Sr. Director of Human Resources

WHAT YOU WILL OWN 

People Strategy & CEO Partnership 

• Serve as the primary people strategy advisor to the CEO — a thought partner on org design, leadership development, succession, and culture. 

• Translate the company’s business strategy into a clear, actionable people plan with measurable outcomes. 

• Anticipate people-related risks and opportunities before they become problems; raise them proactively and come with solutions. 

• Participate in executive leadership meetings and contribute a people lens to every major business decision. 

Talent Pipeline, Interviews & Onboarding 

• Own the talent pipeline in partnership with our parent company’s recruiting team — ensure the right candidates are reaching the right hiring managers with the right context. 

• Design and continuously improve our structured interview process: role scorecards, interview formats, calibration practices, and hiring manager enablement. 

• Own onboarding end-to-end — from day-one experience through 90-day integration — ensuring new hires ramp quickly, feel welcomed, and understand our culture from the start. 

• Serve as the internal point of accountability for hiring quality; track time-to-productivity and early retention as indicators of pipeline and onboarding effectiveness. 

• Shape our employer brand narrative in partnership with marketing, even where sourcing is handled externally. 

Compensation & Benefits 

• Design and own the company’s compensation philosophy: job architecture, salary bands, bonus structures, and benefits strategy. 

• Conduct regular market benchmarking to ensure the firm remains competitive for the talent we need to attract and retain. 

• Manage annual compensation review cycles in close partnership with Finance. 

• Evaluate and manage benefits programs; ensure they reflect our values and support employee wellbeing. 

Performance & Development 

• Build and run a performance management framework that drives growth, not just evaluation — one that employees and managers trust. 

• Design career pathing and leveling frameworks so employees have a clear line of sight to their next opportunity within the firm. 

• Identify learning and development gaps across the organization; curate or build targeted programs to close them. 

• Support managers in developing their coaching skills; model what great feedback culture looks like. 

Culture & Employee Experience 

• Build on our existing eNPS program — dig into the data, identify function-level patterns, and drive targeted action plans that move the number meaningfully. 

• Design the rituals, programs, and touchpoints that make this a place people are proud to work and reluctant to leave. 

• Champion inclusion and belonging as business priorities, not compliance exercises. 

• Support the CEO in communicating authentically with the team during periods of change or uncertainty. 

HR Systems, Operations & Compliance 

• Optimize and evolve our existing HR infrastructure — LMS, HRIS, policies, and procedures — so they scale with the organization and remain current and effective. 

• Ensure payroll, benefits administration, and HR operations run smoothly through your two direct reports; set clear standards and accountability. 

• Identify gaps or inefficiencies in current systems and champion improvements without unnecessary disruption to what is already working. 

• Manage employment-related matters with sound judgment, appropriate discretion, and legal awareness (partnering with outside counsel when needed). 

WHAT SUCCESS LOOKS LIKE IN YEAR ONE 

WHAT WE ARE LOOKING FOR 

Experience 

• 15+ years of progressive HR leadership experience, with the majority in tech B2B services, professional services, or a technology consulting environment. 

• Experience working within or alongside a parent company or shared services model — comfortable navigating a matrixed environment while maintaining a strong local HR presence. 

• Track record of elevating and evolving established HR systems and frameworks, not just building from scratch — knows how to improve what exists without unnecessary disruption. 

• Demonstrated experience designing interview processes, onboarding programs, and talent pipeline governance in a professional services context. 

• Experience serving as a direct strategic partner to a CEO or C-suite executive, not just an HR services provider. 

• Proven ability to move engagement metrics — not just measure them — with targeted, function-level interventions in a globally distributed organization. 

• Experience managing and developing a small HR team (2–5 people) while remaining highly productive as an individual contributor. 

Skills & Competencies 

• Strategic clarity: You connect people decisions to business outcomes and communicate in the language of the business, not just HR. 

• Player-coach excellence: You thrive in a lean structure, do the work yourself when needed, and develop your team while doing it. 

• Tech B2B fluency: You understand the talent market, the business model, and the employee lifecycle specific to technology services firms. 

• Comp & performance design: You have built frameworks from scratch and can defend your design choices with data and benchmarks. 

• Pipeline & onboarding ownership: You treat the interview process and onboarding experience as strategic levers — you govern them tightly even when sourcing is handled externally. 

• Culture craft: You make culture measurable and actionable; you know the difference between a program and a ritual that sticks. 

• CEO-level trust: You earn it quickly, maintain it with candor, and use it to do right by the business and the people simultaneously.