Human Capital Associate - Private Equity

CarterPierce, INC.; Houston (TX); On-site; USD 90,000 - 130,000; Full time

Job summary

The Human Capital Associate role at CarterPierce, INC. focuses on evaluating and enhancing human capital strategies, building world-class HR processes, and developing talent management practices aligned to value creation.

Responsibilities include due diligence HR assessment, system reviews, and workforce analytics to support portfolio companies and deal teams, with a strong emphasis on dashboards, reporting, and executive recruitment.

Qualifications

• Bachelor’s degree required in business, economics or related field.
• 2-4 years of consulting experience or similar.
• Strong ability to create presentations, analyses and dashboards.
• Experience with AI-enabled workflow optimization is a plus.

Responsibilities

• Assess HR function during due diligence for new deals.
• Review HR systems, processes, and regulatory compliance.
• Support talent acquisition, compensation frameworks, and culture alignment.
• Develop and standardize HR KPIs and reporting for the portfolio.
• Create dashboards and materials for leadership and committees.
• Lead ongoing HR analytics, reporting, and workforce planning.

Skills

HR analytics

Dashboard reporting

Executive recruitment

Communication

AI workflow optimization

Education

Bachelor’s degree in Business, Economics, or related field

Job description

The Human Capital Associate will serve as an execution facilitator to both the deal teams and portfolio company leadership. This role will focus on evaluating and enhancing human capital strategies, building world-class HR processes, and developing talent management practices to align with the overall value creation strategy. The Human Capital Associate will also help execute the Human Resources program for the firm. Success in this role requires a utility player mindset: someone who can plug into a range of workstreams, execute with limited direction, and pivot as priorities shift across the portfolio.

AREAS OF IMPACT

New Deal Evaluation:

• Supporting the firm’s deal teams by assessing the human resources function during due diligence.
• Assess existing HR systems, processes, and compliance with industry best practices.
• Review talent acquisition strategies, compensation frameworks, and cultural alignment.
• Developing and improving human capital standards for the firm’s portfolio companies.
• Establish HR best practices in areas such as talent management, compensation, policies, and employee engagement.
• Standardize KPIs for HR performance metrics and reporting across the portfolio.
• Develop dashboards and presentations for leadership to drive informed decision-making. Create material for all Human Capital Committees.
• Create and complete all reports needed on a monthly, quarterly and annual basis for the firm and our portfolio companies.
• Coordinate all HR events across our portfolio companies (e.g., Quarterly HR Leader calls, Annual HR Conference)

Portfolio Company and firm Support:

• Partnering with portfolio company HR Team and the firm’s deal teams to advance human capital initiatives.
• Support implementation of the firm’s onboarding process for new HR leaders and key talent.
• Coordinate and document training programs, leadership development, and succession planning.
• Collaborate with HR Team to enhance employee engagement and performance management systems.
• Support workforce planning, including organizational design and workforce analytics.
• Support systems implementation and optimization across the firm and its portfolio companies, including systems for payroll, benefits, recruiting, and performance management.
• Build standardized HR toolkits and processes for use across the firm’s portfolio companies.
• Oversee compliance with all applicable federal, state, and local regulations.
• Monitor and report on HR KPIs, providing strategic insights and actionable recommendations.
• Manage a competitive compensation framework, including salary structures, incentive programs, and compensation plans. Complete salary surveys.
• Own full-cycle recruitment for at the direct level and below, including sourcing, screening, structured interviews, and pipeline management
• Support Human Capital Partner on all C-Suite and Executive searches across the firm and its portfolio companies, including but not limited to: developing candidate profiles, job descriptions, and role- specific interview guides; sourcing candidates; coordinating with search firms; preparing candidate comparison materials; managing pipeline, etc. Contribute to onboarding for new hires.
• Assess existing processes and workflows for AI optimization opportunities; proactively raise potential tools to leverage. Assist in building skills to support AI adoption within the HR toolkit at the firm and in the portfolio companies

PROFESSIONAL CHARACTERISTICS:

• Bachelor’s degree in Business, Economics, or other related field.
• 2-4 years of experience in consulting.
• Strong analytical skills with experience in compensation analysis, KPI reporting, and predictive analytics.
• Exceptional communication, collaboration, and relationship-building skills.
• Must have experience creating presentations and complete analysis and dashboards
• Working proficiency with AI, including ability to optimize workflows, build skills, and evaluate quality/accuracy of output

COMPETENCIES:

• Fast learner; ability to unlearn and relearn new methodologies and processes quickly.
• Execution-focused, driving results through effective problem-solving and decision-making. Entrepreneurial mindset combined with corporate sophistication.
• Ability to balance big-picture thinking with attention to detail.
• Proactive and adaptable, capable of navigating and managing change effectively.
• Inspiring and empathetic communicator who builds trust and fosters engagement at all levels.
• Open-minded and collaborative, with a commitment to continuous improvement.
• Intellectually curious and resourceful - asks the right questions, pulls information from multiple sources, and works a problem to a conclusion rather than escalating it unresolved. Strong written and verbal communicator who speaks up - shares findings clearly, asks questions in real time, and engages actively rather than waiting to be called on.