Manager, Talent Acquisition

Position Summary: 

Reporting to the Chief Human Resources Officer (CHRO), the Talent Acquisition Manager (“TAM”) is responsible for managing all aspects of the talent acquisition process to satisfy the hiring needs for the organization. They must be a highly motivated and results-oriented business partner in all facets of recruitment, selection, and onboarding. The TAM will need to formulate partnerships across the organization to deliver value-added service to management and employees that reflects the business objectives of the organization. They will also serve as the face and voice of the firm in the marketplace, strengthening the Ariel brand and presence. As part of the Human Resources (HR) team, they will also work in tandem with other members of the team on the formation, execution and delivery of various HR initiatives and projects. 

Responsibilities: 

• Execute the full lifecycle of recruitment and pre-employment administration and process, while demonstrating strong knowledge of the firm and culture, to meet staffing needs across all levels of the firm.
• Maintain position descriptions and sourcing strategies; post job positions; ensure fair and equitable compensation; coordinate the interview process; extend offers; conduct employment, background, and reference checks; network with passive talent pools; and partner with third-party search partners on a selective basis.
• Develop interviewing strategies, participate in interviews, facilitate debrief meetings to collect interview feedback, advise and facilitate the offer/negotiation process, and onboard new hires.
• Proactively and creatively source active and passive candidates and manage a network of potential candidates in anticipation of future job openings and demand. 
• Maintain collaborative, strong consultative relationships with candidates, hiring managers, interviewing teams and key business leaders with the ability to inform, influence, and negotiate; as well as develop and maintain relations with external staffing sources. 
• Orchestrate the candidate assessment and selection process to ensure a positive experience for both applicants and hiring manager; this includes identifying, administering, evaluating, and advising based on results.
• Remain current on business competitors, the talent market, compensation trends, and recruiting intelligence and regularly educate and inform hiring managers on the current state.
• Collaborate with HR subject matter experts (SMEs) to provide support on applicable HR processes, procedures and/or systems.
• Assist in evaluating compensation against market data and analyze trends.
• Serve as the main contact, firm-wide, regarding temporary staffing needs.
• Lead employment branding initiatives to increase visibility to candidates about the culture and life at Ariel.
• Remain current and knowledgeable in the application of federal, state, and local laws and compliance regulations regarding employment and staffing practices.
• Assist in the development and delivery of recruitment training, new hire orientation and education.
• Manage the relationship with outside counsel regarding immigration and visas.
• Serve as the main contact for all relocation assistance with a third-party vendor.

Qualifications: 

Required: 

• Bachelor’s Degree in Human Resources, Business Administration, or related field preferred
• 5+ years of firsthand experience in corporate recruiting, preferably with a combination of technical staffing and professional services.
• An individual with a high level of integrity who possesses drive, a results-orientation, intellectual curiosity, and a passion for continuous learning.
• Demonstrated thorough knowledge and experience sourcing, screening, and successfully hiring client-service professionals at various levels/positions as well as developing and maintaining a robust recruiting process.
• Must have experience utilizing sourcing tools, deep knowledge of LinkedIn, and the ability to actively source passive candidates.
• Current knowledge of federal, state, and local employment and labor laws and compliance regulations (ADA, FLSA, EEOC, etc.), standards and the ability to effectively communicate these to managers.
• Possess strong business presence, as well excellent oral, written, time management, multi-tasking, organizational, negotiation, collaborative and interpersonal communication skills.
• Proven ability to interact and collaboratively build relationships across functions and departments to achieve results; able to hold their own with some of the brightest minds in the business and possess the willingness to roll up their sleeves to do whatever is required to get the work done.
• Strong business acumen, emotional intelligence, and customer service orientation with a passion for selecting high quality talent.
• Strong attention to detail in all duties and responsibilities; versatile enough to achieve short-term results while also helping shape the future of the HR department. 
• Excellent presentation, organizational, time management, follow-up, negotiation, and multitasking skills.
• High level of discretion and the ability to maintain confidentiality of records and information.
• Ability to identify and capitalize on opportunities to bring greater automation to a variety of HR related processes.
• Proven ability to manage a number of ongoing, diverse initiatives and multiple priorities in a standard and ad-hoc manner while operating autonomously.
• Proficiency in Microsoft Office (Word, Excel, PowerPoint), Outlook and applicant tracking systems.
• Thorough knowledge and experience in talent acquisition in asset management, financial or professional services industry.
• PHR or other HR-specific training related to recruitment or employment practices.
• Ability to travel on occasion (10%-20%) for activities such as job fairs, training sessions, conferences, etc.

Preferred: 

• Prior hands-on experience with Greenhouse, PayCom, Lattice, and EWM
• Experience with HR generalist functions

Key Organizational Relationships: 

This role interacts and collaborates extensively with all levels within the organization, including the executive leadership team, as well as with external vendors, search partners, candidates, and other contacts.