Director of Talent

Studs is a category-defining ear piercing and earring brand named one of "the 10 most innovative companies in retail for 2023" by Fast Company. Studs connects ear piercing with aftercare and earring shopping to create an end-to-end Earscaping experience. We offer a better retail and digital experience that prioritizes safety and expertise in a cool, fun and welcoming environment, along with a wide earring assortment—all at an accessible price point.

Salary Range: $175,000-$200,000

Location: New York, NY

The Director of Talent is a senior leader on the People Team responsible for Studs' employee relations, manager advisory, talent programs, and integration of core people operations. This role leads three key functions and ensures "hire to retire" processes are effective, compliant, and scalable.

The Director owns employee relations across both Retail and HQ populations, serves as the primary advisor to managers, and drives company-wide People programs such as reviews, calibrations, compensation cycles, and workforce planning. They manage the HR Operations & Compliance Manager, Retail Training & Talent Manager, and Office Manager/HR Admin, ensuring outputs are coordinated and aligned to company priorities.

This role balances hands-on casework and program execution with leadership of a small, multi-function team. It requires disciplined delivery, strong judgment, and the ability to integrate across Retail, Finance, Legal, and People Operations to support Studs' growth.

Key Responsibilities:

Employee Relations & Manager Advisory

• Lead employee relations cases, investigations, accommodations, and leaves of absence across Retail and HQ populations.
• Serve as the primary advisor to managers (Regional, Studio, HQ) on performance management, corrective actions, and coaching.
• Ensure consistent, compliant application of policies and maintain audit-ready documentation.
• Escalate complex or high-risk cases to the VP of People while managing the full process directly.

Program & Project Leadership (PMO)

• Design and run People programs (e.g., reviews, calibrations, promotions, compensation cycles).
• Partner with Finance on workforce planning (headcount forecasts, labor cost models, org chart updates).
• Conduct compensation and pay equity studies (e.g., market benchmarking, band refreshes).
• Prepare executive-ready materials for leadership and Board discussions.
• Act as a force multiplier for the VP of People by sequencing and executing programs that maximize impact and reduce executive load.

Team Leadership

• Manage and develop a cross-functional team spanning HR operations, retail training, and office administration to deliver compliant systems, effective onboarding, and coordinated people support.
• Provide clear scopes, review outputs, and ensure accountability for deliverables. Support the VP of People in establishing team priorities and co-authoring and managing People Team roadmap to deliver on them
• Coach managers of managers (e.g., Regional Managers, HQ leads) to strengthen leadership capability.
• Ensure operational processes (HRIS updates, compliance audits, documentation) are executed smoothly by the HRG in partnership with the Director of People Operations.

Cross-Functional Partnership

• Partner with Retail leadership to ensure People programs and ER practices support daily studio operations.
• Collaborate with Finance on budgeting, headcount, and compensation decisions.
• Work with the Director of People Operations on HRIS accuracy, compliance tracking, payroll, and benefits.
• Engage Legal/Compliance on ER escalations, policy updates, and audits.
• Sequence People initiatives to avoid overloading the field or HQ.

Requirements:

• 10+ years of progressive HR/People experience in multi-state, exempt/non-exempt environments.
• Strong ER track record, including investigations, accommodations, and performance management.
• Demonstrated success as a trusted advisor to managers across both field and HQ teams.
• Proven ability to design and deliver People programs (reviews, comp cycles, workforce planning).
• Experience scaling People processes in high-growth companies.
• Strong project management skills; able to manage competing priorities with discipline.
• Experience managing diverse People functions and coaching both specialists and generalists.
• Skilled in preparing concise, executive-ready materials.
• High judgment, discretion, and ability to influence senior leaders.

Benefits & Perks

• Flexible Work Environment (3 days in office, 2 days work from home)
• Comprehensive Medical, Dental, and Vision Insurance (including a plan option with $0 in-network mental health visits)
• Access to Mental Health and Work/Life Resources including Online Therapy, Gender Affirmation Support Services, and Employee Assistance Program (EAP)
• Voluntary Life Insurance
• Health and Commuter Tax-Advantaged Accounts
• Stock Options in connection with the Company's Equity Incentive Plan
• 401(k) Retirement Savings Plan
• Paid Time Off, Paid Safe & Sick Leave, and Paid Parental Leave
• Paid Sabbatical After 4 Years of Service
• Exclusive Employee Discounts on Piercings and Jewelry (we've got your friends and family covered too)
• Access to PerkSpot and additional benefits such as pet insurance, discounted tickets, personal finance coaching, healthy rewards, and more

Studs is an equal opportunity employer and is committed to providing a work environment that fosters diversity, inclusion, and equal opportunity without regard to race, color, gender, age, creed, sex, religion, national origin, disability (physical or mental), marital status, citizenship, ancestry, sexual orientation, gender identity and gender expression, or any other legally protected status. Studs considers qualified applicants with criminal histories. We comply with applicable state and local laws prohibiting discrimination in employment in every jurisdiction in which we operate. If you require an accommodation for the application process, please fill out this form.

Massachusetts Applicants: It is unlawful in Massachusetts to require or administer a lie detector test as a condition of employment or continued employment. An employer who violates this law shall be subject to criminal penalties and civil liability.

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