Director, Human Resources

The Opportunity

Landmark Ventures is seeking an exceptional Director, Human Resources to help build, develop, and support the team that drives our business forward.

This is a hands‑on role at the intersection of talent acquisition, people development, and HR leadership. We are looking for someone who is equally energized by finding extraordinary people, helping existing employees reach their potential, and building the systems, policies, and practices that make a growing organization work better.

At its core, this is a role focused on three things: bringing great people into Landmark, making the people already here better, and ensuring we have an effective and well‑run HR function.

The Director will lead Landmark’s recruiting efforts, help strengthen performance and professional development across the organization, and oversee the HR operations, employee relations, policies, and processes that support our people and culture.

Landmark is an entrepreneurial organization with multiple businesses, a distributed workforce, and an ambitious vision for growth. Our people are central to everything we do, and we need an HR leader who understands that recruiting, developing, and retaining exceptional talent are among the most important investments we can make.

This person will partner closely with the COO, executive leadership, practice leaders, and our HR/Ops team to translate that belief into action. And in a world where AI and modern technology are changing how companies recruit, develop, and manage talent, we want someone who is curious, forward‑thinking, and eager to use these tools to make our HR function smarter, faster, and more effective without losing the human judgment and relationships that matter most.

Key Responsibilities

1. Talent Acquisition & Recruiting (50%)

Identify, attract, and hire exceptional people who can move our organization forward.

Recruiting is one of the most important responsibilities of this role. We want someone who sees talent acquisition not simply as filling open positions, but as building the future of the organization.

• Own and lead Landmark’s overall recruiting strategy and talent acquisition process across our businesses and teams.
• Serve as a hands‑on recruiter, actively sourcing, identifying, engaging, screening, and evaluating candidates for positions across the organization.
• Partner with hiring managers to understand business needs, define roles, develop compelling job descriptions, establish candidate profiles, and determine what exceptional talent looks like for each position.
• Build and maintain strong candidate pipelines, including proactive outreach and relationship development with prospective candidates before positions become available.
• Lead recruiting efforts from initial sourcing and candidate engagement through interviews, assessments, reference checks, offers, and hiring decisions.
• Develop thoughtful interview processes, evaluation frameworks, and selection criteria that help managers make better, more consistent hiring decisions.
• Help hiring managers become more effective interviewers and evaluators of talent.
• Identify and recommend new recruiting channels, platforms, communities, networks, and approaches to reach high‑quality candidates.
• Oversee recruiting platforms, applicant tracking systems, and candidate communications to ensure an organized, efficient, and positive candidate experience.
• Partner with leadership on workforce planning, organizational needs, future hiring priorities, and the capabilities Landmark will need as we grow.
• Establish and monitor recruiting metrics, including time‑to‑fill, pipeline quality, hiring effectiveness, and candidate experience.
• Direct and coordinate recruiting activities with the HR Assistant and other internal team members while maintaining personal ownership of recruiting outcomes.
• Continuously improve how Landmark identifies, attracts, evaluates, and hires talent.

The goal is not simply to fill positions. The goal is to consistently bring people into Landmark who raise the bar for everyone around them.

We want someone who enjoys recruiting, is good at recognizing talent, and takes real satisfaction in finding the right person for the right opportunity.

Sometimes that means developing a thoughtful hiring strategy for a senior leadership position. Sometimes it means sourcing candidates directly, reviewing applications, conducting interviews, or helping a manager recognize that the best candidate may not have the most conventional background. You should be comfortable doing all of it.

1. Talent Development & Organizational Performance (30%)

Help make Landmark a place where talented people continually grow, managers become stronger leaders, and teams perform at their best.

Hiring great people is only the beginning. We want an HR leader who is equally committed to helping employees develop their capabilities, advance their careers, and do the best work of their lives.

This is not simply about coordinating training sessions or administering performance reviews. It is about building a culture where development is intentional, feedback is meaningful, and people are continually getting better.

