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vice president of human resources

Hoxton Circle

<div>
 
 
 Vice President, Head of Human Resources - PE Firm
 
 
 
 
 Hybrid Role - Mid Town Manhattan
 
 
 
 
 
 
 
 A Note from Me &amp; About the Firm
 
 
 
 
 
 
 I've worked with this PE firm for years and they are genuinely one of my favorite clients, which is why I'm excited about this search. A few things that make them different:
 
 <ul>
 <li>
 They are the rare PE firm that is actually down to earth. Incredibly smart, work hard, but also fun to be around. Kind and decisive, which you don't always get together.
 </li>
 <li>
 They genuinely value their people. They sit on weekly recruiting calls with me for portfolio company roles more junior than any other PE firm I work with, because they understand how much talent matters at every level. They spend their time in the right places.
 </li>
 <li>
 The team is around 40 people, a strong mix of hungry early-career talent and seasoned senior professionals.
 </li>
 <li>
 They are completely receptive to HR and hungry for it. They will back initiatives with real budget. For the right person, this is an unusually good platform to build something.
 </li>
 </ul>
 
 
 
 
 
 The Opportunity
 
 
 
 
 
 
 The VP, Head of Human Resources will lead internal talent and human capital strategy for the firm. This is a strategic partner role to the Partners and deal team, responsible for building a high-performing, engaged organization through best-in-class recruiting, performance management, compensation, leadership development, and cultural engagement.
 
 
 
 
 
 
 Key Responsibilities
 
 
 
 
 
 
 
 Talent Acquisition &amp; Workforce Planning
 
 
 <ul>
 <li>
 Lead end-to-end recruiting across the firm, partnering with Partners and deal teams on role scope, candidate profiles, and hiring priorities
 </li>
 <li>
 Build proactive talent pipelines and manage relationships with search partners
 </li>
 <li>
 Drive a rigorous, structured interview and assessment process
 </li>
 </ul>
 
 
 Performance Management &amp; Talent Development
 
 
 <ul>
 <li>
 Design and execute goal setting, mid-year and year-end reviews, and ongoing feedback mechanisms
 </li>
 <li>
 Build career pathing and development planning to support retention and growth
 </li>
 <li>
 Partner with leadership to identify high-potential talent and build succession plans
 </li>
 </ul>
 
 
 Compensation &amp; Benefits
 
 
 <ul>
 <li>
 Facilitate the firm's compensation philosophy, benchmarking, and internal equity
 </li>
 <li>
 Manage annual compensation cycles including base, bonus, and incentive design
 </li>
 <li>
 Oversee competitive benefits programs
 </li>
 </ul>
 
 
 Culture, Engagement &amp; Leadership Development
 
 
 <ul>
 <li>
 Strengthen firm culture and employee experience through engagement initiatives and internal communications
 </li>
 <li>
 Design leadership development programs for investment professionals and functional leaders
 </li>
 <li>
 Lead planning and execution of firmwide meetings, offsites, and the summer intern program
 </li>
 </ul>
 
 
 HR Operations
 
 
 <ul>
 <li>
 Oversee HR policies, systems, employee lifecycle, and compliance with employment laws
 </li>
 <li>
 Build scalable HR infrastructure to support firm growth
 </li>
 </ul>
 
 
 
 
 
 Ideal Background
 
 
 <ul>
 <li>
 8&ndash;15+ years in HR, talent, or human capital leadership roles
 </li>
 <li>
 Experience in private equity, investment firms, or high-performance professional services strongly preferred
 </li>
 <li>
 Track record partnering with senior leadership on talent strategy and organizational development
 </li>
 <li>
 Deep expertise across recruiting, performance management, compensation, and organizational development
 </li>
 <li>
 Strong executive presence, sound judgment, and discretion with sensitive matters
 </li>
 <li>
 Data-driven, pragmatic, and solutions-oriented with high ownership
 </li>
 </ul>
 
 
 
 
 
 Compensation:
 
 
 <ul>
 <li>
 $200k base salary + 30% cash bonus
 
 and flexible for the right candidate
 
 </li>
 </ul>
 
 
 
 
 
 Hybrid Schedule:
 
 
 <ul>
 <li>
 4 days per week in office in mid-town Manhattan, walkable from Grand Central or Penn Station.
 </li>
 </ul>
</div>

Vice President Human Resources (Private Equity)

SiriusXM

<div>Responsibilities:

