Senior Academic Recruitment Partner - Office of Academic Appointments

Position Summary

UAE Nationals are encouraged to apply

New York University Abu Dhabi (NYUAD) seeks to appoint a Senior Academic Recruitment Partner reporting to the Executive Director, Office of Academic Appointments.

This role will focus on the hiring of faculty and academic staff at NYUAD across all institutional disciplines and divisions. As NYUAD enters the next phase of its development under new leadership, as part of a new academic strategy initiative we expect the faculty to double in 10 years.  In addition to this extensive growth, Abu Dhabi will pursue hiring a diverse, international faculty body that mirrors the breadth of experience of its student body, who hail from 100+ nationalities.

This role will collaborate with the Director and all Academic Appointments staff in all aspects of the recruitment process by providing high level recruitment support to the deans office, search committees, including initial strategy meetings with search committee chairs, diversity liaisons and deans, to discuss recruitment needs and strategies to ensure a highly qualified and diverse applicant pool.

The Recruitment Partner acts as the initial point of contact to all faculty applicants and candidates, including the vital ambassadorial role during candidates’ on-campus visits to NYUAD that will impact the candidates’ desire to join the university. 

The Recruitment Partner will manage all processes related to the Applicant Tracking Systems and other Human Resource Information Systems; will work directly with and provide expertise to assigned departments and administrative offices on recruitment-related matters;will advise on recruitment issues and strategies in alignment with NYUAD’s hiring goals with NYUNY processes; will manage and troubleshoot NYUAD’s Applicant Tracking System; will provide cost effective advertisement approaches, and overall will interpret NYU policies and procedures, legal requirements and best employment practices.

The partner will manage NYUAD’s open faculty position webpage and pursue solutions and strategies for successful approaches with account management, and troubleshooting any issues that arise. The partner will conduct research on external faculty networks, in collaboration with other NYUAD offices as needed, and prepare reports on opportunities to diversify applicant pools.

The Recruitment Partner is also responsible for preparing the annual Academic Recruitment Diversity & Yield Analysis Report in addition to recruitment-related metrics per search on a monthly, annual and ad hoc basis.

This partner coordinates with recruitment vendors (i.e. advertisers, external job boards, background check vendor and temporary agencies).

The Recruitment Partner also provides on-job training to junior-level recruiting staff within the team

Qualifications

Key Responsibilities:

Managing the search: Work with the search committee chair, search committee members and divisional deans in managing all steps of the full faculty recruitment cycle, with a focus on senior and standing hires, which includes:

• Infrastructure Setup: Implement the necessary infrastructure on Interfolio for each search
• Job Description Development: In collaboration with the divisional program head, craft a comprehensive job description and post tailored to each position. Collaborate with the search committee on the evaluation criteria for the applicant pool to be assessed against
• Document Management: Ensure all documentation is meticulously completed and that candidates are rigorously screened
• Candidate Review Facilitation: Facilitate the review process for candidates by the committees, ensuring thorough and equitable evaluation
• Closing Process Management: Oversee the closing process, including initiation of security clearance procedures and ensuring timely and transparent offer issuance
• Committee Meeting Coordination: Schedule and facilitate committee meetings, providing valuable insights on recruitment best practices
• Advertisement Management: Direct the faculty recruitment advertisement process to broaden the reach for discipline specific advertising
• Candidate Interaction: Serve as the primary point of contact for prospective faculty members, offering expert guidance throughout the recruitment journey
• Interview Process Oversight: Manage both in-person and virtual interview processes in Abu Dhabi, ensuring seamless execution and compliance with policy and best practices
• Video Documentation: Supervise the recording of job talks and make them accessible for committee members unable to attend in person and deans or programs to review as required
• Inter-Institutional Liaison: Act as a liaison between NYUNY and NYUAD to facilitate transparent communication, particularly for candidate visits to NYU

Ensure smooth recruitment operations and foster productive partnerships with vendors and stakeholders:

