At Dungarvin, we're not just a national company; we're a family of caring, passionate, and dedicated team members working together nationwide to offer top-notch, community-based support. Our mission is simple: We're here to provide exceptional assistance to individuals with intellectual and developmental disabilities, including those facing mental health, behavioral, or significant medical challenges.

What sets us apart is our commitment to tailoring our services to fit the unique aspirations, dreams, goals, and needs of each person we serve. We take pride in creating customized solutions that resonate with the individual, all made possible through the support of Medicaid and Community Support Waivers.

Since our humble beginnings in 1976 in the heart of Minnesota, we've grown to extend our reach to fifteen states. Whether through our dedicated field professionals or our corporate roles, we are driven by one core belief: 
empowering people with disabilities to unlock their full potential and enhance their quality of life.

Discover how Dungarvin can make a positive difference in your journey or the lives of your loved ones. 

Join our nationwide family and let us help you achieve your unique goals and dreams.

Industry: Individual and Family Services
Company Size: 5,001-10,000 employees

Dungarvin

Savvy Admin PROD

A LITTLE ABOUT US:

At Dungarvin, we are more than a provider of support services; we’re a mission-driven team rooted in respect, inclusion, and person-centered care. Since 1976, we’ve been dedicated to enhancing the quality of life for people with intellectual and developmental disabilities, including those with mental health, behavioral, or complex medical needs.

Our mission is simple but powerful: respecting and responding to the choices of people in need of supports. This mission guides everything we do; from creating individualized service plans to building strong partnerships with families, teams, and communities.

As a Dungarvin employee, you’ll be at the heart of that mission. You’ll help people live meaningful lives on their own terms; supporting their goals, honoring their choices, and empowering their independence.

With services nationwide, our team is united by a shared commitment to making a real difference; one person, one voice, one choice at a time.

Join our nationwide family and let us help you achieve your unique goals and dreams.

**WE OFFER: **

- **Compensation: ** $95,500 Annually Fixed Rate. Plus bonus potential

- **Work Environment: ** This is a remote role, but candidates must be based in Austin, TX; Houston, TX; or Baton Rouge, LA.

- **Travel Statements: ** Frequent travel required. Expect heavy travel during the first 3–6 months (multiple trips per month with overnights) to build relationships and stabilize operations, followed by approximately 25–50% ongoing travel across Texas and Louisiana, with potential expansion to Kentucky or Oklahoma.

- **Work Schedule: ** Typically, 8 AM – 5 PM CST, with flexibility as needed to meet deadlines or support initiatives across assigned Region.

- **Team Culture **:  A collaborative, trust-driven, and change-oriented, focused on building alignment, developing HR talent, and guiding diverse teams through thoughtful, phased transformation.

- **Retirement Plan: ** 401 K plan with employer match after one year of service.

- **Time Away: ** PTO that increases with tenure, PTO donation options, and paid sick leave

- **Company-Provided Hardware and Cellphone Stipend: ** All necessary equipment will be provided, along with a monthly stipend for cell phone expenses.

- **Insurance & Health: ** Medical, dental, and vision coverage, pet insurance, supplemental insurance options, and flexible spending and health savings accounts (FSA and HSA). Plus, 100% company-paid long-term disability and life insurance.

- **Employee Perks: ** National Brand Discounts, Employee Referral Program, and Employee Assistance Program

- **Job Mobility: ** Dungarvan’s multi-state footprint allows internal job mobility nationwide.

- **Mileage Reimbursement: ** $0.50 cents per mile

**Job Description**

As the Human Resources Director, you will lead HR strategy across Texas and Louisiana, with potential expansion into additional states, while developing a team of HR Business Partners. You’ll serve as a trusted advisor to senior leadership, aligning people strategies with business goals in a complex, multi-state environment shaped by growth and acquisitions.

This hands-on role focuses on guiding HRBPs through employee relations, risk management, and operational challenges. Success comes from building trust, driving alignment, and leading thoughtful, long-term change in a region that requires consistency and stability.

**WHAT YOU'LL DO**

- **Employee Relations & Risk Management: **Guide HRBPs through complex employee relations, investigations, and compliance matters while ensuring consistent, fair practices.

- **Retention & Workforce Insights: ** Analyze turnover and workforce trends to identify risks and implement strategies that improve retention and stability.

- **Operations Partnership: ** Collaborate with Regional and State leaders to align HR initiatives with business goals, support workforce planning, and influence decision-making.

- **Transformation & Standardization: ** Lead HR integration efforts, standardize processes, and drive adoption of consistent practices across multiple states.

**Qualifications**

**MUST HAVE: **

- **Education: **  Bachelor’s degree in Human Resources, Business Administration, or related field.

- **HR Leadership Experience: ** 8+ years of progressive HR experience in multi-site or complex environments, including strategic planning, talent acquisition, workforce planning, change management, organizational development, and workers’ compensation

- **Leadership: ** Proven leader with 2+ years of experience managing HRBPs or equivalent roles, with proven performance management, coaching, and leadership influence.

- **HR Knowledge & Compliance: ** Strong knowledge of employment law and multi-state compliance, employee relations, performance management, D&I, succession planning, and organizational change.

- **Microsoft 365 &  Power BI: ** Proficiency: Advanced proficiency in Microsoft 365 (Word, Excel, PowerPoint, Outlook, Teams, and SharePoint), the ability to analyze data and create clear, actionable presentations

- **Business & Financial Acumen with Data-Driven Insights: ** Ability to connect HR strategy to operational and financial outcomes: including budgeting, P&L oversight, and workforce planning; while leveraging HR and financial data to generate reports, identify trends, and support strategic, data-informed decisions across the region.

**NICE TO HAVE:**

- **HR Technology Expertise: ** Experience with HRIS platforms such as Workday, UltiPro (Ultimate Software), or similar systems, along with familiarity with ATS and LMS platforms (e.g., Relias, Cornerstone).

- **Industry Experience: **Background in healthcare, human services, or other regulated, multi-state environments preferred.

- **Mergers & Organizational Integration Experience: ** Experience supporting HR activities during mergers, acquisitions, or organizational changes, including aligning policies, processes, and workforce structures to support smooth transitions

- **Professional Certifications: ** SHRM-CP, SHRM-SCP, PHR, or SPHR.

- **Additional credentials **: In Coaching, Mediation, or Project Management (PMP, CAPM)

**Additional Information**

**SKILLS CRITICAL FOR SUCCESS:**

- **HR Partnership & Execution: ** Translate business goals into actionable HR initiatives and implement solutions that drive performance.

- **Leadership & Influence: ** Build trust, coach HR team members and leaders, and navigate employee relations with professionalism.

- **Communication & Emotional Intelligence: ** Communicate clearly and confidently, adapt to audiences, and foster strong relationships.

- **Problem Solving & Adaptability: **Thrive in dynamic environments, balancing multiple priorities and delivering practical solutions.

- **Data & Operational Excellence: ** Use HR metrics and insights to guide decisions, improve outcomes, and support workforce planning.

- **Change & Continuous Improvement **: Lead change initiatives and process improvements with a solutions-oriented mindset.

- **Compliance & Integrity: ** Ensure fair, consistent, and compliant decision-making aligned with policies and laws.

**Why You’ll Love This Role**

This is a rare opportunity to build something meaningful from the ground up. You’ll bring together teams shaped by acquisitions, align them under one vision, and drive real transformation; not maintain the status quo. This role is perfect for a collaborative, curious, and relationship-focused leader who thrives in dynamic, evolving environments and wants to make a lasting impact on the employee experience.

**IMPORTANT INFORMATION:**

~~At Dungarvin, diversity and inclusion are a part of what makes our organization strong. Together, we can continue to work towards an inclusive culture that supports our employees and persons served. Compass, Cambrian and Dungarvin are affirmative action and equal opportunity employers. ~~

The deadline for internal applications is set for two weeks from the date of the job posting.

#DDIJ

HR Director

General Dynamics Ordnance and Tactical Systems provides the U.S. military and its allies around the world, an extensive range of weapons systems needed at all levels of strategic and tactical operations. For ground forces, we manufacture heavy machine guns, grenade launchers, crew-served weapons and munitions of all calibers. As well as family of lightweight vehicles for expeditionary and special forces. We produce weapons systems and ammunition for U.S. Navy shipboard applications. For airborne platforms, we produce weapons for fighter aircraft, including high-speed Gatling guns for all U.S. fixed-wing and rotary military aircraft. Our munitions portfolio covers the full breadth of naval, air and ground forces applications across all calibers and weapons platforms.

We have 6,000 employees and 26 facilities spread across the United States and Canada.

For more information on General Dynamics Ordnance and Tactical Systems go to www.gd-ots.com.

Industry: Defense and Space Manufacturing
Company Size: 1,001-5,000 employees

General Dynamics Ordnance and Tactical Systems

**Company Overview**

General Dynamics Ordnance and Tactical Systems (OTS) is a global leader in the design, engineering and production of munitions, energetics, weapons, armaments, and missile subsystems around the world. OTS empowers the U.S. military and its allies with an extensive range of overarching product segments applied across all levels of strategic and tactical operations, providing a cutting-edge advantage to our warfighters.

Our Ethos of Honesty, Trust, Transparency, and Alignment, are the guiding principles that form the foundation of everything we do. Integrity is paramount, innovation fuels our passion, customer satisfaction is at the core of our mission, and collaboration is key to our success - fostering a culture of teamwork and mutual respect among employees, partners, and stakeholders.

Whether you're just starting out on your career journey or are an experienced professional, we offer a robust total rewards package that goes above and beyond with compensation; healthcare, wellness, retirement, and work/life benefits that include career development and recognition programs.

If who we are and what we do resonates with you, we invite you to join our high-performance team!

**Job Summary**

Designs, implements and monitors a variety of human resource programs | Anticipates and plans for long-term human resource needs and trends in partnership with business management | Responsibilities are within the Human Resources Function as a generalist or in a combination of Disciplines

**Impact of the Role**

**General Profile**

- Provides leadership to managers and may also have professional staff.

- Must have at least one manager level direct report

- Is accountable for the performance and results of multiple related teams

- Develops departmental plans, including business, production and/or organizational priorities

- Decisions are guided by resource availability and organizational objectives

- Consistent exercise of discretion & judgment

**Essential Functions**

- Plans and oversees human resources functional operations, including talent acquisition, compensation, benefits, training, employee relations, safety, and compliance.

- Administers human resources programs and policies to reflect the organization's mission and values, support company goals, achieve objectives, and positively engage the workforce.

- Maintains broad and current subject matter knowledge and expertise in federal and state employment laws to advise leadership with solutions for human resources issues and evolving organizational needs.

- Leads and directs the work of other managers and has responsibility for personnel actions including hiring, performance management, and termination with concurrence from HR & General Managers.

**Required Qualifications**

- Required education and experience: Associate's Degree and 8-10 years' experience OR Equivalent Combination of Relevant Education &/or Experience

- Critical professional related technical skills; computer skills: Proficient in Microsoft Office (Excel, Word, PowerPoint)

**Preferred Qualifications**

- Preferred education and experience: Bachelor's Degree

- Discipline/Major: Human Resources, Business or related degree preferred

- Additional certifications: SHRM-SCP or SPHR preferred

- Knowledge, skills & abilities: Leadership skills. Compensation & Benefits. Employee Data Management. Employee Engagement. Employee Relations. Full-Cycle Recruiting. HR Policy Administration. HR Regulatory Environment & Compliance. Onboarding. Organizational Change Management. Performance Management. Programs Training. Program Development. Talent Assessment. HR Policy Development. HR Risk Management. Human Resource Management Systems (HRMS).

**Physical Requirements**

- Must be able to remain in a stationary position at a desk and/or computer for extended periods of time.

- Work primarily in a climate-controlled environment with minimal safety/health hazard potential.

**Travel Requirements**

Up to 25% travel likely.

**_____________________________**

The above statements describe the general nature and level of work only. The statements do not represent an exhaustive list of required responsibilities and skills. Other duties may be added or this job description may be amended at any time. This job description does not alter an employee's at-will employment status or create an employment agreement or contract, implied or otherwise.

Director, HR

Blue Cross Blue Shield of Massachusetts is a community-focused, tax-paying, not-for-profit health plan headquartered in Boston. We have been a market leader for over 80 years, and are consistently ranked among the nation's best health plans. Our daily efforts are dedicated to effectively serving our 3 million members, and consistently offering security, stability, and peace of mind to both our members and associates.
         
As an employer, we are committed to investing in your development and providing the necessary resources to enable your success. We are dedicated to creating an inclusive and rewarding workplace that promotes excellence and provides opportunities for employees to forge their unique career path. We take pride in our diverse, community-centric, wellness-focused culture and believe every member of our team deserves to enjoy a positive work-life balance.

Blue Cross Blue Shield of Massachusetts is an Independent Licensee of the Blue Cross and Blue Shield Association.

Blue Cross Blue Shield of Massachusetts complies with applicable federal civil rights laws and does not discriminate on the basis of race, color, national origin, age, disability, sex, sexual orientation or gender identity.

ATTENTION: If you don’t speak English, language assistance services, free of charge, are available to you. Call Member Services at the number on your ID Card (TTY: 711).

ATENCIÓN: Si habla español, tiene a su disposición servicios gratuitos de asistencia con el idioma. Llame al número de Servicio al Cliente que figura en su tarjeta de identificación (TTY: 711).

ATENÇÃO: Se fala português, são-lhe disponibilizados gratuitamente serviços de assistência de idiomas. Telefone para os Serviços aos Membros, através do número no seu cartão ID (TTY: 711).

Industry: Hospitals and Health Care
Company Size: 1,001-5,000 employees

Blue Cross Blue Shield of Massachusetts

**Ready to help us transform healthcare? Bring your true colors to blue.**

~~This role is eligible for our FLEX persona. Candidates must be able to work on Tuesday and Wednesdays each week in our Boston location.~~

The Role

**The Director, HR Business Partner ** is a senior-level individual contributor who serves as the primary people partner to assigned enterprise business units. This position operates as a highly strategic advisor, system integrator, and transformation partner, shaping how leaders build capability, drive performance, manage talent, and lead change. This role operates as enterprise connector, bringing real-time business intelligence, workforce insights, and leadership challenges forward to deliver business value.

**Key Responsibilities**

- Strategic Business Partnership: Serve as the primary people strategy advisor to senior leaders on organizational strategy, leadership capability, performance, culture, and transformation, translating business priorities into integrated people solutions.

- Enterprise Integration: Act as a core member of the People Strategy, Performance, and Experience function, representing assigned business units by elevating critical insights, sharing best practices, and informing enterprise prioritization.

- Matrixed Leader: Leads and mentors assigned People Consultant, through a strong matrixed reporting relationship in partnership with the Sr. Senior Director, People Strategy and Transformation, collaborating on priority areas that support the business.

- Talent, Performance & Leadership Enablement: Facilitate and lead the execution of enterprise talent systems, including performance management, talent reviews, succession planning, and pay-for-performance processes, while coaching leaders on fair and differentiated talent decisions.

- Workforce Insights & Risk Integration: Partner with People Analytics to identify engagement trends, retention risks, and performance trends, translating insights into preventive action plans.

- Inclusion & Belonging: Partner with leaders to cultivate an inclusive team culture, leveraging data to identify and address systemic barriers and championing I&B initiatives within assigned business units.

This document is not an exhaustive list of all responsibilities, skills, duties, requirements, or working conditions associated with the job. Employees may be required to perform other job-related duties.

**Qualifications**

- Bachelor’s degree or equivalent practical experience.

- Master's degree is preferred.

- 10+ years of progressive HR Business Partner experience.

- Demonstrated experience partnering with and influencing senior executives and leaders.

- Strong background in talent, workforce planning, performance management, and organizational effectiveness.

- Experience operating in complex, matrixed organizations.

**Key Competencies**

- Enterprise & Strategic Thinking: A systems perspective combined with strong business/financial acumen and long-term workforce planning skills.

- Consulting & Influence: Executive presence, deep diagnostic capability, and a trusted advisor mindset that allows you to act as a change champion.

- Integration & Execution: An ability to drive program alignment and change management with an enterprise-level portfolio mindset.

- Judgment & Ethics: High integrity, sound decision-making, and the ability to balance accountability with empathy.

- Client Relationship: Owns the client relationship, diagnoses unique strategic needs, and is accountable for the overall People outcomes in their BU.

**What You’ll Gain**

- The opportunity to be viewed as a trusted strategic partner by business leaders, with the ability to influence and drive innovative thinking.

- The ability to directly improve leadership and team capabilities while enabling higher-quality talent and performance decisions.

- A key role in strengthening the link between the enterprise people strategy and business needs, ensuring strong adoption of enterprise programs.

- The chance to strengthen the company culture, improve engagement outcomes, and reduce organizational risk.

**Minimum Education Requirements**

High school degree or equivalent required unless otherwise noted above

Location

Boston

Time Type

Full time

Salary Range: $192,600.00 - $236,500.00

The job posting range is the lowest to highest salary we in good faith believe we would pay for this role at the time of this posting. We may ultimately pay more or less than the posted range, and the range may be modified in the future. An employee’s pay position within the salary range will be based on several factors including, but limited to, relevant education, qualifications, certifications, experience, skills, performance, shift, travel requirements, sales or revenue-based metrics, and business or organizational needs and affordability.

This job is also eligible for variable pay.

We offer comprehensive package of benefits including paid time off, medical/dental/vision insurance, 401(k), and a suite of well-being benefits to eligible employees.

Note: No amount of pay is considered to be wages or compensation until such amount is earned, vested, and determinable. The amount and availability of any bonus, commission, or any other form of compensation that are allocable to a particular employee remains in the Company's sole discretion unless and until paid and may be modified at the Company’s sole discretion, consistent with the law.

**WHY Blue Cross Blue Shield of MA?**

We understand that the**confidence gap ** and**imposter syndrome ** can prevent amazing candidates coming our way, so please don’t hesitate to apply. We’d love to hear from you. You might be just what we need for this role or possibly another one at Blue Cross Blue Shield of MA. The more voices we have represented and amplified in our business, the more we will all thrive, contribute, and be brilliant. We encourage you to bring us your true colors, , your perspectives, and your experiences. It’s in our differences that we will remain relentless in our pursuit to transform healthcare for ALL.

As an employer, we are committed to investing in your development and providing the necessary resources to enable your success. Learn how we are dedicated to creating an inclusive and rewarding workplace that promotes excellence and provides opportunities for employees to forge their unique career path by visiting our Company Culture page. If this sounds like something you’d like to be a part of, we’d love to hear from you. You can also join our Talent Community to stay “in the know” on all things Blue.

At Blue Cross Blue Shield of Massachusetts, we believe in wellness and that work/life balance is a key part of associate wellbeing. For more information on how we work and support that work/life balance visit our "How We Work" Page.

Director, Human Resources Business Partner

Cyberx Info System's unique brand differentiation is our relentless focus on customer-centric mobile app development. Unlike competitors who take a one-size-fits-all approach, we immerse ourselves in understanding each client's business, users, and goals to create custom mobile apps that solve real problems and provide meaningful value. Our deep expertise in UX design, app architecture, and the latest development frameworks allows us to efficiently build high-quality, user-friendly apps that drive engagement and ROI. The main thing that sets us apart is our commitment to being a true partner - we don't just build apps, we build relationships and ensure long-term success

Industry: IT Services and IT Consulting
Company Size: 51-200 employees

CyberX Info System

- Director - HR Regional Center of Excellence US & Canada

- **Onsite or Remote: **Hybrid

- Seeking an experienced HR operations leader to join our organization as **Director, HR Regional Center of Excellence (RCoE) – US & Canada **. This is a senior leadership role for someone who thrives in environments where HR foundations are still being built and scaled—while simultaneously innovating for the future needs of a global workforce.

-

**About the Role **

As Director, HR Regional Center of Excellence – US & Canada, you will lead HR operations across a complex, multi‑entity region supporting **2,200+ employees **. You will lead a team of **20–25 HR professionals **, with **3–5 direct reports **.

Some HR capabilities are well established; others are still evolving. Your mandate is to **build durable infrastructure, improve consistency and reliability, and modernize service delivery—without slowing the business down **.

Customer service and relationship management are a large part of the scope of this role – customers include the HR Managers and General Managers of the Operations, the Global HR Center of Excellence team and HR Leadership – with regular collaboration meetings occurring to present KPIs, seek feedback on improvements.

This role operates at a high pace with significant scope and responsibility. The workload is meaningful, but so is the opportunity to make a visible, lasting impact. This is not a maintenance role—it is a build, scale, and transform role.

**Key Responsibilities **

**RCoE Leadership & Scope **

Lead and continuously evolve the US & Canada HR RCoE, with ownership for the following functions:

- Full‑cycle recruitment

- Pre‑Day 1 onboarding

- Employment branding

- Compensation administration

- Benefits administration (health and financial)

- Mobility (immigration, relocation, global assignments)

- Learning & Development system administration (Cornerstone LMS)

- Payroll and HR administration, including full owndership of Dayforce System

- HR systems collaboration with the global HRIS team managing SuccessFactors

**What You Bring: **

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

- 12+ years of progressive HR experience, including leadership in HR Operations, Shared Services, or RCoE environments

- Proven success leading and developing large HR teams (20+) in complex, multi-entity organizations

- Strong operational leadership across core HR functions, including recruitment, onboarding, compensation, benefits, payroll, and HR systems

- Experience supporting US & Canada with solid knowledge of employment laws and compliance

- Experience managing HR budgets, vendors, and supporting M&A integrations

- Strong stakeholder management skills and experience working in global, matrixed organizations

- Analytical, data-driven leader with strong communication and change management skills

- Experience with HR systems such as SAP SuccessFactors, Dayforce, or similar preferred

- HR certification such as SHRM-CP/SCP or HR Certification Institute PHR/SPHR preferred

- Compensation or Total Rewards certifications (CCP, GRP, CBP, TRP) preferred

- Bilingual capability preferred; French is a strong asset

- Executive presence with the ability to lead in fast-paced, evolving environments

-

Human Resources Director

Who we are: Vertex Solutions Inc. is a full service IT consulting company founded in 2001, specializing in IT Professional Staffing and e-business solutions. Vertex helps companies achieve business objectives by combining top-tier talent with proven processes and leading technology.
Our commitment to our customers is reflected throughout our approach. We are intensely selective in our hiring practices and our customer focus is reflected in all areas of our organization.
We support our customers and partners with highly experienced and Certified Professionals with many years of experience in solving real business problems under real-world constraints and timelines.

