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People Talent Manager

GHJ
Full-time
On-site
Los Angeles, California, United States
$110,000 - $130,000 USD yearly
HR Leader
GHJ is looking for a People Talent Manager
 
WHY we get up in the morning
At GHJ we help our people and clients pursue their passions, build thriving businesses, and create a better future.
 
WHAT we believe
We believe that collaboration is the foundation for success. We work as a business advocate for our clients – providing personalized service and building long-term relationships to help position our clients for the future.
 
HOW we succeed
We are deeply committed to our core values of Bright Minds, Brave Hearts and Bold Actions and incorporate them into every aspect of our business. By living these values, we are able to meet our strategic objectives of Remaining Fiercely Independent (financial success), Meeting client demands/needs (client success), Reinforcing and expanding cultural distinction (people success).
 
Summary of Role:
The Talent Manager directly impacts firm culture, performance, and growth by building strong hiring partnerships and delivering a best-in-class candidate and hiring experience.
 
The Talent Manager is responsible for end-to-end hiring process across the firm, with a primary focus on campus recruiting, the internship program, associate hiring, and coordination of all internal hiring at every level. This role partners closely with hiring managers, Search & Staffing, and the People team to deliver high-quality, efficient, and inclusive hiring experience.
 
Reporting to the Head of People, the Talent Manager plays a critical role in continuously improving hiring processes, candidate experience, interview practices, and hiring decisions to ensure the firm attracts and retains top talent. 

You will be responsible for:

    • Hiring Process & Candidate Experience
    • Coordinate all internal hiring efforts, ensuring alignment across key stakeholders (hiring managers, Search & Staffing, and the People team)
    • Support hiring managers through role scoping, interview planning, candidate evaluation, and final hiring decisions
    • Evaluate and improve internal hiring processes to ensure efficiency, consistency, and strong candidate experience
    • Design and refine interview panels, interview guides, and evaluation criteria to support fair, structured, and effective hiring decisions
    • Evaluate and improve how we are utilizing the applicant tracking system to ensure we are getting the most out of it and it is being used consistently across the organization
    • Ensure consistent and high-quality candidate experience from initial outreach through offer and onboarding
    • Track recruiting metrics and insights to identify trends, gaps, and opportunities for improvement
    • Partner with Search & Staffing to align hiring timelines, workforce planning, and business needs
    • Improve onboarding processes to better align onboarding experiences for a similar candidate experience across the firm, regardless of department
    • When necessary, partner with external search firms to manage searches, set expectations, track progress, and ensure quality candidate slates
    • On Campus Recruiting & Early Careers
    • Own and manage full-cycle recruiting for campus hires, interns, and associates across all departments
    • Lead on-campus recruiting strategy, including school relationships, recruiting events, interview days, and offer processes
    • Design, manage, and continuously improve the firm’s internship program, including recruitment, onboarding, performance feedback, and conversion to full-time roles
    • Stakeholder Partnership
    • Serve as a trusted advisor to hiring managers on best practices in talent acquisition and selection
    • Collaborate closely with Search & Staffing to align recruiting efforts with broader staffing and resourcing strategies
    • Lead firm onboarding, early career development, and retention initiatives
    • Communicate clearly and proactively with all stakeholders throughout the hiring process

What we need from you:

    • Excellent interpersonal and communication skills; able to build credibility with senior leaders and hiring managers.
    • Strong judgment and decision-making skills related to talent assessment and hiring.
    • Detail-oriented with the ability to balance process rigor and flexibility.
    • Data-informed mindset with the ability to use recruiting metrics to guide decisions.
    • Systems mindset to innovate and improve hiring process
    • Collaborative, proactive, and solutions-oriented.
    • You build strong, trusting relationships with employees at all levels.
    • You work effectively with department leadership and the People team.
    • You are passionate about doing the right thing while also being pragmatic.
    • You maintain a cool and calm demeanor in the face of conflict or challenge.

What skills & experience you’ll bring to us:

    • 5–8+ years of experience in talent acquisition, recruiting, project management or human resources, preferably in an accounting firm, but will also consider professional services experience
    • Proven experience leading campus recruiting and internship programs
    • Applicant tracking system experience, preferably with Lever
    • Strong understanding of full-cycle recruiting across multiple levels and functions
    • Experience partnering with external search firms and managing agency relationships
    • Demonstrated ability to design and improve hiring processes, interview practices, and candidate experience
    • Strong project management skills with the ability to manage multiple searches and stakeholders simultaneously
    • Process oriented and ability to bring others along in the process
    • Excellent verbal and written skills to effectively communicate with individuals at all levels
    • Problem solving skills with the ability to make recommendations through judgment that is consistent with company standards, practices, policies, or local governing laws
    • Ability to work in a fast-paced, deadline driven environment
    • Ability to earn trust, maintain positive and professional relationships, and contribute to a culture of inclusion
Seven decades, overriding focus: our people and our clients.
GHJ was founded in 1953, making us one of the oldest independent firms in the Los Angeles area. Ranked as a top 20 largest accounting firm on the Los Angeles Business Journal’s Book of Lists, the firm has 24 partners and approximately 200 staff members that serve over 3,000 clients. Our firm is a member of the American Institute of Certified Public Accountants (AICPA), the AICPA Governmental Audit Quality Center (GAQC), Public Company Accounting Oversite Board (PCAOB), the California Society of CPAs and the California Association of Nonprofits (CAN). Collaboration and maintaining strong relationships are the cornerstones of our success.
 
We are also an independent member of HLB International, a worldwide organization of over 250 member professional accounting firms and business advisors. This affiliation gives us access to the subject matter experts of other member firms and provides consulting and professional services in over 158 countries through its nearly 800 offices worldwide.
 
GHJ complies with all local/state regulations in regards to displaying salary ranges. The disclosed range estimate has not been adjusted for the applicable geographic differential associated with the location at which the position may be filled. Any offered salary is determined based on internal equity, internal salary ranges, market data, ranges, applicant's skills and prior relevant experience, certain degrees and certifications (e.g. JD, technology), for example. At GHJ, it is not typical for an individual to be hired at or near the top of the range for their role and compensation decisions are dependent on the facts and circumstances of each case. A reasonable estimate of the current range is: $110,000 - $130,000.
 
Equal Employment Opportunity
GHJ is an equal opportunity employer. In accordance with applicable law, we prohibit discrimination against any applicant or employee based on any legally-recognized basis, including, but not limited to: race, color, religion, sex (including pregnancy, lactation, childbirth or related medical conditions), sexual orientation, gender identity, age (40 and over), national origin or ancestry, citizenship status, physical or mental disability, genetic information (including testing and characteristics), veteran status, uniformed service member status or any other status protected by federal, state or local law. Our commitment to equal opportunity employment applies to all persons involved in our operations and prohibits unlawful discrimination by any employee, including Department Heads and co-workers.
 
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We may use artificial intelligence (AI) tools to support parts of the hiring process, such as reviewing applications, analyzing resumes, or assessing responses. These tools assist our recruitment team but do not replace human judgment. Final hiring decisions are ultimately made by humans. If you would like more information about how your data is processed, please contact us.