SummaryWe are looking for a Head of Human Resources to lead and manage PanAgora's HR function, reporting directly to the COO. This is a hands-on, tactical role in which you will act as an HR Business Partner to the leadership team while supporting a population of approximately 115 employees. A component of this role involves shaping culture - planning employee events and initiatives that bring the company together and reinforce PanAgora's collaborative, research-driven environment. The ideal candidate has 10 years HR experience, preferably within financial services, along with a strong command of employment law and a familiarity with Workday. You will develop, implement and maintain HR strategies, policies, and training programs that support PanAgora's business goals, while championing a workplace culture that keeps employees engaged and connected. PanAgora follows a hybrid schedule, with employees required in the Boston office Monday - Thursday each week
PRIMARY DUTIES AND RESPONSIBILITIES - Serve as a primary HR point of contact for approximately 110 employees, handling day-to-day HR responsibilities related to hiring, onboarding, performance management, employee relations, compensation, and benefits.
- Act as an HR Business Partner to the leadership team, providing guidance on people-related decisions.
- Develop, implement, and maintain HR policies and procedures that support PanAgora's business goals and ensure compliance with employment laws and regulations.
- Manage the full employee lifecycle, including recruiting, onboarding, and offboarding processes.
- Oversee compensation and benefits administration, including working with Workday (via affiliate) for HRIS and payroll-related functions.
- Partner with leadership to design and deliver training and development programs aligned with cultural and business goals.
- Plan and execute employee events, engagement initiatives, and culture-building programs that bring the firm together and reinforce a collaborative, research-driven environment.
- Represent the firm to external stakeholders, company affiliates and prospective employees.
- Monitor and address employee relations matters, providing fair and consistent resolution in line with company policy and applicable law.
- Maintain accurate employee records and HR documentation, ensuring data integrity within Workday/Empower systems.
- Stay current on employment law changes and proactively update policies to maintain compliance.
- Support periodic HR projects such as policy rollouts, benefits open enrollment, and organizational initiatives.
ESSENTIAL SKILLS, EXPERIENCE & EDUCATION:- 10 years of HR-related experience, preferably within the financial services industry.
- Strong working knowledge of employment laws and regulations.
- Excellent interpersonal skills with a high level of maturity, professionalism, and attention to detail.
- Motivated self-starter with strong organizational and time-management skills.
- Team player mentality with a positive attitude and strong problem-solving skills.
- Flexibility, resilience, and adaptability to constantly evolving priorities and organizational needs.
- Ability to work onsite in the Boston office on a hybrid schedule (Tuesday, Wednesday, and Thursday each week).
- Hands-on experience with HR systems (HRIS, Payroll, etc.); familiarity with Workday a strong plus.
- Proficiency with MS Office, including working with data in Excel (pivot tables, reference formulas, etc.).
- Experience planning and executing employee engagement events or culture-building initiatives.
- Prior experience supporting financial services, asset management, or other regulated environments.
- Bachelor's degree in Human Resources, Business Administration, or a related field (equivalent experience considered).
- HR certifications such as SHRM-CP, SHRM-SCP, or PHR/SPHR a plus.
Salary Range: $200,000 - $225,000
Disclaimer: The posted salary range represents the company's good faith estimate of the compensation for this position at the time of posting and the same is not a promise of a particular wage for any individual. Actual compensation may be dependent on a variety of factors including, but not limited to, the candidate's experience, education or skills, and other factors.