Who We Are:
SiriusXM and its brands (Pandora, SiriusXM Media, AdsWizz, Simplecast, and SiriusXM Connect) are leading a new era of audio entertainment and services by delivering the most compelling subscription and ad-supported audio entertainment experience for listeners - in the car, at home, and anywhere on the go with connected devices. Our vision is to shape the future of audio, where everyone can be effortlessly connected to the voices, stories and music they love wherever they are.
This is the place where a diverse group of emerging talent and legends alike come to share authentic and purposeful songs, stories, sounds and insights through some of the best programming and technology in the world. Our critically-acclaimed, industry-leading audio entertainment encompasses music, sports, comedy, news, talk, live events, and podcasting. No matter their individual role, each of our employees plays a vital part in bringing SiriusXM&rsquo;s vision to life every day.
SiriusXM is the leading audio entertainment company in North America, and the premier programmer and platform for subscription and digital advertising-supported audio products. SiriusXM&rsquo;s platforms collectively reach approximately 150 million listeners, the largest digital audio audience across paid and free tiers in North America, and deliver music, sports, talk, news, comedy, entertainment and podcasts. Pandora, a subsidiary of SiriusXM, is the largest ad-supported audio entertainment streaming service in the U.S. SiriusXM's subsidiaries Simplecast and AdsWizz make it a leader in podcast hosting, production, distribution, analytics and monetization. The Company&rsquo;s advertising sales organization, which operates as SiriusXM Media, leverages its scale, cross-platform sales organization and ad tech capabilities to deliver results for audio creators and advertisers. SiriusXM, through SiriusXM Canada Holdings, Inc., also offers satellite radio and audio entertainment in Canada. In addition to its audio entertainment businesses, SiriusXM offers connected vehicle services to automakers.
What You&rsquo;ll Do:<ul><li>
At SiriusXM, our people are at the center of everything we do. The Senior Vice President, Total Rewards is a key member of the People Leadership Team, reporting to the Head of People, Places, &amp; Culture (CAO).</li><li>
This individual will play an important role in driving the effectiveness of the entire People &amp; Culture function by guiding the overall strategy and execution of the Total Rewards functions. The successful candidate will use a proactive and innovative approach to ensure that our rewards are competitive, drive business results, are aligned with our culture, and are understood and valued by our people managers and employees. Additionally they will provide thoughtful data insights to inform overall People strategy.</li><li>
Must be both a strategic leader and hands-on contributor who can balance long-term big thinking with practical, scalable, day-to-day execution. Must be passionate about developing their team of high-achieving individuals.</li><li>
Develop and lead the Company's comprehensive strategy for Total Rewards using compelling and equitable compensation and benefits programs aimed at attracting and retaining world-class talent in a competitive environment and across multi-disciplines.</li><li>
Provide strategic direction, planning, and requirements to execute the design, implementation, communication, and administration of the company's compensation programs; including annual short- and long-term incentives and executive compensation.</li><li>
Provide strategic leadership to ensure that our benefits strategy aligns with company values and will attract, engage and retain top talent for the organization, including evaluation, design, implementation, communication, and compliance for health &amp; welfare, retirement, paid time-off, and disability plans.</li><li>
Manage the effective communication of compensation, benefits and wellness programs to achieve employee awareness, understanding and appreciation of the programs offered.</li><li>
Continuously evaluate the effectiveness of our rewards programs to ensure they are aligned with our business and talent strategies and monitor market trends to make recommendations for changes, as appropriate.</li><li>
Ensure all programs are administered in compliance with regulations nationally. This includes management of all compliance filings, reports, and audits related to the administration of employee compensation programs either directly or through vendor/partners.</li><li>
Serve as an integral member of the HR Leadership Team to advise on programs impacting the organization as a whole and collaborate with HR Business Partners to understand and address the unique needs of various client groups.</li><li>
Prepare materials for the Compensation Committee of the Board of Directors.</li><li>
Oversee dispersed team of Compensation and Benefits practitioners.</li></ul>
What You&rsquo;ll Need:<ul><li>
Minimum 20+ Years of Overall Experience</li><li>
Minimum 10-15+ Years of Management Experience</li><li>
Bachelor's degree in relevant field (HR, labor and employment relations, business administration etc.) or equivalent combination of education and experience.</li><li>
Experience in Compensation and Benefits in a public company setting.</li><li>
Experience in a strategic leadership position.</li><li>
Media and/or technology industry experience preferred.</li><li>
A history of successful interaction and influence with all levels of stakeholders, including Compensation Committee, the Board of Directors, CEO, CAO, CFO and other senior executives.</li><li>
Expert knowledge of Health and Wellness Programs</li><li>
Comfort with Benefits and Insurance Programs</li><li>
Experience with 401(K) administration</li><li>
Experience in incentive plan design, and equity strategy and equity plan design a must</li><li>
Deep understanding of short and long-term incentive programs</li><li>
Effective cross-functional communication in solving problems and addressing roadblocks</li><li>
Strong communication (written and verbal), organizational, analytical and problem-solving skills, along with strong attention to detail</li><li>
Ability to multitask while managing deadlines, perform well under pressure, work independently and as a part of a team</li><li>
Demonstrated ability to manage projects to on-time completion with confidentiality and integrity</li><li>
Ability to succeed in a collaborative, startup-paced environment</li><li>
Good business acumen and awareness of business and market trends</li><li>
High degree of motivation, flexibility and creativity</li><li>
Thorough knowledge of MS-Office Suite (Word, Excel, PowerPoint, Access) and Google Suite</li><li>
Experience with Workday a plus</li><li>
Must have legal right to work in the U.S.</li></ul>
At SiriusXM, we carefully consider a wide range of factors when determining compensation, including your background and experience. These considerations can cause your compensation to vary. We expect the base salary for this position to be in the range of $342,000.00 to $387,000.00 and will depend on your skills, qualifications, and experience. Additionally, this role might be eligible for discretionary short-term and long-term incentives. We encourage all interested candidates to apply. 
Our goal at SiriusXM is to provide and maintain a work environment that fosters mutual respect, professionalism and cooperation. SiriusXM is an equal opportunity employer that does not discriminate on the basis of actual or perceived race, creed, color, religion, national origin, ancestry, alienage or citizenship status, age, disability or handicap, sex, gender identity, marital status, familial status, veteran status, sexual orientation or any other characteristic protected by applicable federal, state or local laws. 
The requirements and duties described above may be modified or waived by the Company in its sole discretion without notice.</div>

