Location: Cincinnati, Ohio (Hybrid)

Employment Type: Full-time

Department: Human Resources

About the Role / Position Summary

Talent Programs & Recruiting Partner is accountable for full-cycle recruitment and onboarding for the firm. Responsibilities include proactively filling roles by partnering with managers and the Head of HR to identify talent needs.

Why Work at FEG? / About the Company

FEG is an independently owned advisory firm that provides investment consulting, outsourced chief investment officer (OCIO), and research services to predominantly institutional clients1, such as university endowments, private and public foundations, religious organizations, healthcare institutions, corporate retirement plans, and select family offices.

Founded in 1988, FEG has served communities both directly and by helping our clients fulfill their missions, for over 37 years. FEG employs 140+ professionals across offices in Cincinnati, Ohio, Dallas, Texas, and Indianapolis, Indiana, with approximately $100.4 billion2 in client assets under advisement.

What You’ll Do / Position Responsibilities

Talent Attraction, Sourcing & Recruitment Strategy: Develop and execute innovative recruiting strategies that leverage both traditional and non-traditional sourcing methods to identify, attract, and engage high-quality talent. Utilize specialized recruiting channels, job boards, industry networks, and strategic partnerships to build strong candidate pipelines and support organizational hiring objectives.
Talent Acquisition, Candidate Assessment & Hiring Management: Lead recruitment activities through direct sourcing, agency management, and full-cycle hiring processes. Partner with hiring managers to understand workforce needs, define position requirements, evaluate candidates, conduct interviews, verify qualifications and references, and ensure hiring decisions align with organizational goals and talent requirements.
Candidate Experience & Employer Brand Development: Deliver a positive and engaging candidate experience throughout the recruitment lifecycle by maintaining effective communication, providing timely feedback, and ensuring professional interactions at every stage of the hiring process. Support employer branding initiatives that strengthen the organization's reputation as an employer of choice.
Recruitment Compliance, Policy Administration & Employment Practices: Maintain knowledge of employment legislation, recruiting regulations, and compliance requirements while supporting managers through hiring processes and policy implementation. Recommend improvements to recruitment procedures and provide training and guidance that promote compliance, consistency, and effective hiring practices.
Employee Onboarding, Training & Development Support: Coordinate onboarding activities and support employee training and development initiatives that facilitate successful new hire integration, strengthen employee engagement, and enhance workforce capabilities. Assist in delivering programs that support professional growth and organizational effectiveness.
Workforce Planning, Talent Partnership & Business Alignment: Serve as a strategic talent partner to business leaders by developing a deep understanding of organizational objectives, workforce trends, and staffing needs. Collaborate with hiring managers to create recruiting strategies and workforce plans that align talent acquisition efforts with business priorities.
HR Analytics, Recruiting Metrics & Workforce Insights: Gather, analyze, and interpret workforce and recruiting data, including time-to-hire, turnover, sourcing effectiveness, and other talent metrics. Provide reporting and actionable insights that support talent acquisition strategies, workforce planning efforts, and continuous improvement initiatives.
Market Intelligence, Industry Engagement & Professional Development: Maintain current knowledge of recruiting trends, labor market conditions, industry developments, and talent acquisition best practices through ongoing professional education, networking, participation in industry organizations, and engagement with recruiting communities.
Compensation, Employer Competitiveness & Talent Strategy: Support organizational competitiveness by monitoring compensation trends, evaluating job offers, recommending improvements to talent programs, and identifying opportunities to enhance benefits, workplace offerings, and employee value propositions that strengthen talent attraction and retention efforts.
Talent Acquisition Process Improvement & Organizational Effectiveness: Continuously evaluate recruiting processes, sourcing strategies, hiring practices, and talent management initiatives to improve efficiency, candidate quality, and hiring outcomes. Contribute recommendations that strengthen organizational attractiveness, support workforce growth, and improve overall talent acquisition performance.

