AVP Recruiter

The AVP Recruiter will report directly to the Regional Head of Talent Acquisition and will be responsible for designing and executing recruiting regional strategies for a specified client group to ensure business leaders have the talent to successfully achieve business objectives. The AVP Recruiter will work together with senior business leaders and hiring managers in their client group and with other global recruiting team members to provide full lifecycle best practice recruitment service. They will be responsible for both the design and execution of region wide talent acquisition strategies to identify, attract and hire high-quality talent for the business/region, utilizing active and passive sourcing techniques to fill existing and future job openings. The AVP Recruiter will interpret internal employment demands and translate them into timely, results-driven action items.

Recruiting Delivery

• Manage and oversee full life-cycle regional recruiting processes, including the HR-related onboarding of new employees.
• Align recruiting processes to best support the client group's current and future staffing needs within the HR service delivery framework.
• Oversee the execution of outsourcing strategy (if any) appropriate to the regions workforce planning and business needs to source, attract, and hire best talent.
• Utilize various tools and resources to effectively evaluate talent in a variety of methods in order to ensure that the company is selecting highly qualified and engaged professionals to join the organization.
• Provide value-add recruiting advice to hiring managers and key senior leaders/decision makers to influence and persuade talent decisions and strategies.
• Partner with senior management, HR business partners and hiring managers to identify current and future hiring needs and workforce planning strategies.
• Demonstrate understanding of talent needs of hiring managers and job requirements to assess candidate quality, skills and fit to identify the best candidate for a position.
• Advise management on appropriate recruitment methods and salary ranges.
• Be knowledgeable about and able to appropriately explain Moody's benefits and recruitment related policies and programs, especially Long Term Incentive programs for senior hires.
• Design and implement external candidate recruiting programs that attract, select and retain a qualified, diverse workforce and support Moody's workplace diversity goals.
• Autonomously manage and consistently deliver successful executive level searches.

Sourcing

• Strengthen existing and identify new sources of hires and develop relationships with external top performers who can positively impact business outcomes in the future.
• Demonstrate extensive labor market expertise for the markets in which you recruit and work with client group to utilize this information to the best advantage of the company.
• Proactively research and investigate innovative and cost effective sourcing strategies. Develop and administer sourcing strategies to identify and recruit potential new hires.
• Design, plan and coordinate large scale recruitment events like career days and job fairs, Super Days and Campus hiring.

Recruiting Strategy & Marketing

• Develop, recommend and communicate recruiting strategies, including sourcing and acquisition strategies; recruiting tools and processes; talent mapping and systems.
• Implement external candidate marketing and proactive recruiting programs and processes that attract, select and retain a qualified, diverse workforce.
• Partner with Diversity and Inclusion to achieve Moody's aspirational diversity goals including support of campus recruiting and summer internship programs.
• Provide input into the regional recruitment strategy to ensure alignment with business and HR goals.
• Attend business and / or networking functions to build and maintain a vast network of professional relationships over a long period of time with potential senior-level candidates with the goal to ultimately attract them to Moody's.
• Strategically develop and implement localized advertising campaigns (Internet, Intranet, newspapers, etc.).
• Evaluate campaign's value based on cost effectiveness and ability to attract top-level candidates.
• Establish and maintain contacts with employment sources, such as colleges/universities, employment agencies, search firms, trade associations, etc.
• Deep understanding of Executive Compensation as it impacts recruitment.
• Demonstrated ability to independently explain to a candidate; vesting (cliff vs. periodic), outstanding stock valuation based on future vesting schedule, options value vs. restricted stock, equity vs. deferred cash, sign-ons etc.

Workforce Analytics

• Partner with senior management, HR business partners and hiring managers to identify current and future hiring needs and workforce planning strategies.
• Analyze regional recruiting team success against metrics for client group and create and execute plans to achieve on-going improvement in results that will increase retention in the business.
• Implement operational efficiencies and practices that drive strong performance across all recruitment-related metrics including Time to Fill, Quality of Hire, Cost Per Hire and Source effectiveness.
• Gather and analyze competitive industry information regarding salary, benefits and employment practices and advise management appropriately.
• Maintain accurate and up to date recruiting data. Create and distribute recruiting activity reports and budgets as required.

Stakeholder Management

• Partner with HR Business Partners, regional business leaders, and other key stakeholders to analyze business goals, identify talent needs and/or gaps associated with those goals, and develop and implement programs to find the right talent.
• Serve as a leader to drive workforce planning across regional client group.
• Demonstrate understanding of the organization's business models, operations, financial goals, competitive position and talent strategy.
• Build strong two-way relationships with hiring managers, provide support throughout the recruitment lifecycle, assist hiring managers with reconciling between ideal and practical staffing needs and ensure high-level service delivery.
• Extensive experience developing strong relationships with and effective at persuading and influencing executives.
• Responsible for building relationships with talented executive level candidates, taking the time to understand their career aspirations, professional goals and educate them on Moody's Employment Value Proposition.

HR Tools and Technology

• Work in collaboration with HR Service Delivery leader that supports effective and efficient recruiting processes, employment branding and leverages social media to attract the best talent.
• Proactively research and investigate trends and innovative recruiting techniques in order to be competitive in state-of-the-art recruiting practices.

#LI-NM1

The Talent Acquisition function is part of Human Resources and is responsible for executing the Talent Acquisition strategy aligned to business requirements. The function comprises of Recruiting specialists and Recruiting Operations / Administration.

• Bachelor's degree required.
• 7 years or more of progressively responsible HR-related experience, of which at least 5 or more were in a recruiting / talent acquisition role
• Strong track record of developing, implementing and managing the strategy for talent sourcing, acquisition and mapping
• Personal networking skills that will extend and enhance candidate sourcing and pipelining strategies; incumbent will be expected to attend external networking events on a routine basis
• Experience in workforce planning would be advantageous
• Ability to be flexible when needed, to take initiative, and to demonstrate accountability
• Excellent oral and written communication skills demonstrating ability to share and impart knowledge
• Excellent knowledge of current trends and practices relating to talent acquisition, including compensation structures
• Excellent project management and organization skills in order to work and lead several initiatives simultaneously, effectively and efficiently
• Well-developed experience in using multiple recruiting strategies and sources including advanced use of social networking channels, for passive and active candidate recruitment
• Strong negotiation skills, ideally in a global matrix organization with ability to challenge status quo to ensure best talent attracted, retained and developed
• Comfortable working in a global and multi-cultural environment where collaboration, cooperation, consensus building, persuasion and a team approach to management is the norm
• Trusted and sought out by HR Business Partners and business leaders for advice and counsel on strategic and mission-critical business and organizational issues
• A "big picture thinker" who understands vision and strategy, but is also a hands-on who can get things done

Moody's is an essential component of the global capital markets, providing credit ratings, research, tools and analysis that contribute to transparent and integrated financial markets. Moody's Corporation (NYSE: MCO) is the parent company of Moody's Investors Service, which provides credit ratings and research covering debt instruments and securities, and Moody's Analytics, which offers leading-edge software, advisory services and research for credit and economic analysis and financial risk management. The Corporation, which reported revenue of $3.5 billion in 2015, employs approximately 10,400 people worldwide and maintains a presence in 36 countries. Further information is available at www.moodys.com.

Moody's is an equal opportunity employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, national origin, disability, protected veteran status, sexual orientation or any other characteristic protected by law.

MIS and MSS Candidates are asked to disclose securities holdings pursuant to Moody's Policy for Securities Trading. Employment is contingent upon compliance with the Policy, including remediation of positions in those holdings as necessary.