About Us:

ProShares now offers one of the largest lineups of ETFs, with approximately $100 billion in assets. The company is a leader in strategies such as crypto, dividend growth, interest rate hedged bond and geared (leveraged and inverse) ETF investing. ProShares continues to innovate with products that provide strategic and tactical opportunities for investors to manage risk and enhance returns.

Position Summary:

The Director, Human Resources is a hands-on leader who excels at the operational detail while advising and coaching senior leaders with confidence. A trusted advisor to the CHRO, this role is the operational backbone of the HR function at ProShares. From compensation benchmarking to HR systems, employee data integrity, and policy and employee relations, every part of the employee lifecycle runs through this role, and it requires someone who takes genuine pride in getting the details right.

What You’ll Be Responsible For^[1]:

• Own the full employee lifecycle — partnering with recruiting to ensure successful onboarding, and overseeing job changes, promotions, and separations — ensuring every transaction is handled accurately, on time, and with strict attention to confidentiality and employee PII.
• Lead compensation programs, including salary, bonus, and incentive structures. Serve as the primary advisor to leaders on compensation decisions — leveling, offer construction, and internal equity — using McLagan and other benchmarking tools to ground every recommendation in data.
• Manage HR systems, including Paylocity and Greenhouse (ATS). Own data integrity, system configuration, and reporting infrastructure; you are the person who knows the system and keeps it clean.
• Build and maintain HR reporting and analytics — headcount, turnover, compensation analysis, and survey data — and develop complex models that support decision-making at the leadership level.
• Own benefits administration end-to-end: renewals, open enrollment, vendor relationships, and issue resolution. Manage 401(k) administration including compliance, audits, and annual filings.
• Own payroll processes with full accountability for accuracy, appropriate controls, and audit readiness.
• Handle employee relations matters — including sensitive and complex situations — with sound judgment, appropriate documentation, and partnership with the CHRO to manage risk.
• Maintain HR policies, the employee handbook, and compliance with employment laws and regulations. Support audits, filings, and regulatory requirements.
• Oversee a small HR team, providing direction and support while remaining personally hands-on across the function.

What Sets This Role Apart:

• Full ownership of the operational core of HR — systems, data, payroll, benefits, compensation, and employee relations — in a lean, high-performing environment.
• A role where detail orientation is not a nice-to-have; it is the job. Your precision directly protects the firm and the employees it serves.
• Opportunity to build, improve, and put your mark on an HR function that has real executive backing.
• Direct partnership with the CHRO and senior leadership, where your analysis and judgment are visible and valued.
• A stable, well-resourced firm where HR has executive support and real credibility.

What You Bring:

• 10+ years of progressive HR experience with demonstrated depth in HR operations, compensation, benefits, payroll, and employee relations.
• Exceptional attention to detail — you catch what others miss, hold a high bar for accuracy, and understand that precision in this work matters.
• Genuine interest in the operational work: you want to run open enrollment, manage the 401(k) audit, own the payroll process, and handle the data — not delegate it away.
• Deep comfort with compensation benchmarking tools, including McLagan; ability to apply market data to real business decisions with confidence and precision.
• Hands-on experience managing HRIS and ATS platforms (e.g., Paylocity, Greenhouse, or comparable systems) — you own the system, not just use it.
• Strong analytical skills: comfort building complex spreadsheets, compensation models, and HR data analyses from scratch.
• Sound judgment in handling sensitive employee matters, with an instinct for appropriate documentation and risk management.
• Experience managing or mentoring HR staff in a lean environment.
• Experience in financial services, asset management, or a similarly regulated industry is a plus.
• Bachelor's degree preferred.

What Success Looks Like:

Success in this role looks like: HR operations that run without errors, data that leaders trust, a payroll process that never misses, open enrollment that goes smoothly, compensation analyses that hold up to scrutiny, and employee matters handled with judgment and care. Leaders come to you because they know you know the answer — and that you got there by doing the work.

Compensation & Benefits:

The compensation for this position includes salary and incentive pay. The annual base salary range for this role is $195,000–$250,000 (USD), which does not include discretionary bonus compensation. Total compensation may vary based on experience, role, location, department, and individual performance.

Benefits Include:

• Competitive discretionary bonus
• Health care benefits (medical, dental & vision)
• Life, AD&D, supplemental life, disability, and legal benefit insurance
• 401(k) retirement plan with employer matching
• Spending accounts (Health Care, Dependent Care, and Transportation)
• Wellness programs — fitness reimbursement and Employee Assistance Program
• Education assistance
• Paid time off
• Hybrid work schedule (3 days in-office at our Bethesda, MD headquarters)
• Peer recognition and corporate matching gift programs

[1] These statements are intended to describe the general nature and level of work involved for this job. It is not an exhaustive list of all responsibilities, duties and skills required of this job. To perform this job successfully, an individual must be able to perform each essential duty satisfactorily.  Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

About Us:

ProShares now offers one of the largest lineups of ETFs, with approximately $100 billion in assets. The company is a leader in strategies such as crypto, dividend growth, interest rate hedged bond and geared (leveraged and inverse) ETF investing. ProShares continues to innovate with products that provide strategic and tactical opportunities for investors to manage risk and enhance returns.

