About the Role

The Manager of HR Services is responsible for leading and developing the HR Services team to consistently deliver high-quality, impactful HR work to our clients. This role sets clear standards for quality and judgment, maintains a clear understanding of how services are delivered across the business, and identifies opportunities to strengthen effectiveness and long-term client value.

This role will report to the COO, and you will manage and develop our HR Services team members, including Chief People Officers, VPs of People, Directors of People, and People Operations Managers. You will maintain a clear, ongoing view of the work happening across client engagements and ensure all team members are operating at the level of true, integrated strategic partners.

In this role, you will spend your time staying closely connected to client work, offering direct and thoughtful feedback, helping team members expand the value they deliver to their clients, and continuously challenging the team to redefine the meaning of best-in-class People practices.

What You’ll Do

Manage and Develop the HR Services Team 



• Directly manage team members through regular 1:1s, feedback, and ongoing performance conversations
• Develop team members by helping them broaden and deepen their skillsets, build stronger decision-making capabilities, and take on more complex work with increasing independence
• Set clear expectations for quality, ownership, and professional standards across the HR Services team
• Proactively address team dynamics, conflicts, or performance concerns, engaging early to resolve issues and maintain a respectful, effective working environment
• Assess individual and team strengths, skill gaps, and development opportunities, and own the creation and ongoing management of clear growth plans aligned to role expectations, readiness, and future team needs
• Own team performance outcomes, including goal setting, formal performance evaluations, candid feedback, and performance improvement plans when needed

Strengthen Client-Facing HR Work

• Review active client engagements to understand the scope, priorities, HR services being provided, and how HR guidance is influencing organizational outcomes
• Support team members in strengthening client relationships, navigating complexity, and guiding clients through change
• Identify when HR work is limited to administrative execution and partner with the HR Services team member to identify opportunities to expand scope toward higher-impact, strategic initiatives where appropriate
• Provide actionable feedback on recommendations, approaches, and prioritization to improve impact, effectiveness, and long-term client value
• Step in early when client work needs adjustment to reduce risk, improve clarity, or better support client needs
• Ensure HR work across all client engagements is held to a consistent standard of rigor and quality

Own Talent to Team’s Internal HR Knowledge Base

• Own the structure, quality, and ongoing maintenance of Talent to Team’s internal HR Knowledge Base
• Partner with subject matter experts to document approaches, frameworks, and guidance grounded in client needs and experiences
• Ensure internal resources reflect current best practices, legal considerations, and the nuance required in complex and varied organizations
• Regularly review usage and refine content to keep it relevant, accurate, and useful for client work

Partner Across the Business

• Collaborate with Client Success and Sales to understand client needs, complexity, and expectations
• Provide input into client staffing decisions to ensure the right HR Services team members are matched to the right clients
• Keep the leadership team informed about overall team capacity, capabilities, and development needs to support proactive planning for growth and client demand
• Partner closely with the Recruiting Services team to ensure HR and recruiting efforts are aligned, coordinated, and responsive to client and business needs
• Help support smooth onboarding and long-term success of client engagements by ensuring clarity of responsibilities, quality of work, and appropriate HR coverage and continuity throughout the client lifecycle

What We’re Looking For

• A passion and care for startups and a belief that strong people practices are foundational to building successful organizations
• Deep experience as a VP of People, Head of People, or Chief People Officer in a startup or corporate environment
• Business acumen partnered with focus on people, HR best practices, knowledge of data analysis, and reporting
• Proven manager with experience coaching and developing other HR professionals across various levels
• Strong ability to assess the quality of HR decisions and succinctly explain what could be improved and why
• Willingness and ability to step in and provide direct client support when needed to ensure continuity and quality of service
• Outstanding communication and interpersonal skills with comfortability providing clear, direct, and candid feedback to experienced professionals and leaders
• Experience acting as a trusted advisor to senior stakeholders, whether in-house or in a consulting or fractional capacity
• Experience in consulting, fractional leadership, or multi-client environments is a strong plus

How Success Is Measured

0 - 90 Days

• Build trust and credibility with the HR Services team
• Understand current client work, team strengths, and where quality and expectations vary
• Assess current team meeting structures and recommend changes to clarify purpose and improve effectiveness
• Review the internal HR Knowledge Base and develop initial plans for improvement

3 - 6 Months

• Clear understanding of individual and team performance, strengths, and growth opportunities
• VPs more consistently expand their scope and influence with clients
• POMs broaden their skillsets and operate with greater independence and stronger judgment
• HR Knowledge Base is actively referenced and used

6 - 12 Months

• Clear improvement in the depth and impact of HR work across clients
• A consistent standard for high-quality HR partnership across clients
• Fewer stagnant client relationships and fewer reactive escalations
• Stronger alignment between client needs and assigned HR leaders

Compensation and Work Structure

• This is a full-time, salaried, exempt position with a base salary range of $155k to $175k annually.
• Compensation within this range will be determined based on experience, skills, qualifications and market alignment. This role is classified as exempt and is not eligible for overtime pay.

Talent to Team is an equal opportunity employer. We do not discriminate on the basis of race, color, religion, sex, gender identity or expression, sexual orientation, national origin, age, disability, protected veteran status, or any other protected characteristic under applicable law.