Mission Statement : Our main aim lies in meeting expectations of our customers, both clients and employees. We provide professional and comfortable environment where we strive to understand the requirements of our customers and offer solutions that best fit their needs. Our endeavor is achieve ultimate satisfaction of the customer through effective partnership of people and technology.

Industry: IT Services and IT Consulting
Company Size: 51-200 employees

Vertex Solutions Inc.

**Senior Director, HRIS **

**Full time, permanent **

**Hybrid in the Atlanta GA, Chicago IL or NYC areas **

Required:

- **Have experience in lean or mid-market environments **

- **Have owned HRIS / Workday environments end-to-end (not just projects or advisory work) **

- **Bring a balance of hands-on execution + leadership **

- **Can manage across multiple stakeholders/business unit **

Seeking a strategic, commercial, and highly engaged Senior Director of HRIS & HR Operations. In this role, you will be responsible for defining, driving, and executing an effective human capital technology strategy complete with solutions, execution roadmaps, and efficient technology-related services and operations.

This leadership role will be a member of the People & Culture Leadership Team and will focus on establishing HRIS as a strategic function, providing technology solutions that enable the leadership and management of our workforce across the employee lifecycle and drive the profitable and strategic growth of our enterprise, while facilitating impactful team member engagement Demonstrated experience with influencing leaders, change management, setting and executing on strategy, being a thought partner, and leading a team is required. The current HRIS team of 4 are subject matter experts and project managers of varying levels of experience and tenure, working in partnership with external vendors to deliver across the HRIS spectrum. Responsibilities of this role will include:**Operational Excellence: Lead and influence process and workflow optimization, scalability, project operations, and automation in support of continuous change **

- Evaluate and, as needed, re-define and re-shape the business process architecture in Workday

- Manage HRIS system disruptions as well as upgrades and enhancement requests

- Identify root causes and resolutions; Drive necessary system, usage, and process improvements to ensure data integrity

- Manage various HR technology operations, including data/system administration, training, and strong, effective end-user support, regular maintenance, and projects, ensuring appropriate resources are aligned with key priorities

- Ensure Standard Operating Procedures are fully developed, documented, legally compliant, communicated, and enhanced over time as appropriate, including data governance and purge routines

**Data & Analytics: Develop and interpret key metrics to translate business requirements into system solutions, tell stories about our people, and drive informed decisions **

- Analyze data, identify trends, and provide relevant insights to recommend fact-based people decisions

- Analyze and report metrics on HR systems usage and value to drive critical decision-making

**Strategic & Commercial Partnership: Lead the planning, development, communication, and implementation of HR technology, workforce management, and engagement strategies alongside senior leadership and the P&C team to result in best-in-class information and service delivery and team member experience at all levels. **

- Lead the dialogue and needs assessment across our core businesses to develop and deliver a comprehensive, consistent, creative, yet nuanced HR technology and operations strategy and roadmap that drives the achievement of independent business strategies, maximizes the ROI of our technology investments, and contributes to overall enterprise growth and scalability

- Drive stakeholder understanding, engagement, and adoption across a leadership landscape of five separate, but somewhat-connected leadership teams

- Effectively communicate complex technical concepts to non-technical stakeholders to ensure a clear understanding of the capabilities, benefits, and limitations of HR technology solutions

**Team Leadership: Lead a Center of Excellence team, alongside external vendors and while partnering with colleagues, to deliver a specialized and high-quality client experience **

- Lead, develop, and inspire team members to deliver superior client service and partnership aligned with business and people strategies

- Foster a culture of continuous learning, professional growth, and skill expansion

- Assess current organizational structure, roles, and responsibilities, and evaluate vendor setup to determine optimal future state to drive franchise value, including budgeting and resource management

- Facilitate systems understanding and usage across the P&C team to increase automation, usage, and effectiveness

**Culture & Engagement: Promote the Company's foundation which guides us to serve with passion, and our culture of care, while identifying and contributing to initiatives focused on the vision, opportunities, and rewards of our workplace **

**M&A: Involvement in occasional due diligence, onboarding, and integration of new partner companies **

**Profile **

- 15+ years of demonstrated ability in HR Technology with a minimum of 5+ years in a leadership role

- Bachelor’s degree in a related field required; Advanced degree and certifications are a plus

- Superior technical and practical knowledge of Workday

- Experience creating a vision and strategy, leading both implementations and ongoing support

- Financial, numeric, and statistical acumen

- Excellent communication skills, both written and verbal

- Ability to travel (approx. 10%)

- Ability to thrive in a constantly evolving environment; Growth company experience and change management skills a huge plus

- Demonstrated ability to handle a high number of priorities and drive simultaneous initiatives and objectives

- Works collaboratively and across organizational boundaries and at all levels

- Strong Project Management capabilities

- Data specialist with expert Excel skills and experience with building/running reports and analyzing and manipulating data

- Strong communications skills with the ability to succinctly convey messages to varying audiences

- Ability to quickly create high-quality presentation materials

- Networked and active in the Workday and HR Tech communities

~~Vertex Solutions Inc. is an Equal Opportunity Employer and does not discriminate on the basis of race, color, creed, national origin, ancestry, religion, age, citizenship, sex, marital or veteran status, disability or handicap, sexual orientation or any other basis prohibited by applicable law. ~~

Senior Director, HRIS

Leo companies are a group of people-first businesses united by a shared commitment to care, responsiveness, and resilience. What began as a series of regional powerhouses has evolved into a national force built on trust, grit, and operational excellence. We are building a platform from which multiple brands can serve specific audiences, geographies, and needs. 
 
Our hybrid delivery model combines local self-perform field expertise with a vetted national service partner network to deliver consistent service quality, better financial outcomes, and control across every market.

Industry: Facilities Services
Company Size: 501-1,000 employees

**Summary **

The Human Resources Manager is responsible for overseeing the day-to-day HR functions for a designated business unit, with a strong focus on employee relations, operational support, and alignment with business objectives. This role partners closely with the Business Unit Leader and/or Operations Manager to drive a positive employee experience, ensure compliance, and support organizational performance. This role will report directly to the Director, HRBP.

**Key Responsibilities **

Employee Relations & Engagement

- Serve as the primary HR contact for employees and managers within the assigned business unit

- Provide guidance and resolution on employee relations issues, including performance management, conflict resolution, and workplace concerns

- Promote a positive, inclusive, and compliant work environment

- Support employee engagement initiatives and retention strategies

Business Partnership

- Act as a strategic partner to the Business Unit Leader and/or Operations Manager

- Align HR practices with business goals and operational needs

- Provide coaching to leaders on people management, team development, and organizational effectiveness

- Support workforce planning and organizational design

HR Operations

- Partner with HR Ops Specialist on day-to-day HR functions including onboarding, offboarding, performance reviews, and policy administration

- Ensure compliance with federal, state, and local employment laws

- Maintain accurate employee records and HR systems

- Partner with HR shared services (if applicable) on payroll, benefits, and recruiting processes

Performance & Talent Management

- Support performance management processes, including goal setting, reviews, and corrective actions

- Identify talent gaps and partner on development plans

- Assist in succession planning and leadership development initiatives

Policy & Compliance

- Enforce company policies and procedures

- Conduct investigations as needed and ensure proper documentation

- Stay current on employment law and HR best practices

**Qualifications **

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

- 7-10 years of progressive HR experience, with strong employee relations background

- Experience supporting a specific business unit, site, or operational team preferred

- Strong knowledge of employment laws and HR best practices

- Excellent interpersonal, communication, and conflict resolution skills

- Ability to influence and build relationships with leaders and employees at all levels

- SHRM-CP, SHRM-SCP, PHR, or SPHR certification preferred

Human Resources Manager

Clarivate™ is a leading global provider of transformative intelligence. We offer enriched data, insights & analytics, workflow solutions and expert services in the areas of Academia & Government, Intellectual Property and Life Sciences & Healthcare. For more information, please visit clarivate.com.

Industry: Information Services
Company Size: 10,001+ employees

Clarivate

Clarivate is seeking to hire an innovative Director, HR Data Management, to join our global team! Reporting directly to the VP, Talent Acquisition, this strategic role will oversee Position Management, HR Analytics, and the Project Management Office (PMO) within Human Resources. As a key leader, you will develop and implement comprehensive strategies for people analytics, position management, and HR project governance. You will establish and execute a robust roadmap for HR analytics, business intelligence, and data visualization standards, while ensuring best practices across position management and HR project delivery. By collaborating with HR colleagues and senior leadership, you will drive the development, implementation, and maintenance of reporting, dashboards, and analytics, leveraging Workday, Power BI, and other analytical tools. Additionally, you will provide leadership, mentorship, and direction to teams responsible for HR analytics, position management, and HR project management, utilizing HR data and project insights to inform critical business decisions.

**About You – Experience, Education, Skills, And Accomplishments…**

- Bachelor's Degree or equivalent combination of education and relevant work experience

- 10+ years of progressive experience in HR analytics, position management, and/or HR technology, including advanced expertise in Workday reporting (report writing, calculated fields, data sources, security, dashboard creation and maintenance)

- 5+ years of experience with Power BI, Smartsheet, and other data analytics/visualization tools; demonstrated willingness and ability to expand technical skillsets

**It would be great if you also had…**

- Master’s Degree in Human Resources, Business Analytics, or related field

- Workday Reporting Pro Certification and/or Project Management Certification (PMP, PRINCE2)

- Demonstrated ability to lead cross-functional teams and drive organizational change; effective at managing multiple complex projects and priorities

- Advanced Excel and PowerPoint skills; proficiency with complex spreadsheets, pivot tables, formulas, and data visualization; ability to swiftly learn new software and technologies

- Expertise in position management processes, organizational design, and workforce planning

**What will you be doing in this role?...**

- Partner with HR and Senior Leadership teams to enable data-driven people decisions through advanced reporting, analytics, and position management strategies

- Deliver quarterly/annual board of directors and company reporting

- Design, develop, and oversee dashboards, reports, presentations, and visual aids for executive leadership, ensuring on-demand access and actionable insights via Workday and other platforms

- Leverage deep Workday HCM reporting knowledge to create and maintain complex analytics solutions, including Advanced, Matrix, Composite, Trending reports, Discovery Boards, and Worksheets

- Configure, optimize, and oversee Workday reports and dashboards for managers, executives, and HR team members, focusing on performance and data integrity

- Lead and mentor teams in HR analytics, position management, and HR PMO, providing guidance and professional development to ensure operational excellence

- Identify and resolve data integrity, report performance, and position management challenges, leveraging analytics and system logs

- Collaborate with technology and security teams to define and implement calculated fields, security policies, and Workday objects to support evolving organizational and reporting needs

- Oversee the HR Project Management Office, ensuring effective project governance, prioritization, and delivery of HR initiatives

- Drive continuous improvement in HR operations, analytics, and position management processes to support strategic business goals

**About The Team**

You will manage a team of Human Resources Professionals. The team culture emphasizes collaboration across the business, continuous improvement and the ability to get things done accurately and timely. The high visibility of this role will allow your data analysis, reporting writing and critical thinking to shine at the Executive level.

**Hours of Work**

This is a full-time position, primarily working core business hours in your local time zone.

Hybrid schedule: Up to 3 days per week in the office.

At Clarivate, we are committed to providing equal employment opportunities for all qualified persons with respect to hiring, compensation, promotion, training, and other terms, conditions, and privileges of employment. We comply with applicable laws and regulations governing non-discrimination in all locations.

Director, HR Analytics and Position Management

Company 3 is a comprehensive postproduction facility for features, episodic, commercials, and music videos. Known for its creative color artistry, pioneering technology, and global reach, Company 3 is trusted to deliver a quality product every time. It is home to one of the largest and most talented pools of colorists and visual effects artists working in post-production today with a client list that includes many of the most respected and talented film and entertainment professionals in the industry. 

Company 3 offers solutions-based services ranging from color correction, Digital Intermediate (DI), and file-based workflows to visual effects and online services. Through its virtual outposts, Company 3 Colorists are available to clients around the world.

Industry: Animation and Post-production
Company Size: 1,001-5,000 employees

Company 3

**Business Unit **: Company 3

**Position **: Human Resources Administration, Manager

**Location **: US (Remote)

- Pay Range: $90,000 - $120,000 USD annually

**Position Summary**

The Manager, HR Administration is responsible for managing all US HR administrative aspects of the Human Resources function. This will be a process-focused role, NOT an HR Business Partner or HRIS position. This role will analyze, develop, and implement processes and improvement strategies across all HR backend transactional services. This role will manage our HR Administration team to maintain and improve all major US backend services.

This position reports to the Sr. HR Director, US. This role is remote with occasional onsite responsibilities.

**Main Duties**

The Manager, HR Administration will be responsible for the US HR Administration function, to ensure operational compliance. They will be the main point of contact for HR Administration processes for the HR team. This includes the processing of all employee life cycle process including but is not limited to requisition, job changes, onboarding, promotions, as well as termination processes, compensation calibration reviews, employee paperwork and record-keeping. They will directly manage the HR Administration Coordinators, providing guidance on priorities, direction, corrective action, mentoring, and opportunities for career development.

- Ensure the effective transfer of information between HR stakeholders, Payroll, IT, Finance, Talent Acquisition, Benefits, Legal, HRIS, etc., supporting all HR administration.

- Partner with the Sr. Director, HR, in the maintenance and updates to HR policies and procedures.

- Respond to employee inquiries regarding HR policies and procedures.

- Identify and implement process improvements to enhance HR efficiency across all transactional services.

- Ability to analyze, compile accurate data and present reports to the HR team. Including but not limited to PTO reports, employee census reports, and required training completion reports, ensuring accuracy.

- Partner in the management of internal and external audits. Responsible for the documentation and oversight of all internal controls governing HR administration.

- Administer compensation analysis to ensure pay is aligned appropriately with roles in the organization.

- Partner with HRIS on the implementation of HR Admin processes.

- Function in a back-up capacity in the absence of the HR Administration team.

- Other duties or special projects as assigned.

**What You Bring**

The ideal candidate will have the ability to anticipate and balance the needs of multiple stakeholders. They will have advanced systems skills, especially in MS Office Suite/Excel; experience with HR systems or D365 is a plus. They will have prior experience in HR process improvement with strong analytical skills that resulted in measurable outcomes. They will have the ability to communicate clearly, consistently, effectively, and professionally through presentations. They will have the ability to project manage various initiatives to successful completion. They will have the ability to operate in a transparent and collaborative fashion. The ideal candidate will also bring the following:

- Results oriented and resourceful outlook, with a strong service orientation and positive, can-do attitude.

- Process oriented approach with a successful track record in organizational process improvement.

- Ability to work both autonomously and collaboratively.

- Ability to look at the big picture with a holistic approach.

- Ability to challenge the status-quo sensitively and constructively. Looks to create ways for the organization to be successful, while managing day-to-day HR matters.

- Ability to anticipate risks and propose practical plans to mitigate them.

- Familiarity with NY, CA, GA and NJ employment law.

- Project Management experience, expert in MS Excel data gathering and reporting, familiarity with multiple ATS/HCM solutions from past work experience.

- Thrives in a fast-paced environment.

- Entertainment and/or Media industry experience preferred.

**About The Company**

Company 3, including its various business units and family of brands, provides a full range of Creative Services for content creators, including conceptual design, pre-vis, look development, ideation and rapid prototyping, 3D animation/CGI, motion graphics/designers, matte painting, compositing, dailies and production services, color grading, post-production finishing, marketing/trailers, live-action production, experiences, and more.

**Diversity And Inclusion At Company 3**

Creativity has diversity at its core. We celebrate the value of each unique experience by being dedicated to fostering the most diverse, equitable, and inclusive culture where every employee feels empowered and safe to show up to work as their full self.

It is our policy to provide equal employment opportunities to all applicants and employees. Please inform the Company's HR representative if you need assistance completing any forms or otherwise need any accommodation or support in order to participate in the application process.

- The listed pay range represents the lowest to highest range that we in good faith believe we would pay for this role at the time of this posting. This range may be modified in the future. An employee’s pay position within the range may be based on several factors including, but limited to, relevant education, qualifications, certifications, experience, skills, seniority, geographic location, local currency exchange rates, performance, shift, travel requirements, sales or revenue-based metrics, applicable law, and business or organizational needs.

The benefits for eligible part-time employees working 25 or more hours per week and full-time employees in the US include a comprehensive package of health, retirement, and insurance benefits and paid time off. The benefits for eligible project hires and part-time employees working less than 25 hours per week in the US include retirement, select insurance benefits, and where required by law, health benefits. For roles filled in Canada and other territories, local benefits plan offerings as adopted and amended from time to time will apply.

The above compensation and benefits information is provided in accordance with various state, provincial, and local pay transparency laws.

This position is for an existing vacancy. Both external and internal candidates can apply for this role through the Company’s Career Page. The Company generally only contacts those individuals who have submitted an application which it wishes to interview. The application window for this position is expected to close by July 9, 2026.

Human Resources Administration, Manager (Process Operation)

The City of Durham is "Where Careers Meet Community." 

Our employees create the environment that enables the Bull City to thrive. We reward them with an exceptional compensation package, opportunities for advancement and impact, and a supportive workplace that values their contributions – all in one of the nation’s most desirable places to live, work, and play.

Ready to connect with a career that serves the Bull City? Visit DurhamNC.gov/Careers to view and apply for available jobs.

Industry: Government Administration
Company Size: 1,001-5,000 employees

City of Durham

**Work. Serve. Thrive. With the City of Durham**

Advance in your career while making a real difference in the community you serve.

Hiring Range: $93,000- $125,000

Work Days/Hours: 8:00am - 5:00pm

- A RESUME MUST BE ATTACHED TO THE JOB APPLICATION***

The City of Durham's Human Resources Department is an accomplished, diverse, energetic team embracing and inspiring the joy of public service. We aggressively challenge assumptions of what is possible, moving towards a future that is more just, productive and rewarding for all employees. Join us if you're ready to share your talents, learn new skills and build relationships in service to the City of Durham!

Under the general direction of the Assistant HR Director, the Employee Relations Manager would be responsible for overseeing and managing all aspects of employee relations within an organization. The primary focus would be maintaining a positive and productive relationship between the employer and employees. This position is critical for creating a healthy work environment, fostering employee engagement, and ensuring compliance with labor laws and company policies.

The Employee Relations Manager is crucial in promoting a harmonious and productive work environment. This position is responsible for developing and implementing strategies, policies, and programs that foster positive employee relations and ensure compliance with employment laws and regulations. The Employee Relations Manager will also manage a team, handle employee grievances, conduct investigations, manage assigned programs, and provide guidance to management on employee-related matters.

- Develop effective employee relations strategies and policies to maintain a positive work environment and promote employee engagement and satisfaction.

- Provide guidance and support to the HR team and department leadership on employee-related issues, including performance management, disciplinary actions, and conflict resolution.

- Manages employee relations team. Conducts regular 1:1 meetings and provides feedback and support as necessary.

- Recommends and drafts policies. Drafts functional standard operating procedures.

- Conduct complex investigations into employee complaints, grievances, and concerns, ensuring a fair and impartial process and appropriate resolutions.

- Collaborate with the legal department to ensure adherence to labor laws, regulations, and company policies, minimizing potential legal risks.

- Develop and deliver training programs for managers and employees on employee relations topics, including communication, conflict resolution, and company policies.

- Stay updated with industry best practices and emerging trends in employee relations to improve the organization's practices and policies continuously.

- Manage employee relations metrics and analyze trends to identify areas for improvement and implement appropriate solutions.

- Conduct exit interviews and analyze feedback to identify potential areas for improvement in employee retention and satisfaction.

- Develops employee relations reporting and ensures databases are current.

- Actively participates in the design and implementation of the new HR ERP solution.

- Work closely with Department leadership to address employee relations issues.

- Manage the secondary employment process.

- Manages the flexible work program.

- Manage and provide support to the ADA program.

- Collaborate with the HR leadership team in developing and implementing HR strategies and initiatives that align with the organization's goals.

- Performs all other HR-related duties and projects as assigned.

**Competencies**

- Thorough knowledge of labor laws, regulations, and HR best practices.

- Strong problem-solving and conflict-resolution skills, with the ability to handle sensitive and confidential information.

- Excellent communication and interpersonal skills, with the ability to build relationships at all levels of the organization.

- Demonstrated experience in conducting investigations and resolving employee issues effectively.

- Ability to work independently and as part of a team, managing multiple priorities and deadlines.

- A solid analytical and data-driven mindset to identify trends and make data-informed decisions.

- High ethical standards and a commitment to fostering a positive work culture.

- Relevant certifications in HR, employee relations, or conflict resolution are a plus.

- Bachelor's degree in Human Resources, Business Administration, Industrial Psychology or a related field.

- Six (6) years of employee relations or human resources experience.

- Three (3) years of HR management/supervisory experience.

- A Masters degree and relevant certifications in HR, employee relations or conflict resolution are a plus.

- Two years of experience investigating employee relations cases.

Human Resources Manager - Employee Relations

New York Sports Club offers full-service gyms equipped with everything you need from a neighborhood gym, including convenient locations and member-friendly month-to-month memberships, that won’t break the bank. You’ll find fitness that fits YOU whether you’re looking to take your fitness to the next level on our functional field, work with a personal trainer, get social + sweaty in group fitness classes, lift heavy with barbells, racks + platforms, or enjoy a large variety of cardio + strength machines. Since 1973, we've been on a mission to improve lives through fitness, serving members under our Sports Club (Boston, New York, Philadelphia, and Washington), Around The ClockFitness, and Lucille Roberts brands.

Industry: Wellness and Fitness Services
Company Size: 1,001-5,000 employees

New York Sports Club

**Brief Description**

New York Sports Club and our family of brands is a long-standing, dynamic fitness club brand with locations in the Northeast. We consider ourselves your local neighborhood gym! It is our goal to provide our members with fitness results, positive change and personal connections through innovative programming and knowledgeable staff. Our mission is to “Improve Lives Through Fitness,” and our success comes from continuously modeling and promoting our mission, values, and guiding principles with pride and integrity.

**Roles And Responsibilities**

The HR Director serves as strategic partner to Functional Leaders within the organization and is a key member of the HR and corporate teams who will be responsible for supporting a designated market in the following areas: employee relations, performance management, workforce planning, succession planning, policy implementation, team resource support projects, compliance and control auditing and employment law compliance. This individual must be flexible and adaptable to change in a fast-paced organization while demonstrating prior human resource and project management experience, organizational and time management skills, analytical and strategical thinking, teamwork, and computer proficiency.

