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Industry: Software Development
Company Size: 11-50 employees

RemoteHunter

Savvy Admin PROD

1. About Our Client:The organization operates in the identity and fraud prevention industry, addressing challenges related to securing user experiences while preventing fraudulent activities. It offers a platform that integrates advanced fraud detection, machine learning-driven risk assessment, and real-time decision-making to manage customer journeys effectively. The company supports global operations with a scalable approach.

2. About the Opportunity:The Director of Human Resources is responsible for leading the people function to support a growing, global team. This role acts as a strategic partner to senior leadership, focusing on talent strategy, organizational development, and cultivating a high-performance culture. The position oversees the entire HR lifecycle, ensuring that people practices are aligned with business growth and compliance across multiple regions.

3. Responsibilities:• Advise the executive team on workforce planning, organizational design, and leadership development.

• Manage and develop Recruiting and HR Operations teams, setting goals and priorities.

• Act as senior HR business partner across key regions including United States, Latin America, Japan, and EMEA.

• Design and implement HR programs to attract, develop, and retain talent.

• Promote a culture of inclusion, accountability, and continuous growth.

• Oversee compensation and benefits strategies to maintain competitive and equitable structures.

• Lead performance management processes including goal-setting, feedback, and career development.

• Manage employee relations consistently and in compliance with legal standards.

• Collaborate with Finance, Legal, and departmental leaders on headcount planning and organizational initiatives.

• Utilize HR data and analytics to inform decisions and report workforce metrics.

4. Requirements:• Over 10 years of progressive HR experience, including 4 years in senior HR leadership.

• Experience in high-growth B2B SaaS, cybersecurity, or technology sectors.

• Proven ability to build and scale HR functions internationally, with knowledge of US, Latin America, Japan, and EMEA markets.

• Track record of leading organizational change and culture development in dynamic environments.

• Experience partnering with Sales, Engineering, and Product leadership.

• Expertise in talent acquisition, learning and development, total rewards, employee relations, and compliance.

• Strong business acumen to align HR strategy with company goals.

• Excellent interpersonal and communication skills for influencing across all levels.

• Proficiency with HRIS platforms and workforce analytics.

• Knowledge of multi-jurisdictional employment laws, especially US law.

• Ability to work strategically and operationally.

5. Pay Range and Compensation Package:• The OTE salary range for this position is $175,000 - $200,000.

• Individual compensation is based on qualifications, experience, location, and business needs.

• The company offers a competitive benefits package including equity, health coverage, and flexible work arrangements.

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

Industry: Business Content
Company Size: 51-200 employees

A Hiring Company

**Human Resources Director **

**TITLE: ** Human Resources Director                                    **DEPARTMENT: ** Human Resources

**CLASSIFICATION: ** Exempt                                               **Rate Range: **28

**REPORTS TO: ** CFO**SUPERVISES: ** Yes **Position Summary **The Director of Human Resources leads all HR functions, ensuring alignment with organizational goals and full compliance with employment laws. This role partners with leadership to drive HR strategy, enhance employee engagement, and support a high-performing workplace culture. **Key Responsibilities **

- Lead and manage all HR operations, including strategy, policies, and departmental goals

- Oversee compensation, benefits, payroll, and performance management programs, including the processing of payroll when needed

- Ensure compliance with all federal, state, and local employment laws and reporting requirements

- Direct talent acquisition, workforce planning, on-boarding, and retention efforts

- Manage employee relations, including investigations, conflict resolution, and risk mitigation

- Develop and train leadership on HR practices, performance management, and culture initiatives

- Evaluate and improve HR systems, processes, and overall organizational effectiveness

- Maintain accurate HR records and oversee compliance-driven documentation

- Promote employee engagement and a positive workplace culture

**Qualifications **

- Bachelor's degree in HR, Business, or related field

- SHRM-CP/SCP or PHR/SPHR certifications required

- 5+ years of HR experience, including 3+ years in a leadership role

- Experience supporting senior leadership and managing teams

- Strong background in compensation, benefits, employee relations, and compliance

