Senior Principal, Talent Management

Partners Capital•Boston, MA

8d•$175,000 - $225,000

About The Position

Partners Capital is seeking a Senior Principal to join our Boston-based People Team to lead Talent Management in a highly strategic and hands-on capacity. The ideal candidate is a results-driven Talent Management professional with expertise across key human capital disciplines including talent acquisition, talent development, performance management, and employee engagement. This role oversees the full talent lifecycle and is responsible for building and executing an integrated talent strategy that strengthens leadership capability, retains top talent, and drives measurable business outcomes. As a fast-growing, 400+ person company (with 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 leader must operate as both a strategic architect and hands-on operator, with the ability to programmatically design scalable talent systems and programs while also executing, implementing, and continuously improving them. Success in this role requires equal strength in thinking, building, and doing. Reporting to the Managing Director and Head of People, North America, this role will collaborate with leaders across the firm to deliver human capital solutions aligned with business goals and support a high-performance culture. This role will play a critical part in supporting our North American team (across our four NA offices: Boston HQ, Dallas, New York and San Francisco). Strong judgment and the ability to build trusted relationships as a coach and advisor to leaders, managers, and employees are essential.

Requirements

Bachelor’s degree or related field
10-15+ years of progressive experience across talent management disciplines, including:
Talent acquisition
Talent development and leadership programming
Performance management systems
Employee engagement strategies
Demonstrated success both shaping talent strategies/programs and executing them end-to-end.
Proven track record of driving measurable business outcomes through talent initiatives.
Experience operating in complex, fast-paced, and evolving environments.
People management experience
Proactive and solution-oriented, with demonstrated ability to lead and execute projects with strong project management skills.
Strategic thinker with strong program design capability and systems mindset.
Hands-on operator who can translate strategy into execution and deliver results.
Strong business acumen with the ability to connect talent initiatives to organizational performance.
Expertise in 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, leadership, and change management capabilities.
Excellent analytical, organization, prioritization, and written/verbal communication skills
Motivated, entrepreneurial, adaptable, and able to thrive in a small team within a fast-growing organization
Ability to handle a high-level of confidentiality, discretion, and sensitivity regarding employee information
Intellectually curious and collaborative team player who embodies Partners Capital values and is willing to do whatever it takes to contribute to the success of the business
High proficiency in Microsoft Office (Excel, PowerPoint, Word, Outlook)

Responsibilities

Lead the further development, operationalization and oversight of core talent cycles and programs, including workforce planning, hiring, onboarding, development, performance management, succession, and retention.
Ensure timelines, communications, and processes are well-coordinated and effectively executed.
Drive consistency and alignment across talent processes to create a seamless employee experience.
Evolve and build a cohesive talent system where each component reinforces overall organizational performance.
Partner with the Head of People to design a holistic talent strategy and forecast talent needs aligned to NA business priorities.
Develop tools and frameworks to support alignment of skills, roles, and evolving business demands.
Build and implement scalable talent management programs across development, performance, and engagement aligned with business needs.
Execute and support the ongoing management of talent initiatives and programs, ensuring adoption and impact across the organization.
Strengthen and manage the full-cycle talent acquisition program to attract high-quality, diverse talent. This includes building out the NA recruiting strategy and refining current state process and operations.
Build a proactive, intelligence-led sourcing model that ensures access to high-quality and scarce talent.
Ensure hiring practices consistently deliver strong “right person, right seat” outcomes.
Support the development and management of the hiring plan and managing it to budget in partnership with relevant leaders.
Provide the Head of People, NA and broader business leadership with a clear, concise view of hiring performance and outcomes by implementing data-driven recruiting metrics (quality of hire, time to productivity, retention of new hires) in partnership with People Operations lead.
Strengthen and further develop talent brand/employee value proposition and candidate experience.
Lead the design, build and implementation of talent development programming including onboarding, management and leadership development, technical training and other interventions for key business and people needs. Opportunity to optimize and scale current programming.
Build and operationalize tools and frameworks for career development, skill building and talent planning.
Ensure development initiatives are practical, measurable, and tied directly to performance outcomes.
Build manager capability and partner with leaders to effectively develop, engage, and retain their teams.
Lead the mentorship program across business lines. This involves collaborating with the business to review and revise mentor pairings and support the education/development of all NA mentors. Collaborate with cross-regional mentors to ensure familiarity with NA programming.
Lead internship and early career programming in partnership with the business.
Execute and continuously improve annual performance management program and processes (objective setting, feedback cycles, reviews) to drive accountability and results. Partner with global team to drive consistency across regions.
Partner with the People Team and business to embed a culture of continuous feedback, clear goal-setting, and measurable performance outcomes.
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.
Design and execute engagement strategies and programs that improve employee experience, productivity, and retention.
Analyze engagement data and translate insights into actionable plans.
Partner with leaders to strengthen team culture, connection, and effectiveness.
Represent the People Team across committees focusing on community, DEI, and culture enrichment activities.
Monitor key talent metrics (engagement, turnover, internal mobility, performance trends) and develop targeted action plans to address gaps, as required.
Identify key drivers of attrition and implement targeted strategies to retain top performers and critical talent.
Drive internal mobility and career growth opportunities to maximize talent utilization.
Play a hands-on role in the building of and execute (not just design) talent programs, ensuring they are delivered on time, with 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, both for North America and globally.
Leverage people analytics to inform strategy, prioritize initiatives, support decision-making, refine programs and measure impact.
In partnership with People Operations Lead, define and monitor KPIs to report on progress to Head of People, NA and business leadership.
Responsible for ensuring all information security processes, policies and procedures are adhered to and any issues or concerns are raised with the Cyber Security team
Ensure full compliance with all local data protection regulations and privacy controls, and any related issues are raised via the appropriate channels

Benefits

medical, dental, and vision insurance
short and long-term disability insurance
life insurance
flexible spending accounts
commuter benefits
paid time off
401(k) plan with employer matching
global philanthropy via a charity program and volunteer day
wellness and social events
support the pursuit of professional certifications such as the Chartered Financial Analyst (CFA), Chartered Alternative Investment Analyst (CAIA), etc.