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Open nowPosted yesterday

Talent Management and Culture Director

guggenheiminvestment20 open roles

Where
New York NY
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Your applicationOpen nowTalent Management and Culture Directorguggenheiminvestment · New York NY

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The clock on this job

Early applications get read.

12.3% of postings close within 7 days. Measured by our own scanner across the market. guggenheiminvestment postings stay open a median of 15 days.

Share of postings closed within
  1. 2.1%1 day
  2. 4.5%3 days
  3. 12.3%7 days
  4. 19.7%14 days
  5. 35.6%30 days
  6. 58.0%60 days
This job: posted yesterday

guggenheiminvestment median: 15 days open

The posting

Position Summary

Guggenheim Investments is seeking a Talent and Culture leader to own the enterprise frameworks and programs that shape the employee lifecycle — from onboarding through performance, advancement, development and retention — and to define how the firm recognizes, develops and retains high-performing talent.

This is a builder-and-operator role. The successful candidate will set the philosophy, design the frameworks, and run the programs that determine how talent is assessed, advanced, recognized and retained across the firm. Equally important, they will embed inclusive, systemic management practices and cultural competency development into those frameworks so that talent decisions are consistent, transparent and defensible at enterprise scale. This role is based in either our New York City or Stamford, CT office, full-time.

Responsibilities

Key Responsibilities:

  • Set the multi-year talent and culture roadmap, sequencing framework builds against business priorities and delivering measurable outcomes.
  • Partner with HR Business Partners, business leaders and Legal/Compliance to translate enterprise frameworks into practices that work inside each business.
  • Advise and coach senior leaders on talent decisions, calibration outcomes, succession and retention risk.
  • Build the data and measurement layer for talent: define the metrics, instrument the programs, and report on performance distribution, mobility, promotion equity, retention of critical talent, and engagement.
  • Embed inclusive systemic management practices and cultural competency development into onboarding, performance, advancement and recognition — not as a parallel track.
  • Manage vendors, platforms and budget for talent and culture programs; drive adoption and change management at enterprise scale.
  • Build, lead and develop the Talent Management team.
  • The role owns all five pillars of the Talent Management function (listed below). It is accountable not only for designing the frameworks but for their adoption

Onboarding & Integration

Own the enterprise onboarding framework and the standards that govern it, including new hire orientation and integration, manager onboarding expectations and enablement tools, the structured 30/60/90-day experience and checkpoints, and the measurement loop that drives continuous improvement of the new-hire experience.

Performance & Talent Management

Define and steward the firm’s performance philosophy and framework, covering goal and outcome alignment, assessment and feedback practices, and enterprise calibration. Lead the annual talent review cycle and talent identification, set critical talent strategy, build career and internal mobility frameworks, and own the identification and mitigation of retention and talent risks.

Advancement & Career Growth

Own the firm’s advancement and promotion philosophy, the nomination and review process, enterprise calibration of promotion decisions, career paths and progression architecture, and the governance and decision standards that keep advancement decisions consistent and equitable across businesses.

Culture & Inclusion

Lead the work to define and activate company culture — articulating the leadership and employee behaviors that bring it to life, setting inclusion strategy and practices, integrating culture into every talent process rather than running it alongside them, and building culture measurement and accountability. Includes direct oversight of the VTAP program.

Recognition

Own the enterprise recognition strategy end to end: formal and informal recognition programs, milestones and service recognition, values- and culture-based recognition, and ongoing measurement of program effectiveness and participation.

Qualifications

Basic Qualifications:

  • 10+ years in talent management or HR field, including direct ownership of enterprise performance, talent review or succession frameworks.
  • Demonstrated experience designing and launching enterprise-wide talent programs (not solely administering existing ones or delegating).
  • Track record running calibration and talent review cycles with senior leadership.
  • Deep fluency in inclusion strategy and cultural competency development, with evidence of integrating it into core talent processes.
  • Strong analytical capability: able to define talent metrics, interpret people data, and make an evidence-based case to executives.
  • Exceptional influence and executive communication skills; credible with senior business leaders.
  • Bachelor's degree or equivalent experience.

Preferred Qualifications

  • Financial services, asset management or other regulated-industry experience.
  • Experience standing up a talent function or materially rebuilding one.
  • People management experience.

We are not seeking agency assistance with this role.

We are unable to consider candidates who require current or future visa sponsorship for employment in the United States. Candidates must be authorized to work in the US without current or future visa sponsorship or transfer.

The benefits offered for this position:

  • 401k with matching contribution
  • Healthcare and wellbeing programs
  • Paid leave
  • Learning and development opportunities
  • Family and caregiving support
  • Employee assistance program

Salary Range

Annual base salary between

$215,000.00-$225,000.00

The base salary range represents the low and high end of the anticipated base salary range for this position. Actual base salaries may vary depending on factors such as location and experience. The range listed reflects base salary only, and the total compensation package may include other components such as incentive compensation.

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