Managing Director, People & Culture

Managing Director of People & Culture

Location:

San Francisco, CA (preferred) or Seattle, WA

Availability:
Full-time position. Hybrid schedule, with a minimum of 2 days/week on-site at your local LNW office and up to 3 days/week remote. Ability to travel to other offices 4 to 6 times/year

Reports to:

Chief Operating Officer

Executive

Summary:

The Managing Director of the People & Culture team is a senior leader and operational driver responsible for building, managing, and continuously improving the human resources function  role requires deep experience across multiple HR competencies (e.g., employee relations, talent management, policy). This strong operational foundation enables the Managing Director to combine hands-on HR leadership with the strategic perspective needed to advise the executive team and Board on people-related matters.

This is not a purely visionary role, nor is it a purely administrative one. It’s a challenging but rewarding position for a leader who is excited about methodically making things better in a multi-state organization with real operational complexity. LNW is a regulated entity that operates in a wealth management industry that has been rapidly consolidating and whose competitive landscape now changes over months, not years or decades.

The company has doubled in size over the past five years, and the Managing Director will need to contend with multiple legacy cultures and practices when setting policy and resolving employee matters. This requires a combination of experience, sound judgment, and empathy.

The ideal candidate is a credible leader who earns the trust of employees and managers through operational excellence, clear communication, and a genuine commitment to inclusion and belonging. They are committed to building the type of workplace where talented people want to stay and grow and they model the way with their own small team by helping them develop through teaching, mentoring, and doing the work side-by-side.

This is a representative list of the Managing Director’s general duties; it is not intended to be all-inclusive.

• Assess and either harmonize or enhance HR policies across a multi-state organization; policies should be legally sound, operationally clear, and workable for employees with different experiences and expectations
• Serve as the team’s go-to authority on employment law (particularly CA, WA, and NY), translating legal requirements into practical, defensible guidance for managers and employees
• Build and maintain reliable, well-documented HR processes: onboarding, offboarding, performance management, leaves, accommodations, separations, so the function runs predictably and without gaps
• Personally handle complex, sensitive, and high-stakes employee relations matters with sound judgment, discretion, and follow-through
• Coach managers on performance management, documentation, and difficult conversations, so people issues are handled well at every level
• Spot patterns and systemic risks early, and address them before they become crises
• Partner with the head of Learning & Development to shape and build a talent management program grounded in the firm’s long-term business needs and the strengths of its existing team, using that foundation to inform every phase of the program, from recruiting to development to offboarding
• Develop a comprehensive performance management strategy and work directly with managers to implement the strategy consistently
• Lead and develop a small People & Culture team, operating as a player-coach who does the work alongside the team (including filling gaps where needed) while progressively building the team’s capabilities
• Advise the executive team on organizational design and the competitive landscape for talent, grounded in the real needs of our people and the constraints of our business
• Develop a forward-looking people strategy that helps us identify and cultivate future leaders, address succession issues, and evolve with a rapidly-changing technological and competitive landscape
• Prepare and present clear, concise Board-level updates on people metrics, risk areas, and strategic initiatives
• Guide the compensation and benefits program by advising on strategy and key inputs (e.g., what to benchmark, what matters, and why) without needing to personally build the models
• Earn trust as an accessible, credible leader who listens, follows through, and treats people honestly
• Drive engagement practices (i.e., surveys, listening strategies, stay and exit interviews) and turn what you hear into concrete action, not just slide decks
• Partner with leadership and other internal stakeholders to foster an equitable and inclusive workplace, embedding these principles into everyday practices and decisions rather than treating them as standalone programs

Experience and Background

• 10+ years of progressive HR experience with demonstrated depth in employee relations, talent management, and policy in complex, multi-site…