Field Talent Acquisition Manager

Description:

The Manager, Field Talent Acquisition will be responsible for day-to-day leadership of a team of sourcing and recruiting professionals. The team oversees the recruiting process for client-facing selling advisors from lead generation through selection and is accountable for maintaining a quality candidate experience and adhering to the Advisor Ecosystem playbooks. This role will have direct impact and influence of our weighted client facing capacity (WCFC) goal, growth in selling role contracts, partnership and alignment of Ecosystem onboarding paths, reduction in candidate cycle time, improvement in candidate ratios through the attraction and selection process, and best-in-class candidate experience.

This can be a remote position within the US.

DUTIES & RESPONSIBILITIES: 

Recruits, develops, and sustains a high-performing team while promoting a culture of shared accountability, operational excellence, and partnership across the organization. 
Supports the development and implementation of business and marketing strategies to ensure the candidate pipeline and recruiting process is meeting the needs of the regional Advisor Groups and the Virtual Advice Team. 
Oversees the team executing the Advisor Ecosystem playbook and is responsible for Sourcing, Recruiting, Selection/Assessment, Employment Law, and Onboarding. 
Identified team strategies to source and attract passive candidates through the use and development of innovative online sourcing strategies and research techniques including: resume databases, referral generation, Boolean searches, social media, direct sourcing/cold calling, target companies, internal databases, etc. 
Ensures the team’s timely and effective sourcing and pre-qualifying of candidates for new advisor, practice growth and Virtual Advice team roles. This is accomplished by using proven strategies and techniques to identify, pre-qualify and attract quality talent to Thrivent. 
Oversees the team to guide and coordinate candidates through the applicable assessments to move quickly through the recruiting process and drive reduction in candidate cycle time. 
Manages the sourcing and recruiting coordinator functions and allocates appropriate resources to ensure that business unit and departmental objectives are met. 
Tracks and analyzes field recruiting KPIs and outcomes to identify success, opportunities, trends and insights and applies the data for future approaches to field recruiting for each regional Advisor Group by Market, Group and channel level with key stakeholders and representatives. 
Drives and effective partnership with key leadership in the regional Advisor Groups and the Virtual Advice Team to ensure their recruiting needs are met.  Research and resolve issues, provide monthly updates on results and changes for each regional Advisor Group. 
Identifies and leads continuous improvement, divisional and departmental projects to implement new capabilities and ease of doing business 
Trouble-shoot and adapt to the regulatory / industry / advisor trends to ensure we deliver our recruiting goals within the team and Thrivent’s Advisor Ecosystem. 
Recruits, develops, and sustains a high-performing team while promoting a culture of shared accountability, operational excellence, and partnership across the organization. 
Models Thrivent’s leadership competencies – Model the Way, Rally the Team, and Deliver Outcomes. 
Supports and/or develops an environment in which Thrivent employees and colleagues are focused on continuous improvement, exceptional employee engagement, and an unwavering commitment to our clients. Shapes and/or supports a culture that represents the Thrivent purpose, promise and values, ensuring that Thrivent’s trust and reputation remain strong with its clients. 

Describe below the audience this role will interact with and level of influence they will have on those roles. 

Senior field leaders and Virtual Advice leaders – moderate to high influence 
Market Directors, Market Developers, Practice Growth Directors and Virtual Advice managers – high influence 
Capacity Growth & Development COE VP, Directors, managers – high influence 
Capacity Growth & Development COE team members, e.g. Contracting & Licensing Specialists, Launch Specialists – moderate to high influence 
Distribution Solutions, HRIS, DEI, Marketing, other corporate leaders – low to moderate influence 

QUALIFICATIONS & SKILLS: 

 Required: 

College degree in HR, business, management or related business field or equivalent experience 
Demonstrated experience (5+ years) leading a team 
Skillset that will support focus on diverse talent acquisition 
Strong interpersonal communications and relationship building skills 
Excellent planning/organizing skills 
Excellent collaboration and relationship building skills 
Experience working with applicant tracking systems (e.g. Workday Recruiting) 
Experience using virtual communication tools and conducting virtual sourcing searches e.g. remote meeting technology 
Minimal travel may be required depending on business needs