Director, Human Capital

Westwood, MA, United States

Westwood Holdings Group, Inc. is a focused investment management boutique and wealth management firm. Founded in 1983, Westwood is a diversified financial services firm that offers a broad array of investment solutions to institutional investors, private wealth clients and financial intermediaries. The firm specializes in several distinct investment capabilities: U.S. Value Equity, Multi Asset, Energy & Real Assets, Income Alternatives, Tactical Absolute Return and Managed Investment Solutions, and are made available through separate accounts, the Westwood Funds family of mutual funds and other pooled vehicles. Westwood benefits from significant, broad-based employee ownership and trades on the New York Stock Exchange under the symbol “WHG.” Based in Dallas, Westwood also maintains offices in Chicago, Houston and San Francisco.

ABOUT THE ROLE

Responsible for developing tactical and strategic HR support for leaders and employees by taking an active role in understanding the business and employee issues. Partners with management and employees to facilitate and implement policies and practices in support of the company’s business plans.

A DAY IN THE LIFE

Strategic

Develop policies, programs, and solutions with managers and other members of the Human Capital team to meet department and firm objectives

Formulate partnerships with managers by contributing to their teams through a value-added HR approach finding ways to build morale, improve workplace relationships and boost productivity and retention

Leverage insights to influence all levels of the organization, coaching the team and effectively handling complex employee situations that could have organizational impact

Ensure the effective implementation of HR policies, methodologies and guidelines within the organization are supported

Talent Management

Lead recruitment initiatives throughout the organization including managing the pre-recruiting, onboarding and post-onboarding initiatives

Create an effective strategy and employee value proposition that is aligned with Westwood’s vision and core values to attract and hire exceptional and diverse talent

Track, analyze, and utilize key talent metrics and headcount reporting to support current and future hiring needs, identifying opportunities for improvement and recommending solutions

Evaluate current hiring process and introduce best practices to streamline and enhance the overall candidate experience

Manage job boards, employee referrals, and other recruiting tools to identify top talent

Performance Management

Lead the administration of Westwood’s performance management initiatives utilizing our performance management system

Coach and mentor managers at all levels in effective management and leadership techniques

Deliver guidance and consult with leaders and legal on employee relations issues including but not limited to investigating, coaching, advising, severance and termination proceedings when necessary. Acts as a neutral party, counted on to advocate for a balanced perspective

Partner with managers and Head of HC to identify and assess talent and coach managers in the establishment of development plans

DEI/Affirmative Action

Manage strategic development of Diversity & Inclusion Committee; select appropriate methods to achieve IDC goals while providing proactive solutions to any issues in conjunction with senior managers

Develop and maintain Affirmative Action Program; files EE0-1 and other government reports; and maintain other records, reports and logs to conform to EEO regulations

Other duties as assigned

WHAT YOU'LL NEED

Bachelor’s degree in a related field

Minimum Specific Experience Required:

10+ years of relevant work experience required

WHO YOU ARE

A strong internal customer orientation and lens with a “how can I help” approach.

Strong verbal and written communication skills.

Ability to establish a client relationship based on clear expectations and an agreement on deliverables.

Solid time management abilities with desire to acquire strong analytical and problem-solving skills.

Ability to create and utilize HR data to establish reports and monitor policies and guidelines.

Understanding of interpersonal relationships and organizational behavior.

Inquisitive approach to solving complex or unfamiliar problems, seeking appropriate inputs to develop optimal solutions; ability to assess situations and make judgments based on practice or previous experience.

Demonstrated knowledge of coaching concepts and methods to encourage, motivate, and guide individuals or teams in learning and improving effectiveness.

Results and detail-oriented team player able to think out of the box to drive results.

Demonstrated ability to facilitate organizational change and foster linkage between business objectives and human capital activities.

Project management skills to handle multiple projects simultaneously, remains flexible in a demanding work environment, and adapts to rapidly changing priorities.

Consistently acts with highest integrity.

Proficient in Microsoft Office.

WHAT YOU'LL GET

Competitive Salary, benefits and 401K company match that vests immediately upon participation.

Parental leave & PTO policy.

Collaborative, dynamic work environment within a fast-paced, mission-driven company.

PHYSICAL DEMANDS

This physical demands required to perform the essential duties successfully are consistent with a professional office environment.

TRAVEL

This position requires infrequent travel, less than 5% of the time. Most travel is within the local area and may be outside of normal work hours.

This job description may be subject to change at any time.

WHAT TO EXPECT NEXT

We look forward to receiving your application. A member of our Human Capital team will review your application and qualifications. If interested, you will be contacted for an interview.

Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities

The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor’s legal duty to furnish information. 41 CFR 60-1.35(c)

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