Senior Vice President, Total Rewards

adswizz

<ul><li>New York, New York</li><li>
Regular Employee Full-Time</li><li>
R-2026-04-63</li><li>
Hybrid</li></ul>
 <div>Who We Are:
SiriusXM and its brands (Pandora, SiriusXM Media, AdsWizz, Simplecast, and SiriusXM Connect) are leading a new era of audio entertainment and services by delivering the most compelling subscription and ad-supported audio entertainment experience for listeners - in the car, at home, and anywhere on the go with connected devices. Our vision is to shape the future of audio, where everyone can be effortlessly connected to the voices, stories and music they love wherever they are.
This is the place where a diverse group of emerging talent and legends alike come to share authentic and purposeful songs, stories, sounds and insights through some of the best programming and technology in the world. Our critically-acclaimed, industry-leading audio entertainment encompasses music, sports, comedy, news, talk, live events, and podcasting. No matter their individual role, each of our employees plays a vital part in bringing SiriusXM&rsquo;s vision to life every day.
SiriusXM is the leading audio entertainment company in North America, and the premier programmer and platform for subscription and digital advertising-supported audio products. SiriusXM&rsquo;s platforms collectively reach approximately 150 million listeners, the largest digital audio audience across paid and free tiers in North America, and deliver music, sports, talk, news, comedy, entertainment and podcasts. Pandora, a subsidiary of SiriusXM, is the largest ad-supported audio entertainment streaming service in the U.S. SiriusXM's subsidiaries Simplecast and AdsWizz make it a leader in podcast hosting, production, distribution, analytics and monetization. The Company&rsquo;s advertising sales organization, which operates as SiriusXM Media, leverages its scale, cross-platform sales organization and ad tech capabilities to deliver results for audio creators and advertisers. SiriusXM, through SiriusXM Canada Holdings, Inc., also offers satellite radio and audio entertainment in Canada. In addition to its audio entertainment businesses, SiriusXM offers connected vehicle services to automakers.
What You&rsquo;ll Do:<ul><li>
At SiriusXM, our people are at the center of everything we do. The Senior Vice President, Total Rewards is a key member of the People Leadership Team, reporting to the Head of People, Places, &amp; Culture (CAO).</li><li>
This individual will play an important role in driving the effectiveness of the entire People &amp; Culture function by guiding the overall strategy and execution of the Total Rewards functions. The successful candidate will use a proactive and innovative approach to ensure that our rewards are competitive, drive business results, are aligned with our culture, and are understood and valued by our people managers and employees. Additionally they will provide thoughtful data insights to inform overall People strategy.</li><li>
Must be both a strategic leader and hands-on contributor who can balance long-term big thinking with practical, scalable, day-to-day execution. Must be passionate about developing their team of high-achieving individuals.</li><li>
Develop and lead the Company's comprehensive strategy for Total Rewards using compelling and equitable compensation and benefits programs aimed at attracting and retaining world-class talent in a competitive environment and across multi-disciplines.</li><li>
Provide strategic direction, planning, and requirements to execute the design, implementation, communication, and administration of the company's compensation programs; including annual short- and long-term incentives and executive compensation.</li><li>
Provide strategic leadership to ensure that our benefits strategy aligns with company values and will attract, engage and retain top talent for the organization, including evaluation, design, implementation, communication, and compliance for health &amp; welfare, retirement, paid time-off, and disability plans.</li><li>
Manage the effective communication of compensation, benefits and wellness programs to achieve employee awareness, understanding and appreciation of the programs offered.</li><li>
Continuously evaluate the effectiveness of our rewards programs to ensure they are aligned with our business and talent strategies and monitor market trends to make recommendations for changes, as appropriate.</li><li>
Ensure all programs are administered in compliance with regulations nationally. This includes management of all compliance filings, reports, and audits related to the administration of employee compensation programs either directly or through vendor/partners.</li><li>