- Continuously modeling and promoting the NYSC and our family of brands mission, mission statement, and values with pride and integrity.

- Partner with Business Leaders to respond to all field HR inquiries regarding policies, procedures, programs, and employee relation issues.

- Supports the performance management, workforce planning and succession planning processes.

- Works with Business Leaders to promptly and thoroughly investigate escalated HR issues and complaints and escalates complex or high-risk situations as needed.

- Advise and maintain thorough documentation on all HR matters, including progressive discipline supporting forms, case summaries and proposed terminations for consult.

- Maintain in-depth knowledge of Federal, State, and Local employment laws and regulations.

- Utilize sound communication and interpersonal skills to ensure equity, understanding and compliance when counseling managers on employee relations issues to include discipline, policies and procedures interpretation, harassment and discrimination, HR compliance, background checks, I-9 compliance, etc.

- Partner w/ Leadership teams to ensure Onboarding and Manager Immersions, Readiness Assessments & Opening Day requirements are executed.

- Deliver training modules to staff on employment, compliance and designated topics as assigned.

- Conduct Mentor Manager and Mentee weekly check-in calls to ensure immersion compliance and knowledge transfer.

- Become familiar with the library of learning and development programs and initiatives currently available and provide internal development opportunities for employees.

- Maintain a sense of confidentiality in all HR related matters such as personnel matters, employee relations, benefits, leave of absences, terminations and organizational changes and the planning and protecting of the security of this information, data and files.

- Support HR Projects that advance Team Members learning, development or success, including but not limited to, assisting to update internal documents, handbooks, job descriptions, etc.

- Conduct Exit Interviews for Managers who have voluntarily resigned to assess controllable turnover trends; reports exit trends and details to field leaders to help reduce turnover.

- Other duties and projects as assigned; responsibilities may be modified without advance notice.

**Position Requirements & Experience**

- Bachelor's degree in related field preferred. Professional certification a plus.

- 5-6 years of experience in performing human resource related functions.

- Extensive experience in handling complex employee relation issues in a fast paced, high volume environment.

- Working knowledge of EEOC and all other applicable employment laws, policies, and procedures.

- Excellent customer service skills, ability to actively contribute as a team player and superior attention to detail required.

- Adaptability and willingness to consistently learn new skills.

- Knowledge of managing an applicant tracking system.

- Skilled in working within a consultative environment with strong ability to influence, exercise sound judgment and decision-making skills.

- Proven ability to coach and influence operational leaders while balancing advocacy for all team members.

- Familiarity in managing HRIS systems.

- Involvement in managing an annual review process in its entirety.

- Demonstrable ability to build and sustain quality relationships with all levels of the organization and leverage resources to accomplish goals.

- Demonstrate a high level of emotional intelligence and ability to adapt to differing audiences and behavioral styles.

- Exceptional ability to communicate orally, in writing and in group presentations (facilitation skills).

- Proficiency in Microsoft Office Suite required and familiarity with communication platforms (i.e., Zoom, Microsoft Teams, Go-To-Webinar, etc.) required.

- Flexibility to work in a fast-paced environment, ability to prioritize while alternating between tasks and maintaining high standards of accuracy.

- Ability to deal with ambiguity and changes in the moment, working in the gray and pivoting priorities depending upon the needs of the business.

- Ability to proficiently use our POS and membership system, timekeeping any other computer programs required to meet the business needs of the customer and NYSC.

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Industry: Education
Company Size: 2-10 employees

edpursuit

**About Edpursuit **

Edpursuit is building the operating system for K-12 people compliance. Every year, California schools face massive liability and manual hell trying to keep up with strict state hiring mandates. We turn a messy, spreadsheet-driven, paper-heavy investigation process into an automated, audit-ready asset.

**The Role **

We are looking for a creative, highly empathetic relationship-builder to lead our Go-To-Market strategy from the ground up. As the Manager of School Partnerships, you will be the face of Edpursuit in the California education ecosystem. Your primary goal is to build deep trust with District Superintendents and K-12 HR Directors, positioning Edpursuit not just as software, but as an essential partner in school safety and compliance.

You will wear multiple hats: part community builder, part event marketer, part creative strategist, and part customer success advocate. You will figure out the smartest, most engaging ways to get our product in front of the right school leaders and keep them engaged for the long haul.

**What You’ll Actually Do: **

- Creative Outreach & Strategy: Design and execute out-of-the-box campaigns to connect with CA school district leaders and HR teams.

- Community Building: Build and nurture a community of K-12 HR and compliance professionals. You will create spaces (both online and offline) for these leaders to share best practices and see Edpursuit as a trusted thought leader.

- Events & Activations: Plan and host local activations

- Customer Success & Operations: A small aspect of the role  will be handling light operational tasks to help onboard new schools and ensure they become our biggest advocates.

**Qualifications **

- Relationship Master: You have an incredibly high EQ and can build rapport quickly with senior leaders. People naturally trust you.

- Creative Scrappiness: You don't need a massive marketing budget to make a splash. You know how to get attention and add value using creativity and hustle.

- Exceptional Communicator: You write beautifully and speak persuasively. You know how to translate complex compliance headaches into simple, compelling narratives.

- Self-Starter: We are an early-stage startup. There is no playbook here—you will be the one writing it. You thrive in ambiguity and are highly organized.

- Bonus Points: Experience working within the K-12 ecosystem (either at a school district, a charter network, or an EdTech company), or an understanding of education policy and HR.

Who Should Apply?

We are looking for outliers. You might be a former educator or school HR professional who wants to transition into tech and scale your impact. You might be a community manager or field marketer who is tired of the corporate grind and wants to build something meaningful from the ground up. Or, you might be a recovering salesperson who hates the traditional "boiler room" sales culture and wants to focus on authentic relationship-building.

If you have a track record of beating the odds, figuring things out without a roadmap, and building genuine communities, we want to hear from you.

p.s. this is a hybrid roll in our Concord office.

Manager of School Partnerships

Worldwide Flight Services (WFS), a member of SATS Group, is a global air cargo logistics leader and best in class ground handling partner. As a combined company, SATS and WFS create an Americas-Europe-APAC network with a global footprint of more than 215 stations in 27 countries.

The SATS-WFS group employs over 50 000 people and assists more than 270 customers.  

WFS has a 40-years experience in aviation-related handling service and can provides top quality solutions with a vast scope of services such as cargo handling, bagage handling and processing, ramp services, passenger services including premium VIP services, while maintaining its industry-leading standards of safety and security. 

With its unique combination of experience, technical expertise and know-how, WFS can propose solutions to meet the challenges resulting from today’s fast-moving and complex airport operations.

Industry: Transport aérien
Company Size: + de 10 000 employés

Worldwide Flight Services (WFS)

Job Title: HR Manager - Express Operations (Eastern)

**About WFS **

Join our Worldwide Flight Services family and contribute to the timely delivery of cargo shipment, luggage, business to customer delivery, and on-time flights while operating safely and securely. We perform at the highest level for our customers every day, and strive to be an exceptional leader in our industry with our teams of cargo, passenger, ramp handling, and technical service experts in 164 airport locations, 18 countries, and on 5 continents. Are you ready to take off on your next career with us?

**Job Summary **

The HR Manager will lead Human Resource functions for assigned stations with direction and support from the Regional HR Director and partnership with the Corporate HR functions. This role is responsible for partnering with field operations leaders, front-line employees and other HR functions to ensure the station’s culture and performance align with company objectives. The HR Manager job duties include employee and labor relations, leading and supporting complex investigations talent and performance management, and HR administration. This position reports to the HR Director.

**Responsibilities **

- Builds relationships with operational leadership teams to understand the business needs to meet the organization’s goals.

- Provides advice and counsel station leadership on policy and/or collective bargaining agreement interpretation, FLSA, FMLA, ADA, reasonable accommodations, etc.

- Leads the full investigative process for employee relations matters, including internal complaints and concerns. Conducts thorough fact-finding investigations related to EEO charges, internal policy violations, and workplace issues. Prepares and reviews position statements and provides guidance to operational leaders on managing and documenting disciplinary actions, corrective measures, and discharge cases.

- Provides field support for learning & development programs and initiatives, in partnership with Talent Development.

- Provides field support for the performance management process through the tools and direction provided by Talent Development, including goal setting, constructive feedback and timely performance evaluations.

- Collaborates closely with HR functions and operational leaders to support effective change management strategies for major organizational initiatives. This includes assisting with the development, rollout, and communication of new or updated policies, ensuring consistent adoption, and providing guidance to leaders and employees throughout the transition process.

- Maintains expert-level knowledge of labor and employment laws, regulations, and compliance standards across federal, state, and local jurisdictions. Continuously monitors legislative updates, industry trends, case law developments, and best practices to proactively identify potential impacts on organizational policies and operations.

- Provides guidance and recommendations to leadership to ensure ongoing compliance and mitigate legal or operational risk.

- Performs other duties as assigned.

**Minimum Requirements **

- Bachelor’s degree in human resources, Business Administration, or related field

- 7+ years’ HR Generalist, HR business Partner experience

- Excellent verbal and written communication skills, including the ability to facilitate discussions and/or present to large groups.

- Excellent organizational skills and attention to detail.

- Proficient with Microsoft Office Suite or related software.

- Excellent interpersonal and communication skills with the ability to build trusted relationships across all levels of the organization.

**Preferred Skills **

- Prior experience in logistics, distribution, manufacturing, retail or other related environments.

- SHRM-CP, PHR, or SHRM-SCP, SPHR

- Demonstrated ability to work successfully in multicultural, diverse, and inclusive work environments.

- Experience in a unionized environment

- Proficient with or the ability to quickly learn the organization’s HRIS and TM systems.

- Strong negotiation and conflict resolution skills with the ability to facilitate solutions in complex or sensitive situations.

- Ability to identify trends and measure results using data, insight, critical thinking and strategic problem-solving skills.

- Ability to prioritize tasks and to delegate them when appropriate.

**Physical Requirements/Working Conditions **

- Works in a standard office environment with frequent computer and phone use.

- Must be able to travel at short notice and regularly (up to 75%) to operational sites—including warehouses, cargo terminals, ramp areas, and station locations—for investigations, meetings, and training.

- Ability to walk through large facilities and navigate stairs, uneven surfaces, and noisy operational areas.

- May require flexible hours to support urgent employee relations matters or time-sensitive investigations.

- Prolonged periods of sitting, standing, interviewing, and document review.

- Must maintain strong visual and auditory acuity to conduct interviews, assess environments, and review detailed documentation.

- Ability to lift up to 35 pounds (files, laptop equipment, or related materials) as needed.

**Perks & Benefits **

- **Want your pay in advance? ** Access your pay when you need it through DailyPay app!

- **Are you a top performer who thrives on recognition? ** On the spot awards offered through the Awardco Platform including gift cards and more!

- **Need quality medical care? ** Multiple options for both full and part-time employees!

- **Want WFS Employee Extras? **Travel Discounts, Pet insurance, Discount Shopping & More!

- **Looking to stay healthy and improve your life? **Wellness Programs offered to all employees!

- **Want to invest in your future? **401k program offered!

- **Looking to grow and have a career with us? ** Opportunity for Internal Mobility and transfers available!

WFS is an equal opportunity employer committed to employment equity and inclusion. We accept applications from all qualified individuals.

Air Logistics Human Resources Manager - ATL Airport

Fluor Corporation is a global engineering, procurement and construction company. We work with leaders in the energy, infrastructure, life sciences, advanced technologies, mining and metals industries, as well as government agencies, to build a better world.

Since our founding in 1912, we have been building a legacy of innovation. Our 30,000 employees provide professional and technical solutions to deliver safe, well-executed, capital-efficient projects for our global clients.

At Fluor, we believe in open communication and value the conversations that are fostered through our social media communities. To learn more about our community standards, please visit: https://www.fluor.com/community-standards

Fluor has been notified of fraudulent employment offers being made via email, WhatsApp and other channels to prospective candidates. Learn more: https://www.fluor.com/careers/recruitment-fraud-warning

Industry: Construction
Company Size: 10,001+ employees

Fluor Corporation

At Fluor, we are proud to design and build projects and careers. We are committed to fostering a welcoming and collaborative work environment that encourages big-picture thinking, brings out the best in our employees, and helps us develop innovative solutions that contribute to building a better world together. If this sounds like a culture you would like to work in, you’re invited to apply for this role.

**Job Description**

Fluor is seeking a Project Management Office Senior Manager to provide planning, coordination, and action-oriented oversight for strategic and critical HR initiatives. This role will report to the HR Director of Workforce Systems & Services, and will support projects across HR Shared Services (HRSS), HRIS, and cross-functionally across the broader HR organization.

The primary initiative for this role will be the management and coordination of the strategic HR Shared Services Expansion, including the migration of additional HR processes into the Shared Services model. This effort represents a significant, enterprise-impacting transformation, and other HR projects will follow in support of a variety of Fluor HR functions.

This role offers a unique opportunity to operate at the center of Fluor’s HR transformation agenda. The successful candidate will play a critical role in shaping how HR services are delivered globally. By leading the expansion of HR Shared Services and establishing project management standards for HR, the successful candidate will directly influence our enterprise‑wide operating model, enable greater efficiency and consistency across HR, and help position the HR function to better support Fluor’s long‑term business strategy.

The position will be an individual contributor role, but may be expanded in the future to oversee additional HR project managers. The position will be based in the US at any major Fluor US office (Dallas, Greenville, Houston, Aliso Viejo), with potential to become a Remote or Hybrid worker within the US for the right candidate.

**Key Responsibilities**

- Provide dedicated project management support for strategic HR initiatives.

- Facilitate planning and action-oriented oversight for HR projects.

- Develop, maintain, and execute project plans, timelines, milestones, and dependencies.

- Track, manage, and communicate project status, risks, issues, and decisions.

- Coordinate prioritization of HR projects in partnership with HR leadership.

- Support budget management and resource allocation, as appropriate.

- Develop HR Project Management standards, tools, and standardized documentation for use in the initial project and future HR projects.

- Promote a consistent project management methodology and continuous improvement across HR.

- Interact with HR Operations, Centers of Excellence (COEs), and HR Business Partners to collaborate and ensure project outcomes meet defined objectives.

- Coordinate with HRIS and IT teams to provide support for project-related technology activities.

- As appropriate, brief project governance committees regarding project status updates, issue escalations, resource challenges, and prioritization decisions.

Basic Job Requirements

- Accredited four (4) year degree or global equivalent in applicable field of study and twelve (12) years* of work-related experience or a combination of education and directly related experience equal to sixteen (16) years if non-degreed; some locations may have additional or different qualifications in order to comply with local requirements.

- Ability to communicate effectively with audiences that include but are not limited to management, coworkers, clients, vendors, contractors, and other stakeholders.

- Job related technical knowledge necessary to complete the job.

- Ability to learn and apply knowledge of applicable local, state/province, and federal/national statutes and guidelines.

- Ability to attend to detail and work in a time-conscious and time-effective manner.

- These are the typical years of experience required for this job. Current Fluor employees may be considered for this position either sooner or later, depending on individual performance, potential, and job availability. This applies to all jobs across all functions.

**Other Job Requirements**

Preferred Qualifications

- Project Management Professional (PMP) certification (or equivalent certification) strongly preferred; demonstrated application of formal project management methodologies in complex, enterprise environments.

- Experience working within the Fluor HR environment and/or hands‑on experience with SAP SuccessFactors is a plus, but not required

We are an equal opportunity employer. All qualified individuals will receive consideration for employment without regard to race, color, age, sex, sexual orientation, gender identity, religion, national origin, disability, veteran status, genetic information, or any other criteria protected by governing law.

Benefits Statement: Fluor is proud to offer a comprehensive benefits package designed to promote employee health, wellness, and financial security. Our offerings include medical, dental and vision plans, EAP, disability coverage, life insurance, AD&D, voluntary benefit plans, 401(k) with a company match, paid time off (personal, bereavement, sick, holidays) for salaried employees, paid sick leave per state requirement for craft employees, parental leave, and training and development courses.

Market Rate Statement: The market rate for the role is typically at the mid-point of the salary range; however, variations in final salary are determined by additional factors such as the candidate’s qualifications, relevant years of experience, geographic location, internal pay equity, and prevailing market conditions for the specific role.

Notice to Candidates: Background checks are carried out as part of any conditional offer made, including (but not limited to & role dependent) education, professional registration, employment, references, passport verifications and Global Watchlist screening.

To be Considered Candidates: Must be authorized to work in the country where the position is located.

Salary Range: $119,500.00 - $222,500.00

Human Resources Project Manager

Aspiranet is a 501(c) (3), California nonprofit organization with the mission of providing children, youth, and families with a foundation of support and services so they can succeed at home, at school, and in their communities. Aspiranet offers a unique blend of services including foster family support, adoption through foster care, services for foster youth transitioning to adulthood, mental health services, residential care, intensive home-based care, and community-based family resources.  

For more than 40 years, Aspiranet has been dedicated to offering outstanding services that impact more than 35,000 children, youth and parents at 33 community-based sites statewide.

Industry: Mental Health Care
Company Size: 501-1,000 employees

Aspiranet

**South San Francisco, CA**

📍 **Location: ** South San Francisco, CA (Hybrid)

📅 **Schedule: ** Full-Time / Non-Exempt

💼 **Department: ** Human Resources

📈 **Reports to: ** Sr HR Director

💰 **Hourly Range: ** $36.06 - $40.87 per hour

~~The hourly range for this position is $36.06 - $40.87 per hour for employees hired in the Bay Area. The pay range provided in this job posting represents the typical range or starting rate for candidates hired within the Bay Area region. Candidates hired in other California locations may have different starting salaries based on cost of living and market data variations. Factors that may be used to determine your actual starting salary include your education, experience, knowledge, skills, abilities, the market data for your work location, and internal comparisons to other employees in similar roles.~~

✨ Make a Meaningful Impact

Aspiranet is seeking a detail-oriented and systems-savvy Human Resources Administrator to support critical HR employee lifecycle workflows across the organization.

In this role, you will play a key part in managing employee lifecycle workflows, ensuring data accuracy, and improving HR processes in a fast-paced, mission-driven environment. Your work will directly support employees and leaders by ensuring smooth, compliant processes, the transition of manual processes to automated workflows within a highly regulated, distributed workforce.

If you enjoy working at the intersection of HR, data, and systems, this is a great opportunity to grow your impact.

❤️ About Aspiranet

Aspiranet is a mission-driven California nonprofit dedicated to supporting children, youth, and families since 1975. We are committed to ensuring that every child is loved, every family is supported, and every individual has the opportunity to succeed.

Our HR team plays a vital role in supporting the people who make this mission possible.

📝 Position Summary

The Human Resources Administrator is responsible for overseeing and approving employee lifecycle workflows, ensuring data accuracy across HR systems, and supporting compliance, reporting, and audit processes.

This role manages HR records, partners with Payroll and Benefits, and supports the transition from manual to automated workflows. Success in this position requires strong attention to detail, HR systems expertise, and the ability to analyze data and improve processes in a highly regulated environment.

**🔍 Key Responsibilities**

**HR Operations & Lifecycle Management**

- Process and review high-volume employee lifecycle transactions (status changes, pay changes, etc.)

- Ensure accuracy of job data, job codes, cost centers, and position structures

- Validate alignment between HR actions, job descriptions, and system records

- Support managers and employees with HR workflow approvals and system questions

**Data Integrity & Reporting**

- Audit HR data across systems and resolve discrepancies

- Generate workforce reports and provide trend insights to support decision-making

- Maintain accurate, secure, and compliant employee records

**Compliance & Audit Support**

- Support internal and external audits (state, federal, and grant-related)

- Ensure compliance with HR regulations, documentation standards, and reporting requirements

- Provide backup support for compliance-related functions

**Systems & Process Improvement**

- Support transition from manual to automated HR workflows

- Identify opportunities to improve HR processes and employee experience

- Develop and maintain SOPs, process documentation, and FAQs

- Maintain consistency across templates, memos, and communications

**Cross-Functional Collaboration**

- Partner with Payroll and Benefits to ensure alignment on employee changes

- Communicate updates and ensure timely processing aligned with payroll cycles

- Support organization-wide HR initiatives and reporting needs

**✅ Qualifications**

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

- Minimum 3+ years of HR administration or HR systems experience (California experience required)

- Experience in nonprofit or regulated environments preferred

- HR certification (PHR, SHRM-CP, etc.) a plus

**Technical Skills**

- Experience with HRIS/HCM systems (UKG Ready preferred)

- Advanced Excel skills (pivot tables, VLOOKUP/XLOOKUP, formulas)

- Proficiency in Microsoft Office Suite

**Key Skills**

- Strong attention to detail and data accuracy

- Analytical mindset with ability to identify trends and issues

- Problem-solving and process improvement skills

- Ability to manage high-volume work in a fast-paced environment

- Strong communication and customer service skills

- Ability to handle sensitive information with confidentiality

**💻 Work Environment**

- Hybrid role with minimum two days onsite in South San Francisco

- Primarily office-based work using standard systems and equipment

- Collaborative work with HR, Finance, and cross-functional teams

**❤️ Why Join Aspiranet?**

- Mission-driven, inclusive, and collaborative culture

- Competitive compensation and comprehensive benefits package

- 403(b) retirement plan with employer matching

- Flexible hybrid work environment

- Generous paid time off and wellness benefits

- Employee Assistance Program (24/7 support)

- Ongoing training and professional development opportunities

- Opportunity to shape systems and improve outcomes through data

**⚖️ Equal Employment Opportunity**

Aspiranet is an equal opportunity employer committed to Inclusion, Diversity, Equity, and Access (IDEA). We believe a diverse workforce strengthens our organization and enhances outcomes for the youth and families we serve.

**📝 How To Apply**

Apply today and help create safe, healing environments where youth can thrive:

👉 www.aspiranet.org/careers

HR Administrator

SPC is the premier independent aggregation, trading, and logistics platform serving the renewable market in the US. For nearly 20 years we’ve been streamlining and simplifying the buying and selling of fats and oils. Our vast logistical network and processing capabilities allow us to provide excellent service and product quality to our customers.

Industry: Oil and Gas
Company Size: 51-200 employees

Saint Paul Commodities

**Job Description **: Director of Human Resources (Department of One)

**Experience Level **: 7–12 Years

**Location **: Bloomington, MN

**Reports To **: Chief Financial Officer (CFO)

**The Opportunity **

Due to an upcoming retirement, we are looking for a versatile and highly autonomous Director of Human Resources to lead our people operations. Reporting directly to the CFO, you will play a dual role: serving as a strategic partner in managing our greatest asset (our people) while maintaining a sharp eye on the operational efficiency of the HR function. As a department of one, this role acts as both the lead strategist and the primary point of contact for all things people-related. The role manages the entire employee experience – from hiring, onboarding to benefits, compensation, payroll and compliance while partnering directly with leadership to shape company culture. The HR Director balances high-level planning with daily hands-on execution, ensuring the organization stays compliant, organized and supportive of every team member. This is the perfect role for an HR leader who can balance big-picture thinking with an ability to manage the details.

