Managing Director, Human Capital- Equity

Position Overview

Apollo’s Equity business - spanning Private Equity, Real Estate Equity, and S3 - is at a genuine inflection point. The platform is integrating multiple businesses into a more coordinated whole, actively building new franchises and scaling existing ones. This is not a steady-state environment. It is a multi-year transformation that requires someone who can help architect the talent and organizational strategy behind it, not just support it from the sidelines. This role reports to the Partner, Human Capital and sits within Apollo’s firm‑wide HC organization — a shared services model that provides HC support across the firm’s businesses. Within that structure, this individual serves as the dedicated, senior Human Capital partner for the Equity platform. The job is the Equity business: embedded in its day‑to‑day rhythm, partnering directly and continuously with the Head of Equity across talent, organizational design, leadership development, and culture. Expect substantive dialogue multiple times a day and real influence on decisions that matter. The right candidate is comfortable operating in that model - accountable to a functional reporting line while being deeply integrated into a business. They want to build, not maintain. They are energized by complexity, comfortable with ambiguity, and bring the judgment and presence to earn trust with senior investment professionals quickly.

Primary Responsibilities

Strategic Partnership & Organizational Design

• Serve as a primary Human Capital partner to the Head of Equity, integrated into the business at the operating level — not a functional support role
• Provide clear, commercial guidance on organizational design, leadership effectiveness, and succession as the platform scales and evolves
• Anticipate talent‑related risks and opportunities tied to growth, integration, and new business builds
• Help leaders think clearly about their teams: who is performing, who is developing, where the gaps are, and what to do about it

Talent Strategy & Leadership Development

• Lead talent practices across the Equity platform — recruiting, onboarding, performance management, development, succession, compensation, and retention
• Advise senior leaders on performance and feedback with a combination of data, direct observation, and sound judgment
• Bring a forward‑looking approach to talent acquisition, including building pipelines for roles that don’t exist yet
• Invest in people with a long‑term lens, recognizing that judgment and talent are core to sustained investment performance

Culture & High‑Performance Environment

• Partner with business leadership to sustain and evolve a high‑performance culture consistent with Apollo’s standards
• Lead organizational change as the platform grows — new businesses, integrations, leadership transitions
• Reinforce a culture where leaders take ownership, challenge conventional thinking, collaborate across teams, and prioritize long‑term outcomes

Team Leadership

• Build, lead, and develop a high‑performing HC team supporting the Equity businesses
• Set a high bar for the team while investing meaningfully in their development
• Model the judgment, discretion, and execution standard expected across the platform

Compensation & Market Intelligence

• Partner with the Compensation team to evolve frameworks aligned with business strategy, performance, and market dynamics
• Maintain a strong pulse on market trends, benchmarking, and internal equity
• Proactively surface and address emerging compensation challenges before they become retention risks

Cross‑Functional & Enterprise Collaboration

• Partner closely with COOs, Finance, and business leadership across the Equity platform
• Collaborate with HC colleagues globally to share insights and drive consistency
• Contribute to firm‑wide HC initiatives and represent the Equity business’s perspective effectively
• Operate with the understanding that value at Apollo is created at intersections, not within silos

Qualifications & Experience

• 15+ years of progressive Human Capital experience, with meaningful time supporting senior leaders in private equity, financial services, or real estate
• Demonstrated success as a senior HRBP in a complex, high‑performance environment — someone who has been a genuine thought partner to business leaders, not just an executor of HR process
• Strong commercial judgment; able to translate insight into action quickly
• Proven ability to build trust and influence with senior investment professionals — earned through substance, not title
• Experience leading and developing high‑performing teams
• High integrity and discretion; sound decision‑making in high‑stakes situations
• Entrepreneurial mindset with a strong bias toward execution
• Comfortable operating in ambiguity and complexity; doesn’t need formal structure to be effective
• Experience in matrixed, global organizations
• Comfortable operating in a shared services model — accountable to a functional reporting line while serving as the primary HC presence for the business
• Solid working knowledge of employment law and HC operations

Pay Range 450000-500000

Apollo Global Management, Inc. (together with its subsidiaries and affiliates) is committed to championing opportunity. The firm and its affiliates comply with applicable discrimination and equal opportunities legislation in all of its jurisdictions and do not discriminate in employment or recruitment based on race, color, religion, gender, national origin, veteran status, disability, age, citizenship, marital or domestic/civil partnership status, sexual orientation, gender identity or expression or any other protected characteristic under applicable law. The contents of the qualifications and experience section of this job description are a guideline only. If an applicant can otherwise demonstrate their suitability for the role they will be considered. The base salary range for this position is listed above. This position is also eligible for a discretionary annual bonus based on personal, team, and Firm performance. Compensation ranges are based on several factors including job function, level, and geographic location. Final offer amounts are determined by multiple factors including candidate experience and expertise, and may vary from the amounts listed here.