Serve as an integral member of the HR Leadership Team to advise on programs impacting the organization as a whole and collaborate with HR Business Partners to understand and address the unique needs of various client groups.</li><li>
Prepare materials for the Compensation Committee of the Board of Directors.</li><li>
Oversee dispersed team of Compensation and Benefits practitioners.</li></ul>
What You&rsquo;ll Need:<ul><li>
Minimum 20+ Years of Overall Experience</li><li>
Minimum 10-15+ Years of Management Experience</li><li>
Bachelor's degree in relevant field (HR, labor and employment relations, business administration etc.) or equivalent combination of education and experience.</li><li>
Experience in Compensation and Benefits in a public company setting.</li><li>
Experience in a strategic leadership position.</li><li>
Media and/or technology industry experience preferred.</li><li>
A history of successful interaction and influence with all levels of stakeholders, including Compensation Committee, the Board of Directors, CEO, CAO, CFO and other senior executives.</li><li>
Expert knowledge of Health and Wellness Programs</li><li>
Comfort with Benefits and Insurance Programs</li><li>
Experience with 401(K) administration</li><li>
Experience in incentive plan design, and equity strategy and equity plan design a must</li><li>
Deep understanding of short and long-term incentive programs</li><li>
Effective cross-functional communication in solving problems and addressing roadblocks</li><li>
Strong communication (written and verbal), organizational, analytical and problem-solving skills, along with strong attention to detail</li><li>
Ability to multitask while managing deadlines, perform well under pressure, work independently and as a part of a team</li><li>
Demonstrated ability to manage projects to on-time completion with confidentiality and integrity</li><li>
Ability to succeed in a collaborative, startup-paced environment</li><li>
Good business acumen and awareness of business and market trends</li><li>
High degree of motivation, flexibility and creativity</li><li>
Thorough knowledge of MS-Office Suite (Word, Excel, PowerPoint, Access) and Google Suite</li><li>
Experience with Workday a plus</li><li>
Must have legal right to work in the U.S.</li></ul>
At SiriusXM, we carefully consider a wide range of factors when determining compensation, including your background and experience. These considerations can cause your compensation to vary. We expect the base salary for this position to be in the range of $342,000.00 to $387,000.00 and will depend on your skills, qualifications, and experience. Additionally, this role might be eligible for discretionary short-term and long-term incentives. We encourage all interested candidates to apply. 
Our goal at SiriusXM is to provide and maintain a work environment that fosters mutual respect, professionalism and cooperation. SiriusXM is an equal opportunity employer that does not discriminate on the basis of actual or perceived race, creed, color, religion, national origin, ancestry, alienage or citizenship status, age, disability or handicap, sex, gender identity, marital status, familial status, veteran status, sexual orientation or any other characteristic protected by applicable federal, state or local laws. 
The requirements and duties described above may be modified or waived by the Company in its sole discretion without notice.
R-2026-04-63</div>

SBH Fashion

<div>
 
 Job Title: Senior Director of Human Resources
 
 
 
 
 Position Overview
 
 
 
 Seeking a Senior Director of Human Resources to serve as the sole internal HR leader, owning and building the full HR function across the organization. This is a highly visible role that will partner closely with ownership, executive leadership, and an external HR consultancy firm to drive both strategic initiatives and day-to-day execution.
 
 
 This individual will operate as a true business partner, responsible for shaping the company&rsquo;s people strategy, talent-mapping throughout the organization, and implementing the infrastructure, processes, and tools needed to support continued growth.
 
 
 The ideal candidate brings a balance of strategic thinking and hands-on execution, with a strong ability to influence leadership, build scalable systems, and elevate organizational performance.
 
 
 Success will be measured through a combination of factors including optimization of human capital value and employee morale, reduction of risk, and reduction of turnover rate.
 
