Online testing has become a more common practice versus the traditional classroom environment. Students are actively enrolling in online classes for secondary and post-secondary schooling. Not only is the tuition lower, but the flexibility of testing time and location is attractive. But are all online proctoring services safe and secure against cheating and personal data theft?

At ExamRoom.AI®, we see the need for increased protection without compromising the integrity of the test or the ease of taking the test. Our experienced team of developers has created a seamless platform for online proctoring and is continuously working to make our system safe and secure for the test takers and for the integrity of the content provided.

With the deployment of our own algorithms and the creation of a registration and verification process based on the candidate’s biometrics, through FIDO technology (where all personal data is secure, parsed, and is not saved on any of our servers), our clients and candidates can test with confidence knowing that their personal information and test content is protected at the highest level. 

Let ExamRoom.AI® be your go to for the proctoring of your online testing.

Industry: Education Administration Programs
Company Size: 201-500 employees

ExamRoom.AI®

Savvy Admin PROD

**Position Title: **HR Business Partner

**Work Location: **Florida, US

**Supervises: **HR Team

**Shift: ** US Shift

**Position Overview **

The Human Resources Business Partner (HRBP) serves as a strategic partner to

business leaders, aligning people strategy with organizational goals. This role is

responsible for delivering comprehensive HR solutions across talent management,

employee relations, organizational development, and performance management. The

HRBP collaborates closely with management and employees to foster a high-

performance culture, ensure compliance, and drive employee engagement that

supports the company’s mission and business objectives.

Key Responsibilities

**1. Strategic HR Partnership **

• Partner with business leaders to align HR strategies with business objectives.

• Provide consultative guidance on organizational structure, workforce planning, and talent development.

• Support business transformation initiatives by driving change management and employee engagement efforts.

**2. Employee Relations s Compliance **

• Manage and resolve complex employee relations issues with professionalism and fairness.

• Conduct thorough and objective investigations and recommend appropriate resolutions.

• Ensure compliance with local labor laws and company policies, reducing legal risks.

• Partner with the Legal department on employee matters requiring compliance oversight.

**3. Performance Management s Development **

• Provide coaching, feedback, and performance management support to line managers.

• Guide leaders on employee development, succession planning, and retention strategies.

• Drive initiatives that enhance morale, productivity, and organizational effectiveness.

**4. Talent Acquisition s Onboarding Support **

• Collaborate with Talent Acquisition to define hiring needs and participate in the selection process.

• Support offer management, promotions, and internal transfers in line with compensation frameworks.

• Ensure smooth onboarding and integration for new hires and international assignees.

**5. HR Policy s Process Management **

• Provide guidance and interpretation of HR policies and procedures.

• Identify opportunities for HR process improvement and standardization across business units.

• Ensure consistent application of HR practices aligned with company culture and values.

**6. Learning s Development **

• Identify training and development needs within business units.

• Partner with LCD teams to design and evaluate training programs to ensure effectiveness.

• Support leadership development initiatives and executive coaching as required.

**7. HR Metrics s Analytics **

• Analyze HR trends and metrics to develop insights and proactive solutions.

• Provide data-driven recommendations to improve workforce planning and employee engagement.

**8. Collaboration s Leadership **

• Conduct regular meetings with business unit leaders and employees to maintain alignment.

• Act as a mentor and coach within the HR team, promoting a culture of collaboration and excellence.

• Participate in cross-functional HR projects to enhance organizational capability.

**Qualifications **

Education s Experience

• MBA in Human Resource, Business Administration, bachelor’s degree in human resources or a related field (master’s preferred).

• Minimum **2-4 years ** of experience in HRBP or similar HR generalist roles.

• Proven experience in handling complex employee relations and organizational development.

• Strong understanding of HR disciplines including compensation, performance management, diversity, and labor law compliance.

**Technical Skills **

• Proficiency in Microsoft Office Suite (Word, Excel, PowerPoint) and HRIS systems.

• Knowledge of HR analytics tools and metrics-based decision-making.

• Familiarity with employment laws and regulatory requirements in India.

**Soft Skills **

• Strong interpersonal and communication skills with the ability to influence stakeholders.

• High emotional intelligence and problem-solving ability.

• Excellent organizational and time management skills with attention to detail.

• Ability to work independently and collaboratively in a dynamic environment.

Human Resources Business Partner

Integrity Express Logistics, LLC is an International Logistics company based in Cincinnati, OH. We are a family-owned company with over 30 years of logistics experience. 

Through the years, we have developed strong relationships with our customers and carriers across the continent. Integrity thrives on earning your trust through innovative technology and operational efficiency, to better customize logistic services. 

Our strength lives in all of our people. They have extended our tradition of service and integrity to companies in every location and situation, and take pride in making us one of the most resilient resources in the transportation industry.

Industry: Transportation, Logistics, Supply Chain and Storage
Company Size: 501-1,000 employees

Integrity Express Logistics

The HR Business Partner (HRBP) position is responsible for delivering practical, people-centered HR support aligned with business needs. Serving as a trusted advisor to employees and managers, this role supports employee relations, performance management, and HR policy guidance while ensuring consistency, fairness, and mitigating risk. This role works closely with the managers in the groups they support to promote a positive, high-performance, service-driven culture. This position reports to the Human Resources Director.

**Responsibilities**

- Act as a trusted advisor and subject matter expert to employees at every step of their IEL journey; providing care, guidance and coaching while effectively mitigating business risk

- Address and resolve complex employee relations matters, including conducting thorough, objective, and well-documented investigations

- Build a performance-based culture by engaging with managers and employees; coach managers on nurturing high performance and addressing under-performance on their teams

- Provide guidance to employees and managers within their client groups, as well as HR team members on a wide variety of HR processes, programs, policies, and tools

- Support leaders in navigating sensitive employee relations matters, including performance management, terminations, and other employment related issues

- Appropriately escalate or transition matters to the correct partners, ensuring a seamless handoff and exceptional customer experience

- Proactively identify process improvement opportunities and contribute to solutions that enhance efficiency and consistency

- Ensure the seamless delivery of our employee experience, driving service excellence with a focus on efficiency and consistency in the experience we deliver

- Build and maintain strong, collaborative relationships with stakeholders to improve the employee experience, share information and influence change

- Share best practices and collaborate with peers to develop solutions to complex or challenging situations

- Analyze trends and metrics in partnership with the HR group to develop solutions, programs, and policies

- Partner with members of the HR team on specific projects on an as needed basis

**Requirements**

- Bachelor’s degree

- 3-5 years of Employee Relations Experience

- Ability to communicate ideas and data in a persuasive and appropriate manner

- Strong coaching, conflict resolution and ability to have difficult conversations

- Excellent organizational skills and attention to detail

- Collaborative, innovative and customer-focused

- Must possess the ability to thrive in a team-based environment and work effectively with employees of all levels

- Excellent time management skills with a proven ability to meet deadlines

- Proficient with Microsoft Office Suite

- Ability to travel as needed; a few times each year on average

**Preferred**

- SHRM-CP or PHR

- Experience working with Workday HCM

- Workday Pro

- Experience supporting a remote client group

We are committed to providing reasonable accommodations for qualified individuals with disabilities in our job application procedures. If you need assistance or an accommodation due to a disability, you may contact us at HR@intxlog.com or call 1-888-374-5138 ext. 4.

US Based Employees - At IEL, we are committed to providing equal employment opportunities for all persons, regardless of age, ancestry, color, religious creed (including religious dress or grooming practice), family and medical care leave status, disability (mental and physical) including HIV and AIDS, marital status, medical condition (including cancer and genetic characteristics), genetic information, military status, protected veteran status, status as a victim of domestic violence or stalking, familiar status, national origin, race, sex, pregnancy, childbirth, breastfeeding or related medical condition, gender identity or expression, sexual orientation and or any other category protected by law.

Princeton10—Not an agency*

*The layer-laden teams. The prehistoric processes. The impersonal, ego-driven dog-and-pony shows. Take what you think you know about marketing and advertising agencies and burn it. P10 was born of the idea that if something isn’t working—or could work better—change it. And that’s exactly what we did. We know that what we’re not makes us who we are. And we’re not just another agency. We are people driven by a palpable passion and purpose, felt by our clients from the very first conversation. We’re the agency you never thought existed. We are P10.

P10 brings together a team of diverse, remote-only, seasoned professionals to deliver exceptional value for our clients. Dare to do something different - join us.

Industry: Advertising Services
Company Size: 11-50 employees

Princeton10, LLP

We are looking for a **Human Resources Business Partner ** to join our team. This is a newly created role and the first dedicated internal HR hire for P10. You will be a trusted advisor to leaders and employees, balancing day-to-day HR operations with strategic people initiatives. This role will help strengthen our culture, streamline our people practices, and ensure compliance with employment laws across both the U.S. and Canada.

You will report to our Fractional Head of HR. The role is open to candidates based remotely in the US.

