Operations Human Capital Senior Associate

Due Diligence and Pre-Transaction

• Evaluate the effectiveness of portfolio company C-Level and senior leadership teams
• Utilize 3rd party behavioral and leadership assessment, Pinsight, to evaluate existing Portfolio Company executive (CFO, CEO, COO) performance and potential
• Negotiate employment agreements with CEO/CFO/COOs as needed
• Manage and update executive agreements, compensation, benefits, in executive compensation tracker

Portfolio Company Management

• Lead talent acquisition process to backfill Sr. Management teams at portfolio companies, including but not limited to: CEO, President, COO, or CFO
• Utilize existing MGC network to determine sourcing method, whether through referrals, internal recruiting (through various job posting or recruiting tools), or 3rd party recruiting firms
• Initiate executive searches for respective portfolio company, engaging 3rd party executive recruiters (external) and MGC Partner and Director of Operations (internal)
• Per open position, conduct 3rd party interviews with Partner and identify and engage one retained search partner
• Interview 3rd parties based on niche, turnaround time, diversity screening capabilities, bandwidth, etc.
• Kick-off search with recruiting partner, MGC Partner, and Directors of the Operations team to solidify position requirements
• Create recruiting materials and position summary for each respective portfolio company hiring need to be provided to both the potential candidate and the 3rd party search firm, including:
• Company Profile
• Candidate Profile
• Target Company List
• Act as primary contact with search firm to drive direction of search, inquiring and challenging metrics such as, candidate response rate, number of candidates yielded (via search/recruiting tool) per target company list and existing requirement
• Act as liaison between 3rd party firm and internal MGC stakeholders, utilizing candidate references and/or Pinsight scores to influence feedback
• Conduct and lead Executive Interviews, Pinsight assessment process, C-level STAR Interviews, and BOD Interviews
• Generate and distribute feedback for each interview
• Work with Partner to generate executive offer letter(s), employee agreement (EA), and transaction bonus agreement (TBA)

Executive Management

• Collaborate with leadership to regularly update executive status and performance at Portfolio companies (i.e., new, performing, under evaluation, underperforming, replace process, interim)
• Lead and evaluate the hiring process for C-Level portfolio company professionals
• Lead process to identify and hire independent Board of Director (BOD) members
• Identify individual or organizational performance issues and address leadership gaps within the portfolio company
• Proactively source, screen, and evaluate passive candidates, i.e., C-suite, Interim professionals and Board Member candidate resumes, and document candidate profile in DealCloud
• Utilize DealCloud for C-level, Interim Executives, and Board Member sourcing and tracking

Board of Directors Activities

• Communicate with 3rd party and/or the executive candidate to set expectations and supply relevant materials for the Board of Directors (BOD) presentation as last step in the C-suite interview process
• Initiate introductions and coordinate one-on-ones with identified portfolio company management team and executive candidate for BOD presentation prep
• Coordinate and schedule BOD Interviews with the Chairman of the Board, Partner(s), Director of Operations, the Company Industry Expert BOD Member, and the Company BOD Audit Chair

• Bachelor’s degree in psychology, labor relations, business management, human resources, or communications
• 5-7 years’ experience in one or more of the Human Capital specialty areas, including professional development or training, talent acquisition, and/or full lifecycle technical and/or executive recruiting
• 3+ years of vendor management experience, specifically managing third-party recruiting, human resources (HR), or miscellaneous consultants and resources as an extension of the organization’s internal and external HR practices
• Technical and practical knowledge of internal/organizational recruiting, hiring, and retention, external/Portfolio Company Executive Search, and internal onboarding and professional development planning for early and mid-level employees