People Talent Manager

GHJ•Los Angeles, CA

1d•$110,000 - $130,000

About The Position

GHJ is looking for a People Talent Manager WHY we get up in the morning At GHJ we help our people and clients pursue their passions, build thriving businesses, and create a better future. WHAT we believe We believe that collaboration is the foundation for success. We work as a business advocate for our clients – providing personalized service and building long-term relationships to help position our clients for the future. HOW we succeed We are deeply committed to our core values of Bright Minds, Brave Hearts and Bold Actions and incorporate them into every aspect of our business. By living these values, we are able to meet our strategic objectives of Remaining Fiercely Independent (financial success), Meeting client demands/needs (client success), Reinforcing and expanding cultural distinction (people success). Summary of Role: The Talent Manager directly impacts firm culture, performance, and growth by building strong hiring partnerships and delivering a best-in-class candidate and hiring experience. The Talent Manager is responsible for end-to-end hiring process across the firm, with a primary focus on campus recruiting, the internship program, associate hiring, and coordination of all internal hiring at every level. This role partners closely with hiring managers, Search & Staffing, and the People team to deliver high-quality, efficient, and inclusive hiring experience. Reporting to the Head of People, the Talent Manager plays a critical role in continuously improving hiring processes, candidate experience, interview practices, and hiring decisions to ensure the firm attracts and retains top talent.

Requirements

Excellent interpersonal and communication skills; able to build credibility with senior leaders and hiring managers.
Strong judgment and decision-making skills related to talent assessment and hiring.
Detail-oriented with the ability to balance process rigor and flexibility.
Data-informed mindset with the ability to use recruiting metrics to guide decisions.
Systems mindset to innovate and improve hiring process
Collaborative, proactive, and solutions-oriented. You build strong, trusting relationships with employees at all levels.
You work effectively with department leadership and the People team.
You are passionate about doing the right thing while also being pragmatic.
You maintain a cool and calm demeanor in the face of conflict or challenge.
5–8+ years of experience in talent acquisition, recruiting, project management or human resources, preferably in an accounting firm, but will also consider professional services experience
Proven experience leading campus recruiting and internship programs
Applicant tracking system experience, preferably with Lever
Strong understanding of full-cycle recruiting across multiple levels and functions
Experience partnering with external search firms and managing agency relationships
Demonstrated ability to design and improve hiring processes, interview practices, and candidate experience
Strong project management skills with the ability to manage multiple searches and stakeholders simultaneously
Process oriented and ability to bring others along in the process
Excellent verbal and written skills to effectively communicate with individuals at all levels
Problem solving skills with the ability to make recommendations through judgment that is consistent with company standards, practices, policies, or local governing laws
Ability to work in a fast-paced, deadline driven environment
Ability to earn trust, maintain positive and professional relationships, and contribute to a culture of inclusion

Responsibilities

Coordinate all internal hiring efforts, ensuring alignment across key stakeholders (hiring managers, Search & Staffing, and the People team)
Support hiring managers through role scoping, interview planning, candidate evaluation, and final hiring decisions
Evaluate and improve internal hiring processes to ensure efficiency, consistency, and strong candidate experience
Design and refine interview panels, interview guides, and evaluation criteria to support fair, structured, and effective hiring decisions
Evaluate and improve how we are utilizing the applicant tracking system to ensure we are getting the most out of it and it is being used consistently across the organization
Ensure consistent and high-quality candidate experience from initial outreach through offer and onboarding
Track recruiting metrics and insights to identify trends, gaps, and opportunities for improvement
Partner with Search & Staffing to align hiring timelines, workforce planning, and business needs
Improve onboarding processes to better align onboarding experiences for a similar candidate experience across the firm, regardless of department
When necessary, partner with external search firms to manage searches, set expectations, track progress, and ensure quality candidate slates
Own and manage full-cycle recruiting for campus hires, interns, and associates across all departments
Lead on-campus recruiting strategy, including school relationships, recruiting events, interview days, and offer processes
Design, manage, and continuously improve the firm’s internship program, including recruitment, onboarding, performance feedback, and conversion to full-time roles
Serve as a trusted advisor to hiring managers on best practices in talent acquisition and selection
Collaborate closely with Search & Staffing to align recruiting efforts with broader staffing and resourcing strategies
Lead firm onboarding, early career development, and retention initiatives
Communicate clearly and proactively with all stakeholders throughout the hiring process