• Reporting Management: Ensure comprehensive and up-to-date reporting on all candidates within ongoing searches, providing essential insights to the search committee and deans office on the search progress
• Reimbursement Process Administration: Manage the reimbursement process for candidate visits, meticulously document costs and reimbursements, and track candidate progress through the recruitment pipeline,at all stages of the recruitment journey
• Record-keeping: Maintain detailed records of expenses, reimbursements, and candidate statuses, ensure transparency and accountability for the Academic Recruitment unit
• Vendor Development and Management: Collaborate with external advertising agencies and procurement to cultivate vendor relationships, oversee agency contracts, and manage sourcing stakeholders and providers such as resume databases and job boards

Talent Sourcing and Engagement:

• Initiative Management: In collaboration with the committee chair, create, manage, and promote initiatives designed to enhance talent attraction, with the objective of fostering a diverse candidate pool
• Process Optimization: Design and implement sustainable and best-practice talent acquisition processes, ensuring efficiency, fairness, and compliance with NYU recruitment policy
• Comprehensive Inquiry Response: Providing comprehensive responses to inquiries, demonstrating an in-depth understanding of the academic recruitment activities, policies, and processes
• Public Interaction: Serving as a NYU liaison, engaging with the general public, and collaborating with University personnel, including senior-level individuals, to address issues and resolve problems effectively

Strategic Reporting and Analysis for Recruitment Diversity & Yield:

• Annual Report Development: Develop and create the Recruitment Diversity & Yield Analysis annual report, leveraging comprehensive data from the previous academic years to allow for a comparative review. This report not only presents raw data but also provides analysis and actionable recommendations to inform leadership decisions
• Data Management and Analysis: Maintain and analyze data captured within the Applicant Tracking System, extracting meaningful insights to understand recruitment trends, diversity metrics, and yield rates. This involves advanced analytics to identify patterns,  gaps, and opportunities
• Continuous Improvement: Continuously refining and enhancing the reporting and analysis process to ensure relevance, accuracy, and effectiveness. This may involve implementing new data capture methods, refining analytical techniques, or incorporating feedback from stakeholders

Training:

• Training Philosophy Development: Collaborate with the Assistant Director to establish a comprehensive training philosophy that aligns with the team's goals and objectives. This involves defining key principles, methodologies, and best practices for on-the-job training
• New Team Member Onboarding: Take the lead in providing on-the-job training to new team members, ensure a smooth transition into their roles. This includes imparting skills, knowledge, and processes necessary for success within the team
• Training Guide Maintenance: Ensure that training guides are continuously updated with the latest process enhancements and Applicant Tracking System (ATS) updates. This involves regularly reviewing and revising training materials to reflect evolving practices and technologies, specifically in interfolio
• Performance Monitoring: Track the performance and progress of trainees, provide ongoing feedback to the Assistant Director. This includes identifying areas for improvement and escalating when targeted interventions are required

Required Education:

• Bachelor's Degree

Preferred Education:

• MBA, MPH, MA in Organizations or Human Resoruces Management

Required Experience:

• 7+ years of experience within an Academic HR Affairs Office
• 5+ years of recruitment experience
• Good organizational and problem-solving skills
• Computer/technology proficiency including Microsoft Office applications, applicant tracking tools including Interfolio, HRIS, internet research tools, etc.
• Proven results in managing high-quality, high-volume work, preferably from higher education or related sectors
• Demonstrated success in working in an evolving, fast-paced, and ambiguous environment, strategy planning, project management and problem-solving skills
• Customer focused and process oriented
• Superior interpersonal and communication skills (written and verbal)
• Ability to work independently as well as serving as a member of the team
• Must be well versed in quality data collection to ensure adequacy, accuracy and legitimacy of data in NYU systems and be able to strictly follow data privacy and security procedures for data handling and analysis to ensure adherence to legal and institutional standards

Preferred Experience:

• Previous work experience in the UAE
• Proficiency in Arabic

Additional Information

The University is an equal opportunity employer committed to equity, diversity and social inclusion.