Executive HR Business Partner

NYC, Hybrid

About the Opportunity

Our client — a fast-scaling AdTech company operating in a highly regulated advertising vertical — is seeking an Executive HR Business Partner to own and evolve the people function for its US-based teams. This is a builder role, not a maintenance role: the HR function is young, the business is moving fast, and the company needs someone who can take what exists and scale it. As an AI-first organization, the team leverages modern HR tooling and data-driven platforms to raise the bar on recruiting, development, and retention.

This role calls for a player-coach mindset — someone who can set direction and execute without skipping a beat. The immediate focus is the US, but the company operates globally, and the role is scoped with that in mind.

This is a hybrid role, requiring 1–2 days per week in-office at a location in NY or DC. At this time, our client does not sponsor employment visas for this position.

What You'll Do

• HR Strategy & Organizational Leadership — Partner with executive leadership on workforce strategy, org design, and people planning. Mentor junior HR and TA staff; own the people analytics layer beyond the current HRIS (attrition, retention by tenure, time-to-fill, engagement, manager effectiveness).
• Compensation & Total Rewards — Design and manage compensation structures: salary bands, leveling frameworks, and pay equity practices. Partner with Finance on benchmarking, annual review cycles, and offer strategy.
• Employee Relations & Culture — Own employee relations across US teams, including investigations, disciplinary processes, performance concerns, and terminations. Build a culture of inclusion, accountability, and psychological safety; design engagement initiatives with measurable outcomes.
• Talent & Performance — Build and lead performance review cycles, goal-setting frameworks, and feedback processes. Establish PIP and development plan frameworks; create manager effectiveness programs. Partner with TA on workforce planning, role scoping, headcount strategy, and onboarding design.
• Compliance & Risk Management — Ensure full compliance with federal, state, and local employment law. Own the US employee handbook and HR policy framework; partner with Legal on employment matters, leave administration, and accommodations.

Who You Are

• 7–12 years of progressive HR experience, including significant time as a senior HRBP, HR Manager, or HR Director.
• Track record of building and scaling HR functions in high-growth tech or AdTech environments.
• Deep expertise in employee relations, compensation design, and US employment law.
• Analytical fluency — able to connect people programs to business outcomes and present data to leadership.
• Proven ability to leverage modern HRIS and AI-driven HR tools to scale operations.
• Demonstrated ability to mentor and develop junior HR professionals.
• Comfortable operating in ambiguity and building structure where little exists.

Nice to Have

• Experience in AdTech, SaaS, or a similarly fast-paced, regulated industry.
• Familiarity with distributed, global team dynamics.
• Track record applying AI-driven recruitment and performance tools at scale.
• Experience navigating organizational change or rapid team scaling.
• HR certification (SHRM-SCP, SPHR, or equivalent).

Compensation & Benefits

Base salary: $150,000–$185,000, plus a competitive total compensation package that may include performance-based incentives and equity participation. Additional benefits include:

• 100% employer-paid healthcare premiums
• Multiple medical plan options plus dental and vision coverage
• 401(k) with 3% company match
• Wellness and financial well-being resources

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