Managing Director, Human Resources

CABRERA CAPITAL MARKETS LLC•Chicago, IL

17d•$220,000 - $240,000•Onsite

About The Position

The Managing Director of Human Resources leads the human resources function at Cabrera Capital Markets. Reporting to the President and partnering closely with the Chief Executive Officer and the firm’s Managing Directors, this leader is responsible for the strategy and execution of the firm’s people function across every dimension of the employee lifecycle. The role also includes oversight of the firm’s Chicago office facilities function. The successful candidate joins the firm at a point of intentional evolution. Foundational elements of the HR function are in place — documented process flows across the core employee lifecycle, an HR Generalist, and vendor relationships that support the day-to-day operation of the function. Other elements remain in various states of development, and the Managing Director will build, assess, refine, and progress each in partnership with the President, the Chief Executive Officer, and the Managing Director group.

Requirements

Executive presence — the ability to hold one's own with senior leaders and owner-operators, and to deliver difficult messages with care.
Judgment — the ability to make sound decisions on incomplete information and to navigate ambiguity.
Comfort with both strategic leadership and hands-on execution.
Demonstrated ability to develop and coach members of the HR team.
Strong written and verbal communication.
Systems thinker — able to see connections across people, process, technology, data, compensation, performance, talent, and business operations; designs scalable solutions rather than isolated fixes.
Demonstrated commitment to the values that anchor Cabrera Capital: Excellence, Inclusion, Integrity, Client-centered, and Innovation.
Bachelor's degree required.
10-15 years of progressive HR leadership, with a minimum of five years in a senior HR leadership role.
Experience in financial services, professional services, or another knowledge-intensive environment.
Demonstrated experience leading HR at a firm of comparable scale — approximately eighty to five hundred professionals.
Fluency with the compensation constructs, workflows, and cultural dynamics of producer-driven or client-facing businesses.
Applicants must be currently authorized to work in the United States on a permanent basis. This position does not offer employment visa sponsorship now or in the future.

Nice To Haves

MBA or equivalent graduate degree preferred.
Experience in founder-led or family-run business environments preferred.

Responsibilities

Own the strategic architecture of how the firm invests in its people, including benefits administration, compensation strategy, workforce planning, and people-related budgeting.
Build the compensation philosophy, band structure, and rewards architecture; run the annual compensation cycle with the CEO, President, and Finance; lead workforce planning and headcount planning with business heads; support people-related budgeting and investment decisions; and own retention structures, deferred compensation, and benefits.
Own the shape, pace, and quality of the firm's hiring engine, including running full-cycle recruiting across all business lines, developing a campus recruiting strategy, setting the retained-versus-contingent framework and external search partnerships, owning employer brand, recruiting marketing, and candidate experience, and building a consistent firm-wide onboarding experience.
Build capability across the firm through designing leadership development, functional and technical skill-building tied to Cabrera's business lines, and career progression pathways.
Own how the firm evaluates, calibrates, and progresses its people, strengthening the performance management cycle to support meaningful feedback, manager accountability, calibration, progressive discipline, annual talent review, and succession planning.
Own the day-to-day experience of working at Cabrera, including building the annual engagement cycle, serving as the senior point of contact for employee relations, supporting managers with guidance, and owning offboarding.
Steward the firm's five core values across eight business lines, owning the internal HR voice on people, policy, and culture matters, and partnering with the CEO and President on firm-wide people communications.
Own and evolve the firm's HR operating infrastructure, including maintaining and evolving the HR Operations Playbook, owning the firm's HR technology strategy and roadmap, strengthening data integrity, workflows, reporting, and system governance, building practical workforce analytics, and overseeing the employee handbook, PTO, work-from-home policy, leave, and regulatory HR compliance.
Oversee the Chicago office facilities function, providing oversight and strategic direction through direct management of the Receptionist / Facilities role, and owning vendor relationships tied to the office environment.
Directly manage a two-person team: the HR Generalist and the Receptionist / Facilities role, including coaching and developing the HR Generalist, building cross-training, providing direction to the Receptionist / Facilities role, and running both the strategic and day-to-day sides of the function.