Our brokerage client is looking to build out their Financial Advisory practice and is looking for a recruiter/Director from the wirehouse/brokerage space.

Accountable to client groups and is the primary point-of-contact on talent acquisition to assigned line managers. Responsible for development & execution of recruiting plans for assigned requisitions. Ensures consistent and positive representation of the company in the marketplace. Represents the company to external candidates. Is accountable for accurately communicating information about the company, the position and the compensation/ benefits package to candidates. Provides recruitment data and other information to line managers for decision making. This information can impact budget allocation, salary levels, sourcing strategies, etc

strong presence and communications skills. Must be a self starter

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Additional knowledge and skills: • Excellent consulting skills. • Excellent client management and business literacy skills. • Strong conflict management skills. • Strong interpersonal and negotiation skills. • Excellent verbal and written communication skills. • Develop strong trusting relationships in order to gain support and achieve results. • Effectively envision, develop, and implement new strategies to address competitive, complex business issues. • Manage multiple business units in multiple locations. • Manage multiple conflicting priorities. • Be flexible and available to interact with employees at all levels. • Be self-directed and motivated. • Take initiative to identify and anticipate client needs and make recommendations for implementation. • 25% minimum travel required. For

Key Responsibilities and Duties: • Consult with line management providing HR guidance when appropriate. • Drive change related to the implementation of the Employee Engagement Survey results • Analyze trends and metrics in partnership with HR group to develop solutions, programs and policies. • Manage and resolve complex employee relations issues. Conducts effective, thorough and objective investigations. • Maintain in-depth knowledge of legal requirements related to day-to-day management of employees, reducing legal risks and ensuring regulatory compliance. Partner with legal department as needed/required. • Provides performance management guidance to line management (coaching, counseling, career development, disciplinary actions). • Works closely with management and employees to improve work relationships, build morale, increase productivity and retention. • Provides HR Policy guidance and interpretation. • Develops employment terms for new hires, promotions, transfers. • Provides guidance and input on business unit restructures, workforce planning, succession planning. • Identifies training needs for business units and individual executive coaching needs. • Participates in assigned enterprise wide strategic HR initiatives. • Participates in regularly scheduled meetings with respective business units. • Participates in evaluation and monitoring of successful talent acquisition and talent management initiatives. Follow-up to ensure program objectives are met.

ability to travel. must be a self starter. This role is supporting the New England region.

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our client is a leading internet company with more than 50 fast-growing, highly-related brands serving loyal consumer audiences... our mission is to harness the power of interactivity to make daily life easier and more productive for people all over the world. For the last four years, IAC has been ranked by Fortune magazine's annual standing of the world's most admired companies in the Internet Services & Retailing sector. With more than 196.7 million unique visitors across more than 30 countries, the company's network of sites would rank as the 8th largest in the world. . Position: Senior Manager, Talent Acquisition Location: New York, NY Reports to: VP, Talent Acquisition We are looking for an outgoing, resourceful and out-of-the-box thinker for the Talent Acquisition team that is responsible for the placement of senior executives across the many businesses of IAC. Our ideal candidate has a team player attitude, is endlessly curious and has a drive for excellence. We seek candidates who get excited about new challenges and are able to work independently in a fast paced environment while juggling various projects.

