Fractional Director of Human Resources (Advisor Network)

About Arootah

Arootah is a talent solutions firm purpose-built for the alternative investment industry. We advise and we execute, covering the full talent spectrum from entry to exit across five services: Talent Acquisition, Fractional Leadership, Talent Development, Retention & Compensation, and Transition. 

Most talent firms solve one problem. Because we cover the full spectrum, we can help clients identify and solve the right one. We start with diagnosis, then deliver. 

Our team has run alternative investment firms at the highest levels as COOs, CFOs, and CCOs. That operator experience, combined with 15+ years of alternatives-specific recruiting and a network of 700+ vetted advisors across 18 functional disciplines, is what makes the advice credible and the execution reliable. We also draw on a network of 600+ coaches, deploying those with specific experience guiding senior executives in the alternatives industry. 

One industry. One talent partner. Entry to exit. 

Learn more: https://arootah.com/ 

Who We’re Looking For

Arootah is searching for experienced Directors of Human Resources to consult our highly prestigious client base.  As a consultant, you will work with our Alternative Asset Firm and Family Office clients to provide expert advice. Having previously served in this leadership role, you have specific, hands-on experience developing, implementing, and managing a full human resource program for a leading Alternative Asset Firm or Family Office.  

Core Areas of Expertise

• Best practice reviews.   

• Developing realistic and effective action plans.  

• Breaking apart goals into actionable steps.   

• Advising on vendor selection and oversight.    

• Creating and implementing policies, procedures, and control measures.   

• Evaluating each client’s advancement toward goal actualization through key performance indicators (KPIs) and scoring matrices.   

• Special projects or other areas of need.    

• Develop, manage, and execute people practices, programs, and initiatives in support of the human resources needs for all employees across the firm with a focus on maximizing and leveraging the human capital assets of the organization.     

• Devise the measurement of data, key performance indicators and people analytics to provide key insights and influence organizational, personnel and talent decisions, as it relates to the review and management of performance, hiring, learning and development, compensation, bonus, and profit-sharing programs and practices.    

• Oversee the full local, state, and federal regulatory and compliance practices in all aspects of hiring, disciplinary actions, terminations, promotions, diversity, and inclusion.    

• Analyze, construct, and continuously assess the compensation and benefits package of employees including, but not limited to all health and medical insurance coverage, savings and retirement plans, sick leave, paid time off, family, and personal leave policies ensuring compliance with all local, state, and federal regulatory and legal requirements.    

• Establish the policies and procedures and advise managers for employee relations (ER) issues, compensation (during mid and year-end cycle), on-boarding and assimilation of new hires, development planning, talent processes, and various additional talent decisions.  Support new managers or leaders in new roles, employee transitions and coverage plans for leaves of absences  

• Ensure the organization’s compliance with local, state, and federal regulations, workplace postings, changing labor laws, pandemics (or other health emergency), etc.; monitor and implement all new regulations and laws; conduct government-recommended or required investigations as needed, maintain records, and represent the organization at hearings.  

• Oversee and proactively manage development solutions are in place to close gaps and build capability and bench strength vital for future leaders of the business.    

• Responsible for the confidential and compliant record-keeping of all employee files; maintain and update employee information  

• Partner with leaders and managers on key business issues and across the full HR suite of processes, talent themes and day-to-day matters to ensure delivery of appropriate solutions and execution of relevant processes in a client-centric manner. Be a resource to employees for questions and concerns and assist them with career development and progression topics and opportunities.   

• Investigate employee issues and conflicts and bring them to resolution, document employee issues, corrective actions, and disciplinary actions.  Communicate with Worker’s Compensation carrier, Health & Welfare benefits carriers, DUA, PFML. or other government agencies, as necessary. 

What You Bring

• A Bachelor’s Degree in Human Resources Management, Organizational Behavior, Psychology, Law, Business Administration, or a related field.   

• MBA, Master’s Degree in Human Resource Management, advanced degree, or certifications in Human Resource Management a plus.   

• 10+ years of experience as a Director of Human Resources at a Alternative Asset Firm, family office or investment management company, with at least 5-10 years of HR Generalist experience to include broad experience across all areas of HR.     

• Strong understanding of the financial services/investment management industry and the skill sets, demands and motivational factors impacting individuals.    

• Extensive knowledge of legal, risk, regulatory, compliance and security issues involved human resources at the local, state, and federal levels.    

• Ability to handle and problem solve, as required, in inquiries regarding complex ER issues, working with legal, risk, compliance, and security  

• Hands-on experience in client management around complex strategic HR issues such as talent management, org design/development, change management, etc.  

• Analytical approach, comfortable with data analysis tools, and possess an ability to use data, measures, and workforce analytics to provide key insights and influence organizational and talent decisions.