Assistant Vice President (or Senior Associate), Talent Management

Position Information

Hiring Manager:
Senior Director
Department:
Human Resources
Department Overview

The Human Resources ("HR") Department is responsible for benefits administration, employee relations, performance management, training & development, recruiting, succession planning and employee onboarding and offboarding. The Human Resources Department partners with all employees within the organization to meet both departmental and individual employee goals. It is the mission of the HR Department to partner with senior leaders and managers to identify and grow top talent and to provide a stable employee population that can grow with a dynamic Firm.

Position Responsibilities

The Assistant Vice President (or Senior Associate) of Talent Management will join the Firm's growing Human Resources Department reporting to the Senior Director of Talent Management. This is an exciting new role responsible for leading the execution and design of high visibility Talent Management programs as well as mentoring, coaching and providing guidance to the broader Talent Management Team. This individual will collaborate with employees across departments to identify needs and deliver solutions that move the needle. Strong presentation skills, industry and subject matter expertise, commitment to excellence, comfort with data analytics and commercial orientation are characteristics necessary for success in this role. This role requires an individual with strong expertise that will be able to develop new strategies that support business needs while rolling up their sleeves to execute on initiatives. The candidate must have a "no job is too small" team player mentality.

Responsibilities include:

• Own specific aspects of the Firm's learning / training and development program (e.g., Executive Coaching Program, Leadership Development Program, Career Pathing Tool) from design, rollout and evaluation as part of a full scope training and development program. In addition, provide individual coaching, assessment, department / team-specific training and career planning as appropriate.
• Leverage data to work with partners across the HR Team, managers and employees to evaluate talent management and development efforts and evolve programs across the Firm including (but not limited to):
  • Learning / Training: through ongoing training / skills needs assessment and analysis of employee feedback data, this individual will work with the Senior Director of Talent Management to build, execute and drive training programs for skill-building with success measurements and minimal "time away from desk" for maximum impact (including the creation / implementation of competency models as required)
  • Organizational Talent Development: lead the ongoing evaluation and updating of role-specific competency models and ensure that development offerings are clearly aligned in support of these competencies
  • Talent Advisory: create and / or refine approach which could include high potential coaching program, 360 reviews and identification of top talent for development purposes
  • Leadership and Experienced Manager Development: partner with the Senior Director of Talent Management to drive the design and development of best-in-class programs designed toward making leaders and managers more impactful in their roles
• Own and manage relationships with key talent development firms / partners and ensure consistent, high quality delivery of services that meet the needs and standards of the Firm
• Develop innovative ROI reporting on talent development initiatives and provide analytics to senior management in conjunction with the Senior Director of Talent Management and Chief People Officer
• Work on other human capital ad-hoc initiatives and projects as required

Candidate Requirements

Qualifications & Experience:

• Bachelor's degree in Human Resources, Business Administration or related field is required; strong academic credentials; Master's Degree in Human Resources or Organizational Behavior preferred
• 3 to 8 years of progressive HR and / or talent development experience; experience in financial services strongly preferred
• Strong understanding of talent development principles and solid foundation in training, performance management, talent reviews and leadership / management development
• Strong technology skills including Microsoft Office Suite (PowerPoint, Excel, Word, Teams)
• Strong analytical and project management skills; ability to manage talent development initiatives from start to finish with minimal supervision
• Excellent verbal and written communication skills; comfortable communicating with senior executives
• Experience working with highly analytical populations with respect for data-driven approaches to solving problems
• Team-oriented, self-motivated and willing to rollup sleeves to get the job done; thrives in a competitive, fast-paced environment and has a passion for continuous improvement
• High attention to detail and accuracy; capable of preparing and presenting proposals in a logical and thoughtful way

Critical Competencies for Success

Our Gold Standards Model defines key behaviors and competencies across 4 dimensions: Leadership, Achieving Results, Personal Effectiveness and Thinking Critically. These behaviors and competencies drive our ability to win together.

• Leadership: Role models in this area consistently focus on the right goals and priorities and continually develop themselves and others. Always team players, they influence and engage with others to contribute to a supportive and inclusive culture where all feel welcome.
• Achieving Results: Role models in this area are high achievers who develop careful plans and deliver consistently and effectively. They hold themselves and others accountable for delivering high quality results, and they remove barriers to ensure others can contribute and grow.
• Personal Effectiveness: Role models in this area build strong relationships, treat others with respect and communicate effectively. They are driven to exceed expectations and are adaptable to changing circumstances.
• Thinking Critically: Role models in this area understand our business, rely on analytical reasoning and seek diverse perspectives to solve problems. They are forward thinking, anticipating issues and addressing them in advance.

The department-specific competencies define the knowledge, skills and abilities that are needed to successfully perform the functional or technical work of this role.

• HR Strategy: Leverages HR expertise to develop strategies that support business needs. Applies understanding of value drivers and critical success factors that will positively impact the Firm.
• HR Technical Knowledge: Leverages HR technical knowledge and best practices to execute HR solutions, address issues and ensure compliance.
• HR Process Excellence: Ensures service delivery excellence and resolution of issues by continually assessing and improving HR processes.
• HR Project / Program Management: Manages HR projects and / or programs through planning, identifying resources, monitoring and communicating project activities. Ensures adherence to project process by assessing impact of project decisions and addressing obstacles and risks.
• Consultative Mindset: Takes a consultative approach with internal stakeholders and external partners, including gaining commitment and maintaining partnerships when negotiating. Researches and identifies new external partners (e.g., vendors) as needed.
• Change Management: Implements effective change management techniques to identify and communicate the benefits and the impact of refinements to internal processes or technology.
• Business Knowledge: Leverages an understanding of the financial industry, competitive environment and the Firm's human capital to partner with internal leaders to identify and implement HR products and processes. Monitors industry trends and changes and recognizes their relevancy and implications.
• Analytics: Analyzes and interprets data to identify trends and inform strategy and business decisions.

Compensation & Benefits
For Illinois and New York Only: It is expected that the base salary range for this position will be $115,000 to $140,000 for a Senior Associate and $140,000 to $170,000 for a Assistant Vice President. Actual salaries may vary based on factors such as skills, experiences and qualifications for the role. The total compensation package for this position may also include other elements and discretionary awards in addition to a full range of medical, financial and / or other benefits (including 401(k) eligibility and various paid time off benefits such as vacation, sick time and parental leave) dependent on the position offered. Details of participation in these benefit plans will be provided if an employee receives an offer of employment. If hired, the employee will be in an 'at-will position' and the Firm reserves the right to modify base salary (as well as any other discretionary payment or compensation program) at any time including for reasons related to individual performance, Firm or individual department / team performance and market factors.

Golub Capital is an Equal Opportunity Employer.

Due to the highly regulated nature of Golub Capital's business and because of the sensitivity of the information that all personnel have access to, Golub Capital performs extensive and thorough pre-hire screens to ensure that its personnel act with expected levels of integrity, professionalism and personal responsibility.