Summary
About this role
Role Overview
This role is approximately 60% recruiting execution and 40% people programs, systems, and implementation. You will personally execute recruiting while also designing, building, and rolling out scalable people processes.
Key Responsibilities
Recruiting & Hiring (≈60%)
• Own full-cycle recruiting for most non-Director roles
• Partner with hiring managers on role definition, intake, and hiring decisions
• Manage candidate pipelines, interviews, and offer execution
• Support Director+ searches by managing process and administration (search strategy retained by CHRO)
• Coordinate with recruiting agencies and enforce work-product standards
• Track recruiting metrics and improve candidate experience
Recruiting Process & Manager Interview Capability
• Design structured recruiting processes that can be followed consistently
• Create interview guides, interviewer scorecards, and hiring manager intake templates
• Develop and deliver hiring manager interview training
• Reduce variability, bias, and execution risk in hiring decisions
People Programs, Systems & Implementation (≈40%)
• Build and implement onboarding programs beyond administrative tasks
• Partner with HR Generalist to operationalize onboarding and lifecycle processes
• Review, clean up, and improve HR workflows and system usage (ADP required)
• Define what belongs in ADP versus external tools
• Create clear, documented HR processes and playbooks
• Support performance management and talent review cycles
• Lead change management and adoption of new processes
What Success Looks Like
Within 6–12 months:
• Recruiting operates smoothly without daily escalation
• Managers are trained and confident interviewers
• Interview guides and hiring processes are consistently used
• Onboarding is structured and repeatable
• ADP workflows support the business instead of creating friction
• HR execution errors materially decrease
• CHRO is focused on strategy, not daily troubleshooting
Experience & Qualifications
• 7–10 years of experience in recruiting, HR, or people operations
• Direct, hands-on ADP configuration and workflow experience (required)
• Proven experience building and implementing recruiting and onboarding programs
• Strong project management and change management capability
• Experience in professional services, multi-entity, or PE-backed environments preferred
Other facts
About Marshall & Stevens Inc
Marshall & Stevens has been a leader in the valuation and appraisal industry since its founding in 1932. Our diverse professionals have experience in a wide variety of valuation disciplines, public and private company transactions, and matters of dispute. Marshall & Stevens is relied upon to assist with domestic and international transactions, providing independent Fairness Opinions, Solvency Opinions, and valuations of businesses, securities, assets, and real estate. Our investigative accounting, damages calculation, and litigation specialists service a wide variety of dispute and litigation matters. The great majority of our work is referred by lawyers, accountants, wealth managers, insurance and financing sources, and past clients.
What you'll do
- The HR Manager will execute full-cycle recruiting for non-Director roles and design scalable people processes. They will also manage candidate pipelines, improve HR workflows, and support onboarding and performance management.
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