Associate Director - People Strategy

Responsibilities

COO Office & Strategic Support

• Serve as a strategic thought partner to the HR COO – supporting priority-setting, decision framing, and managing cross-functional relationships.
• Manage the operating cadence of the HR function: governance forums, leadership updates, board and executive committee materials, and cross-functional coordination.
• Prepare high-quality strategy documents, executive presentations, and business cases that communicate people strategy to senior leadership.
• Track the function’s strategic commitments, surface risks, and ensure initiatives are progressing against plan.

People Program Design & Execution

• Partner with the People, Programs and Rewards COE to drive new people programs throughout the organization, from scoping and stakeholder alignment through build, launch, and measurement.
• Own program management across HR’s cross-functional initiatives: build project plans, manage workstreams, surface risks early, and drive decisions across competing priorities.
• Translate people strategy into operational reality – defining the processes, workflows, and enabling technologies needed to bring programs to life at scale.

Digital Enablement of HR Processes

• Serve as the bridge between HR strategy and HR technology: partner with the People Systems Director and People Analytics to ensure new programs are digitally enabled, automated where possible, and built on reliable data.
• Act as the product owner between HR business owners and technical teams – defining functional and process requirements, prioritizing enhancements, and ensuring solutions meet actual user needs.
• Identify opportunities to eliminate manual processes, improve the employee and manager experience, and leverage the HR tech stack more effectively across the employee lifecycle.
• Champion a "design once, scale everywhere" mindset: build programs and processes that hold up as the firm grows.

Insight & Analytics

• Partner with People Analytics to synthesize workforce data into strategic insights that inform program design, headcount decisions, and executive reporting.
• Build business cases for people programs using both quantitative evidence and qualitative input from stakeholders.
• Develop a consistent point of view on workforce trends, org health, and the effectiveness of people programs, and bring recommendations to the HR COO and leadership team.
• Monitor program outcomes and use data to drive continuous improvement across the people function.

Requirements

Experience

• 8+ years of experience in a role that combines strategy, program management, and operations – management consulting, chief of staff, HR strategy, or people operations leadership in a high-growth or institutional environment.
• Proven track record of designing and executing complex, cross-functional programs from concept to operational scale.
• Experience operating at the intersection of HR and technology: product manager, HR systems owner, or digital transformation lead.
• Financial services or high-growth technology experience strongly preferred.
• Experience supporting senior executives and navigating complex, multi-stakeholder environments.

Analytical & Functional

• Strong analytical skills – comfortable building business cases, synthesizing workforce data, and communicating insights clearly to executive audiences.
• Structured problem-solver: able to take ambiguous mandates and turn them into clear project plans, process designs, and measurable deliverables.
• Ability to define process and functional requirements and work effectively with technical teams (Engineering, Systems, Analytics).
• Familiarity with the HR systems landscape and the employee lifecycle.
• Proficiency in tools for program management, data analysis, and executive communication (Excel, PowerPoint, and project management platforms).

Mindset

• Strategic operator: equally comfortable developing a multi-year people strategy framework and managing the day-to-day execution of a complex program.
• High agency and ownership mentality.
• Builder mentality: energized by creating structure, process, and systems where they don’t yet exist.
• Commercial mindset, and intellectually curious about how organizations scale and how people programs drive business performance.

Compensation & Benefits

• Base Salary Range: $150,000 - $200,000
• Company equity
• 401k matching
• Gender neutral parental leave
• Full medical, dental and vision insurance
• In-office (4 days per week): lunch stipends, fully stocked kitchens, happy hours