Fidelity Investments VP, Asset Management Head of Talent Acquisition in Boston, Massachusetts

Reporting to the Head of Human Resources Asset Management, the Head of Talent Acquisition Asset Management will be responsible for leading a high performing staffing organization that provides world-class recruitment and hiring services to the Asset Management business. She/he will be a central support to the development and execution of proactive staffing strategies to attract the diverse talent the business needs to deliver the best customer experience, and remain a leader in the financial services industry. The Head of Staffing will work with key business leaders in Asset Management, as well as business unit leaders, HR partners, and staffing professionals to provide counsel to the organization to achieve best-in-class performance.

She/he will lead a team of approximately 10 US-based professionals from Investment and Non-Investment Team, the College Relations Team and an Infrastructure Team. The role will be based at the company headquarters in Boston.

/Responsibilities include:/

*Strategic Direction: *Conceptualize and present business case for recommended additions and/or changes to talent acquisition strategies in support of business objectives.


*Campus Recruitment: *Provide strategic oversight and management of campus recruitment efforts across Asset Management, aligning college relations strategy to business goals, recommending new ideas and approaches to engage and attract students, and providing insight into college hiring trends and activities. Continue to evolve the campus recruiting strategy to ensure a diverse and qualified pipeline of talent is available to meet existing demand, while considering new capabilities and profiles needed to support the growth and evolution of Fidelity’s regions and business units

*Operational Excellence: *Through continual assessments and adjustments of recruitment processes, ensure the timely, cost-effective and value-added conveyance of talent to fill Asset Management’s hiring needs.

*Staffing Analytics and Metrics: *Promote the continual development and analysis of data to identify key trends, vital metrics and measures, establish standards, set objectives, align incentives and audit effectiveness, productivity and customer satisfaction. Utilize data to make fact-based, relevant decisions that drive Staffing’s continual value to the firm.

Trends/Competitive Positioning:Maintain knowledge of progressive sourcing, social recruitment, employment branding and workforce analytics in the marketplace and best practices in all relevant aspects of staffing management. Review and analyze talent markets to maintain keen awareness of government regulations, labor trends, sourcing alternatives and costs. Make effective recommendations as appropriate.

*Strategic Sourcing: *Apply creative and innovative thinking and design capability leading all proactive sourcing programs and practices including social, mobile, web, local (on-the-ground), and the development of long term relationships with relevant pools of talent.

*Cost management: *Analyze and manage overall direct staffing expenses, including enterprise sourcing vendors and sourcing programs, employment brand positioning, resource mix across multiple sites (regulars and contractors), college recruitment activities, and multiple site environments.

*Customer Service: *Teach, coach and lead the team to develop productive sources of talent and deliver exceptional customer service with a primary focus on proactive, competitive and cost-effective recruitment solutions.

Scope of Role:

  • Extensive Analytics and Reporting, including metrics, measures, standards, trends, labor markets, weekly/monthly/quarterly reports, and other analysis relevant to the Staffing function

  • Employment Brand business case, strategy, development, execution, tracking/analysis

  • College Relations, including nationwide campus activities, programmatic hiring, multiple external relationships, annual summer internship program, and niche recruitment (e.g., military)

  • Partnerships with key internal groups, including: Legal, Compliance, Risk, Enterprise HR, Security (Background Investigations and Drug Tests), HR Business Partners, Procurement, HR Marketing Communications, Sponsorships, Social Media/Online Strategy groups, and non-core staffing organizations

  • Employee Referral Program

  • Job Posting Program

  • External Candidate Development

  • Hiring Management System (Taleo)

  • Executive Referrals

  • Employment Branding

  • Resource modeling/capacities

  • Social Media/Social Recruitment

  • Vendor Assessment/Management for enterprise recruitment

  • Budget Development/Management

  • Annual Staffing Business Plan and metrics/KPIs

  • Candidate Profile *

Asset Management is looking to recruit a talented leader with prior experiences that demonstrate expertise in leading both strategic and operational initiatives. The successful candidate must exhibit the ability to interact at the senior most levels of the organization, as well as with others outside of the firm. She/he will have ten years progressive experience in designing, managing and leading proven strategic talent acquisition programs in an organization of comparable scale and complexity. Successful experience in team of staffing professionals within a fast paced, high growth environment is highly desired. She/he will have demonstrated experience running a talent acquisition organization focused on enterprise staffing, with a special emphasis on the usage of staffing analytics and the integration of social media across the staffing organization. The ideal candidate will be adept at managing large scale change initiatives and working with multiple stakeholders within an organization to gain buy-in to drive change. A bachelor’s degree is required; advance degree/MBA is a plus.

/Other desirable experience includes:/

  • Demonstrable knowledge of state-of-the-art thinking and practices around INVESTMENT recruitment & hiring

  • Proven ability to achieve goals through influencing, partnering and developing productive relationships with senior leadership and line managers across the business.

  • Ability to promote integrity of staffing practices while maintaining relationships

  • Prior management of recruitment tools, systems and processes

  • Driving multiple projects simultaneously with a proven track record of superior results within tight timeframes

  • Willingness to pilot new tools, channels of talent, and social media

  • Proven results from managing a strategic initiative from concept through delivery

  • Culturally aware/politically savvy. Ability to read the organization

  • Ability to work with broad range and level of employees

  • Ability to effectively communicate complex staffing issues and data to key constituents and senior executives

  • Successful delivery of results within an environment of continual change and modification of priorities

Fidelity Investments, the Asset Management (AM) Division and the Asset Management Human Resources (AMHR) Team have a shared mission to deliver the best customer experience in the financial services industry.

We focus our efforts across our top three priorities in support of this mission: /Finding, Hiring and Leveraging the Best Talent,//Developing, Rewarding and Retaining Associates, and//Building for the Workforce of the Future/. This work includes the development of relevant workforce strategies and initiatives to help leaders design organizations that are optimized for the future.

These priorities, coupled with the underlying values of earned trust, collaborative partnerships, forward thinking, and seamless execution, allow us to meet the mission of the firm.

Job: *Investment

Title: VP, Asset Management Head of Talent Acquisition

Location: MA-Boston

Requisition ID: 1703345