Human Resources Business Partner
LocationAustin, Texas
Base Salary Range150000 - 170000
Contract TypePermanent
Job ReferenceJOB-42507
TitleHuman Resources Business Partner
Our client, and investment entity, is seeking a strategic, experienced talent acquisition and development professional to own the firm's campus recruiting and early-career development programs and to support lateral recruiting efforts as needed. Over the past couple of years, this role has built a strong foundation on the campus and early-careers side: a focused campus strategy, an enhanced analyst and intern training curriculum, a streamlined interview process, and an accelerated FINRA exam timeline for incoming analysts. The next phase of this role is about balance, maintaining the discipline and consistency of what has been built while continuously reassessing and refining each program, so it keeps pace with a growing firm that is continuously raising the bar on talent acquisition, training and development, and retention.
The ideal candidate is a self-starter with exceptional communication skills, an extensive professional network, and a demonstrated ability to both run a program with rigor and evolve it as the firm's needs change.
This is a growing team within a scaling firm, and there will be opportunities to take on a broader role within the HR function over time. Our client is looking for candidates who are energized by the prospect of continuous challenge and expansion and committed to operating with a growth mindset.
COMPANY: Investment Firm
POSITION: HRBP
LOCATION: Austin, TX
OFFICE REQUIREMENTS: Hybrid; 4 days in office / 1 remote
COMPENSATION: 150-170k + bonus, benefits and more
BACHELOR'S DEGREE REQUIRED: Required
Key Responsibilities:
Campus & Early Careers Recruiting
• Own the campus recruiting strategy end-to-end, including search strategy, sourcing, interview scheduling, feedback collection, and offer management for the summer intern and full-time analyst programs.
• Maintain and continue to refine the campus recruiting strategy, including targeted "boots on the ground" presence at core schools near Cascadia's offices and at aspirational institutions (Ivy League and mini-Ivy), revisiting the core school list as hiring needs and market conditions evolve.
• Utilize a variety of sourcing methods, including direct sourcing, networking, referrals, and online platforms, to identify and attract high-caliber early-career candidates.
• Leverage a cultivated professional and academic network to build and maintain Cascadia's early-careers talent pipeline.
• Continue to evaluate and streamline the intern and analyst interview process, including Super Days and an initial video-interview screen, balancing rigor with the time commitment required of Cascadia interviewers.
• Serve as a trusted advisor to candidates, campus partners, and internal stakeholders throughout the recruitment process.
• Oversee the expansion of the campus recruiting function as hiring needs grow.
Early Careers Training and Development
• Maintain and continue to enhance the intern and Analyst 1 training curriculum, including the in-person training week delivered with Wall Street Prep and internally led courses, adding or adjusting content as skill gaps and business needs emerge.
• Oversee FINRA exam readiness for incoming first-year analysts, including coordinating Knopman Marks training and exam scheduling, and continue to identify opportunities to further accelerate time-to-registration.
• Oversee the quarterly virtual review sessions tracking Analyst 1 progress and continue expanding this review structure to encompass all analyst levels.
• Maintain and enhance the intern experience, including weekly market drills, mid-summer and end-of-summer reviews, and end-of-summer pitch presentations to a panel of reviewers, refining format and reviewer composition based on feedback each cycle.
• Conduct interview training and management training for those involved in intern and analyst hiring and oversight, ensuring consistency and best practice across interviewers and managers.
Lateral Recruitment Support
• Support the lateral recruiting process as needed, including sourcing, interview scheduling, feedback collection, and offer coordination.
• Assist with sourcing lateral candidates through referrals, external agencies, and online platforms when called upon.
• Manage relationships with third party recruiting firms, reviewing fee agreements, tracking candidate submission/status, and ensuring Cascadia's brand is represented consistently to the market.
Program Management & Continuous Improvement
• Track and analyze campus recruiting, training, and retention metrics to evaluate program effectiveness each cycle, and use those findings to inform what to keep, adjust, or retire.
• Continuously review and enhance the metrics that we’re using to evaluate individual performance.
• Regularly benchmark sourcing channels, school targets, and training vendors against the firm's evolving needs and market practice.
• Stay informed of industry trends, market conditions, and competitive intelligence in campus recruiting and early-careers training.
• Build relationships across the firm, gathering feedback and incorporating others in the evolution of our early careers and recruiting practices.
Qualifications:
• Minimum of 5-7 years of experience in financial services recruitment (investment banking is a plus), with depth in campus recruiting and early-career talent development; lateral recruiting experience is a plus.
• Proven track record of success in managing campus recruiting processes and placing top early-career talent.
• Demonstrated ability to both operate a recruiting or training program with discipline and evolve it over time as an organization's needs change.
• Excellent communication and interpersonal skills, with the ability to build rapport and establish credibility with candidates, university partners, and clients.
• Strong knowledge of recruitment and early-career training best practices.
