiency in Microsoft Office suite.
Excellent interpersonal and coaching skills.
Understands the importance of and honors confidentiality at all levels.
Education and/or Experience
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10-12 years of progressive HR leadership experience with strong emphasis on
recruitment and talent management, preferably in a nonprofit membership
organization.
3-5 years of supervisory experience in HR function.
Bachelor’s degree in human resources administration, business administration,
organization development, or other relevant field.
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Director of Human Resources & Talent Management | Society for Neuroscience
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Active affiliation with appropriate Human Resources networks and organizations and
ongoing community involvement preferred.
SPHR or other relevant certification a plus.
SfN is an equal opportunity / affirmative employer and is committed to inclusion
and cultural diversity in the workplace.
To apply for the position, please send a cover letter and current resume to:
sfn@smartinsearch.com
For more information, please contact:
Sterling Martin Associates
David S. Martin
Managing Partner
p. 202.327.5485
m. 202.257.1627
dmartin@smartinsearch.com
Virginia O’Brien Record
Client Partner
p. 202.327.5485
m. 202.441.7010
vrecord@smartinsearch.com
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Director of Human Resources & Talent Management | Society for Neuroscience