Managing Director & Deputy Chief Human Resources Officer

OUR CLIENT

Our client is an investment firm on the East Coast with over $80 billion AUM predominantly in retail funds and alternative strategies. The firm has over 200 staff located in two offices.

THE ROLE

Mission

Provide the highest quality human capital services to attract, develop, motivate, and retain a diverse workforce within a supportive work environment and maintain a productive partnership as an equal with business line leadership.

Reporting Relationships

Reporting to the Chief Human Resources Officer, this individual will join the management team and lead a small team of 5+ professionals, or roughly half the HR team.

Critical Responsibilities

• As a strategic partner to the business, oversee most aspects of human capital and talent management matters, with careful attention to stewarding this successful culture that has thrived through a decade of 20+% growth rates.
• Function as a strategic business advisor to the executive management of each business line regarding key organizational and management issues.
• Develop and execute human resource strategy in support of the overall strategic business plan, specifically in the areas of talent management, change management, organizational and performance management, colleague engagement and retention, succession planning, learning and development, inclusion, assessment, and compensation/benefits.
• Provide strategic leadership by articulating HR needs and plans to the executive management team, business line leadership, and colleagues, utilizing data-driven decision-making that incorporates extensive FP&A/financial metrics to support cost/benefit analysis.
• Establish and implement HR efforts that effectively communicate and support the firm's mission and strategic vision.
• Lead talent management, including practical skills in how human capital drives business goals, and the ability to develop and execute a forward-thinking talent strategy and succession planning at all levels. Develop comprehensive strategic recruiting and retention plans to meet the human capital needs of strategic goals.
• Implement a technological roadmap for the HR team to drive efficiencies and to engage the workforce through innovations in technology solutions.
• Enhance Learning & Development platform to focus on the next generation of leaders and managers.
• Ensure that the transactional aspects of HR are well executed in a world of fast-moving and changing expectations of the colleague population, including the continued transition to better HRIS support programs allowing professionals to self-service many of their benefit needs.
• Partner with the legal and compliance team to help ensure a culture of compliance and integrity at every level of the organization and across borders. Responsible for oversight of compliance with labor (DOL, IRS, various states, international jurisdictions, etc.) related reporting requirements.

CANDIDATE PROFILE

"Must Have" Qualifications

• A minimum of 15 years of business experience, with at least 5 years managing others in a human resources leadership role, preferably within an asset and wealth management business.
• Breadth of human capital skills and training across all functions is more important than specialization in any one area.
• Prior leadership experience as a divisional or regional human resources business partner, or CHRO at a smaller firm.
• Strong academic credentials including advanced degrees in business such as a masters or MBA, with professional certifications or degrees in human capital a plus.
• Ability to work in a fast-paced environment and manage well through ambiguity and complexity.
• Detail-oriented self-starter, comfortable working independently and managing multiple projects under tight deadlines.
• "Roll up your sleeves" work ethic.
• Ability to travel as appropriate to implement strategic HR initiatives, approximately 15-25%.

Personal and Professional Competencies

• COMMUNICATION - Being highly articulate and able to convey important messages to multiple constituencies in a clear and compelling manner.
• BUILDING COMMITMENT - Developing a powerful sense of shared purpose in others and motivating them to sign up for the challenges ahead.
• BUILDING TEAMS - Selecting, developing, and motivating groups of people working together in a committed way to achieve a common mission or goal.
• MANAGING PERFORMANCE - Translating business goals into performance objectives for others and holding them accountable for agreed-to results.
• LEVERAGING DIVERSITY - Valuing and leveraging the talents of people with different perspectives, styles, and national/cultural/geographic origins.
• DEVELOPING & LEVERAGING RELATIONSHIPS - Creating and cultivating networks of people and using them to accomplish objectives.
• DRIVING POSITIVE CHANGE - Committing the organization to significantly different ways of doing things in the service of higher levels of organizational performance.
• TENACITY/PERSISTENCE - Holding unwaveringly to a view of what must be done, pursuing goals tenaciously despite significant obstacles or resistance from others.
• CONCEPTUAL SKILL - Understanding complex situations or organizations in their entirety, grasping interrelationships and essential elements, and seeing their implications.
• INTELLECTUAL CURIOSITY - Demonstrating a passion for learning, speculating on "what if" scenarios, and engaging in strategic inquiry.
• LEARNING AGILITY - Quickly absorbing new information and the significance of changes in dynamic situations.
• INTEGRITY - Doing the right thing by others, having the courage of own convictions, and adhering to strongly held principles and values.
• JUDGEMENT - Showing wisdom in making decisions and acting with a view to what is most appropriate, reasonable, timely, and realistic.
• CULTURAL DISCERNMENT - Being perceptive to cultural differences, open to new ways of doing things, and able to adapt words and practices to new cultural contexts.
• EMPATHY - Understanding and acknowledging the feelings and experiences of others and acting out of a consideration for those feelings and experiences.
• SENSE OF HUMOR - Being able to be self-deprecatory and to see the lighter side of difficult situations.
• STRONG, HEALTHY EGO WITH A TEAM ORIENTATION - Having high self-esteem and self-confidence, balanced with an intimate knowledge of one's strengths, limitations, and a certain amount of humility and humor.
• ENERGY/ENDURANCE - Having a high capacity for work and the ability to maintain concentration and full mental and physical ability over long stretches of time.
• CANDOR - Being straightforward, frank, and direct with others, but with respect.
• MANAGING AMBIGUITY - Dealing effectively with complex and uncertain situations where many alternatives are possible no single correct response.

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