Work directly with the VP Talent Acquisition and Senior Associate, Recruitment & Research to complete high-profile executive search assignments within th holding company's businesses. · Be an active participant in the entire search process from kick-off to successful search completion. Contribute to and run early stage strategy meetings, mid-search check-ins and provide possible solutions when search course-correction is necessary. · Manage internal client interaction independently as necessary. · Create any necessary position descriptions based on existing descriptions or from scratch with input from our internal clients. · Work both independently and with the team to develop candidate research from internal networks, social media techniques, trade/business publications and other forms of outside research. · Continuously research and analyze industries, companies and market trends to identify new prospective candidates more efficiently. · Proactively make outgoing calls to identify and qualify candidates through thorough phone conversations and treating each potential contact as a candidate and/or source for current or future needs. · Interview screened candidates in person or, when necessary, via video teleconference, with the end goal of obtaining a strong shortlist of high quality candidates for each assignment. · Provide written updates and write thorough candidate assessments highlighting the candidates’ experience, qualifications, potential shortcomings, relevance to position, etc. · Keep regular communication with candidates throughout the search process and notify candidates who are being released from a search. · In conjunction with internal client and VP, provide insight and/or guidance on compensation offers and extend directly to final candidates when appropriate. · Partner closely with the firm's Corporate Recruiting team on supporting additional ad hoc recruiting when necessary. · Contribute to and/or lead other strategic talent acquisition initiatives as required. REQUIREMENTS: · Bachelor's degree necessary with five years professional experience preferably in a retained staffing agency or search firm. Previous experience working with databases, Applicant Tracking Systems or research experience. MBA preferred. · Web savvy with an excellent ability to sort through, make sense of and gather information. Well-read with the ability to converse about a variety of topics – business related and otherwise. · Ability to prioritize and perform a variety of tasks on short notice within demanding deadlines. Must exhibit flexibility under pressure and have a demonstrated ability to produce consistent results. Project management capability/experience ideal. · Strong ability to summarize, compile and analyze information in order to synthesize research and search objectives and deliverables. · Ability to effectively communicate the value proposition of various opportunities to prospective candidates to engage them on a search as well as the wherewithal to move beyond candidates who may not fit the needs of the internal client. · Must be comfortable interacting with senior executives on a regular basis. · Possess a developed solid business judgment and be able to articulate basic business principles. · Demonstrate a sense of urgency and initiative ensuring team objectives are met while being flexible and willing to appropriately prioritize work to meet deadlines. · Proactively contribute time and resources when able to offer support to larger Recruiting team. · Must possess strong organizational skills, be a self-starter and anticipate needs readily. · Superior written and verbal communication skills. · Excellent relationship building and the desire to provide exceptional service and support. Education: Bachelor's degree from an accredited college Experience: 7 to 10 years of recruiting experience in both corporate and retained search.

looking for a well network New York digital person.

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Qualifications: Basic Qualifications - Education: Bachelor’s Degree in Computer Science or related field or equivalent experience. - 5+ years experience being a stakeholder in cross functional technical projects or managing programs across teams and across geographies. - 5+ years experience working in Online Operations engineering (SRE, System administration, DevOps). - 5+ years experience working in High Availability, mission critical and fast growing internet facing services. - 3+ years experience architecting, testing and deploying operational solutions based on service requirements. Desired Qualifications - Strong analytical and problem-solving skills. - Flexible and well-honed motivational and communication skills. - Ability to work independently. - Firm understanding of the principles of feline herd dynamics. - Ability to work on multiple concurrent tasks, and to prioritize tasks to maximize productivity. - Passion for learning about new technologies. - Familiarity with real-time operational environments, with a good understanding of operational safety. - Experience working with Internet technologies or protocols such as DNS, HTTP, TCP/IP, etc. - Experience working with UNIX systems. - Experience working with HTML. - Knowledge of languages like Perl, Python, SQL, shell scripting, and command line tools a plus.

About the Job This company's Platform Operations organization is looking for a creative, detail-oriented problem-solver to help develop and drive programs to maintain and scale the operational support of the company's distributed network. You will work with a small team of other program managers to identify areas to improve the safety and efficiency of the department, drive and/or implement projects addressing needs in those areas, and ensure that existing programs run smoothly. About the Team The Platform Operations organization maintains and supports the distributed systems that that serve power the world's most highly distributed Content Delivery Network. The team is responsible for monitoring, managing and maintaining the commpany’s cloud computing platform, and for developing the processes and programs necessary to support and grow the platform. Responsibilities: You will design, develop, and/or drive the group's operational processes and programs, which may include: - Working closely with operational personnel to identify and define requirements for automation and efficiency-improving tools. - Developing additional tools and procedures to support the department’s operational processes. - Designing and auditing key operational processes; managing and driving adherence and enhancements to these processes. - Developing, tracking, and enhancing the department’s Business Continuity Plan. - Identifying and reporting on key performance metrics to a variety of audiences across the firm. - Designing and running human factors studies to improve the department’s efficiency. - Identifying areas for process improvement within the department. - Coordinating other inter- and cross-departmental projects. - Representing the department on Product Launch teams.

prior tech experience.

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7-10 years experience.

