Senior Vice President, People

About The Princeton Review: The Princeton Review/Tutor.com is a leading tutoring, test prep, and college admission services company. Every year, it helps millions of college- and graduate school–bound students achieve their education and career goals through online and in-person courses delivered by a network of more than 4,000 teachers and tutors, online resources, and its more than 150 print and digital books published by Penguin Random House. The company’s Tutor.com brand is one of the largest online tutoring services in the U.S. It comprises a community of thousands of tutors who have delivered more than 27 million one-to-one tutoring sessions. The Princeton Review is headquartered in New York, NY. Follow the company on LinkedIn, YouTube and Instagram.

 

 

Summary of Position: The SVP, People role is an executive leadership position responsible for designing and driving the company’s people strategy to foster a high-performing, engaged, and inclusive workforce. This role develops, in partnership with business leaders, initiatives to support the people-related priorities within the business.  The position also manages people and HR operations including payroll, talent management, compensation & benefits, compliance, HR technology (HRIS), and strategic HR business partnerships.

The SVP will be instrumental in transforming HR into a proactive, data-driven function that enhances organizational effectiveness, talent attraction, and employee experience.

Major Responsibilities:

Strategic HR Leadership & Business Partnership

• Build the HRBP function to support the Leadership Team members in the execution of their business strategies.  
• Develop and execute a comprehensive talent and people roadmap aligned with business goals
• Foster a culture of innovation, inclusivity, and high performance.
• Provide data-driven insights to optimize workforce planning, organizational design, and talent development.

1. Compliance, Employee Relations & Risk Management

• Ensure HR policies, procedures, and practices comply with federal, state, and international labor laws.
• Lead workplace investigations, and risk mitigation strategies to safeguard company integrity.
• Oversee compliance with EEO, ADA, FMLA, wage & hour laws, and other regulatory requirements.
• Partner with legal teams to manage employment-related litigation and regulatory audits.

1. Payroll & Total Rewards (Compensation & Benefits)

• Oversee payroll operations to ensure accuracy, compliance, and timeliness.
• Design and manage compensation structures, incentives, and executive pay plans.
• Lead benefits strategy, ensuring competitive, cost-effective offerings (health, wellness, retirement).
• Implement a pay-for-performance culture with transparent, data-driven salary benchmarks.

1. Talent Acquisition, Development & Retention

• Build and lead a best-in-class talent acquisition strategy to attract top-tier talent.
• Oversee leadership development, succession planning, and learning & development (L&D) programs.
• Champion employee engagement, performance management, and internal mobility initiatives.

1. HR Technology & Workforce Analytics (HRIS)

• Drive the selection, implementation, and optimization of HR technology systems (HRIS, ATS, LMS, Payroll, Performance Management tools, etc.).
• Utilize people analytics to inform decision-making, track workforce trends, and optimize HR processes.
• Enhance automation and AI-driven HR solutions for efficiency and employee experience.

1. Culture, Employee Experience & Change Management

• Lead organizational change initiatives, ensuring smooth transitions and stakeholder alignment.
• Implement strategies to enhance workplace engagement, well-being, and psychological safety.
• Oversee internal communications and HR marketing to keep employees informed and engaged.

 

Education, Background, Experience & Qualifications:

• 15+ years of progressive HR leadership experience, including C-suite or senior executive roles.
• Expertise across all HR functions: co