Position : The HR Director serves as a strategic and operational leader responsible for aligning HR programs, systems, and policies across all business units. This role oversees HR compliance, risk management, and SOC 2 Type II readiness for all HR processes, ensuring the confidentiality, integrity, and security of employee data and systems. Key Responsibilities: Strategic HR Leadership Partner with executives and managers to develop and execute HR strategies that enable business performance and compliance excellence. Lead organizational design, workforce planning, and change management initiatives. Integrate SOC 2 Type II compliance principles into all HR processes, systems, and documentation. SOC 2 Compliance & Risk Management Own HR's role in SOC 2 audits, serving as liaison between HR, IT, and external auditors. Oversee access management, data retention, and system controls within all HR platforms. Ensure documentation of HR controls (access, confidentiality, onboarding/offboarding, etc.) is current and audit-ready. Lead annual reviews of HR systems, processes, and policies to ensure continuous compliance with SOC 2 standards. Coordinate remediation and control improvement initiatives following internal or external audit findings. Partner with IT and Legal on incident response, breach protocols, and risk mitigation. People Programs & Operations Oversee HR operations, employee relations, and engagement across corporate and subsidiary entities. Ensure consistent application of policies, benefits, and programs across all business units. Manage HR audit readiness by maintaining standardized processes and evidence libraries. Team Leadership & Development Lead and mentor the HR team - including the Talent Business Partner, HR Generalist, and Junior Generalist - ensuring alignment with compliance and performance goals. Assign ownership of key SOC 2-related HR controls (access, documentation, onboarding) across the team. Provide coaching and feedback to enhance HR capability and process rigor. Compensation, Benefits & Analytics Oversee compensation benchmarking, performance management cycles, and benefits administration. Ensure all payroll and benefits data flows meet security and confidentiality requirements. Deliver HR analytics dashboards for executive review, maintaining compliance with SOC 2 data handling standards. Culture, Engagement & DEI Promote a culture of accountability, inclusion, and integrity. Ensure all engagement and culture programs protect employee privacy and align with organizational security protocols. What You'll Bring to the Table: 10+ years of progressive HR experience, including 5+ years in a senior HR leadership or Director role Proven experience partnering with executive leadership to drive enterprise HR strategy Hands-on ownership of HR compliance in SOC 2 Type II-regulated environments (or equivalent audit frameworks) Strong understanding of HR access controls, data confidentiality, system permissions, and audit documentation Experience serving as HR liaison between IT, Legal, and external auditors Track record of standardizing HR policies, processes, and systems across multiple business units or entities Demonstrated ability to lead, mentor, and hold accountability across HR teams (Business Partners, Generalists) Experience overseeing HR systems (HRIS, ATS, payroll, benefits) with a security-first mindset Strong knowledge of employment law, risk management, and HR operational best practices Experience with compensation benchmarking, performance cycles, and benefits administration Ability to deliver executive-level HR analytics and insights while maintaining data security standards Proven commitment to building inclusive, ethical, and accountable workplace cultures Bachelor's degree required; advanced degree and SHRM-SCP/SPHR preferred

Talent Acquisition Partner Location: New York City, Hybrid - Must be able to commute the our NYC office 1-2 times per week Reports To: CPO Supports: Corporate Office and Subsidiary Companies Position The Talent Aquisition Partner is responsible for rebuilding and leading the recruitment and onboarding infrastructure across the corporate office and its subsidiaries. This role ensures all talent processes meet high standards of efficiency, fairness, and compliance - including SOC 2 readiness in data handling, access control, and system use. The position combines strategic workforce planning, hands-on recruiting, and process improvement to create a consistent, secure, and engaging candidate-to-employee experience. Expanded Key Responsibilities Talent Strategy & Workforce Planning Design and execute a holistic talent acquisition strategy aligned with business growth and organizational structure across all entities. Partner with leaders to forecast workforce needs, define critical capabilities, and design scalable hiring plans. Lead job design and role architecture to ensure equitable and compliant frameworks across subsidiaries. Incorporate SOC 2 principles into all workforce planning tools and processes to safeguard candidate and employee information. Recruitment Operations & Delivery Rebuild the end-to-end recruitment process, embedding secure workflows and data protection in line with SOC 2 Type II controls. Manage full-cycle recruitment - from requisition intake and sourcing to interviewing and offer management - ensuring confidentiality of candidate information. Develop and enforce standardized job posting, background check, and data retention practices across all entities. Train hiring managers and HR partners on secure use of applicant tracking systems and proper handling of personal data. Audit ATS configurations and permissions for compliance with access control and data security standards. Onboarding & New Hire Experience Redesign onboarding to create a unified, compliant, and engaging experience for corporate and subsidiary employees. Implement secure onboarding protocols, including document collection, credentialing, and system access management. Collaborate with IT to ensure access provisioning follows SOC 2 standards for authorization and identity verification. Conduct periodic audits of onboarding data and processes for compliance and process integrity. Employer Branding & Candidate Experience Build a compelling employer brand that emphasizes culture, innovation, and security-conscious practices. Partner with Marketing to maintain compliant, accurate, and up-to-date career content across digital channels. Analytics & Reporting Develop and maintain recruiting dashboards tracking metrics such as time-to-fill, quality-of-hire, and retention. Partner with HRIS and IT to ensure recruitment data reports adhere to SOC 2 reporting and retention standards. Collaboration & Compliance Partner with HR leadership and subsidiary teams to standardize compliant recruitment practices. Participate in SOC 2 audits related to HR data security, ensuring evidence and documentation are maintained accurately. Maintain vendor due diligence records for all recruiting technology and third-party partnerships. Requirements 7-10+ years of experience in Talent Acquisition, People Operations, or HR Business Partner roles, ideally supporting multi-entity or evolving organizations. Demonstrated experience rebuilding or scaling recruitment infrastructure, processes, and tools from the ground up. Strong understanding of SOC 2 concepts , including data handling, access control, identity management, and documentation standards (experience supporting SOC 2 audits is a plus). Hands-on full-cycle recruitment expertise across both corporate and technical functions. Experience designing or managing onboarding programs , including coordination with IT for access provisioning and system setup. Proficiency with modern ATS/HRIS platforms , with the ability to audit configurations, permissions, and data accuracy. Ability to build workforce plans , job architecture frameworks, and scalable hiring models in partnership with leadership. Exceptional communication and stakeholder-management skills , with the ability to influence leaders and guide compliant talent processes. Strong operational mindset , with proven ability to document processes, monitor compliance, and maintain data integrity across systems. Experience developing or maintaining recruiting dashboards , metrics, and reporting frameworks. Ability to work in a hybrid environment , supporting on-site collaboration at the corporate office as needed. High degree of discretion and judgment , especially when working with sensitive employee, candidate, and audit-related information. Comfort working in a fast-moving, ambiguous environment , balancing strategic planning with hands-on execution.