• Highly organized with strong attention to detail.
• Comfortable operating in a fast-paced environment, with the ability to pivot tasks and priorities alongside evolving business needs.
• Understanding of middle market investment banking terminology, the lifecycle of a deal, and team structures is a plus.
• Proficiency in Applicant Tracking Systems and other recruitment software.
• Verifications of identity, education, prior employment, and references may be required.
The ideal candidate is a self-starter with exceptional communication skills, an extensive professional network, and a demonstrated ability to both run a program with rigor and evolve it as the firm's needs change.
This is a growing team within a scaling firm, and there will be opportunities to take on a broader role within the HR function over time. Our client is looking for candidates who are energized by the prospect of continuous challenge and expansion and committed to operating with a growth mindset.
COMPANY: Investment Firm
POSITION: HRBP
LOCATION: Austin, TX
OFFICE REQUIREMENTS: Hybrid; 4 days in office / 1 remote
COMPENSATION: 150-170k + bonus, benefits and more
BACHELOR'S DEGREE REQUIRED: Required
Key Responsibilities:
Campus & Early Careers Recruiting
• Own the campus recruiting strategy end-to-end, including search strategy, sourcing, interview scheduling, feedback collection, and offer management for the summer intern and full-time analyst programs.
• Maintain and continue to refine the campus recruiting strategy, including targeted "boots on the ground" presence at core schools near Cascadia's offices and at aspirational institutions (Ivy League and mini-Ivy), revisiting the core school list as hiring needs and market conditions evolve.
• Utilize a variety of sourcing methods, including direct sourcing, networking, referrals, and online platforms, to identify and attract high-caliber early-career candidates.
• Leverage a cultivated professional and academic network to build and maintain Cascadia's early-careers talent pipeline.
• Continue to evaluate and streamline the intern and analyst interview process, including Super Days and an initial video-interview screen, balancing rigor with the time commitment required of Cascadia interviewers.
• Serve as a trusted advisor to candidates, campus partners, and internal stakeholders throughout the recruitment process.
• Oversee the expansion of the campus recruiting function as hiring needs grow.
Early Careers Training and Development
• Maintain and continue to enhance the intern and Analyst 1 training curriculum, including the in-person training week delivered with Wall Street Prep and internally led courses, adding or adjusting content as skill gaps and business needs emerge.
• Oversee FINRA exam readiness for incoming first-year analysts, including coordinating Knopman Marks training and exam scheduling, and continue to identify opportunities to further accelerate time-to-registration.
• Oversee the quarterly virtual review sessions tracking Analyst 1 progress and continue expanding this review structure to encompass all analyst levels.
• Maintain and enhance the intern experience, including weekly market drills, mid-summer and end-of-summer reviews, and end-of-summer pitch presentations to a panel of reviewers, refining format and reviewer composition based on feedback each cycle.
• Conduct interview training and management training for those involved in intern and analyst hiring and oversight, ensuring consistency and best practice across interviewers and managers.
Lateral Recruitment Support
• Support the lateral recruiting process as needed, including sourcing, interview scheduling, feedback collection, and offer coordination.
• Assist with sourcing lateral candidates through referrals, external agencies, and online platforms when called upon.
• Manage relationships with third party recruiting firms, reviewing fee agreements, tracking candidate submission/status, and ensuring Cascadia's brand is represented consistently to the market.
Program Management & Continuous Improvement
• Track and analyze campus recruiting, training, and retention metrics to evaluate program effectiveness each cycle, and use those findings to inform what to keep, adjust, or retire.
• Continuously review and enhance the metrics that we’re using to evaluate individual performance.
• Regularly benchmark sourcing channels, school targets, and training vendors against the firm's evolving needs and market practice.
• Stay informed of industry trends, market conditions, and competitive intelligence in campus recruiting and early-careers training.
• Build relationships across the firm, gathering feedback and incorporating others in the evolution of our early careers and recruiting practices.
Qualifications:
• Minimum of 5-7 years of experience in financial services recruitment (investment banking is a plus), with depth in campus recruiting and early-career talent development; lateral recruiting experience is a plus.
• Proven track record of success in managing campus recruiting processes and placing top early-career talent.
• Demonstrated ability to both operate a recruiting or training program with discipline and evolve it over time as an organization's needs change.
• Excellent communication and interpersonal skills, with the ability to build rapport and establish credibility with candidates, university partners, and clients.
• Strong knowledge of recruitment and early-career training best practices.
• Highly organized with strong attention to detail.
• Comfortable operating in a fast-paced environment, with the ability to pivot tasks and priorities alongside evolving business needs.
• Understanding of middle market investment banking terminology, the lifecycle of a deal, and team structures is a plus.
• Proficiency in Applicant Tracking Systems and other recruitment software.
• Verifications of identity, education, prior employment, and references may be required.