**Repsonsibilities**

- Employee Relations

- Act as a trusted advisor to managers and employees on HR policies, performance management, employee engagement, and career development

- Primarily point of contact for day-to-day employee questions around HR processes, payroll, benefits, and company policies

**Talent Acquisition**

- Partner with hiring managers to define role requirements and create compelling job descriptions

- Manage the end-to-end recruitment process: sourcing, screening, interviewing, and coordinating offers

- Build and maintain a strong talent pipeline, with a focus on roles in the pharmaceutical and healthcare marketing space

- Support employer branding initiatives to position P10 as a top destination for creative and strategic talent

- Collaborate with external recruiters when needed, ensuring an efficient and positive candidate experience

**Talent Development & Engagement**

- Collaborate with leaders to design and implement learning, development, and engagement initiatives

- Support roll-out of career frameworks, performance reviews, and leadership development programs

- Help foster a culture of feedback, recognition, collaboration, and accountability aligned with P10’s values

- Provide coaching to leaders to help them effectively manage and develop their teams

**People Operations & Compliance**

- Own core HR processes (onboarding, offboarding, employee changes, leaves of absence, etc.)

- Ensure compliance with employment standards, benefits, and workplace requirements in the U.S. and Canada

- Process payroll for multiple jurisdictions to ensure compliance and accuracy

- Maintain tax and local accounts across multiple states and ensure accounts remain in good standing

- Partner with legal, finance, and operations as needed

**Culture & Programs**

- Partner with the Fractional Head of HR to refine and implement HR policies and practices as the agency grows

- Support initiatives that reinforce company culture, values, and employee engagement

- Manage benefits including open enrollment, and help steer decisions that can help reinforce culture and employee retention

**Requirements**

- 5-7+ years of progressive HR experience, preferably in a high-growth, professional services or creative agency environment

- Strong understanding U.S. employment laws and practices, bonus if you have Canadian experience

- Hands-on experience leading recruitment and talent acquisition efforts

- Expertise with at least three of these other HR disciplines:

- Employee relations

- Performance management

- HR operations

- Learning & development

- Engagement programs

- Culture-building initiatives

- Proven ability to build trusted relationships with leaders and employees at all levels

- Excellent communication, facilitation, and problem-solving skills

- Comfortable working in a fast-paced, evolving environment where processes are being built and improved

Interested in working with us? Apply online now to get started.

**Not an agency***

The layer-laden teams. The prehistoric processes. The impersonal, ego-driven dog-and-pony shows. Take what you think you know about agencies and burn it. P10 was born of the idea that if something isn’t working—or could work better—change it. And that’s exactly what we did. We know that what we’re not makes us who we are. And we’re not just another agency. We are people driven by a palpable passion and purpose, felt by our clients from the very first conversation.

P10 brings together a team of diverse, remote-only seasoned professionals to deliver exceptional value for our clients. Dare to do something different - join us.

We may use artificial intelligence (AI) tools to support parts of the hiring process, such as reviewing applications, analyzing resumes, or assessing responses. These tools assist our recruitment team but do not replace human judgment. Final hiring decisions are ultimately made by humans. If you would like more information about how your data is processed, please contact us.

Our total reward package includes base, discretionary bonus, health insurance, disability/life insurance and a home office set-up stipend.

Amneal Pharmaceuticals, Inc. (NASDAQ: AMRX) is guided by a simple belief: essential medicines should be accessible to everyone. What began as a promise to deliver high-quality, affordable medicines has evolved into a diversified portfolio spanning complex generics and injectables, biosimilars, and specialty medicines, including more than 290 products, with scale and capabilities that help reach patients across the healthcare system while combining world-class precision with a deep sense of personal responsibility for every dose we deliver. 

Content is for informational purposes only and 3rd party content does not reflect Amneal’s opinions. 

Amneal has the right to remove comments that violate another’s copyright or intellectual property, mention an Amneal product, use profanity or are defamatory, promote and solicit for third-party sites, initiatives, or products, or are factually inaccurate or misleading or spam. 

Amneal recommends that you consult with your healthcare provider regarding personal health matters. To report a product complaint or adverse event related to an Amneal product, contact Drug Safety at 877-835-5472, option 3 or drugsafety@amneal.com. If you are currently experiencing a life-threatening event, please immediately contact 911.

Industry: Pharmaceutical Manufacturing
Company Size: 5,001-10,000 employees

Amneal Pharmaceuticals

**Job Description**

**Description:**

The Human Resources Business Partner provides HR support to their respective client groups. The job requires the ability to forge strong business relationships with management at various levels and in various functions in a corporate and manufacturing setting. The position will provide employee relations, compensation analysis, workforce planning, and training support of overall strategic goals and objectives of the business.

This position is on-site 5 days per week.

**Essential Functions:**

- Serve as a consultant to client groups on a broad range of organizational issues of critical importance to the business; anticipate business needs and provide realistic solutions aligned with the divisional business objectives through organization redesign initiatives, change management and management development.

- Support multiple manufacturing client groups.

- In collaboration with line management, address and resolve employee relations issues as well as conducting formal internal investigations as necessary and coaching managers on any appropriate disciplinary process or actions. Partner with line management, evaluate and make recommendations for organizational or individual performance improvement as required

- Partner with Recruiters to provide guidance and influence key staffing decisions.

- Provide guidance, consultation and interpretation to management as it pertains to employment, compensation, benefits, employee relations, organizational development, legal issues, policies and procedures.

- Ensure employee work authorizations are valid; partner with the Immigration Manager as needed.

- Implement HR processes such as performance management, compensation planning, succession planning. Effectively communicate HR processes and procedures to employees.

- Partner with Compensation, perform compensation analysis and recommendations as necessary for offers, promotions, adjustments, and articulate need for potential compensation leveling.

**Additional Responsibilities:**

- Other special projects as determined necessary to facilitate the effective performance of the organization. Assist in the development, coordination and delivery of training programs where required.

**Qualifications**

**Education:**

- Bachelor's Degree (BA/BS) Business and HR related fields - Required

**Experience:**

- 5 years or more in HR Generalist experience is required. Experience in regulated manufacturing environment(s) is preferred.

- 5 years or more in Experience supporting manufacturing operations required.

- Experience working in a multi-shift environment is preferred.

**Specialized Knowledge:**

- In-depth knowledge of HR processes, programs, policies and systems. Proficient in MS Word, Excel, and PowerPoint. Solid knowledge of state and federal Employment Laws.

The annual salary for this position ranges from $100,000 to $110,000 per year. In addition, Amneal offers a short-term incentive opportunity, such as a bonus or performance-based award with this position within the first 12 months. Amneal ranges reflect the Company’s good faith estimate of what Amneal reasonably believes that it will pay for said position at the time of the posting. Individual compensation will ultimately be determined based on a variety of relevant factors, including but not limited to, qualifications, experience, geographic location and other relevant skills.

At the heart of our Total Rewards commitment is a comprehensive, flexible and competitive benefits program for eligible positions that enables you to choose the plans and coverage that meet your personal needs. This includes above-market, diverse and robust health and insurance benefits to meet the varied needs of our employees as well as a significant 401(k) matching contribution to help our employees save for retirement. We also promote employee well-being with programs that help you enjoy your career alongside life’s many other commitments and opportunities.

**About Us**

Amneal is an Equal Opportunity Employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex (including pregnancy, childbirth, or related medical conditions), sexual orientation, gender identity, national origin, age, disability, genetic information, protected veteran status, or any other characteristic protected by applicable federal, state, or local laws. If you require a reasonable accommodation to complete the application process or to participate in any part of the hiring process, please contact us at accommodations@amneal.com . Requests will be handled confidentially and in accordance with applicable laws.

RemoteHunter is your dedicated AI job search assistant, turning the job hunt from a slow, individual effort into a quicker, smarter, and guided experience by streamlining each step of the process and speeding up your path to the right career opportunities.

Industry: Software Development
Company Size: 11-50 employees

RemoteHunter

1. About Our Client:

The organization operates in the addiction medicine space, providing a fully virtual clinic focused on treating substance use disorders. It addresses the challenge of access to compassionate, evidence-based care by offering multidisciplinary teams—including medical providers and peer recovery specialists—that deliver personalized treatment such as medication for opioid use disorder and ongoing support. The organization partners with health plans, employers, and community groups to make services accessible and covered for those in need. Recognized for high quality and innovation, it has earned industry acknowledgment and fosters a culture centered on kindness, respect, and meaningful impact in addiction medicine.

2. About the Opportunity:

The Human Resources Business Partner will serve as a trusted advisor to organizational leaders, guiding them through critical employee relations and workforce challenges. This role is responsible for shaping a strong, engaged workforce by leading employee investigations, performance management, leadership coaching, and talent management initiatives. The position ensures integrity, compliance, and care in HR practices while balancing business needs and fostering a supportive, human-centered work environment. It plays a key role in evolving employee relations functions that support both the team and the organization’s mission.