 
 
 Key Responsibilities:
 
 
 
 
 HR Leadership &amp; Business Partnership
 
 
 
 <ul>
 <li>
 Act as a trusted advisor to ownership and the executive team, providing guidance on organizational design, workforce planning, and people strategy
 </li>
 <li>
 Partner with senior leadership to align HR initiatives with broader business objectives, growth plans, and operational priorities
 </li>
 <li>
 Serve as the internal point of contact coordinating closely with the company&rsquo;s external HR consultancy firm
 
 
 </li>
 </ul>
 
 Organizational Development &amp; Effectiveness
 
 
 
 <ul>
 <li>
 Evaluate organizational structure, team design, and resource allocation to ensure efficiency and scalability
 </li>
 <li>
 Lead organizational development initiatives, including team assessments, role clarity, and rightsizing efforts
 </li>
 <li>
 Partner with leadership to identify gaps, improve productivity, and optimize team performance while managing costs
 
 
 </li>
 </ul>
 
 Performance Management &amp; Employee Development
 
 
 
 <ul>
 <li>
 Assess, design, and implement modern performance management frameworks, including evaluations, review cycles, and feedback processes
 </li>
 <li>
 Build and formalize accountability structures
 </li>
 <li>
 Drive a culture of continuous feedback, high performance, and professional development across the organization
 
 
 </li>
 </ul>
 
 Manager Coaching &amp; Leadership Enablement
 
 
 
 <ul>
 <li>
 Partner with middle and senior management to improve how they lead, manage, and develop their teams
 </li>
 <li>
 Provide ongoing coaching and guidance to managers on performance management, employee relations, and team engagement
 </li>
 <li>
 Elevate overall management capability across the organization through structured support and best practices
 
 
 </li>
 </ul>
 
 Talent Acquisition &amp; Workforce Planning
 
 
 
 <ul>
 <li>
 Manage the talent acquisition process, including headcount planning, role definition, and hiring prioritization
 </li>
 <li>
 Manage and optimize relationships with external recruiting agencies and partners
 </li>
 <li>
 Ensure hiring processes are efficient, consistent, and aligned with company standards and long-term objectives
 
 
 </li>
 </ul>
 
 Benefits &amp; Payroll Partnership
 
 
 
 <ul>
 <li>
 Partner closely with Finance on payroll processes and workforce cost planning
 </li>
 <li>
 Collaborate with external HR partners to manage employee benefits programs
 
 
 </li>
 </ul>
 
 HR Operations &amp; Infrastructure
 
 
 
 <ul>
 <li>
 Build, implement, and maintain foundational HR processes, policies, and systems
 </li>
 <li>
 Lead the revisions to and rollout of updated comprehensive employee handbook
 </li>
 <li>
 Ensure compliance with all federal, state, and local employment laws and regulations
 
 
 </li>
 </ul>
 
 Technology &amp; Process Innovation
 
 
 
 <ul>
 <li>
 Identify, evaluate, and implement appropriate HR technologies and systems to improve efficiency and decision-making
 </li>
 <li>
 Leverage data and analytics to inform strategic decisions and measure organizational health
 
 
 </li>
 </ul>
 
 Qualifications
 
 
 
 <ul>
 <li>
 10+ years of progressive HR experience, with at least 3&ndash;5 years in a senior leadership role
 </li>
 <li>
 Experience operating as a standalone or lead HR function
 </li>
 <li>
 Strong background in organizational development, performance management, and talent strategy
 </li>
 <li>
 Proven ability to partner with executive leadership and influence decision-making
 </li>
 <li>
 Experience working with or managing external HR consultants and recruiting agencies
 </li>
 <li>
 Solid understanding of compensation, benefits, compliance, and HR operations
 </li>
 <li>
 Experience in fashion, apparel, consumer goods, or multi-brand environments strongly preferred
 </li>
 <li>
 Demonstrated interest in leveraging technology to enhance HR effectiveness
 </li>
 <li>
 Highly resourceful, hands-on, and comfortable operating in a fast-paced, evolving environment
 
