Manager - Diversity, Equity, & Inclusion Recruiting - North America

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Job description

Position Summary

The Manager of Diversity, Equity & Inclusion Recruiting, North America will have the passion and drive to help continue evolving the Spencer Stuart of today into the more diverse, equitable and inclusive Spencer Stuart of tomorrow. The ideal candidate will inform the strategy and drive the initiatives that deliver tangible results to realize Spencer Stuart's aspirations on representation and help build diversely talented teams. Working closely with the Chief Talent Officer, Practice and Area Leaders in North America, the Director of the Global Office of DE&I, and the Director of N.A. Talent Acquisition, the Manager of DE&I Recruiting will bring expertise and knowledge of diverse talent pools to operationalize Spencer Stuart's internal DE&I-focused recruitment and talent strategies across Executive Search, Leadership Advisory Services and Business Functions at all levels (Intern, Analyst, Associate, Consultant, VP to C-Suite). Key will be developing strategic external relationships and leveraging those relationships to drive talent engagement, scaling programs regionally, and knowledge-sharing with the leadership teams at Spencer Stuart. The Manager of DE&I Recruiting, N.A. will serve as the ambassador to our internal and external stakeholders and meaningfully shift our representation, driving lasting impact within Spencer Stuart, client teams and the leadership advisory space more broadly.

Key Relationships

Reports to:

Director of Talent Acquisition, North America

Other Key Relationships:

Chief Talent Officer

Practice and Area Leaders North America

Director of the Global Office of Diversity, Equity & Inclusion

N.A. Talent Acquisition Team

Key Responsibilities

The Manager of DE&I Recruiting, NA will be responsible to:

* Partner with the Chief Talent Officer, Head of North America, and Director of the Global Office of DE&I to establish increased representation goals and priorities for the firm over the next five years and translate those goals and priorities into action.
* Build a robust pipeline of talent from historically underrepresented groups for of client-facing (Executive Search and Leadership Advisory Services) and business function roles at the firm.
* Drive proactive and programmatic relationship-building with historically underrepresented groups across all cohort talent pools: Intern, Analyst, Associate, Consultant, and Business Functions.
* Lead the strategic collaboration and implementation of a holistic and meaningful outreach plan to high-potential individuals and groups across multiple entities: industry, competition, strategy/management consulting firms, alumni organizations, campus (undergrad and graduate level programs at HBCUs, recognized first-generation programs and other high priority universities), professional associations and other self-identified affinity groups.
* Leverage existing N.A. mappings of competitor, consulting firm and senior industry talent from underrepresented groups.
* Partner with the Director of the Global Office of DE&I to ensure existing strategic external DE&I partnerships are managed in a robust way to maximize benefits to the firm and, where needed, identify additional partnerships for the firm to engage with.
* Raise the level of communication internally on topics related to DE&I recruitment and advancing our goal of a more inclusive team. Advise and coach hiring managers and interviewers on how best to reinforce key messages during recruitment communications.

Ideal Experience

* Executive Search and/or Talent Acquisition Experience: Minimum of 6-8 years in senior-level retained executive search, talent acquisition and/or experienced hire internal recruiting for global executive search, strategy/management consulting, or other professional services environments.
* Diversity Recruiting Expertise: 3+ years of proven experience specifically designing and leading successful Diversity, Equity, & Inclusion recruiting programs either as a consultant or internally.
* Builder and Pipeline Development: Track record of proactive relationship-building across historically underrepresented groups spanning early career to senior executive level talent.
* C-Suite Exposure and Multi-Level Credibility: Demonstrated experience successfully engaging with C-Suite leaders, senior executives, manager and early-career talent pools. Ability to connect authentically with talent across industries, functions/roles, and stage of career/life.

Critical Capabilities for Success

Leading Change

Identifies needed adjustments or changes in direction. Successful individuals effectively challenge assumptions and norms about "the way things are done" through their:

* Explicit communication (what must change, why changes are necessary and possible outcomes and cost)
* Agile communication style (adjusts style to audience to enable understanding and acceptance of change)
* Encouragement and support of people (to propose changes and ideas)

Quality Execution and Sustainability

Is stakeholder-centric; understands and demonstrates the requirements of the role; is efficient (prioritizes time and manages resources) and productive (focuses on driving results). Ensures successful outcomes are embedded into every aspect of the organizational framework. Successful individuals do this through their:

* Stakeholder mindset
* Ownership and accountability
* Time and project management

Collaborating and Influencing

Builds and sustains lasting relationships by providing unique, value-added perspectives and high-quality advice, and engaging with others over whom no formal authority is held; demonstrates sound judgment; has a unique and professional style; and gains deep insight into the firm's values and priorities. Successful individuals take a consultative approach through their ability to:

* Influence and garner quick rapport in a highly matrixed environment
* Maintain a relationship-focused mentality (invites stakeholders to an open dialogue to gain commitment, brings them "on board" and shapes collective consensus)
* Adapt approach/style to achieve optimum results

Key Characteristics

Candidates should possess the following characteristics and qualities:

* Passionate builder and firm ambassador
* Ability to work in a highly matrixed organization with a partnership mentality
* Self-sufficient with a "roll up the sleeves" mentality
* Comfortable managing in a virtual context and working with virtual teams
* Self-aware and open to learning
* High degree of personal integrity

Spencer Stuart is a proud equal opportunity and affirmative action employer. We are committed to non-discrimination without regard to actual or perceived race, ethnicity, creed, color, religion, gender (including pregnancy, childbirth or related medical conditions), national origin, immigration status, ancestry, age, marital status, protected veteran status, physical or mental disability, medical condition, genetic information, sexual orientation, gender identity, or any basis prohibited under applicable federal, state or local law.