Director, Operations & Strategy (Human Capital)

OMERS • New York, NY

2d • $230,000 - $330,000

About The Position

OMERS Direct Private Equity is seeking a Human Capital Director for its Operations & Strategy team in New York. The Director will lead human capital initiatives across the Direct Private Equity portfolio, partnering with investment teams, portfolio company boards, CEOs, CHROs, operating executives, and external advisors. The role assesses human capital opportunities and risks during diligence, develops post-close talent and organization plans, and helps portfolio companies improve leadership, organizational effectiveness, culture, incentives, succession, employee development, and change management.

Working closely with lead operating partners, investment team members, non-executive board directors, and portfolio company leadership teams, the Director will advance strategic and operational improvements in talent strategy. The role calls for a commercially minded human capital leader who understands the connection between talent, organizational design, and value creation, and can influence senior leaders through a partnership-oriented approach.

The expected annual base salary is $230,000–$330,000. The successful candidate may also be eligible for annual incentives under the Short-term Incentive plan and, if applicable, the Long-Term Incentive plan, as well as group benefits and retirement plans.

Requirements

• 10+ years of relevant experience in human capital, talent, organization effectiveness, executive search, leadership advisory, management consulting, private equity operations, and/or senior HR leadership.
• Experience working with private equity-backed, founder-led, mid-market, lower-mid-market, and high-growth companies, including organic growth and M&A.
• Demonstrated ability to advise CEOs, CHROs, boards, and senior investors on leadership, talent, organization, and culture topics.
• Ability to create influence without direct reporting lines.
• Track record of translating human capital insights into measurable value creation outcomes.
• Collaborative, humble, and partnership-oriented approach.
• High integrity and strong judgment.
• Intellectual curiosity and comfort learning across industries and business models.
• Low ego, high ownership, and responsiveness.
• Ability to work strategically with boards and practically alongside management teams.
• Comfort constructively challenging the status quo and influencing senior leaders through insight, credibility, and partnership.
• Passion for building enduring businesses through strong leadership, teams, and organizations.

Nice To Haves

• Experience supporting M&A, post-merger integration, and carve-outs is highly valuable.

Responsibilities

• Partner with operating and deal leaders and portfolio company leadership teams to identify and execute human capital initiatives that support value creation, growth, and operational performance.
• Develop tailored human capital value creation plans aligned with portfolio companies’ investment theses, strategic priorities, and stages of ownership.
• Advise CEOs, CHROs, and boards on organization design, leadership effectiveness, succession planning, incentive alignment, culture, and change management.
• Support portfolio companies through growth, transformation, acquisition integration, leadership transition, and strategic repositioning.
• Create repeatable playbooks, tools, and best practices that can be adapted to individual portfolio companies.
• Lead or support human capital diligence for new investments, assessing management teams, organizational structure, leadership depth, culture, talent risks, compensation, and HR capabilities.
• Translate diligence findings into investment implications, value creation opportunities, risk mitigation plans, and post-close priorities.
• Partner with investment professionals and advisors to integrate human capital considerations into underwriting and investment committee materials.
• Develop 100-day and longer-term human capital action plans for new investments.
• Assess senior leadership teams and identify gaps, development needs, and succession priorities.
• Build and maintain relationships with executive search firms, leadership advisory firms, compensation consultants, interim executives, and functional experts.
• Support executive hiring, onboarding, assessment, and succession for key portfolio company leadership and non-executive director roles.
• Help portfolio companies strengthen performance management, leadership development, workforce planning, and retention of critical talent.
• Support cultural assessment and culture-scaling efforts, particularly in founder-led, carve-out, high-growth, or acquisition-oriented businesses.
• Help portfolio companies build flexible, effective HR functions suited to their scale, complexity, and strategic ambitions.
• Identify common human capital themes across the portfolio and develop scalable approaches to address them.
• Facilitate connections among portfolio company leaders to share best practices and lessons learned.
• Represent the Operations & Strategy team as a trusted human capital advisor to internal stakeholders and external partners.
• Contribute to the broader Direct Private Equity value creation agenda alongside colleagues focused on strategy, operations, digital, finance, commercial excellence, procurement, and other functional areas.

Benefits

• Annual incentive award under the Short-term Incentive plan (eligibility may apply).
• Long-Term Incentive plan participation, if applicable.
• Group benefits plans.
• Retirement plans.
• Employee Resource Groups with executive leader sponsorship.
• Purpose@Work committee.
• Employee recognition programs.

What This Job Offers

• Job Type: Full-time
• Career Level: Director
• Education Level: No Education Listed