Director, PMO to Chief People Officer

Company Description

OUR STORY:

Equinox Group is a high growth collective of the world's most influential, experiential, and differentiated lifestyle brands. We restlessly seek what is next for maximizing life - and boldly grow the lifestyle brands and experiences that define it. In addition to Equinox, our other brands, SoulCycle and Equinox Hotels are all recognized for inspiring and motivating members and employees to maximize life. Our portfolio of brands is recognized globally with locations within every major city across the United States in addition to London, Toronto, and Vancouver. 

OUR CODE:

We are passionate about high performance living and we practice what we preach – investing time in our own health and fitness. We believe that everyone has untapped potential within them and it takes a disruptive approach to unleash it. We dream big and don’t settle for the status quo. We sweat the details. We never accept less than 110% to help each other deliver the Equinox experience and enable our members to get great results.  We are obsessed with what’s new, what’s now, what’s next. Never following, always leading, and living ahead of the moment in fashion, culture, and consumer behavior. We aren’t just a company; we’re a community vested in each other’s success. We value humility and a team approach at every level of the company.

If you are a high performing individual who is passionate about winning and inspiring others then we are excited to discuss career opportunities with you.

Job Description

The Director, PMO to CPO is the strategic engine and operational integrator of the People Function. Acting as the CPO’s right hand, this leader drives clarity, alignment, and disciplined execution across all People & Culture (P&C) teams. 

This role serves as the central orchestrator of the People strategy—ensuring priorities are sequenced, progress is tracked, communication flows, and the organization stays two steps ahead of what the business and CPO need. 

This role will manage a portfolio of enterprise-wide initiatives, such as: 

• Aligning business and People strategies, including culture, engagement, DEI, and Employee Resource Groups (ERG’s) programming 
• Standing up comprehensive listening programs (engagement, pulse, exit) and translating insights into action 
• Building dashboards and people analytics that surface trends (attrition, diversity outcomes, organizational health) 
• Creating toolkits, policies, and resources that drive consistency and scale across the People Function 
• Supporting culture-building and cross-functional people initiatives 

This is an individual contributor role that will influence broadly and operate at an enterprise strategic level. Ideal for someone who thrives in ambiguity, brings structure, and balances high-level strategy with hands-on execution. 

Responsibilities:

Strategy, Planning & People Function Management 

• Partner with the CPO to develop and drive the People strategy, annual roadmap, and enterprise priorities. 
• Own and run the People Function operating system (rhythms, cadences, calendars, reviews). 
• Manage the integrated P&C program calendar: key milestones, deliverables, communications, and leadership touchpoints. 
• Develop KPIs and dashboards to track progress, elevate risks, and maintain alignment. 
• Ensure the CPO always has a clear line of sight into priorities, progress, issues, and decisions needed. 

PMO Leadership & Enterprise Project Management 

• Lead the People PMO—prioritizing, sequencing, and managing all major initiatives across P&C. 
• Coordinate cross-functional workstreams to ensure outcomes, timelines, and quality standards are met. 
• Anticipate organizational needs, design project systems, and create operating frameworks that bring structure and predictability. 
• Proactively identify obstacles and provide solutions, escalating when appropriate. 
• Ensure teams have clarity of purpose, roles, expectations, and interdependencies. 

People Insights, Analytics & Executive Decision Support 

• In partnership w/ the HRIS team, build actionable dashboards that help diagnose issues (attrition, engagement, diversity, experience trends). 
• Translate data from listening programs and talent processes into executive-level recommendations and action plans. 
• Prepare Board, ELT, Operating Review, and Executive Committee materials. 
• Help business and P&C leaders “see around corners” through synthesized insights and forward