Position Summary:

The Senior Manager, Talent & Employee Experience shapes how ProShares develops, retains, and engages its people — from a new hire's first week to a leader's long-term growth path. This is not a role for someone who designs large-scale programs from a distance. It is for someone who thinks holistically about the employee experience, gets into the work directly, and builds practical solutions that fit a ~175-person financial services firm.

As a trusted partner to the CHRO, this role has real scope: building and evolving the firm's talent framework, shaping succession planning, strengthening how managers develop their teams, and ensuring that onboarding, performance, and engagement are thoughtfully connected — not siloed processes. About half of the work involves building from scratch; the other half involves improving what already exists. Both require someone who can operate at the level of strategy and execution simultaneously.

This is an individual contributor role. There is no team to delegate to. The right candidate brings enough experience to set direction and enough drive to do the work personally.

What You’ll Be Responsible For^[1]

• Partner with the CHRO to build and evolve the firm's talent framework — including talent reviews, succession planning structure, and the tools and processes that support them. This is foundational work, not maintenance.
• Shape the employee experience across the full lifecycle: how employees are developed, how performance is assessed, differentiated, and calibrated, how managers are equipped to lead, and how engagement is sustained over time.
• Build and run a meaningful onboarding experience that sets employees up for early success — going beyond logistics to ensure new hires understand the culture, the business, and what good looks like at ProShares.
• Lead the performance management cycle end-to-end — timelines, tools, manager guidance, and follow-through — ensuring it is consistently applied and actually useful, not just completed.
• Strengthen manager capability through targeted coaching, feedback tools, and development support. This means working directly with managers, not just building content for them.
• Assess learning needs across the organization and develop focused, practical solutions — whether a targeted learning initiative, a structured resource, or a process improvement.
• Support and coordinate employee engagement and DEI initiatives, ensuring they are integrated into the broader employee experience rather than treated as standalone programs.
• Manage the HR talent calendar, keeping key processes and initiatives on track across the employee lifecycle.
• Leverage Paylocity to support performance tracking, development planning, and talent reporting.
• Manage LinkedIn Learning and the LMS platform — driving relevance and adoption — as one tool among many in service of a broader development strategy.

What Sets This Role Apart:

• Genuine ownership of the talent and employee experience agenda at a firm where HR has executive support and real credibility.
• Direct partnership with the CHRO on foundational work — talent framework, succession planning, and the infrastructure that makes development stick.
• A role where your thinking shapes the experience of every employee, not just the participants in a training program.
• Broad scope across onboarding, performance, talent, engagement, and manager development — without the bureaucracy of a large organization slowing you down.
• Roughly half of the work is building something new. If you want to inherit a finished function and run it, this is not the right role.

What You Bring:

• 7+ years of progressive HR experience with demonstrated depth across talent management, employee experience, and performance — not just learning and development program delivery.
• A track record of thinking about talent holistically: how onboarding, development, performance, and engagement connect and reinforce each other, not how each program performs in isolation.
• Hands-on experience with succession planning and talent reviews — you have run these processes, not just supported them.
• The instinct and skill to work directly with senior leaders and managers: advising, coaching, and influencing without a large team or formal authority behind you.
• Comfort building in ambiguity — you can assess what exists, identify what is missing, and develop practical solutions without waiting for a fully defined roadmap.
• Strong program design and facilitation skills, applied at the right size: solutions that fit a lean organization, not scaled-down versions of enterprise programs.
• Experience with HRIS and LMS platforms (e.g., Paylocity, LinkedIn Learning, or comparable tools) as a practitioner, not just an administrator.
• High attention to detail and strong follow-through — talent and performance processes only work if they are executed consistently and on time.
• Experience in financial services or a similarly fast-paced, high-expectations environment is a plus.
• Bachelor's degree preferred.

Success at ProShares:

In the first year, success means the talent framework and succession planning structure are in place and have executive buy-in. Onboarding is meaningfully better. Managers have better tools and are using them. Performance management runs cleanly and on time. And employees feel a more coherent, intentional experience — because someone is actually thinking about it end-to-end.

Compensation & Benefits:

The compensation for this position includes salary and incentive pay. The annual base salary range for this role is $130,000-$150,000 (USD), which does not include discretionary bonus compensation. Total compensation may vary based on experience, role, location, department, and individual performance.

Benefits Include:

• Competitive discretionary bonus
• Health care benefits (medical, dental & vision)
• Life, AD&D, supplemental life, disability, and legal benefit insurance
• 401(k) retirement plan with employer matching
• Spending accounts (Health Care, Dependent Care, and Transportation)
• Wellness programs — fitness reimbursement and Employee Assistance Program
• Education assistance
• Paid time off
• Hybrid work schedule (3 days in-office at our Bethesda, MD headquarters)
• Peer recognition and corporate matching gift programs

[1] These statements are intended to describe the general nature and level of work involved for this job. It is not an exhaustive list of all responsibilities, duties and skills required of this job. To perform this job successfully, an individual must be able to perform each essential duty satisfactorily.  Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.