Job Description

Portfolio Administration (PA) America's Talent Coordinator

Position Summary: The PA America's 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.

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 firm's Inclusive Impact Strategy by promoting diverse candidate pipelines and equitable career development opportunities.

Qualifications

• Bachelor's 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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