Ea Developer Jobs in New York (NOW HIRING)

Position Summary This role sits within Human Capital Management and serves as the HR Operations and Staffing Manager for Carlyle's US Executive Assistant (EA) population. The role is responsible for driving engagement, performance management, employee relations, compensation, and overall effectiveness of the EA population – a critical, high‐touch group supporting senior leadership. The role requires strong judgment, credibility, and the ability to partner with senior stakeholders while managing a dynamic and often complex population. Primary Responsibilities Serve as primary HR Operations and Staffing Manager for the US EA population, leading employee relations, performance management, compensation planning, and workforce/resource allocation. Partner with leadership and HR Business Partners on EA coverage to assess capacity, anticipate needs, and ensure appropriate resourcing across teams, including temporary staffing and communication with staffing agencies. Manage complex ER issues, conflict resolution, and performance cases. Support development efforts by identifying and addressing individual performance gaps. Drive engagement and development initiatives across the EA population. Leverage AI and automation tools to improve scheduling, workflows, and efficiency. Own year‐end compensation processes, including benchmarking, analysis, and calibration. Partner with Talent Acquisition on recruiting efforts to ensure hiring of high‐quality EA talent. Identify and address opportunities to improve people, process, and technology efficiencies. Manage EA floaters in DC & NY and coverage models. Facilitate virtual and in‐person meetings to strengthen connectivity and engagement across the EA community. Perform other related duties as needed. Executive Assistant Engagement Serve as the primary point of contact for the EA population and business leaders, conducting regular check‐ins to assess coverage needs, address challenges, and ensure an effective support model. Oversee EA coverage strategy, including onboarding support, resource allocation, and real‐time adjustments for bandwidth constraints, leave coverage, and periods of high demand. Lead and develop the EA floaters, providing mentorship, guidance, and professional development opportunities. Drive engagement and community‐building across the EA population through thoughtful communications and programming, including EA Appreciation Week. Serve as a key partner on employee relations and performance management matters, working closely with HR Business Partners and Employment Counsel to navigate complex situations and drive resolution. Own and lead year‐end compensation processes for the EA population. Key Stakeholder Relationships Executive Assistants (EA Population): Central point of coordination and support, building strong relationships to understand day‐to‐day challenges. Human Capital Management (HRBPs): Partner closely with HR Business Partners to align on performance management, employee relations, and development needs across the EA population. Employment Counsel / Legal: Collaborate on employee relations matters, policy interpretation, and risk mitigation, particularly in sensitive or complex situations. Senior Executives / Business Leaders: Work directly with senior leaders to understand support needs, manage coverage expectations, and navigate resource allocation across teams. Executive Office: Engage on broader workforce planning, headcount decisions, and key talent matters impacting the EA population. Onboarding / Offboarding & Coverage Management Oversee end‐to‐end onboarding for the EA population, including assignment of onboarding buddies to support integration and knowledge transfer. Coordinate and distribute new hire communications to EAs and HRBPs, ensuring clarity and consistency. Partner with executives to ensure timely system access and readiness for new and temporary EAs, enabling a seamless onboarding experience. Conduct structured onboarding check‐ins (week1, 30, and 90 days) to assess integration, identify gaps, and drive early success. Lead exit interview process, synthesizing insights to identify trends and inform retention and engagement strategies. Maintain and continuously refine EA coverage maps and staffing models to support effective resource allocation across the business. People, Process & Technology Redesign Lead efforts to evaluate and enhance the EA operating model, identifying people, process, and technology opportunities to improve productivity and scalability. Partner with GTS and HCM to streamline onboarding and core workflows, reducing manual processes and improving the overall EA experience. Drive adoption of AI, automation, and digital tools to optimize scheduling, workflows, and day‐to‐day operations across the EA population. Oversee EA governance forums (e.g., Council, planning groups) to surface insights, align priorities, and implement continuous improvements. Professional Development Design and deliver targeted learning initiatives to strengthen capabilities across the EA population. Enhance business acumen and functional knowledge through structured programming (town halls, bootcamps, knowledge‐sharing forums). Oversee EA development programs via Empower LMS, including tracking participation, nominating talent, and facilitating internal mobility. Develop and implement performance and career development frameworks, including coaching, feedback, and advancement pathways. Foster a culture of continuous learning and engagement through both formal and informal development opportunities. Requirements Bachelor's degree required. Minimum of 8+ years of relevant experience, including experience supporting or working closely with Executive Assistant populations; prior experience as an Executive Assistant strongly preferred. Additional experience in HR (employee relations and/or HR business partner roles) is beneficial; financial services experience preferred. Demonstrated experience managing employee relations and performance management matters, including navigating complex and sensitive situations. Strong critical thinking and problem‐solving skills, with the ability to translate data and insights into clear, actionable solutions. Proven ability to operate effectively in ambiguous, fast‐paced, and matrixed environments. Experience influencing and partnering with senior stakeholders to drive strategic outcomes. Supervisory or leadership experience preferred. Working knowledge of employment practices and policies, with sound judgment in risk identification and escalation. Competencies & Attributes Strong interpersonal and communication skills, with the ability to build credibility and trust across a diverse population. Exceptional conflict management and influencing capabilities, with the ability to navigate complex interpersonal dynamics and drive resolution. Highly organized with strong attention to detail and execution discipline. Practical, solutions‐oriented mindset with a willingness to be hands‐on when needed. Ability to manage multiple priorities and workstreams in a dynamic environment. High level of discretion, professionalism, and sound judgment. Proficient in Microsoft Office (Word, Excel, PowerPoint). Benefits / Compensation Salary range applicable to NewYork: $170,000–$200,000. In addition to base salary, the hired professional will enjoy a comprehensive benefits package spanning retirement benefits, health insurance, life insurance and disability, paid time off, paid holidays, family‐planning benefits, and various wellness programs. The individual may also be eligible to participate in an annual discretionary incentive program, the award of which will depend on various factors, including individual and organizational performance. #J-18808-Ljbffr