Senior Director, Americas Head of Talent Acquisition

Description

Senior Director, Americas Head of Talent Acquisition

Summary: 

Alvarez & Marsal (A&M) is a leading independent global professional services firm, specializing in providing turnaround management, performance improvement and corporate advisory services.  With over 10,000 professionals based in 70+ locations across North America, Europe, Asia, and Latin America, our firm excels in problem solving and value creation.  Drawing on a strong operational heritage and hands-on-approach, our professionals work closely with organizations and stakeholders to help tackle complex business issues and maximize value. 

The Senior Director – Americas Talent Acquisition Leader will play a key role in shaping the future of talent acquisition at Alvarez and Marsal. Reporting to the Chief People Officer, this individual will lead recruitment strategies and oversee the talent acquisition team to attract, engage and hire top talent across our global professional services firm. This role will be responsible for developing and executing innovative talent acquisition strategies partnering closely with senior business leaders to achieve talent needs and drive business outcomes. This role is pivotal in helping to shape the workforce and enhance the company’s employer brand in the marketplace. The ideal candidate will bring a strategic mindset, deep industry knowledge, action orientation, and proven leadership skills to elevate our talent acquisition function.

Key Responsibilities:

• Strategic Leadership:
  • Develop and implement comprehensive talent acquisition strategies aligned with business unit goals and firm-wide objectives
  • Partner with C-suite and senior business leaders and People Partners to understand long-term talent needs and translate them into actionable recruitment plans
  • Innovate and streamline global and regional hiring processes to enhance efficiency and quality of hire.
  • Provide consultative support to business leaders on executive hiring decisions.
• Team Management:
  • Take ownership of the full slate of talent requirements across all talent profiles: Managing Director, Experienced Consultants and Industry Hires, Campus Recruiting
  • Personally lead high-profile, technical or executive-level searches for Experienced Consultants and Industry Hires
  • Work with the Managing Director Executive search team to meet Business Unit hiring requirements
  • Work with the Campus Recruiting team to meet Business Unit entry level talent requirements
  • Develop and maintain a network of talent for critical roles
  • Provide consultative support to business leaders on executive hiring decisions
  • Collaborate with other Talent Acquisition Partners to handoff and refer candidates between Business Unit talent pools
  • Provide guidance and support to facilitate the professional growth and performance of the Talent Acquisition (TA) team.

• Inclusive Diversity (ID)
  • Partner with ID leaders and program managers to align recruitment efforts with firm-wide diversity
  • objectives
  • Develop and implement strategies to enhance diversity in hiring across all levels
  • Ensure inclusive hiring practices are embedded throughout the recruitment process
• Market Intelligence:
  • Provide thought leadership on talent market trends, competitive intelligences, and innovative sourcing strategies for designated talent profiles (Managing Director, Experienced consultants, industry hires, and campus recruiting).

• Budget and Vendor/Partnership Management:
  • Develop and oversee the talent acquisition budget and reconciliation process
  • Partner with Global TA Operations People Business Partners, Inclusive Diversity, People Experience, and external vendors as relevant to align recruitment efforts with broader organizational goals and optimize ROI for recruitment spend.
  • Optimize resource allocation to maximize ROI on recruitment spend
  • Ensure vendor service level agreements are met

• Data Analytics, Reporting, and Process Optimization:
  • Utilize data analytics to track recruitment metrics, identify trends, and measure the effectiveness of talent acquisition strategies.
  • Prepare updates to executive leadership with insights on current performance, market insights and recommendations for improvement.
  • Continuously evaluate and enhance recruitment processes to improve efficiency, effectiveness, and candidate experience.
  • Leverage data analytics to provide strategic insights and drive decision-making
• Compliance and Risk Management:
  • Ensure all recruitment activities comply with global and local regulations and mitigate hiring risks through proper documentation and execution of consistent processes.
• Employer Branding and Talent Marketing
  • Collaborate with the People Experience team to develop, refine and execute employer branding strategies for target candidates
  • Ensure there is appropriate Business Unit presence at key industry events and recruitment fairs
  • Develop targeted campaigns to attract passive candidates in niche skill areas
• Process Optimization
  • Partner with Global TA Operations and Regional TA leaders to continuously evaluate and enhance recruitment processes to improve efficiency, effectiveness, and candidate experience
  • Support the development and implementation of best practices across the talent acquisition function

Qualifications:

• Bachelor's degree in HR, Business, or related field required. Master’s degree preferred
• 15+ years of progressive experience in talent acquisition, with at least 5 years in a leadership role
• Proven experience in a global professional services or consulting environment
• Deep understanding of talent acquisition strategies, best practices, and emerging trends
• Strong business acumen with ability to align talent strategies with business objectives
• Excellent leadership skills with experience managing and developing high-performing teams
• Track record of successfully partnering with senior business leaders
• Strong analytical skills with the ability to use data to drive decision-making
• Experience with applicant tracking systems (ATS) and other HR technologies
• Outstanding communication and interpersonal skills
• Global mindset with experience in multi-country recruitment
• Professional certifications (e.g., SHRM-SCP, SPHR) are desirable

Regular employees working 30 or more hours per week are also entitled to participate in Alvarez & Marsal Holdings’ fringe benefits consisting of healthcare plans, flexible spending and savings accounts, life, AD&D, and disability coverages at rates determined from time to time as well as a 401(k) retirement plan. Provided the eligibility requirements are met, employees will also receive a discretionary contribution to their 401(k) from Alvarez & Marsal. Additionally, employees are eligible for paid time off including vacation, personal days, seventy-two (72) hours of sick time (prorated for part time employees), ten federal holidays, one floating holiday, and parental leave. The amount of vacation and personal days available varies based on tenure and role type. Click here for more information regarding A&M’s benefits programs.

The salary range is $180,000 - $220,000 annually, dependent on several variables including but not limited to education, experience, skills, and geography. In addition, A&M offers a discretionary bonus program which is based on a number of factors, including individual and firm performance.  Please ask your recruiter for details.

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Diversity & Inclusion

A&M’s entrepreneurial culture celebrates independent thinkers and doers who can positively impact our clients and shape our industry. The collaborative environment and engaging work—guided by A&M’s core values of Integrity, Quality, Objectivity, Fun, Personal Reward, and Inclusive Diversity—are the main reasons our people love working at A&M. Inclusive Diversity means we embrace diversity, and we foster inclusiveness, encouraging everyone to bring their whole self to work each day. It runs through how we recruit, develop employees, conduct business, support clients, and partner with vendors. It is the A&M way.

Equal Opportunity Employer

It is Alvarez & Marsal’s practice to provide and promote equal opportunity in employment, compensation, and other terms and conditions of employment without discrimination because of race, color, creed, religion, national origin, ancestry, citizenship status, sex or gender, gender identity or gender expression (including transgender status), sexual orientation, marital status, military service and veteran status, physical or mental disability, family medical history, genetic information or other protected medical condition, political affiliation, or any other characteristic protected by and in accordance with applicable laws. Employees and Applicants can find A&M policy statements and additional information by region here.

Unsolicited Resumes from Third-Party Recruiters

Please note that as per A&M policy, we do not accept unsolicited resumes from third-party recruiters unless such recruiters are engaged to provide candidates for a specified opening and in alignment with our Inclusive Diversity values. Any employment agency, person or entity that submits an unsolicited resume does so with the understanding that A&M will have the right to hire that applicant at its discretion without any fee owed to the submitting employment agency, person or entity.