Vice President, Human Resources

Responsibilities include:

Own the recruitment life cycle:

• Partner with managers to understand their hiring requirements and ensuring the role secures necessary approvals and is processed correctly in Workday.

• Oversee the end-to-end recruitment process, partnering with recruitment agencies or managing direct recruitment, ensuring candidates have the right to work in their respective jurisdictions.

• Guide Hiring Managers through the selection process whilst ensuring consistency and fairness in the process, helping to coordinate interviews for the managers as well as carrying out HR interviews and providing detailed feedback.

• Support diversity initiatives.

• Drafting offers and securing offer approvals and making offers to candidates.

• Preparing employment contracts and responding to candidate questions.

• Ensuring the candidate has an efficient and positive on-boarding experience.

Day to day HR Business Partnering;

• Being a trusted advisor and coach to managers. Meeting with managers regularly in order to actively integrate HR practices with the day-to-day business strategy and discuss any people related challenges.

• Develop meaningful relationships with employees across entities. Listen to employee concerns and action as appropriate.

• Ensure minimal escalation of issues through developing a pro-active stance to identifying potential ER matters.

• Assistance with the year-end performance review and compensation processes, working closely with the London and LA based HR teams.

• Helping managers think strategically as it relates to hiring, talent management and succession planning.

• Support and coach managers on difficult conversations, performance management, disciplinary and grievance processes and separations, providing appropriate tools and guidance. Liaising with internal legal and external counsel where appropriate

• Collaborate to ensure diversity and inclusion and ensure behaviours are consistently communicated and upheld.

• Strong understanding of local employment law and know where to access expert advice for any relevant countries.

• Managing remote working requests.

• Provide relevant information for any internal/external audit requests.

• Ensure compliance with, and regularly review, relevant policies and work to ensure new policies are implemented to align with changes in legislation.  This includes compliance with remuneration policy and support for remuneration committees where relevant.

Learning & Development:

• Identify the talent across all groups and partner with all levels of management to identify business needs, skills gaps and training/development opportunities.

• Creation and delivery of HR presentations/local training sessions to employees including new hire induction in conjunction with teams based in London and LA.

Project Work:

• Actively participate in any corporate or HR projects in collaboration with the LA/London/APAC HR teams.

BAM/Oaktree coordination re AIFM:

• Develop strong relationships with AIFM Board and Conducting Officers to facilitate day to day AIFM operations

• Proactively engaging as it relates to internal transfers or new hires from BAM into existing AIFM (per responsibilities matrix)

• Proactively coordinating with BAM to help facilitate year end compensation process and coordination with payroll.

• Regular meetings with OAK and BAM HR to stay up to date on staffing plans and ensure relevant parties within AIFM are aware (Conducting Officers and Board) and can provide guidance/input where appropriate and ensure alignment with Regulator

• Coordination and awareness of detail and nuance of structure

Equal Opportunity Employment Policy

Oaktree is committed to diversity and to equal opportunity employment. Oaktree does not make employment decisions on the basis of race, creed, color, ethnicity, national origin, citizenship, religion, sex, sexual orientation, gender identity, gender expression, age, past or present physical or mental disability, HIV status, medical condition as defined by state law (genetic characteristics or cancer), pregnancy, childbirth and related medical conditions, veteran status, military service, marital status, familial status, genetic information, domestic violence victim status or any other classification protected by applicable federal, state and local laws and ordinances. This policy applies to hiring, placement, internal promotions, training, opportunities for advancement, recruitment advertising, transfers, demotions, layoffs, terminations, recruitment advertising, rates of pay and other forms of compensation and all other terms, conditions and privileges of employment. This policy applies to all Oaktree applicants, employees, clients, and contractors. Staff members wishing to report violations or suspected violations of this policy should contact the head of their department or Human Resources.

For positions based in Los Angeles

For those applying for a position in the city of Los Angeles, the firm will consider for employment qualified applicants with a criminal history in a manner consistent with applicable federal, state and local law.