What We Do
While Human Capital Management (HCM) performs many of the functions traditionally associated with human resources, we do so with a strategic view of what it means to attract, develop and manage a global workforce. We recognize the high level of dedication our people give to Goldman Sachs and our clients. In turn, we are equally dedicated to making their experience at the firm a rewarding one through learning opportunities, a strong framework for career development, a health and wellness support system* and a commitment to diversity and inclusion.
Who We Look For
Human Capital Management is constantly innovating in our pursuit of a high-performance workplace where all of our people can thrive. To achieve these goals, we need individuals who are prepared to drive progress and interact confidently with people at all levels and in a variety of business areas. We seek people with strong analytical and communication skills, enthusiasm, integrity and creativity, who thrive in a fast-paced, collaborative environment.
We work across the entire organization and therefore seek people from a variety of academic and professional backgrounds with a wide range of skills and experience, from talent strategy and data analytics to relationship management and program development.
Human Capital Management is responsible for all aspects of attracting, developing and rewarding our people. Each person within HCM contributes to the experience of the people at the firm.
Partnering with the Business to Deliver Talent Strategies
Central to HCM are strategic functions that serve as the bridge between HCM and the rest of the firm. Our Business Partners play a critical role, partnering with our divisions’ leaders, managers and employees to deliver HCM talent strategies, solutions and advice to each of our divisions. They utilize data and work with other specialist teams within HCM to ensure we develop high quality and effective strategies. HCM’s senior leaders work closely with firmwide and divisional leadership to identify HCM’s priorities and drive an integrated, globally coordinated strategy.
In addition to the teams building talent strategies that align with divisional, regional and global priorities, Employee Relations advises and coaches managers and employees to prevent and resolve challenging workplace situations. Collectively, the teams work to protect and support our culture.
Identifying and Recruiting Talent
HCM is focused on ensuring we find the best person for every role. Our recruiters visit campuses around the world, build relationships with schools, and partner with external organizations to identify and attract talent for the firm. Recruiting identifies individuals for specific experienced positions and recruits a class of full-time campus hires and summer interns annually. These teams also manage the firm’s internal mobility program and identify talented individuals through referrals.
Building a diverse pipeline of talent is a firm priority and therefore we have recruiters who partner with each of our businesses to attract and hire a diversity of backgrounds and experiences to Goldman Sachs. In addition, our marketing team develops integrated marketing strategies to expand our reach, enhance our employer brand and leverage social media channels to communicate with a broad pool of candidates about career opportunities at Goldman Sachs.
Developing Our People through Learning and Feedback
To ensure the personal and professional growth of our people, we have teams responsible for learning and leadership development. Goldman Sachs University (GSU) provides integration and culture, individual development, diversity and inclusion, and leadership and management programs that begin during onboarding and support our workforce throughout their career at the firm.
Through a person-by-person approach, our Talent Development team drives the firm’s talent and diversity strategies. The team oversees talent assessment and development initiatives that address the unique needs of our people at all levels. Ongoing talent assessments and regular performance feedback contribute to the development of our professionals, which is essential to maintaining our culture of excellence and innovation. Our diversity initiatives are embedded in the firm’s business strategy and the team utilizes people analytics and qualitative data to inform the design of these initiatives. In addition, we leverage the commitment of managers and senior leaders to foster an environment that maximizes the performance and potential of all our people.
Rewarding and Supporting Our People
Our reward teams design and execute reward opportunities in an effort to attract and motivate the best talent. These teams manage compensation and equity, benefits and wellness, employee special investment and global mobility. As part of our commitment to the health and well-being of our people, we provide a comprehensive set of benefits and wellness programs* to meet different employee needs such as childcare offerings, on-site medical centers and patient advocacy, bag-less gyms where clothes are provided, and a range of personal financial planning resources.
Driving Operational, Technological and Analytical Innovation
Overseeing the workforce management strategies and processes for 30,000+ employees in 36 countries is no small feat. HCM’s infrastructure professionals, many of whom have a Science, Technology Engineering and Math (STEM) or business background, leverage technology and data to drive the firm’s people strategy, support talent management processes, mitigate workforce risk, and improve operational performance. Through a broad suite of tools including HR information systems, people analytics, reporting, and technology solutions, these teams ensure that HCM can effectively respond to business needs.