VP of People and Culture

Our Vision: and What Success Looks LikeHSC's leadership believes our culture and our people are what set the firm apart, and that belief underpins every other priority we have. We want this role to continue to make HSC a best-in-class people organization. That means: Exceptional career development: clear career paths, understood expectations, consistent feedback, and intentional growth for every team member. Empowered, disciplined, accountable, and collaborative teams with open communication. Goal setting, growth mindset, advisory mindset, and effective use of AI and technology embedded across the whole firm. People who feel valued and understand how their work matters to their team, our clients, our communities, and HSC as a whole. Excellent recruiting at every level, from associates to experienced and high-potential hires, competing effectively for the talent we need. We want to define what "best-in-class" looks like in measurable terms and track our progress over time, connecting talent outcomes to firm growth. Building that scorecard, and reporting on it, is part of this role.

People Strategy & Culture Leadership: Own and advance HSC's People Engagement & Attraction strategic priority, building programs and initiatives that strengthen culture and engagement firmwide. Translate strategic priorities into an execution roadmap with clear milestones, owners, and measurable outcomes; report progress concisely. Serve as a strategic advisor to firm leadership on culture, workforce planning, and organizational design. Build and lead career pathing, career advising, and performance review programs that support internal growth and retention.

Talent Acquisition & Onboarding: Own the recruiting and onboarding process end to end, partnering with department leaders on staffing needs. Build a strong employer brand and a healthy talent pipeline, including creative sourcing for hard-to-fill roles. Deliver a candidate and new-hire experience that reflects HSC's culture from first contact through the first year.

Employee Relations & Engagement: Promote a positive, inclusive workplace and address employee relations matters promptly and fairly. Use engagement data to drive continuous improvement in the employee experience.

Performance Management & Development: Own performance appraisal systems and guide managers on coaching and development conversations. Lead leadership development programming and professional development pathways that build a bench of future leaders.

Team Reporting Structure: Leads and develops the People/HR team, setting goals and providing timely, constructive performance feedback. Handles discipline and termination decisions per firm policy.

Required Skills and Abilities: Proven ability to build and execute a people strategy at the executive level. Exceptional relationship-building, communication, and influence skills, including comfort advising senior leadership and partners. Clear, concise, and decisive communicator who distills complex or evolving issues into what leadership needs to know and what it needs to decide. Strong change management and organizational design experience. Data-informed approach to workforce planning and engagement decisions. Working knowledge of employment law fundamentals; deep compliance expertise is a plus, not a requirement. Ability to prioritize and operate effectively in a fast-paced professional services environment.