• Own and manage full-cycle recruiting for staff and consultant roles across the firm, often supporting multiple concurrent searches. • Build and maintain a pipeline of warm, engaged candidates aligned with BME’s mission, values, and evolving needs. • Partner closely with hiring managers to clarify role scope, success profiles, and timelines. • Draft and post job descriptions; manage sourcing strategies and outreach. • Conduct initial candidate screens and maintain ongoing candidate conversations. • Coordinate all interview logistics, including scheduling, communications, and feedback collection. • Ensure a high-quality, inclusive, and responsive candidate experience from first contact through offer. • Track and monitor recruiting metrics (e.g., time to hire, pipeline health) and refine processes as the firm grows. • Coordinate onboarding processes and materials to ensure new hires feel welcomed, informed, and set up for success. • Partner with leadership and managers to strengthen early employee experience and integration into teams and projects. • Gather feedback from new hires and hiring managers to continuously improve recruiting and onboarding practices. • Lead the refinement and ongoing support of BME’s performance management approach, with a focus on clarity, growth, and equity. • Support goal-setting, feedback, and review cycles (90-day, mid-year, and annual). • Develop tools, templates, and guidance to help managers deliver meaningful, consistent feedback. • Use insights from performance and engagement trends to inform talent development priorities. • Partner with the leadership to strengthen internal culture, connection, and engagement across a distributed team. • Support employee engagement surveys, feedback mechanisms, and follow-up actions. • Help design and support internal initiatives that reinforce BME’s values, collaboration, and sense of belonging. • Serve as an approachable and trusted partner for talent- and culture-related conversations. • Partner with leadership on talent strategy, workforce planning, and hiring prioritization. • Help the organization think proactively about internal talent growth, role evolution, and future hiring needs. • Continuously assess and improve talent systems to support a growing, mission-driven organization.