Executive Director, Human Resources

POLITICO•Arlington, VA

7d•$190,000 - $215,000

About The Position

POLITICO is seeking a strategic, consultative, and data-driven Executive Director of Human Resources to lead HR across North America. Reporting to the COO, this leader serves as a trusted advisor to executive leadership, connecting talent strategy to business priorities through insights, recommendations, and counsel. The role combines strategic advisory leadership with hands-on execution and includes developing the HR team while fostering a high-performing, accountable, and engaged workforce. The Executive Director leads workforce analysis and reporting, including attrition, retention, turnover drivers, engagement, headcount, and talent movement, translating findings into actionable strategies. The role advises and coaches executives and managers, leads performance and talent management, succession planning, organizational effectiveness, change management, learning and development, and complex employee relations work. The position also leads the North American HRBP team and collaborates with global HR colleagues to align people strategies and support compliant, effective HR practices. POLITICO describes success as senior leaders viewing HR as a credible consultative partner; workforce insights informing leadership discussions and retention strategies; data-supported talent recommendations aligned with business priorities; leaders better equipped to manage performance and develop teams; and a proactive HR team providing consistent, high-quality support across North America. Compensation is $190,000–$215,000 annual base salary, with the final offer based on relevant experience, skills, and qualifications.

Requirements

Significant progressive HR leadership experience, including senior-level HR business partnership and broad HR functional responsibility.
Demonstrated experience serving as a strategic advisor to C-suite executives and influencing business decisions through sound judgment, consultation, and evidence-based recommendations.
Strong analytical skills, including interpreting workforce data, identifying trends and root causes, and translating findings into practical business and people strategies.
Experience producing and presenting HR reporting, particularly attrition, retention, and workforce insights, to inform leadership decisions and measure intervention impacts.
Expertise in organizational effectiveness, workforce planning, talent management, performance management, leadership development, and employee relations.
Ability to coach and influence senior leaders, navigate challenging conversations, and provide candid, balanced advice on complex people matters.
Experience leading organizational change, managing employee relations issues and investigations, and advising on risk and compliance.
Ability to lead, mentor, and develop HR professionals and build a high-performing, consultative team.
Knowledge of U.S. employment laws and multi-state HR practices.
Experience with compensation, HR systems, workforce planning, and people analytics.
Excellent communication, presentation, relationship-building, and influencing skills, including communicating complex data and recommendations clearly to executive audiences.
Ability to balance strategic thinking and advisory responsibilities with hands-on execution in a fast-paced, evolving environment.
A bachelor’s degree in human resources, business, or a related field, or equivalent relevant experience.

Nice To Haves

Canadian HR experience.

Responsibilities

Serve as a trusted advisor to the COO and senior leaders on organizational strategy, workforce planning, organizational design, leadership effectiveness, and talent priorities.
Lead analysis and reporting of workforce trends, including attrition, retention, turnover drivers, engagement, headcount, and talent movement; translate findings into actionable insights and recommendations.
Produce regular attrition reporting, identify trends and potential root causes, and partner with leaders on targeted retention strategies and evaluation of interventions.
Coach executives and managers on leadership effectiveness, team dynamics, performance, accountability, employee development, and complex people decisions.
Lead performance management, talent reviews, succession planning, talent mapping, career development, and internal mobility initiatives.
Consult with leaders on organizational structure, workforce capabilities, resource allocation, and change management; recommend improvements aligned with business objectives.
Identify leadership and workforce capability gaps and establish development strategies, training programs, and learning opportunities.
Guide complex employee relations matters, investigations, performance concerns, and sensitive leadership decisions while promoting trust, inclusion, accountability, and respect.
Lead, mentor, and develop the North American HRBP team, setting priorities and strengthening its advisory and analytical capabilities.
Partner with international HR colleagues to align global people strategies with North American business needs and applicable employment requirements; help ensure HR practices are effective, consistent, and compliant.