Senior Principal, Talent Management

Boston 600 Atlantic Avenue 30th Floor Boston, MA 02210, USA Pay or shift range: $175,000 USD to $225,000 USD . This base salary range is specific to individuals applying to this role and takes into account a number of factors. The base salary offered will be determined on factors such as experience, skills, training, certifications, and education. Decisions will be determined on a case‑by‑case basis. The base salary is one element of our competitive compensation package. In addition to the base salary, this position may be eligible for performance‑based incentives. Description Firm Description Founded in 2001, Partners Capital is a Global Investment Office acting for distinguished endowments and foundations, senior investment professionals and prominent families across the globe. With $75B+ in assets under management, the firm constructs customized investment portfolios for its clients tapping into its deep network of partnerships with what we consider exceptional asset managers across all major asset classes. Clients include Syracuse University, Sesame Workshop, INSEAD Business School, New York’s Metropolitan Opera, San Francisco Symphony, Eton College, Colorado College, several Oxford and Cambridge University Colleges, several family offices around the world, and senior executives from leading global investment firms. The firm employs more than 400 people across its eight offices located in Boston, New York, London, San Francisco, Paris, Singapore, Hong Kong and Dallas. Partners Capital is diverse and inclusive, in people and in thought. Our meritocracy is enabled by fostering a truly inclusive and collaborative culture. We are proud to be an equal opportunity employer where diverse perspectives, backgrounds and experiences are valued. Position Description 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. Key Responsibilities End‑to‑End Talent Lifecycle Management 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 manage 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. Talent Development & Leadership Capability 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, collaborating with cross‑regional mentors to ensure familiarity with NA programming. Lead internship and early career programming in partnership with the business. Performance Management 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. Employee Engagement & Experience 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. Retention & Talent Optimization 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. Execution & Operational Excellence Play a hands‑on role in the building of and executing 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. Key responsibilities may be assessed and are subject to change from time to time based on the needs of the business. The individual may be required to work overtime as needed. Additional responsibilities include: 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. Qualifications 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. 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. Proactive and solution‑oriented, with demonstrated ability to lead and execute projects with strong project management skills. Skills & Capabilities 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). Benefits and Compensation Partners Capital is committed to being a great place to work. We are focused both on wellbeing and professional growth. You can expect professional development and career progression opportunities, competitive compensation, exceptional benefits, and a flexible “results‑focused” working model. Our benefits package includes medical, dental, and vision insurance, short and long‑term disability insurance, life insurance, flexible spending accounts, commuter benefits, paid time off and a 401(k) plan with employer matching. The Firm also supports global philanthropy via a charity program and volunteer day. In addition, we champion a variety of wellness and social events. We also support the pursuit of professional certifications such as the Chartered Financial Analyst (CFA), Chartered Alternative Investment Analyst (CAIA), etc. Massachusetts requires Partners Capital to include a reasonable estimate of the base salary range for this role. This base salary range is specific to individuals applying to work in our Massachusetts office and takes into account a number of factors. A reasonable estimate of the base salary range for this role in Massachusetts is $175,000 – $225,000. The base salary offered will be determined on factors such as experience, skills, training, certifications, and education. Decisions will be determined on a case‑by‑case basis. The base salary is one element of our competitive compensation package. In addition to the base salary, this position may be eligible for performance‑based incentives. For all California residents, please click here to view the Partners Capital California Applicant Privacy Notice. Equal Opportunity Employer. This employer is required to notify all applicants of their rights pursuant to federal employment laws. For further information, please review the Know Your Rights notice from the Department of Labor. #J-18808-Ljbffr