Head of People & Culture

Hybrid three days/ Boston office

The Head of People will function as an influential leader and business partner. This hands-on Head of People will build HR strategies and programs which include talent acquisition, professional & management development, compensation & benefits, workforce planning including career development, performance management, employee relations and regulatory/compliance, and assisting management with onboarding and succession planning.

This role will work with another HR professional who is a motivated, innovative, problem-solver with a focus to optimize talent and culture.

As a member of the Senior Leadership Team, the Head of People reports to the Chief Operating Officer, leading critical functions of the firm’s People/HR initiatives and strategies.

Responsibilities: • Be an instrumental driver in building and reinforcing the culture. Ensure the business goals and culture are continuously aligned. • Advise and coach the COO and other leadership team members on all talent matters such as talent assessment. • Drive the enhancement and execution of the talent acquisition strategy, providing on-going access to high-caliber potential employees at all levels. • Develop and propose compensation strategies that meet market and the business needs. • Develop and direct best practice initiatives including employee relations, employee communications, and new programs when applicable. • Enhance organization’s performance management program, aligning managers and leaders around competencies and a consistent process, enhancing employees’ performance. • Work closely with the leadership team to build career paths that develop skills and capabilities and enhance retention. • Assist Management with onboarding to quickly but thoroughly integrate employees and give them the knowledge and tools to be effective in their roles. • Ensure all HR administrative functions are up to date and designed to ensure the company is compliant with applicable laws and regulations.
Requirements: • A minimum of 15 years of progressive experience as an HR leader, including experience in professional services (investment, accounting, legal, consulting, etc.). • Ideally has worked in a blend of HR Generalist and HR Business Partner roles. • Experience as an advisor and coach to senior management on organizational planning and talent assessment. • Has built or been on a team which developed enterprise-wide HR solutions with a demonstrated track record of organizational success.