- Payroll experience required

**Core Competencies **

- Deep knowledge of employment laws and HR best practices

- Strong leadership, coaching, and problem-solving skills

- Excellent communication and interpersonal abilities

- Highly organized with the ability to manage multiple priorities

- Strategic thinker with a focus on continuous improvement

**Work Environment **

- Hybrid schedule (in-office Monday–Thursday)

- Standard office environment with minimal safety hazards

~~This job description does not list all the duties of the job.  You may be asked by supervisors or managers to perform other duties.  You will be evaluated in part based upon your performance of the tasks listed in this job description. The employer has the right to revise this job description at any time.  The job description is not a contract for employment, and either you or the employer may terminate employment at any time for any reason.~~

**Compensation details: ** 100000-125000 Yearly Salary

Human Resources Director

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.

STARZ (www.starz.com), a Lionsgate company, is a leading global media streaming platform committed to delivering premium content that amplifies narratives by, about and for women and underrepresented audiences. STARZ is home to the highly rated and first-of-its-kind STARZ app that offers the ability to stream or download STARZ premium content, as well as the flagship domestic STARZ® service, including STARZ ENCORE, 17 premium pay TV channels, and the associated on-demand and online services. In 2018, STARZ launched its international premium streaming platform STARZPLAY, now LIONSGATE+, to provide subscribers access to bold, curated storytelling. LIONSGATE+, coupled with the STARZPLAY ARABIA joint venture in MENA and Lionsgate Play in South and Southeast Asia, has a footprint that extends across the globe. STARZ and LIONSGATE+ are available across digital OTT platforms and multichannel video distributors, including cable operators, satellite television providers, and telecommunications companies around the world. In February 2021, STARZ launched #TakeTheLead, a multi-faceted and innovative inclusion initiative expanding its existing efforts to improve representation on screen, behind the camera and throughout the company.

Industry: Entertainment Providers
Company Size: 501-1,000 employees

Starz

**Job Description**

The Director, HR Business Partner supports staff-level employees across the organization (all roles below Vice President), partnering closely with managers and directors to identify, develop and implement talent strategies. This role blends strong day-to-day HR partnership with hands-on execution in a lean HR function—owning employee relations, performance guidance, and core talent processes, while also supporting key administrative workflows.

**Key Responsibilities**

**HR Business Partnership (Staff-Level Support)**

- Serve as the primary HR partner for assigned client groups and staff-level employees (non-VP population).

- Coach people leaders on performance expectations, feedback, team dynamics, and day-to-day people decisions.

- Provide guidance on HR policies, processes, and best practices; ensure consistent application across teams.

- Partner with business leaders on organizational design, workforce planning, and headcount management

- Build trusting relationships with employees and leaders; act as a reliable point of contact for HR support.

- Coordinate with shared services teams to ensure the effective delivery of HR programs and services.

- Leverage understanding of key drivers of the business to achieve effective HR solutions aligned to organizational goals

**Employee Relations & Performance Support**

- Manage employee relations issues, including intake, documentation, investigations (as needed), and resolution, partnering with HR leadership and Legal when appropriate.

- Guide managers through performance conversations, corrective action, performance improvement plans, and terminations.

- Help identify trends in engagement, turnover, or performance and recommend practical interventions.

**Talent Processes (Hiring, Onboarding, Development)**

- Partner with Talent Acquisition and hiring managers to support recruiting for staff-level roles: role scoping, interview and feedback process, , and offer alignment.

- Support onboarding for new hires, including manager guidance (as needed) and employee check-ins to drive early success.

- Contribute to performance review cycles, calibration support, and development planning below VP level.

- Promote internal mobility and career development by helping clarify levels, expectations, and growth paths.

**HR Administrative Execution (Team Support)**

Manage and execute employee lifecycle changes (job changes, transfers, promotions, manager changes, exits) with accurate documentation and system updates, including:

- Ensuring employee data is accurate in Workday by submitting job changes, position updates, and terminations and auditing employee data.