**Company Description **

Saint Paul Commodities (SPC) is a leading independent platform for aggregation, trading, and logistics in the renewable market across the United States. For nearly two decades, SPC has been a trusted partner in streamlining the buying and selling of fats and oils. Leveraging a vast logistical network and robust processing capabilities, SPC consistently delivers exceptional service and high-quality products to its customers. The company is committed to driving efficiency and innovation in the renewable energy sector.

**Core Responsibilities **

**Leadership Partnership & Coaching **

- Partner with leadership to provide expert advice on team structures, workforce planning, future succession and change management.

- Lead and drive the semi-annual 4 Box talent review process.

- Coach and mentor managers, helping them navigate leadership challenges, professional development, disciplinary actions and the nuances of managing teams.

- Design and implement performance management processes that drives accountability and professional growth.

- Formulate partnerships across the organization to deliver value-added services to management and employees that reflect our business objectives.

- Identify organizational training needs and partner with the leadership team to implement effective development solutions.

**Employee Engagement & Culture **

- Lead a comprehensive employee engagement strategy to foster a high-performance and high-retention environment.

- Design and analyze employee engagement surveys, translating data into actionable initiatives that improve morale and productivity.

- Conduct regular meetings with management and employees to ensure that business needs are consistently met from an HR perspective.

**Total Rewards, Payroll, Benefits & Compliance **

- Run the payroll processing for two companies including the management of third-party administrators and/or vendors

- Handle the technical side of payroll including state tax set up and notices, child support and garnishments.

- Manage our benefits programs, including 401k processing and administration, annual renewals, and monthly invoice reconciliation.

- Partner with external brokers to develop a comprehensive benefits strategy that ensures high-quality, cost-effective offerings for the organization and employees.

- Manage the annual compensation process ensuring a competitive compensation structure that balances fiscal responsibility with the need to attract and retain top talent.

- Maintain in-depth knowledge of legal requirements and multi-state employment laws to reduce risks and ensure full regulatory compliance including all federal and state filings.

**Employee Lifecycle & Relations **

- Manage the full employee life cycle, including recruiting, onboarding, benefits enrollment, status changes and termination processing.

- Manages and resolves complex employee relations issues through the conduct of fair, thorough and objective investigations.

- Provides HR policy guidance, interpretation, and implementation. Develop solutions, programs and policies that proactively address evolving business needs.

**Qualifications **

- **Experience: ** 7–12 years of progressive HR generalist experience, with at least 2–3 years in a leadership role.

- **The "Solo" Factor: ** Proven experience operating in a small-to-midsize business (SMB) or startup environment where you were the primary or sole HR practitioner.

- **Advisory Skills: ** Demonstrated ability to influence and challenge senior leadership in a constructive, professional manner.

- **Education: ** Bachelor’s degree in HR, Business, or a related field. SHRM-SCP or SPHR certification is highly preferred.

- **Technical & Analytical Skills: ** Deep familiarity with HRIS/Payroll platforms and Proficient in Google Suite. Strong analytical and problem-solving skills with a focus on continuous improvement.

- **Communication: ** Excellent verbal and written communication skills with an ability to exercise judgment and act with integrity

**Why This Role? **

This position offers the unique opportunity to refine and elevate an existing HR function to better serve a growing organization. Reporting to the CFO ensures that HR has a direct line to the core of the business, allowing you to make a significant and measurable impact. We value a "builder" mindset. This is an individual contributor leadership role that requires a high degree of self-starting and the ability to pivot between tactical execution and long-term strategy.

Vision House is a Christian nonprofit organization founded in 1990, providing transitional housing and support services to homeless men, women and children.  The program provides case management and family support services, with a goal of successful reintegration into the community through individually tailored services including: education, life skills development, Christian counseling, discipleship, employment, outpatient treatment referrals, and building self-esteem.

Industry: Non-profit Organizations
Company Size: 51-200 employees

Vision House

**About Us: **~~Vision House is a nonprofit Christian organization helping families with children break the cycle of homelessness. Through transitional housing, programs and supportive services, we provide families in Washington State with opportunities for life change to overcome trauma, generational poverty and situational homelessness. Regardless of race, religion, national origin, gender or sexual preference, every person deserves a healthy home. ~~

**Job Summary: **

The HR Generalist, Talent & Onboarding leads full-cycle recruitment and ensures a warm, mission-aligned onboarding experience for all new Vision House employees. This role supports HR operations, culture-building efforts, compliance processes, and annual HR programs. Working closely with the HR Director and hiring managers, this position ensures staffing needs are met while cultivating a welcoming, values-driven employee experience.

The ideal candidate will be a detail-oriented, relationship-focused HR professional with experience in recruitment, onboarding, and HR operations.

REPORTS TO: HR Director

HOURS:         40 hours per week, Monday-Friday, non-exempt position

LOCATION:   Shoreline, WA

**Our new HR & Training Specialist will enjoy the following benefits: **

- Starting Pay: $29.00 - $31.00 per hour DOE

- Health insurance: Medical $65–$150/month, Dental $13/month, Vision $2/month (family rates available)

- Retirement plan with up to 3% employer match

- Generous paid time off: 3 weeks vacation, 13 paid holidays, and 9 days of sick leave (separate from PFML & FMLA)

- Employee Assistance Program (EAP)

- Employer-sponsored life insurance

- Childcare tuition assistance for Vision House programs

~~At Vision House, we serve populations from a variety of backgrounds. We strongly value diversity and actively seek applicants that will balance our employment workforce to align with the populations we serve. Questions regarding our commitment to Diversity, Equity, and Inclusion can be directed towards our HR department. ~~

**As an HR Generalist, Talent & Onboarding, you will support the following areas: **

~~Talent & Onboarding (50-60%) ~~

- Lead full-cycle recruiting for all positions across Vision House, including job postings, sourcing, screening, interviews, and offers.

-  Conduct proactive sourcing and outreach for hard-to-fill roles.

- Partner with hiring managers to clarify staffing needs, refine job descriptions, and strengthen candidate selection processes.

- Coach hiring managers on structured interviewing and evaluation best practices.

- Track and report recruitment metrics such as time-to-fill, pipeline data, and turnover indicators; recommend improvements based on hiring trends and data.

- Represent Vision House at job fairs, hiring events, and community outreach opportunities.

- Oversee onboarding from offer acceptance through the first 90 days, ensuring a warm, mission-centered experience.

- Manage new hire documentation, background checks, I-9/E-Verify, system and account setup, and coordination with IT and Facilities.

- Facilitate new hire orientation and ensure completion of compliance-related training.

~~HR Generalist (40-50%) ~~

- Provide guidance to employees on HR policies, processes, and resources.

- Support the HR Director with documentation related to employee relations.

- Assist with updates to HR policies, procedures, and internal HR communications.

- Partner with the HR Director on employee engagement strategies and recognition programs.

- Assist with feedback-gathering efforts and follow-up activities related to employee engagement surveys.

- Maintain accurate employee data in Paylocity, including updates, audits, and basic reporting.

- Support annual HR programs such as performance reviews, engagement surveys, compensation cycles, and policy rollouts.

- Contribute to HR operational improvements and retention initiatives.

- Help support culture-building efforts that reflect Vision House’s mission and values.

- Other duties as assigned

**HR Generalist, Talent & Onboarding candidates should have the following qualifications: **

- Demonstrated experience managing full-cycle recruitment for multiple roles simultaneously.

- Experience using HRIS and ATS systems (Paylocity preferred).

- Strong communication, relationship-building, and coaching skills.

- Excellent organizational and time-management abilities with strong attention to detail.

- Ability to work effectively in a mission-driven Christian organization in alignment with Vision House values.

- General understanding of HR best practices, including employment laws, employee relations, engagement strategies, recruitment, and compliance requirements.

- Excellent interpersonal skills to build rapport with employees, supervisors, and external contacts.

- Ability to pass a background check.

- Must be an active follower of Jesus Christ and have the ability to sign our Statement of Faith.

~~Preferred Qualifications: ~~

- Experience in nonprofit, social services, housing, childcare, or related fields.

- Knowledge of Washington State labor laws.

- Experience supporting HR operational processes (performance reviews, surveys, compliance training).

- HR certification (PHR, SHRM-CP) or relevant coursework.

~~Education and Experience: ~~

- Education Preference: Bachelor’s degree in Human Resources, Business, Psychology, Organizational Development, or related field.

- 3+ years of experience in HR, Talent Acquisition, or People Operations (with emphasis on recruitment and onboarding).

~~Physical Demands/Work Requirements: ~~

- Prolonged periods of sitting at a desk and working on a computer.

- Must be able to lift 15 pounds at times.

- Must be able to access and navigate each department at the organization's facilities.

**Vision House is a Christian service agency. **

**Applicants will have employment eligibility verified with E-Verify. **

HR Generalist, Talent & Onboarding

Welcome to Akytech Consulting LLC, an innovative SBA 8(a) and EDWOSB company specializing in information technology and human capital services. As a trusted partner for federal government clients in the transportation, defense, healthcare, and education sectors, we deliver streamlined, compliant, cost-effective solutions catering to our customer's unique needs.

Our dedication to quality is evident in our certifications, such as CMMI DEV L3, CMMI SVC Level 3, ISO 9001:2015, ISO 20000-1:2011, and ISO 27001:2013. With Akytech Consulting, you can have absolute confidence that you're partnering with the best in the industry.

Industry: IT Services and IT Consulting
Company Size: 51-200 employees

Akytech Consulting LLC

Job Title: Senior HR Generalist

Location: McLean, VA

Hybrid Schedule

7918 Jones Branch Drive, Suite 240, McLean, VA 22102

**About the Company **

We are a growing and mission-driven government contracting firm headquartered in McLean, VA. Our organization is known for delivering high-quality solutions to our clients while fostering a collaborative, compliant, and people-centered workplace. We are seeking an experienced Senior HR Generalist who thrives in a hands-on environment and is motivated to help scale and strengthen HR operations.

**Position Summary **

The Senior HR Generalist serves as a key operational partner to the HR Director, leadership team, and employees across the organization. This is a highly hands-on role requiring 5–7 years of progressive HR experience, with demonstrated experience supporting government contracting organizations. The successful candidate will bring strong expertise in benefits administration, employee relations, HR compliance, HRIS administration, and policy development.

This role is ideal for an HR professional who enjoys operational execution, values exceptional internal customer service, and seeks to contribute to continuous improvement of HR programs, processes, and organizational culture.

**Key Responsibilities **

**HR Operations & Employee Support **

- Administer and assist in development of HR programs including benefits, employee relations, investigations, compensation, performance management, training, onboarding, and employee culture and experience initiatives.

- Provide timely, professional, and solutions-oriented HR customer service to employees and managers.

- Provide guidance and coaching to managers on performance management, conflict resolution, and policy interpretation.

**Compliance & Risk Management **

- Ensure compliance with federal, state, and contractual labor laws and regulations, including AAP, FMLA, ADA, EEOC, HIPAA, and wage determinations or union agreements.

- Manage employee leave administration (FMLA, ADA, STD) and related documentation.

- Support regulatory and compliance reporting requirements.

- Assist with ISO, CMMI, and CMMC documentation and audit preparation.

**Benefits & HRIS Administration **

- Oversee benefits administration, including enrollments, audits, vendor relationships, and compliance activities. Oversee HR Assistant reconciliation of invoices.

- Administer and optimize the HRIS platform (UKG Ready), ensuring data integrity, employee account maintenance, reporting accuracy, and system improvements.

**Employee Lifecycle & Engagement **

- Assist with onboarding and orientation with HR Assistant to ensure a positive and informative new-hire experience.

- Conduct exit interviews, analyze trends, and provide actionable insights.

- Support learning and development initiatives, including training development and coordination.

**Policy, Process & Continuous Improvement **

- Assist in developing, updating, and maintaining HR policies, procedures, SOPs, and internal documentation.

- Identify opportunities to improve HR processes, service delivery, and operational efficiency.

- Support special projects and cross-functional initiatives as assigned.

- Demonstrate flexibility and commitment to meeting deadlines, including supporting critical HR cycles or project timelines as needed.

**Qualifications **

**Required **

- Bachelor’s degree in human resources, Business Administration, or a related field.

- 5–7 years of progressive HR experience, including at least 2 years within a government contracting environment.

- Strong knowledge of HR laws and regulations applicable to government contractors.

- Proven experience in benefits administration, regulatory compliance, and HR policy development.

- Proficiency in Microsoft Office (Outlook, Excel, Word, SharePoint).

- Experience using HRIS platforms; UKG Ready or similar systems preferred.

- Exceptional written and verbal communication skills with the ability to engage employees at all levels.

- Strong problem-solving, organizational, and prioritization skills in a fast-paced environment.

- Demonstrated ability to handle sensitive and confidential information with professionalism and discretion.

- Detail-oriented with strong follow-through and accountability.

- Comfortable facilitating orientations, training, and virtual meetings (on camera).

- Ability to work independently, identify improvements, make sound decisions, and appropriately escalate issues.

- Customer-focused mindset with a commitment to delivering high-quality HR service.

**Preferred **

- Experience supporting ISO, CMMI, and/or CMMC environments.

- HR certification (PHR, SPHR, SHRM-CP, or SHRM-SCP).

**Benefits **

- Competitive salary commensurate with experience.

- Comprehensive benefits package.

- Professional development and continued learning opportunities.

- Hybrid work schedule offering flexibility and work-life balance.

Senior Human Resources Generalist

This iconic Australian brand has stayed true to its original vision: sophisticated femininity, a passion for detail and a love of colour and print. Sisters Nicky and Simone ZIMMERMANN founded their namesake brand in Sydney in 1991.

Early in its evolution, ZIMMERMANN took the bold step of fusing fashion with swimwear and presented it to the world. It immediately found its following with the fashion elite, creating a new point of reference in flattering, feminine and stylish swimwear. While the swimsuit thrust ZIMMERMANN on to the international stage, it has been its optimistic, feminine and consistently desirable collections across its ready-to-wear and resort that have propelled it to greater global appeal.

While based at home in Sydney, ZIMMERMANN present their ready-to-wear collections each season at New York Fashion Week. They maintain showrooms in Sydney, London, Paris, New York and Los Angeles. Working with the highly acclaimed designer and long-time collaborator, Don McQualter, ZIMMERMANN maintains a number of stand-alone stores across Australia, Europe and the USA including flagship stores on Madison Ave in New York and Melrose Place in Los Angeles.

Industry: Retail
Company Size: 501-1,000 employees

Zimmermann

We are seeking a dynamic and commercially minded **Senior HR Manager ** to provide strategic and operational HR leadership across our expanding American operations.

This is an exceptional opportunity for an experienced HR professional who thrives in a fast‑paced, creative environment and is motivated by building high‑performing teams, driving people initiatives, and supporting a rapidly expanding global organisation.

Reporting directly to the President, US based in New York, with a dotted line to the Global Head of HR located in the global HQ in Sydney, Australia, you will be responsible for driving the local people and culture strategy for the Americas.

Your key responsibilities will include:

**Operational Leadership **

• Provide key operational support, overseeing day‑to‑day HR activities including talent management, pay and benefits, compliance, and policy administration

• Lead a small team of HR professionals in supporting the full employee lifecycle, including performance management, ER matters, recognition, L&D, and workplace health and safety

**People & Culture Strategy **

• Partner with the President, US and Global Head of HR to design, and execute the strategic HR roadmap

• Collaborate with leaders and employees to support the rollout of people‑related strategies and cultural initiatives

**Talent Management & Development **

• Contribute to the talent acquisition process, including recruitment, interviewing, and selection

• Support the development and implementation of learning initiatives, leveraging internal online platforms

• Champion Diversity & Inclusion by identifying and delivering meaningful local initiatives

**Employee Relations **

• Support disciplinary meetings, investigations, and terminations alongside, partnering with legal counsel as required.

• Coach and advise managers on performance and disciplinary processes.

**Compensation & Benefits **

• Oversee the payroll function, including the management of an inhouse Payroll Specialist and relationship with the external payroll vendor.

• Assist in vendor selection for new markets and administer annual benefits enrolment

• Monitor compensation and benefits trends to ensure competitive offerings.

**Compliance & HR Administration **

• Drive administrative excellence across all areas of the people function, including seamless onboarding, offboarding and policy administration.

• Ensure compliance with federal, state, and local employment legislation is upheld.

**Process Improvement & Innovation **

• Stay across emerging HR trends, best practices, regulatory changes, and new technologies

• Continuously review and enhance HR processes for efficiency and impact

**Leadership & Projects **

• Manage and develop direct reports, ensuring capability building for current and future needs

• Contribute to key HR projects such as system implementations, engagement programs, onboarding enhancements, and DEI initiatives

• Support HR setup and program delivery for new global markets

**What You will Bring **

• Bachelor’s degree in Human Resource Management, Business Administration, or related field

• Minimum three years’ human resource management experience (fashion industry experience is highly regarded)

• Strong knowledge of employment laws and regulations

• Exceptional verbal and written communication skills

• Ability to build strong rapport with stakeholders at all levels

• A values‑driven approach aligned with our brand and culture

• Confidence representing the brand with external partners, recruitment agencies, and providers

**Why work with us? **

- Work in luxury fashion alongside a passionate team.

- Bespoke development plans and access to strong mentors and industry leaders.

- Ongoing Training and Development opportunities to grow your career within Zimmermann.

- Generous Employee Discount.

- Opportunity to progress your career within an Australian global luxury brand, including international opportunities.

- Opportunity to work remote 2 days a week, upon the successful completion of probation period.

Only shortlisted candidates will be contacted.

~~Zimmermann is an equal opportunity employer and considers all applicants for employment on the basis of their individual capabilities and qualifications ensuring a strong corporate commitment to diversity and inclusion. If you have any support or access requirements, we encourage you to advise us at time of application to assist you through the recruitment process. ~~

Senior Human Resources Manager - Americas

As a robust single family office, ICBD invests in companies and initiatives that disrupt industries, enhance communities, and sustain profitability.

The ICBD portfolio of investments includes, but is not limited to:

ABA Centers — An autism healthcare provider dedicated to expanding access to high-quality care without the long wait times typical in the field.

GateHouse Treatment — Personalized addiction treatment designed for long-term recovery.

Exact Billing Solutions — Innovative medical revenue cycle management and consulting.

Curative AI — The next generation in AI for healthcare and beyond. 

The Christopher Barnett Family Foundation — A family-run charitable organization designed to build opportunities, inspire hope, and launch educational initiatives.

Industry: Hospitals and Health Care
Company Size: 1,001-5,000 employees

ICBD

**Chief Human Resources Officer - ICBD **

**Downtown Fort Lauderdale, FL HQ - In-Office **

**About ICBD **

ICBD is a robust single-family office focused on private investment and business development, supporting exceptional companies in healthcare, technology, and beyond.

We own and operate a growing portfolio of high-performance businesses united by a shared commitment to people, operational excellence, and long-term value creation. But we're not just building businesses—we're building a legacy of leadership, innovation, and purpose.

Joining ICBD means you'll be part of the team behind some of the fastest-growing companies in healthcare, technology, and business services. We are proudly self-funded, committed to sustainable growth, and led by visionary thought leaders—including our CEO and Founder, the 2024 Ernst & Young U.S. Entrepreneur Of The Year® National Overall Award winner.

Our most visible success is ABA Centers, a revolutionary leader in autism care and diagnostics, ranked #5 on the 2024 Inc. 5000 list of fastest-growing private companies in the U.S.

The ICBD portfolio includes these dynamic organizations united by strategic vision, operational expertise, and unwavering commitment to excellence:

- ABA Centers - The leading provider of autism care in the U.S., with 13 regional brands and 70+ operating areas.

- GateHouse Treatment - A comprehensive network of substance use disorder programs that address the full spectrum of recovery needs from medical treatment to supportive housing and respite services.

- Marquis MD - A concierge medicine concept redefining healthcare by prioritizing convenience, connection, and care powered by advanced technology.

- Exact Billing Solutions - Innovative revenue cycle management and advanced billing support systems for healthcare providers.

- Curative AI - A next-generation platform using AI to disrupt and transform the healthcare system by providing new solutions for revenue cycle management, scheduling, medical documentation, clinical and diagnostic support, and more.

- The Christopher M. Barnett Family Foundation - The philanthropic heart of ICBD, advancing programs that address autism care, food insecurity, homelessness, women's empowerment, and underserved children.

**Recognition & Awards **

At ICBD, our commitment to operational excellence, ethical leadership, and transformative care has earned us recognition across industries. Our portfolio companies and leadership team have been honored with multiple awards, including:

-         Inc. 5000 - 5th Fastest-Growing Private Company in America (2024).

-         Financial Times - #1 on "The Americas' Fastest Growing Companies."

-         EY Entrepreneur Of The Year® U.S. Overall.

-         South Florida Business Journal's Top 100 Companies.

-         Florida Trend Magazine's 500 Most Influential Business Leaders.

-         Inc. Best in Business, Health Services.

**About the Role **

ICBD is currently in a transformational growth phase and is hiring a new Chief Human Resources Officer (CHRO) to partner with the CEO and executive leadership team on this journey. Already operating five subsidiaries, the CHRO will define the HR function for Curative AI, a newly created business. This individual will also stand up the people side of Marquee MD, a newly created company, offering concierge medicine.

The CHRO will lead the development and implementation of the HR strategy and core practices, for the existing holding organization, consisting of approximately 300 employees today. Given the mission-orientation of the business, this person will build upon the Company's already strong purpose-led foundation.  A top initiative for the CHRO will be focusing on the building of cultural incentives for all employees of ICBD, exemplifying the organization's prioritization of philanthropy.

This leader will play a key role in ensuring consistent alignment between the organization as well as full time employees of ICBD, including the following functions: talent acquisition, total rewards, human resources, risk, and people management and development.

The CHRO will help set the standard for the portfolio's platform of companies, process discipline and shared culture. She/he will deliver an integrated human resources agenda including talent acquisition, culture, engagement, succession, talent development, performance management, diversity, equity and inclusion, total rewards, organizational design, HR operations, as well as HR policy and governance. This leader will build functional capability for the future, creating best-in-class talent processes, HR service delivery and employee experience.