3. Responsibilities:

• Oversee and develop the employee investigations process, ensuring timely and unbiased outcomes

• Provide coaching and training to leaders on organizational and people challenges to enhance performance and engagement

• Collaborate with People team and business leaders on talent management programs, retention strategies, and culture-building initiatives

• Develop action plans with leaders based on team insights

• Facilitate resolution of complex workplace matters with confidentiality and professionalism

• Partner with legal and compliance teams to mitigate risk

• Manage the employee leave process to ensure accurate tracking, support, and regulatory compliance

• Address employee questions and concerns with care, accuracy, and timeliness

• Guide career development for employees and managers by creating and implementing development plans

• Use data and insights to identify trends, influence decisions, and improve team performance

4. Requirements:

• 6+ years of progressive HR experience with a strong focus on employee relations

• Proven ability to conduct workplace investigations from start to finish

• Deep knowledge of U.S. employment laws and regulations

• Ability to influence leaders and build trust

• Skill in managing sensitive, high-risk employee situations with tact

Nice to have but not required:• Experience as an HRBP with clinical workforces

• AWI certification; SHRM certification or equivalent

• Experience in healthcare or startup environments

• Familiarity with MOUD/SUD and Harm Reduction principles

5. Pay Range and Compensation Package:

• The starting pay range for this position is $140,000 to $170,000, with base pay varying based on factors such as market location, knowledge, skills, and experience

• The total compensation package may include medical, financial, and other benefits including 401(k) eligibility and paid time off such as vacation, sick time, and parental leave

6. Benefits & Perks:

• Comprehensive medical, dental, vision, and short-term disability benefits

• Mental health services via insurance coverage, including Talkspace and Employee Assistance Program

• Four weeks of vacation per calendar year, increasing to five weeks after two years

• Sick leave accrued at one hour per 30 hours worked

• Nine paid holidays annually

• Twelve weeks of fully paid parental leave following six months of employment

• 401(k) retirement savings plan

• Remote work supported with hardware provided

Equal Opportunity Statement: Our client is an equal opportunity employer. They celebrate diversity and are committed to creating an inclusive environment for all employees. All qualified applicants will receive consideration for employment without regard to race, color, religion, gender, gender identity or expression, sexual orientation, or national origin.

Note:RemoteHunter is not the Employer of Record (EOR) for this role. Our purpose in this opportunity is to connect exceptional candidates with leading employers. We help job seekers worldwide discover roles that match their goals and guide them to complete their full application directly through the hiring company’s career page or ATS.

At Winebow, our vision is to inspire a passion for fine wine and spirits nationwide.
We are fortunate to work with products that we care about and with producers who we believe in. Their stories are unique and diverse, their approach is hands-on, and some have family histories dating back for generations. Knowing the culture, the history and the hard work behind a wine or spirit makes enjoying it that much more meaningful. It is this appreciation that we are excited to share with our customers.
We are always searching for wines and spirits that are authentic and interesting, and that express their distinct regions. It is this unending enthusiasm for discovery and for the talented work of our winemakers and distillers that drives us every day.
The business of wine and spirits is ultimately about people. We value long-term relationships and are honored to have worked with some producers, customers and colleagues for decades. Our mission is to be the most sought-after national importer and distributor of fine wine and spirits from around the world. By offering a dynamic portfolio and a robust national platform, our team of dedicated specialists strives to be the best partner to our suppliers and customers.

Industry: Beverage Manufacturing
Company Size: 1,001-5,000 employees

Winebow

Job Details

**Description**

**Job Summary:**

The Human Resources Business Partner (HRBP) position is responsible for aligning business objectives with all levels of employees. The HRBP will drive and/or support change management initiatives in an assigned territory. The position maintains business partnerships with an effective level of business acumen to deliver value-added service within an assigned territory.

**Essential Functions**

- Cultivates a collaborative environment with business partners; actively engages in regular communication, aligns on strategic goals, facilitates teamwork to drive organizational success.

- Participates and leads regular meetings with business leaders within assigned territories.

- Maintains in-depth knowledge of legal requirements related to day-to-day management of employees, reducing legal risks and ensuring regulatory compliance. Partners with the legal department as needed/required.

- Represents the company for any unemployment claims.

- Provides guidance, interpretation, and ensures legal compliance with labor laws and Union contracts including but not limited to: grievances, negotiations, etc. where applicable within an assigned territory.

- Provides day-to-day performance management guidance to management including but not limited to: coaching, counseling, career development, compensation planning,

- Provides HR expertise in employee relations by conducting strategic, methodical, and comprehensive investigations with guidance from the Sr. HRBP and HR Director to ensure fair resolution of workplace issues, maintaining compliance with company policies, and provide insight and next steps including disciplinary actions needed.

- Develop recruitment strategies to fill all exempt and non-exempt personnel and temporary positions; utilizing the HRIS system to post and monitor opportunities maintaining HR standards for an efficient time to fill.

- Understands benefit programs to effectively communicate offerings to employees with the ability to work closely with the Benefits Director.

- Manages special employee events and employee recognition programs within an assigned territory.

- Oversees, interprets, and assists in updating human resources policies and procedures to ensure compliance with state, federal, and local laws as applicable.

- Ensures data integrity within the HRIS system and maintains all HR compliance records, including but not limited to I-9 files, OSHA logs, and EEOC records, in accordance with state, federal, and local regulations.

- Recommends new approaches, policies, and procedures to effect continual improvements in efficiency of department and services performed.

- Responsible for planning, executing, and overseeing HR-related projects to enhance the effectiveness of human resources operations as assigned.

**Other Functions**

- Arrives to work, meetings, appointments, and other work-related functions on time and as scheduled.

- Must be able to work in a hybrid office work environment, with a mandatory three day in office schedule each week.

- Maintain strict confidentiality of all employee and organizational information.

- Provides effective written and verbal communication throughout the organization.

- Follows all safety policies and procedures; communicate hazards and/or suggest improvements to business partners.

- Provides comprehensive skill development training on assigned HR related topics.

- Completes assigned training for career development and growth.

- Performs additional duties as assigned.

**Working Conditions**

- Hybrid office work environment (mandatory three day in office schedule). Occasional travel by auto, rail and/or airplane. Occasional overnight stays.

**Equipment/Machinery Used**

- Office equipment includes telephone, copier, computer, calculator, and printer.

**Physical Requirements**

- Sitting, bending, reaching, manual dexterity, visual acuity, light traveling to other offices.

**Minimum Requirements**

- Must have 3-5 years progressive experience in a Human Resources Generalist/Business Partner environment.

- Associate’s degree or completion of SHRM certification within the first year in the position.

- Bachelor’s degree in Human Resources Management or related degree preferred.

- SHRM or PHR certification preferred

- Distribution and/or warehouse environment preferred.

- Experience working with Unions preferred.

- Working knowledge in HRIS systems, UKG preferred.

- Demonstrated proficiency in MS Office products.

- Valid Driver’s License

- Must be able to pass pre-employment requirements in accordance with state and federal guidelines.

**Please apply at: https://lnkd.in/gCrZcs4S**

**Employer’s Rights**

This job description does not list all the duties of the job. You may be asked by management to perform other duties. Winebow has the right to revise this job description at any time. This job description is not a contract for employment. Your continued employment with Winebow is by mutual consent.

Human Resources Business Partner - Dynamic Opportunity: Hybrid Role

At Peraton, we're at the forefront of delivering the next big thing every day. We're the partner of choice to help solve some of the world's most daunting challenges, delivering bold, new solutions to keep people around the world safer and more secure.

How do we do it? By thinking differently. We're not mired in the past. We look at all problems with fresh eyes. We look past the obvious to bring the best talent, tech, and ideas together to completely transform how things get done. So bring your unique ideas, your entrepreneurial spirit, and your drive to succeed and get ready to be part of something bigger. Get ready to do the can't be done.
_
Recruitment fraud is a growing trend where fraudsters have been known to attempt to use our name to trick job seekers with fake employment opportunities. This type of scam is typically carried out through fake job postings, fake websites, or email accounts claiming to be from Peraton. The intent of recruitment fraud is to gain access to your personal information, such as your banking information, credit card number, or social security number.

Please be aware that our careers site can be found at careers.peraton.com and our corporate site can be found at peraton.com.

To learn more about Recruitment fraud and what to expect and not to expect from a Peraton recruiter, please visit: https://careers.peraton.com/recruitment-fraud/

Industry: Technology, Information and Internet
Company Size: 10,001+ employees

Peraton

**About Peraton**

Peraton is a next-generation national security company that drives missions of consequence spanning the globe and extending to the farthest reaches of the galaxy. As the world's leading mission capability integrator and transformative enterprise IT provider, we deliver trusted, highly differentiated solutions and technologies to protect our nation and allies. Peraton operates at the critical nexus between traditional and nontraditional threats across all domains: land, sea, space, air, and cyberspace. The company serves as a valued partner to essential government agencies and supports every branch of the U.S. armed forces. Each day, our employees solve the most daunting challenges that our customers face. Visit peraton.com to learn how we're keeping people around the world safe and secure.

**About The Role**

Peraton is seeking an experienced Human Resources Business Partner, Lead Associate supporting a program within our Defense portfolio. This role reports to the Business Unit Senior HR Manager and will closely partner with the Program HRBP Lead to ensure strong alignment between business priorities, program needs, and people strategy execution. The position supports a primarily domestic workforce, with a small OCONUS population requiring awareness of location-specific considerations and compliance requirements.

The HRBP improves manager and employee performance by identifying and clarifying problems, evaluating potential solutions, and coaching and counseling managers and employees. The role independently handles employee relations issues and provides guidance on complex workplace matters. In addition, this individual implements employee retention initiatives and engagement strategies to strengthen organizational effectiveness while partnering closely with HR Centers of Excellence, including Talent Acquisition, Total Rewards, Learning & Development, and Employee Relations, to deliver aligned people strategies and solutions that support business objectives.

