SSA & Company is hiring a

Managing Director, G100 Talent Consortium

New York, United States

The Role

The Managing Director of G100 Talent Consortium will provide leadership planning and implementation of G100 Talent Consortium; manage relationships with Fortune 1000 CHROs. Join a highly professional group dealing with leading CEOs, Directors, CHROs and senior executives on key issues facing their businesses.  The Managing Director of G100 Talent Consortium will be a member of the G100 Network Executive Committee.

 

G100 Overview

G100 Network is a network of premier learning communities focused on the CEO agenda. The members of our learning communities are able to run companies better through valuable connections and structured conversations among current, recent, and future CEOs, as well as directors, senior leaders, and rising executives. We have offices in New York, Aspen and Santa Monica.

 

 

G100 Talent Consortium

G100 Talent Consortium is a private group of chief human resources officers across a diverse range of industries focused on the evolution of human resources and talent development to drive business results and sustain competitive advantage.

Members gather twice each year for off-the-record, candid conversations on aligning strategy and talent development, capability building, succession planning for critical roles, coaching the senior team, and managing culture. Members have access to a rich advisor network and regional meetings throughout the year.

A unique aspect of G100 Talent Consortium is the joint meeting, held every other year, with the CEO members of G100, the premier forum for global chief executives. The joint session tackles such issues as aligning talent with the best opportunities and mobilizing talent for critical action. Both CEO and CHRO members tell us they develop breakthrough insights at these sessions.

 

Responsibilities

The Managing Director will lead the planning and implementation of G100 Talent Consortium meetings and activities throughout the year; manage relationships with existing members and expand membership. The Managing Director will be supported by sales and marketing, program

development and event planning in these efforts. The Director must be able both to maintain and improve existing programs and to take leadership for new initiatives. Specifically, the Managing Director will:

 

  • Nurture relationships with existing members through regular contact by phone, in person and at member meetings.

 

  • Grow the member base through personal connections and by accessing members’ networks and G100’s existing network.

 

  • Identify timely and relevant topics and speakers that will help equip members to become better business partners to their CEOs and business leaders.

 

  • Leverage and develop new external relationships to attract prestigious thought leaders, speakers and discussion leaders for the meetings.

 

Location:  Flexible

 

Professional Requirements

  • Successful track record in human resources, business operations or management consulting, with a proven ability to engage and build relationships with senior executives, particularly in HR. Experience with multiple industry sectors/business models is a plus.

 

  • Deep understanding of the themes and critical issues facing human resources and talent development in global companies as well as the executives, subject matter experts and thought leaders at the forefront of these themes and issues.

 

  • Track record of developing new business and clients, as well as new strategic partners from sizable organizations.

 

  • Ability to build on and “work” a personal network and the existing G100 network of relationships to increase membership.

 

  • Ability to work and produce in a small firm with minimal supervision.

 

  • Entrepreneurial drive, innovative capabilities and track record of adding economic value.

 

Personal Attributes

The following characteristics and values will be critical to the success of the candidate:

  • Ability to Connect and Engage: Must be able to quickly connect and engage with senior HR executives strategically, intellectually and emotionally.

 

  • Self-Directed: Motivated, energetic and creative; requires little day-to-day direction but open to feedback and guidance.

 

  • Authentic and Service-Oriented: Genuine and “real;” builds appropriate rapport and effective relationships; committed to providing real value and support to members; a “people person,” who finds satisfaction in helping and building relationships.

 

  • Charismatic and Comfortable as a Presenter/Leader: Able to lead a group of senior HR executives and moderate discussions effectively.

 

  • Collaborative: Comfortable with consensus but able to be assertive; an expert in building a collaborative culture, both with members and within the company.

 

  • Practical and Results-Oriented: Focused on relevant business issues; driven to show results; can “connect the dots” in real time.

 

  • Strategic: Able to quickly understand and discuss members’ industries, businesses, strategic situations and challenges; able to see and discuss macro-economic and industry big picture and its relevance; able to add value as conversation partner; able to identify and pass on valuable best practices.

 

  • Direct and Open: Concise, articulate, constructive and plain-speaking as a communicator; communicates effectively orally and in writing; able to respond to direct and constructive confrontation without defensiveness; self-confident and resilient.

 

  • Ethical & Trustworthy: Widely trusted and keeps confidences; able to be direct and candid while presenting “real truth” in a helpful manner.

 

  • Professional: Consistently displays motivation and enthusiasm in presence, confidence, and demeanor.

 

Education

 Advanced degree desired.

 

Compensation

Competitive base salary and benefits, plus incentive compensation based on personal and company performance.