Sr. Director, Global People & Culture

About Madison Logic Since 2005, Madison Logic has empowered the largest and fastest-growing companies to convert their best accounts faster. Madison Logic is a B2B marketing technology company that provides performance-first strategies across the full buying journey. Our solution empowers marketers to reach their audiences across multiple touch points including content syndication, display, connected TV (CTV), audio (podcasts), and LinkedIn ads – as the 24/7 information age continues to change how content is consumed. Our multi-channel ABM media activation and measurement platform enables marketers teams globally to leverage our proprietary intent data to identify the accounts most likely to purchase, maximize engagement across multiple channels, and accelerate the sales cycle to positively impact ROI.

Madison Logic

A B2B marketing technology leader focused on performance-first marketing strategies

Ad Serving PlatformDataPerformance MarketingCost Per LeadPremium PublishersDisplay NurturingAccount Based MarketingB2B Content MarketingContentContent Syndication

M

madisonlogic.com

201-500 employees

Technology, Information and Media

New York, NY

2005

Privately Held

42k LinkedIn followers

• Elevate the capability of people managers globally through structured coaching, toolkits, and leadership development programs.
• Partner with Learning & Development to design scalable programming that strengthens feedback culture, performance conversations, and accountability.
• Oversee the global performance review, calibration, and merit planning processes to ensure fairness, rigor, and alignment to company values.
• Coach senior leaders through complex employee relations matters, organizational changes, and team performance challenges.
• Build manager capability in engagement, talent assessment, and succession planning.
• Own the employee experience strategy, ensuring it drives a high-performance culture shaped by leadership behaviors.
• Act as a visible advocate for culture, reinforcing company values through leadership alignment, communications, recognition, and events.
• Oversee engagement survey strategy, distribution, reporting, and global action planning.
• Develop global reward and recognition programs tailored to regional needs.
• Oversee internal events (in-person and virtual) that reinforce connection, belonging, and performance.
• Design and continuously improve a best-in-class global onboarding experience.
• Lead and mentor a global People & Culture team, providing oversight, professional development, and clear accountability across regions.
• Conduct regular 1:1s focused on performance outcomes, professional growth, and leadership capability building.
• Oversee global HR operations including onboarding, offboarding, leave management, benefits administration, and immigration processes (US and renewals).
• Ensure compliance with municipal, state, federal, and international employment laws across all regions.
• Act as the escalation point for complex employment-related policies and employee relations matters in the US, while providing strategic oversight to regional HR leaders globally.
• Develop and monitor standard operating procedures to ensure audit readiness and data integrity across systems.
• Own global HR record-keeping practices and ensure systems integration produces accurate, reliable reporting.
• Oversee benefits strategy and renewal processes for the US, EMEA, and APAC regions.
• Leaders are stronger, more confident, and more accountable managers.
• Engagement and retention metrics improve year-over-year.
• Culture is intentional, measurable, and consistently modeled by leadership.
• Global regions feel supported, aligned, and compliant while maintaining local nuance.
• The Executive Team views People & Culture as a strategic growth partner, not a support function.

• Associates Degree plus 10+ years HR
• 5+ years experience supporting a start-up/high-growth organization
• 5+ years experience acting as a trusted advisor to senior leaders
• 4+ years management experience

• Lead strategic compensation planning in partnership with Finance and Executive Leadership.
• Support annual merit increase cycles and compensation calibration processes.
• Participate in annual budgeting for People & Culture, identifying investment priorities and cost efficiencies.
• Regularly assess HR platforms, tools, and processes to ensure scalability and operational excellence.
• Identify opportunities for automation and partner with Technology to execute process improvements.
• Support annual security audit processes and ensure HR systems meet compliance standards.
• Establish and monitor SLAs for all incoming HR requests, ensuring timely resolution and proactive communication of progress and outliers.
• Demonstrable expertise in supporting multiple regions, including the US, EMEA, and APAC
• Demonstrable expertise with Excel and PowerPoint
• Exceptional communication skills, both written (including email) and verbal
• Superior Presentation Skills, able to deliver engaging live content to any audience
• Base Salary: $175,000-$190,000
• Bonus Eligible
• Your Next Chapter
• If you’re excited about helping clients succeed, love the idea of working at the forefront of marketing innovation, and want to be part of a team where integrity, respect, innovation, urgency, and accountability aren’t just words — they’re how we show up every day — then let’s talk.
• We offer a mix of remote and hybrid working. Remote work arrangements are not available for all positions. Hybrid work is required for employees local to our offices. Where applicable, hybrid WFH days work must be conducted from your home office located in a jurisdiction in which Madison Logic has the legal right to operate. WFH requires availability and responsiveness on a full-time basis from a distraction free environment with access to high-speed internet. Please inquire for more details.
• We are committed to paying our team equitably for their work, commensurate with their individual skills and experience. Salary Range and additional compensation, including discretionary bonuses and incentive pay, are determined by a rigorous review process taking into account the experience, education, certifications and skills required for the specific role, equity with similarly situated team members, as well as employer-verified region-specific market data provided by an independent 3rd party partner.
• We will provide more information about our perks & benefits upon request.