Head of Talent Manager, Asset Manager, London at Altana Wealth Ltd

City of Westminster, England, United Kingdom -

Full Time

Start Date

Immediate

Expiry Date

15 Jun, 26

Salary

0.0

Posted On

17 Mar, 26

Experience

10 year(s) or above

Remote Job

Yes

Telecommute

Yes

Sponsor Visa

Skills

Talent Strategy, Talent Pipeline, Recruitment, Market Mapping, Sourcing, Selection, Assessment, Process Management, Stakeholder Management, Data Analysis, Hiring Decisions, Succession Planning, Retention Strategies, Talent Analytics, Investment Mindset, Due Diligence

Industry

Financial Services

Description

Head of Talent Manager, London Asset Management, London Role overview We are looking for a high‑calibre Head of Talent Manager reporting directing to the CIO, for our office in London, to own and build our internal and external talent pipeline across the firm and related ventures. This role sits close to the investment engine and will focus on identifying, attracting, and assessing exceptional people and teams who can drive performance – from portfolio managers and investment analysts through to specialist sales, risk, operations, quantitative technologies and top interns or graduate candidates. You will combine classic talent‑management and recruitment skills with an investor’s mindset: proactively mapping the market, spotting “under‑the‑radar” teams and individuals and helping us capitalise on emerging opportunities in hedge funds, liquid alternatives, and private ventures. Company profile Altana Wealth is an award-winning Asset Management Company based in London with an affiliate company based in Monaco, backed by partners’ money and with a wide range of funds across multiple asset classes. The company manages assets on behalf of professional clients and eligible counterparties. Altana Wealth is authorised and regulated by the Financial Conduct Authority in the UK. Please visit www.altanawealth.com for further information. Team profile Our team members are outstanding individuals coming from a diverse range of backgrounds and cultures with a common focus on high performance and distinguished sources of alpha. We are constantly seeking innovative solutions that would set us apart from our competitors by offering transparency and aligning our investors with every strategy. We value our passion and commitment, and we are rewarded for our performance. 1. Talent strategy and pipeline Develop and continuously refine a talent strategy aligned with the firm’s investment and business priorities (London, Monaco and affiliated vehicles). Build and maintain a high‑quality internal database of current and future talent (front‑office, risk, distribution, technology, operations, and key portfolio‑company roles). Identify individuals and teams with differentiated investment ideas, data or technology edge, or distribution capability who could operate under our regulatory umbrella or within our fund platform. 2. Sourcing and market mapping Run proactive searches across hedge funds, asset managers, PE/VC‑backed businesses and relevant tech/quant ecosystems. Use LinkedIn, industry databases, events, direct approaches, and your own network to find and engage candidates and teams with unusual, high‑conviction ideas. Maintain regular dialogue with a curated set of specialist search firms and recruiters, tracking their best candidates while negotiating effectively on commercials. 3. Selection, assessment and process management Own end‑to‑end hiring processes for priority roles: briefing stakeholders, drafting job specifications, sourcing candidates, conducting first‑round interviews, and coordinating technical and cultural assessments. Design and implement structured interview frameworks, case studies and practical tests tailored to front‑office, risk, distribution, and technology roles, ensuring consistency and fairness across processes.Job-desc-Altana-Wealth-Talent-Manager.pdf Collect and synthesise feedback from interviewers, challenge thinking where appropriate, and drive data‑based, timely hiring decisions. 4. Internal organisation review and succession Partner with leadership to map current organisational strengths and gaps across strategies, functions and locations. Identify critical roles and potential succession risks, proposing options (internal development, external search, team lift‑outs, or tactical interim solutions). Provide insight and recommendations on organisational design, reporting lines, and talent allocation to support growth initiatives, new funds and new business lines. 5. Performance, development, and retention Work with senior management to design role‑specific scorecards, onboarding plans, and development paths for key hires, ensuring clear expectations and measurable outcomes. Support the creation of a high‑performance culture that reinforces our values: ownership mindset, innovation, analytical rigour, transparency and alignment with investors. Advise on retention strategies for high‑potential and high‑impact individuals (development opportunities, role shaping, internal mobility, and structured feedback). 6. Data, insight and reporting Build simple but robust talent “analytics”: pipeline metrics, time‑to‑hire, quality‑of‑hire, source effectiveness, and cost per hire. Develop internal scoring systems and structured notes that allow like‑for‑like comparison of candidates and teams across different roles, strategies, and geographies. Prepare concise dashboards and updates for the CIO and leadership, highlighting key opportunities, risks and themes in the talent market. Candidate Profile Experience Significant experience in talent acquisition / talent management ideally within the buy‑side (hedge funds, alternatives, asset management, PE/VC) Demonstrated track record of successfully hiring portfolio managers, analysts, or high‑impact technical talent (e.g. quant, data, engineering, operations, risk). Experience building or improving structured assessment processes (scorecards, interview frameworks, tests and case studies) in high‑performance environments. Skills Strong ability to map markets, understand investment and trading strategies, and translate commercial and risk needs into clear talent specifications. Excellent stakeholder‑management skills: able to work directly with the CIO, PMs and senior leadership, challenge constructively, and build trust. High level of curiosity, strong analytical and data‑manipulation skills; comfortable working in Excel and with simple metrics to measure and improve processes. Outstanding communication skills (written and verbal), with the ability to credibly engage senior investors, entrepreneurs, and technical specialists. Personal Qualities and Culture Fit Entrepreneurial, self‑starting and comfortable operating with a high degree of autonomy in a lean, results‑focused team. Competitive and driven, with a clear desire to succeed both professionally and financially, and to be measured against tangible outcomes. Comfortable operating in an environment that values creativity, differentiated thinking and practical problem‑solving over bureaucracy. High integrity, sound judgement and strong discretion when handling sensitive information and confidential discussions. What We Offer The opportunity to shape the firm’s future by identifying and onboarding talent that directly impacts performance. A high‑trust, meritocratic culture that values passion, commitment, and measurable results. Competitive compensation with meaningful upside tied to the successful sourcing and integration of high‑impact hires and teams. Direct, day‑to‑day interaction with the CIO and senior investment professionals.

Responsibilities

This role involves owning and building the internal and external talent pipeline for the asset management firm, focusing on identifying, attracting, and assessing exceptional people across investment, risk, operations, and technology functions. Key duties include developing talent strategy, proactive market mapping, managing end-to-end hiring processes, and partnering with leadership on organizational review and succession planning.