**Key Responsibilities**

·       **Business Strategy **: Work closely with the executive team in shaping the strategy and advising on organization design, change management, performance and organizational capabilities.

·       **Functional Strategy: ** Develop and scale the HR function to support transformational growth, effectively aligning resources to deliver on near-term priorities, while building an effective, long-term foundation for core human resources and talent practices that can be scaled and delivered consistently across the business. Anticipate changing market and business conditions and align/shift people strategy and investments appropriately.

·       **Culture and Employee Experience: ** Partner closely with the Executive Team to further shape, cascade and scale a long-held mission to build organizations that will better the patient experience in healthcare. Invest in, measure and evolve employee well-being and the employee value proposition including positive impact on patient experience. Develop a leading employee relations vision and capability.

·       **C-Suite Effectiveness: ** Function as a business advisor and coach to the CEO and Executive Team regarding key organizational, talent and business issues.  Sets the example for cross-functional collaboration and teaming. Delivers expert Executive Talent, C-level Succession Planning and Executive Compensation advice and materials.

·       **Talent Management: ** Design and deliver next-generation talent management processes. Scale and refine a highly effective recruitment capability. Invest in career development, aligning meaningful career ladders, mobility and development deeper into the organization. Implement succession planning, leadership development, and performance management.

·       **Process and Data: **Develop process rigor and measurement capability. Align priorities to business needs and desired impact.

·       **DEI: **Imbed DEI best practices in the company's culture, strategy and processes.  Have a view on the external market including best-in-class strategies.

·       **People Leadership: ** Provide overall leadership on all HR and talent-related matters. Lead and manage a highly impactful and results-oriented HR team. Set enterprise-level service thinking and deep process discipline as a core operating standard for HR and for the rest of the organization.

·       **Total Rewards: **Provide leadership on total rewards design that aligns with the growth strategy. Establish appropriate and market-savvy incentives to attract, reward and retain outstanding performers.  Align compensation and benefits practices across the organization, delivering a more consistent employee value proposition and align performance and reward expectations.

·       **Corporate Accountability: **Maintain awareness on government influences on management, policies, processes and practices, and work to ensure that the Company follows all applicable laws and regulations concerning employment practices, employee health and safety, as well as employee and labor relations.

·       **Communication: **Serve as a spokesperson for the company on human resource issues, demonstrating sophistication in dealing with both internal and external stakeholders.  Function as both a Company and employee advocate, staying close to the employee base while keeping the best interests of the Company in mind.

**Requirements**

The ideal candidate will have the capacity to easily shift between strategy and action. This leader must have proven capability to design and deliver a next-generation people and talent agenda across a fast growing, geographically dispersed portfolio. In addition to a strong foundation in human resources, the CHRO will have a passion for delivering and scaling a highly mission-driven culture that is embedded across each of ICBD's portfolio companies.

The successful candidate will possess the following key personal and professional characteristics:·       Has experience and is passionate about organizations in a phase of intense growth and transformation.

·       Has a vision for achieving best-in-class solutions but is also capable of handling fast-paced day-to-day change.

·       Prior experience with a distributed workforce across multiple organizations or portfolios.

·       Focused on talent management and building talent practices that align employee performance with purpose. Has been highly successful in delivering talent acquisition and learning and development at scale.

·       Experience with workforce planning and analytics and can deliver meaningful and actionable insights to the business regarding strategic staffing requirements as well as employee engagement, quality of hire, retention, etc.

·       Has delivered meaningful advancement with employee experience, employee well-being and engagement.

·       Experience overseeing the employee lifecycle (onboarding to offboarding); ensuring all systems and services supporting this provide a superior level of employee experience.

**Education: ** An undergraduate degree is required, and an advanced degree is preferred.

**Benefits**

**Special C-Suite Benefits Package **

- 21 paid days off (15 days of PTO, which increases with tenure, plus 6 holidays)

- 100% paid family health insurance premium

- 100% premium paid for dental and vision insurance for family

- Concierge medical doctor for employee

- 100% premium paid for long-term disability

- SERP (Supplemental Executive Retirement Plan) for employee

- Generous 401(k) match

- Annual C-suite bonus program

At ICBD, we believe leadership, innovation, and purpose go hand in hand. Be part of a team where your work drives lasting impact and your career reaches new heights.

~~ICBD participates in the U.S. Department of Homeland Security E-Verify program. ~~

Recruiter ID:

Chief Human Resources Officer

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 within the $450+ billion group transportation and mobility sector, addressing the fragmentation and lack of transparency in this industry. It provides an AI-native platform that facilitates modern charter, shuttle, and emerging autonomous vehicle operations. Serving enterprises, institutions, and event organizers, the company connects these clients to thousands of bus operators nationwide. It also functions as an operating system for large-scale shuttle and transit programs across airports, campuses, industrial sites, and major events. The platform leverages real-time availability, transparent pricing, intelligent routing, and AI-driven dispatch and optimization to introduce automation, accountability, and scale to a traditionally opaque market. Its client base includes many Fortune 500 companies.

2. About the Opportunity:

The People Operations Manager is responsible for building and scaling the operational infrastructure that supports the People team. This role focuses on developing, implementing, and optimizing processes, systems, and workflows that manage the full employee lifecycle. The position requires bringing clarity and structure to ambiguity, improving organizational efficiency, and ensuring core People Operations functions run smoothly and accurately. It demands a strong operator mindset with ownership of projects from start to finish, proactively identifying gaps, and deploying scalable solutions in a fast-paced environment with shifting priorities.

3. Responsibilities:

• Design and implement scalable People Operations processes across onboarding, offboarding, and the employee lifecycle

• Identify inefficiencies and streamline or automate workflows for improved speed and accuracy

• Create and maintain standard operating procedures to ensure consistency and clarity

• Develop systems and processes that scale with company growth

• Manage day-to-day People Operations execution with accuracy and timeliness

• Oversee high-volume workflows with strong attention to detail

• Collaborate cross-functionally with Talent Acquisition, Payroll, and Finance for seamless operations

• Ensure all priorities are managed without lapses

• Maintain compliance with federal, state, and multi-state employment regulations

• Develop and manage processes to ensure audit readiness and reduce risk

• Partner with Payroll on compensation, benefits, and leave administration

• Own and optimize HR systems to preserve data integrity and usability

• Evaluate and implement tools to enhance efficiency and reporting

• Build reports and dashboards to support data-driven decisions

• Support quarterly business reviews and leadership reporting with actionable insights

• Apply analytical methods to develop and implement compensation solutions

• Ensure onboarding and offboarding processes are efficient and consistent

• Coordinate with Talent Acquisition to facilitate smooth candidate-to-employee transitions

• Manage internal inquiries through ticketing systems with timely and accurate responses

4. Requirements:

• Minimum 5 years in People Operations within a high-growth environment

• Proven experience building and enhancing operational processes and systems

• Strong operational focus on execution and measurable outcomes

• Experience with HR systems (experience with Rippling is a plus) and automation

• Solid knowledge of compliance and multi-state employment regulations

• High attention to detail and ability to manage multiple priorities effectively

• Ability to thrive in a fast-paced environment with shifting priorities

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.

6. Benefits & Perks:

• Remote-first flexibility with ability to work from multiple approved U.S. states

• Comprehensive health coverage including medical, dental, vision, mental health support, virtual care, gym discounts, and family-building benefits

• Full coverage of employee premiums for U.S.-based medical insurance

• Paid time off to support work-life balance

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.

People Operations Manager

Industry: IT Services and IT Consulting
Company Size: 2-10 employees

FetchJobs.co

**About The Company**

At Orica, it's the power of our people that leads change and shapes our futures. Every day, all around the world, our people help mobilise vital resources essential to progress. Established in 1874, we have grown to become the world leader in mining and civil blasting with a diverse team of more than 13,000 across the globe. It's an exciting time to join us as we are shaping the future of mining through digital and automated technologies, embracing new ways of thinking, pioneering innovation, and reimagining the way we work. Orica has been recognized as one of the top companies for women to work for in the transportation industry by the Women in Trucking Association (WIT) in 2023, 2024, and 2025. Please note that Orica does not provide immigration-related sponsorship for this role. Do not apply if you will need Orica Immigration Sponsorship (e.g., H1-B, TN, STEM OPT, etc.) now or in the future.

**About The Role**

We are pleased to announce an exciting opportunity for an HR Business Partner (HRBP) within our Orica Speciality Mining Chemicals team. The HRBP Winnemucca will provide HR leadership and strategic business partnering support to ensure the safe, compliant, and efficient operation of the Winnemucca Manufacturing Site. This role involves partnering closely with site leadership to deliver Orica's business objectives and people strategies through expert HR advice, employee relations management, and legal compliance. The HRBP will play a vital role in maintaining a safe and well-resourced plant, supporting site growth initiatives, leading local HR integration and change activities, and ensuring consistent application of HR policies and governance frameworks. Additionally, this role offers remote HR support to a select group of leaders across North America, ensuring alignment and consistency in HR practices across the region.

**Qualifications**

The ideal candidate will possess over 5 years of experience in a similar HR role, preferably within the manufacturing industry. A degree in Human Resources Management, Industrial Relations, or a related field is required. Strong communication, negotiation, collaboration, and influencing skills are essential for success in this role. Working knowledge of employment legislation, including federal and state laws relevant to Nevada and Texas, is necessary. The candidate should demonstrate change management capabilities, excellent organizational skills, and a customer-focused approach. Ability to work independently as well as part of a virtual team is highly valued. Prior experience in workforce planning, employee relations, and HR operations will be advantageous.

**Responsibilities**

- Act as the primary HR Business Partner to site leadership, providing trusted and pragmatic advice on all HR matters.

- Translate operational plans into effective people strategies that promote safe operations, workforce stability, and future site growth.

- Support and enhance site culture and employee engagement through consistent leadership behaviors, effective communication, and early resolution of people issues.

- Proactively identify people-related risks and opportunities, offering timely advice and solutions aligned with Orica's values and policies.

- Assist leaders in managing complex employee relations issues, including performance management, misconduct investigations, grievances, and attendance concerns.

- Lead workplace investigations ensuring procedural fairness, compliance, and comprehensive documentation.

- Monitor workforce trends and provide informed ER/legal advice to support compliant decision-making.

- Partner with site leadership and regional talent acquisition teams to support workforce planning, resourcing, and talent development initiatives.

- Collaborate with HR Centers of Excellence to deliver effective recruitment, onboarding, and talent management strategies.

- Lead change management initiatives and support HR integration activities to align with the HR Operating Model.

- Translate organizational or regional change programs into practical site-level actions and communications.

- Ensure consistent and compliant implementation of HR policies and frameworks at the site level.

- Partner with HR Employee Services to deliver seamless operational HR support, escalating issues as needed.

- Manage stakeholder relationships, including site leaders, community representatives, and HR colleagues, to ensure effective service delivery.

- Assist in preparing and delivering HR reports and key people metrics to relevant stakeholders.

**Benefits**

As a part of Orica, you will have the opportunity to grow and develop within a diverse and collaborative global culture. We promote continuous learning through connected global and local teams, offering flexible career paths and supporting skill development. Our employees receive a competitive salary package, access to comprehensive health benefits, and opportunities for career advancement. We prioritize a safe and inclusive workplace where your potential can thrive. Our benefits include medical and prescription plans, dental and vision coverage, health savings and flexible spending accounts, life and accidental death insurance, short-term and long-term disability coverage, an employee assistance program, 401(k) with company match, bonding leave, paid time off, paid sick leave, and scheduled holidays. We are committed to supporting your well-being and professional growth throughout your career with us.

Equal Opportunity

Orica is an Equal Opportunity Employer and a Drug-Free Workplace. We are dedicated to fostering an inclusive culture where all employees and applicants are treated with fairness, dignity, and respect. We value diversity and are committed to providing equal employment opportunities regardless of race, religion, gender identity or perception, sexual orientation, nationality, age, military or veteran status, marital status, or disability. All qualified candidates will be considered for employment

HR Business Partner

Since 1928, Asplundh has been dedicated to safe, efficient and innovative line clearance services to the utility industry. Reliable, uninterrupted power is an important service provided by the world's electrical utilities and Asplundh has the expertise to help keep the power flowing. Diversification over the years has opened up vegetation management services to other specialized markets such as railroads, pipelines, municipalities and departments of transportation.

Industry: Environmental Services
Company Size: 10,001+ employees

Asplundh Tree Expert, LLC

**Description**

**Job Title**

**Compensation Analyst**

**Department**

Total Rewards / Human Resources

**FLSA Status**

Exempt

**Position Summary**

The Compensation Analyst plays a critical role in the design, analysis, and governance of market?competitive and internally equitable compensation practices. This role is responsible for independently conducting complex market pricing and job analysis, maintaining high?integrity compensation and market data, and ensuring alignment between job descriptions, job codes, and job architecture. The analyst serves as a trusted partner to HR Business Partners, Talent Acquisition, and Total Rewards leadership by delivering data?driven insights, applying sound compensation judgment, and supporting consistent, defensible pay decisions across the organization.

**Essential Duties & Responsibilities**

**Market Pricing, Analysis & Advisory Support**

- Independently conduct market pricing analyses for new, evolving, and existing roles by matching internal job content to external survey benchmarks using consistent, well?documented methodology.

- Analyze and interpret market data to provide clear recommendations on base pay and total cash positioning, including percentile placement, compa?ratio analysis, and market movement trends.

- Support internal equity reviews and pay audits by evaluating compensation across roles, levels, and peer groups; summarize findings and risks for HR and business stakeholders.

- Serve as an advisor to HR Business Partners and Talent Acquisition on compensation?related matters, including new hire offers, promotions, reclassifications, and organizational changes.

**Compensation Data Management & Governance**

- Own the accuracy, integrity, and governance of compensation and market data repositories, ensuring auditability, version control, and appropriate documentation standards.

- Lead survey participation processes, including job mapping strategy, data submission, vendor coordination, and maintenance of survey libraries and pricing logs.

- Perform quality assurance reviews of compensation data used in analysis, reporting, and decision support, proactively identifying and resolving data issues.

- Develop and maintain analytical tools, trackers, and documentation to support repeatable, scalable compensation processes.

**Job Description Development & Job Architecture Alignment**

- Lead the development, review, and refinement of job descriptions to ensure clarity, consistency, and alignment with job architecture and market pricing standards.

- Partner with HR Business Partners and business leaders to clarify role scope, responsibilities, and level distinctions that materially impact compensation outcomes.

- Evaluate roles for appropriate leveling and comparability, ensuring job documentation supports structured internal comparisons and defensible market matches.

- Maintain governance over the enterprise job description repository, ensuring timely updates and adherence to established standards.

**Job Code Management & Structural Governance**

- Manage and govern job codes, titles, and job families to ensure consistency across HR systems, job documentation, and compensation structures.

- Review and approve requests for new or revised job codes, assessing impacts to pay structures, internal equity, and job architecture integrity.

- Partner with Total Rewards leadership on job architecture initiatives, including leveling frameworks, role differentiation, and structural consistency across the organization.

**Reporting, Insights & Continuous Improvement**

- Prepare and deliver compensation analyses, summaries, and recommendations for HR leadership and business stakeholders.

- Identify trends, risks, and opportunities related to market competitiveness, internal equity, and data quality.

- Contribute to the development of compensation guidelines, governance standards, and process improvements that enhance consistency and decision quality.

**Relocation Responsibilities**

- Administers and maintains the relocation process ensuring timely and accurate relocations.

- Works with our relocation vendor to present estimated costs for each relocation package through Asplundh’s approval process.

- Analyzes relocation trends and provides reports on process improvements.

**Qualifications**

**Education & Experience**

- Bachelor’s degree in Human Resources, Business, Finance, Economics, or a related field, or equivalent experience.

- 2-5 years of progressive experience in compensation or Total Rewards or managing compensation data with demonstrated ownership of market pricing, job analysis, and data governance.

- Strong working knowledge of compensation surveys, market pricing methodologies, and job evaluation or job architecture concepts.

**Knowledge, Skills & Abilities**

- Advanced analytical and problem?solving skills with the ability to translate complex data into clear, actionable insights.

- Strong judgment in applying compensation principles and balancing market data with internal equity considerations.

- High attention to detail and commitment to data accuracy, documentation, and governance.

- Advanced Excel skills and experience working with HRIS and compensation systems; comfort working with large, complex data sets.

- Effective communicator with the ability to influence and partner across HR and the business.

**Benefits**

We offer a competitive range of benefits to support our employees’ health, well-being, and financial security. Medical, dental, and vision benefits are available to all eligible employees on the first day of employment. For more information on the benefits available for this role, please contact the recruiter or hiring manager.

**Individuals with a disability who desire a reasonable accommodation can contact the ADA Coordinator by calling 1-833-222-3066. We partner with the Department of Homeland Security/U.S. Customs and Immigration Service to e-Verify all newly hired employees.**

**An Equal Opportunity Employer.**

**Please note:**

- All job offers are subject to pre-employment drug screening and a background check.

- Unless otherwise noted, we do not sponsor employees for work authorization in the U.S. for this position.

**Notice to Agencies: ** We only accept resumes from recruiters, employment agencies, or staffing services if a Service Agreement has been signed and we have requested recruitment/staffing services for the specific position. Any unsolicited resumes will become the property of the company, and no fees or compensation will be paid to the recruiter, employment agency, or staffing service.

Compensation Analyst

At Crate & Barrel, we help people build a home with purpose. Founded in 1962, Crate & Barrel Holdings (CBH) is an industry-leading home furnishings specialty retailer, including the brands Crate & Barrel, Crate & Kids, CB2, and Hudson Grace. 

A leader in omnichannel retail and direct marketing, we believe in the experience of physical stores and embracing the customer experience by offering inspired living across all of our platforms. From curated product sourcing and production to custom delivery and set-up in more than 90 countries, our 7,500 talented associates form the dynamic teams that keep our company running and growing.

Today, Crate & Barrel Holdings is owned by the Otto Group, a Hamburg, Germany based global family of retailers and retail-related service providers focused on digital innovation, technology, sustainability and corporate responsibility. We operate more than 100 stores throughout the U.S. and Canada, and hold international franchise locations in nine countries, including six franchise eCommerce platforms.

To learn more about Crate and Barrel, visit www.crateandbarrel.com.

To become a part of our family of brands, visit our careers site at www.jobs.crateandbarrel.com  and www.jobs.cb2.com

Industry: Retail
Company Size: 5,001-10,000 employees

Crate and Barrel

The Senior Human Resource Business Partner is both a strategic and hands-on role that provides full cycle Human Resources support to our Distribution Centers and Cross-Docks. The role is critical in executing our people initiatives, providing exceptional internal customer support, and driving HR functional excellence and process improvement.

**A day in the life as a Senior HR Business Partner...**

- Lead and execute strategic human resource initiatives that are in-line with business objectives to drive results while ensuring alignment with corporate direction, strategic initiatives and human resources best practices (e.g., talent recruitment, development and training; associate engagement; succession planning; performance management; legal/regulatory compliance; compensation, safety and benefit policies and practices).

- Consult with senior leaders across the business to understand how to best align and integrate people through organization design and talent development for a highly cross functional team that is fast-paced and constantly changing.

- Accountable for the strategic and tactical support to the Director of Operations, focusing on the implementation of strategic and operational programs for human resources.

- Lead and support the leadership development and associate training programs at all levels to enhance associate training skills; mentor managers and supervisors in Leadership skills.

- Responsible for performance management (coaching & corrective action guidance) to ensure high performing teams.

- Partner closely with campus Leadership to advise on enhancement of positive team dynamics resulting in increased efficiencies, productivity and retention of top talent.

- Support the development and maintenance of the campus talent strategy and performance-oriented culture by communicating, teaching, influencing, and supporting the execution of consistent processes and routines around talent assessment, succession planning, recognition, and performance management.

- Collaborate with the Human Resources Centers of Excellence (HR COEs) and campus Leadership teams to develop and maintain human resources-related processes and metrics that drive results and effectively address the needs and concerns of the campus organization. Provide expertise and guidance in situations involving associate relations, compliance, safety, compensation, benefits, talent acquisition, and workers’ compensation in partnership with the HR COEs to reinforce a culture of compliance and safety, provide consistency, and take smart risks that are compliant with pertinent HR-related laws and regulations.

- Lead as a brand ambassador who understands and champions our Purpose, Values and Beliefs.

- The ability to create a vision and goals for an HR team and inspire and motivate the team to achieve excellence in terms of customer support and core HR processes.

- Responsible for staying relevant on external trends within the industry that may have application internally.

**What You’ll Bring To The Table…**

- Ability to assess a situation and adapt communication appropriately to ensure effective delivery to associates at all levels.

- Ability to utilize strategic thinking and past learnings to anticipate potential issues and the ripple effect of decisions, determine reasonable solutions to problems, and build flexible and realistic action plans to drive improvement.

- Demonstrate a focus on continuous learning and an ability to effectively teach, coach, build relationships and influence others in order to motivate and gain appropriate buy-in to drive results.

- The ability to understand business goals and recommend new approaches, policies and procedures to effect continual improvements in business objectives, productivity and development of HR within the company.

- Ability to drive performance management (coaching & corrective action guidance) to ensure high performing teams.

- Ability to be an agent of change to influence teams to shift quickly as our business evolves.

- Ability to take initiative, work on multiple projects simultaneously, prioritize as needed, and act with urgency, agility, efficiency, and effectiveness in total work approach.

**We’d love to hear from you if you have…**

- Bachelor’s degree (preferred) or equivalent experience.

- 5+ years of steady progressive human resources or relevant leadership experience in Supply Chain Logistics, Manufacturing or Retail industry preferred.

- Ability to travel up to 25%.

- Knowledge of relevant human resources-related laws and regulations and the ability to conduct or assist with investigations, maintain confidentiality and appropriately handle sensitive information.

- Knowledge of human resources best practices (e.g., talent recruitment, development and training; associate engagement; succession planning; performance management) and strong ability to assess the skills, abilities, knowledge, performance and potential of others to influence effective succession planning and recruiting and create a pipeline of talent.

- Prior experience leading, coaching, and mentoring direct reports and partnering with large HR teams and talented HR professionals.

- Prior experience supporting large hourly employee client groups (distribution or manufacturing).

Senior Human Resources Business Partner, Distribution

KBRA was established in 2010 in an effort to restore trust in credit ratings by creating new standards for assessing risk and by offering accurate and transparent ratings.

KBRA provides the investment community with an alternative solution by delivering timely and in-depth research.

