Head of Human Resources

Position Overview

A highly distinguished, private family office representing an ultra-high-net-worth, high-profile family is seeking an exceptional Head of HR to lead and oversee all aspects of its human capital strategy and HR operations.

This executive will play a critical role in supporting the organization's continued evolution, establishing and strengthening its HR infrastructure, and ensuring a seamless transition while maintaining the highest standards of professionalism, discretion and operational excellence. Reporting directly to the Family Principal and/or designated senior leadership, the Head of HR will serve as a trusted strategic advisor, overseeing the full employee lifecycle while developing and implementing sophisticated HR strategies aligned with the family's long-term objectives.

This is a highly visible executive position requiring an individual with exceptional judgment, emotional intelligence, leadership capabilities and the ability to navigate complex, sensitive and confidential matters. The successful candidate will be equally comfortable advising family leadership on high-level organizational strategy and addressing the day-to-day needs of a sophisticated workforce.

Key Responsibilities

Strategic HR Leadership & Organizational Development

• Develop and execute a comprehensive human resources strategy aligned with the family's objectives, organizational structure and long-term vision.
• Serve as a trusted advisor to the Family Principal and senior leadership on all people-related matters, organizational effectiveness and workforce strategy.
• Evaluate the existing HR infrastructure and implement best practices, policies and procedures to support the organization's continued growth and evolution.
• Lead organizational design, workforce planning, succession planning and talent management initiatives.
• Establish a high-performance culture centered on accountability, professionalism, integrity and employee engagement.
• Provide strategic guidance on complex organizational and personnel decisions.

Employee Relations & Executive Advisory

• Oversee all employee relations matters, including highly sensitive and confidential situations involving senior executives and key personnel.
• Advise leadership on performance management, disciplinary matters, conflict resolution, investigations and employee retention.
• Establish consistent practices for addressing employee concerns while maintaining the appropriate level of discretion and confidentiality.
• Navigate complex interpersonal dynamics and provide sound, objective guidance in high-pressure situations.
• Manage sensitive executive transitions, terminations and succession-related matters.

Talent Acquisition & Leadership Development

• Oversee executive recruitment, talent acquisition and workforce planning strategies.
• Develop relationships with leading executive search firms and specialized recruitment partners.
• Establish succession planning and leadership development programs for key positions.
• Identify, attract and retain exceptional talent across the organization.
• Implement performance evaluation frameworks and leadership development initiatives.

Compensation, Benefits & Total Rewards

• Oversee compensation philosophy, executive compensation structures, incentive programs and benefits strategy.
• Ensure compensation practices remain competitive and aligned with organizational objectives.
• Review existing compensation programs and identify opportunities for improvement.
• Oversee benefits administration, employee wellness initiatives and retirement programs.
• Partner with external compensation consultants and benefits advisors as needed.

HR Operations, Compliance & Risk Management

• Oversee all HR operations, including payroll, benefits, HRIS, onboarding, offboarding, employee records and employment documentation.
• Ensure compliance with applicable federal, state and local employment laws and regulations, particularly as operations transition from California to Florida.
• Evaluate and establish appropriate HR policies, employee handbooks, procedures and internal controls.
• Oversee employment-related risk management, workplace investigations and compliance initiatives.
• Manage relationships with external employment attorneys, payroll providers, benefits brokers and other HR service providers.
• Ensure employee information and sensitive family-office matters are handled with the highest level of confidentiality and security.

Relocation & Organizational Transition

• Play a key leadership role in managing the HR aspects of the organization's relocation from California to South Florida.
• Develop and execute workforce transition strategies, including employee communications, retention planning and organizational integration.
• Navigate multi-state employment considerations and ensure appropriate employment practices are established in Florida.
• Support leadership in evaluating workforce needs, organizational structure and staffing requirements throughout the transition.
• Maintain continuity of operations, employee engagement and organizational culture during the relocation.

Candidate Qualifications

• 15+ years of progressive Human Resources experience, with significant experience in senior HR leadership or executive-level roles.
• Previous experience serving as a CHRO, Chief People Officer, SVP of Human Resources or Head of HR.
• Experience within a single-family office, multi-family office, ultra-high-net-worth environment, private investment firm, family-owned enterprise or similarly sophisticated private organization strongly preferred.
• Demonstrated experience supporting high-profile principals, family leadership, C-suite executives and other senior stakeholders.
• Extensive knowledge of employment law, employee relations, executive compensation, benefits, organizational development and HR operations.
• Proven ability to develop and implement HR strategies, policies and infrastructure in complex and evolving organizations.
• Experience overseeing an employee population of comparable complexity, preferably 50–200+ employees.
• Experience managing organizational transitions, relocations, restructuring or multi-state HR operations highly desirable.
• Exceptional communication, negotiation, leadership and interpersonal skills.
• Ability to exercise independent judgment and navigate highly sensitive situations with professionalism and discretion.
• Bachelor's degree in Human Resources, Business Administration or a related field required; advanced degree preferred. SHRM-SCP, SPHR or equivalent credentials are a plus.