Director, People Initiatives

About The Princeton Review: The Princeton Review 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 22 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: Reporting to The Princeton Review’s (TPR) Head of People, the Director, People Initiatives leads a complex portfolio of work to support TPR’s talent management programs and employee experience efforts. This role plays a critical part in being a conductor of projects across the department, partnering with the Head of People to shape TPR’s people strategy, ensuring that departmental priorities are aligned and responsive to TPR’s business needs, center best practices in talent management, leadership development, employee engagement, and organizational practices that steward an employee experience that ensures staff can grow, develop and learn at TPR. 

This position is both strategic and operational, acting as a connector across teams and departments to support the Head of People to create a cohesive approach to talent management, employee experience, workforce development and operations. You will drive initiatives that prioritize a people-centered approach to organizational growth, focusing on fostering an equitable and high-performing workplace where employees can thrive and contribute to TPR’s mission. 

This role is ideal for a leader who combines critical and strategic thinking with a learning mindset, bringing a deep understanding of the particular strengths and challenges of a diverse workforce to design scalable interventions for long-lasting impact. 

Major Responsibilities: 

Strategic Advisory to the Head of People (40%) 

• Serve as a key advisor to the Head of People, supporting the creation and execution of departmental priorities, KPIs and goals.  

• Act as TPR’s trusted People Analytics resource, partnering with leaders across the People Function to manage data and reporting systems optimally, regularly providing reporting to the Head of People that drives decision making related to staffing, resource management and equity practices. 

• Serve as the owner of the HR dashboard, partnering with the team to ensure we are measuring the right activities and outcomes to demonstrate results against targets.  

• Partner with the Head of People and executive leadership to refine TPR’s multi-year People Road map and strategy. 

• Help define the people function’s leadership agenda, identifying roadblocks, priorities and areas of improvement; support the agenda of meetings.  

• Continuously refine and hold TPR’s talent management goals and vision in partnership with the Head of People to ensure each process is effectively addressing business and workforce needs. 

• Partner with the Head of People to define DEI at TPR and help to align inclusion, belonging and wellbeing initiatives with TPR’s business strategy, company goals, and cultural aspirations. 

• Provide thought leadership on inclusive policies, leveraging external best practices and emerging trends to keep TPR at the forefront of workplace best practice and equity. 

• Shape internal employee-facing communications to support staff’s understanding, engagement and accountability for processes from the HR function.  
• Driver of TPR’s Performance Management Cycles (40%) 
• Serve as the Project Lead on all TPR’s Talent Management Cycles, coordinating across operations and department leads ensuring integration and sequencing across all processes. 
• Own the ongoing maintenance of TRP’s competency model, in partnership with the People team to ensure continuity across all talent management approaches and policies  
• Serve as the lead on TPR’s annual performance assessment cycle; manage the process and user experience from end to end, including quarterly goal setting, performance re