HCM Business Partner, Talent Lead

General Atlantic is a leading global investor with more than four and a half decades of experience providing capital and strategic support for over 830 companies throughout its history. Established in 1980, General Atlantic continues to be a dedicated partner to visionary founders and investors seeking to build dynamic businesses and create long term value. Guided by the conviction that entrepreneurs can be incredible agents of transformational change, the firm combines a collaborative global approach, sector specific expertise, a long-term investment horizon, and a deep understanding of growth drivers to partner with and scale innovative businesses around the world. The firm leverages its patient capital, operational expertise, and global platform to support a diversified investment platform spanning Growth Equity, Credit, Climate, and Sustainable Infrastructure strategies. General Atlantic manages approximately $126 billion in assets under management, inclusive of all strategies, as of December 31, 2025, with more than 900 professionals in 20 countries across five regions. For more information on General Atlantic, please visit: www.generalatlantic.com.

Position Summary

General Atlantic is looking to hire a Business Partner / Talent Lead to support Investment and Investment Support teams globally. This position will report to the Vice President, Human Capital and work closely with Recruiting, Total Rewards, and HCM Operations teams on the execution of various HCM-related strategies. 

The role will serve as the primary Human Capital partner for the firm’s junior investment and value creation professional population, owning day-to-day business partner support as well as a suite of talent development programs designed to engage and grow early-career professionals across the firm. 

Responsibilities 

• Talent Program Management – Own the end-to-end experience for the junior investment professional population, including new hire programming, engagement, development, business school application support (timeline guidance and alumni network coordination), and offboarding; support the annual program lifecycle including class planning, performance calibration, promotion discussions, and program completion
  • Monitor engagement, retention, and overall employee experience for the junior professional population
  • Proactively identify development needs and retention risks
  • Create presentations, reporting materials, and leadership updates related to Analyst and Associate program and talent needs
• Learning & Development – Design and deliver a structured learning and development curriculum for Analysts and Associates focused on technical investing capabilities, professional effectiveness, and leadership development. Collaborate with the Head of Learning and Development on additional relevant offerings. Coordinate mentorship, networking, and community-building initiatives across global Analyst and Associate cohorts
• Employee Relations – Serve as a trusted first point of contact for junior professionals on employee relations, career development, and workplace matters; manage issues in a sensitive and timely manner, escalating as appropriate
• Performance Management & Compensation – Support the performance review and compensation processes in partnership with the Human Capital Operations and Total Rewards teams 
• Immigration – Partner with external counsel and internal stakeholders to support visa and immigration matters for applicable employees
• Ad Hoc Projects – Assist with requests from the VP, Human Capital and support the implementation of broader HCM initiatives across the firm

Qualifications 

• Bachelor’s degree required; advanced degree or HR certification (e.g., PHR, SHRM-CP) a plus
• Minimum 6-10 years of HR experience, preferably in financial services or alternative asset management
• Experience supporting front-office populations within investment banking, private equity, credit, consulting, or other high-performance professional services environments preferred
• Prior experience designing or managing talent development programs for early-career professionals (e.g., analyst or associate cohort programs, mentorship initiatives, or rotational programs) strongly preferred
• Solid foundation in HR generalist work, including employee relations, performance management, and onboarding
• Strong interpersonal and communication skills; natural ability to build trust and credibility with employees and managers across all levels and geographies
• Strong judgment, executive presence, and ability to navigate high-performance environments with discretion and credibility
• Highly organized with strong project management instincts; able to coordinate multiple programs and priorities simultaneously without losing attention to detail
• Proactive and self-directed; comfortable operating independently in a fast-paced environment with a strong sense of ownership and follow-through
• Proficiency in Excel and PowerPoint required; prior experience with Workday a plus
• Curiosity and inclination toward leveraging AI tools to enhance program delivery, streamline processes, and draw insights from talent data
• High degree of discretion, professionalism, and emotional intelligence; thrives in a collaborative, high-expectation environment

GA Value

• Competitive compensation
• Comprehensive health, dental, and vision insurance plans
• Retirement savings plan with employer matching
• Professional development opportunities and ongoing training
• Collaborative and inclusive work culture with opportunities for advancement

General Atlantic offers a robust reward program to all employees that will support you and your family, maintaining fulfilling, secure and healthy lives now and into the future, which includes but is not limited to medical insurance, retirement savings contributions, mental and physical health resources and an equal pay program that allows you to earn a base salary of $130,000 – 180,000 of which the exact amount offered will be driven by the degree to which you meet role requirements, additional special skills and experience.  Additional reward programs, such as annual discretionary bonuses and long-term incentive programs, are available for eligible employees and are offered as recognition for performance and one’s contributions towards the organization’s success.