TIAA Senior Director, Talent Acquisition in Charlotte, North Carolina
TIAA is currently seeking a Sr. Director of Talent Acquisition to join our growing team.
This senior leadership role will report to the VP, Head of Talent Acquisition and will work with all HR Partners (HR Business Partners and Center of Excellence Partners) and business leaders, to prioritize, develop, and execute on the strategic direction and staffing expertise to enable our in house recruiting team to successfully meet the talent demands of the organization. This role will further provide strategic and tactical leadership with respect to the broadening scope of Talent Acquisition’s overall strategies, in partnership with TIAA’s companywide strategies.
This individual will play a significant leadership role in the company’s financial results by driving the strategy and execution of revenue generating and client facing roles. He/she will develop, analyze and report on trends and metrics to influence the future direction of recruitment efforts across the businesses. This will be accomplished by evolving a best in class recruiting function based on the future needs of the business, developing our employment brand, and innovating the way TIAA attracts and hires talent.
Key Responsibilities and Duties
-Lead a cross geography team of Talent Acquisition Recruiting Managers and recruiters; provide leadership, regular performance feedback and coaching, identify development opportunities to stretch team members to increase their skills and grow professionally.
-Ensure the Talent Acquisition Team develops proactive sourcing strategies for their organizations, embrace social networking, leverage tools and technology, provide a consultative advisory service for the business and assess candidate competence through deep interviews.
-Partner with HR Business Partners, leaders and partners to proactively manage recruitment challenges and identify strategies to meet needs ahead of time. Lead end-to-end recruitment activity for specific business area.
-Provide recruitment budget, sourcing forecasting and P&L guidance to the organization.
-Ensure the Talent Acquisition strategy is integrated into holistic HR and talent practices; enable alignment and integration wherever possible.
-Lead cross-functional and cross-geography projects; participate in team meetings. Develop team project capability and ensure project deliverables are scalable and aligned to Corporate Objectives.
-Keep a pulse on the market, evolution of trends and best practices. Build and develop business cases for change as needed. Develop Talent Acquisition expertise and knowledge within your team, the business and HR.
-Work closely with compensation and benefits members to ensure market competitive position for the local geography is in alignment with the organization’s compensation philosophy.
-Ensure legal compliance for all recruiting initiatives and related programs.
-Partner with Strategic Sourcing to negotiate vendor agreements and manage ongoing vendor relationships.
-Reduce reliance on recruitment agencies and demonstrate cost savings through executive summaries. Build global toolkits and drive a global PSL.
-Champion and implement Referral Programs and build a mentality of connectivity and passion for working with the best across all employees.
-Develop proactive organization-wide talent practices with the business to leverage social networking and innovative connections. Introduce creative networking beyond LinkedIn.
-Instill knowledge and understanding within business leaders of high predictors of behavior and ensure objective, diverse, justifiable and forward thinking decisions are made regarding talent selection. Build business champions and strategic partners in your relationships.
-Assess current and future skill requirements of the organization and develop appropriate plans. Work with HR Business Partners, Talent Management and Senior Leadership to develop overall staffing plans and skill inventory to support the business strategy.
-In partnership with HR Leadership, devise diverse recruitment strategies to support Succession Planning to ensure we build critical capability from the external market where internal gaps are identified.
-Establish and embed within the organization an employment brand that resonates from all our external branding, advertising and technology platforms, through the candidate experience.
-Design and implement candidate materials and proactive recruiting programs and processes that attract, select, and retain a qualified, diverse workforce.
-Define and implement SLA’s, structures, processes and technologies that will drive the overall improvement of Talent Acquisition processes, quality of hiring, time-to-fill and enhanced KPI’s for internal and external talent
-Centralize knowledge, processes and tools where possible. Reduce duplication with a focus on optimization and quality. Establish, regularly monitor and report HR metrics, data, processes, systems and tools to evaluate the impact of recruiting, diversity and retention efforts globally.
-Ensure the applicant tracking system is leveraged to its full capability and enforce consistent usages regardless of end user (i.e. HR Business Partner, recruiter, external agency).
-Integral in building the Talent Acquisition team’s value proposition, directing the internal stakeholder experience, along with the external talent experience.
5 Years Required; 7 Years Preferred
University (Degree), Preferred
- Physical Requirements: Sedentary Work
Create and co-create targeted strategic, innovative and sustainable strategies leading to the attraction of talent and talent pipelines for client facing, revenue generating and asset retention roles.
Develop and execute geography and/or business specific inclusion and diversity strategy aligned to enterprise inclusion, diversity and equity strategy for business areas
Work closely with compensation and benefits members to ensure market competitive position for the local geography is in alignment with the organization’s compensation philosophy.
Assess current and future skill requirements of the organization and develop appropriate plans. Work with HR Business Partners, Talent Management and leadership to develop overall staffing plans and skill inventory to support the business strategy.
- 5+ years of talent acquisition experience and/or in a human resource generalist function with direct involvement with talent acquisition
Wealth Management and/or Investment Management experience
Demonstrated ability to communicate new concepts clearly and crisply at all levels of the organization, including clients, external vendors and candidates
Ability to work cross functionally and across organizational structures
Strategic with strong business acumen who can leaded, plan, organize and execute
Strong relationship management skills; ability to deliver difficult messages and resolve conflicts while managing relationships
Strong interpersonal skills and influencer with a high aptitude for customer service
Demonstrated ability to operate independently with discretion using sound judgment with limited functional guidance and oversight
Strong aptitude to leverage multiple technology platforms in a hybrid flex work environment to effectively engage team and attract talent
Base Pay Range: $125,200/yr. - $208,600/yr.
Actual base salary may vary based upon, but not limited to, relevant experience, time in role, base salary of internal peers, prior performance, business sector, and geographic location. In addition to base salary, the competitive compensation package may include, depending on the role, participation in an incentive program linked to performance (for example, annual discretionary incentive programs, non-annual sales incentive plans, or other non-annual incentive plans).
TIAA is the leading provider of financial services in the academic, research, medical, cultural and government fields. We offer a wide range of financial solutions, including investing, banking, advice and education, and retirement services.
TIAA requires all U.S. employees to be fully vaccinated against COVID-19 and provide documentation of full vaccination, unless you qualify for an accommodation as determined by TIAA consistent with applicable law.
Benefits and Total Rewards
The organization is committed to making financial well-being possible for its clients, and is equally committed to the well-being of our associates. That’s why we offer a comprehensive Total Rewards package designed to make a positive difference in the lives of our associates and their loved ones. Our benefits include a superior retirement program and highly competitive health, wellness and work life offerings that can help you achieve and maintain your best possible physical, emotional and financial well-being. To learn more about your benefits, please review our Benefits Summary (https://www.tiaa.org/public/pdf/benefits-at-a-glance.pdf) .
We are an Equal Opportunity/Affirmative Action Employer. We consider all qualified applicants for employment regardless of age, race, color, national origin, sex, religion, veteran status, disability, sexual orientation, gender identity, or any other protected status.
Read more about the Equal Opportunity Law here (https://www.dol.gov/general/topics/posters) .
TIAA offers support for those who need assistance with our online application process to provide an equal employment opportunity to all job seekers, including individuals with disabilities.
If you are a U.S. applicant and desire a reasonable accommodation to complete a job application please use one of the below options to contact our accessibility support team:
Phone: (800) 842-2755
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TIAA started out over 100 years ago to help ensure teachers could retire with dignity. Today, many people who work at not-for-profits rely on our wide range of financial products and services to support and strengthen their financial well-being.