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Position Specification: SVP, Portfolio Human Capital

Position Summary

The SVP, Portfolio Human Capital team member is an addition to the growing portfolio human capital team. The new team member will serve as a strategic partner to investment teams, portfolio company leadership, and board members, aligning human capital strategies with investment theses and value creation plans. This role is responsible for driving a high-impact talent agenda across a diversified portfolio of companies, ensuring the identification, development, and retention of top executive talent to maximize portfolio performance. By fostering strong relationships with key stakeholders, this leader will enable portfolio companies to build high-performing teams that accelerate value creation. This team member will embed human capital expertise into investment decision-making and operational strategies, ensuring that the right leadership is in place to drive execution. By leveraging deep relationships, data-driven insights, and best practices, this role will enhance leadership effectiveness and organizational performance across the portfolio.

Key Responsibilities

1. Strategic Talent Management (Talent-to-Value)
   a. Partner with deal teams and portfolio leadership to identify key roles critical to value creation.
   b. Assess leadership teams against the Value Creation Plan (VCP) and proactively address capability gaps.
   c. Collaborate with management teams to define and implement tailored talent strategies that accelerate business performance.

1. Executive Recruitment
   a. Work closely with portfolio company leadership and board members to lead executive recruitment for critical leadership positions.
   b. Execute the talent agenda for new platform acquisitions, ensuring alignment with long-term value creation.
   c. Drive top-grading and succession planning to continuously strengthen leadership teams.

1. Organizational Assessment & Team Performance
   a. Conduct organizational assessments in collaboration with portfolio company management to ensure structures, processes, and culture enable high performance.
   b. Guide leadership teams in building and developing key leadership pipelines (G3, G5, G7+).

1. CEO Annual Performance Management
   a. Partner with board members and investors to design and implement a structured CEO performance assessment process.
   b. Establish a consistent and transparent review framework across portfolio companies to drive CEO effectiveness.

1. Talent Network Development & Alumni Management
   a. Develop and maintain talent pipelines for future portfolio leadership, including interim executives, advisors, and board members.
   b. Engage and leverage alumni networks for insights, referrals, and executive placements within the portfolio.

1. Service Provider Management
   a. Identify and manage external consultants, tools, and platforms to enhance executive search, leadership development, and organizational effectiveness.
   b. Maximize the value of external partnerships to support portfolio companies’ human capital strategies.

1. Internal Excellence & Best Practices
   a. Develop and maintain KPIs and dashboards to track the impact of human capital initiatives on portfolio performance.
   b. Provide timely and actionable insights to deal teams, portfolio leadership, and boards on talent-related matters.
   c. Curate and disseminate best practices, frameworks, and playbooks to enhance leadership and human capital strategies across the portfolio.

Candidate Profile

Qualifications & Experience

• 15+ years of experience in human capital leadership, talent management, or organizational strategy, preferably within a private equity or portfolio management environment.
• Proven track record of partnering with executives, boards, and investors to assess, recruit, and develop high-performing leadership teams.
• Experience in designing and executing leadership assessment, recruitment, and succession planning processes that drive business results.
• Strong expertise in organizational design, change management, and leadership development.
• Demonstrated ability to build trusted relationships with investment professionals, portfolio executives, and board members.
• Direct experience working at or serving middle market and large cap private equity firms strongly preferred
• MBA preferred

Competencies & Leadership Attributes

• Strategic & Collaborative Mindset – Ability to partner with investment teams, management, and boards to align talent initiatives with business strategy.
• Executive Presence & Influence – Strong credibility with C-suite executives, investors, and board members, with the ability to shape talent decisions at the highest levels.
• Data-Driven Decision Making – Uses quantitative and qualitative insights to inform leadership strategies and drive measurable results.
• Relationship Builder – Ability to foster deep relationships across portfolio companies, acting as a trusted advisor on human capital matters.
• Execution-Oriented – Hands-on leader who can translate strategic objectives into actionable talent solutions that accelerate value creation.

