Portfolio Administration (PA) America’s Talent Coordinator

Job Title

Portfolio Administration (PA) Americas Talent Coordinator

Job Description Summary

Position Summary: The PA Americas Talent Coordinator plays a critical role in supporting talent acquisition resource deployment and training operations within the Global Portfolio Administration service line. This position partners closely with senior leadership Client Relationship Managers (CRMs) Account Managers Operations and Human Resources to ensure optimal workforce planning and execution across a dynamic set of client accounts in the commercial real estate sector. The role is instrumental in maintaining operational continuity enhancing employee onboarding and aligning staffing strategies with client and business objectives.

Job Description

Core Responsibilities
Talent Acquisition & Workforce Planning
Manage end-to-end lifecycle for staffing PA client account-based roles within the Americas region ensuring alignment with organizational structure compensation bands and budgetary constraints.
Collaborate with Talent Acquisition PA Regional Directors and CRMs to identify and fulfill staffing needs including interim coverage solutions to mitigate service disruption.
Maintain and update the PA Staffing Tracker and lead weekly workforce planning calls to review open roles pipeline status and resource allocations.
Ensure data integrity across Workday Smartsheet and other HRIS platforms including updates to supervisory organizations and allocation records.
Collaborate and communicate with staffing counterparts in offshore operations hubs to ensure that allocations for clients in the global operating model have the correct allocation split between the regional teams (upon initial staffing of new accounts or reallocation of tasks between regional teams).
Recruitment Onboarding & Training Support
Coordinate recruitment organization including job requisitions candidate screening and interview scheduling in partnership with HR and hiring managers.
Monitor new hire milestones and escalate to manager and/or regional leadership when delays are anticipated in onboarding dates.
Collaborate with and provide visibility to the Training team on new hire pipeline as well as internal promotions (to PA Manager roles) to ensure appropriate training is provided to PA team members.
Facilitate onboarding processes by initiating IT and asset provisioning system access and training schedules to ensure a seamless transition for new hires.
Support the delivery of PA-specific training programs and maintain training content on SharePoint; monitor engagement metrics and provide usage reporting via dashboards.
Provide new hires with a general overview of role responsibilities that will be further detailed by the PA Managers once the new hire is allocated to an account
Resource Allocation & Reporting
Develop and maintain tools to track talent supply and demand including real-time dashboards and allocation matrices. Enhance existing tools and trackers to expand on available analytics and include efficiencies due to extended vacancies in roles capabilities and experience levels or current employees etc. Facilitate regular distribution of reports to senior PA leaders.
Ensure accurate tracking of FTE and fractional allocations across client accounts maintaining 100% utilization visibility.
Lead recurring resource planning meetings with key stakeholders to align staffing forecasts with client deliverables and business development initiatives.
Stakeholder Engagement & Communication
Serve as a liaison between PA leadership HR and offshore Operations Hubs (e.g. Manila Budapest) to coordinate staffing actions and ensure alignment with global delivery models.
Maintain confidentiality regarding staffing decisions and compensation data; ensure sensitive information is not shared or distributed.
Manage internal communications using platforms like Concep and maintain accurate distribution lists for PA communications.
Inclusive Impact Strategy
Champion inclusive hiring practices and support the firms Inclusive Impact Strategy by promoting diverse candidate pipelines and equitable career development opportunities.
Qualifications
Bachelors degree in Human Resources preferred or Business Administration or related field.
2--3 years of experience in talent management recruitment or workforce planning preferably within the commercial real estate or professional services sector.
Proficiency in Microsoft Office Suite Power BI SharePoint and Smartsheet.
Strong understanding of HR systems (e.g. Workday) and employment regulations.
Excellent interpersonal communication and stakeholder management skills.
Key Competencies
Strategic Workforce Planning Ability to align staffing strategies with business and client needs.
Operational Agility Adaptable to shifting priorities in a fast-paced client-driven environment.
Stakeholder Collaboration Builds strong relationships across business units and geographies.
Analytical Thinking Leverages data to drive decisions and optimize resource deployment.
Professional Presence Communicates with clarity discretion and influence at all levels.

Cushman & Wakefield is an Equal Opportunity employer to all protected groups including protected veterans and individuals with disabilities. Discrimination of any type will not be tolerated.

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INCO: Cushman & Wakefield