Head of HR Talent Growth

Constellation Search Group is looking for a Head of Human Resources & Talent Growth for a full-time position. This role is responsible for building and leading a scalable people function that supports the organization's continued growth, geographic expansion, and long-term business strategy. The position involves partnering closely with the CEO, executive leadership, Practice Leaders, and HR Operations to oversee broad Human Resources strategy while driving talent acquisition, workforce planning, performance management, employee development, retention, and leadership capability across the firm. This is both a strategic and hands-on leadership role aimed at building people infrastructure, improving HR processes, supporting business leaders, and ensuring the organization has the talent, systems, and culture needed to scale effectively.

Responsibilities:

• Own and evolve the overall people strategy, including talent acquisition, workforce planning, employee relations, onboarding, performance management, professional development, engagement, retention, succession planning, and organizational effectiveness.
• Build scalable HR and talent systems that support firm growth, leadership development, geographic expansion, and long-term organizational capacity.
• Partner with the CEO and executive leadership team to align Human Resources strategy with revenue goals, growth plans, operational priorities, and future market expansion.
• Translate firm revenue targets, budgets, and business objectives into actionable workforce plans across practice areas, functions, and geographies.
• Develop and maintain a 1- to 3-year workforce roadmap that supports hiring needs, leadership capacity, retention planning, and business expansion.
• Provide strategic HR partnership to Practice Leaders, managers, and firm leadership on team structure, talent needs, employee performance, retention risks, leadership effectiveness, and employee development.
• Support employee relations matters by partnering with leaders to address workplace concerns, performance issues, conflict resolution, employee engagement, and accountability in a consistent and constructive manner.
• Partner with HR Operations to ensure HR policies, procedures, compliance practices, employee documentation, benefits administration, payroll coordination, and HR systems are effectively supported.
• Own the design and effectiveness of the full employee lifecycle, including attracting, hiring, onboarding, developing, engaging, retaining, and transitioning talent.
• Build and execute a scalable, multi-channel recruiting strategy that may include direct sourcing, agency partnerships, referral networks, professional associations, alumni networks, and other creative sourcing channels.
• Partner directly with Practice Leaders and firm leadership to define hiring needs, prioritize roles, evaluate talent requirements, and close high-quality candidates.
• Improve hiring velocity, candidate quality, offer acceptance, onboarding effectiveness, employee retention, and overall recruiting conversion.
• Establish and track key people metrics tied to hiring, retention, turnover, engagement, performance management, professional development, leadership development, employee relations trends, and firm growth.
• Build and manage recruiting pipeline metrics, including candidate flow, sourcing effectiveness, time-to-fill, offer acceptance, quality of hire, and retention outcomes.
• Own and evolve the firm's performance management framework, including goal setting, quarterly checkpoints, annual reviews, performance calibration, feedback practices, and accountability systems.
• Partner with leaders to ensure performance expectations are clear, employees receive timely feedback, and underperformance is addressed consistently and constructively.
• Design and implement structured attorney and professional development pathways aligned with promotion criteria, compensation models, career progression, and business needs.
• Lead professional development, training, and leadership development programs for attorneys, partners, managers, and emerging leaders.
• Build leadership capability across the firm by coaching partners and managers on feedback, accountability, employee engagement, performance management, communication, and team leadership.
• Support succession planning and leadership pipeline development to ensure the firm has the management depth needed to support continued growth.
• Partner with leadership to strengthen employee engagement, culture, retention, communication, and organizational effectiveness as the firm scales.
• Work closely with the Director of HR Operations to ensure seamless execution across the employee lifecycle while maintaining appropriate separation between strategic people leadership and day-to-day HR administration.

Qualifications:

• Experience in senior Human Resources, People, or Talent leadership roles such as Head of Human Resources, Head of People, VP of People, Head of Talent, or similar.
• Broad Human Resources experience across talent acquisition, employee relations, performance management, workforce planning, leadership development, employee engagement, retention, and organizational effectiveness.
• Proven track record building or scaling HR and talent systems within a growing organization.
• Experience partnering with CEOs, executives, business leaders, and managers on people strategy, workforce planning, employee performance, and organizational growth.
• Experience recruiting senior, specialized, or hard-to-find professionals.
• Ability to translate business objectives, revenue targets, and expansion plans into actionable hiring, workforce, and talent development plans.
• Experience developing performance management frameworks, employee development programs, leadership training, and accountability systems.
• Strong understanding of HR best practices, employee relations, compliance partnership, policy development, and employee lifecycle management.
• Proficient in people analytics, recruiting metrics, retention data, performance trends, and data-driven decision-making.
• Executive presence with the ability to influence senior leaders, coach managers, and build credibility across the organization.
• Operationally adept with the ability to balance strategic planning with hands-on execution.
• Experience in professional services, legal services, consulting, or other partnership-driven environments is preferred.
• Legal industry and multi-market growth experience are advantageous.
• Familiarity with HRIS, ATS, performance management, and employee engagement tools is preferred. Experience with platforms such as Lattice is a plus.

Benefits:

A comprehensive benefits package is provided including medical, dental and vision coverage along with a retirement savings plan.

Salary Disclaimer:

Please note that actual salaries may vary within the range, or be above or below the range, based on factors including, but not limited to, education, training, experience, professional achievement, business need, and location.

Equal Opportunity Employer:

We are deeply committed to building a diverse and inclusive team. We believe that different backgrounds and life experiences make our team better. We do not discriminate against qualified employees or applicants because of race, color, religion, gender identity, sex, sexual preference, sexual identity, pregnancy, national origin, ancestry, citizenship, age, marital status, physical disability, mental disability, medical condition, military status, or any other characteristic protected by local law or ordinance.