 
 </li>
 </ul>
 Salary $175,000-$225,000
 
 
</div>

Senior Director of Human Resources

NYC Health + Hospitals

<div><div><div><h2 class="jobSectionHeader">About NYC Health + Hospitals</h2><div> 
<div><div>
</div>NYC Health + Hospitals is the largest public health care system in the United States. We provide essential outpatient, inpatient and home-based services to more than one million New Yorkers every year across the city&rsquo;s five boroughs. Our large health system consists of ambulatory centers, acute care centers, post-acute care/long-term care, rehabilitation programs, Home Care, and Correctional Health Services. Our diverse workforce is uniquely focused on empowering New Yorkers.
At NYC Health + Hospitals, our mission is to deliver high quality care health services, without exception. Every employee takes a person-centered approach that exemplifies the ICARE values (Integrity, Compassion, Accountability, Respect, and Excellence) through empathic communication and partnerships between all persons.
</div></div></div></div><div><div><h2 class="jobSectionHeader">
Work Shifts</h2><div> 
<div><div>
</div>9:00 A.M &ndash; 5:00 P.M 
</div></div></div></div><div><div><h2 class="jobSectionHeader">
Duties &amp; Responsibilities</h2><div> 
<div><div>
</div>Purpose of Position:
Under the general direction of the Vice President (VP), Human Resources, has overall responsibility and accountability for formulation, planning, and direction of programs for talent acquisition, employee retention, and development of an effective workforce across the System. Serves as principal advisor to the Vice President of Human Resources and provides functional guidance to staff, Executive Directors, and Human Resources Directors and other managers on matters pertaining to Human Resources Management and Administration.
Examples of Typical Tasks:
1. Develops and administers policies, programs, practices, and procedures for recruitment of professional, 
clinical support, technical, administrative, and clerical personnel.
2. Develops recruitment and selection policies and programs for executive and managerial personnel.
3. Develops and administers an examining and testing program; development of selection and qualification 
standards and placement and selection methods and techniques for all types of System employees.
4. Participates in development and administration of policies, programs, practices, and procedures for effective 
manpower utilization.
5. Develops and administers policies, programs, and procedures for determination of employee performance 
appraisal and evaluation, merit program plans, employee benefits and services, incentive awards, retirement, 
talent acquisition, and other related areas.
6. Develops and administers policies, programs, and practices for employee management communications for 
personnel research and studies, for personnel statistical requirements, and participation in System integrated 
management information systems.
7. Develops and administers programs, policies, and procedures for System-wide retention system consistent 
with civil service law and System personnel rules and regulations.
8. Interprets, administers, and disseminates personnel policies, rules, and regulations to ensure consistent 
application, interpretation, and compliance.
9. Directs and supervises organizational units involved in Human Resources Management activities and 
administration of maintenance of personnel management programs, Systemwide.
10. Assures that personnel management programs, policies, practices, and procedures are developed and 
applied in alignment with the System&rsquo;s mission, values and business goals and considers implications 
relating to management, employees, labor relations, and unions.
11. Effectively liaises with and maintains relationships with government organizations, employee organizations, 
and private sector concerned with development and coordination of personnel management programs.
12. Performs related duties, as directed.
</div></div></div></div><div><div><h2 class="jobSectionHeader">
Minimum Qualifications</h2><div> 
<div><div>
</div>1. A Baccalaureate Degree in Business Administration, Public Administration, Management, Psychology or a related field, with emphasis in Human Resources Management and/or Employee Relations; and
2. Five (5) years of progressively responsible experience in developing and administering policies, programs, and practices for employee management, interpreting, administering, and disseminating personnel policies, and liaising and maintaining relationships with outside organizations or parties, three (3) years of which must have been in a responsible administrative, managerial, and/or supervisory capacity; or
3. A satisfactory equivalent combination of education, training, and/or experience. Possession of a valid, professional HR certification (SHRM-CP, SHRM-SCP, PHR or SPHR) can be substituted for up to one (1) year of responsible administrative, managerial, and/or supervisory capacity, as described in &ldquo;2&rdquo; above. However, all candidates must have at least a high school diploma or its educational equivalent.
</div></div></div></div><div><div><h2 class="jobSectionHeader">
Department Preferences</h2>
<div>
<div></div><div><ul><li>Retirement Plan</li><li>
Benefits</li><li>
10 plus year of experience in retirement</li></ul>
</div></div></div></div><div><div><h2 class="jobSectionHeader">Benefits</h2><div> 
<div><div>
</div>NYC Health and Hospitals offers a competitive benefits package that includes:<ul><li>
Comprehensive Health Benefits for employees hired to work 20+ hrs. per week</li><li>
Retirement Savings and Pension Plans</li><li>
Paid Holidays and Vacation in accordance with employees' Collectively bargained contracts</li><li>
Loan Forgiveness Programs for eligible employees</li><li>
College tuition discounts and professional development opportunities</li><li>
College Savings Program</li><li>
Union Benefits for eligible titles</li><li>
Multiple employee discounts programs</li><li>
Commuter Benefits Programs</li></ul>
</div></div></div></div><div><div><h2 class="jobSectionHeader">How To Apply</h2><div> 
<div><div>
</div>If you wish to apply for this position, please apply online by clicking the &quot;Apply for Job&quot; button.</div></div></div></div></div>