KBRA is a full service global rating agency whose mission is to set a standard of excellence and integrity.

Industry: Financial Services
Company Size: 501-1,000 employees

KBRA

**Position Title: ** HR Business Partner (Contract) NY

**Entity: **KBRA Holdings LLC

**Employment Type: **Temporary / Contract (6 months)

**Location: **New York, New York

**Summary**

KBRA, a leading global credit rating agency, is seeking a **Temporary HR Business Partner ** to support the HR team for approximately 6 months. This role will provide hands-on support across key HR processes including performance management cycles, employee relations support, immigration case coordination, and HR systems administration. This position will partner closely with members of the HR Business Partner, Talent Acquisition and HR Operations teams to ensure continuity of core HR processes and provide timely support to managers and employees across the firm.

**About The Team**

The Human Resources Department is responsible for supporting the employee experience at KBRA, including recruiting, talent development, engagement, compensation, benefits, and HR operations. As a lean HR organization, the team collaborates closely to deliver high-impact HR initiatives while maintaining responsive support for employees and managers across the firm.

**Summary Of Responsibilities**

Support the HR Business Partner team in managing key HR programs and operational initiatives during the 6-month engagement, including:

**Performance Management**

- Support the execution of the mid-year and annual performance management cycles

- Assist managers with performance review processes, documentation, and system workflows

- Provide coaching and guidance to managers on performance management best practices

**Employee Relations & HR Advisory**

- Support the HRBP team in employee relations matters, including documentation, investigations, and follow-up actions

- Assist with reasonable accommodation requests in partnership with HR Business Partners

- Provide day-to-day HR guidance to managers and employees on HR policies and processes

**Immigration Case Management**

- Coordinate with immigration counsel on active visa cases

- Track case progress and ensure timely documentation from managers and employees

- Maintain accurate records and reporting of immigration matters

**HR Systems & Data Support**

- Partner with HR Operations to support ongoing cleanup and optimization of the HRIS system

- Assist with updates to organizational structure, historical data corrections, and reporting requests

- Support data validation and ensure HR data integrity

**Cross-Functional HR Collaboration**

- Work closely with HR Operations, Talent Acquisition and HR Business Partners to ensure smooth delivery of HR programs

- Proactively identify and assist in evolving process and policy improvements to increase efficiencies and productivity in HR operational processes

- Support ad hoc HR initiatives and projects as needed

**Qualifications**

- Bachelor’s degree required and at least 8 years of HR experience, including 3-5 years in a strategic HRBP role

- Experience supporting performance management cycles and employee relations matters

- Strong organizational skills and ability to manage multiple priorities

- High attention to detail and ability to handle sensitive information with discretion

- Strong interpersonal and communication skills

- Proficiency in Microsoft Office Suite (Excel, Word, Outlook, PowerPoint)

- Experience working with HRIS systems and HR data management

- Experience in financial services or professional services environments is a plus

**Hourly Rate**

$60/hour - $80/hour

**About Us**

KBRA is a full-service credit rating agency registered in the U.S., the EU and the UK, and is designated to provide structured finance ratings in Canada. KBRA’s ratings can be used by investors for regulatory capital purposes in multiple jurisdictions.

**More Info**

KBRA encourages applications from all qualified individuals without regard to race, color, religion, gender, sexual orientation, gender identity or expression, age, national origin, marital status, citizenship, disability, and veteran status or any other basis prohibited by federal, state or local law.

HR Business Partner (Contract) NY

We're the world’s largest family-owned wine and spirits company and the official wine and vodka sponsors of the NFL, NHL, and UFC, and home to the #1 wine and spirits brands in the U.S. - High Noon and Barefoot Wine. 

Gallo Careers | Find Your Perfect Pairing

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

GALLO

Job Req ID: 107108

Job Type: Full-time

Work Category: Hybrid Telecommute or Dallas, TX - Onsite

Sponsorship: Not Available

Compensation: $113,400 - $170,200

Gallo Privacy Policy

**We are GALLO**

We’re a family-owned company with a 90+ year legacy, that’s consistently recognized as a Glassdoor “Best Places to Work.” We have 130+ brands in our total alcohol beverage portfolio including wine, malt, spirits, and ready-to-drink beverages. We’re home to the #1 wine and spirits brands in the U.S. - Barefoot Wine & High Noon and are the official sponsors of the NFL, NHL, UFC, and PGA of America.

View our Corporate Values and Mission Statement here.

**A Taste Of What You'll Do**

As an HR Business Partner, you will play a critical role in shaping how people strategies power business success. Serving as a trusted advisor to leaders across multiple functions and locations, you’ll deliver thoughtful, consultative guidance that aligns talent, culture, and organizational capability with strategic objectives. Your work will span organizational planning, leadership coaching, and change management, helping leaders navigate complexity while fostering a positive and inclusive work environment.

You’ll partner closely with HR Centers of Excellence, including Talent Acquisition, Compensation, Benefits, Employee Relations, People Operations, and Corporate Communications, to deliver integrated solutions that meet the evolving needs of the business. By understanding both near- and long-term priorities, you’ll help design and implement people strategies that drive engagement, performance, and sustainable results.

In this role, you’ll be hands-on in talent management, succession planning, organizational design, and workforce planning. You’ll guide leaders through performance management processes, facilitate calibration discussions, and support development and promotion planning. As a key facilitator for client group leadership teams, you’ll help translate strategy into action while reinforcing core values and cultural objectives.

You’ll also ensure compliance with company policies, collective bargaining agreements where applicable, and local, state, and federal regulations, while supporting diversity, equity, and affirmative action initiatives. Through strong relationships, sound judgment, and a continuous improvement mindset, you’ll help create an environment where both people and the business can thrive.

**What You'll Need**

- Master’s degree plus 3 years of human resources business partner or generalist experience reflecting increasing levels of responsibility; OR Bachelor’s degree plus 5 years of human resources business partner or generalist experience reflecting increasing levels of responsibility; OR Bachelor’s degree plus 4 years of Gallo human resources experience reflecting increasing levels of responsibility; OR High School Diploma or State-issued equivalency certificate plus 9 years of human resources business partner or generalist experience reflecting increasing levels of responsibility.

- Ability to influence and build collaborative relationships.

- Required to travel to company offices, sites, and/or meeting locations for onboarding, training, meetings, and events for development, department needs, and business delivery up to 5% of the time, with or without reasonable accommodation. This may be in addition to travel requirements, if applicable, as listed in this job description.

- Required to be 18 years or older. This may be in addition to other age requirements, if applicable, as listed in this job description.

**How You'll Stand Out**

- Demonstrated success partnering with senior leaders to translate business strategy into effective people and organizational solutions.

- Strong experience leading change management initiatives, including communication and adoption strategies across diverse client groups.

- Proven ability to facilitate talent management, succession planning, and workforce planning processes in complex environments.

**Our Benefits & Perks**

To view the full job description, please click here.

We are committed to providing competitive compensation, perks, and a culture that supports your well-being. Benefits depend on your work category and may include medical and dental coverage, 401k plans, profit sharing, pet insurance, company holidays, access to an employee wine shop, and more! Additional information will be provided before your first interview.

**The Fine Print**

- The Company does not sponsor for employment-based visas for this position now or in the future.

- Actual compensation paid within the range will be determined by factors such as the education, experience, knowledge, skills and abilities of the applicant, internal equity, and alignment with market data. In addition to the salary, this position may be eligible for bonuses, incentive plans, or participate in tasting room tip pools, as applicable.

- This position will be based in the location(s) specified in the job posting with an option for occasional telecommuting. You will be expected to live within a commutable distance.

- It is the Company’s policy for job postings to be open to internal candidates for a minimum of 5 days and to external candidates, if applicable, for a minimum of 3 days.

Gallo’s policy is to afford equal employment opportunities to all applicants and employees and not to discriminate on the basis of race, traits associated with race, including but not limited to, hair texture and protective hairstyles (such as braids, locks, and twists), color, national origin, ancestry, creed, religion, physical disability, mental disability, medical condition as defined by applicable state law (including cancer and predisposing genetic characteristics), genetic information, marital status, familial status, sex, gender, gender identity, gender expression, sexual orientation (actual or perceived), transgender status, sex stereotyping, pregnancy, childbirth or related medical conditions, reproductive health decision making, age, military or veteran status, domestic violence or sexual assault victim status, or any other basis protected by applicable law. Nor will Gallo discriminate based on a perception that an individual has any of the foregoing characteristics or is associated with a person who has, or is perceived to have, any of those characteristics.

Gallo will comply with state and local laws prohibiting discrimination for lawful out-of-work behavior, such as off-duty use of cannabis away from the workplace (subject to federal and state law exceptions), the existence of non-psychoactive cannabis metabolites in hair, blood, urine, or other bodily fluids as determined by a drug screening test (subject to federal and state law exceptions).

We also consider qualified applicants with criminal histories, consistent with applicable federal, state and local law. Gallo is committed to providing reasonable accommodation for candidates with disabilities in our recruiting process. If you need any assistance or accommodation due to a disability, please let us know at 209.341.7000.

Gallo is enrolled in the Department of Homeland Security's E-Verify program and will use the program to verify the employment eligibility of all newly hired employees as required.

E-Verify Notice

Right to Work

Employee Polygraph Protection Act

Sr. HR Business Partner

CosmoProf, a Sally Beauty Holdings company, is proud to be a community of professionals who care about our customers. Whether you want to explore a career in one of our stores, providing in-salon sales consultations, working in our Distribution Center or in a professional role at our Corporate office, we are seeking individuals who share our passion for helping our customers succeed in beauty through education, retailing and business building activities. 

Sally Beauty Company, Inc. began as a one-store operation in New Orleans, Louisiana in 1964. The Company expanded slowly until the 1980s, when it began to grow rapidly through acquisition and new store openings. In 1982, Sally moved its corporate headquarters to Denton, Texas following the acquisition of a Denton-based chain. 

In 1985, Sally acquired a major full-service (professional only) beauty supply distributor servicing the Midwestern United States. The growth of the full-service business led to the formation of the company now known as Beauty Systems Group LLC, focusing on distribution solely to the professional trade. 

New store openings and acquisitions continue to guide Sally’s expansion. In 1987, Sally became an international company with the acquisition of an affiliate in the United Kingdom. Today, Sally and its affiliates operate over 4500 stores throughout the United States and the world. Our international operations now extend to the United Kingdom, continental Europe, Puerto Rico, Canada, Chile, Peru, Colombia, Mexico. Both Sally Beauty Supply and Beauty Systems Group have successful and growing online (e-commerce) businesses. 

Sally and its affiliates have long been industry leaders. Expertise in professional product merchandising, distribution and education provides the basis for a commanding presence in the global market. This, combined with strong domestic growth and international development, positions the companies for anticipated continuing success in future years.

Industry: Retail
Company Size: 5,001-10,000 employees

CosmoProf Beauty

**Job Description**

**HR Business Partner**

~~**This position is Remote and candidates must be based in Los Angeles **~~

**About Sally Beauty Holdings, Inc.**

At SBH, our purpose is to inspire a more colorful, confident, and welcoming world. We are the leader in professional hair color, selling and distributing professional beauty supplies across 11 countries through our Sally Beauty and Beauty Systems Group businesses. Sally Beauty offers products for hair color, hair care, nails, and skin care to retail customers looking for salon-quality products at a value price. Beauty Systems Group, branded as Cosmo Prof or Armstrong McCall stores, along with its direct sales consultants, sell professionally branded products intended for use and resale by salons to retail consumers.

**About The Role**

The Field HR Business Partner (HRBP) is a remote based position that requires up to 50% travel. The HRBP is responsible for aligning business objectives with associates and field leadership in their designated Regional Teams. The HRBP serves as a consultant to field management on human resources-related issues. The successful HRBP will act as an associate champion and change agent. The HRBP assesses and anticipates HR-related needs. Communicating needs proactively with our HR department and business management, the HRBP seeks to develop integrated solutions and formulates partnerships across their Regional Team to deliver value-added service that reflects the business objectives of the organization. The HRBP maintains an effective level of business literacy about the Region and SBH’s financial position, its midrange plans, its culture and its competition.

**Responsibilities**

**40% People: **Drive recruiting strategies to build a pipeline of talent, identify opportunity areas, and train local teams. Active on LinkedIn and all digital networking platforms and social networks, possesses a strong network of external candidates to fill positions when required. Assess Field Leader’s abilities to determine talent opportunities and their impact on performance. Engage in talent reviews and succession planning, promoting the right talent and building career pathing for high performers. Assessing development needs from a business perspective and taking ownership for addressing them. Develop and implement tools to drive talent development.

- Provides guidance and input on business unit restructures, workforce planning and succession planning. Aligning the strategy, structure and culture to maximize the drive for business.

- Consistently engages Field leaders regarding their own strengths and opportunities while leveraging IDPs to improve their capabilities. Ensures that the Store Managers engage and develop their teams. Develop and implement tools to drive talent development.

- Builds strong working relationships with all business partners. Analyzes trends and metrics in partnership with the HR group to develop solutions, programs and policies. Use insights from the organization to improve talent and business outcomes.

- Develop and administer necessary training to build skills in the areas of leadership, recruiting, engagement, and associate relations. Support Greenhouse, Thrive training and other leadership tools and programs to reinforce skill building.

**30% Brand **: Through coaching and consulting, work with leaders on the importance and practice of delivering an exceptional customer experience which maximizes sales/KPIs and drives customer loyalty in assigned stores. Understands the competitive landscape by observing and studying the competition to learn about current initiatives/strategies, shares insights with relevant business partners and supervisor. Develops disciplines that drive behavior so all brand standards are met.

- Build and nurture a culture of highly engaged associates with leaders to drive passion and commitment for the business that results in improved retention.

- Provides day-to-day performance management guidance to field management (coaching, counseling, career development, disciplinary actions).

**15% Safety/Loss Prevention: ** Ensures processes are followed to ensure the store environment is safe at all times for associates and customers; all policies and procedures are followed. Analyzes and utilizes all available reporting.

- Lead investigations in addressing associate relation issues and using the data to understand development opportunities to mitigate future issues and minimize company risks.

- 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.

- Provides HR policy guidance and interpretation.

**15% Operations: ** Drives the execution of all company processes through training, management, analysis and continuous improvement. Review staffing levels to leverage payroll and overtime. Ensures support for all processes to support digital strategies are utilized such as Omni-channel fulfillment (SFS/BOPIS).

- Analyze and share out reporting on turnover and retention, ER trends, other HR KPI’s, and monitor completion of training, performance appraisals and other Thrive programs.

- Partner with Regional Team on business objectives. Participants in regional meetings and calls regularly.

- Travel with Regional Director and team frequently to identify strengths and opportunities of the region’s execution of programs, keep a pulse on the culture, identify training needs, and understands market threats and opportunities.

**Knowledge, Skills & Abilities Requirements**

- Bachelor’s degree and relevant industry experience

- SHRM-CP or SHRM-SCP Certification

- Minimum of 8 to 10 years’ experience resolving complex employee relations issues.

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

**Competencies & attributes**

**Talent Builder**

- Drives all required activities in the talent development process; Interviews, Performance Appraisals, QPRs, and IDPs

- Creates a diverse and inclusive team, actively encourages input from others and listens

**Team Builder**

- Driver of information sharing and collaboration.

- Actively demonstrates teamwork/collaboration within SBH. Builds and/or participates in effective teams and values the importance of having diverse thoughts and input from various sources.

- Can understand the successful outcomes when collaboration occurs.

**Effective Communicator**

- Is emotionally astute when communicating and authentic to their own style/self; embraces EQ/Emotional Intelligence

- Shares information in a timely manner, always encourages others to express their views and opinions to develop better outcomes

**Results Driver**

- Effective at driving and delivering plans, holds self and team accountable to a high standard to deliver objectives

- Effective with time management, always focusing on the right priorities and uses resources wisely to drive the right result

- Leads and motivates their team, adjusting strategies and plans where needed, demonstrates GRIT with a determination to succeed

**Problem Solver & Decision Maker**

- Able to consume relevant data and information to understand business issues and makes recommendations and takes action

- Considers the importance and impact of decisions against relevant factors including costs, risks, volume of work and impact on the field leasers and stores.

-  Optimistic, strategically minded and generally curious about areas impacted by new systems, new processes, and customer behaviors.

-  Strong technical aptitude.

**Working Conditions & Physical Requirements**

- Ability to travel 50% or greater. Attend national and regional meetings as necessary.

- The work environment involves everyday risks or discomforts which require normal safety precautions typical of such places as offices, meeting and training rooms, retail stores, and residences or commercial vehicles, e.g., use of safe work practices with office equipment, avoidance of trips and falls, observance of fire regulations and traffic signals, etc. The work area is adequately lighted, heated, and ventilated.

- The work is sedentary. Typically, the employee may sit comfortably to do the work. However, there may be some walking; standing; bending; carrying of light items such as papers, files, books, small parts; using a keyboard, driving an automobile, etc. No special physical demands are required to perform the work.

**Benefits**

We offer a competitive salary and outstanding benefits package that includes medical, dental, vision, life Insurance, paid vacation and sick days, paid holidays, tuition reimbursement and 401(k) with company match. In addition, associates of SBH may take advantage of our in-house salon with complementary services and a varied selection of food options at our corporate campus. Also, featured at our corporate campus, is both a Sally Beauty and CosmoProf Professional onsite store, where associates enjoy a great merchandise discount!

FIELD HR BUSINESS PARTNER

SAIC® is a premier Fortune 500 mission integrator focused on advancing the power of technology and innovation to serve and protect our world. Our robust portfolio of offerings across the defense, space, civilian and intelligence markets includes secure high-end solutions in mission IT, enterprise IT, engineering services and professional services. We integrate emerging technology, rapidly and securely, into mission critical operations that modernize and enable critical national imperatives.

We are approximately 24,000 strong; driven by mission, united by purpose, and inspired by opportunities. Headquartered in Reston, Virginia, SAIC has annual revenues of approximately $7.5 billion.

Industry: IT Services and IT Consulting
Company Size: 10,001+ employees

SAIC

Job ID 2611308

**Location **Crane, IN, US

**Date Posted **2026-04-10

**Category **Human Resources

**Subcategory **HR Business Partner

**Schedule **Full-Time

**Shift **Day Job

**Travel **Yes - 10% of the time

**Minimum Clearance Required None**

**Clearance Level Must Be Able to Obtain **None

**Potential for Remote Work **ORA_REMOTE

**Description**

&#65279;SAIC is looking for an HR Business Partner to join our team! In this role, you will be responsible for the delivery of HR strategies, solutions, and services that align with the business priorities and goals for a portfolio of programs. The HRBP will develop HR solutions to support business goals, improve culture, and increase process efficiency. They must demonstrate discrete handling of all business communications, prioritize workload, and manage multiple tasks in a fast-paced environment. The HRBP also champions change initiatives and focus on overall organizational effectiveness.

**Ideally, this candidate would be located in Crane, IN but we are also willing to consider remote candidates.**

Responsibilities include

-  Proactively assess organizational performance to develop HR solutions that support business strategies, enable leadership and employee success, and foster a high-performance culture.

-  Serve as a trusted advisor and partner to the business leaders regarding HR policies, processes, and best practices that drive employee engagement and productivity. Act as a coach and consultant on key organizational and management issues.

-  Partner with the HR Centers of Excellence to design and implement services and programs in the areas of strategic talent management, organizational design and effectiveness, workforce optimization, and change management.

-  Leverage workforce analytics and insights to effectively inform the development and execution of employee development, deployment, and succession plans that support short and long-term workforce priorities and goals.

-  Partner with business leadership to inform and advocate for career development, benefits and compensation, and retention programs and strategies, in support of the business needs.

-  Work with leadership to identify opportunities to improve employee and management engagement and recognition programs.

-  Develop talent strategies to support new business growth and re-competes in partnership with business development, business leaders, and Talent Acquisition.

-  Provide coaching and/or counseling to managers

**Qualifications**

Bachelors and fifteen (15) years or more of related experience; Masters and thirteen (13) years or more experience; PhD or JD and ten (10) years or more experience. Will consider additional years of professional and military experience in lieu of a degree.

-  Excellent verbal and written communication skills, along with strong organizational skills and attention to detail.

-  Excellent interpersonal skills, with an ability to interact with all levels of management and executives.

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

-  Strong analytical and problem-solving skills.

-  Ability to act with integrity, professionalism, and confidentiality.

**Desired Skills**

-  Experience in Federal Contracting

Senior, Human Resources Business Partner

Job ID 2611308-OTHLOC-100000624263951

**Location **Reston, VA, US

**Date Posted **2026-04-10

**Category **Human Resources

**Subcategory **HR Business Partner

**Schedule **Full-Time

**Shift **Day Job

**Travel **Yes - 10% of the time

**Minimum Clearance Required None**

**Clearance Level Must Be Able to Obtain **None

**Potential for Remote Work **ORA_REMOTE

**Description**

&#65279;SAIC is looking for an HR Business Partner to join our team! In this role, you will be responsible for the delivery of HR strategies, solutions, and services that align with the business priorities and goals for a portfolio of programs. The HRBP will develop HR solutions to support business goals, improve culture, and increase process efficiency. They must demonstrate discrete handling of all business communications, prioritize workload, and manage multiple tasks in a fast-paced environment. The HRBP also champions change initiatives and focus on overall organizational effectiveness.

**Ideally, this candidate would be located in Crane, IN but we are also willing to consider remote candidates.**

Responsibilities include

-  Proactively assess organizational performance to develop HR solutions that support business strategies, enable leadership and employee success, and foster a high-performance culture.

-  Serve as a trusted advisor and partner to the business leaders regarding HR policies, processes, and best practices that drive employee engagement and productivity. Act as a coach and consultant on key organizational and management issues.

-  Partner with the HR Centers of Excellence to design and implement services and programs in the areas of strategic talent management, organizational design and effectiveness, workforce optimization, and change management.

-  Leverage workforce analytics and insights to effectively inform the development and execution of employee development, deployment, and succession plans that support short and long-term workforce priorities and goals.

-  Partner with business leadership to inform and advocate for career development, benefits and compensation, and retention programs and strategies, in support of the business needs.

-  Work with leadership to identify opportunities to improve employee and management engagement and recognition programs.

-  Develop talent strategies to support new business growth and re-competes in partnership with business development, business leaders, and Talent Acquisition.

-  Provide coaching and/or counseling to managers

**Qualifications**

Bachelors and fifteen (15) years or more of related experience; Masters and thirteen (13) years or more experience; PhD or JD and ten (10) years or more experience. Will consider additional years of professional and military experience in lieu of a degree.

