Managing Director, Human Capital- Equity

Position Overview

Apollo’s Equity business - spanning Private Equity, Real Estate Equity, and S3 - is at a genuine inflection point. The platform is integrating multiple businesses into a more coordinated whole, actively building new franchises and scaling existing ones. This is not a steady-state environment. It is a multi-year transformation that requires someone who can help architect the talent and organizational strategy behind it, not just support it from the sidelines.

This role reports to the Partner, Human Capital and sits within Apollo’s firmwide HC organization — a shared services model that provides HC support across the firm’s businesses. Within that structure, this individual serves as the dedicated, senior Human Capital partner for the Equity platform. The job is the Equity business: embedded in its day-to-day rhythm, partnering directly and continuously with the Head of Equity across talent, organizational design, leadership development, and culture. Expect substantive dialogue multiple times a day and real influence on decisions that matter.

The right candidate is comfortable operating in that model -  accountable to a functional reporting line while being deeply integrated into a business. They want to build, not maintain. They are energized by complexity, comfortable with ambiguity, and bring the judgment and presence to earn trust with senior investment professionals quickly.

Primary Responsibilities

• Strategic Partnership & Organizational Design
  • Serve as a primary Human Capital partner to the Head of Equity, integrated into the business at the operating level — not a functional support role
  • Provide clear, commercial guidance on organizational design, leadership effectiveness, and succession as the platform scales and evolves
  • Anticipate talent-related risks and opportunities tied to growth, integration, and new business builds
  • Help leaders think clearly about their teams: who is performing, who is developing, where the gaps are, and what to do about it

• Talent Strategy & Leadership Development
  • Lead talent practices across the Equity platform — recruiting, onboarding, performance management, development, succession, compensation, and retention
  • Advise senior leaders on performance and feedback with a combination of data, direct observation, and sound judgment
  • Bring a forward-looking approach to talent acquisition, including building pipelines for roles that don’t exist yet
  • Invest in people with a long-term lens, recognizing that judgment and talent are core to sustained investment performance

• Culture & High-Performance Environment
  • Partner with business leadership to sustain and evolve a high-performance culture consistent with Apollo’s standards
  • Lead organizational change as the platform grows — new businesses, integrations, leadership transitions
  • Reinforce a culture where leaders take ownership, challenge conventional thinking, collaborate across teams, and prioritize long-term outcomes

• Team Leadership
  • Build, lead, and develop a high-performing HC team supporting the Equity businesses
  • Set a high bar for the team while investing meaningfully in their development
  • Model the judgment, discretion, and execution standard expected across the platform

• Compensation & Market Intelligence
  • Partner with the Compensation team to evolve frameworks aligned with business strategy, performance, and market dynamics
  • Maintain a strong pulse on market trends, benchmarking, and internal equity
  • Proactively surface and address emerging compensation challenges before they become retention risks

• Cross-Functional & Enterprise Collaboration
  • Partner closely with COOs, Finance, and business leadership across the Equity platform
  • Collaborate with HC colleagues globally to share insights and drive consistency
  • Contribute to firmwide HC initiatives and represent the Equity business’s perspective effectively
  • Operate with the understanding that value at Apollo is created at intersections, not within silos

Qualifications & Experience

• 15+ years of progressive Human Capital experience, with meaningful time supporting senior leaders in private equity, financial services, or real estate
• Demonstrated success as a senior HRBP in a complex, high-performance environment — someone who has been a genuine thought partner to business leaders, not just an executor of HR process
• Strong commercial judgment; able to translate insight into action quickly
• Proven ability to build trust and influence wi