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Head of Human Resources

Time Commitment: Full-Time

Location: New York City, New York/ Remote

Job Description: JUV Consulting is looking for an HR Director who will partner closely with all teams across our growing organization. The focus of this role is to assess, coach, and influence the business as we scale and evolve to enable our teams to become leaders of tomorrow. We need someone who is just as passionate about the culture as they are about their core responsibilities as an HR Leader. The ideal candidate is a builder, a mentor, a coach, and an operations expert — someone who can come in with a willingness and an ability to build upon an HR foundation conceived by young people for young people. You will own and heavily influence everything from career mapping and performance management programs to compensation analysis, employee development and onboarding, and a future-facing EDI+B strategy & programs. This role means wearing many different hats and requires a demonstrated leader who is ready to work with JUV’s executive team to take on the exciting challenge of building out a critical function within a fast-paced, people-centric, high-growth business. They will have a passion for building world-class teams while facilitating environments that allow people to do their best work.

Responsibilities:

Talent Acquisition
– Oversee the full life cycle of talent acquisition, selection, interviewing, offer, and onboarding processes.
– Identify high potential recruitment channels and match job posts appropriately to maximize application volume; use performance data to pivot acquisition strategies on an ongoing basis.
– Oversee applicant process and develop efficient systems to delegate out review processes.
– Serve as an expert at behavioral interviewing; Tailor interview processes for specific roles and desired skill sets.
– Support staff by standardizing the recruiting, testing, and interviewing program alongside the talent acquisition team; counseling managers on candidate selection; conducting and analyzing exit interviews; and recommending changes.

Talent Development & Culture
– Assess training needs and then designing and implementing training programs accordingly.
– Engrain learning and development into our culture, coaching our managers and leaders, and building our learning and development program.
– Partner with JUV leaders to design and execute company-wide performance management programs, feedback, promotion, and compensation cycles, as well as other critical people programs.
– Create ongoing employee development opportunities for employees and managers through training, programming, coaching, career pathing, competencies, etc.
– Ensure that each performance review cycle iteration is more effective than the last.
– Measure success through engagement surveys, employee satisfaction, retention, ENPS, etc.
– Be a champion of JUV’s culture and develop creative solutions to amplify employee engagement and EDI+B.
– Promote internal community-building programs and CRGs that put inclusivity at the center of all activity.

HR Administration
– Manage domestic and international PEO activity including PTO tracking, benefits, compliance, payroll and onboarding/enrollment.
– Oversight of administrative tasks related to our 1099 contractor network.
– Demonstrates and utilizes a solid understanding of the key principles of employment law.
– Review and maintain pay structures and employee perks and benefits.
– Report to management and provide decision support through HR metrics.
– Ensure legal compliance throughout human resource management.
– Maintains accurate and up-to-date human resource files, records, and documentation.
– Complete background checks for all employees.
– Oversee the development and execution of new hire orientation programs.
– Be accountable for the completion of department OKRs and cross-functional company goals that are HR lead.
– Leverage best in class KPIs and communicate progress to key stakeholders as needed.
– Evolve the company HR playbook and Employee Handbook.
– JUV will have a remote presence for the foreseeable future and is exploring additional international expansion opportunities; you must be innately curious to learn about these unique challenges and be able to create agile, modern solutions empowering teams and inspiring growth.
– Handle any disciplinary processes and formal grievances; Hone policies to anticipate chronic issues.
– Enforce management guidelines by preparing, updating, and recommending human resource policies and procedures.

General Leadership
– Serve as a resource, coach, and thought partner for fellow members of JUV’s senior leadership team.
– Provide ongoing thought leadership and coaching to leaders.
– Lead the efforts around long-term people planning to fuel the growth of the business.
– Partner directly with the leadership team to understand business goals and partner with department heads to develop and meet organizational objectives and KPIs.
– Partner with team leads and managers to evaluate current team structure and skills, building the hiring plan and planning our organizational design, thoughtfully identifying talent gaps and managing succession planning.
– Cultivates professional and technical knowledge by attending educational workshops, reviewing professional publications, establishing personal networks, and participating in professional societies.
– Continuously improve our processes that drive business results. Use people-related data to drive better decision making. Develop key metrics to benchmark and measure the organization’s ability to hire, engage, develop, and retain top quality team members.
– Have a business focused mindset and understand major issues facing the company at any given point and be oriented towards solving them.

Qualifications:
– 5+ years of experience in Recruitment & Human Resources at a high growth startup.
– Based in NYC and willing to commute to Bryant Park offices 2-3 days per week during normal circumstances.
– Ability to influence, engage, and partner closely with executives and business leaders across all levels of the organization in planning, change management and conflict resolution.
– Demonstrated experience in identifying and optimizing recruitment channels within shortened recruitment timelines.
– Collaborative work style – team player with low-ego.
– Demonstrated ability to manage through ambiguity and competing priorities.
– Proven ability to create and execute programs that attract, develop and retain outstanding talent with data to support success.
– Working knowledge of multiple human resource disciplines, including compensation practices, organizational diagnosis, employee relations, EDI+B, performance management, federal and state employment laws, and key differences in 1099 vs W2s.
– Experience with blended workforces including multiple locations (international is a plus), a mix of salaried and hourly employees as well as contractors, and remote employees.
– Genuinely excited to spend time “in the business”, with the team, and always understands the “pulse” of the team.
– Brings the “playbook” to the table but has the flexibility and humbleness to adapt to business and stakeholder needs.
– Is OPEN TO BEING CHALLENGED to create a BETTER workplace for the next generation.
– Leads with calm during times of stress.
– High integrity and sound judgment — you are comfortable navigating sensitive and sometimes challenging situations, and you know how to become a trusted advisor to employees at all levels within the organization.
– The ability to remain calm in stressful situations including during disciplinary hearings or staff conflicts.
– Mastery of HR systems and databases.
– In-depth knowledge of labor laws and HR best practices.