Senior Recruiter - New York - 15288BR

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 $4.4 billion in 2018, employs approximately 13,100 people worldwide and maintains a presence in 42 countries. Further information is available at www.moodys.com.
The Moody’s Global Talent Acquisition department supports over 13,000 colleagues globally. The team is aligned into 3 regions (US/Americas, EMEA, APAC) and is focused on attracting, engaging and acquiring diverse high quality talent for Moody’s. As a Senior Recruiter you will work with hiring managers across Moody’s and serve as the primary recruiter providing technical expertise and full lifecycle recruitment service.

The Senior Recruiter will work together with the Recruiting Relationship Manager (RRM), senior business leaders and hiring managers in their client group and with other global recruiting team members to design and execute region wide talent acquisition strategies to identify, attract and hire high-quality talent for the business/region. The Senior Recruiter will facilitate optimal hiring outcomes by building strong relationships with hiring teams to influence outcomes. They will act as subject matter experts for these key stakeholder groups and interpret internal employment demands and translate them into timely, results-driven action items.
The Senior Recruiter may also execute senior level executive searches for senior level roles within their designated client group.


Stakeholder Management
Internal Client Group
  • 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.
  • 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 (if not delivery) throughout the recruitment lifecycle.
  • Develop strong relationships with and effectively persuade and influencing executives.
  • Provide value-add recruiting advice and demonstrate understanding of talent needs to hiring managers and key senior leaders/decision makers to influence and persuade talent decisions and strategies.
  • Advise management on appropriate recruitment methods and salary ranges.
  • Assist in the design and implementation of external candidate recruiting programs that attract, select and retain a qualified, diverse workforce and support Moody’s workplace diversity goals.

Project Management, Strategy & Marketing
  • Independently lead and manage regionally related projects through the management and input of wider HR team members and contribute towards other regional talent acquisition team / projects
  • 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.
  • 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.
?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.
  • Provide insight and support to gain 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.
  • Partner with senior management, HR business partners and hiring managers to identify current and future hiring needs and workforce planning strategies.
  • Maintain accurate and up to date recruiting data. Create and distribute recruiting activity reports and budgets as required. Conduct management presentations regarding recruiting activity as needed.
Executive Level Searches
  • Strengthen existing and identify new sources of hires and develop relationships with external top performers who can positively impact business outcomes in the future.
  • Build 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.
  • Demonstrate extensive labor market expertise for the markets relevant to the designated customer group and work with client group to utilize this information to the best advantage of the company
  • Negotiate complex and creative offer terms.
  • Demonstrate deep understanding of Executive Compensation as it impacts recruitment in order to 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, vesting, outstanding stock valuation based on future vesting schedule, options value vs. restricted stock, equity vs. deferred cash, sign-ons.

Qualifications

Required

Qualifications
  • Undergraduate degree level education required. Graduate degree preferred.
  • 5-7+ years of diverse recruitment experience.
  • Experience working as a Recruiter in either an agency or in-house environment.
  • Experience with partnering with and influencing and presenting to senior management.
  • Excellent interpersonal and relationship building skills that will enable the building of a deep and trusted relationship.
  • 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.
  • Ability to be flexible when needed, to take initiative, and to demonstrate accountability.
  • Oral and written communication skills demonstrating ability to share and impart knowledge.
  • Ability to quickly adapt to new methods, work under tight deadlines and stressful conditions.
  • Knowledge of current trends and practices relating to talent acquisition, including compensation structures.
  • Project management and organization skills in order to work and lead initiatives.
  • 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.
  • Trusted and sought out by HR Business Partners and business leaders for advice and counsel on strategic and mission-critical business and organizational issues.

Preferred

Technical
  • Microsoft Office, including intermediate Excel
  • Experience with PeopleSoft or other HRIS system preferable
  • Experience with Applicant Tracking Software (ATS) essential, Kenexa 2xBrassring, advantageous, along with other specialist recruitment software (eg. Candidate Relationship Management system), Linked In Recruiter and / or others)
Moody’s is an equal opportunity employer. All qualified applicants will receive consideration for employment without regard to race, color, sex, gender, age, religion, national origin, citizen status, marital status, physical or mental disability, military or veteran status, sexual orientation, gender identity, gender expression, genetic information, or any other characteristic protected by law. Moody’s also provides reasonable accommodation to qualified individuals with disabilities in accordance with applicable laws. If you need to inquire about a reasonable accommodation, or need assistance with completing the application process, please email accommodations@moodys.com.. This contact information is for accommodation requests only, and cannot be used to inquire about the status of applications.

For San Francisco positions, qualified applicants with criminal histories will be considered for employment consistent with the requirements of the San Francisco Fair Chance Ordinance. For New York City positions, qualified applicants with criminal histories will be considered for employment consistent with the requirements of the New York City Fair Chance Act. For all other applicants, qualified applicants with criminal histories will be considered for employment consistent with the requirements of applicable law.

Click here to view our full EEO policy statement. Click here for more information on your EEO rights under the law.
Candidates for Moody's Corporation may be asked to disclose securities holdings pursuant to Moody’s Policy for Securities Trading and the requirements of the position. Employment is contingent upon compliance with the Policy, including remediation of positions in those holdings as necessary.