Job Description

TEAM OVERVIEW

KKR’s Global Human Capital (“HC”) team provides commercially aligned people strategies by working closely with business leaders, employees, and key stakeholders to deliver on human capital and talent needs. The HC team accomplishes this by implementing world class, advisory & talent solutions that:

• Drive first quartile investment performance
• Create differentiated outcomes aligned with the firm’s strategic priorities
• Provide an exceptional employee experience
• Preserve (and evolve) our unique culture
• Protect the firm’s license to operate

KKR’s Human Capital team is comprised of Business Partners & Centers of Excellence (Talent Development, Talent Acquisition, People Ops & Data, Culture, Total Rewards, etc.). Together, they seamlessly deliver human capital services and solutions, across all stages of an employee’s lifecycle at KKR.

The Talent Acquisition (“TA”) team within Human Capital was launched in 2020 with a small, US focused effort. Today, we are a global team of 20+ with capabilities to recruit from campus and other early career pipelines through to senior, experienced hires across our Asset Management, Insurance and Business Operations groups. The TA team is committed to building strong partnerships across the firm, and is a tight-knit, collaborative group that values excellence and teamwork.

KKR is seeking a Talent Acquisition professional to support recruiting strategy and execution for KKR / Global Atlantic globally.

This individual will partner closely with the Insurance Talent Acquisition Lead, Insurance HC Business Partners, and business leaders to deliver hiring across the platform, with a strong emphasis on insurance-related roles. The position blends consultative partnership with hands-on execution and is well-suited for someone looking to deepen their impact within an insurance-focused business.

The ideal candidate will bring early-career recruiting experience, ideally with some exposure to insurance or financial services, and a strong appetite to develop deep functional knowledge across actuarial, risk, finance, investments, and operations.

RESPONSIBILITIES

Business Partnership:

• Partner with the Insurance Talent Acquisition Lead to execute against the broader insurance talent strategy
• Support workforce planning and hiring prioritization discussions with Insurance business leaders and HC
• Provide market insight on insurance talent trends, competitor activity, and compensation benchmarks
• Act as a trusted recruiting advisor to hiring managers

Recruitment Execution:

• Lead full-cycle recruiting for junior-to-mid level roles across KKR / Global Atlantic
• Develop targeted sourcing strategies across key insurance verticals (actuarial, ALM, risk, finance, investments, operations)
• Directly source and engage passive candidates within the insurance ecosystem
• Guide interview processes, candidate assessment, and offer discussions in partnership with the TA Lead

Process & Candidate Experience

• Deliver a high-quality, professional candidate experience
• Maintain strong process discipline and data integrity
• Track and communicate pipeline activity and hiring progress to the TA Lead and business stakeholders

QUALIFICATIONS

• 2–4 years of talent acquisition experience, either in-house or at an executive search / staffing firm
• Candidates with a strong interest in financial services who have not been in a recruiting seat will be considered, provided they bring transferable skills (e.g., sourcing, stakeholder management, market research) and clear motivation for the function
• Exposure to full-cycle recruiting, from intake through offer, with growing comfort managing requisitions independently
• Direct sourcing experience using LinkedIn Recruiter, Boolean search, and other passive-candidate outreach tools
• Bachelor’s degree, or equivalent combination of education and professional experience
• Proficiency with applicant tracking systems (Workday, Greenhouse, or similar) and standard recruiting tools (LinkedIn Recruiter, Office 365)

CRITICAL COMPETENCIES FOR SUCCESS

• Eager to build deep functional knowledge of insurance talent markets over time
• Strong commercial instincts and market curiosity; reads industry news and forms a point of view on talent trends
• Excellent written and verbal communication; can credibly engage hiring managers and candidates at all levels
• Solid process discipline and attention to detail; comfortable using pipeline data and reporting as a tool, not just an obligation
• Collaborative, low-ego team orientation that fits a tight-knit TA function
• Discretion and sound judgment in handling confidential candidate and compensation information
• Self-starter mindset; comfortable operating with autonomy while knowing when to escalate

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