Job Description

The Associates are expected to work pro-actively and efficiently on multiple client engagements through the combination of solid project management skills, proactive and quality search execution, ownership mentality and strong, team-oriented delivery to specific client needs. Each assignment is driven by a team, including at a minimum a Consultant, Associate and Executive Assistant. There are times when an Associate may be working with multiple team members located in different geographies.

Based in Singapore, the Associate will have a primary focus in executive search and a secondary in LAS.

Executive Search Skill sets include strong communication and assessment abilities applied to evaluating business experience and professional competencies of top executive talent as they relate to a client’s specific need.

Successful candidates for the Associate position will also have project management ability, results orientation, rigorous attention to details, intellectual curiosity and enjoy the challenge of working internally with a variety of consultants, and externally with diverse, senior-level executives and board members. Associates will be expected to acquire deep and insightful candidate pool knowledge over time which would be related to a specific industry, function or geography.

LAS Supports Consultants in the full execution of client engagements, including the deep dive, multi-method assessment of executives, teams and organizations, and the formulation of written materials relative to assessment and development findings. The Associate contributes actively at all stages of the engagement lifecycle- from business development/RFP through to advisory recommendations and client/participant feedback.

The LAS practice serves as an innovation hub for the broader firm. In addition to executing client engagements, the Associate serves as a subject matter expert relative to Spencer Stuart’s proprietary culture products and solutions. They play an important role in the education and training of internal colleagues (both LAS and Search) regarding product offerings and participate actively in internal initiatives for LAS product development and the build-out of the practice infrastructure.

KEY RELATIONSHIPS

Reports to

Research Director (solid line)

Consultants (on assignment basis)

Other key relationships

Office Manager

Consultants

Research Team

Executive Assistant Team

KEY RESPONSIBILITIES

Primary Focus – Executive Search

• Contribute actively to the start-up phase of the search by participating in client kick-off meetings with the Consultant(s) and assisting in the development of the search strategy and target list of companies. As appropriate contribute to winning client pitches by providing benchmark candidate profiles and other background information.

• Gather relevant information regarding the appropriate industries and target companies, including identifying potential prospects and sources.

• Represent client effectively in the marketplace and present a comprehensive universe of qualified candidates by partnering with the Consultant(s) and observing aspects of confidentiality throughout the search process. Anticipate needs to drive the search to closure and be prepared to supply additional information, such as related industry trends, market findings, reaction to the opportunity, compensation data, etc., gained during the course of a search.

• Communicate effectively with the search team, including Consultant(s), other Associates/Senior Associates and Executive Assistant(s) and remain fully abreast of search developments in order to communicate accurately and credibly regarding the assignment.

• Prepare organized information for the client progress report/meeting by teaming with the Consultant(s) and the Executive Assistant(s). Provide an informed perspective on prospects/candidates and how they line up against the key selection criteria outlined by the client.

• Ensure up to date assignment, company and candidate information during the course of an assignment is always available for colleagues, by leveraging technology and information from the Firm’s state-of- the-art, proprietary database (Quest), recording all relevant candidate details using the Initial Assessment function.

• Be aware of activities and changes in general business and in the industry/functional areas where specialized. Add to the Firm’s knowledge by identifying and beginning to develop expertise in a defined industry, functional or geographic candidate pool.

• Be willing and proactive about contributing to local, practice or Firm-wide initiatives. Coordinate and share practice related information to the KM for potentially broader distribution, participate in practice calls and meetings as appropriate.

• Adopt and adhere diligently to Firm policies and standards for candidate validation, documentation and assessment as well as demonstrating professional behavior and living our values (including adherence to Red Book, Quest policies etc.)

Candidate Profile

IDEAL EXPERIENCE

A minimum of 4 years of experience

In a relevant executive search, leadership advisory or strategy consulting environment, or corporate Human Resources Management with a focus on organizational development and/or organizational culture consulting, and/or a role where multiple projects and competing demands are the norm.

Domain or Subject Matter Expertise

Domain expertise in an industry or functional area would be helpful. Prior experience related to the application and interpretation of psychometric instruments will be highly advantageous.

International

International mindset and ideally will have experience in working across borders.

Language

Fluency in English (written and spoken); additional language skills will be an advantage, particularly in markets where the knowledge of one or more of the national languages is important.

University Graduate

Bachelor’s Degree required. Advanced degree is preferable, particularly in Psychology, Organization Development or Human Resources.

CRITICAL CAPABILITIES

Project Management:

Plans, manages and drives own efforts to identify and develop a slate of quality candidates as measured by consultant, client and candidate feedback. The successful Associate will do this while handling multiple projects with competing deadlines, working with individuals who have differing styles, and managing challenging expectations:

• Takes an end-to-end view of each project and the required resources; works at pace and with attention to detail while managing competing deadlines and priorities; has a sense of urgency.

• Understands the search process (from internal kick-off to referencing); asks questions to understand; and is proactive.

• Works on multiple projects; meets deadlines and is resilient under pressure; delivers on commitments on time or notifies as early as possible if deadlines will slip.

• Demonstrates enthusiasm, tenacity and intellectual curiosity; action-oriented; deals with problems immediately.

• Is results focused and flexible; demonstrates a strong work ethic.

Credibility and Influence

Communicates effectively both in writing and verbally; has "gravitas" (executive presence) and is able to build relationships. Able to hook candidates and convince consultants to meet them, building a strong internal brand:

• Interacts with a range of internal and external stakeholders and candidates with differing styles and egos, understanding and appreciating what is important to each.

• Becomes a credible and authentic professional by observing colleagues and emulating role models.

• Adapts verbal and written communications according to expectations for role and audience, specifically how to be confident, succinct, concise, prepared and professional.

Market and Candidate Knowledge

Obtains and incorporates knowledge to enhance client work in a meaningful way. Knows how to get information, effectively uses the available firm resources, developing and sharing candidate pool knowledge:

• Identifies executive movements in the market and updates Quest (ideally in real time) and colleagues; asks questions and shows interest in networking.

• Has a genuine interest in/curiosity about people and businesses; and has an understanding of businesses and their interrelationships.

• Understands how to identify and navigate the various relevant sources available (Quest, Passport, Global Information Services, Hoovers, LinkedIn, etc).

PERSONAL CHARACTERISTICS

• Strong adaptability to working with a range of clients and colleagues with differing styles, adjusting communications and approach.

• Strong organisation and prioritisation abilities.

• Discretion and sensitivity in dealing with confidential communications and documentation.

• High in curiosity and learning.

• Endurance and the ability to handle multiple conflicting priorities at once.

• Solid judgement. Having the ability to make sound decisions and work autonomously in the absence of constant supervision. Proactive and takes steps to prevent problems before they occur.