Vetted People & HR Professionals in the NYC Metro

“People/HR leader experienced managing distributed U.S. teams and partnering closely with product, design, and analytics organizations on org design, workforce planning, and performance management. Led a senior-leader-backed overhaul of onboarding plus a structured professional development framework, improving engagement and reducing turnover while driving a 15% promotion rate in the first year.”

“People Operations/HR leader in a healthcare setting (Episcopal Health Services) who designed and rolled out a scalable panel interview and behavioral interviewing approach across senior stakeholders. Strong in people analytics and process improvement—cut onboarding cycle time from 4–6 weeks to under 2 weeks—and experienced in complex employee relations (PIP + FMLA) and union workforce performance management.”

“Strategic HR leader with experience managing global teams (India/Brazil/Canada) and partnering on immigration and multi-country regulatory considerations. Has driven major org changes including implementing an attendance policy across 14 logistics locations and restructuring an HR department to align with growth, using a data-driven approach (turnover, time-to-hire, performance, exit interviews). Target compensation is around $150K, flexible based on total package.”

“HR/People leader with experience managing global teams and delivering complex HR/payroll system integrations (including an India-based support team) on schedule. Has built HR/onboarding teams and HRIS workflows from the ground up and partnered with senior leadership on high-impact change initiatives like a full return-to-office transition, including employee communications and backfill recruiting.”

“Recruiting/people-ops leader at Marcy Lab School who partners directly with executive leadership to solve funnel and retention challenges. Designed a pre-orientation “Immersion Day” to reduce admitted-prospect drop-off and built a scalable diversity recruiting workflow by partnering with Black Girls Code to address a gender gap in the applicant pipeline.”

“Talent Acquisition leader and player-coach who has managed small recruiting teams and partnered directly with executives (CEO/CFO/VP People) on headcount planning, hiring budgets, and role prioritization. Notably redesigned a software engineer interview process at Sprinter Health by moving the algorithm screen earlier and updating outdated questions, improving conversion and reducing wasted hiring manager time.”