Performance Management & Employee Growth

• Own and continually improve Landmark’s performance management approach, ensuring employees receive clear expectations, meaningful feedback, and opportunities to grow.
• Lead the effective use of Lattice, including Reviews, Updates, and Grow, as tools for ongoing performance, feedback and professional development.
• Manage biannual performance review cycles, including planning, communications, manager preparation, calibration, promotion discussions, and follow‑up.
• Partner with managers to strengthen the quality and consistency of employee feedback, coaching and performance conversations.
• Help employees and managers establish meaningful professional development goals and actionable growth plans.
• Oversee and evolve Landmark’s Career Tracks and Grow Areas across practices, ensuring employees understand expectations, competencies, and opportunities for advancement.
• Identify employees with strong potential and partner with leadership to create development opportunities, stretch assignments, and pathways for increased responsibility.
• Help managers address underperformance constructively, consistently, and effectively.
• Establish systems that turn performance conversations into meaningful action rather than administrative exercises.

Learning, Professional Development & Manager Effectiveness

• Develop and lead Landmark’s professional development strategy, connecting employee learning with organizational needs and business priorities.
• Identify the skills, capabilities, and competencies employees need to succeed in their current roles and prepare for future opportunities.
• Design and coordinate high‑value professional development sessions, workshops, learning experiences, and other opportunities for employees across the organization.
• Develop practical manager training programs focused on coaching, communication, delegation, accountability, performance management and team leadership.
• Partner with internal subject matter experts and external resources to create relevant, engaging, and useful learning experiences.
• Build and strengthen mentorship, peer learning, knowledge sharing and other employee development initiatives.
• Help managers translate employee development needs into specific actions, experiences, and opportunities.
• Evaluate the effectiveness of learning and development initiatives and continuously refine programs based on employee needs and organizational outcomes.

Employee Engagement, Culture & Organizational Health

• Lead initiatives that strengthen employee engagement, organizational health, retention, and the overall employee experience.
• Oversee employee feedback and organizational health surveys, identifying meaningful patterns, opportunities, and areas requiring attention.
• Partner with leadership and managers to translate employee feedback into practical improvements and measurable action plans.
• Support recognition, employee milestones, appreciation and other programs that reinforce Landmark’s culture.
• Help identify retention risks and develop thoughtful strategies to keep talented employees engaged and growing.
• Support employee engagement initiatives, including the IDEA Council and related inclusion and belonging programs.
• Partner with leadership to strengthen collaboration, communication, accountability and employee connection across our distributed organization.

The goal is to create an environment where people know what great performance looks like, understand how to get there, and have the support to keep improving.

We want someone who recognizes that a performance review is only valuable if it changes something. That professional development is not simply about offering classes, but about building capabilities. And that a great manager can have an extraordinary impact on an employee’s experience, growth and long‑term success. Your job is to help make those things happen across Landmark.

1. HR Operations, Policies & Employee Relations (20%)

Build and maintain a thoughtful, efficient, and well‑run HR function that supports our employees, managers and business.

A great HR function needs strong fundamentals. Policies should be clear. Processes should work. Employee concerns should be addressed thoughtfully and promptly. Managers should know where to turn for guidance. And employees should feel that HR is professional, responsive, consistent and fair.

We want someone who can oversee these responsibilities with confidence and sound judgment while building systems that make the organization easier to operate as we grow.

HR Policies, Compliance & Employee Relations

• Own and maintain Landmark’s HR policies, procedures, employee handbook, and related employment practices.
• Ensure HR practices align with applicable employment laws, regulations and company requirements, coordinating with external HR, legal and compliance resources as appropriate.
• Serve as a trusted resource to employees and managers on HR policies, employee concerns, workplace expectations and people‑related issues.
• Partner with leadership and managers to address employee relations matters, performance concerns, workplace conflicts and other sensitive situations thoughtfully and consistently.
• Provide practical guidance on employee documentation, corrective actions, performance improvement plans and other personnel matters.
• Identify potential HR risks, recommend appropriate actions, and help resolve issues before they exacerbate.
• Oversee required employee training, policy acknowledgments and compliance‑related initiatives.
• Maintain appropriate confidentiality, professionalism and discretion in all employee matters.