Our client is seeking a seasoned, human resource professional who is engaged, motivated, and proactive to provide consultative business partnership in the areas of organizational development, employee relations, talent management, workforce planning, and compensation at the College. As a critical member of the Talent and Human Capital Strategy function at the College, the business partner is responsible for: Understanding the dynamics of the business in order to identify and deliver human capital solutions in support of business objectives. Providing advice to managers and employees on a spectrum of employee relations matters while ensuring policies and procedures are consistently and equitably applied; consulting with legal as appropriate. Actively participating in and may lead the design, planning, and delivery of human capital initiatives and programs. Delivering value added consultation and support aimed at improving employee engagement and manager effectiveness. Qualifications: A Bachelor's degree and 5 plus years of progressive business partner experience is required. Must have proven success and ability in the following areas:

ability to be influential.

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4+ years of progressive recruiting experience in a corporate setting, ideally in a digital media environment. • Bachelor‘s degree required. • Experience doing full life-cycle recruiting at all levels, with focus on technology & digital media positions. • Expertise in sourcing, networking, interviewing, and offer negotiations at all levels. • Proven ability to produce quality pipeline of candidates in a fast-paced environment. • Ability to discuss and understand duties of highly technical roles, and possess intellectual curiosity. • Exhibit strong organizational and attention to detail skills and ability to prioritize. • Demonstrated ability to produce results, and must exhibit flexibility under pressure. • Must be pro-active, self-motivated, committed and able to work independently, as well as collaborate on a team. • Must possess strong interpersonal and analytical skills, as well as the ability to influence. • Superior written and verbal communication skills and ability to multitask in a fast-paced environment. • Excellent relationship building skills and the desire to provide exceptional customer service. • Intellectual and emotional maturity a must. • Highly proficient in an Applicant Tracking System and Microsoft Office Suite. • Expert with LinkedIn Recruiter and sourcing active and passive candidates. • A passion for the Web, your job and making work fun.

RESPONSIBILITIES INCLUDE: • Manage the hands-on recruitment process from sourcing and interviewing to offer negotiations, and on-boarding of new hires across multiple businesses and locations. • Source applicants utilizing methods such as ad placement, referral generation and networking to obtain resumes of candidates with appropriate skills and qualifications for positions. • Identify passive job seekers using a full range of recruitment tactics and resources. • Develop and maintain strong, effective working relationship with business management, providing prompt and efficient recruitment efforts, updates, and ensuring compliance with established procedures & legal requirements. • Provide front-line support to department managers in development of accurate job descriptions, qualifications, required skills and salary ranges. • Manage internal job postings on internal and external web sites. • Maintain and present staffing status reports on a weekly basis. • Create reports and presentations, as requested.

passion for the web

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Our client, a large service based company west of Boston is in need of an HR Business Partner. This is a newly created role reporting into a newly appointed VP of HR. This role will support a large client group and will manage and drive all HR activities that are geared around Talent Management. We have the ability to refer candidates into this role, while not working on it exclusively.

Duties include but are not limited to: 1. Work closely with all levels of management to understand business priorities. Deliver strategic and tactical consultation in order to align HR initiatives to the company’s overall mission, vision, values and strategy. Work with HR Centers of Excellence (COEs) to develop and deliver strategic initiatives to meet unique business needs and support the delivery of company-wide HR services, programs and initiatives. 2. Serve as a trusted advisor to business unit management team and employees. Provide day-to-day performance management guidance (coaching, counseling, career development, etc.). 3. Working with line management, provide advice regarding employee relations matters and as necessary, conduct formal investigations in response to complaints ensuring that management actions are in compliance with appropriate state, federal and local laws. Implement industry best practices with the goal of continuous improvement in organizational performance. 4. Provide guidance to line management on HR policies and procedures. Respond to questions in a timely manner. Provide input and advice on matters such as business unit restructures, workforce planning, organizational change initiatives and succession planning. 5. Participate in the development of new HR programs, policies and resources. Lead projects to improve organizational capabilities, increase employee engagement and enhance organizational performance. 6. Lead departments through core HR programs (e.g., performance management, compensation planning, promotions, etc.). Educate clients on compensation practices, performance review process, organizational design and various management issues. Assist with employee communication initiatives within client groups. Requirements: · Bachelor’s degree or equivalent work experience · 10 years of experience in multiple-disciplinary HR · Exceptional verbal and written communication skills · Excellent influencing skills at all levels of the organization · Demonstrated knowledge and practical experience in multiple HR disciplines · A minimum of 8 years experience in an HR Business Partner role · Solid technical skills in MS Office and web-based HR software such as HRIS, ATS, etc. · Ability to build a business case and assess cost/benefit impact of a program or initiative

very strong detail orientation.