The ideal candidate will be viewed as a trusted partner who is responsive, consultative, and collaborative in driving win-win solutions while balancing business objectives with employee experience.

**Additional background and experience required for this role includes, but are not limited to:**

- Strategic thinking - sees the big picture, connects enterprise priorities to program execution, and dives into details as necessary

-  Ability to spearhead HR initiatives (can start with a blank sheet, design a plan/program/process, and execute against a defined timeline)

-  Strong employee relations skills; ability to independently handle complex employee issues

-  Strong relationship-building skills; proven track record of building collaborative partnerships across functions and leadership levels

-  Strong consulting skills: able to identify root causes and bring appropriate solutions and resources forward

-  Strong analytical skills; able to leverage technology and data to draw meaningful conclusions

-  Ability to support geographically dispersed teams, including a OCONUS employee population

-  Facilitate positive employee and leadership relationships

-  Ability to work with confidential information and communicate with appropriate discretion

-  Demonstrated knowledge of key employment laws

-  Experience with process documentation and/or automation

**Key HR Business Partner Behaviors:**

- Unwavering ethics and values; operates as a trusted partner

-  Strong collaborator and team player; focused on organizational and team success

-  Never satisfied with the status quo; consistently drives improvements and positive change

-  Strong business acumen; understands how HR processes and tools accelerate business results

-  Embraces ambiguity and adapts effectively

-  Solution-oriented; balances qualitative insight with quantitative measures

**Qualifications**

- Minimum of 5 years of progressive HR experience with a Bachelor's degree.

- 9+ years of work experience may be considered in lieu of degree. Experience conducting complex employee relations investigations Ability to safeguard sensitive and confidential information. Excellent verbal and written communication skills. Government contracting experience desired.

- Ability to travel up to 10%.

- Active Secret security clearance.

- Government contracting experience.

**Preferred Qualification:**

- Experience supporting international or OCONUS populations preferred

- SHRM-CP, PHR certification

- Proficiency in Microsoft Excel and PowerPoint

**Details**

Target Salary Range: $80,000 - $128,000. This represents the typical salary range for this position. Salary is determined by various factors, including but not limited to, the scope and responsibilities of the position, the individual's experience, education, knowledge, skills, and competencies, as well as geographic location and business and contract considerations. Depending on the position, employees may be eligible for overtime, shift differential, and a discretionary bonus in addition to base pay.

Benefits Statement: Peraton offers eligible employees a variety of benefits including medical, dental, vision, life, health savings account, short/long term disability, EAP, parental leave, 401(k), paid time off (PTO) for vacation, and company paid holidays. A full listing of available benefits can be viewed at https://www.careers.peraton.com/benefits.

Application Statements: The application period for the job is estimated to be 30 days from the job posting date. However, this timeline may be shortened or extended depending on business needs and the availability of qualified candidates. By applying to this job, you are expressing interest in the role and the Company. During the review of your application, you may be required to participate in an on-camera interview, as well as participate in a process to verify your identity.

**EEO: **Equal opportunity employer, including disability and protected veterans, or other characteristics protected by law.

Human Resources Business Partner, Lead Associate

At Richemont, We Craft the Future. 
Our unique portfolio includes prestigious Maisons distinguished by their craftsmanship, creativity, and diversity, which cultivate expert curation and technological innovation to deliver exceptional products and services. As a family-spirited group, Richemont's ambition is to nurture the unique heritage and values of its Maisons and businesses, while enabling them to grow and prosper in a responsible, sustainable manner over the long term.

At Richemont, people are our most distinguished asset, the heart of our business, and the foundation of our outstanding creations. We value solidarity, collegiality, loyalty and freedom and succeed by respecting and empowering individuals from all walks of life. 

Richemont operates in three business areas: Jewellery Maisons with Buccellati, Cartier and Van Cleef & Arpels; Specialist Watchmakers with A. Lange & Söhne, Baume & Mercier, IWC Schaffhausen, Jaeger-LeCoultre, Panerai, Piaget, Roger Dubuis and Vacheron Constantin; and Other, primarily Fashion & Accessories Maisons with Alaïa, AZ Factory, Chloé, Delvaux, dunhill, Montblanc, Peter Millar including G/FORE, Purdey, Serapian as well as Watchfinder & Co. In addition, Richemont operates NET-A-PORTER, MR PORTER, THE OUTNET, YOOX and the OFS division.

Industry: Einzelhandel: Luxusgüter und Schmuck
Company Size: 10.001+ Beschäftigte

Richemont

~~At Richemont Americas, we aspire to reflect the ever-changing world around us. We are proud to employ talent from many different backgrounds, experiences, and identities to build a continually evolving, inclusive community where the diversity of our colleagues and clients is rich and celebrated. We believe when inclusion is fully embraced and empowered, creativity and knowledge emerge to deliver excellence, advancing the community that is uniquely Richemont Americas.~~

**HR Coordinator**

Fashion & Acessories | New York, NY

Reports to: Senior Manager, HR

**Role Overview**

The HR Coordinator will support the Fashion and Accessories for North America which includes Montblanc, Chloé, Dunhill, Delvaux, and Alaïa.

Reporting to the Senior HR Manager, HRBP, the HR Coordinator works collaboratively with business, HR Team of F&A and liaises with the Richemont Americas HR Centers of Expertise to coordinate and manage initiatives related to Recruitment and Talent Development; Total Rewards; Learning and Development; Employee Relations; HR Operations; and Internal Communications.

This role requires knowledge and experience across all HR functions to assist in enhancing business performance through employee engagement, organizational design, retention and succession planning, skill building, change management, and process improvement.

**Responsibilities**

**Talent Management & Organizational Development:**

- Liaise with the Learning & Development team to ensure that training programs and learning opportunities are available and designed to meet the needs of the teams.

- Partner with HR Directors to support in addressing performance management and employee relations issues, ensuring adherence to the company’s established behavioral coaching processes and policies.

- Contribute to workplace investigations; providing research, insight, scheduling interviews for HR Director and HR Manager, and reviewing recommendations to fairly and consistently apply policies, laws, and regulations.

**Recruitment**

- Assist with external agencies, hiring managers, and the Talent team to ensure complete and proper execution of full lifecycle recruitment activities.

- Assist with the open jobs report and weekly communication with the Talent team to maintain alignment on talent acquisition status and priorities.

- Manage administrative tasks related to recruitment, including but not limited to, creating positions, job descriptions and sending for job postings.

**Performance Management**

- Support HR leads with updating our internal platform with results of Career committees with all brands.

- Maintain tracker for all Performance management and development follow up activity (i.e. PIPs, corrective actions, training, coaching, internal talent pool etc...)

**Employee Benefits**

- Maintain ongoing knowledge of the company’s benefits programs, eligibility requirements, enrollment processes, etc. to support employees with participation in and management of their employee benefits.

- Partner with the Benefits team to assist with the administrative process of leaves of absence.

- Assist with serving as the primary point of contact for new employee questions and support.

**HR Systems And Processes**

- Updates Associate information (e.g., terminations,status changes, reporting structurein HRIS and other systems and maintains employee-related files

- Maintains administrative duties related to accurate people data for expens

- allocation and reporting purposes

- Generates reports from HRIS as needed or requested, converting to excel

- Support in the analysis of data from various reports, extrapolating relevant data for the business

**Qualifications**

- Minimum 2 years of experience in the Human Resources field with related experience.

- College Degree in related field such as Human Resources, Psychology and/or Business Administration.

- General knowledge of U.S. employment law is essential.

- Proficiency in Workday and Microsoft Suite required.

- Retail industry experience preferred.

- Excellent written and verbal communication skills.

- Strong interpersonal skills in working with and building relationships with employees.

- Strong time management, organization and presentation skills.

- Ability to work independently and with a team.

- Exercises a high degree of confidentiality with sensitive information.

- Ability to travel up to 5% to local NY market.

Richemont offers a generous compensation and benefits package for eligible employees. Only candidates selected for further consideration will be contacted.

**We Offer – United States**

We care about our associates’ health and wellbeing and offer a comprehensive benefits program to support you and your loved ones. Our core benefits include medical, dental, and vision programs. Health savings and flexible spending accounts are available to support your financial needs, along with access to the employee assistance program for you and your household members. The company offers income protection solutions including life insurance, disability benefits, and 401(k) with employer match. Understanding the importance of wellness and work-life-balance, our package includes a wellness reimbursement benefit and paid time off. We also encourage associates to give back to their local community by using their volunteer time off days to support important initiatives that drive change.

At Richemont, We Craft the Future!

Expected Salary Range: **$32-37/hour**

Salary will be negotiated based on relevant skills and experience.

HR Coordinator F&A

Introducing QXO.

Industry: Wholesale Building Materials
Company Size: 11-50 employees

QXO, Inc. (NYSE: QXO) is the largest publicly traded distributor of roofing, waterproofing, and related products, and the second largest publicly traded distributor of lumber and building materials in North America. QXO is the fastest growing company in the $800 billion building products distribution industry and plans to become the tech-enabled leader by delivering best-in-class customer satisfaction and outsized returns for its shareholders. The company is targeting $50 billion in annual revenues within the next decade through accretive acquisitions and organic growth.