HR Systems, Administration & Employee Lifecycle

• Oversee the effective administration of Landmark’s HR systems, including BambooHR, Lattice, recruiting platforms and related tools.
• Lead the overall onboarding process, ensuring new employees have an organized, welcoming, and productive transition into Landmark.
• Partner with hiring managers and the HR/Ops team to establish meaningful onboarding experiences and clear expectations for employees’ first 30, 60, and 90 days.
• Oversee employee lifecycle processes, including new‑hire documentation, employee changes, promotions, departures and related HR administration.
• Ensure employee records, HR documentation and personnel information are accurate, current, secure and appropriately maintained.
• Coordinate with the HR/Ops team and external partners on benefits administration, employee questions and related HR processes.
• Develop and maintain clear HR workflows, documentation, responsibilities and operating procedures.
• Partner with the HR Assistant and Senior Assistant to ensure day‑to‑day HR activities are completed accurately, consistently and on time.
• Establish and maintain useful HR dashboards and reporting, including headcount, turnover, retention, hiring effectiveness, performance, engagement and other relevant people metrics.
• Identify opportunities to simplify, automate, and improve administrative processes so HR can spend more time on higher‑value work.

HR Communications & Organizational Support

• Oversee clear, timely, and professional employee communications related to policies, benefits, onboarding, employee programs and organizational updates.
• Coordinate HR communications across Slack, Lattice and other appropriate channels.
• Partner with leadership to identify organizational needs, emerging people challenges, and opportunities to strengthen the employee experience.
• Help ensure HR practices and programs are applied consistently across Landmark’s businesses and distributed teams.

The goal is not to create more HR bureaucracy. The goal is to create an HR function that works exceptionally well, gives managers and employees the support they need, and allows the organization to focus on doing great work.

Sometimes that means resolving a sensitive employee issue. Sometimes it means rewriting a confusing policy, fixing a broken onboarding process, or introducing a better system. You should be comfortable moving between the details and the bigger picture.

1. Leadership & Strategic Partnership

Across all three areas, the Director will serve as Landmark’s primary HR leader and a trusted partner to the COO, executive leadership and department managers.

• Translate Landmark’s business priorities into practical recruiting, talent development, and HR initiatives.
• Provide leadership with thoughtful recommendations on hiring, employee performance, retention, organizational effectiveness, and workforce planning.
• Take ownership of HR priorities and drive projects from initial idea through implementation and ongoing improvement.
• Lead and coordinate the work of the HR/Ops team, establishing clear responsibilities, expectations and accountability.
• Balance the needs of employees, managers, and the business while maintaining fairness, sound judgment and professionalism.
• Identify opportunities to improve how Landmark recruits, develops, manages and supports its people.
• Bring forward solutions rather than simply identifying problems.

We want someone who can operate independently, make good decisions, and know when to involve leadership. Someone who understands that HR is not a separate administrative function operating alongside the business. It is an essential part of how we build a better business.

1. AI, Technology & Modern HR

Help Landmark develop a smarter, more effective, and increasingly AI‑enabled approach to recruiting, talent development, and HR operations.

• Use modern AI tools to support candidate research, sourcing, job description development, interview preparation, recruiting communications and other talent acquisition activities.
• Explore how AI can improve professional development, manager resources, training materials, employee communications, and HR workflows.
• Identify opportunities to automate repetitive administrative tasks and improve the quality and efficiency of HR operations.
• Develop practical tools, templates, and processes that help managers and employees navigate common HR activities more effectively.
• Apply strong judgment to ensure AI‑supported processes remain accurate, fair, confidential, and appropriately human‑centered.
• Stay current with emerging HR technologies, recruiting approaches, and people development practices.

Technology should help us spend less time on repetitive work and more time finding great people, developing talent, and solving meaningful organizational challenges. We want someone who understands that distinction.

Qualifications & Experience

• 7-10+ years of progressive HR experience, including substantial hands‑on experience in recruiting, talent development, performance management, and HR operations.
• Ability to work independently while leveraging the strengths of a small, collaborative team, with a willingness and comfort to drive hands‑on execution.
• Demonstrated success directly recruiting and hiring talented professionals across multiple functions and levels, including senior‑level positions.
• Strong recruiting instincts and the ability to identify, engage, evaluate, and attract exceptional candidates.
• Experience building and managing recruiting pipelines, sourcing strategies, interview processes, and applicant tracking systems.
• Demonstrated experience developing employee performance management, professional development, and manager training programs.
• Strong understanding of employee relations, HR policies, employment practices, and compliance requirements.
• Experience partnering directly with senior executives and department managers on people‑related decisions and organizational priorities.
• Experience with HRIS, ATS, and performance management platforms, including systems such as BambooHR and Lattice.
• Strong analytical skills and the ability to use recruiting, performance, and organizational data to inform decisions.
• Excellent written and verbal communication skills, with the ability to handle sensitive conversations thoughtfully and effectively.
• Strong project management skills and the ability to manage multiple priorities across a fast‑moving organization.
• High levels of initiative, ownership, organization and attention to detail.
• Sound judgment, discretion, and the ability to handle confidential employee information appropriately.
• Comfort working across a distributed organization with employees and teams in different locations.
• Curiosity and fluency with modern AI tools and technology‑enabled HR workflows.
• A bachelor’s degree in Human Resources, Business Administration, Psychology, or a related field, or equivalent relevant experience.

