Position Description

Partners Capital is seeking a Principal to join our Boston-based People Team and help support and execute talent management programs in a practical, hands-on capacity.

The ideal candidate is a results-driven talent management practitioner with strong execution capabilities across key human capital disciplines, including talent development, performance management, employee engagement, workforce planning, and retention strategies. This role manages core talent processes and programs and is responsible for building, implementing, and continuously improving practical talent solutions that strengthen manager capability, support employee growth, and drive measurable business outcomes.

As a fast-growing company of more than 400 people, including more than 200 employees in North America, we are seeking someone who is motivated, entrepreneurial, adaptable, and comfortable working on a small team in an extremely fast-paced, ever-changing environment. This practitioner must be able to manage, implement, and improve talent programs day to day while also contributing to thoughtful program design. Success in this role requires strong follow-through, practical judgment, and the ability to turn ideas into well-executed processes.

Reporting to the Managing Director and Head of People, North America, this role will work with leaders, managers, and the People Team to deliver human capital programs that support business needs and strengthen the employee experience. This role will support our North American team across four offices: Boston HQ, Dallas, New York, and San Francisco. Strong judgment, follow-through, and the ability to build trusted relationships with leaders, managers, and employees are essential.

Key Responsibilities include:

1. End-to-End Talent Lifecycle Management
   
   • Manage the continued development, operationalization, and oversight of core talent cycles and programs, including workforce planning, onboarding, development, performance management, and succession.
   • Ensure timelines, communications, and processes are well-coordinated and effectively executed.
   • Maintain consistent, well-organized talent processes that create a clear and smooth employee experience.
2. Talent Development & Manager Capability
   
   • Manage the design, build, and implementation of talent development programming, including onboarding, management development, technical training, and other interventions that address key business and people needs. Maintain and improve current programming.
   • Build and maintain tools, templates, and materials for career development, skill building, and talent planning.
   • Ensure development initiatives are measurable and tied directly to performance outcomes.
   • Support managers with tools and guidance to help them develop, engage, and retain their teams.
   • Manage the mentorship program across business lines, including reviewing and revising mentor pairings, supporting education and development for all North America mentors, and collaborating with cross-regional mentors to ensure familiarity with North America programming.
   • Manage intern and early career programming in partnership with the business.
3. Performance Management
   
   • Execute and continuously improve annual performance management processes, including objective setting, feedback cycles, and reviews. Partner with the global team to maintain consistency across regions.
   • Work with the People Team and business managers to support clear feedback, goal-setting, and performance follow-up.
   • Ensure clarity, consistency, and rigor in how performance is measured and managed.
   • Support managers with tools, guidance, and training to effectively manage performance and drive results.
4. Employee Engagement & Experience
   
   • Coordinate and execute engagement programs that improve employee experience, productivity, and retention.
   • Analyze engagement data and translate insights into actionable plans.
   • Work with leaders and managers on actions that support team culture, connection, and effectiveness.
   • Represent the People Team on committees focused on community, DEI, and culture-enrichment activities.
5. Retention & Talent Program Support
   
   • Monitor key talent metrics, including engagement, turnover, internal mobility, and performance trends, and develop targeted action plans to address gaps as needed.
   • Identify common reasons for attrition and help implement practical actions to support retention of key employees.
   • Support internal mobility and career growth processes by maintaining tools, communications, and follow-up actions.
6. Execution & Operational Excellence
   
   • Play a hands-on role in building and executing talent programs, ensuring they are delivered on time, at a high level of quality, and with strong adoption.
   • Ensure programs are scalable, repeatable, and embedded into day-to-day operations by building tools, templates, and processes that make programs easy to use and understand.
   • Balance speed and rigor-delivering high-quality solutions that are practical and adopted by the business.
   • Continuously improve programs based on feedback, data, and evolving business needs.
   • Support the Head of People, North America, with committees and ad hoc projects for North America and globally.
7. Data Tracking & Reporting
   
   • Use people analytics to identify trends, support program improvements, track progress, and measure results.
   • In partnership with the People Operations Lead, define and monitor KPIs and report progress to the Head of People, North America, and business leadership.

Key responsibilities may be assessed and are subject to change from time to time based on the needs of the business. The individual may be required to work overtime as needed.

Additional responsibilities include:

• Ensure all information security processes, policies, and procedures are followed and raise any issues or concerns with the Cyber Security team.
• Ensure full compliance with all local data protection regulations and privacy controls, and raise any related issues via the appropriate channels.

Qualifications / Attributes Required:

• Bachelor's degree in a related field.
• 7+ years of progressive experience across talent management disciplines, including talent development and leadership programming, performance management systems, and/or employee engagement programs.
• Demonstrated success managing and executing talent programs end-to-end.
• Proven track record of delivering measurable results through well-managed talent programs.
• Experience operating in complex, fast-paced, and evolving environments.
• Proactive and solution-oriented, with demonstrated ability to manage and execute projects using strong project management skills.

Skills & Capabilities

• Practical thinker with strong program design capabilities and a hands-on, systems-oriented mindset.
• Hands-on operator who can turn plans into action and deliver results.
• Strong business understanding with the ability to connect talent programs to day-to-day business needs.
• Exposure to workforce planning, organizational design, and succession management.
• Exceptional stakeholder management and influencing skills.
• Data-driven mindset with the ability to convert insights into action.
• Strong coaching, manager support, and change management capabilities.
• Excellent analytical, organizational, prioritization, and written and verbal communication skills.
• Motivated, entrepreneurial, adaptable, and able to thrive in a small team within a fast-growing organization.
• Ability to handle employee information with a high level of confidentiality, discretion, and sensitivity.
• Intellectually curious and collaborative team player who embodies Partners Capital's values and is willing to do what it takes to contribute to the success of the business.
• High proficiency in Microsoft Office, including Excel, PowerPoint, Word, and Outlook.

Benefits and Compensation

Partners Capital is committed to being a great place to work, with a focus on both wellbeing and professional growth. Employees can expect professional development and career progression opportunities, competitive compensation, exceptional benefits, and a flexible, results-focused working model. Our benefits package includes medical, dental, and vision insurance; short- and long-term disability insurance; life insurance; flexible spending accounts; commuter benefits; paid time off; and a 401(k) plan with employer matching. The firm also supports global philanthropy through a charity program and volunteer day. In addition, we champion a variety of wellness and social events and support the pursuit of professional certifications such as the Chartered Financial Analyst (CFA) and Chartered Alternative Investment Analyst (CAIA) designations.

Massachusetts requires Partners Capital to include a reasonable estimate of the base salary range for this role. This base salary range is specific to individuals applying to work in our Massachusetts office and takes into account a number of factors. A reasonable estimate of the base salary range for this role in Massachusetts is $150,000-$170,000.

The base salary offered will be determined based on factors such as experience, skills, training, certifications, and education. Decisions will be made on a case-by-case basis.

The base salary is one element of our competitive compensation package. In addition to base salary, this position may be eligible for performance-based incentives.

For all California residents, please click here to view the Partners Capital California Applicant Privacy Notice.