Talent Acquisition Partner, Vice President

Guggenheim Investments•New York, NY

1d•$160,000 - $170,000•Onsite

About The Position

Guggenheim Investments is hiring a Vice President, Senior Talent Partner to lead full-cycle recruitment for experienced professionals across investment teams and corporate functions while helping build and improve the firm’s recruiting function. The role is based in the firm’s New York City office and is full-time. The Talent Acquisition Partner manages searches from role scoping and market mapping through direct sourcing, screening, interviews, references, offer negotiation, and closing. The position requires moving between front-office and back-office searches, advising hiring managers on role definition and market conditions, and representing the firm professionally to senior candidates and hiring leaders. The role also contributes to recruiting processes, standards, candidate experience, talent pipelines, and decisions about using outside search firms. As the team’s Workday Recruiting power user, the position maintains accurate recruiting data, develops and shares metrics, and works with People Technology to improve system setup and use. Additional opportunities may include leading projects, mentoring junior recruiters and coordinators, and helping hire and onboard new recruiting team members.

Requirements

At least 7 years of full-cycle recruiting experience, ideally including experience at a search firm or on an in-house team with a strong direct-sourcing culture.
A proven record of recruiting for both front-office and back-office roles, or a clear ability to move between business and corporate searches.
A proven record of filling roles through direct sourcing, including passive-candidate, senior, or hard-to-fill searches.
Strong candidate-selling and closing skills, including experience negotiating complex offers and handling counteroffers.
Hands-on experience with Workday Recruiting; advanced-user experience is preferred within this qualification.
Experience helping build or substantially improve recruiting processes.
Executive presence appropriate to a Vice President, including confidence with senior leaders and candidates and comfort pushing back.
Excellent judgment and discretion when handling confidential information.
Bachelor’s degree or equivalent experience.
Must be authorized to work in the United States without current or future visa sponsorship or transfer.

Nice To Haves

Recruiting experience in financial services, asset management, investment banking, or professional services.
Experience recruiting investment professionals, such as portfolio managers, analysts, or research staff.
Experience mentoring other recruiters.
Experience establishing recruiting metrics and reporting.
Experience using LinkedIn Recruiter and other sourcing and market-mapping tools.

Responsibilities

Own experienced-hire searches across front-office roles, including investment, research, portfolio management, and distribution, and back-office roles, including operations, technology, finance, risk, compliance, and other corporate functions.
Manage searches from start to finish, including scoping roles with hiring managers, mapping markets, sourcing, screening, coordinating interviews, checking references, negotiating offers, and closing candidates.
Source candidates directly, including passive candidates, using LinkedIn Recruiter, market maps, referrals, and professional networks.
Learn unfamiliar roles and markets quickly enough to advise hiring managers credibly.
Advise hiring managers on role definitions, compensation, talent availability, and the feasibility of candidate profiles.
Present the firm and roles to candidates, and manage counteroffers and competing offers.
Work with the GI Hiring Council to develop and negotiate offers.
Refine and evolve the firm’s recruiting processes and establish consistent candidate-experience standards.
Help determine when to use outside search firms, manage those firms, and reduce reliance on them over time.
Build talent pipelines for recurring or difficult-to-fill roles and promote proactive recruiting practices.
Serve as a Workday Recruiting power user, managing requisitions, candidate stages, offers, reporting, and data quality.
Build and share recruiting metrics, including time to fill, candidate movement through stages, hiring sources, offer acceptance, and hiring manager satisfaction, and use them to improve recruiting.
Identify Workday setup or usage gaps and work with People Technology to address them.
Build trust with senior hiring leaders by providing market knowledge and informed recommendations.
Represent Guggenheim to senior candidates, outside partners, and industry networks with discretion and professionalism.
Handle confidential searches, including replacement and senior-hire searches, carefully.
Maintain consistent, well-documented recruiting practices in coordination with Legal and Compliance on record-keeping and fair-selection standards.
Lead recruiting-function projects, such as process rollouts, Workday improvements, or reviews of outside search firms.
Mentor and share knowledge with junior recruiters and coordinators.
Help hire and onboard new recruiting team members as the function grows.