Description

Head of People & Operations

Location: NYC metro area (NYC & Northern NJ; Hybrid 2 - 3 days per week on site) 

Schedule: Full time, Monday–Friday 

Compensation: $110,000 - $125,000 base, with eligibility for a discretionary annual bonus

About the Role

A boutique professional services firm is hiring a senior HR and operations leader to own three interconnected areas: people strategy, day-to-day business operations, and internal systems and technology. The right candidate is equally comfortable setting long-range strategy and rolling up their sleeves to execute, and is energized by the chance to leave a lasting mark on an organization entering a new phase of growth.

Working directly with the firm's principal and leadership team, this person will build the people and operational foundation that allows a talented staff to thrive, while keeping the business running smoothly behind the scenes through smarter processes, better tools, and continuous improvement.

We're looking for someone highly organized, self-directed, and collaborative, who thrives in a fast-moving environment with colleagues across multiple generations. Genuine curiosity about new technology, including practical applications of AI in the workplace, is essential.

This is a rare chance to shape how a respected, growing firm operates from the inside. You'll have real autonomy, a seat at the leadership table, and a direct hand in creating a workplace people want to build careers in.

What You'll Do

People & Talent

• Own recruiting end to end, from sourcing through offer
• Build a best-in-class onboarding program with structured check-ins across a new hire's first three months
• Run performance review cycles, goal setting, career pathing, and feedback programs
• Serve as a coach and sounding board for managers on employee relations and workplace issues
• Run exit interviews, spot patterns, and propose ways to improve retention and engagement
• Support leadership on succession planning
   

Learning & Development

• Own the annual training and professional growth strategy
• Organize internal learning programs and leadership development efforts

Culture & Employee Experience

• Foster a workplace where strong performers feel supported and want to stay long term
• Model and reinforce firm values; nurture an inclusive, high-trust, high-performing culture
• Plan company-wide gatherings, offsites, and staff events throughout the year
• Run engagement surveys, interpret the results, and turn findings into action
• Build and maintain recognition programs and culture initiatives

HR Administration & Compliance

• Administer benefits and core HR operations
• Run twice-yearly compensation benchmarking
• Keep the firm compliant with all applicable employment laws at every level of government
• Maintain complete, accurate personnel records and HR documentation
• Draft and manage offer letters and employment/contractor agreements
• Keep the employee handbook and HR policies current
• Coordinate with external partners: employment counsel, payroll, benefits brokers, accountants, and other advisors
   

Organizational Planning & Leadership

• Advise leadership on org design, team structures, staffing plans, and resourcing
• Build dashboards and report regularly on people and operations metrics
• Launch initiatives that improve manager effectiveness, engagement, and organizational performance
• Act as a trusted thought partner to the firm's principal and senior team
   

Business Operations

• Continuously improve internal workflows, SOPs, and business processes as the firm scales
• Manage office operations, facilities, vendors, and general administration
• Own the systems and technology side of employee onboarding and offboarding
• Identify and roll out technology and AI tools that make the firm more efficient and productive

What We Offer

• Fully employer-paid medical, dental, and vision coverage for employees
• 401(k) with employer match
• Competitive salary with annual bonus potential
• Generous PTO, including seasonal early-release days and an extended year-end break
• Hybrid flexibility that balances remote work with in-person collaboration
• Investment in your growth: memberships, conferences, training, and continuing education
• A clear path to advancement and increased compensation for top performers
• Regular team events, celebrations, and social gatherings
• Opportunities to contribute to meaningful pro bono work for community organizations
• A low-bureaucracy environment with direct access to leadership and the ability to make a visible impact

Requirements

What You Bring

• 10+ years of progressive HR / people operations experience, including 5+ years in a senior leadership seat with ownership of the full HR function
• Bachelor's degree required, preferably in human resources, business administration, organizational psychology, or a related field; master's degree (MBA, MSHR, MSOD, or similar) strongly preferred
• SHRM-SCP or SPHR certification required (or SHRM-CP/PHR with active progress toward senior certification)
• 3+ years running business operations and/or office management
• Deep, hands-on experience across the full employee lifecycle: recruiting, onboarding, performance management, employee relations, L&D, engagement, and benefits
• Demonstrated experience independently managing complex employee relations matters, including investigations, disciplinary actions, accommodations, leaves of absence, and terminations with minimal reliance on outside counsel
• Expert working knowledge of federal and multi-state employment law (including FLSA, FMLA, ADA, and state-specific requirements) and a track record of keeping a multi-jurisdiction employer compliant
• Experience designing and administering compensation structures, including salary banding, incentive plans, and pay equity analysis
• Proven ability to select, implement, and administer HRIS and payroll platforms, and to own HR data integrity and reporting
• Experience leading organizational change, such as restructurings, leadership transitions, or rapid growth while maintaining trust and morale
• The range to think strategically and still execute personally
• Sound judgment, discretion, and strong interpersonal and communication skills, including the ability to influence senior stakeholders and deliver difficult messages
• Background supporting a growing professional services organization (agency, consultancy, or similar client-service environment)
• A builder's mindset: a track record of creating infrastructure, streamlining processes, and putting scalable systems in place
• Comfort with data, using metrics to inform workforce and operational decisions