Talent Acquisition Partner, Vice President

What the role needs

• Full-Cycle Recruiting Across the Firm
• Run each search from start to finish: scoping the role with the hiring manager, mapping the market, sourcing directly, screening, managing interviews, checking references, negotiating the offer and closing the candidate.
• Get up to speed quickly on unfamiliar roles: learn what the role requires, who the competitors are and what the market looks like well enough to advise the hiring manager credibly within the first conversations.
• Advise hiring managers on how to define the role, what the market pays, what talent is available, and when a profile is unrealistic.
• Sell the firm and the role to candidates who are happy where they are, and handle counter offers and competing offers.
• Work with GI Hiring Council to put together offers and negotiate them firmly but fairly.
• Building the Recruiting Function
• Help refine and evolve how recruiting works at the firm.
• Set the standard for candidate experience and hold the whole process to it.
• Help decide when to use outside search firms and how to manage them, and work to reduce the firm s reliance on them over time.
• Build talent pipelines for roles the firm hires often or finds hard to fill, so searches don t start from zero each time.
• Bring ideas and best practices that move the function from filling roles reactively to planning and pipelining.

From the employer

Position Summary Guggenheim Investments is looking for a Vice President, Senior Talent Partner to run full-cycle hiring for experienced professionals across the firm, from investment teams to corporate functions, and to help build the recruiting function as it grows. You will source candidates directly, assess them, sell the opportunity and close offers on your own. You'll also help shape how the firm recruits: the processes, standards, tools and reporting. You will move easily between front-office and back-office searches, earning credibility with portfolio managers as readily as with technology, operations or finance leaders. You will represent Guggenheim to senior candidates and hiring leaders in a demanding, relationship-driven industry. The way you carry yourself is part of how the market sees the firm, so judgment, discretion and polish count as much as volume. This position is based in our New York City office, full-time. Responsibilities Full-Cycle Recruiting Across the Firm Own a varied set of experienced-hire searches across front-office roles (investment, research, portfolio management, distribution) and back-office roles (operations, technology, finance, risk, compliance and other corporate functions). Run each search from start to finish: scoping the role with the hiring manager, mapping the market, sourcing directly, screening, managing interviews, checking references, negotiating the offer and closing the candidate. Find most candidates through direct outreach, including passive candidates who aren t looking for a move. Use LinkedIn Recruiter, market maps, referrals and your own network rather than relying on applications or agencies. Get up to speed quickly on unfamiliar roles: learn what the role requires, who the competitors are and what the market looks like well enough to advise the hiring manager credibly within the first conversations. Advise hiring managers on how to define the role, what the market pays, what talent is available, and when a profile is unrealistic. Sell the firm and the role to candidates who are happy where they are, and handle counter offers and competing offers. Work with GI Hiring Council to put together offers and negotiate them firmly but fairly. Building the Recruiting Function Help refine and evolve how recruiting works at the firm. Set the standard for candidate experience and hold the whole process to it. Help decide when to use outside search firms and how to manage them, and work to reduce the firm s reliance on them over time. Build talent pipelines for roles the firm hires often or finds hard to fill, so searches don t start from zero each time. Bring ideas and best practices that move the function from filling roles reactively to planning and pipelining. Workday Recruiting & Data Act as the team s power user of Workday Recruiting: requisitions, candidate stages, offers, reporting and keeping data clean. Make sure the data in Workday is accurate enough to report on and to stand up to scrutiny. Build and share recruiting metrics (time to fill, how candidates move through each stage, hiring sources, offer acceptance, hiring manager satisfaction) and use them to improve how the team works. Help find gaps in how the system is set up or used, and work with People Technology to fix them. Credibility & Representation Earn the trust of senior hiring leaders by bringing real market knowledge and a clear point of view, not just carrying out instructions. Represent Guggenheim to senior candidates, outside partners and industry networks with discretion and a high level of professionalism. Handle confidential searches, including replacements and senior hires, with the care they need. Keep recruiting practices consistent and well documented, working with Legal and Compliance on record-keeping and fair selection standards. Growth & Leadership Opportunity as the function grows: Leading specific projects for the function, such as rolling out a process, improving how Workday is used, or reviewing outside search firms. Mentoring and sharing knowledge with junior recruiters and coordinators. Helping hire and onboard new members of the recruiting team. The role is a good fit for someone who wants to help shape a function, with leadership opportunities that may grow as the team develops. Qualifications Basic Qualifications: 7 years of full-cycle recruiting, ideally including time at a search firm or on an in-house team with a strong direct-sourcing culture. A proven record of hiring 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 candidates and senior or hard-to-fill searches. Strong selling and closing skills, with experience negotiating complex offers and handling counteroffers. Hands-on experience with Workday Recruiting, ideally as an advanced user. Has helped build or substantially improve recruiting processes, not only worked within them. Executive presence appropriate to a VP: clear and confident in conversations with senior leaders and candidates, and comfortable pushing back. Excellent judgment and discretion with confidential information. Bachelor s degree or equivalent experience. Preferred Qualifications Recruiting experience in financial services, asset management, investment banking or professional services. Experience recruiting investment professionals (portfolio managers, analysts, research staff). Has mentored other recruiters. Experience setting up recruiting metrics and reporting. Has used LinkedIn Recruiter and other sourcing and market-mapping tools. We are not seeking agency assistance with this role. We are unable to consider candidates who require current or future visa sponsorship for employment in the United States. Candidates must be authorized to work in the US without current or future visa sponsorship or transfer. The benefits offered for this position: 401k with matching contribution Healthcare and wellbeing programs Paid leave Learning and development opportunities Family and caregiving support Employee assistance program Salary Range Annual base salary between $160,000.00-$170,000.00 The base salary range represents the low and high end of the anticipated base salary range for this position. Actual base salaries may vary depending on factors such as location and experience. The range listed reflects base salary only, and the total compensation package may include other components such as incentive compensation.