Director of Human Resources Management

Orbital

<div>We&rsquo;re on a mission to make real estate transactions smarter, faster, and friction-free.
Real estate is the world&rsquo;s largest asset class, yet the legal processes and tools behind it remain slow, manual, and underinvested. Lawyers must review dense documents line by line and piece together information across silos, all while clients demand faster, more transparent due diligence.
That's where we come in. Orbital Copilot is the AI assistant built exclusively for commercial real estate law. Developed with former practicing real estate lawyers, it accelerates complex due diligence by up to 70% while delivering legal-grade precision.
We&rsquo;ve just raised a $60m Series B to accelerate our UK/US expansion.
We're trusted by leading firms like Goodwin and BCLP to remove the busywork so legal teams can focus on what they do best: applying sharp legal judgment, delivering standout client service, and getting deals over the line faster.
Working at Orbital means joining a team that's reimagining how real estate transactions get done - moving fast, working collaboratively, and giving people the ownership to make a real impact from day one.<h2 class="jobSectionHeader">
The role</h2>
This is the most senior People role in the company, reporting to our COO (based in the UK) and partnering closely with our CEO (based in New York). Your direct team is our UK-based Principal People Ops Lead, our UK-based People Enablement Partner, and a US-based People Enablement Partner we're currently hiring into the New York office, and you'll shape how it grows from here. Talent Acquisition sits as a separate function and is not part of this remit today.
Your starting point is not a People roadmap handed to you in advance. It is the company strategy, operating model, growth plan, and AI-first ambition, and you'll use that context to set the people agenda.
Orbital is at an inflection point: as the company scales, the challenge is not just adding headcount but building an organization that uses AI deliberately, redesigns work where automation creates leverage, and equips managers and teams to operate effectively in that environment.<h2 class="jobSectionHeader">
What you'll do</h2>
Lead from the business.
Your first team is the leadership team. You'll be part of commercial, product, and strategic conversations, bringing a people leader's perspective to business challenges rather than representing the People function in isolation. From there, you'll form your own view on where the company's growth is constrained, where organizational design is helping or hindering, and what the business needs to execute its plan. You'll help the leadership team pressure-test growth plans against organizational readiness, spot where management quality, role clarity, or team structure are becoming bottlenecks, and ensure that how we hire, develop, reward, retain, and structure teams is aligned with where the business is heading.
Set the People agenda from business context.
You won't be given a predefined project list. Instead, you'll assess what you learn from the business and set the people and organizational priorities from there, drawing on the Principal People Ops Lead's strategic insight and operational knowledge from within the function to inform your thinking. That means making sure areas like organizational design, performance management, manager capability, onboarding, compensation strategy, benefits, career progression, and people systems are pointed at the right business problems and prioritized accordingly. A major part of the brief is translating current business realities into a sharper People mandate and challenging existing priorities when the business context demands it.
Strengthen manager capability and performance.
How Orbital defines, enables, and recognizes high performance is one of the biggest opportunities for this role to shape. You'll set the standard for what good management looks like here, shape how performance, progression, and recognition are assessed across the company, and hold your peers on the leadership team accountable for the quality of management on their own teams.
Develop the People team.
You'll be the consistent presence the team anchors around, invest in their growth, develop clear ownership within the function, and be accountable for the team's development over time, not just its immediate output. Over time, you'll shape an AI-first, high-leverage function that combines strategic leadership, people product thinking, manager enablement, and operational backbone.<h2 class="jobSectionHeader">
Requirements</h2><h3 class="jobSectionHeader">
The must-haves</h3><ul><li>
Significant experience leading a People function at senior level (VP, CPO, or equivalent). You bring real depth across the people discipline. That foundation is essential, but what sets you apart is the ability to operate beyond it.</li><li>
A track record of sitting at the leadership table and influencing business decisions, not just delivering a People agenda within one.</li><li>
Strong commercial instincts. You understand how businesses make money, what impacts delivery, where growth gets stuck, and how organizational design affects all of it.</li><li>
Experience scaling a business through the 100-to-250 headcount phase, with the judgment to know what matters at each stage.</li><li>
Senior-level fluency with the US market as an employer, including compensation norms, talent dynamics, and the regulatory landscape that shape how People functions operate at scale.</li><li>
Experience leading a People function across multiple geographies, with the judgment to run a distributed team and a clear grasp of how labor markets, employment frameworks, and cultural norms differ between regions.</li><li>
The ability to translate business context into a people and organizational strategy, and to challenge existing priorities when the business context demands it.</li><li>
Experience leading through a People team, setting direction and standards without owning every deliverable.</li></ul><h3 class="jobSectionHeader">
And a few nice-to-haves</h3><ul><li>
Direct experience of a Series B to Series C growth journey.</li><li>
Built out a People function from an early-stage base, rather than inherited one.</li><li>
Familiarity with the Built for People framework or equivalent product-led thinking applied to People.</li></ul><h2 class="jobSectionHeader">
Why you'll love it here</h2><ul><li>
You'll join a startup at an exciting inflection point, with real influence at the leadership table from day one.</li><li>
You'll shape the People function rather than inherit one, with room to build it around product thinking and AI leverage.</li><li>
You'll tackle the kind of business challenges that make this a genuinely career-defining role.</li><li>
You'll be part of a collaborative, highly ambitious and friendly culture where curiosity and innovation are celebrated.</li></ul><h2 class="jobSectionHeader">
Benefits
</h2><ul><li>Compensation: We offer a competitive starting salary in the range of $220,000-$300,000, depending on experience. We share salary ranges upfront to build trust, reduce bias, and support an inclusive process, even as we continue developing our internal pay structures.</li><li>
We believe in flexibility, but we're also big on in-person collaboration. This role is based in our New York office with minimum two days a week, with additional time in as needed for things like all-hands, interviews, or team sessions. It's about being present when it matters, and balancing autonomy with impact.</li><li>
401k match and equity options in a fast-growing start-up.</li><li>
Comprehensive medical, dental, and vision coverage for you and your dependents.</li><li>
Rest and Recharge: 20 days paid holiday (plus public holidays), so you can rest, recharge, and take care of what matters most to you.</li><li>
Generous parental leave policy designed to support all parents and caregivers in balancing family and work life, in addition to any state-mandated paid family leave entitlements.</li><li>
Professional equipment and personal development budget along with training opportunities to learn and develop your skills.</li><li>
Pre-tax commuter benefits to help you get to and from the office.</li><li>
We're in the process of building an inclusive, welcoming culture where everyone feels seen and valued. Expect regular team off-sites, shared lunches, and social events, with something for everyone.</li></ul>
Security is everyone&rsquo;s responsibility at Orbital. We ask all team members to follow our security policies, complete regular awareness training, and handle sensitive data with care in line with ISO 27001 standards. Spot something unusual? Reporting risks or incidents quickly helps us maintain the strong culture of security and compliance we all depend on.
At Orbital, we&rsquo;re committed to building a diverse and inclusive team. We especially welcome applications from people who are traditionally underrepresented in tech. Even if you don&rsquo;t meet every single requirement, or if the right role isn&rsquo;t listed yet, we&rsquo;d still love to hear from you.
This hiring range is a reasonable estimate of the base pay range for this position at the time of posting. Pay is based on several factors, which may include job-related knowledge, skills, experience, and business requirements.
Compensation Range: $220K - $300K</div>

