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Position: Analyst, Human Capital

Location: Houston, TX

Role Overview:

The Analyst, Human Capital will be a critical member of a small, high-impact human capital team, owning recruiting execution for the firm and its portfolio companies while simultaneously helping to build the technology infrastructure — ATS implementation, AI-powered tools, and data systems — that will define how the team operates going forward.

The ideal candidate thinks analytically, is genuinely excited about how AI and automation can transform talent workflows, and wants to build something. They will work closely with Human Capital Partner and the Senior Associate, Human Capital, who owns the generalist and HR operations function, and will have direct visibility into portfolio company strategy and deal team activity.

Key Responsibilities

Systems Infrastructure (Primary — ~40%)

• Own the implementation, and ongoing optimization of the firm’s applicant tracking system (ATS), including workflow configuration, data standards, user training, and adoption across the team and portfolio company contacts
• Identify, evaluate, and pilot AI tools that can improve human capital workflows — including candidate sourcing and screening, job description generation, interview guide development, assessment scoring, and portfolio-wide reporting
• Build and maintain automated reporting and dashboards that surface key talent metrics (pipeline health, time-to-fill, turnover, headcount trends) for internal and board/MOR use
• Develop prompt libraries, AI-assisted templates, and repeatable workflows that increase the team’s speed and quality across recruiting and HR operations
• Evaluate and manage integrations between the ATS, HRIS platforms used across the portfolio, and other HC tools (e.g., assessment platforms, LinkedIn Recruiter, compensation benchmarking tools)
• Stay current on the evolving landscape of AI and HR tech; proactively bring forward tools and approaches that could create leverage for the team or value for portfolio companies

Recruiting and Candidate Assessment (~40%)

• Own full-cycle recruiting for portfolio company roles at the director level and below, including sourcing, screening, structured interviews, and pipeline management
• Conduct intake conversations with portfolio company HR leaders and hiring managers to develop a clear understanding of organizational context, team structure, and role requirements
• Develop candidate profiles, job descriptions, and role-specific interview guides — leveraging AI tools to increase throughput without sacrificing quality
• Prepare candidate comparison materials and pipeline status updates for partner and deal team review
• Coordinate with executive search partners on senior-level searches, supporting the deal team throughout the process
• Support the Human Capital Partner on all C-suite and Executive searches across the firm and its portfolio companies, including:
• Partnering on search strategy, target company mapping, and development of position specifications and success profiles
• Conducting primary research and discreet sourcing of senior executive candidates (CEO, CFO, CHRO, CRO, and other C-suite roles), leveraging LinkedIn Recruiter, executive databases, and personal network outreach
• Managing candidate development through the full lifecycle — initial outreach, screening calls, interview coordination, reference checks, and offer support — while maintaining the discretion and confidentiality these searches require
• Preparing executive candidate dossiers, comparative slate materials, and progress updates for the Human Capital Partner, deal teams, and portfolio company boards
• Coordinating with retained executive search firms when engaged, serving as the day-to-day point of contact and ensuring alignment on candidate calibration, pipeline velocity, and process logistics
• Administering and synthesizing executive-level assessments (e.g., Hogan, leadership interviews, 360 references) to inform hiring decisions
• Administer behavioral and work-style assessment tools (e.g.Culture Index) as part of candidate evaluation and portfolio company due diligence

Human Capital Operations Support (~20%)

• Maintain data integrity across the ATS and portfolio-wide talent tracking systems; own the firm’s recruiting metrics and reporting cadence
• Support bi-annual demographic data collection and investor reporting across the portfolio
• Assist the Senior Associate, Human Capital with portco onboarding coordination, including introductions to HRIS providers, benefits brokers, and other program partners per the firm’s Human Capital Framework
• Contribute to the development of scalable HR tools and templates for portfolio company use

Qualifications

Required

• Two years of experience in management consulting, recruiting, talent operations, HR analytics, or a closely related function
• Strong analytical skills; ability to build and maintain reporting dashboards and interpret talent data
• Demonstrated technical fluency: comfort with data, systems, and workflow tools; experience owning or significantly contributing to a software implementation or systems project
• Hands-on experience with AI tools (e.g., ChatGPT, Claude, Gemini, or recruiting-specific AI platforms) and a genuine interest in applying them to real workflows — not just theoretical familiarity
• Experience with applicant tracking systems and structured candidate pipeline management
• Demonstrated sourcing capability including Boolean search and LinkedIn Recruiter
• Excellent organizational skills and high attention to detail across multiple concurrent workstreams
• Strong written and verbal communication skills with experience managing diverse stakeholder groups

Preferred

• Experience leading or co-leading an ATS or HRIS implementation, including vendor evaluation, configuration, and change management
• Familiarity with HR tech integrations (ATS ? HRIS, assessment tools, LinkedIn, compensation platforms)
• Experience building AI-powered tools, prompt libraries, or automated workflows in a recruiting or HR context
• Prior in-house experience at a PE-backed company or within a PE or investment firm
• Exposure to behavioral or work-style assessment tools (e.g., Predictive Index, Culture Index, Hogan)
• Comfort with business intelligence or data visualization tools (e.g., Excel, Tableau, Power BI, or similar)
• Experience developing structured interview guides, success profiles, or job architectures