At Corebridge Financial we believe action is everything. That’s why every day we proudly partner with financial professionals and institutions to make it possible for more people to take action on their financial lives, for today and tomorrow.

Human Resources is the heart of any organization, driving growth by enabling and empowering our people. From attracting top talent to fostering a culture of innovation and collaboration, HR plays a pivotal role in building strong teams, enhancing employee engagement, and aligning the workforce with organizational goals.

The Talent Acquisition team will work with leadership to design and deliver on our workforce plans, attracting, sourcing and hiring best-in-class talent to deliver on our company’s mission and purpose. Partnering with businesses and functions across the enterprise, we enable our company to succeed by aligning people resources to our strategic goals.

Reporting to the Chief Human Resources Officer, The Head of Talent Acquisition will lead the organization’s sourcing and recruitment strategy, aligning to business objectives, while enhancing our employer brand and presence.

Key Responsibilities

• Collaborate with the Chief Human Resources Officer (CHRO) to set the strategic direction for our executive recruitment endeavors. Oversee the recruitment lifecycle for executive-level positions internally and with external search partners, when needed
• Innovate and streamline the global hiring process to enhance efficiency and quality of hire. Collaborate closely with Talent and business units to refine and evolve function-specific recruitment strategies.
• Proactively source top talent across industry, while ensuring a top candidate experience along the way
• Lead a team of talent advisors and coordinators who are focused on attracting and hiring top talent across the market, across all levels (early career, professional, executive)
• Partner with Marketing to build and deploy an EVP and a global employer brand strategy.
• Provide guidance and support to facilitate the professional growth and performance of the Talent Acquisition (TA) team.
• Maintain current knowledge of industry talent trends and market dynamics, offering strategic insights and market intelligence to senior leadership.
• Pinpoint strategic college partnerships, employee groups, recruitment events, tools, and job boards, optimizing recruitment efforts and enhancing diversity initiatives. Oversee external agency relationships as necessary, including contract negotiations and management.
• Partner with the CHRO, CFO and Financial Planning & Analysis (FP&A) to accurately forecast hiring needs, aligning with business growth projections and strategic objectives.
• Data Analytics and Reporting: Utilize data analytics to track recruitment metrics, identify trends, and measure the effectiveness of talent acquisition strategies. Prepare regular reports and presentations for senior leadership, providing insights and recommendations for improvement.

Qualifications And Attributes

• Bachelor’s Degree and at least 15 years of talent acquisition experience, preferably with industry experience
• At least 7 years of experience leading talent acquisition teams. Experience in building and managing high-performing teams, including setting goals, providing feedback, and fostering a culture of continuous learning and development.
• Deep understanding of recruitment best practices, including sourcing, screening, interviewing, and selection processes.
• Proven track record of assessing talent and building high-performing teams for growing organizations
• Strong business acumen with the ability to understand the company’s goals and translate them into actionable talent acquisition plans.
• Experience in building and maintaining strong relationships with senior executives, hiring managers, and external partners.
• Ability to analyze data and metrics to identify trends, evaluate the effectiveness of talent acquisition strategies, and make data-driven decisions.
• An action-oriented personality, comfortable working at both strategic and tactical levels, and one who is not afraid to roll up their sleeves to get things done, while remaining a collaborative team player.

Leadership Competencies

• Drive Enterprise Thinking: Lead with industry expertise, a strategic focus, and capacity  for calculated decision making
• Collaborate with Intent: Cultivate and leverage broad networks of partners/collaborators to support enterprise objectives
• Make It Happen: Define strategic priorities and accountability systems to focus the direction of execution efforts
• Adapt & Innovate: Evaluate the enterprise and industry environment for strategic shifts that can generate new opportunities for future success
   

We are an Equal Opportunity Employer

Corebridge Financial, Inc., its subsidiaries and affiliates are committed to be an Equal Opportunity Employer and its policies and procedures reflect this commitment. We provide equal opportunity to all qualified individuals regardless of race, color, religion, age, gender, gender expression, national origin, veteran status, disability or any other legally protected categories such as sexual orientation. At Corebridge Financial, we believe that diversity and inclusion are critical to our future and our mission – creating a foundation for a creative workplace that leads to innovation, growth, and profitability. Through a wide variety of programs and initiatives, we invest in each employee, seeking to ensure that our people are not only respected as individuals, but also truly valued for their unique perspectives.

To learn more please visit: www.corebridgefinancial.com

Corebridge Financial is committed to working with and providing reasonable accommodations to job applicants and employees with physical or mental disabilities.  If you believe you need a reasonable accommodation in order to search for a job opening or to complete any part of the application or hiring process, please send an email to [email protected].   Reasonable accommodations will be determined on a case-by-case basis.

Functional Area:

HR - Human Resources

Estimated Travel Percentage (%): Up to 25%

Relocation Provided: No

American General Life Insurance Company