- Generating letters and other documentation, such as case notes, performance improvement plans, corrective action notices, relocation letters, and other documents in alignment with internal templates and processes.

- Ensuring exit process is completed, including sending exit packets.

- Submitting employment, severance, and retention agreement requests to legal, circulating for execution, and updating systems with agreement terms, such as one-time payment requests and agreement tracking.

- Following internal policies and controls around handling employee data and documents and ensuring employee files are updated.

- Submitting job requisitions to Talent Acquisition.

- Ensuring position management in Workday is updated through regular auditing and updating position details.

- Partnering with HRIS on metrics and reporting (headcount, turnover, case logs, trend analysis, etc.) for client groups and leadership to create actionable insights

- Partnering with HRIS on opportunities to streamline workflows, update SOPs, and improve templates/tools.

**Culture, Engagement & Change Support**

- Partner closely with the Learning and Development team to support engagement initiatives, assess employee/manager training needs, identify opportunities for broader skill development needs/gaps

- Assist with organizational changes (team shifts, new people leaders, policy updates) by helping leaders communicate clearly and implement smoothly.

- Model company values and help foster an inclusive, respectful workplace.

**Required Qualifications**

- 8+ years of progressive HR experience, including substantial HRBP work.

- Demonstrated experience supporting a broad employee population (exempt and non-exempt preferred) in a fast-paced, corporate environment.

- Strong business acumen and solid skills in employee relations, performance management, coaching, and HR documentation.

- Comfortable balancing high-touch employee support with operational follow-through and administrative tasks.

- Strong judgment, discretion, and ability to handle sensitive matters appropriately.

- Working knowledge of HR compliance basics and employment practices; ability to escalate thoughtfully.

- Ability to collaborate with employees at all levels.

- Possess high level of curiosity and strong critical thinking skills.

- Bachelor’s degree or equivalent experience required (HR certification a plus).

**Compensation**

$150,000 - $170,000

**About STARZ**

STARZ (NASDAQ: STRZ) is the leading premium entertainment destination for women and underrepresented audiences, and home to some of the most popular franchises and series on television. STARZ offers a robust programming mix for discerning adult audiences, including boundary-breaking originals and an expansive lineup of blockbuster movies, and is embodied by its brand positioning “We’re All Adults Here.” Complementary to any platform or service, STARZ is available across a wide range of digital OTT platforms and multichannel video distributors and is a bundling partner of choice. STARZ is powered by an industry-leading advanced technology, data analytics and digital infrastructure and the highly rated and first-of-its-kind STARZ app.

**Our Benefits**

- Full Coverage – Medical, Vision, and Dental

- Annual discretionary bonus and merit increase

- Work/Life Balance – generous sick days, vacation days, holidays, and wellness days

- 401(k) company matching

- Tuition Reimbursement (up to graduate degree)

**EEO Statement**

~~Starz is an equal employment opportunity employer. All employees and applicants are evaluated on the basis of their qualifications, consistent with applicable state and federal laws. In addition, Starz will provide reasonable accommodations for qualified individuals with disabilities. Starz will consider for employment qualified applicants with criminal histories in a manner consistent with the requirements of applicable state and federal law. ~~

Director, HR Business Partner

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



Industry: Manufacturing
Company Size: 201-500 employees

Bigelow Tea

**Bigelow Tea is the number one specialty tea company in the United States. We are a family-owned and operated business and a Certified B Corporation. Being a certified B Corp officially recognizes a commitment that has been part of the company’s DNA since it was founded 80 years ago. Our purpose has always been about much more than making profits. We are committed to good citizenship, ethical business practices, accountability, transparency, protecting the environment, sustainability and supporting our communities. We pride ourselves in caring about each and every one of our employees. We have a long-term outlook and are constantly working to create an environment that inspires people to make positive contributions every day. Bigelow is currently looking for a select, talented individual, that shares our values, to join our growing team.**

**Summary**

The Senior Manager Human Resources & Safety will report to the Vice President of Human Resources and will be responsible for leading all human resources and safety functions across three manufacturing plants. The role also leads the safety strategy and program implementation across all functions. This role supports approximately 350 employees and partners closely with plant leadership to drive high performance and people focused culture aligned with the company’s long-standing values.

