Head of Human Resources

Total compensation is targeted at $525K - $625K. To be determined on candidate's credentials, experiences, and potential value to the department / firm.

Head of Human Resources

Position Overview:

Our client is a US-based, global alternative investment manager (~30 billion AUM) with a long-standing track record of investing across market cycles. Supported by an experienced and collaborative team, the organization combines disciplined risk management with a performance-driven approach to capital deployment. The firm is known for its thoughtful, analytical culture and its ability to navigate complex investment and business challenges while maintaining a strong focus on long-term value creation. The platform continues to scale, with growth initiatives that place increasing emphasis on organizational discipline and leadership depth.

The firm is seeking to hire a Head of Human Resources to serve as its most senior human capital leader, operating at an enterprise level in close partnership with executive leadership. The role provides strategic counsel on talent, leadership effectiveness, succession, and people-related risk, while exercising disciplined oversight of compensation, benefits, performance management, and core HR infrastructure. Positioned adjacent to the firm’s most senior decision makers, the role balances strategic judgment with operational rigor to strengthen leadership capability, reinforce culture, and support the firm’s next phase of growth.

Responsibilities will include (but not be limited to):

• Provide executive leadership for the firm’s human capital strategy and people-related governance, aligning HR strategy, workforce planning, and organizational management with overall business objectives.
• Act as a trusted advisor to the COO, CEO, and senior leadership on leadership development, succession planning, organizational design, and people-related enterprise risk.
• Own firmwide strategic human resource planning, including headcount forecasting, role design, and long-term talent planning.
• Establish and oversee performance management, people management, and accountability frameworks that reinforce high standards, clear communication, and disciplined execution.
• Design and manage compensation, benefits, and incentive programs, ensuring competitiveness, alignment with firm economics, and effective retention.
• Lead leadership development, coaching, and training initiatives that strengthen management capability and prepare high-potential talent for expanded responsibility.
• Partner with senior leadership, including legal and finance, to provide strategic insight and judgment on employment agreements, compensation structures, and critical hiring and separation decisions.
• Provide senior-level oversight of employee relations and complex people matters, applying discretion, analytical rigor, and sound judgment.
• Provide executive oversight of core HR operations and infrastructure, including HR policies, onboarding, payroll, benefits administration, and key external partners.
• Leverage HR analytics and workforce data to inform executive decision-making related to hiring, retention, development, and organizational effectiveness.
• Ensure employment practices, documentation, and policies meet legal, regulatory, and governance standards, including global HR considerations where applicable.
• Lead HR transformation and cross-functional people initiatives that improve scalability, efficiency, and organizational resilience.
• Safeguard firm culture, leadership standards, and professional conduct, proactively addressing people or performance risks that could impact continuity or reputation.

Qualifications:

• Minimum of 15 years of progressive experience in human resources or people leadership roles within financial services organizations; buy-side experience strongly preferred.
• Demonstrated success operating at an enterprise level in close partnership with senior leadership, including COOs, CEOs, legal, and finance teams.
• Deep experience across leadership development, succession planning, workforce planning, performance management, compensation, and benefits.
• Proven judgment providing senior input on employment agreements, incentive structures, and complex hiring and separation decisions.
• Strong business and financial acumen, with the ability to align people strategy to performance-driven operating models.
• Executive presence, strong communication skills, and the credibility to influence senior leaders and manage sensitive matters.
• High level of discretion, resilience, and comfort operating in demanding, high-accountability environments.
• Bachelor’s degree required; advanced degree or professional HR certification a plus