Human Resources and Talent Coordinator

Soros Fund Management•New York, NY

4d•Onsite

About The Position

SFM's Human Resource team is focused on maintaining strong partnerships with leadership, managers, and employees across the firm, with an emphasis on strategic human capital management. The team is seeking an HR & Talent Acquisition Coordinator to join the global team. This individual will report to and partner directly with the HR Business Partners and the Head of Equities Business Development, playing a dual mandate that spans firm-wide HR operations and a high-touch, dedicated recruiting function supporting the growth of the firm's investment platform. A significant component of this role is investment talent acquisition. The Coordinator will serve as a primary driver of recruiting efforts for Portfolio Managers, Analysts, and other front-office investment professionals. This is not a purely administrative position: the successful candidate will be a true talent partner, owning the full recruitment lifecycle, building market intelligence on the investment talent landscape, and delivering a differentiated candidate experience that reflects SFM's culture and brand. In addition, the Coordinator will be a key contributor to HR firmwide projects across the full employee life-cycle, including: recruiting, learning and development, onboarding and offboarding, performance management, compensation, employee record keeping, budgeting, and headcount reporting.

Requirements

1–4 years of experience preferably in financial services, with exposure to recruiting, HR, or talent functions
Demonstrated knowledge of or genuine intellectual curiosity about the investment management industry, including an understanding of front-office roles (Portfolio Manager, Analyst, Trader) and the talent market dynamics in equities and multi-strategy platforms.
Experience with applicant tracking systems (ATS) and HRIS platforms; SFM leverages Greenhouse and Workday.
Demonstrated ability to handle sensitive and confidential information with absolute discretion — a non-negotiable in the investment management context.
Excellent interpersonal and communication skills; poised and professional when interfacing with senior investment professionals and external candidates.
Exceptional organizational skills with the ability to manage multiple concurrent searches and priorities without losing detail or momentum.
Strong analytical mindset; able to build and maintain pipeline reports, headcount dashboards, and compensation benchmarking summaries.
Thrives in a fast-paced, performance-driven environment; brings a collaborative team mentality and the initiative to take on new challenges.
Meticulous attention to detail and a commitment to follow-through - understanding that in recruiting, every dropped ball has a cost.

Responsibilities

Partner with HR Generalists to support firmwide recruiting across all functions: create and manage requisitions in the ATS and HRIS, source candidates, coordinate interviews, gather feedback, prepare offer letters, and manage the onboarding process
Serve as the dedicated recruiting coordinator for the Head of Equities Business Development, owning the end-to-end search process for Equities Portfolio Managers, Analysts, and other investment professionals across asset classes.
Manage full interview processes for investment hires: coordinate scheduling across complex stakeholder groups, facilitate candidate briefings and debriefs, synthesize and communicate interviewer feedback, and maintain momentum throughout extended search timelines.
Prepare and present candidate tracking reports, pipeline dashboards, and market intelligence summaries to the Head of Business Development and senior leadership.
Drive an exceptional candidate experience — from first touch through offer — ensuring every touchpoint reflects the firm's culture, professionalism, and discretion.
Partner with HR and Legal on offer letter preparation, compensation structuring, and onboarding coordination for all investment hires.
Maintain accurate and up-to-date employee records for relevant business areas in compliance with firm policy.
Analyze people data and prepare ad hoc reporting across headcount, recruiting activity, and HR metrics for various internal audiences.
Partner with HR colleagues on firmwide initiatives including employee engagement surveys, performance review cycles, database management, wellness programming, and DE&I efforts.