As a key member of the leadership team, this role champions employee engagement, safety excellence, compliance, and operational effectiveness while upholding the organization’s proud family owned heritage and commitment to employees, customers, product quality and the communities it serves.

**Job Description**

**Human Resources Leadership**

- Serve as the primary HR leader across three manufacturing plants.

- Partner with VP of HR, VP of Manufacturing, Plant Managers and leadership teams to align HR strategies with business objectives.

- Provide guidance on employee relations, performance management, and organizational development.

- Ensure consistent application of HR policies, practices, and employment laws across all locations.

- Lead talent acquisition efforts, including workforce planning, recruiting, and onboarding.

- Drive employee engagement initiatives that reinforce company culture and values.

**Employee Relations & Culture**

- Act as a trusted advisor to leaders and employees on sensitive and complex HR matters.

- Promote a positive, respectful, and inclusive workplace environment.

- Investigate and resolve employee concerns and workplace issues in a fair and timely manner.

- Support leadership development and coaching across all locations.

**Safety Leadership**

- Lead and oversee all safety programs across manufacturing plants and the corporate office.

- Ensure compliance with OSHA and other regulatory requirements.

- Partner with site HR and plant leadership to foster a proactive safety culture focused on prevention and continuous improvement.

- Analyze safety metrics and drive initiatives to reduce incidents and improve workplace safety.

- Coordinate safety training programs and ensure consistent implementation across all sites.

**Compliance & Risk Management**

- Ensure compliance with federal, state, and local employment laws and regulations across multiple states.

- Maintain and update HR and safety policies, procedures, and employee handbook.

- Manage audits, reporting, and documentation related to HR and safety compliance.

**Organizational Effectiveness**

- Support talent management processes including: performance management, goal setting, reviews, development planning, and succession planning.

- Identify training and development needs and coordinate learning initiatives.

- Drive continuous improvement in HR processes and systems.

**Multi-Site Coordination**

- Provide leadership and direction to dotted-line HR/Safety Leaders at each plant location.

- Ensure consistency in HR and safety practices while allowing for site-specific needs.

- Travel regularly to plant locations to build relationships and support on-site needs.

**Skills & Competencies Required**

- Strong interpersonal, relationship-building, negotiating, and conflict resolution skills.

- Ability to influence and partner with leaders at all levels of the organization.

- High level of integrity, discretion, confidentiality, and professionalism.

- Excellent analytical and problem-solving skills.

- Strong organizational and time management skills with the ability to manage multiple priorities.

- Willingness and ability to travel between locations as needed.

- Thorough knowledge of employment-related laws and regulations.

- Proficient with Microsoft Office Suite or related software.

- Proficiency with or the ability to quickly learn the organization’s HRIS and talent management systems.

- Bilingual in Spanish is required.

**REPORTING STRUCTURE**

- Provide functional leadership and guidance to plant HR & Safety Teams.

**EDUCATION And/or EXPERIENCE**

- Bachelor’s degree in Human Resources, Business Administration, or related field (or equivalent experience).

- 7–10+ years of progressive HR experience, preferably in manufacturing or multi-site environments.

- Strong knowledge of employment law, HR best practices, and safety regulations (OSHA).

- Proven experience in employee relations, talent management, and safety leadership.

- Experience supporting non-union environments required.

- SHRM-CP or SHRM-SCP highly desired.

**Travel Requirements**

- 10-20% (Domestic)

~~**Bigelow Tea is an Equal Opportunity Employer. Bigelow Tea does not discriminate on the basis of race, religion, color, sex, gender identity, sexual orientation, age, non-disqualifying physical or mental disability, national origin, veteran status, or any other basis covered by appropriate law. ** ~~

Sr. Manager Human Resources & Safety

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