Are you READY to join a fast-growing company and be a part of an inspiring mission?

Named one of Austin’s fastest-growing companies and one of the best places to work for 10 consecutive years, Q2 offers our employees a culture fueled by highly engaged, motivated, and compassionate team members. These team members are dedicated to Q2’s core mission: building stronger, more diverse communities by strengthening the financial institutions that serve them. This mission drives us to celebrate diverse backgrounds, talents, and points of view and develop, encourage, and recognize #Q2peeps for their unique abilities, perspectives, and commitment to community.

Q2 is looking for a Talent Acquisition Strategist who will be responsible for the design, development, and delivery of initiatives and programs that will be critical to achieving our strategic goals and the positive results we seek to create for Q2 and the communities we support. This role will be accountable for developing innovative talent strategies and programs in such areas as Diversity Equity & Inclusion (DEI), Talent Branding, Community Engagement, and Internal Career Mobility. This role will need to demonstrate expertise and knowledge in enhancing DEI (and other) results while collaborating with senior leadership in the design and launch of said initiatives. This portfolio of programs and initiatives will need to be closely orchestrated across different stakeholder groups to maximize their positive results for both internal and external groups and beyond Q2’s population.

Attributes & Responsibilities:

Success will require bringing to life a comprehensive strategic design and measuring the timelines, milestones, delivery, and success of those plans. Your ability to influence, facilitate, communicate, and collaborate will be essential to the role. The ideal candidate will be well organized and possess strong communication skills that can be applied successfully across various audiences and organizational levels. It is also essential that this individual maintain a high level of engagement, while balancing a wide array of tasks that may be strategic, programmatic, planning, or tactical execution. You must be able to work well across all cross-functional areas of Q2, including senior leadership.

This role must understand the organization’s direction and business planning objectives to personify its identity as an employer of choice successfully. It is also essential that this individual can engage, balancing a mix of strategic, programmatic, and planning, and work well across all cross-functional areas of Q2, including senior leadership. To do this, you must be obsessive about excellent candidate experience and commit to being creative along with us to help build the most inclusive, engaging, and effective recruiting strategy ever. 

• TA Strategy & Direction: Stay on top of trends, best practices, and inclusion-related matters. Develop short- and long-term plans for improving diversity recruiting efforts and crafting innovative data-driven solutions. Be a team-player, and trusted advisor, that will partner with Q2 leadership and key stakeholders such as the Q2 DEI Lead, Executive Leadership Team, Talent Acquisition, HRBPs, external groups (communities), and the broader Q2 population.

• Operational Excellence:  Lead the execution of programs with rigor and precision. Develop new methods and to tools to drive repeatable realization of program goals.

• Informed Decisions & Analytics: Leverage existing and develop new methods for business case creation and management. Drive programs based on business case findings and expected outcomes.

• Budget Oversight: Develop, manage and standardize global dashboards for budget and performance tracking of partnership agreements. Track progress, measure success, and report on learnings and key outcomes from recruiting program initiatives. 

• Understanding of Market and Talent Pools: Possesses the industry knowledge and ability to leverage tools to research and understand the market across the technical and business functions. Ability to adjust strategies based on known factors and advise talent team on best tactics to resolve immediate talent gaps.

• Cross Functional Influence & Change Management: Be able to engage Talent Acquisition on strategic initiatives and develop self-sustainable processes in partnership with HRIS or key leadership to implement resources and tools. Develop change management strategies by identifying key stakeholders, approach, and communication plans for implementation of new processes, technology, and/or tools.

• Delivery & Execution: Execute against opportunities and strategies. Collaborate with recruiting leadership to drive operational excellence across Talent Team to drive accountability for diverse hiring efforts, leverage data, and determine how we communicate our commitment to creating a diverse workforce.

• Refresh existing programs: Gain an in depth understanding of Q2’s current diversity recruiting practices, build a strategy to support efforts, take a breath and build an even better strategy that no other company has ever thought about. Develop holistic strategies that touch on candidate experience, candidate assessment, inclusivity, and learning to support investments in diversity recruiting.

• Communications: Build strong connections with employee resource groups (communities), hiring managers, and overall team to share results, gain insights and drive change to ensure a highly diverse teams across all functions.

In terms of how you’ll do it, when it’s all said and done, you will have demonstrated leadership, fortitude, creativity, influence, people instincts, and the ability to be both strategic and operational.

Other Key Deliverables:

• Partner with talent team to develop a strategy to source and attract talent from underrepresented groups and create an inclusive candidate experience.

• Partner with Q2’s DEI Lead, hiring leaders, and People Team on related expansions by conducting market research, building local relationships with diverse organizations, identifying recruiting targets and metrics, and documenting and communicating overall recommending plan.

• Program management oversight for external recruiting relationships (e.g. /dev/color, GHC, NSBE, SHPE, AfroTech and other identified diverse related recruiting partnerships.)

• Work with internal teams to include Government Relations & Public Affairs, and Internal / External Communications to integrate DEI initiatives and Employee Resource Groups (Communities) activities into broader company-wide recruiting strategies e.g. Career Pathways - HBCU Connect.

Qualifications:

• Must be avid learner with a passion for acquiring new knowledge and information (No degree required – candidates possessing higher education, practical or related experience are welcome!)

• Minimum of 5 - 8 years of related experience leading organizational strategy, projects, and programs; with a preference for 7+ years of experience

• Proficient analytical, organizational and project management skills; strong interpersonal and written/verbal communication skills

• A background in Recruiting, Talent Development or related fields

• Ability to be flexible, adaptable and solutions-oriented in the face of a rapidly changing business environment

• Passion for trying, learning, improving, and sharing best practices

• Proactive team member with excellent attention to detail and follow through

• Ability to balance competing priorities in a fast-paced environment, and push back on leaders when necessary

• Strong sense of urgency to drive projects to completion

• Some travel may be required

At Q2, our goal is to be a diverse and inclusive workforce that fosters mutual respect for our employees and the communities we serve. Q2 is an equal opportunity employer and does not discriminate on the basis of race, national origin, gender, gender identity, sexual orientation, protected veteran status, disability, age, or other legally protected status.