Why Join Marshall+Sterling?
As a 100% employee-owned company with roots dating back to 1864, Marshall+Sterling offers the strength of a time-tested organization and the energy of an ownership-driven culture. Guided by our mission to empower clients to predict, prepare for, and preempt risk, we are relentlessly focused on helping people and businesses protect what matters most — so they can move forward with confidence. Our vision of creating a future that’s safer and more secure drives everything we do.
Innovation is not optional here — it's imperative. We constantly seek better, smarter ways to serve our clients and improve as a company. Collaboration is at our core, because we know we are stronger together — across teams, with our clients, and in the communities we serve. Our employee-owners are not only valued and empowered, but also directly invested in our collective success.
At Marshall+Sterling, you’re not just joining a company — you’re joining an inclusive culture built on integrity, impact, and people-first values. Your ideas matter, your growth is prioritized, and your work helps shape a more secure future for all.
This role may be based out of Marshall+Sterling's Poughkeepsie or Latham office, with the expectation of traveling to different locations as needed.
Responsible for leading and enhancing the employee experience through management of our core operations, employee relations, compliance, performance management, and people focused initiatives. Partners with leadership to support organizational goals, drive employee engagement and improve processes. The People Operations Director promotes a positive workplace culture while ensuring compliance with employment laws and organization standards.
Serve as Strategic People Partner to the Executive Team
- Lead the People Ops dimension of organizational transitions and change management efforts, ensuring changes are designed and executed in ways that sustain performance, retention, and trust
- Advise the executive team on People Ops and organizational development needs arising from scaling, growth strategy, and structural change — including workforce planning, role design, and team structure implications
- Escalate emerging workforce themes (e.g., morale, attrition risk, manager effectiveness, legal exposure) and propose strategic solutions to executive leadership
- Represent the People Ops function in cross-functional executive forums; advise executives on people implications of business decisions
- Partner with the People Operations Director to develop and refine People Ops strategies, and support on board-level and executive communications
Oversee Legal, Compliance & Employee Relations
- Ensure policies are aligned with federal and state legal obligations and emerging best practices; maintain a policy review cadence
- Ensure policies are implemented and administered consistently across business units, managers, and geographies
- Oversee employee relations casework handled by POPs (investigations, performance concerns, workplace conflicts, accommodations, terminations) ensuring quality, consistency, and documentation
- In partnership with the People Operations Director, serve as the primary internal lead on legal risk and high-stakes incidents, managing the relationship with outside employment counsel, responding to agency charges, subpoenas, and litigation holds, and coordinating cross-functional response to workplace incidents (safety, harassment, misconduct)
- Drive manager and employee education on policies, legal obligations, and expected conduct, building fluency rather than dependence on HR
Own Employee Lifecycle & Performance Management
- Analyze outcomes of employee engagement surveys and related people data; identify issues implicating employee relations, development, manager effectiveness, and retention, and lead prioritized responses in partnership with the relevant owners
- Own the performance management system end-to-end: review cycles, calibration, manager enablement, and integration with promotion and development decisions
- Partner with HRIS and Comp to ensure lifecycle processes capture accurate data and align with pay and leveling frameworks
- Drive continuous improvement of lifecycle processes based on employee and manager feedback
Lead Learning, Development & Career Pathing
- Continue developing the overall L&D strategy, building on existing training and resources for individual contributors, managers, and executive leaders
- Ensure that promotions, new role creation, and role changes align with existing career pathways and overall organizational development strategy
- Procure and evaluate new L&D solutions; assess the effectiveness of existing ones and retire what isn't working
- Own measurement and evaluation of L&D programs, tracking both engagement and outcomes
- Ensure the quality and continued evolution of the mentorship and culture & inclusivity programs
Lead and Develop the People Operations Partners
- Directly manage the three People Operations Partners, setting clear priorities, performance expectations, and development plans for each
- Establish team operating rhythms (1:1s, team meetings, case reviews, escalation protocols) that enable consistent service delivery across business units
- Allocate POP coverage across the organization based on headcount, complexity, and business priorities; rebalance as needed
- Coach POPs through complex or high-stakes cases, modeling the judgment and communication standards expected of the function
- Build and maintain a favorable and professional work relationship with other staff members.
- Adhere to established employee manual policies and guidelines.
- Maintain confidentiality in all aspects of client, staff, and agency information.
Qualifications
- College degree preferred. High School Diploma required.
- Proficient with presentation software.
- Excellent public speaking skills.
- Experience and knowledge of Microsoft Office programs.
- Works effectively and relates well with others including superiors, colleagues, and individuals inside and outside the company in a professional manner.
- Demonstrated ability to communicate effectively.
- High level of organizational ability with attention to detail.
All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability or protected veteran status.
Total Rewards Package
Compensation: $175,000.00 - $225,000.00 based on experience, education, and work location.
Benefits: Comprehensive package including Medical, Dental, Vision, 401(k) with match, Generous Paid Time Off (PTO), thirteen paid holidays, company-paid life insurance for you and your dependents, employee assistance fund and programs, wellness perks, and more!
Employee Stock Ownership Program
As a 100% Employee-owned Company, Marshall+Sterling Offers You The Unique Opportunity To Build Long-term Wealth While Growing Your Career. Here’s What Makes Our ESOP So Valuable
- Long-Term Rewards: The value of your ESOP account grows over time, rewarding your commitment and contributions to the company’s success.
- Collaborative & Engaged Culture: Employee ownership fosters a team-oriented environment where everyone has a stake in the company’s growth and success.
- No Out-of-Pocket Costs: Unlike stock purchase plans, our ESOP is entirely company-funded, meaning you gain equity without any personal investment.
For more information on our culture and benefits, please visit us at : Careers | Marshall+Sterling
The specific salary offered may be influenced by a variety of factors including but not limited to the candidate's relevant experience, education, and work location
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