A natural match if you have progressive HR experience in technical environments and a track record of building scalable processes. The role is in New York City and suits candidates comfortable with high-impact, hands-on work in a fast-growing infrastructure company.
Derived from job-description analysis by Serendipath's career intelligence engine.
Original posting from Keel Infrastructure via Greenhouse
Careers at Keel
Keel Infrastructure is a publicly traded energy and digital infrastructure company that develops and owns data centers and power assets across North America.
At Keel, you’re not just joining a company, you’re helping build the infrastructure behind the future of compute.
Why Keel
We’re at the intersection of energy and technology, two industries transforming in real time.
The work is complex. The pace is fast. The impact is real.
You’ll be part of a team that values:
Ownership— we take responsibility and follow through
Collaboration— we work across teams, functions, and borders
Curiosity— we ask questions and keep learning
Endurance— we build for the long term
What It Feels Like to Work Here
Fast-moving, high-growth, and hands-on
Smart, driven people solving real challenges together
Work that directly supports AI and next-generation infrastructure
Room to grow, stretch, and take on more
What We Offer
Competitive salary, bonus and equity opportunities
Comprehensive health and wellness benefits
Retirement savings with company contribution
Employee referral program
We are currently looking for a Senior People & Culture Advisor to join our team
JOB DESCRIPTION
Role Summary
Keel Infrastructure is seeking a Senior P&C Advisor to partner with our growing technical and development teams as the company scales at a rapid pace. Reporting to the Director, P&C US, this role is equal parts generalist and specialist: it covers the full breadth of People & Culture (talent strategy, employee relations, payroll and benefits, organization design, and performance) with a working understanding of the culture, pressures, and talent needs of a technical development organization.
This is a high-visibility, high-impact role for someone who wants to shape how a fast-growing company scales its people practices, not just administer them. The Senior P&C Advisor builds programs while the organization grows, turning business strategy and growth targets into practical people and org design plans.
Key Responsibilities
Day-to-Day Business Partnership
Serve as the primary P&C Advisor to designated client groups.
Translate business strategy and growth targets into people and org design plans.
Sit in on meetings as a thought partner.
Answer team questions on payroll, benefits, policies, and other P&C ownership areas.
Performance & Culture
Drive performance management cycles, calibrations, and goal-setting processes.
Coach managers, many of them first-time people leaders, on feedback, performance conversations, and team development.
Champion culture and engagement initiatives that keep pace with rapid headcount growth.
Monitor engagement data and address risk areas before they become retention problems.
Employee Relations & Compliance
Manage employee relations issues with sound judgment, discretion, and urgency.
Ensure compliance with employment law across jurisdictions as the company expands into new markets and regions.
Partner with Legal on complex ER matters, investigations, and policy development.
Compensation & Total Rewards
Partner with Total Rewards on compensation benchmarking, equity refreshes, and offer construction for competitive technical talent markets.
Support annual comp cycles, bonus planning, and pay equity analysis.
Qualifications
Required
5+ years of progressive HR experience, including 2+ years in an HRBP or generalist role supporting technical, engineering, or development functions.
Team leadership experience.
Strong generalist foundation.
Experience in a high-growth, fast-paced environment (startup, scale-up, or rapidly expanding business unit).
Demonstrated ability to build processes from scratch and adapt them as the organization scales.
Business acumen: able to speak credibly with technical leaders about their org, not just P&C process.
Strong employee relations judgment and experience handling sensitive matters independently.
Data fluency: pulls insights from HRIS and people analytics to tell a story and drive decisions.
Exceptional communication skills; flexes between hands-on tactical work and executive-level strategic conversations.
Preferred
Experience supporting a data center, infrastructure, construction, or engineering development organization.
Familiarity with technical career ladders and leveling frameworks.
Experience at a company that scaled headcount significantly within 12–24 months.
You will thrive in this role if you
Are energized by ambiguity rather than paralyzed by it.
Default to “how do we solve this today and scale it tomorrow” over waiting for the perfect process.
Build trust with engineers and developers who may be skeptical of P&C until you prove your value.
Have a bias toward action and are comfortable with imperfect, iterative solutions.
Other Info
Monday-Friday hybrid work schedule (3 days per week in person at our NYC office)
Compensation includes base salary within the posted range, a year-end bonus target, and participation in our yearly equity grant
NYC$125,000—$160,000 USD