HR certifications such as SHRM‑CP, SHRM‑SCP, PHR, or SPHR are a plus. Experience in professional services, consulting, technology, or a similarly entrepreneurial environment is particularly valuable, as is experience working with remote or international teams.

The Person We’re Looking For

We’re looking for someone who is equal parts recruiter, talent developer, and HR leader.

Your career may have started in recruiting, human resources, talent management, organizational development, or a combination of these areas. What matters is that you are someone who genuinely enjoys working with people and understands how to translate that interest into better hiring decisions, stronger employee performance, and a healthier organization.

You are a recruiter at heart. You enjoy finding people. You know how to search beyond the obvious candidates. You can recognize potential, ask thoughtful questions, and help hiring managers distinguish between someone who interviews well and someone who will actually perform well. You understand that great talent rarely appears simply because a job has been posted.

You are also passionate about helping people get better. You can look across an organization and identify where managers need more support, where employees need clearer development opportunities, and where the right training, coaching, or feedback could make a meaningful difference. You believe performance management should be about improving performance, not simply documenting it.

You are comfortable having difficult conversations. You can help a manager address an underperforming employee. You can listen carefully to an employee concern, separate facts from assumptions, and recommend a thoughtful path forward. You understand that fairness, consistency, and good judgment matter.

You can also build systems. You can look at a recruiting process, onboarding experience, performance review cycle, or HR policy and recognize where it is unnecessarily complicated, inefficient, or simply not working as well as it should. And you know how to make it better.

You don’t need a large team to be effective. You are comfortable leading others, but you’re equally willing to roll up your sleeves and do the work yourself.

You can move between a senior‑level recruiting search, a manager coaching conversation, an employee relations issue, and an HR process improvement without losing sight of what matters most.

You are proactive rather than reactive. You have high standards, but you are practical. You understand that policies and processes are important, but they exist to support people and the business, not the other way around.

And most importantly, you understand that the quality of an organization is ultimately shaped by the people it brings in, the opportunities it creates for them to grow, and the environment in which they do their work. Your job is to help Landmark get better at all three.

Work Environment & Compensation

Landmark Ventures is headquartered in New York City and operates as a remote‑first organization with a distributed team. While our core working hours often align with the East Coast, we offer flexibility and accommodate team members across different time zones.
Candidates must be authorized to work in the United States.

About Our Benefits

• Competitive compensation with opportunities to be recognized and rewarded for individual performance and contributions.
• A flexible, remote‑first working environment with colleagues across the United States and internationally.
• Comprehensive medical, dental, vision, and life insurance through ADP, with employees contributing just $1 per month for coverage.
• A collaborative, entrepreneurial team with an engaged virtual culture, active Slack communities, and regular in‑person and virtual gatherings.
• Meaningful professional development opportunities, career conversations, learning experiences, external resources, and stretch assignments.
• The opportunity to work alongside experienced colleagues, ambitious entrepreneurs, and innovative clients across multiple industries.

About Landmark Ventures

For more than 25 years, Landmark Ventures has worked with extraordinary founders, brands, and enterprises to realize their growth ambitions. We help organizations reach new customers, enter new markets, build strategic relationships, accelerate pipelines, create extraordinary events and experiences, execute M&A transactions, raise capital, and unlock new opportunities.

Today, Landmark operates across multiple businesses, events, communities, and emerging brands, creating an unusually rich environment for someone who is passionate about finding great people, developing talent, and helping an entrepreneurial organization grow.

Landmark Ventures is committed to hiring a diverse team that provides important perspectives in our work and is an equal opportunity employer that welcomes all qualified applicants regardless of race, ethnicity, color, ancestry, religion, sex, national origin, sexual orientation, age, citizenship, marital status, physical or mental ability, gender identity or expression, or veteran status.