Fast Facts

The Princeton Review is seeking a Senior Vice President of People, an executive leadership role that will shape the company’s people strategy, enhance organizational effectiveness, and foster an inclusive, high-performing workforce.

Responsibilities: The SVP will oversee strategic HR initiatives, ensure compliance with labor laws, manage payroll and compensation structures, lead talent acquisition and development, and drive HR technology optimizations.

Skills: Expertise in all HR functions, strategic planning, compliance, and data-driven decision-making, along with strong leadership and executive presence.

Qualifications: 15+ years of progressive HR leadership experience, proficiency in HR technology, and HR certifications such as SPHR or SHRM-SCP preferred.

Location: The position can be performed from anywhere in the United States, excluding a few specific states.

Compensation: $200000 - $220000 / Annually

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: compliance, payroll, talent, compensation, HRIS, and strategic HR business partnership.
• Strong command of HR laws, regulations, and best practices.
• Experience leading HR transformations, culture shifts, and organizational design initiatives.
• Proficiency in HR technology platforms 
• Demonstrated success in data-driven decision-making and workforce analytics.
• Strong leadership, executive presence, and ability to influence at all levels.
• HR certifications (e.g., SPHR, SHRM-SCP, CCP) are preferred.

Salary: $200,000-$220,000 per year, based on experience, geographical zone and a 40-hour work week.

The above represents the expected salary range for this job requisition. Ultimately, in determining your pay, we'll consider your location, experience, and other job-related factors.

The Company also provides eligible employees with a variety of benefit programs, generally including health, dental, and vision insurance, flexible spending accounts, health savings accounts, 401k plan with company match, life and disability insurance programs, and a number of programs that provide for both paid and unpaid time away from work.

Please note that the above-referenced position can be performed anywhere in the United States except in the following states: Arkansas, Idaho, Mississippi, North Dakota, Rhode Island, South Dakota and Wyoming.

The Princeton Review is an equal employment opportunity employer. The Princeton Review’s policy is not to discriminate against any applicant or employee based on race, color, religion, national origin, gender, sexual orientation, gender identity or expression, age, marital status, disability, military status, genetic information, or any other basis protected by applicable law. The Princeton Review also prohibits harassment of applicants or employees based on any of these protected categories. It is also The Princeton Review’s policy to comply with all applicable laws respecting consideration of unemployment status in making hiring decisions.

The Princeton Review is a drug free workplace.

This application window is anticipated to close in 30 days

Pursuant to, and consistent with, any applicable state or local laws, such as the Los Angeles Fair Chance Initiative for Hiring Ordinance, Los Angeles County Fair Chance Ordinance for Employers, New York City Fair Chance Act, Philadelphia’s Fair Chance Hiring Law, and San Francisco Fair Chance Ordinance, [The Princeton Review or Tutor.com as appropriate] will consider for employment qualified applicants with arrest and conviction records.

It is unlawful in Massachusetts to require or administer a lie detector test as a condition of employment or continued employment. An employer who violates this law shall be subject to criminal penalties and civil liability.