Talent Acquisition Partner

The Department
The Talent team is based in Chicago and supports the Chicago Life, Financial Risk Management (FRM), Life Technology Solutions (LTS), and Life & Annuity Predictive Analytics (LAPA) practice groups making up approximately 500 colleagues, globally. Most are in the United States, but we also have teams in Toronto, London, New Delhi and Sydney. We interface with corporate and in-country HR support, as needed, through Milliman’s Global Corporate Services (GCS) team.

The Role
The Talent Acquisition Partner reports to the Head of Talent for our group of practices and supports our recruiting, employer brand, and internship program. You will spend time in the following key domain areas (percentages are estimates and will vary from time to time with our business needs):

• Experienced Hire Recruiting – early, mid, and senior roles across all professional groups (40%)
• Campus Recruiting – intern and new graduate hiring and intern program operation (40%)
• Engagement – support an exceptional pre-onboarding, onboarding, and early employment experience, especially for our interns 10%)
• Learning & Development – Support learning for our hiring managers, interviewers, campus recruiting, and others engaged in our recruiting efforts. (5%)
• Projects – related projects and initiatives, as interest and/or bandwidth allow (5%)

We have established a strong recruiting process to attract, hire and retain exceptional talent to contribute to the effective operation and growth of our business. The Talent Acquisition Partner plays a key role in this process, and an especially key role in operation of our intern pipeline and intern program.

Your Responsibilities:

Campus Recruiting:

• Lead campus recruiting and our hiring efforts to bring in approximately 50 interns/year.
• Create customized sourcing strategies for early career talent needs for different professional groups within our business.
• Participate in screening, interviewing and selecting candidates to hire.
• Evaluate the ROI of our university relationships.
• Build and nurture relationships with key university contacts to strengthen campus recruitment strategies. Partner with those universities and our colleagues on the scheduling, planning, and logistics of campus visits.
• Bring the Milliman brand to campuses, continuing and building on our reputation of being a great place to learn and grow.
• Work with the People Team and our managers/leaders to develop and lead a successful internship program that brings best in class talent to our new graduate hiring pipeline.
• Be the key point of contact for our interns prior to, and during, their work term with us.

Experienced Hire Recruiting:

• Conduct screening interviews to decide who moves forward into an interview process.
• Directly source candidates using LinkedIn Recruiter. This will save agency fees.
• Support managers and hiring teams filling experienced talent roles. Share your talent acquisition expertise to deliver a great experience to both our managers and our candidates.
• Create customized sourcing strategies for experienced hire talent needs for different professional groups within our business.
• Be the primary point of contact, and partner with, our agency recruiting partners.

Ways of Working:

• Continuously seek to make our programs better. Bring your own ideas, be innovative, and challenge our thinking as we work to improve.
• Focus on strategic talent sourcing and hiring to meet our business needs.
• Take a consultative approach to working with our leaders and colleagues. This works best within our culture. Your ideas and contributions are valued.
• Proactively identify issues/risks, recommend solutions, implement solutions, and continuously seek to overcome hurdles to drive results. Creative solutions are often needed so be willing to look beyond current processes or precedents.
• Work collaboratively with HR and hiring managers to remove barriers for qualified candidates to be hired into our organization.
• Support a culture of inclusion and belonging for all candidates and colleagues.
• Seek your own continuous learning opportunities from both within the firm and externally.

Job Knowledge, Experience Skills

Job Knowledge Required:

• Bachelor’s degree in Human Resources, Business, or a related program of study.
• Minimum of five years’ work experience in a recruiting role (professional services and technology recruiting is strongly preferred).
• Experience with campus recruiting.
• Experience using LinkedIn Recruiter for sourcing.
• Proficient with Microsoft Office Suite (Excel, PowerPoint, Word, Outl