**What You'll Do**

**Position Summary**

The Director, HR Business Partner (HRBP) for IT, Technology, and Infrastructure serves as a strategic advisor to senior technology and infrastructure leaders. Aligning people strategy with business priorities in complex, fast‑evolving environments. This role is a hands-on, data-driven partner who influences organizational design, workforce planning, leadership capability, and transformation initiatives to enable long-term scalability and operational excellence. Not a traditional HR support function.

**Key Responsibilities**

**Strategic Partnership & Enterprise Business Alignment**

- Partner with CIO, CTO, and Supply Chain leadership to translate business and technology strategies into actionable people plans, aligning workforce strategy to product roadmaps, infrastructure priorities, and operational goals.

- Develop and execute a multi-year people strategy aligned to enterprise objectives, growth targets, and operational priorities.

- Partner with executive leadership to drive organizational design, workforce optimization, succession planning, and leadership capability development.

- Leverage advanced HR analytics and predictive workforce data to inform executive decision-making and improve business outcomes.

- Provide a clear point of view and challenge senior leaders to drive accountability, organizational effectiveness, and talent outcomes.

**Organizational Design & Transformation**

- Lead large-scale change initiatives including restructuring, acquisitions, integrations, workforce realignment, and operating model transformation.

- Drive continuous improvement of talent systems, performance frameworks, and leadership accountability standards.

- Identify organizational capability gaps and implement enterprise-aligned solutions to strengthen leadership bench strength and succession depth.

- Build and lead scenario-based workforce planning tied to investment strategy, cost optimization, and roadmap delivery.

- Partner with business and finance leaders to inform build vs. buy vs. outsource workforce decisions.

- Partner cross-functionally with Operations, Finance, Legal, and Corporate HR Centers of Excellence (Total Rewards, Talent Acquisition, HR Ops, Learning & Development) to ensure cohesive execution of strategic initiatives.

**Talent Strategy & Leadership Development**

- Architect and lead comprehensive regional talent strategies encompassing acquisition, development, engagement, retention, and succession.

- Champion executive and high-potential leadership development initiatives in partnership with corporate Learning & Development teams.

- Elevate performance management systems to drive accountability, high performance, and measurable business impact.

- Ensure diversity, equity, inclusion, and belonging strategies are embedded into talent systems and leadership expectations.

**Culture, Engagement & Employee Relations**

- Shape and reinforce a high-performance, people-centric culture aligned with enterprise values.

- Translate employee engagement insights into executive-level actions that improve retention, productivity, and morale.

- Provide executive communications support during change initiatives and strategic rollouts. Lead and advise on complex employee relations matters, balancing business needs.

**What You'll Bring**

- Bachelor’s degree in Human Resources, Business Administration, or related field required; Master’s degree strongly preferred.

- 10-12 years of progressive HR leadership experience, including senior-level partnership.

- 5+ years of supporting technical executives, understanding technical teams complexity, and experience with high-growth engineering organizations.

- Experience supporting engineering, product, or infrastructure organizations (Agile, DevOps, SRE environments).

- Understanding of competitive technical talent markets and hiring strategies.

- Experience supporting organizations undergoing significant transformation (e.g., ERP implementations, scaling, or operational change).

- Ability to operate effectively in high-growth, ambiguous, and fast-paced environments

- Demonstrated ability to operate as a strategic partner to executive leadership, with a track record of influencing difficult decisions.

What you'll earn

- 401(k) with employer match

- Medical, dental, and vision insurance

- PTO, company holidays, and parental leave

- Paid training and certifications

- Legal assistance and identity protection

- Pet insurance

- Employee assistance program (EAP)

**QXO is an Equal Opportunity Employer. **~~We value diversity and do not discriminate on the basis of race, color, religion, gender or sexual orientation, national origin, age, disability, or any other protected status.~~

To comply with Pay Transparency laws, employers must disclose an annual salary range. Actual offers depend on factors such as location, experience, skills, and market data. This position may also offer variable compensation.

**Salary Range**

USD $189,000.00 - USD $220,000.00 /Yr.

Director, HR Business Partner (Seattle)



Industry: Aviation & Aerospace
Company Size: 11-50 employees

PSC by Rocket Lab

**About The Role**

**ABOUT ROCKET LAB**

Rocket Lab is an end-to-end space company delivering responsive launch services, complete spacecraft design and manufacturing, payloads, satellite components, and more – all with the goal of opening access space. The rockets and satellites we build, and launch enable some of the most ambitious and vital space missions globally, supporting scientific exploration, Earth observation and missions to combat climate change, national security, and exciting new technology demonstrations.

Our Electron rocket has become the second most frequently launched U.S. rocket annually and has delivered more than 230 satellites to orbit, all while we work to develop Neutron, our upcoming medium-lift, reusable launch vehicle for larger constellation deployment. Our Space Systems business designs and builds our extensive line of satellites, payloads, and their components, including spacecraft that have been selected to support NASA missions to the Moon and Mars and components used on the James Webb Space Telescope.

**PEOPLE & CULTURE**

Rocket Lab’s People & Culture team is responsible for looking after our most valuable asset: our people. Across our global teams, the People & Culture team supports our people and departments across recruitment, new staff orientation, compensation, training and development. They make sure our growing and diverse global team is supported and capable of delivering our projects and customer’s missions, and they’re responsible for supporting their development, nurturing their skills and talent, and retaining the world-class people already on our team.

**PEOPLE & CULTURE BUSINESS PARTNER**

Based on site at Rocket Lab's global headquarters in Long Beach, CA, The People & Culture Business Partner is responsible for providing advice and counsel in all areas of HR including on-going employee relations, employee development, interpretation of HR policies, and creating and implementing new programs and initiatives. The position formulates partnerships across the People & Culture function to deliver value-added service to management and employees that reflects the business objectives of the organization.

**What You'll Get To Do**

- Act as a strategic partner to assigned teams, collaborating to strengthen work relationships, build morale, and increase productivity and retention.

- Drive employee experience by ensuring leaders and employees align with organizational culture and values.

- Manage and resolve complex employee relations issues, conducting thorough and objective investigations while ensuring compliance with legal and regulatory requirements.

- Provide policy guidance, performance management support, and coaching to managers on career development, disciplinary actions, and workforce planning.

- Collaborate with P&C Centers of Excellence to implement programs and ensure organizational alignment.

- Provide policy guidance and interpretation related to employment matters.

- Strategize with business units on engagement, restructures, workforce planning and succession planning.

- Identify training and executive coaching needs and evaluate program effectiveness to ensure success.

- Support global mobility and manage immigration cases.

- Act as project manager for assigned HR initiatives and special projects.

- Perform other related duties as assigned.

**You'll Bring These Qualifications**

- 5+ years of progressive experience in Human Resources supporting a blended exempt/non-exempt workforce and a Bachelor's degree or equivalent years of work experience (9+ years total work experience).

- Extensive knowledge of multi-state employment laws and regulations, with the ability to interpret and apply relevant policies and guidelines.

- Working knowledge of multiple human resource disciplines, including compensation practices, organizational diagnosis, employee and relations, performance management, and federal and state employment laws.

- Proficient with Microsoft Office Suite or related software.

**These Qualifications Would Be Nice To Have**

- Drives change with a "can do" attitude.

- Ability to thrive in a fast-paced, dynamic environment.

- Excellent communication and interpersonal skills with a customer-focused approach.

- Strong organizational, analytical, and problem-solving skills with keen attention to detail.

- Excellent time management skills with a proven ability to meet deadlines.

- Familiarity with immigration processes and regulations.

- Experience providing HR support during M&A projects.

- HR certification (SHRM-CP/PHR) highly preferred.

- Experience supporting global teams.

- Workday & ADP knowledge and experience is a plus.

**Additional Requirements**

- Specific vision abilities required by this job include close vision, distance vision, peripheral vision, depth perception, and the ability to focus.

- Regularly required to sit, use hands and fingers, operate computer keyboard and controls, and communicate verbally and in writing.

- Must be physically able to commute to buildings.

- Occasional exposure to dust, fumes and moderate levels of noise.

- Ability to travel domestically up to 20% of the time.

~~Level and base salary will be determined on a case-by-case basis and may vary based on the following considerations: job-related knowledge and skills, education, and experience.~~

~~Base salary is just one component of our total rewards package at Rocket Lab. Employees may also receive company equity and access to a robust benefits package including: top tier medical HMO, PPO & a 100% company-sponsored medical HSA plan option, dental and vision coverage, 3 weeks paid vacation and 5 days sick leave per year, 11 paid holidays per year, flexible spending and dependent care savings accounts, paid parental leave, disability insurance, life insurance, and access to a 401(k) retirement plan with company match. Other perks include: Discounted employee stock purchase program, subsidized EV charging stations, onsite gym, food and drinks, and other discounts.~~

~~Eligibility for benefits may vary based on employment status, please check with your recruiter for a comprehensive list of the benefits available for this role. Benefit programs are subject to change at the company’s discretion.~~

Base Pay Range (CA Only)

$95,000—$115,000 USD

**What To Expect**

We’re on a mission to unlock the potential of space to improve life on Earth, but that’s not an easy task. It takes hard work, determination, relentless innovation, teamwork, grit, and an unwavering commitment to achieving what others often deem impossible. Our people out-think, out-work and out-pace. We pride ourselves on having each other’s backs, checking our egos at the door, and rolling up our sleeves on all tasks big and small. We thrive under pressure, work to tight deadlines, and our focus is always on how we can deliver, rather than dwelling on the challenges that stand in the way.

