Executive Director of Talent Management

Magnolia Wealth Strategies is a general agency of MassMutual, serving individuals, families, and small businesses across the Gulf South through 5 core office locations and over 40 detached offices in Louisiana, Mississippi, Alabama, and Florida. Magnolia Wealth is proud to be one of the industry's premier distribution organizations — known for strong Advisors and holistic financial planning. We're a place where Advisors come to build their business, not just do it, guided by five core values: Be 100% Accountable, Do the Right Thing, Grow or Die, Have Fun, and Win.

Our culture rests on a holistic, team-based approach — each Advisor is backed by specialists in investments and insurance — paired with an entrepreneurial spirit that lets you build a practice tailored to your clients. New Advisors are supported through the Magnolia Way, our structured development path with hands-on training, mentorship, and clear milestones from licensing through your first three years, so you're never building alone.

Role Description

The Executive Director of Talent Management is the strategic and operational leader of Magnolia Wealth Strategies' recruiting function. This role translates advisor-growth objectives into an executable recruiting strategy, leads and develops the recruiting team, establishes consistent operating discipline, and ensures Magnolia attracts the quantity and quality of advisor talent required for sustainable growth.

The role combines recruiting leadership with direct market contribution, dedicating approximately 75% of time to leadership, management, process ownership, and team development and approximately 25% to personal recruiting, primarily focused on experienced advisors, strategic referrals, and other high-value opportunities.

This opportunity is ideal for a talent acquisition leader who can balance strategy and execution, build trust across executive and field leadership, coach a performance-oriented recruiting team, and personally engage experienced financial professionals.

Responsibilities

• Translate Magnolia's annual advisor-growth objectives into recruiting plans by market, territory, advisor persona, and recruiting resource.
• Lead, coach, develop, and hold Recruiters accountable for activity, pipeline quality, conversion, candidate experience, Agency Tracking System (ATS) discipline, and results.
• Establish a proactive, sales-driven, relationship-oriented recruiting operating model and ensure consistent execution across markets.
• Personally develop relationships with experienced advisors, executive referrals, and other strategic prospects; lead high-level discovery and candidate engagement.
• Partner with Magnolia's CEO, COO, Branch Leaders, Agency trainer(s), producing advisors, and operational teams to align recruiting priorities and strengthen candidate outcomes.
• Own recruiting-process standards, handoffs, escalation protocols, candidate communication, and continuous improvement.
• Use the ATS, funnel data, source analysis, and forecasting to provide leadership with clear visibility into pipeline health, anticipated contracts, risks, and required actions.
• Strengthen Magnolia's recruiting brand, referral culture, market presence, and relationships with industry and community partners.
• Ensure recruiting practices and candidate representations comply with applicable employment, licensing, privacy, regulatory, and organizational requirements.
• Oversee and manage Candidate onboarding, and all processes, to include licensing, required training, high-touch transition process, and coordinate with training partners to increase team capability over time.

What Great Looks Like

• Magnolia achieves its approved annual recruiting plan and the intended mix of advisor talent.
• Recruiters operate with clear expectations, consistent coaching, reliable accountability, and measurable improvement.
• The recruiting pipeline is healthy, accurately forecasted, and supported by disciplined ATS use.
• Candidates receive a professional, coordinated, and role-appropriate experience across markets and leadership touchpoints.
• Experienced-advisor and strategic recruiting relationships produce meaningful opportunities and hires.
• Sourcing investments and recruiting activities are adjusted based on conversion, quality, and demonstrated results.
• Branch Leaders and cross-functional partners view the recruiting function as a credible, responsive, and valuable growth partner.

What You Bring

• 8+ years of experience in talent management or talent acquisition, preferably within wealth management, insurance, or financial services.
• A proven track record of building or strengthening effective recruiting and development programs.
• Demonstrated experience leading, coaching, and holding recruiting professionals accountable to measurable expectations.
• Experience with succession planning and leadership development.
• Strong understanding of performance management and compensation structures.
• Ability to recruit, influence, and build trusted relationships with experienced, revenue-generating professionals.
• Strategic judgment, process discipline, creative problem-solving, and a data-driven approach to talent decisions.
• Excellent interpersonal, executive communication, presentation, and influencing skills across all levels of an organization.
• Strong understanding of the unique talent requirements within wealth management or a comparable financial-services environment.
• Bachelor's degree required; Master's degree in Human Resources, Organizational Development, or a related field preferred.
• Professional HR certification, such as SHRM-SCP or SPHR, is beneficial.
• Ability to travel occasionally and provide additional availability during peak recruiting cycles.

Why You'll Enjoy This Role

You'll enjoy this role if you are energized by building a recruiting function that directly influences firm growth. You will have the opportunity to shape strategy, develop a team, improve systems, collaborate closely with executive and field leadership, and remain personally connected to high-value recruiting relationships. This role offers both strategic ownership and visible, measurable impact.

Compensation and Benefits

• $120,000 annual base salary
• Performance-Based Compensation is tied to both recruiting team and personal hiring results, but also firm metrics to include production, retention, and end-of-year results.
• Subsidized Insurance / Benefits to include Health, Dental, Vision, Company paid Life Insurance, Short-Term Disability. 401(k) plan with employer match offered.