#LI-NS1

Position Specification: SVP, Portfolio Human Capital

Position Summary

The SVP, Portfolio Human Capital team member is an addition to the growing portfolio human capital team. The new team member will serve as a strategic partner to investment teams, portfolio company leadership, and board members, aligning human capital strategies with investment theses and value creation plans. This role is responsible for driving a high-impact talent agenda across a diversified portfolio of companies, ensuring the identification, development, and retention of top executive talent to maximize portfolio performance. By fostering strong relationships with key stakeholders, this leader will enable portfolio companies to build high-performing teams that accelerate value creation. This team member will embed human capital expertise into investment decision-making and operational strategies, ensuring that the right leadership is in place to drive execution. By leveraging deep relationships, data-driven insights, and best practices, this role will enhance leadership effectiveness and organizational performance across the portfolio.

Key Responsibilities

1. Strategic Talent Management (Talent-to-Value)
   a. Partner with deal teams and portfolio leadership to identify key roles critical to value creation.
   b. Assess leadership teams against the Value Creation Plan (VCP) and proactively address capability gaps.
   c. Collaborate with management teams to define and implement tailored talent strategies that accelerate business performance.

1. Executive Recruitment
   a. Work closely with portfolio company leadership and board members to lead executive recruitment for critical leadership positions.
   b. Execute the talent agenda for new platform acquisitions, ensuring alignment with long-term value creation.
   c. Drive top-grading and succession planning to continuously strengthen leadership teams.

1. Organizational Assessment & Team Performance
   a. Conduct organizational assessments in collaboration with portfolio company management to ensure structures, processes, and culture enable high performance.
   b. Guide leadership teams in building and developing key leadership pipelines (G3, G5, G7+).

1. CEO Annual Performance Management
   a. Partner with board members and investors to design and implement a structured CEO performance assessment process.
   b. Establish a consistent and transparent review framework across portfolio companies to drive CEO effectiveness.

1. Talent Network Development & Alumni Management
   a. Develop and maintain talent pipelines for future portfolio leadership, including interim executives, advisors, and board members.
   b. Engage and leverage alumni networks for insights, referrals, and executive placements within the portfolio.

1. Service Provider Management
   a. Identify and manage external consultants, tools, and platforms to enhance executive search, leadership development, and organizational effectiveness.
   b. Maximize the value of external partnerships to support portfolio companies’ human capital strategies.

1. Internal Excellence & Best Practices
   a. Develop and maintain KPIs and dashboards to track the impact of human capital initiatives on portfolio performance.
   b. Provide timely and actionable insights to deal teams, portfolio leadership, and boards on talent-related matters.
   c. Curate and disseminate best practices, frameworks, and playbooks to enhance leadership and human capital strategies across the portfolio.

Candidate Profile

Qualifications & Experience

• 15+ years of experience in human capital leadership, talent management, or organizational strategy, preferably within a private equity or portfolio management environment.
• Proven track record of partnering with executives, boards, and investors to assess, recruit, and develop high-performing leadership teams.
• Experience in designing and executing leadership assessment, recruitment, and succession planning processes that drive business results.
• Strong expertise in organizational design, change management, and leadership development.
• Demonstrated ability to build trusted relationships with investment professionals, portfolio executives, and board members.
• Direct experience working at or serving middle market and large cap private equity firms strongly preferred
• MBA preferred

Competencies & Leadership Attributes

• Strategic & Collaborative Mindset – Ability to partner with investment teams, management, and boards to align talent initiatives with business strategy.
• Executive Presence & Influence – Strong credibility with C-suite executives, investors, and board members, with the ability to shape talent decisions at the highest levels.
• Data-Driven Decision Making – Uses quantitative and qualitative insights to inform leadership strategies and drive measurable results.
• Relationship Builder – Ability to foster deep relationships across portfolio companies, acting as a trusted advisor on human capital matters.
• Execution-Oriented – Hands-on leader who can translate strategic objectives into actionable talent solutions that accelerate value creation.

#LI-DNI #LI-NS1

Bachelor’s Degree