-  Excellent verbal and written communication skills, along with strong organizational skills and attention to detail.

-  Excellent interpersonal skills, with an ability to interact with all levels of management and executives.

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

-  Strong analytical and problem-solving skills.

-  Ability to act with integrity, professionalism, and confidentiality.

**Desired Skills**

-  Experience in Federal Contracting

HelloFresh is on a mission to change the way people eat, forever! 

As the world's leading meal kit provider, we serve more than 13 million meals per month to over 1.3 million customers in 10 countries across 3 continents. Yep, we’re that good. 

HelloFresh supplies everything you need to prepare quality, delicious, home-cooked meals that require no planning, no shopping and no hassle. Every ingredient needed for our thousands of exclusive recipes is carefully planned, locally sourced and delivered to your door when it’s most convenient for you. 

Making dinner an experience - not just another meal - takes a lot of work and smart people. From Data Scientists to DevOps Engineers, to potato farmers, and the men and women who ensure every box is perfectly crafted for every customer, we’re collectively disrupting the food supply chain and the multi-trillion-dollar food tech industry. 

Our offices in Berlin, New York City, Sydney, Toronto, London, Amsterdam and Zurich are filled with more than 2,500 diverse, high-performing and international talents. We’re always looking for a few missing ingredients to perfect our recipe, so join us now and become part of the HelloFresh movement! 

Check out available opportunities across the globe here: https://www.hellofresh.com/careers/locations

Industry: Dienstleistungen für Verbraucher
Company Size: 10.001+ Beschäftigte

HelloFresh

As the HR Business Partner, you will play a pivotal role at HelloFresh, bringing objectivity to the team and value to the business by working closely with the Head of People, North America to execute the strategic direction, drive performance through people, and build a compelling work environment with an emphasis on engagement.

With a passion for the business, you will quickly learn its rhythm, how it functions, and how operations must ebb and flow to delight our customers. Primary responsibilities will be focused on building and leveraging our HR Business Partner and Center of Excellence models to provide a world-class employment experience for our teams.

You will report directly to the Head of People, North America and work directly with business leaders across the Headquarters location.

~~**This is a hybrid role with a need for on-site presence at minimum 2-3 days per week.** ~~You will...

- As an HR Business Partner, build solid relationships with each of your business and functional leaders, serving as the main point of contact for HR.

- Serve as the main HR contact for functional leaders up through VP-level, their teams (approximately 100 salaried/HQ employees), and interface regularly with members of the Executive team.

- Be a role model leader and champion of change, building organizational trust and promoting a positive workplace culture. Partner and communicate regularly with leadership on trends.

- Provide coaching and guidance to leaders and employees regarding employment issues in areas such as policy and procedure interpretation/application, coaching and corrective action, leaves of absence, development plans, and terminations.

- Review, interpret, administer, and ensure compliance with federal, state, and local employment laws, and company policies and procedures. Partner with Employee Relations and Legal on any agency charge responses.

- Work with leaders to proactively create and maintain workforce staffing plans. Manage recruiting efforts in partnership with the Talent Acquisition COE to ensure that competent, diverse, and skilled workers are hired, while minimizing turnover.

- In partnership with the Total Rewards COE team, oversee the implementation and execution of all benefits and compensation policies, procedures, programs, and communications. Provide guidance on benefits and compensation strategy planning and administration.

- Spearhead initiatives for client groups by developing programs and services to increase employee engagement, retention, and job satisfaction.

- Lead Talent Management events (including succession planning) in partnership with the Head of People, L&OD COE, and leadership to ensure a solid talent pipeline and readiness for advancement.

- In partnership with the L&OD COE, deliver onboarding, leadership training for all leaders, and compliance training on various HR topics, including ethics, labor laws, policies, and procedures.

- Oversee the performance management process and provide guidance to leaders on employee reviews and evaluations. Provide training and consultation as necessary.

- Develop strong relationships across the organization to strengthen HR involvement.

- Perform all other duties as assigned.

You are...

- A combination of education in Human Resources and 6+ years of human resources management experience, preferably within a high-growth, fast-paced, tech-related field or start-up environment.

- Solid understanding of HR issues specific to start-up and/or CPG and tech companies.

- Innovative, strategic thinker who can effectively leverage data to improve efficiency in a production-focused operational environment.

- Demonstrated experience leading change management initiatives, specifically in organizational design/structure, People program development and implementation, and/or People service delivery.

- Strong stakeholder management skills, particularly in business partnering with senior business leaders and global counterparts.

- Strong knowledge and experience with federal, state, and local employment laws.

- Excellent coaching and conflict resolution skills, with demonstrated experience leading complex workplace investigations.

- Ability to develop and execute a proactive employee and labor relations strategy focused on building leadership skills to promote employee engagement.

- Strong attention to detail and excellent interpersonal, problem-solving, listening, verbal, and written communication skills.

- Sound judgment and fair, ethical conduct with respect to employee relations and a highly diverse employee population.

- Ability to work in a rapidly changing, high-pressure environment with a significant degree of ambiguity.

- Ability to work varying shifts, including weekends and evenings, as dictated by business needs.

**You’ll get…**

- Competitive Salary & 401k company match that vests immediately upon participation

- Generous parental leave of 16 weeks & PTO policy

- $0 monthly premium and other flexible health plans

- 75% discount on your subscription to HelloFresh (as well as other product initiatives)

- Snacks, cold brew on tap & monthly catered lunches

- Company sponsored outings & Employee Resource Groups

- Collaborative, dynamic work environment within a fast-paced, mission-driven company

This job description is intended to provide a general overview of the responsibilities. However, the Company reserves the right to adjust, modify, or reassign work tasks and responsibilities as needed to meet changing business needs, operational requirements, or other factors.

New York Pay Range

$154,615—$180,370 USD

This position is also eligible for the HelloFresh equity plan.

Associate Director, HR Business Partner

Few things are more personal than getting dressed, but finding clothing that fits and looks great can be a challenge. Stitch Fix solves that problem. 

Stitch Fix is the leading online personal styling service that helps people discover the styles they will love that fit perfectly so they always look - and feel - their best. 

Through our team of expert stylists and best-in-class AI and recommendation algorithms, we leverage our assortment of exclusive and national brands to meet each client’s individual tastes and needs, making it convenient for our clients to express their personal style without having to spend hours in stores or sifting through endless choices online. 

Stitch Fix, which was founded in 2011, is headquartered in San Francisco.

Industry: Retail Apparel and Fashion
Company Size: 1,001-5,000 employees

Stitch Fix

**About Stitch Fix, Inc.**

Stitch Fix (NASDAQ: SFIX) is the leading online personal styling service that helps people discover the styles they will love that fit perfectly so they always look - and feel - their best. Few things are more personal than getting dressed, but finding clothing that fits and looks great can be a challenge. Stitch Fix solves that problem. By pairing expert stylists with best-in-class AI and recommendation algorithms, the company leverages its assortment of exclusive and national brands to meet each client's individual tastes and needs, making it convenient for clients to express their personal style without having to spend hours in stores or sifting through endless choices online. Stitch Fix, which was founded in 2011, is headquartered in San Francisco.

**About The Role**

As the VP, HR Business Partners & Shared Services you will lead the two most critical engines of our People function: our Business Partner (HRBP) and People Shared Services teams. This is a high-impact leadership role enabling business success and de-risking execution through a world-class People organization and processes. You will architect and operationalize the next iteration of a modern "Service Delivery Model" that clearly delineates between strategic and operational work. You will empower HRBPs to act as strategic partners to the business, while ensuring Shared Services delivers seamless, frictionless, and high-quality execution at scale.

This role also owns the vision and evolution of our HR tech ecosystem, including AI and automation strategy, ensuring our tech stack accelerates business outcomes, reduces manual work, and enables a best in class employee experience for our 4,000+ employees.

**You’re Excited About This Opportunity Because You Will…**

- Translate business strategy into a clear People agenda that proactively identifies risks and enables the organization to execute with confidence.

- Act as a trusted advisor to the CPO and executive team turning complex business challenges into actionable organizational, talent, and operational solutions.

- Ensure HRBPs are equipped with the tools, operation model and support they need to act as a strategic business partner.

- Mature the Shared Services model into a high-scale, data-driven and employee-experience oriented team.

- Ensure operational excellence across core processes .

- Design processes, workflows, and handoffs that eliminate friction and enable both teams to operate at their highest value.

- Continuously evolve the model based on business needs, scale, and feedback.

**The Experience You Bring Includes:**

- 12+ years of HR Leadership experience leading both HRBP organizations and People Operations/Shared Services in complex, high-stakes environments.

- A track record of leading large-scale organizational design, restructuring, or business transformation initiatives.

- Direct experience for implementing HR technology stacks, with a specific focus on AI/automation use cases.

- Demonstrated success in coaching and managing seasoned HRBP Directors and operational leaders.

**We’re Excited About You Because You…**

- Think in systems, not silos, understanding how strategy, operations and tech intersect to drive outcomes.

- Bring a business-first mindset to the People team, balancing operational rigor with a deep commitment to people and culture.

- Are energized by transformation and ambiguity and have a track record of leading organizations through change.

- Proactively seek out technology and gen AI use cases to modernize HR.

- Demonstrate strong executive presence and influence, with the ability to challenge and guide senior leaders.

**Compensation And Benefits**

This role will receive a competitive salary, benefits, and equity. The salary for US-based employees hired into this role will be aligned with the range below, which includes our three geographic areas. A variety of factors are considered when determining someone’s compensation–including a candidate’s professional background, experience, location, and performance. This position is eligible for an annual bonus, and new hire and ongoing grants of restricted stock units, depending on employee and company performance. In addition, the position is eligible for medical, dental, vision, and other benefits. Applicants should apply via our internal or external careers site.

Salary Range

$219,000—$365,000 USD

~~This link leads to the machine readable files that are made available in response to the federal Transparency in Coverage Rule and includes negotiated service rates and out-of-network allowed amounts between health plans and healthcare providers. The machine-readable files are formatted to allow researchers, regulators, and application developers to more easily access and analyze data.~~

Please review Stitch Fix's US Applicant Privacy Policy and Notice at Collection here: https://stitchfix.com/careers/workforce-applicant-privacy-policy

**Recruiting Fraud Alert:**

To all candidates: your personal information and online safety are top of mind for us. At Stitch Fix, recruiters only direct candidates to apply through our official career pages at https://www.stitchfix.com/careers/jobs or https://web.fountain.com/c/stitch-fix.

Recruiters will never request payments, ask for financial account information or sensitive information like social security numbers. If you are unsure if a message is from Stitch Fix, please email careers@stitchfix.com.

You can read more about Recruiting Scam Awareness on our FAQ page here: https://support.stitchfix.com/hc/en-us/articles/1500007169402-Recruiting-Scam-Awareness

VP, HR Business Partners & Shared Services

Established in 1959 in Brownsville, WI, Michels is an international leader in energy and infrastructure construction. Through organic growth, strategic acquisitions, and an understanding of our customers’ current and future needs, Michels has expanded into the civil, energy, energy transition and renewables, foundations, marine, transportation, and water and wastewater industries.  
 
Michels is a proud, family owned and operated company. We build solutions for safe, modern infrastructure throughout the world. Our engineering, procurement and construction services are supported by 8,000 people, 18,000 pieces of heavy equipment, more than 50 offices in the United States, and operations in Canada, Australia, and Europe. In 2023, Michels was named the 32nd largest contractor on the Engineering News-Record (ENR) Top 400 list.

Industry: Construction
Company Size: 5,001-10,000 employees

Michels Corporation

Improving America’s infrastructure isn’t for the weak. It takes grit, determination, and hard work to execute high impact projects. Michels Corporation engages 8,000 people and 18,000 pieces of heavy equipment in our insatiable drive to be the best. Our work improves lives. Find out how a career as a Learning & Development Manager can change yours.

As a Learning & Development Manager – Leadership Development, you will lead the strategy, design, and delivery of leadership development experiences that strengthen leader capability and support Michels’ business growth. This role partners closely with business leaders and HR Business Partners to identify skill gaps, build scalable development solutions, and ensure learning is applied on the job.

This position will be responsible for supporting leadership development programming end‑to‑end—needs analysis, program design, content creation, materials creation, facilitator guides, facilitation, and continuous improvement—while ensuring learning standards, tools, and content remain consistent and high quality. You will also serve as a trusted coach and advisor, supporting leaders and team members through development planning when appropriate and partnering with HR Business Partners on talent development processes. This role also provides direction and support to a team of L&D professionals, ensuring consistent delivery standards, strong stakeholder partnership, and follow‑through on program outcomes. Experience developing digital learning content (e.g., Articulate Storyline 360) is valued to support blended and scalable leadership development.

Strong relationship building, confidence in facilitation, and the ability to create practical, hands‑on learning that drives behavior change are essential for success. It is essential to be positive and self-motivated with a high degree of responsibility, confidentiality, and accountability to be successful in the role. Individuals must present themselves in a professional manner in all interactions, work under limited supervision, and leverage your expertise in coaching to foster growth, enhance performance, and support career development. The anticipated salary range is $105,000 - $145,000 annually. This information reflects the anticipated base salary range for this position based on current market data. Minimums and maximums may vary based on location. Actual pay will be adjusted based on an individual's skills, experience, education, and other job-related factors permitted by law.

Why Michels?

- We are consistently ranked among the top 10% of Engineering News-Record’s Top 400 Contractors

- Our steady, strategic growth revolves around a commitment to quality

- We are family owned and operated

- We invest an average of $5,000 per employee on training each year

- We reward hard work and dedication with limitless opportunities

- We believe it is everyone’s responsibility to promote safety, regardless of job titles.

- We offer a comprehensive benefits program, including Health, Dental, Life, Flexible Spending Accounts, Health Savings Account, Short Term and Long-Term Disability Insurance, 401(k) plan, Legal Plan, and Identity Theft and Monitoring Plan.  Depending on your positions and location you may participate in a different benefit plan.

Why you?

- You thrive in fast-paced environments under tight deadlines

- You relish new challenges and evolving technology

- You enjoy collaborating and communicating with your teammates

- You like to know your efforts are noticed and appreciated

- You pride yourself on your planning and organizational skills

- You exceed in your ability to handle multiple projects at once

What it takes:

- Bachelor’s degree in related field, 10+ years’ experience in Learning and Development, Leadership Development, Talent Management, or related experience (or equivalent combination)

- Proven experience building leadership development programs end-to-end (needs analysis → design → facilitation → evaluation)

- Strong utilization of adult learning principles, instructional design, and talent development strategies; ability to create practical, hands‑on learning experiences

- Demonstrated experience leading and developing a team (direct or dotted‑line leadership), including setting priorities, coaching, and driving accountability for outcomes

- High‑level coaching and consultation experience (supporting leader growth and development planning)

- Excellent communication skills; strong facilitation/presentation capability and ability to engage large groups confidently

- Advanced MS Office skills; ability to create high‑quality learning materials (slides, guides, tools)

- Experience developing digital learning content and interactive e‑learning; proficiency with Articulate Storyline 360 is desired

- Certification in instruction design is desired

This information reflects the anticipated base salary for this position based on current market data. Minimums and maximums may vary based on location. Actual pay will be adjusted based on individual’s skills, experiences, education, and other job-related factors permitted by law.

Expected Salary Range: $105,000 USD - $145,000 USD

AA/EOE/M/W/Vet/Disability

https://www.michels.us/website-user-privacy-policy/

Learning & Development Manager - Leadership Development

Bonterra exists to propel every doer of good to their peak impact. We measure that impact against our vision to increase the giving rate as a percentage of GDP from 2.5% to 3% by 2033. It's a lofty goal, but we're confident that the right technology and expertise will strengthen trust in the sector, allowing the social good industry to accelerate growth. Bonterra’s solutions collectively support a unique network of over 16,000 nonprofit organizations and over 50 percent of Fortune 100 companies.

Industry: Software Development
Company Size: 1,001-5,000 employees

Bonterra

**US Salary: **$84,000 - $95,000

**About Us**

Bonterra exists to propel every doer of good to their peak impact. We measure that impact against our vision to increase the giving rate as a percentage of GDP from 2% to 3% by 2033. We know that this goal is lofty, but we are confident that the right technology and expertise will strengthen trust in the sector, allowing the social good industry to accelerate growth and reach peak impact. Bonterra's differentiated, end-to-end solutions collectively support a unique network of over 20,000 customers, including over 16,000 nonprofit organizations and over 50 percent of Fortune 100 companies. Learn more at bonterratech.com.

**About The Role**

We are seeking an Associate HR Business Partner (HRBP) to support day-to-day people operations while partnering with managers and employees to address employee relations matters. This role is ideal for someone who is both detail-oriented and people-focused—comfortable executing core HR processes while also navigating sensitive workplace issues.

**Key Responsibilities**

**People Operations (Tactical HR)**

- Execute core HR processes including onboarding, offboarding, job changes, and employee lifecycle updates

- Maintain accurate employee data in HRIS systems and ensure compliance with internal policies

- Support performance management cycles (goal setting, reviews, calibration logistics)

- Partner with payroll, benefits, and talent teams to ensure smooth HR operations

- Respond to employee inquiries related to policies, processes, and HR programs

- Assist in developing and updating HR policies, documentation, and internal resources

**Employee Relations**

- Serve as a first point of contact for employee relations concerns, including conflict resolution, performance issues, and workplace complaints

- Conduct intake, documentation, and initial investigations into employee concerns

- Partner with HRBPs and legal (as needed) on more complex or sensitive cases

- Coach managers on handling performance management, feedback, and employee issues

- Ensure consistent, fair, and compliant application of company policies

- Identify trends in employee relations and escalate insights to HR leadership

**Manager & Team Support**

- Provide guidance to managers on HR policies, best practices, and people management fundamentals

- Support organizational changes (restructures, team moves, etc.) from an operational and communication standpoint

- Help drive employee engagement initiatives and support action planning

**Compliance & Risk Management**

- Ensure compliance with federal, state, and local employment laws

- Maintain documentation related to employee relations cases and HR actions

- Support audits and reporting as needed

**Qualifications**

- 2–5 years of HR experience, preferably in a generalist, HRBP, or people operations role

- Experience handling employee relations issues (e.g., investigations, performance management support)

- Strong understanding of HR processes and employment law fundamentals

- Excellent interpersonal and communication skills, with the ability to handle sensitive situations with discretion

- Highly organized with strong attention to detail and follow-through

- Ability to balance multiple priorities in a fast-paced environment

**Preferred Qualifications**

- Experience working in a high-growth or dynamic organization

- Familiarity with HRIS systems (Workday preferred)

- Experience supporting or working with R&D leaders

- Experience with union employee populations

- Bachelor’s degree in HR, Business, or related field (or equivalent experience)

- HR certification (PHR, SHRM-CP) is a plus

**Success in This Role Looks Like**

- Employees and managers receive timely, accurate, and thoughtful HR support

- Employee relations issues are handled fairly, consistently, and with sound judgment

- HR processes run smoothly and efficiently with minimal errors

~~At this time, we are unable to consider candidates who require current or future sponsorship for employment authorization.~~

____________________________________________________________________________________

**Our Culture**

At Bonterra, we’re innovating with a higher purpose: to increase giving to 3% of US GDP by 2033, creating $573 billion more in global impact every year. At Bonterra, we foster an inclusive, equitable culture where every team member belongs and contributes to meaningful impact. Read more about our values and culture here.

**Compensation & Benefits**

We offer a comprehensive benefits package that supports your health, well-being and growth - explore full details here.

~~Compensation and benefits for this role apply to full-time employees in the United States and may vary based on local standards, laws and norms. Pay is determined by location, skills, experience, and education, and is one part of Bonterra’s total rewards package, which may also include bonuses, incentives, equity, and a comprehensive benefits program.~~

____________________________________________________________________________________

**Equal Opportunity & Accommodations**

At Bonterra, we are proud to be an Equal Opportunity Employer. We celebrate diversity and are committed to creating an inclusive environment for all employees. We provide equal employment opportunities without regard to race, color, religion, sex (including pregnancy, sexual orientation, or gender identity), national origin, age, disability, veteran status, or any other characteristic protected by law.

If you require a reasonable accommodation during the application process, please submit a request.

Associate HR Business Partner

We are a leading provider of insurance and reinsurance offering innovative risk management solutions for businesses worldwide. We partner with those who move the world forward, navigating complex risks and working across diverse industries to support and empower our clients.

Industry: Insurance
Company Size: 10,001+ employees

AXA XL

Chicgao, IL | New York, NY | Hartford, CT | Exton, PA

At AXA XL, we are transforming Human Resources. The strategic focus of Human Resources is to deliver the talent agenda in a World-Class way. We do this by designing and delivering programs, initiatives, tools and processes that enable AXA XL to attract, manage, engage, develop and retain the global talent needed to deliver on our opportunity and aspiration. Further, we are continuously improving HR capabilities and processes in order to support the business in a highly professional, efficient and cost effective manner.

As the HR Business Partner (HRBP), you will be responsible for bringing innovative and strategic practices and programs to the allocated client groups with particular emphasis on Talent Management & Organization Design, Transformation and Change, Recruitment & Retention, Compensation & Benefits and Employee Relations. In this role, you will be supporting leadership and colleagues across a range of HR activities thereby enabling the attraction, development and retention of “best-in-class” talent. Building a cohesive partnership with all functions within HR, including Talent Management, Compensation and Benefits is imperative.

What you’ll be doing

What will your essential responsibilities include?

- Being a strategic advisor and thought partner for the Americas Casualty, Specialty, Hartford Professional, and Distribution organizations

- Cultivating effective working relationships with business management teams by advising business leaders on people-management and employee relations issues, training and development, in alignment with HR initiatives

- Challenging, provoking and coaching business leaders on how to engage colleagues, address people issues and build people capabilities effectively.

- Leading and supporting the leadership teams on transformation and change activities

- Proactively developing, recommending and implementing HR strategic and tactical plans to support business goals, specifically with regard to staffing, retention, training, learning and development, immigration and employee relations.

- Advising managers on all employee issues including contractual changes, disciplinary matters and long-term leave (e.g. maternity leave, sickness, etc.) to ensure a fair and consistent approach within parameters of legal obligations and corporate/local policies.

- Partnering with the Compensation team to advise managers on salary, long term incentives and promotions.

- Supporting managers in the sourcing, selection and hiring of world-class talent. May include helping to manage the headcount approval process, advising on resourcing strategies and immigration matters, liaising with and managing third party recruitment, interviewing candidates, designing compensation packages and negotiating offers. All of this will be done in close partnership with the internal Talent Acquisition team.

