Sr. Director, Global People & Culture

Madison Logic • New York, NY

10d • $175,000 - $190,000 • Hybrid

About The Position

This role serves as a trusted advisor and confidante to the Executive Team and Senior Leadership Team (SLT) on talent, culture, organizational design, succession planning, and performance management. The Sr. Director will act as the primary HR Business Partner to global senior leaders, providing strategic advisement on workforce planning, leadership effectiveness, team performance, and organizational health. This position leads and manages three Regional HR Heads and the global Talent Acquisition function, ensuring alignment of regional people strategies with enterprise priorities. The role also owns and monitors key People Analytics, providing regular insights to the Executive Team and Board-level reporting as needed, and identifies trends in engagement, retention, and performance data to develop agile strategies. Additionally, the Sr. Director leads succession planning and executive talent development initiatives, participates in OPEX planning and budgeting with accountability for People & Culture spend, and owns the governance and operational management of all SLT meetings. This role also leads executive communications and project manages company-wide communications initiatives.

Requirements

• Associates Degree plus 10+ years HR
• 5+ years experience supporting a start-up/high-growth organization
• 5+ years experience acting as a trusted advisor to senior leaders
• 4+ years management experience
• 4+ years experience with benefits administration
• Demonstrable expertise in supporting multiple regions, including the US, EMEA, and APAC
• Demonstrable expertise with Excel and PowerPoint
• Exceptional communication skills, both written (including email) and verbal
• Superior Presentation Skills, able to deliver engaging live content to any audience

Responsibilities

• Serve as a trusted advisor and confidante to the Executive Team and Senior Leadership Team (SLT) on talent, culture, organizational design, succession planning, and performance management.
• Act as the primary HR Business Partner to global senior leaders, providing strategic advisement on workforce planning, leadership effectiveness, team performance, and organizational health.
• Lead and manage three Regional HR Heads and the global Talent Acquisition function, ensuring alignment of regional people strategies with enterprise priorities.
• Own and monitor key People Analytics, providing regular insights to the Executive Team and Board-level reporting as needed.
• Identify trends in engagement, retention, and performance data; develop agile strategies to increase productivity, engagement, and leadership effectiveness.
• Lead succession planning and executive talent development initiatives, including C-suite talent acquisition and pipeline development.
• Participate in OPEX planning and budgeting, with accountability for People & Culture spend and alignment to global P&L priorities.
• Own governance and operational management of all SLT meetings, including agenda setting, materials preparation, follow-ups, and execution tracking to ensure strategic alignment and accountability.
• Lead executive communications and project manage company-wide communications initiatives to ensure clarity, consistency, and alignment across regions.
• Elevate the capability of people managers globally through structured coaching, toolkits, and leadership development programs.
• Partner with Learning & Development to design scalable programming that strengthens feedback culture, performance conversations, and accountability.
• Oversee the global performance review, calibration, and merit planning processes to ensure fairness, rigor, and alignment to company values.
• Coach senior leaders through complex employee relations matters, organizational changes, and team performance challenges.
• Build manager capability in engagement, talent assessment, and succession planning.
• Own the employee experience strategy, ensuring it drives a high-performance culture shaped by leadership behaviors.
• Act as a visible advocate for culture, reinforcing company values through leadership alignment, communications, recognition, and events.
• Oversee engagement survey strategy, distribution, reporting, and global action planning.
• Develop global reward and recognition programs tailored to regional needs.
• Oversee internal events (in-person and virtual) that reinforce connection, belonging, and performance.
• Design and continuously improve a best-in-class global onboarding experience.
• Lead and mentor a global People & Culture team, providing oversight, professional development, and clear accountability across regions.
• Conduct regular 1:1s focused on performance outcomes, professional growth, and leadership capability building.
• Oversee global HR operations including onboarding, offboarding, leave management, benefits administration, and immigration processes (US and renewals).
• Ensure compliance with municipal, state, federal, and international employment laws across all regions.
• Act as the escalation point for complex employment-related policies and employee relations matters in the US, while providing strategic oversight to regional HR leaders globally.
• Develop and monitor standard operating procedures to ensure audit readiness and data integrity across systems.
• Own global HR record-keeping practices and ensure systems integration produces accurate, reliable reporting.
• Oversee benefits strategy and renewal processes for the US, EMEA, and APAC regions.
• Lead strategic compensation planning in partnership with Finance and Executive Leadership.
• Support annual merit increase cycles and compensation calibration processes.
• Participate in annual budgeting for People & Culture, identifying investment priorities and cost efficiencies.
• Regularly assess HR platforms, tools, and processes to ensure scalability and operational excellence.
• Identify opportunities for automation and partner with Technology to execute process improvements.
• Support annual security audit processes and ensure HR systems meet compliance standards.
• Establish and monitor SLAs for all incoming HR requests, ensuring timely resolution and proactive communication of progress and outliers.

Benefits

• Access to competitive compensation & benefits that reward your contributions.
• Participation in employee recognition programs to celebrate achievements big and small.
• Exposure to professional development & learning initiatives to help you build your own path.
• Leverage a lifestyle spending account benefit so you can choose your own wellness and work-from-home perks.
• Bonus Eligible

What This Job Offers

• Job Type: Full-time
• Career Level: Executive
• Education Level: Associate degree