**Important Information**

**FOR CANDIDATES SEEKING TO WORK IN US OFFICES ONLY:**

~~To conform to U.S. Government space technology export regulations, including the International Traffic in Arms Regulations (ITAR), Rocket Lab Employees must be a U.S. citizen, lawful U.S. permanent resident (i.e., current Green Card holder), or lawfully admitted into the U.S. as a refugee or granted asylum, or be eligible to obtain the required authorizations from the U.S. Department of State and/or the U.S. Department of Commerce, as applicable. Learn more about ITAR here.~~

~~Rocket Lab provides equal employment opportunities to all employees and applicants for employment and prohibits discrimination and harassment of any type without regard to race, color, religion, age, sex, national origin, disability status, genetics, protected veteran status, sexual orientation, gender identity or expression, or any other characteristic protected by federal, state or local laws. This policy applies to all terms and conditions of employment at Rocket Lab, including recruiting, hiring, placement, promotion, termination, layoff, recall, transfer, leaves of absence, compensation and training.~~

~~Applicants requiring a reasonable accommodation for the application/interview process for a job in the United States should contact Giulia Johnson at g.biow@rocketlabusa.com.This dedicated resource is intended solely to assist job seekers with disabilities whose disability prevents them from being able to apply/interview. Only messages left for this purpose will be considered. A response to your request may take up to two business days.~~

**FOR CANDIDATES SEEKING TO WORK IN NEW ZEALAND OFFICES ONLY:**

~~For security reasons background checks will be undertaken prior to any employment offers being made to an applicant. These checks will include nationality checks as it is a requirement of this position that you be eligible to access equipment and data regulated by the United States' International Traffic in Arms Regulations.~~

~~Under these Regulations, you may be ineligible for this role if you do not hold citizenship of Australia, Japan, New Zealand, Switzerland, the European Union or a country that is part of NATO, or if you hold ineligible dual citizenship or nationality. For more information on these Regulations, click here ITAR Regulations. ~~

People & Culture Business Partner

Primark is an international fashion retailer employing more than 80,000 colleagues across 17 countries in Europe and the US. Founded in Ireland in 1969 under the Penneys brand, Primark aims to provide affordable choices for everyone, from great quality everyday essentials to stand-out style across women’s, men’s and kids, as well as beauty, homeware and accessories. With a focus on creating great retail experiences, Primark has over 440 stores globally and continues to expand with the aim of reaching 530 stores by the end of 2026. ­­

Primark is working to make more sustainable fashion affordable for everyone through its Primark Cares strategy, a multi-year programme that focuses on giving clothing a longer life, protecting life on the planet and supporting the livelihoods of the people who make Primark clothes. As part of this, Primark unveiled nine commitments it is working to achieve by 2030. These commitments include making all of its clothes from recycled or more sustainably sourced materials by 2030, halving carbon emissions across its value chain and pursuing a living wage for workers in its supply chain.

Industry: Retail
Company Size: 10,001+ employees

Primark

**Regional People & Culture Business Partner**

Because you’re the ambition we need on our mission. Thrive our way!

At Primark we’re caring, dynamic and we succeed together. We have amazing fashion at amazing prices, all the time. We set the fashion trends. We’re committed to providing our customers with service that is second to none.

**What You’ll Do**

As a Regional People & Culture Business Partner, you will Partner with the Head of Sales (HOS) and P&C colleagues across the region to provide subject matter expertise, consultative services and trusted advice that influences and enables the delivery of the business strategy through an amazing colleague and customer experience. As a leader, the Regional People & Culture Business Partner will lead and develop Area P&C Business Partners to embed people practices that drive the business strategy and the development of high performing teams.

Act as a trusted advisor to the Retail Head of Sales and P&C function to deliver an aligned business and people strategy for your region. Provide strategic and consultative advice and insights on the people agenda, process, and best practice across the Region to the Retail Leadership Team and Area P&C Business Partners. Collaborate effectively with the P&C Leadership Team and COEs to build solutions and enable a consistent and quality delivery of the P&C agenda in country, with particular focus on:

**Talent attraction, engagement, and retention**

- Review the effectiveness of recruitment strategies for stores, challenging the Area BP team on root cause, patterns, and trends.

- Partner with the HOS and relevant COEs to agree solutions and support for market attraction and retention challenges.

- Support the Recruitment and assessment process for senior retail roles.

- Role model and recognise great leadership behaviours that attract, engage, and retain talent across the region.

- Partner with the HOS on the interpretation of engagement survey results, driving a shared understanding of the priority areas and setting the expectations for teams on effective listening, communication, and robust action plans.

- Take a lead role in embedding and monitoring company engagement and well-being initiatives across the Region.

- Develop and encourage the growth of the Primark Culture, protecting and evolving the Primark DNA.

**People Performance, Capability and Potential**

- Provide trusted advice, support and coaching to guide and build confidence in Retail Leaders and Area P&C BPs on performance management processes including Make Your Primark (MYP), talent reviews, indicators of potential, calibration, delivering feedback and managing difficult conversations.

- Coach, develop and provide feedback to the Area P&C BPs on their performance and impact in driving the P&C Strategy and Purpose, positively influencing the Colleague experience, and driving people performance and progression.

- In collaboration with HOS drive MYP process and completion rates across the region.

- Take a lead role in delivering an objective calibration process, challenging assessment, results, and consistency of the MYP, talent review and succession planning process for Retail Management roles up to Area Manager level. Partner with the HOS to share results and recommendations with the Vice President, P&C.

- In partnership with the HOS regularly review structures to facilitate an equitable distribution of high performing talent (domestic and cross-border) up to Area manager level, including the development of a robust succession / talent pipeline plan and action to address underperformance.

- Support the Area P&C BPs as they partner with Area Managers to identify training needs and collaborate with COEs on solutions that enable our Store teams to reach their potential.

- Develop the Area P&C BP capability to operate as a trusted coach and advisor.

- Partner with the VP, People & CUlturre and L&D COE to agree learning support for the Business partnering and Store P&C teams to enable high performance and progression.

**Colleague Relations**

- Coach and develop Area P&C BPs and HOS in their role in advising / managing complex colleague relations (CR) matters and be an escalation path for issues they cannot resolve.

- Liaise with the CR COE team and external legal advice as required to resolve complex cases.

- Provide insights and coaching to the HOS to create and sustain a positive and inclusive culture and progressive CR environment.

- Support the Area P&C BPs to develop strategies and tactical plans to address any recurring performance themes.

**Operational Standards, Reporting and Governance**

- Responsible for the governance of people policy, process and practice and team understanding and adherence to regulatory, legal, compliance and audit requirements across the Region.

- Regularly review P&C regulatory, legal, compliance and operational and audit standards to identify risk and propose mitigation steps to the Head of Sales.

- Support Area P&C BPs in tackling issues arising from store KPI performance scores.

- Communicate with P&C LT and Retail LT insights on people matters that may require country-wide intervention.

- Regularly review the agreed KPIs of the Area P&C BPs, and Stores to identify insights and trends, and take action as appropriate with insight led decision-making.

**Business impact and change agent.**

- Support the Country P&C Leader to drive required activity to deliver the P&C strategy and purpose.

- Partner with the COEs and Central P&C teams to drive local implementation of global ways of working, policy, and practice in support of the people agenda, P&C strategy, and purpose.

- Lead the delivery of projects and organisational change and act as a champion for change.

- Share strategies with the Area P&C BPs, Cluster/Store BPs, and the broader P&C community, to support best practice and leverage learning opportunity.

- Drive self and others to identify opportunities for strategic thinking / value add activity that improves business performance and/or P&C operational effectiveness.

- Role model the use of data, insights, and research to influence decision making and alignment of P&C priorities to the business Future Amazing strategy.

- Continuously develop commercial and business insight and listen to the business needs.

- Use analysis, judgment, subject matter expertise, functional leadership, in-the-moment decision-making to solve problems that prevent us from delivering our Customer Promise.

- Develop and maintain external networks that allow leading edge P&C knowledge and ideas to be shared in the business.

**What You’ll Get**

We’re committed to your success and will provide you with an onboarding period. Here, you’ll be empowered to succeed. As we rapidly expand across the globe, we’ll give you the tools that you need to excel.

**What You’ll Bring**

To be successful in this role, you must have a minimum of 10+ years’ professional experience, including 2+ years in a multi-management HR role, preferably in the retail sector.

Preferably having held other business partnering or HR senior roles in the retail sector. Previous line management experience.

- A big (and strategic) thinker, able to deal with ambiguity.

- Excellent communication and consultative skills and highly effective in stakeholder engagement and influencing persuasively at all levels.

- Experienced in leading teams through change and transformation.

- Established leadership and coaching skills.

- Excellent organizational skills and the ability to manage multiple high-priorities in a fast-paced environment.

