Senior Director, Performance Improvement // Human Resources Due Diligence Transaction Execution Serv

Job Description

Job Description

At Portage Point Partners (Portage Point), you are not a cog in a legacy machine, you are shaping strategy, influencing outcomes and being rewarded for driving impact. Backed by New Mountain Capital, Portage Point is recognized for accelerated growth and is consistently featured in rankings from Inc.5000 , The Financial Times and Consulting Magazine . This recognition is a testament to our focus on excellence, intensity and pace and ability to attract blue chip talent committed to delivering best-in-class outcomes. Our cross-functional platform spans the full business lifecycle and offers middle market clients integrated solutions across Transaction Advisory Services (TAS), Valuations (VAL), Transaction Execution Services (TES), Office of the CFO (OCFO), Performance Improvement (PI), Interim Management (IM), Investment Banking (IB) and Turnaround & Restructuring Services (TRS).

The PI team partners with private equity sponsors, lenders and corporates to drive value creation, performance enhancement and transformation across the business and investment lifecycle. This high-output, low-ego team delivers strategy through execution that is tailored to each client’s needs.

The Senior Director role at Portage Point represents a unique opportunity to assume a wide range of responsibilities and make a significant impact. This Senior Director is a critical leader within the Performance Improvement practice, focused on advising private equity clients on human capital strategy across the deal lifecycle – from HR due diligence through value creation planning and post-transaction execution. The Senior Director will report directly to the Practice Leader and partner closely with deal teams, operating partners and portfolio company leadership to assess people-related risks and opportunities, inform investment decisions and design and implement scalable HR operating models. This person will lead key initiatives, manage discrete workstreams and work closely with senior leaders. If you thrive in a high-performance culture and want to help build the future of a rapidly growing consultancy, this is the right role for you.

• Lead buy-side and sell-side HR due diligence engagements, assessing workforce structure, labor costs, incentive design, compliance and organizational effectiveness to identify human capital risks and value creation opportunities that impact EBITDA and exit readiness
• Translate HR, compensation and workforce data into clear, executive-ready insights and actionable recommendations that inform investment decisions and value creation planning
• Design and implement scalable HR operating models, including organizational design, governance, service delivery and technology enablement to support growth, integrations and carve-outs
• Lead post-close HR transformation initiatives in PE-backed environments, driving organizational alignment, performance enablement and disciplined execution across complex, multi-workstream programs
• Contribute to practice growth through business development support, solution design and thought leadership, helping expand human capital capabilities across the private equity ecosystem
• Provide coaching and mentorship to junior team members
• Lead internal trainings and best practice sharing
• Lead business development and client relationship efforts
• Lead talent acquisition and firm-building initiatives
• Contribute to a high-performing, inclusive and values-driven culture

• Bachelor’s degree in Human Resource Management, Business, Organizational Development or a related field
• Master’s degree (MBA, MSOD, MHR) strongly preferred
• Located in or willing to relocate to Atlanta, Boston, Chicago, Dallas, Houston, Los Angeles, Miami, Nashville, New York, Palm Beach, Philadelphia or Tampa
• Invested in a team-based culture, motivated to collaborate in office four days per week and willing to work at client sites as needed
• 10 plus years of experience in HR consulting and transformation, with significant exposure to private equity or transaction-driven environments
• Strong knowledge of federal and state employment regulations (e.g., paid leave, wage and hour, worker classification), with the ability to assess compliance risk and related structuring implications
• Proven experience leading HR due diligence across workforce, compensation, benefits and compliance, including evaluation of defined benefit pensions, post-retirement obligations and related regulatory and funding risks
• Deep expertise in HR operating models across people, process, technology, and service delivery
• Strong understanding of PE value creation, integration, carve-outs and exit preparation
• Exceptional leadership and strategic thinking skills demonstrated by the ability to influence senior stakeholders and deliver results in complex environments
• Superior written and verbal communication skills, including executive-ready presentation and reporting skills
• Proven ability to thrive in lean, fast-moving teams
• High attention to detail, responsiveness and ownership mindset
• Track record of success in high-pressure, client-facing environments

In accordance with pay transparency laws in the City of New York and the State of California, Portage Point provides a good-faith cash compensation range for this position. This range represents the cash compensation (base plus bonus) that the firm reasonably expects to pay upon hire, based on good-faith and reasonable estimate at the time of posting. The final compensation within this range will depend on the candidate’s qualifications, education, training, experience and location. In addition to cash compensation, Portage Point may offer comprehensive benefits and equity participation, which are not reflected in the pay range above

We may use artificial intelligence (AI) tools to support parts of the hiring process, such as reviewing applications, analyzing resumes, or assessing responses and identifying potential inconsistencies or verification signals in application materials based on available information. These tools assist our recruitment team but do not replace human judgment. Final hiring decisions are ultimately made by humans. If you would like more information about how your data is processed, please contact us.