Howard Hughes Corporation

The Opportunity

Howard Hughes Holdings owns, manages, and develops award-winning master planned communities, as well as operating properties and development opportunities including: The Seaport in New York; Downtown Columbia®, Maryland; The Woodlands®, The Woodlands Hills®, and Bridgeland® in the Greater Houston, Texas area; Summerlin®, Las Vegas; Douglas Ranch®, Phoenix and Ward Village® in Honolulu, Hawaii.

As we continue our commitment in creating innovative placemaking we have formed Seaport Entertainment. Seaport Entertainment, a newly formed division comprising the company's entertainment-related assets in New York and Las Vegas—including the Seaport in Lower Manhattan and the Las Vegas Aviators® Triple-A Minor League Baseball team, as well as the company's ownership stake in Jean-Georges Restaurants and its 80% interest in the air rights above the Fashion Show Mall, which are intended to be used to create a new casino on the Las Vegas Strip.

Howard Hughes Holdings Inc. is establishing Seaport Entertainment with the intention of completing its spinoff as a publicly traded company by year-end 2024. The planned separation of Seaport Entertainment from Howard Hughes would allow the new company to operate independently as a pure-play entertainment enterprise, equipped with a robust team of industry leaders to ensure its long-term success.

The Role

The Vice President , Talent Acquisition will be responsible for the strategy, process, technology and on-boarding world calss talent for Seaport Entertainment. They will develop and guide SEG’s recruitment strategy and related processes, focusing on creating innovative sourcing and outreach strategies that result in diverse candidate pools, a top-notch candidate experience and using data analytics to continuously improve the process and outcomes. This person will be critical in helping scale the company from both a people and process perspective, with the goal of maintaining an exceptionally high bar for the talent we bring into the organization and the hiring processes we use to accomplish that end. This individual will report to the Chief People Officer and will be a member of SEG’s HR Leadership team to ensure recruitment practices and programs support SEG’s business strategies, goals, values and culture.

What You Will Do

• Develop and maintain a recruitment strategy and supporting initiatives to build a full life-cycle process—from sourcing to onboarding--with an emphasis on talent pipeline development, to ensure we meet current and future workforce needs
• Build multiple and innovative ways to identify top talent, in addition to the effective use of social networking and research tools, as well as traditional sourcing techniques (e.g., company website, social media, job boards, career fairs, university relations and employee referrals).
• Ensure ATS meets the current and future business needs
• Coordinate all offer details and approvals with Senior Leadership.
• Provide recruitment counsel and guidance to hiring managers and senior staff, including hiring and employment trends and competitive intelligence and research comparable companies or industries.
• Partner with appropriate nosiness leads to develop and implement a set of strategic programs to communicate our “employer brand” to further enhance our ability to attract an optimal blend of skills across all functional areas.
• Ensure appropriate use of metrics to assess recruiting status, including quality, diversity, hiring cycle time, cost per hire, turnover, competitive hiring measures, and new hire engagement measures.
• Manage relocation and immigration programs and contractual relationships with contract recruiters, placement agencies, conference sponsors and internet job search sites

About You

• Bachelors or Master’s degree and 8-10+ years of full life-cycle recruiting experience.
• Demonstrated experience in building and scaling recruiting functions in a start-up environment and devising innovative strategies to source and build diverse talent pipelines.
• Experience in utilizing applicant tracking systems to support recruiting and reporting requirements.
• Dedication to the highest level of quality in identifying top talent, providing exceptional client service and in building and maintaining an optimal candidate experience.
• Exceptional interpersonal, written and verbal communication skills - impeccable communications and attention to detail are critical competencies.
• Strong leadership skills and a minimum of 5 years of people management experience
• Excellent business and quantitative acumen and demonstrated ability to use data and metrics to drive effectiveness in the recruiting process.
• Ability to collaborate cross-functionally, influence the organization at all levels and demonstrated savvy in advising and partnering with senior leaders.
• Excellent project and program management skills with superior attention to detail.
• Team player, proactive and willing to roll up their sleeves to get the job done.

This job description is not meant to be an “all-inclusive” list of the duties and responsibilities of this job. Other related duties and responsibilities may be assigned. The Howard Hughes Corporation reserves the right to change or modify job duties as necessary based on business necessity.

NOTICE TO THIRD PARTY AGENCIES

Please note that Howard Hughes does not accept unsolicited resumes from recruiters or employment agencies. In the absence of a signed Recruitment Fee Agreement, HH will not consider or agree to payment of any referral compensation or recruiter fee. In the event a recruiter or agency submits a resume or candidate without a previously signed agreement, HH explicitly reserves the right to pursue and hire those candidate(s) without any financial obligation to the recruiter or agency. Any unsolicited resumes, including those submitted to hiring managers, are deemed to be the property of The Howard Hughes Corporation.