- Strong analytical and problem-solving skills with a high degree of commercial acumen.

- Experience working in a fashion retail environment a distinct advantage.

- Working with Others

- A credible and confident communicator who influences with passion and energy, inspiring and engaging people in their vision.

- Adopts a flexible communication style to build internal and external networks and partnerships that matter for the business.

- Establishes trust and credibility across the function, collaborating and operating with confidentiality and diplomacy.

- Leads a team that enables the business and drives a culture of high performance and growth, focusing commitment to deliver to an aligned P&C, and Business purpose and goals.

- Coaches and develops Area BPs in their role as a Line Manager, building their skills and confidence to enable the development of a P&C talent pipeline.

- Create a learning culture and talent pipeline within P&C by role modelling self-development to help build professional experience and technical knowledge.

**Decision Making**

- Sets direction for the people and culture team and simplifies complexity to enable shared understanding.

- Develops strategies and makes decisions with pace and confidence.

- Role models an environment of trust and engages the right stakeholders in decision making.

- Coaches others to consider the impact of decisions on the business and the people.

**Self-Direction and Agility**

- Promotes a culture of optimism, enthusiasm, and mutual support.

- Demonstrates resilience and tenacity, adapts, and develops plans when faced with complex challenges.

- Drives Primark to deliver key priorities that recognise changing external influences.

- A natural self-starter who encourages and supports the same in others.

- Sets ambitious goals and is driven to develop self and others.

- Participate in two-way coaching with the HOS on great leadership, people management skills and continued commercial awareness.

**Customer Experience**

- Uses insights and industry knowledge to deliver strategies for colleague development that anticipate and respond to future changing customer expectations.

- Inspires a customer-centric culture, encouraging others to continuously develop industry knowledge and awareness of people and culture practice.

- Focuses the Area BP team on driving the customer promise.

- Understands the factors that impact colleague engagement and challenges the Area BP team on delivery of the optimum colleague experience.

**Innovation**

- Creates an environment in which innovation and creativity can flourish, encouraging the Area BP team to give people freedom to change and improve things.

- Challenges and supports others to implement plans for managing and responding to innovative ideas and business opportunities.

- Supports and encourages the team to deliver incremental change, encourages a mindset of making a difference every day.

- Encourages the team to identify innovative ideas that improve effectiveness and efficiency.

**Location: ** This is a regional role which covers a multi-area / multi-state geography. The role is based out of Chicago / Dallas / Sunrise and currently covers a remit including the Midwest, Southeast, and Texas.

**Hybrid Working: **This role is primarily on-site with a minimum of four days per week on-site. 1-2 days per week working from their home location and the balance either in local stores or traveling.

The pay range for this role is: $135,000 – $205,000

**Travel: ** Will require travel extensively in US and or other countries when requested by the role. Approximately 30-40% travel depending on the time of the year. Primary travel will be within the region in-scope and to the US Headquarters in Boston. International travel is very limited.

Our fashion isn’t one-size-fits-all and neither is our culture. Primark promotes equal employment opportunity, we strive to create an inclusive workplace where people can be themselves, access opportunities and thrive together. Excited? Good. There’s real accountability and ownership here as you shape your store, team’s futures, and steer sales. It’s energizing to put your skills to work, in a growing local and global business committed to helping people express themselves- and feel a sense of belonging. Because you thrive outside your comfort zone. Apply today to start your Primark journey!

Primark is an equal opportunity employer. Primark does not discriminate against applicants or employees on the basis of race, color, religion, sex, disability, age, sexual orientation, gender identity, national origin, veteran status, genetic information, or any other characteristic protected by law. Primark is committed to providing access, equal opportunity, and reasonable accommodation for individuals with disabilities in employment. To request reasonable accommodation to participate in the job application or interview process, please email USACareers@primark.com with your request. This email is not for general employment inquiries or correspondence. We will only respond to those requests that are related to accessibility of the online application system due to a disability.

**REQ ID: ** JR-8723

TEAM LEADER

Linkus Group - Recruitment Partners for Growing Companies

We help founders and leadership teams at companies (1-250 employees) hire the right
Linkus Group is a high-touch and well-connected agency firm who is proud to support startups, scale-ups and SMBs looking to make a big impact.

We work with Founders, Startups and SMBs 1-100 to help make the best early hires in Executive, Technology, Revenue and Operations roles. We work with a select few companies to maximize our customer's internal time and productivity.
Our number one KPI here at Linkus is repeat business.

Linkus’ highly personalized and dedicated approach to customer success has been instrumental in our growth. We bring a group of industry experts who understand the transition from startup to scale-up first-hand, and focus on building a successful recruiting strategy. From writing job descriptions to candidate experience to employee onboarding, Linkus’ recruiting experts will weave industry expertise into the hiring process every step of the way.

The feedback we get from our recruitment strategy is that the experience and successes surpass that of other firms, which have resulted in our 96% retention rate.

By working with us, you will advance your hiring objectives for positions in:
ENGINEERING
SALES
MARKETING
OPERATIONS
TECHNOLOGY
REVENUE
AND EXECUTIVES.

- GROW ACROSS CANADA AND THE UNITED STATES -

Why do candidates love to work with us?
For one, we’re experts in FIT and help place candidates on teams where they’ll thrive. You spend 90K hours in your lifetime at work so landing a “job” isn’t good enough. You’re looking for the right career path.

Top 100 Tech Companies to Watch in 2023 | Featured on @Foundersbeta | Transforming Industries and Innovating the Future

*NOTICE TO CANDIDATES: RECRUITMENT FRAUD ALERT: Linkus Group has been made aware of phishing scams using our company name. We Do Not Send Text Messages. Ignore and Delete Any Suspicious Communications Claiming to Be Us.*

Industry: Staffing and Recruiting
Company Size: 2-10 employees

Linkus Group

HR Director

**Orange County, CA | Hybrid (2 Days Onsite) **

We’re partnering with a growing organization seeking a hands-on HR Director to build and lead a scalable HR function supporting a large, multi-state hourly workforce. This is a high-impact leadership role with strong visibility across the organization and direct partnership with executive leadership.

This opportunity is ideal for an HR leader who thrives in fast-paced environments, enjoys building structure from the ground up, and brings deep expertise in California employment law, employee relations, and workers’ compensation.

What You’ll Lead

- Build and improve HR processes, policies, and infrastructure

- Serve as the internal expert on California wage & hour compliance

- Lead complex employee relations matters and workplace investigations

- Oversee workers’ compensation programs, claims, and return-to-work processes

- Partner with leadership to drive consistency, accountability, and operational excellence

- Ensure compliance across a multi-state workforce environment

What We’re Looking For

- 7–10+ years of progressive HR experience, including leadership

- Deep knowledge of California labor laws and wage & hour compliance

- Strong employee relations and investigations experience

- Workers’ compensation administration expertise

- Experience supporting high-volume hourly workforces

- Proven ability to build or transform HR infrastructure

Why Join

This is a chance to step into a foundational HR leadership role where you’ll have real ownership, executive exposure, and the opportunity to shape HR strategy, compliance, and culture across a growing organization.

Human Resources Director

Company Confidential® is a curated knowledge platform focused on strategic research, insight leadership, and industry intelligence.
Founded in 2014, we are independently owned and operated at companyconfidential.net.

📩 General enquiries: info@companyconfidential.net

Industry: Research Services
Company Size: 2-10 employees

Company Confidential

**The Opportunity **

This is a rare chance to step into a high-impact, people leadership role at a critical inflection point in our growth. As Head of Human Resources for the U.S., you will serve as a true strategic partner to senior leadership, shaping culture, driving organizational effectiveness, and building the people infrastructure that will carry us into our next chapter.

We are a global organization with a strong pipeline, a rapidly scaling U.S. presence, and a genuine commitment to building a world-class employee experience. This role sits at the intersection of strategy and execution and offers the autonomy and visibility that senior HR leaders thrive in.

If you are energized by complexity, passionate about people, and ready to leave a meaningful mark on a growing organization, we want to hear from you.