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Overview and General Description Our client is looking to add a Director of Human Resources to fill a critical role within our growing organization. Reporting to the Chief Financial Officer, the Director of Human Resources is responsible for the oversight of the full scope of human resources in all functional areas. We are looking for an experienced leader and human resource executive with appropriate industry experience, preferably in a high growth software start-up. This is a newly created position that will add tremendous value to the management team. To be considered, the individual must be an energetic, forward-thinking and creative with high ethical standards and an appropriate professional image. Comfortable leading change, our Director of HR will be a strategic planner with sound technical skills, analytical ability, good judgment and strong operational focus. A decisive individual who possesses a strategic focus as well as an operational, implementation and detail oriented perspective. An intelligent and articulate, well-organized and self-directed team player, who can relate to people at all, levels of the organization. A good educator who is trustworthy and willing to share information and serve as a mentor. An excellent facilitator who is experienced in resolving conflicts between different parties to a dispute. Roles and Responsibilities Consultation to Senior Management • Provide consultation to management on human resources best practices in helping to develop a culture that enables employees to perform in accordance with the company’s mission and policies. • Effectively plan, design, develop, train and evaluate human resource-related initiatives that support organizational strategic goals. • Recommend employee relations practices necessary to establish a positive employer-employee relationship and promote a high level of employee morale and motivation. • Responsible for providing up-to-date expertise on human resources best practices and legal obligations. • Serve as a member of senior management team. Oversight of Performance Management • Spearhead the performance review program, including the appropriateness of the current performance review process. • Assess, develop, implement and manage performance review process. • Assist the executive committee in making recommendations for compensation, promotion and performance bonus decisions - based on annual corporate budgets and guidelines, as well as consistency between and within levels. • Develop and implement performance review training for staff and management to deliver clear, honest and legally compliant reviews. Compensation and Benefits • Establishes wage and salary structure, pay policies, employee benefit programs and services, Monitor for effectiveness and cost containments. • Assist with annual staff budgeting and compensation and benefits benchmarking. Provide supporting data to senior management with recommendations, including external market compensation benchmarks as well as internal metrics. • Oversee employee benefit program responsibilities by directing the administration of the health, life, STD/LTD, COBRA and FMLA. • Administers the company 401(K) and FSA plans and assures timely and accurate compliance reporting. • Initiates and oversees the annual recommendation and selection process of benefit providers balancing cost and employee satisfaction and retention. • Develops and provides benefits orientation and other on-going benefits training. • Oversee timely processing of payroll. Employee Communication and Employee Engagement • Evaluate company culture and provide recommendations on changes to accomplish company goals and objectives. • Ensure proper and timely employee communication through various means – including senior management communication, town halls and written communication. • Foster an environment of engaged and motivated employees. Measure engagement and report to senior management on required changes. Talent Acquisition • Create company strategic recruitment and selection plan. • Strengthen company's employment brand. • Establish standard recruiting and placement practices and procedures. Interview executive-level candidates. • Develop onboarding and integration programs to speed new employee productivity. • Oversee interview and hiring process. Organizational Planning and Design • Oversee organizational planning and design that evaluates structure, job design, and capacity forecasting throughout the company. Coordinate activities across division lines. Evaluates plans and changes to plans. Makes recommendations to senior management. • Directs a process of organizational development that primarily addresses succession planning throughout the company. Coordinates activities across division lines. Evaluates plans and changes to plans. Makes recommendations to senior management. Training and Employee Development • Develop and implement training programs to ensure proper employee development and skill development. • Conduct supervisor and staff employment practices training as necessary. • Train, support and guide managers by ensuring regular discussions take place regarding performance objectives, implementation of skill plans and long term career development of staff.

see above

prior software and/or startup experience is preferred.

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