HR Business Partner - US Executive Assistant Population

Company Profile

The Carlyle Group (NASDAQ: CG) is a global investment firm with $477 billion of assets under management, across 678 investment vehicles as of December 31, 2025. Founded in 1987 in Washington, DC, Carlyle has grown into one of the world's largest and most successful investment firms, with more than 2,500 professionals operating in 27 offices in North America, Europe, the Middle East, Asia and Australia.

Carlyle's purpose is to connect people, ideas, and capital to fuel growth for companies and performance for investors, which range from public and private pension funds to wealthy individuals and families to sovereign wealth funds, unions and corporations. Carlyle invests across three segments - Global Private Equity, Global Credit and Carlyle AlpInvest - and has deep expertise across industries, markets, and geographies.

At Carlyle, we believe that a wide spectrum of experiences and viewpoints drives performance and success. Our CEO, Harvey Schwartz, has stated that, "To build better businesses and create value for all of our stakeholders, we are focused on assembling leadership teams with the strongest insights from a range of perspectives." Reflecting this view, emphasis is placed on development, retention and inclusion through our internal processes and seven Employee Resource Groups (ERGs). We cultivate a culture where ideas are openly shared and challenged, connecting diverse expertise and perspectives to drive enduring value.

Position Summary

This role sits within Human Capital Management and serves as the HR Business Partner 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. This individual will also be responsible for evolving the EA operating model by identifying and implementing opportunities to leverage AI, automation, and workflow optimization tools to drive efficiency and scalability.

This role will also manage the EA floater population (currently 2) in NY and Washington, DC to support short-term coverage needs.

Primary Responsibilities:

• Serve as primary HRBP for the US EA population, leading employee relations, performance management, compensation planning, and workforce/resource allocation
• Partner with leadership and HRBPs on EA coverage to assess capacity, anticipate needs, and ensure appropriate resourcing across teams. This includes partnering with recruitment on temporary staffing and managing communication with temporary staffing agencies.
• Manage complex ER issues, conflict resolution, and performance cases; Supporting development efforts by identifying and addressing individual performance gaps
• Drive engagement and development initiatives across 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 addressing 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

EA Engagement

• Serve as a 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 to address 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 ER and performance management matters, working closely with HRBPs and Employment Counsel to navigate complex situations and drive resolution
• Own and lead year-end compensation processes for the EA population, including benchmarking, analysis, and calibration in partnership with senior stakeholders

Key Stakeholder Relationships

• Executive Assistants:
• Serve as a central point of coordination and support for the EA population, building strong relationships to understand day-to-day challenges, drive engagement, and ensure consistent communication across the group.
• Human Capital Management (HRBPs):
• Partner closely with HRBPs to align on performance management, ER, and development needs across the EA population, ensuring consistent and coordinated support.
• Employment Counsel / Legal:
• Collaborate with Employment Counsel on ER 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 with the EO 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 (week 1, 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 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 EA experience
• Drive adoption of AI, automation, and digital tools to optimize scheduling, workflows, and day-to-day operations across EA population
• Oversee EA governance forums to surface insights, align priorities, and implement 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 (e.g., 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

Education & Certificates

• Bachelor's degree required

Professional Experience

• Minimum of 8 years of relevant experience, including experience supporting or working closely with EA populations; prior experience as an EA strongly preferred. Additional experience in HR (employee relations and/or HRBP 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
• Prior 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

The compensation range for this role is specific to Washington DC and takes into account a wide range of factors including but not limited to the skill sets required/preferred; prior experience and training; licenses and/or certifications.

The anticipated base salary range for this role is $140,000 to $170,000.

In addition to the 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. Additionally, the hired professional may also be eligible to participate in an annual discretionary incentive program, the award of which will be dependent on various factors, including, without limitation, individual and organizational performance.