What We Require / Minimum Qualifications

Bachelor’s degree in HR, business or related field
2-6 years work experience in HR or a similar field, preferably finance/investment related.
Ability to identify and resolve/escalate complex problems with minimal guidance.
Experienced in Microsoft Office, Excel, PowerPoint, and SharePoint with strong attention to detail, excellent written and verbal communication skills, and a high work ethic and confidentiality.
Exemplary knowledge of sourcing, salary negotiations and workforce planning.

What You’ll Bring / Knowledge, Skills, and Experience

Ability to identify and resolve or appropriately escalate complex issues with minimal guidance.
Experienced in Microsoft Office, Excel, PowerPoint and SharePoint with strong attention to detail, and excellent written and verbal communication skills.
Listen and learn while still taking full ownership of individual scope of work.
Engage collaboratively with clients, investment teams and peers.
Prioritize effectively and decisively across complex teams and competing priorities.
Enjoy working in and learning about the financial investment industry.

What We Offer / Benefits & Compensation

Competitive compensation and bonus opportunities commensurate with qualifications and performance.
Employer-paid life, Short-Term Disability and Long-Term Disability coverage plus subsidized Medical, Dental, & Vision plans.
Wealth Benefits including 401(k) and ESOP Programs with company contributions.
Paid Time Off (Holidays, PTO, Parental Leave).
Flexible work options designed to support work-life balance while maintaining productivity and collaboration.
Employee-led culture committees focused on engagement, well-being, diversity, and a positive workplace environment.
A structured mentorship program that fosters professional growth, knowledge sharing, and leadership development through meaningful one-on-one connections.
Tuition reimbursement for approved educational programs to support continued learning and career development.
Reimbursement for eligible professional certifications and industry-recognized designations.
Access to comprehensive wellness programs that support physical, mental, and overall well-being.

Work Authorization Requirement

FEG Investment Advisors is committed to fostering diversity and maintaining equitable, inclusive hiring practices. At this time, we are not able to provide visa sponsorship for this role. All candidates must already have legal authorization to work in the United States at the time they apply and remain authorized throughout their employment, without requiring current or future sponsorship.

LIMITATIONS AND DISCLAIMER

The above job description is meant to describe the general nature and level of work being performed; it is not intended to be construed as an exhaustive list of all responsibilities, duties and skills required for the position.

All job requirements are subject to possible modification to reasonably accommodate individuals with disabilities. Some requirements may exclude individuals who pose a direct threat or significant risk to the health and safety of themselves or other employees.

This job description in no way states or implies that these are the only duties to be performed by the employee occupying this position. Employees will be required to follow any other job-related instructions and to perform other job-related duties requested by their supervisor in compliance with Federal and State Laws.

Requirements are representative of minimum levels of knowledge, skills and/or abilities. To perform this job successfully, the employee must possess the abilities or aptitudes to perform each duty proficiently. Continued employment remains on an “at-will” basis.

1Institutional clients include Charitable organizations, Community Foundations, Corporate, Healthcare, Higher Education, Independent Schools, Insurance, Native American Tribes, Private Foundations, Public Funds, Religious organizations, and Taft Hartley. Nonprofit clients include Charitable organizations, Community Foundations, Healthcare (nonprofit), Higher Education, Independent Schools, Private Foundations, and Religious Organizations.

2As of March 31, 2026, Assets under Advisement (AUA) include discretionary and non-discretionary assets of FEG and its affiliated entities. These assets are typically non-discretionary. Some asset values may not be readily available at the most recent quarter-end; therefore, the previous quarter's values were used and may be higher or lower depending on current market conditions. Of the $100.4bn in AUA, FEG's total assets under management (AUM) of $19.3bn includes discretionary of ($16.7bn) and non-discretionary AUM ($2.5bn).

FEG Investment Advisors is an Equal Opportunity Employer. FEG Investment Advisors does not discriminate in its employment decisions based on race, religion, color, national origin, sex (including pregnancy, gender identity and sexual orientation), age (40 or older), disability, veteran or military status, genetic information, or any other basis that would violate any applicable federal, state, or local law.

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