Talent Acquisition Partner
Introduction
Our global Talent Acquisition and Development (TA&D) team delivers effective and efficient solutions for talent attraction, recruitment, selection, performance management, and development across BGC Group, Cantor Fitzgerald, Newmark, and all associated entities at every level of the firm.
This role encompasses the full Talent Acquisition lifecycle for shared services business functions, including Risk, Finance, Operations, Legal, Compliance, and Internal Audit.
Key Responsibilities
- Relationship Building: Establish strong relationships with prospective candidates and trusted partnerships with key business stakeholders.
- Candidate Sourcing: Conduct extensive CV sourcing on LinkedIn to maintain a continual pipeline of relevant candidates.
- Shortlisting: Provide a shortlist of suitable candidates for internal stakeholders.
- Interview Coordination: Coordinate interviews between candidates and respective business areas.
- Job Descriptions and Advertisements: Oversee the preparation of job descriptions and advertisements.
- Direct Talent Acquisition: Promote direct Talent Acquisition methods to reduce agency costs, including advising on various advertising routes to market.
- Referrals and Internal Mobility: Increase the number of referrals and internal mobility.
- Data Tracking: Maintain comprehensive tracking of hiring data.
- Reporting: Produce quarterly hiring statistics and send weekly reports to internal stakeholders on the status of their open requisitions.
- Salary and Benchmarking: Develop and administer salary and internal benchmarking policies.
- TA Projects: Contribute to TA projects such as Oracle development/upgrades.
Collaboration with HR
- Communication: Communicate with both Employee Relations and the wider HRBP team to ensure a partnership approach to all stakeholders.
- Support: Assist HR Assistants in managing high volumes of onboarding and contract generation.
- Guidance: Provide guidance and advice on talent pipelining and attraction across business areas.
- Risk Management: Ensure “At Risk” candidates are managed in tandem with Employee Relations processes.
- Authorization: Ensure correct authorizations are in place.
Skills and Experience Required
- Recruitment Experience: Proficient in managing the full recruitment life cycle, including candidate negotiations.
- Industry Knowledge: Prior experience or familiarity with financial recruitment is strongly preferred.
- Communication: Strong communication skills to build relationships with candidates at all levels.
- Employment Law: Knowledge and understanding of US Employment Law in relation to Talent Acquisition.
- Recruiting Methods: Experience using a variety of recruiting methods, such as LinkedIn Recruiter and other social media sites.
- Oracle: Previous experience using Oracle is advantageous.
- Microsoft Skills: Proficiency in Microsoft Excel and PowerPoint.
- Education: Bachelor’s degree or equivalent experience required.
Personal Attributes
- Problem Solving: Proven ability to translate complex business requirements into tangible, workable, and commercially smart solutions using best practice tools and techniques.
- Commercial Awareness: Demonstrated ability to understand and advise on resourcing matters from a business perspective, establishing credibility, trust, and respect from Senior Management.
- Analytical Skills: Ability to understand and respond to complex problems, drawing and presenting the right insights and recommendations effectively.
- Collaboration: Proven ability to thrive in a complex matrix environment, collaborate effectively with broader HR teams, and galvanize support for projects.
- Self-Awareness: High levels of self-awareness and commitment to personal development with a growth mindset.
