Pearl Meyer

People Operations

• Audit, redesign, and scale People Operations processes to support rapid headcount growth across multiple geographies and service lines
• Own the HRIS roadmap — evaluate, implement, and optimize platforms to support a growing, distributed workforce
• Develop HR reporting and dashboards that give leadership real-time visibility into headcount, compensation, and workforce trends
• Lead, coach, and develop the People Operations team, fostering a culture of accountability, continuous improvement, and employee-centric service delivery
• Serve as the primary HR compliance authority, ensuring all people practices comply with federal, state, and local employment laws
• Own and maintain the employee handbook, HR policies, and standard operating procedures
• Design and operationalize a structured onboarding program with manager check-in cadences that accelerate time-to-productivity
• Track new hire satisfaction, ramp completion, and regrettable attrition; use data to continuously improve the employee lifecycle experience
• Own a structured offboarding process that protects IP and client relationships, with exit interview synthesis delivered as quarterly attrition trend reporting to the CPO
• Administer all leave programs including FMLA, state-mandated leave, ADA accommodations, parental leave, and short- and long-term disability
• Ensure consistent application of leave policies and maintain up-to-date knowledge of evolving federal and state leave regulations
• Serve as the primary point of escalation for complex leave cases
• Partner with HR leadership to develop and execute a competitive total rewards strategy encompassing compensation, benefits, and recognition programs
• Oversee the design, administration, and communication of all employee benefit programs, including medical, dental, vision, life insurance, disability, FSA/HSA, and retirement plans (401(k))
• Manage relationships with benefits brokers, carriers, and third-party administrators
• Evaluate benefit offerings annually against market benchmarks and recommend enhancements to attract and retain talent
• Lead compensation planning cycles including merit increases, bonus administration, and equity programs
• Conduct regular market analyses and salary benchmarking to ensure pay equity and competitiveness
• Develop and communicate total rewards statements and resources to help employees understand the full value of their compensation package
• Oversee end-to-end payroll operations, ensuring accuracy, timeliness, and compliance across all jurisdictions
• Manage payroll vendors and internal controls, including audits and reconciliations

Director of People Operations

Financial Planning and Analysis

• Lead the annual budgeting process and build a structured forecasting cycle including rolling projections and variance analysis across all business units
• Develop and maintain monthly management reporting packages for senior leadership: covering P&L, KPI dashboards, and executive-facing commentary
• Partner with EC and LP practice leaders to build bottoms-up revenue models tracking pipeline conversion, engagement economics, and consultant utilization
• Support revenue recognition workflows and internal controls in compliance with ASC 606, coordinating with Accounting on deferred revenue, contract modifications, and variable consideration
• Build and maintain financial models to evaluate business performance, strategic investments, and scenario analysis
• Drive process automation and tool improvements across FP&A systems and workflows
• Support audit readiness and internal controls documentation in alignment with AICPA standards
• Respond to ad hoc financial requests from the CFO and other ELT members
• Own the design, development, and governance of Finance's BI environment — including dashboards, data models, and reporting layers
• Serve as the primary liaison between Finance and IT/Data Engineering to ensure financial data pipelines, definitions, and hierarchies are accurate and audit-ready
• Build and maintain self-service reporting capabilities enabling practice group leaders to access trusted financial data without analyst dependency
• Establish and enforce data governance standards across all Finance-owned BI assets
• Identify opportunities to automate recurring reporting and reduce manual data preparation through BI tooling and ERP integrations
• Maintain a BI roadmap aligned to FP&A priorities, partnering with stakeholders to prioritize analytics requests and dashboard enhancements

Director of People Operations

Financial Planning & Analysis Manager – FP&A