Head of HR & Talent Growth

Role overview

Constellation Search Group is hiring a full-time Head of Human Resources & Talent Growth in Englewood, CO. This is a senior, hands-on leadership position focused on building a scalable people function that can support the company’s expansion, growth across locations, and long-term business direction.

The role works closely with the CEO, executive team, Practice Leaders, and HR Operations to shape HR strategy and strengthen the organization’s ability to attract, develop, and retain talent. It combines strategic planning with day-to-day leadership to create the people systems, processes, and culture needed for sustainable scale.

What you will lead

• Develop and continuously improve the overall people strategy covering hiring, workforce planning, employee relations, onboarding, performance, development, engagement, retention, succession, and organizational effectiveness.
• Create HR and talent infrastructure that can grow with the firm, support leadership development, and enable expansion into new geographies.
• Work with the CEO and senior leadership to align people strategy with revenue goals, operating priorities, and market growth plans.
• Convert business targets, budgets, and growth objectives into practical workforce plans across teams, practices, and locations.
• Maintain a 1- to 3-year workforce roadmap that addresses hiring demand, leadership depth, retention, and business scaling needs.
• Advise Practice Leaders, managers, and firm leadership on team design, hiring priorities, talent gaps, retention risk, leadership effectiveness, and employee growth.
• Handle employee relations matters by guiding leaders through workplace concerns, performance issues, conflict resolution, engagement, and accountability.
• Partner with HR Operations to keep policies, procedures, compliance practices, employee records, benefits administration, payroll coordination, and HR systems running effectively.
• Own the entire employee lifecycle from attraction and hiring through onboarding, development, engagement, retention, and offboarding.
• Design and run a multi-channel recruiting strategy using direct sourcing, agencies, referrals, professional groups, alumni networks, and other creative channels.
• Work with Practice Leaders and leadership to define hiring needs, prioritize roles, assess talent requirements, and close strong candidates.
• Improve speed of hiring, candidate quality, offer acceptance, onboarding success, retention, and recruiting efficiency.
• Set and monitor people metrics related to hiring, retention, turnover, engagement, performance, development, leadership growth, and overall firm expansion.
• Track recruiting pipeline data such as candidate flow, sourcing performance, time-to-fill, offer acceptance, quality of hire, and retention results.
• Lead the performance management approach, including goal setting, quarterly check-ins, annual reviews, calibration, feedback, and accountability.
• Work with leaders to make sure performance expectations are clear, feedback is timely, and underperformance is handled in a constructive and consistent way.
• Design structured development paths for attorneys and other professionals that connect to promotion standards, compensation, career growth, and business needs.
• Oversee training, professional development, and leadership development programs for attorneys, partners, managers, and emerging leaders.
• Strengthen leadership capability by coaching partners and managers on feedback, accountability, engagement, communication, and team leadership.
• Support succession planning and leadership pipeline growth so the organization has the management depth needed for continued expansion.
• Help build employee engagement, culture, retention, communication, and organizational effectiveness as the firm scales.
• Coordinate closely with the Director of HR Operations to ensure smooth execution throughout the employee journey while keeping strategic people leadership distinct from daily HR administration.

Candidate profile

Applicants should bring senior-level experience in Human Resources, People, or Talent leadership, such as Head of Human Resources, Head of People, VP of People, Head of Talent, or an equivalent role. The ideal background includes broad HR ownership across hiring, employee relations, workforce planning, performance management, engagement, retention, and organizational development.

The successful candidate will have a track record of building or scaling HR and talent systems in a growing business, partnering with CEOs and senior leaders on workforce strategy, and recruiting specialized or difficult-to-fill professionals. Experience turning business goals and expansion plans into hiring and talent development programs is important.

Strong knowledge of HR best practices, employee lifecycle management, policy development, compliance partnership, and performance framework design is expected. The role also requires comfort with people analytics, recruiting data, retention trends, and decision-making driven by metrics.

Experience in professional services, legal services, consulting, or similar partnership-based environments is preferred. Background in the legal sector and multi-market growth is considered an advantage. Familiarity with HRIS, ATS, performance management, and employee engagement platforms is helpful, and experience using tools such as Lattice is a plus.

Compensation and benefits

A detailed salary figure was not provided. The role includes a comprehensive benefits package with medical, dental, and vision coverage, plus a retirement savings plan.

Salary note

Compensation may differ from the stated range depending on education, training, experience, professional achievements, business needs, and location.

Equal opportunity statement

The employer is committed to building a diverse and inclusive workplace and considers candidates fairly regardless of race, color, religion, gender identity, sex, sexual preference, sexual identity, pregnancy, national origin, ancestry, citizenship, age, marital status, physical disability, mental disability, medical condition, military status, or any other protected status under applicable local law or ordinance.