Senior People & Culture Advisor

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