**What You'll Do **

Strategic Partnership & Organizational Leadership**

- Serve as the senior HR leader and trusted advisor to U.S. business leaders and employees

- Partner closely with the executive team to align people strategies with business goals

- Lead organizational design, workforce planning, and succession planning initiatives

- Drive change management and transformation efforts across multiple sites and functions

Talent & Culture**

- Develop and execute strategies to attract, develop, engage, and retain top talent

- Foster a high-performance culture grounded in the organization's values

- Champion diversity, inclusion, and a collaborative employee experience

- Lead employee engagement initiatives and culture-building programs

People Operations & Compliance**

- Provide guidance on employee relations, performance management, and complex HR matters

- Ensure HR practices are compliant with federal, state, and local employment laws

- Partner with Talent Acquisition, Compensation, L&D, and HR Operations teams

- Utilize HR analytics and workforce insights to drive data-informed decision making

Global Collaboration**

- Partner with global HR and business leaders to align practices across geographies

- Build cross-functional relationships across the U.S. and internationally

- Support leadership development and strengthen management capability organization-wide

**What You'll Bring **

- Bachelor's degree required; Master's degree or MBA preferred

- 12+ years of progressive HR leadership experience, with a track record of operating at the senior level

- Industry background in life sciences, pharmaceutical manufacturing, or a similarly regulated environment experience required

- Experience supporting manufacturing operations, technical operations, or corporate functions in a global organization

- Proven ability to influence and partner with senior and executive leadership

- Deep expertise across organizational design, talent management, leadership development, employee engagement, and change management

- Experience in a global matrix environment with multi-geography collaboration

- Strong business acumen, equally comfortable with strategic vision and hands-on execution

- Exceptional communication and relationship management skills

- Strong analytical capability with experience leveraging HR data and workforce insights

- Solid knowledge of U.S. employment law and HR best practices

**Why This Role Stands Out **

** **

- High visibility and a genuine seat at the table with senior leadership

- Opportunity to build and scale HR infrastructure during a pivotal growth phase

- Global organization with meaningful cross-cultural exposure

- A people-first leadership team that values HR as a true business partner

- Competitive compensation and benefits package

*This is a confidential search. Further details about the organization will be shared with qualified candidates.*

Senior Director Human Resources

1. About Our Client:The organization operates a fundraising platform and donor management system serving nonprofit organizations globally. It addresses challenges nonprofits face in effectively raising funds and managing supporters. Since 2014, the platform has supported over 100,000 organizations in securing more than $3 billion in donations. The company maintains a profitable, bootstrapped business model with a distributed team across multiple states and countries. It is recognized for its software as a leading solution in fundraising and donor management based on verified customer reviews.

2. About the Opportunity:The Director of Human Resources is a senior leadership role responsible for overseeing core People operations, including HR functions, employee relations, performance management, and talent acquisition. This position acts as a strategic partner to drive high organizational performance and build effective teams. The role requires a pragmatic, business-oriented HR leader with experience managing outside HR functions, capable of operating in a fast-paced environment and contributing to organizational growth and culture.

3. Responsibilities:• Establish and maintain a culture of excellence, accountability, and continuous improvement.

• Provide practical, objective guidance to managers on organizational and people challenges.

• Lead performance management processes, ensuring fair and consistent outcomes.

• Oversee talent acquisition strategies and operations to attract high-performing candidates.

• Manage employee relations and conflict resolution professionally and objectively.

• Improve HR systems, policies, and reduce bureaucracy to maintain operational efficiency.

• Ensure HR policies comply with U.S. labor laws and promote equal opportunity.

• Lead initiatives affecting organizational structure, career development, and compensation benchmarking.

• Demonstrate consistent discipline and reliability in all responsibilities.

4. Requirements:• Bachelor’s or Master’s degree in Human Resources, Business Administration, or related field.

• Experience managing teams outside HR, with understanding of business operations.

• At least 7 years in HR, including 3 years in senior HR or People Operations roles, preferably in high-growth companies.

• Strong knowledge of U.S. labor law, EEO compliance, and HR best practices.

• Skilled in managing complex employee relations impartially.

• Effective communication skills with ability to influence and support all organizational levels.

• Ability to execute in a dynamic environment, balancing strategic and hands-on work.

• Commitment to a merit-based, respectful workplace.

Preferred:• Experience in SaaS or fast-growing startups.

• Familiarity with international HR operations.

• Expertise in process improvement and HR technology.

5. Pay Range and Compensation Package:• The pay range and compensation package for this role will be determined based on the candidate’s experience, skills, and other relevant factors.

Equal Opportunity Statement: Our client is an equal opportunity employer. They celebrate diversity and are committed to creating an inclusive environment for all employees. All qualified applicants will receive consideration for employment without regard to race, color, religion, gender, gender identity or expression, sexual orientation, or national origin.

Note:RemoteHunter is not the Employer of Record (EOR) for this role. Our purpose in this opportunity is to connect exceptional candidates with leading employers. We help job seekers worldwide discover roles that match their goals and guide them to complete their full application directly through the hiring company’s career page or ATS.

Director of Human Resources

Carter’s, Inc. is the largest branded marketer in the United States and Canada of apparel and related products exclusively for babies and young children.  The Company owns the Carter’s and OshKosh B’gosh brands, two of the most recognized brands in the marketplace.  These brands are sold in leading department stores, national chains, and specialty retailers domestically and internationally.  They are also sold through nearly 1,000 Company-operated stores in the United States and Canada and on-line at www.carters.com, www.oshkosh.com, and www.cartersoshkosh.ca.  The Company’s Just One You, Precious Firsts, and Genuine Kids brands are available at Target, its Child of Mine brand is available at Walmart, and its Simple Joys brand is available on Amazon.com.  The Company also owns Skip Hop, a global lifestyle brand for families with young children.  Carter’s is headquartered in Atlanta, Georgia.  If you dream of working with innovative colleagues who support and inspire you, Count on Carter's.

Industry: Retail Apparel and Fashion
Company Size: 10,001+ employees

Carters Inc.

**Serving the needs of all families with young children, **Carter’s Inc. is the largest North American apparel retailer exclusively for babies and young children, encompassing Carter’s, OshKosh B’gosh, Skip*Hop and Little Planet brands. Meaningful work, constant learning, genuine people, and a community guided by core values that promote inclusion and innovation is in everything we do. There are many reasons to build your career at Carter's.

**How You'll Make An Impact**

The Regional Senior HR Manager (West Coast Retail Stores) is a strategic and hands-on HR leader responsible for driving a people-first, inclusive, and high-performance culture across a multi-site retail region. This role serves as a trusted thought partner to Regional and Field Leaders, translating business objectives into effective talent and organizational strategies.

As a change champion, the Regional Senior HR Manager provides full-cycle HR leadership - coaching leaders, strengthening engagement, mitigating risk, and developing future-ready talent - while modeling Carter’s core values and building trust at every level of the organization.

This person must be based in California with the ability to travel up to 25% to retail stores within the region and 4x annually to headquarters in Atlanta, GA.

Employee Relations (50%):

- Develop and implement people strategies that enhance organizational effectiveness, employee engagement, and operational performance

- Serve as a strategic advisor to Regional Vice Presidents, Directors, and District Leaders on performance management, workforce planning, and succession strategies

- Lead and conduct complex employee relations investigations, ensuring timely resolution, consistent documentation, and compliance with company policy and employment law

- Champion a proactive, positive employee relations approach that promotes trust, transparency, and open communication across the region

- Coach and guide leaders on corrective action, performance improvement plans, and difficult employee conversations, ensuring consistency

- Support leader guidance for performance review processes, ensuring quality feedback and development planning

- Educate and train leaders on company policies, talent best practices, and relevant employment legislation

- Partner cross-functionally to identify trends, address root causes, and implement long-term solutions to prevent recurring issues

Talent Development / Planning (30%):

- Lead and execute regional talent strategies to build a strong, diverse leadership pipeline aligned to current and future business needs

- Partner with Regional and Field Leaders to develop and maintain robust succession plans at the District Manager and Store Management levels

- Collaborate with HQ Talent Acquisition to drive recruiting strategies, including sourcing, interviewing, and selection for critical stores and District Manager roles

- Champion high talent standards by identifying, developing, and promoting leaders who embody the company’s culture and values

- Partner with Learning & Development to deliver leadership development programs that improve retention, engagement, and readiness for advancement

- Provide ongoing, actionable feedback and career coaching to District Managers and Store Leaders to accelerate performance and growth

- Support employer branding and outreach initiatives that strengthen talent pipelines and promote diversity

HR Process / Operations (20%):

- Analyze people and business metrics (e.g., retention, engagement, turnover, employee experience) to identify trends and recommend data-driven solutions

- Leverage people analytics to anticipate workforce risks and support strategic decision-making

- Lead and support change management efforts related to organizational initiatives and business transformations

- Champion company diversity and inclusion initiatives through education, leader capability-building, and inclusive organizational practices

- Monitor employee engagement and sentiment, proactively addressing issues and driving action plans to improve retention and performance

- Provide HR leadership support at regional, district, and company-wide meetings, including content development and platform presentations

**Must Have**

**WE'D LOVE TO HEAR FROM YOU IF:**

- Ability to travel up to 30%

- 10+ years of progressive HR experience with significant focus on employee relations

- Proven experience supporting multi-site retail or field-based organizations

- Deep knowledge of employment law, ER investigations, and performance management

- Demonstrated ability to influence senior leaders and drive change in fast-paced environments

- Valid driver’s license

**Preferred**

- Bachelor’s degree in Human Resources, Business, or related field

- Prior retail management or operations leadership experience

- Experience leading large-scale change or transformation initiatives

**Make a Career At Carter's**

- Career Development: Success starts from within, and we have several paths from which you can choose to enhance your career evolution. From Carter’s University to Toastmasters to mentorship programs and more, we encourage you to utilize these tools to elevate your professional prowess.

Compensation for this position ranges from $140,000 - $170,000 annually based on skills and experience.

~~Carters is committed to creating a diverse environment and is proud to be an equal opportunity employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, gender, gender identity, sexual orientation, national origin, genetics, disability, age, veteran status, or any other status protected by federal, state, or local law.~~

Regional Senior HR Manager (West Coast Retail Stores)

Find Human Resources Business Partner jobs in United States with Savvy's AI Recruiter. Browse opportunities from top companies and get matched with roles that match your skills using our intelligent recruitment system.