Company Overview:
Our client is a third-generation commercial real estate firm specializing in the acquisition,
development, management, and repositioning of commercial properties in Greater Boston. Since
1936, they have taken a unique approach to creating value in commercial real estate and has
successfully evolved and adapted to industry changes and the needs of all their stakeholders. The firm
values people who are passionate about real estate, who thrive in a fast-paced environment,
demonstrate flexibility in their work style, and drive daily results.

Position Overview:
As the Head of People/HR Business Partner, this position will play a key role in aligning our
client’s people strategy with the business objectives. This position will be a trusted advisor to
leadership, managing a range of Human Resources functions such as talent acquisition, employee
development, performance management, compensation and benefits, organizational design,
succession planning and employee relations. In this high-growth company, this individual will have
the opportunity to make a direct and lasting impact on their people and culture.

Key Responsibilities:
Strategic Leadership & HRBP Functions
• Partner closely with the Chief Executive Officer and all the company’s stakeholders to align
people strategies with business goals and growth initiatives.
• Act as a trusted advisor and coach to senior leadership on people-related matters, including
organizational design, succession planning, employee engagement, and talent management.
• Lead and implement HR initiatives that foster a high-performance culture, improve
employee satisfaction, and drive retention.
Talent Acquisition & Management
• Oversee the full-cycle recruitment process to ensure the hiring of top-tier talent across the
company.
• Develop and execute recruitment strategies that support the business's growth.
• Build and implement effective onboarding programs for new hires to ensure smooth
integration and alignment with company culture.
• Conflict resolution and team management skills; demonstrate the ability to mediate and
resolve conflict effectively.
Employee Development & Engagement
• Design and implement employee development programs, including training, mentoring, and
leadership development, to ensure continuous growth and skill development.
• Drive performance management processes (goal setting, feedback, performance reviews) and
ensure alignment with business objectives.
• Champion employee engagement and wellbeing initiatives to create a motivated, productive,
and high-performing workforce.
Compensation, Benefits & Compliance
• Review and implement compensation and benefits programs to ensure competitiveness and
internal equity.
• Ensure compliance with all employment laws and regulations, keeping the company updated
on HR-related legal changes.
• Provide guidance on HR policies, procedures, and best practices to ensure smooth HR
operations across the business.

Culture & Organizational Development
• Foster a company culture that is collaborative, inclusive, and focused on delivering results.
• Lead organizational change initiatives, ensuring smooth transitions during periods of growth,
restructuring, or other transformations.
• Promote and maintain a strong company culture that aligns with the values and mission of
the organization.
Data-Driven Insights & Reporting
• Utilize HR data and analytics to make informed decisions and provide insights to leadership
regarding talent trends, turnover, employee engagement, and other key metrics.
• Regularly report on HR performance metrics to senior leadership and make
recommendations for continuous improvement.
Key Attributes:
• Passionate about real estate (optional but preferred).
• Makes decisions that are creative, flexible, and streamlined for agility and innovation.
• Drives for results, seeing no task as too low or too high to create value.
• Takes on new opportunities and tough challenges with a sense of urgency, high energy, and
enthusiasm.
• Builds relationships of trust and respect with colleagues, investors, lenders, contractors,
brokers, and tenants.
• Takes initiative for solving problems.
• Demonstrates flexibility.
Qualifications:
• Bachelor's degree in Human Resources, Business Administration, or a related field. A
Master’s degree or HR certifications (SHRM-SCP, PHR, etc.) is a plus.
• Minimum of 10 years of HR experience, with at least 3-5 years in a senior HR leadership or
HRBP role, preferably within a fast-paced, private equity, commercial, or real estate
environment.
• Strong knowledge of HR best practices, talent management, organizational development,
and employment law.
• Experience working in a small to mid-sized company with a growth mindset and ability to
build scalable HR processes.
• Demonstrated success in coaching and advising senior leadership, especially in a rapidly
changing environment.
• Exceptional communication, interpersonal, and relationship-building skills.
• Ability to work both strategically and hands-on, balancing long-term vision with immediate
business needs.
• Strong analytical skills and the ability to leverage data for decision-making.