What are the responsibilities and job description for the Senior Manager, HR Strategic Initiatives position at Resourcing Edge?
We're recruiting an HR strategist for our client, Awayday, a PE-backed vacation rental platform on the move.
Most HR jobs keep the machine running. This one builds it.
Awayday is 55 brands, 1,700 employees, 13 states, and growing through acquisition. They give strong local operators the scale they couldn't reach alone. That runs on fast, disciplined people decisions. That's the job.
You take the HR problems nobody has scoped yet and turn them into something that ships. Not a caretaker role. A builder. You own the initiative roadmap: pick the priority, pilot small, prove it with real numbers, then scale it across a decentralized org where you have influence but no authority. You build the single dashboard that gives leadership one clean view of the people functions instead of ten conflicting spreadsheets. And you get on the plane to check whether your programs actually land in the field or just look good in a deck.
If you're a post-MBA consultant out of McKinsey, Bain, or BCG (roughly 18 months to 3 years in and eyeing the EM promotion), this is the seat where you skip the slide and own the outcome.
PE pace. Low ego, high ownership. Remote, with travel.
What you'll do
- Own the HR strategic initiative roadmap: scope ambiguous priorities into initiatives with milestones, owners, and timelines
- Run a crawl-walk-run approach: pilot small, measure impact, scale platform-wide
- Build and maintain HR metrics dashboards and scorecards across engagement, staffing, recruiting, and total cost
- Apply structured problem-solving (Six Sigma / Lean / DMAIC) to break complex problems into workable modules
- Manage cross-functional programs across Talent, Total Rewards, Talent Acquisition, and Operations without formal authority
- Partner with regional HRBPs and brand presidents to drive adoption in the field
What you'll bring
- 3 years in management consulting (MBB or Tier 2), corporate strategy, or a PMO / continuous-improvement function
- MBA preferred
- A track record of taking an ambiguous problem and working backward into structured, workable pieces
- Program and project management across stakeholders you don't control
- Data analysis, dashboard, and scorecard fluency
- Six Sigma, Lean, or equivalent process-improvement exposure (Green Belt a plus)
- HR, human capital, or people-strategy exposure a plus, not required
- Comfort in a lean, resource-constrained, PE-backed environment
Skills: Management Consulting, Program Management, Business Process Improvement, Six Sigma, Lean, Change Management, Data Analysis, Dashboards & Scorecards, Cross-functional Collaboration, Strategic Planning