Director of Human Resources

• The Director of Human Resources serves as a strategic business partner to firm leadership, responsible for developing and executing human capital strategies that support organizational growth, employee engagement, and business objectives. This role oversees all aspects of human resources, including talent acquisition, employee relations, compensation and benefits, performance management, compliance, learning and development, and culture initiatives. The Director of Human Resources fosters an inclusive, collaborative workplace while ensuring adherence to employment laws and best practices. This position reports to the Co-CEOs.
• Key Responsibilities:
• Human Resources Leadership
• Lead and oversee the Human Resources function, ensuring alignment with the firm's strategic goals, values, and business priorities.
• Serve as a trusted advisor to executive leadership on workforce planning, organizational design, talent strategy, employee relations, and employment risk.
• Develop and implement HR policies, programs, and initiatives that support organizational effectiveness and consistent employee experience.
• Manage, mentor, and develop the HR team while overseeing departmental priorities, performance, budgeting, and resource allocation.
• Talent Acquisition and Workforce Planning
• Develop and execute recruiting and workforce strategies that attract, select, and retain high-performing talent.
• Partner with leaders to assess current and future staffing needs, succession priorities, and organizational capabilities.
• Enhance onboarding, internal mobility, retention, and talent management programs to support employee success and business continuity.
• Establish scalable and equitable best practices across the full recruiting lifecycle.
• Employee Relations and Culture
• Foster a positive, inclusive, respectful, and high-performing workplace culture.
• Provide guidance on performance concerns, conflict resolution, workplace investigations, disciplinary actions, and separations.
• Develop programs that strengthen engagement, recognition, morale, collaboration, and the overall employee experience.
• Partner with firm leadership and employee committees to advance culture and belonging priorities.
• Compensation and Performance Management
• Oversee compensation philosophy, market analysis, salary administration, job evaluation, job classification, and equitable pay practices.
• Lead firmwide performance management processes, including goal setting and annual and mid-year review cycles.
• Partner with leaders on performance calibration, succession planning, employee development, and performance improvement strategies.
• Develop compensation, reward, and recognition programs that reinforce organizational values, performance, engagement, and retention.
• Use market data, internal equity analysis, and workforce trends to provide compensation and performance recommendations to executive leadership.
• Benefits Administration
• Lead the design, administration, and ongoing evaluation of employee benefit programs, including medical, dental, vision, life, disability, retirement, wellness, and voluntary benefits.
• Oversee annual benefit renewals, plan design analysis, benchmarking, open enrollment, employee communications, and implementation of benefit changes.
• Manage benefit brokers, consultants, carriers, third-party administrators, and other vendors, including contract reviews, service expectations, issue resolution, and cost management.
• Ensure timely and accurate benefit enrollment, eligibility administration, payroll deductions, invoice reconciliation, employee status changes, and coordination with payroll and HRIS processes.
• Oversee leave and accommodation administration, including coordination of company programs and applicable federal, state, and local requirements.
• Monitor benefit plan compliance and required notices, filings, audits, and documentation in partnership with internal stakeholders and external advisors.
• Advise employees and leaders on complex benefit matters while ensuring responsive, confidential, and consistent support.
• Learning and Organizational Development
• Design and implement leadership development, professional development, and firmwide training initiatives.
• Support career development, succession planning, and capability-building programs across the organization.
• Assess organizational learning needs and measure program effectiveness to ensure alignment with business priorities.
• Compliance and Risk Management
• Ensure compliance with applicable federal, state, and local employment laws and regulations.
• Oversee HR policies, procedures, audits, required reporting, and employment-related documentation.
• Manage workplace investigations and advise leaders on risk mitigation and consistent policy application.
• Maintain appropriate standards of confidentiality, integrity, and professional judgment.
• HR Operations, Analytics, and Strategic Planning
• Oversee HR systems, data governance, workflows, and operational processes to support accuracy, efficiency, and scalability.
• Analyze workforce metrics and organizational trends related to recruiting, turnover, engagement, compensation, performance, and retention.
• Provide data-informed recommendations to leadership and identify opportunities to improve HR programs and service delivery.
• Lead or support organizational change initiatives and other strategic projects as assigned.
• Utilize Meketa-approved technology (including AI), software, and related tools as part of daily work activities to improve quality and efficiency, support decision-making, and enhance deliverables, consistent with company policies and role requirements.

Qualifications:

Education and Experience
Bachelor's degree in Human Resources, Business Administration, or a related field required; master's degree preferred.
At least 10 years of progressive Human Resources experience, including significant leadership responsibility.
Demonstrated experience overseeing multiple HR disciplines, including employee relations, talent acquisition, compensation, benefits, compliance, performance management, and organizational development.
Experience in professional services, consulting, financial services, investment management, or a similarly complex environment preferred.
SHRM-SCP, SPHR, or a comparable senior-level HR certification strongly preferred.

Skills and Competencies:

Strong business acumen, strategic thinking, and organizational judgment.
Exceptional leadership, written communication, verbal communication, and interpersonal skills.
Proven ability to influence executive leaders, build trust, and navigate sensitive or complex matters.
Deep knowledge of employment laws, HR best practices, and compliance requirements.
Strong analytical, problem-solving, decision-making, and change management capabilities.
Excellent organizational and project management skills, with the ability to prioritize and delegate effectively.
High degree of integrity, professionalism, discretion, and confidentiality.
Proficiency with HRIS and talent management platforms, workforce reporting tools, and Microsoft Office applications.