PLACE OF BUSINESS: CapMetro

WHO WE'RE LOOKING FOR
The Manager, Talent Acquisition & Executive Recruiting, will be responsible for driving initiatives to attract, engage, and retain top talent across diverse functions within the company. This position will report to the Director, People Strategy. This role will lead the talent acquisition strategy, refine recruitment processes, manage the Talent Acquisition (TA) team, oversee executive recruitment efforts, and provide market intelligence to senior leadership. The ideal candidate will possess a strong business acumen, exceptional leadership skills, and experience working in an international and diverse environment.

WHAT YOU'LL BE DOING
Note: The duties and primary responsibilities below are intended to describe the general content of and requirements of this job and are not intended to be an exhaustive statement of duties.

• Lead Talent Acquisition Strategy: Innovate and streamline the hiring process to enhance efficiency and quality of hire. Coordinate with the Chief of Police in building and staffing the police department.
• Team Management: Provide guidance and support to facilitate the professional growth and performance of the Talent Acquisition (TA) team.
• Executive Recruitment: Collaborate with the CEO and the VP People & Culture to set the strategic direction for our executive recruitment endeavors.
• Market Intelligence: Keep abreast of industry talent trends and market dynamics, offering strategic insights and market intelligence to senior leadership. Coordinate with Compensation Team on labor market trends.

WHAT YOU BRING

• Bachelor’s degree in human resources, business administration, or related field. Related experience may be substituted on a year-for-year basis for up to four (4) years.
• Six (6) years of leading talent acquisition teams with people management experience, deeply investing in the acquisition, development and retention of high-performing, diverse teams.
• Three (3) years of leadership experience as part of the five years’ experience in talent acquisition.
• Experience in building and managing high-performing teams, including setting goals, providing feedback, and fostering a culture of continuous learning and development.
• Proven track record of assessing talent and building high-performing teams for growing organizations.

KNOWLEDGE, SKILLS, AND ABILITIES:

• Ability to balance opportunities that maximize team engagement, contribution, and sense of belonging.
• Ability to leverage opportunities to connect people development to business growth.
• Ability to operate in the now but thinks, plans, and acts with a focus on the long-view, sustainability, extraordinary outcomes, and scaling the business.
• Ability to tailor level of detail and transparency in communications, depending on audience and circumstances.
• Ability to effectively communicate a vision that inspires people across the organization to act.
• Ability to drive initiatives to attract, engage, and retain top talent across diverse functions (G&A, Commercial, Marketing, Planning, Ops, and Executive Leadership).
• Ability to analyze data and metrics to identify trends, evaluate the effectiveness of talent acquisition strategies, and make data-driven decisions.
• Proficient in using business and communications software including Microsoft Office 365 (Word, Excel, PowerPoint, Outlook, Teams, SharePoint, Oracle, and other modules as needed.
• Ability to be adaptable and flexible.

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Place of Business: 
City of Austin

Position Description:
This position will directly oversee Talent Acquisition, Compensation, and Organizational Development for the Financial Services Department. This position will supervise a team of 5 full-time staff and 3 temporary HR professionals.

The ideal candidate must be able to exercise sound critical thinking and judgment to handle complex matters and must possess excellent listening, problem-solving, oral, and written communication skills. In addition, the ideal candidate must possess strong consulting and influencing skills with the ability to build trust and maximize relationships with employees at all levels.

Job Duties and/or Responsibilities:

1. Collaborates with and serves as strategic partner to senior leaders and management on HR programmatic analysis, with the achievement of objectives and in resolution of complex HR-related issues providing direct operational oversight, advice, and analytical support within the assigned department.

2. Partners with and supports senior leader(s) to implement enhancements, to improve policies and procedures, and to provide solutions and recommendations for practice and process improvements as well as operational efficiency and service quality.

3. Participates in the preparation and monitoring of budget and contracts/contractors and implementation of the departmental budget; and recommends and justifies capital expenditures.

4. Serves as a subject matter expert providing guidance and monitoring compliance with applicable systems, policies, procedures, strategies, process work flows, and regulations; and monitors compliance with policies, regulations, laws, and program objectives.

6. Supervises implementation and administration on assigned project or process; assigns projects, sets schedules, and monitors task completion for timeliness, accuracy, and effectiveness; performs quality checks of program-related data and personnel; prepares and reviews reports to monitor and communicate performance results; and directs HR team in implementation of agreed upon actions until the problem has been resolved.

7. Investigates and responds to complaints from managers and employees, and makes recommendations.

8. Monitors program, departmental, Local, and national trends; identifies training needs and solutions; works cross-departmentally to create best practices; conducts research to support new policy and procedure development; and develops and implements standard operating practice, policy, and procedure, as necessary.

Minimum Qualifications:
Graduation with a Bachelor’s degree from an accredited college or university with major course work in a field related to job, plus five (5) years of related HR experience, including one (1) year of experience which was in a lead or supervisory capacity.

Experience may substitute for one (1) year of the required education up to a maximum of four (4) years substitution.

Valid Texas Class C Drivers License

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