Director​/Vice President of , Human Resources

Job Description Summary

For over forty years, Harbour Vest has been home to a committed team of professionals with an entrepreneurial spirit and a desire to deliver impactful solutions to our clients and investing partners. As our global firm grows, we continue to add individuals who seek a collaborative, open-door culture that values diversity and innovative thinking.

In our collegial environment that’s marked by low turnover and high energy, you’ll be inspired to grow and thrive. Here, you will be encouraged to build on your strengths and acquire new skills and experiences.

We are committed to fostering an environment of inclusion that promotes mutual respect among all employees. Understanding and valuing these differences optimizes the potential of both the individual and the firm.

Harbour Vest is an equal opportunity employer.

This position will be a hybrid work arrangement. You will receive 18 remote workdays per quarter to use at your discretion, subject to manager approval. For example, you may choose to work in the office 4 days per week and take one remote day weekly (typically 13 weeks per quarter), leaving 5 additional remote days to be used as needed.

The Vice President of Compensation leads the design and governance of global compensation programs that attract, retain, and motivate our global talent. The role brings deep expertise in compensation strategy and execution, including long‑term incentives, job and pay architecture, and technology‑enabled solutions across both public and private company environments.

This role leads all aspects of pay equity, global pay transparency, and regulatory compliance, while ensuring the effective delivery of annual performance, pay, and promotion cycles. The VP partners closely with Finance, Legal, HR, and the Compensation Committee to deliver scalable, competitive, and equitable programs aligned to business strategy. The ideal candidate is a proactive, meticulous leader who thrives in a fast‑paced, highly collaborative environment.

Key Responsibilities:

Compensation Strategy, Governance & Execution

• Design, implement, and evolve compensation structures (base pay, incentives, and other programs) aligned to business initiatives.
• Serve as an advisor on compensation philosophy, market competitiveness, internal equity, and regulatory risk (including the preparation and presentation of executive ready materials).
• Partner with Finance and Legal to ensure global compliance with applicable compensation regulations, disclosure requirements, and governance standards.
• Establish best‑in‑class processes for annual compensation cycles, incentive planning, market pricing, and job and pay range architecture.
• Responsible for oversight and execution our annual performance, pay and promotion cycle processes and the effectiveness of our Workday Advanced Compensation tools.
• Lead all aspects of our Job Leveling and Job Family frameworks foundational to our HR infrastructure and the effectiveness of our promotion and compensation programs and processes.
• Assist with incentive plan design work including re‑design and administration.
• Partner with Performance, Recruiting and Payroll teammates as well as Finance partners and HR Generalists to ensure proper end‑to‑end accuracy and efficiency of our compensation programs and data.
• Assist with leading a high‑performing compensation team, developing talent and fostering a culture of rigor, innovation, accountability and development!

Pay Equity & Pay Transparency

• Implement global pay equity strategy, including methodology selection, ongoing analyses, remediation planning, and reporting. Ensure programs and practices support equitable outcomes in alignment with what we value and legal requirements.
• Lead the company’s approach to global pay transparency laws, including job architecture, pay ranges, disclosures, and manager enablement / training.

Long-Term Incentives & Specialized Programs

• Lead the development and management of our LTI programs. Oversee planning, budgeting, execution and participant outcomes in partnership with Finance. Ensure programs are competitive, scalable, and clearly communicated.
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