VP of People

empire state

<div><ul><li>Applicants MUST submit a cover letter with resume to be considered.</li><li>This position will require in-office presence. Hybrid work schedules may be possible based on specific job duties and consistent with ESD policy.</li><li>Minorities, women, and individuals with disabilities are encouraged to apply. Please contact Human Resources if you require an accommodation.</li></ul> 
BASIC FUNCTION:
Reporting directly to the Senior Vice President of Real Estate Development and Planning, the Assistant Vice President of Real Estate and Finance will lead a diverse portfolio of statewide real estate transactions from community engagement and planning, environmental review and public approvals, transaction closing, and construction. The AVP will be responsible for leading financial and economic analysis for projects across the department&rsquo;s portfolio. 
WORK PERFORMED:<div><ul><li>
Develop financial models to evaluate various real estate development proposals and their financial value to New York State.</li><li>
Conduct financial and economic due diligence, including market comparables and assessment of key underwriting assumptions including hard and soft costs, financial returns, and interest rate inputs</li><li>
Evaluation of financing and real estate tax exemption structures.</li><li>
Execute real estate transactions including crafting term sheets and negotiating transactional documents such as ground leases, purchase and sale agreements, and PILOT payment structures.</li><li>
Manage public and private parties involved in project planning and design, securing entitlements, economic analysis, and real estate transactions. These parties may include landlords/landowners, developers, architects, urban planners, financial consultants, engineers, appraisers, title abstract companies, attorneys, environmental consultants, State and municipal agencies, and others.</li><li>
Lead the drafting of Request for Proposals for portfolio properties and manage the proposal evaluation and designation process.</li><li>
Interface with staff at NYS agencies as well as with local and county governments.</li><li>
Perform other duties as assigned.</li></ul></div> 
MINIMUM REQUIREMENTS:
Education Level: Bachelor&rsquo;s Degree required; graduate degree in real estate, urban planning, business, law, public policy, or related field preferred.
Relevant Experience required: 5+ years in at least one of the following fields: real estate, finance, economic development, affordable housing, urban planning, public administration or in a related demanding analytic environment preferred.
Knowledge required: Strong quantitative skills and financial underwriting, Excel proficiency is preferred; strong demonstrated written and oral communications and presentation skills; ability to 'set up the problem', manage projects against tight timelines, and work well in teams; ability to look at the big picture and search for insightful, creative solutions; ability to prioritize among competing needs and opportunities; enterprising and resourceful, organized and results oriented; energetic, pro-active, collaborative and strategic; knowledge of New York State and/or general issues relevant to economic development.</div>

AVP, Real Estate & Finance

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