- Partnering with the Talent Management COE on training needs analyses, identifying development solutions and coordinating talent management activities within allocated groups in conjunction with management and HR leadership while ensuring alignment with strategic priorities.

- Partnering with leaders on their teams’ organization effectiveness, structure and development of key talent. This will include succession planning, optimization of their teams (including building more effective teams) and support of change management initiatives.

- Supporting managers and employees on the annual performance management process and on sustaining performance management activities throughout the year while using these activities to build and maintain knowledge of "key talent" within allocated groups.

- Managing and/or contributing to local projects and strategic initiatives both in support of the Head of HR and as part of the HR network, as required.

You will report to the Senior Human Resources Business Partner.

What you’ll bring

We’re looking for someone who has these abilities and skills:

**Required Skills And Abilities**

- Extensive HR experience in a matrix environment, preferably in the financial services or insurance industry.

- Solid HR foundational skills in talent acquisition, talent development, compensation, employee relations and workforce planning.

- Familiarity with US employment law.

- Proven experience in transformation situations with successful participation in change management efforts.

- Experience leading talent development and succession planning initiatives.

- Prior experience with generating and analyzing HR metrics to drive business results; reliable business acumen.

- Demonstrated interpersonal communication, presentation, facilitation and influence management skills in order to effectively communicate with all levels of the organization.

- Keen customer focus with a willingness to ensure that the customer perspective is a driving force behind decisions and activities.

- Pragmatic, with the ability to devise right-sized solutions to problems, often with incomplete information.

- Comfort with and ability to navigate through ambiguity; ability to prioritize multiple streams of work from multiple sources without sacrificing quality.

- Results-oriented with a sense of urgency and laser focus on service delivery; willingness to be hands-on with a "can-do, will-do" attitude.

What we offer

**Inclusion**

AXA XL is committed to equal employment opportunity and will consider applicants regardless of gender, sexual orientation, age, ethnicity and origins, marital status, religion, disability, or any other protected characteristic. At AXA XL, we know that an inclusive culture and enables business growth and is critical to our success. That’s why we have made a strategic commitment to attract, develop, advance and retain the most inclusive workforce possible, and create a culture where everyone can bring their full selves to work and reach their highest potential. ~~It’s about helping one another — and our business — to move forward and succeed.~~

- Five Business Resource Groups focused on gender, LGBTQ+, ethnicity and origins, disability and inclusion with 20 Chapters around the globe.

- Robust support for Flexible Working Arrangements

- Enhanced family-friendly leave benefits

- Named to the Diversity Best Practices Index

- Signatory to the UK Women in Finance Charter

Learn more at Inclusion & Diversity at AXA XL | AXA XL. AXA XL is an Equal Opportunity Employer.

**Total Rewards**

AXA XL’s Reward program is designed to take care of what matters most to you, covering the full picture of your health, wellbeing, lifestyle and financial security. It provides competitive compensation and personalized, inclusive benefits that evolve as you do.

We’re committed to rewarding your contribution for the long term, so you can be your best self today and look forward to the future with confidence.

**Sustainability**

At AXA XL, Sustainability is integral to our business strategy. In an ever-changing world, AXA XL protects what matters most for our clients and communities. We know that sustainability is at the root of a more resilient future. Our 2023-26 Sustainability strategy, called “Roots of resilience”, focuses on protecting natural ecosystems, addressing climate change, and embedding sustainable practices across our operations.

**Our Pillars**

- Valuing nature: How we impact nature affects how nature impacts us. Resilient ecosystems - the foundation of a sustainable planet and society – are essential to our future. We’re committed to protecting and restoring nature – from mangrove forests to the bees in our backyard – by increasing biodiversity awareness and inspiring clients and colleagues to put nature at the heart of their plans.

- Addressing climate change: The effects of a changing climate are far-reaching and significant. Unpredictable weather, increasing temperatures, and rising sea levels cause both social inequalities and environmental disruption. We're building a net zero strategy, developing insurance products and services, and mobilizing to advance thought leadership and investment in societal-led solutions.

- Integrating ESG: All companies have a role to play in building a more resilient future. Incorporating ESG considerations into our internal processes and practices builds resilience from the roots of our business. We’re training our colleagues, engaging our external partners, and evolving our sustainability governance and reporting.

- AXA Hearts in Action: We have established volunteering and charitable giving programs to help colleagues support causes that matter most to them, known as AXA XL’s “Hearts in Action” programs. These include our Matching Gifts program, Volunteering Leave, and our annual volunteering day – the Global Day of Giving.

For more information, please see Sustainability at AXA XL.

The U.S. base salary range for this position is $104,900 to $183,800 USD.

Actual pay will be determined based upon the individual’s skills, experience and location. We strive for market alignment and internal equity with our colleagues’ pay.

At AXA XL, we know how important physical, mental, and financial health are to our employees, which is why we are proud to offer benefits such as a competitive retirement savings plan, health and wellness programs, and many other benefits. We also believe in fostering our colleagues' development and offer a wide range of learning opportunities for colleagues to hone their professional skills and to position themselves for the next step of their careers. For more details about AXA XL’s benefits offerings, please visit US Benefits at a Glance 2026.

Who we are

AXA XL, the P&C and specialty risk division of AXA, is known for solving complex risks. For mid-sized companies, multinationals and even some inspirational individuals we don’t just provide re/insurance, we reinvent it.

How? By combining a comprehensive and efficient capital platform, data-driven insights, leading technology, and the best talent in an agile and inclusive workspace, empowered to deliver top client service across all our lines of business − property, casualty, professional, financial lines and specialty.

With an innovative and flexible approach to risk solutions, we partner with those who move the world forward.

Learn more at axaxl.com

Want to know more?

(entity specifics add-ons & variables: Videos, testimonials, maps, infographics on benefits….)

Human Resources Business Partner

Intel’s mission is to shape the future of technology to help create a better future for the entire world. By pushing forward in fields like AI, analytics and cloud-to-edge technology, Intel’s work is at the heart of countless innovations. From major breakthroughs like self-driving cars and rebuilding the coral reefs, to things that make everyday life better like blockbuster effects and improved shopping experiences — they’re all powered by Intel technology. With a career at Intel, you have the opportunity to help make the future more wonderful for everyone.

Join us.

Industry: Semiconductor Manufacturing
Company Size: 10,001+ employees

Intel Corporation

**Job Details**

Job Description:

The Human Resources Manager provides end-to-end HR partnership to leaders and employees across the employee lifecycle. This role also carries embedded Employee and Workplace Relations responsibilities, including advising on workplace concerns, conducting fact-finding and investigations, coaching leaders through complex performance and conduct situations, and helping ensure consistent, compliant outcomes that support a respectful and productive workplace. The role partners closely with HR centers of excellence (e.g., Talent Acquisition, Total Rewards, Learning and Development), and Employment/Labor counsel and other stakeholders as needed, to strengthen manager capability, improve engagement, and continually improve policies, practices, and processes.

**Key Responsibilities**

~~HR Business Partnership and Employee Lifecycle~~

- Partner with business leaders to deliver HR strategy and day-to-day HR guidance aligned to business goals and organizational health.

- Deliver core HR programs and processes (e.g., onboarding/offboarding, performance management, development planning, talent reviews, workforce planning support, and employee movement).

- Coach and enable managers on effective people leadership practices, including feedback, development, and difficult conversations.

- Support organizational changes (e.g., reorganizations, role changes, workforce transitions) by providing change-management guidance and ensuring HR processes and documentation are followed.

- Collaborate with HR centers of excellence and shared services to coordinate solutions and ensure a consistent employee experience.

~~Employee and Workplace Relations~~

- Serve as a primary advisor to leaders and employees on workplace concerns and employee relations matters, ensuring timely, consistent, and well-documented resolution.

- Develop and implement positive employee relations strategies that mitigate the risk of third-party intervention and maintain the direct relationship between employees and Intel.

- Lead and resolve complex employee relations cases (e.g., conduct, performance, conflict, retaliation and other concerns) by developing case strategy, partnering with relevant stakeholders, and documenting outcomes.

- Conduct and/or support workplace investigations and complaint resolution, including planning, interviews, evidence review, findings documentation, and recommendations for corrective action, coordinate with Legal, Security, Compliance, and other partners as appropriate.

- Apply HR policies and practices consistently; identify themes and opportunities to improve manager practices, employee experience, and workplace culture.

- Partner with Employment/Labor counsel on higher-risk matters and compliance considerations, including maintaining awareness of applicable employment laws and employee rights (e.g., National Labor Relations Act and related regulations).

- Support respectful and constructive employee communications by synthesizing feedback from surveys, listening mechanisms, and internal feedback channels; translate insights into recommendations and action plans.

- Develop and deliver manager and employee enablement (e.g., training, toolkits, communications) related to respectful workplace expectations, conflict management, policy understanding, and leader capability.

- Prepare concise summaries, risk assessments, and reports for HR and business leaders; contribute to newsletters or updates that communicate themes, actions taken, and available resources.

- Maintain accurate case files and documentation in accordance with record-retention and confidentiality requirements.

- Assess broader patterns and systemic issues; benchmark external trends and leading practices to inform updates to workplace policies, guidelines, and processes.

~~Insights, Analytics and Continuous Improvement~~

- Use qualitative and quantitative data (e.g., case themes, engagement feedback, attrition indicators) to inform priorities and recommendations.

- Identify process gaps and implement improvements to increase clarity, consistency, and efficiency in HR and employee relations workflows.

- Contribute to cross-functional projects that strengthen leader capability, policy adherence, and organizational effectiveness.

**Core Competencies**

- Judgment and integrity; maintains confidentiality and acts with discretion.

- Conflict resolution and problem solving; able to navigate ambiguity.

- Consultative influence; builds trust and partners effectively without authority.

- Clear written and verbal communication; able to craft executive-ready summaries.

- Program and stakeholder management; strong follow-through and attention to detail.

- Change agility; supports leaders and teams through transitions.

**Qualifications**

You must possess the minimum qualifications to be initially considered for this position. Preferred qualifications are in addition to the minimum requirements and are considered a plus factor in identifying top candidates. This position is not eligible for Intel's immigration sponsorship.

**Minimum Qualifications**

- Bachelor’s degree in Human Resources, Industrial/Organizational Psychology, Business Administration, or a related field.

- 6+ years of progressive experience in HR Business Partnership, Employee Lifecycle, Employee and Workplace Relations.

- Experience partnering with Employment/Labor counsel on complex matters and supporting labor-management processes where applicable.

- Experience navigating union organizing campaigns from a proactive perspective

- Experience driving positive employee relations, including union campaign strategies, development, implementation and direct persuasion.

- Experience using employee listening mechanisms (e.g., surveys, focus groups, internal forums) to inform action planning and measure outcomes.

**Preferred Qualifications**

- HR certification (e.g., SHRM-CP/SHRM-SCP, PHR/SPHR) or equivalent demonstrated expertise.

- Experience with HR case management tools and HRIS systems.

- Demonstrated experience designing and delivering training plans and employee/leader communications.

- Experience supporting organizational design or change initiatives and executing HR roadmaps in partnership with business leaders.

- Demonstrated commitment to diversity, equity, inclusion, and respectful workplace culture.

**Job Type**

Experienced Hire

**Shift**

Shift 1 (United States of America)

Primary Location:

US, Oregon, Hillsboro

Additional Locations:

**Business Group**

Intel's Human Resources group is responsible for hiring, developing and retaining the best and brightest employees while continuing to strengthen the company's culture and values. Intel Human Resources provides first-rate, cost-effective services and support to employees worldwide and is dedicated to advancing Intel's business goals.

**Posting Statement**

All qualified applicants will receive consideration for employment without regard to race, color, religion, religious creed, sex, national origin, ancestry, age, physical or mental disability, medical condition, genetic information, military and veteran status, marital status, pregnancy, gender, gender expression, gender identity, sexual orientation, or any other characteristic protected by local law, regulation, or ordinance.

Position of Trust

N/A

**Benefits**

We offer a total compensation package that ranks among the best in the industry. It consists of competitive pay, stock bonuses, and benefit programs which include health, retirement, and vacation. Find out more about the benefits of working at Intel.

Annual Salary Range for jobs which could be performed in the US: $117,570.00 - 199,700.00 USD

The range displayed on this job posting reflects the minimum and maximum target compensation for the position across all US locations. Within the range, individual pay is determined by work location and additional factors, including job-related skills, experience, and relevant education or training. Your recruiter can share more about the specific compensation range for your preferred location during the hiring process.

**Work Model for this Role**

This role will be eligible for our hybrid work model which allows employees to split their time between working on-site at their assigned Intel site and off-site. * Job posting details (such as work model, location or time type) are subject to change.

ADDITIONAL INFORMATION: Intel is committed to Responsible Business Alliance (RBA) compliance and ethical hiring practices. We do not charge any fees during our hiring process. Candidates should never be required to pay recruitment fees, medical examination fees, or any other charges as a condition of employment. If you are asked to pay any fees during our hiring process, please report this immediately to your recruiter.

At Alliance Pharma, we are a growing consumer healthcare company. Our purpose is to empower people to make a positive difference to their health and wellbeing by making our trusted and proven brands available around the world.

We deliver organic growth through investing in our priority brands and channels, in related innovation, and through selective geographic expansion to increase the reach of our brands. We have previously enhanced our organic growth through selective, complementary acquisitions.
Headquartered in Chippenham, UK, we employ around 290 people based in locations across Europe, North America, and the Asia Pacific region. By outsourcing our manufacturing and logistics we remain asset-light and focused on maximising the value we can bring, both to our stakeholders and to our brands. 

Over the last year, Alliance has sharpened its purpose, vision and strategy to align with the stated move towards a predominantly consumer healthcare company, to better position the company for the future, and in response to changing underlying market dynamics. In line with this new strategy, Alliance will focus on the global priority categories of helping damaged skin and supporting healthy aging.  

Our vision is to be a high performing consumer healthcare company, built on a portfolio of leading, trusted and proven brands. Consumer health products currently deliver 75% of our revenue sales and this continues to be an area of focus going forward.

For more information, please visit our website:  www.alliancepharmaceuticals.com  


Adverse Event Reporting
Adverse events should be reported. Reporting forms and information can be found at www.mhra.gov.uk/yellowcard.
Adverse events should also be reported to Pharmacovigilance at Alliance Pharmaceuticals (tel: 01249 466966, email: pharmacovigilance@alliancepharma.co.uk)

Industry: Retail Health and Personal Care Products
Company Size: 201-500 employees

Alliance Pharmaceuticals Limited

We’re looking for a proactive and people-focused **HR Co‑Ordinator ** to join our Global HR team in Cary, US. If you’re a confident HR professional who thrives in a varied and **independent contributor ** HR role where you will be balancing employee support with smooth, day‑to‑day office management, this is your opportunity to shine.

In this **part‑time (approx. 30 hours per week **), hybrid role, you’ll work closely with our Associate Director of HR Business Partnering (who is based in the UK) to help shape a positive employee experience, keep our Cary office running efficiently, and contribute to meaningful HR initiatives across the US business.

**The purpose of the HR Co-ordinator (US) is to **

- Provide high-quality, operational HR support to employees and leaders across the United States.

- Focus on day-to-day HR administration, employee support, payroll and benefits coordination and office and safety support, working closely with central HR teams and third-party providers.

**What you’ll be responsible for **

~~Payroll, benefits & third-party coordination ~~

• Coordinate US payroll and benefits administration in partnership with external providers.

• Act as the liaison between employees, third-party providers and the UK-based HR Service & Delivery Manager.

• Support annual benefits renewals and employee communications relating to payroll and benefits.

~~HR operations & employee support ~~

• Act as the first point of contact for general HR queries from US-based employees and Line Managers.

• Provide guidance on HR processes, policies, and procedures, escalating complex matters as appropriate.

• Support employee lifecycle activities, including onboarding, contractual changes, and leaver processes.

• Maintain accurate employee records and ensure data integrity across HR systems.

~~Employee relations support ~~

• Provide administrative and coordination support for employee relations matters.

• Prepare documentation, letters, and records as required, escalating issues that require senior HR input.

~~Office management & safety (Cary office) ~~

• Provide coordination support for office management activities at the Cary office.

• Support health and safety administration and compliance activities, within a defined scope.

• Liaise with the Global Facilities team as required.

~~Compliance & policy support ~~

• Support the implementation of HR policies and ensure they are consistently applied.

• Coordinate annual policy reviews with retained third-party providers.

• Support audits, reporting, and compliance requirements as needed.

~~Collaboration & escalation ~~

• Work closely with UK-based HR colleagues, including Talent Acquisition, Talent Development, and HR Service & Delivery.

• Escalate complex, sensitive, or high-risk matters to senior HR leadership in a timely manner.

**What we are looking for **

- Proven experience in an HR administrative or coordination role within the US.

- Strong working knowledge of US HR processes, employment practices, and compliance requirements.

- Hands‑on experience coordinating payroll and benefits with third‑party providers.

- Exceptional organisational skills and high attention to detail.

- Ability to work independently, manage competing priorities, and thrive in a remote environment.

- Professional, empathetic, and people‑focused communication style.

- Experience supporting a multi‑state US workforce with varied employment regulations.

- Exposure to health & safety responsibilities or basic office management tasks.

- Experience collaborating with global or UK‑based HR teams.

- Demonstrates a people‑first mindset while balancing operational needs, acting with clarity, consistency, confidentiality, and strong judgment.

Human Resources Coordinator

With over 120 offices and 6,700 team members in major metropolitan areas and suburban cities throughout the U.S., CBIZ (NYSE: CBZ) delivers top-tier financial and employee business services to organizations of all sizes, as well as individual clients, by providing national-caliber expertise combined with highly personalized service delivered at the local level. 

We’re one of the nation's leading:

•	Accounting Providers* — Top 11 Largest Accounting Provider Nationally1
•	Employee Benefits Specialists — Top 30 Largest Broker of U.S. Business2
•	Property & Casualty Brokerage and Risk Consulting Firms
•	Valuation Firms 
•	Retirement & Investment Solutions Providers 

In 2023, CBIZ received 100 national workplace awards, including:

•	2023 Top Workplaces USA 
•	2023 Best & Brightest Companies in the Nation 
•	2023 Fortune Best Workplaces for Women
•	2023 Top Workplaces: Culture Excellence in Leadership, Purpose & Values, Work- Life Flexibility, Compensation & Benefits, Innovation, Employee Appreciation, Professional Development

*CBIZ is a business consulting, tax and financial services provider and works closely with MHM (Mayer Hoffman McCann P.C.), an independent CPA firm providing audit, review and attest services. CBIZ and MHM are members of Kreston Global, a worldwide network of independent accounting firms.
1 Accounting Today – March 2024
2 Business Insurance magazine – July 2023

View our CBIZ Social Media Community Guidelines here - https://www.cbiz.com/privacy-policy/cbiz-social-media-community-guidelines

Industry: Business Consulting and Services
Company Size: 5,001-10,000 employees

CBIZ

**Job Description**

**Essential Functions And Primary Duties**

- Function as administrative support for the HR Shared Services Team assisting HR Business Partners, HR Shared Services Specialists, and employees

- Front door for incoming HR Shared Services help desk requests and questions, delivering excellent customer service

- Manages incoming department email requests and assigns to appropriate team members

- Delegates HR Help Desk tickets to the appropriate queue and/or agent.

- Completes electronic filing and maintains hardcopy personnel files and employment agreements

- Data entry into Oracle Converge

- Administer special projects as requested and communicates status to appropriate personnel

- Effectively operates all department equipment and software applications

- Execute administrative duties as assigned

- Additional responsibilities assigned

**Preferred Qualifications**

- HR experience preferred

- Demonstrated attention to accuracy and details

- Ability to maintain a high level of confidentiality

**Minimum Qualifications**

- High School diploma or GED

- Demonstrated ability to communicate verbally and in writing throughout all levels of an organization, both internally and externally

- Proficient use of applicable technology

- Ability to work in a team environment as well as independently

**About Us**

CBIZ Inc. is a leading professional services advisor to middle market businesses and organizations nationwide. With unmatched industry knowledge and expertise in accounting, tax, advisory, benefits, insurance, and technology, CBIZ delivers forward-thinking insights and actionable solutions to help clients anticipate what's next and discover new ways to accelerate growth. CBIZ has more than 10,000 team members across more than 160 locations in 22 major markets coast to coast.

CBIZ strives to be our team members' employer of choice by creating an environment where team members are appreciated, recognized for their contributions, and provided with opportunities to grow, both personally and professionally, throughout their careers.

Together, CBIZ and CBIZ CPAs are ranked as one of the top providers of accounting services in the United States. CBIZ CPAs is an independent CPA firm that provides audit, review and attest services, while CBIZ provides business consulting, tax and financial services. In certain jurisdictions, CBIZ CPAs operates under its previous name, Mayer Hoffman McCann P.C.

HRSS Coordinator (Temp-to-Hire)

Chubb is a world leader in insurance. With operations in 54 countries and territories, Chubb provides commercial and personal property and casualty insurance, personal accident and supplemental health insurance, reinsurance and life insurance to a diverse group of clients. As an underwriting company, we assess, assume and manage risk with insight and discipline. We service and pay our claims fairly and promptly. The company is also defined by its extensive product and service offerings, broad distribution capabilities, exceptional financial strength and local operations globally. Parent company Chubb Limited is listed on the New York Stock Exchange (NYSE: CB) and is a component of the S&P 500 index. Chubb maintains executive offices in Zurich, New York, London, Paris and other locations, and employs approximately 40,000 people worldwide.

Read our Social Media Guidelines here: https://www.chubb.com/us-en/about-chubb/chubbs-social-media-guidelines.aspx

Notre section « À propos » est également disponible en français, ici: https://www.chubb.com/ca-fr/about-chubb-in-canada/a-propos-de-chubb-au-canada.aspx

Industry: Versicherungswesen
Company Size: 10.001+ Beschäftigte

Chubb

**Job Description**

The **Global Head Insurance Learning ** is responsible for designing and implementing comprehensive learning and development strategies focused on the upskilling and continuous education of underwriters and claims adjusters. This role spans across Chubb’s global products, markets, customer segments, industry practices and distribution channels.

The incumbent will work closely with Business Heads, HR Business Partners, the Global and Regional Talent & Development teams to implement learning programs and practices to develop and engage employees to achieve business priorities and objectives.

This position requires a collaborative leader with a growth mindset who has the maturity, judgment, energy and discipline to effectively deliver in Chubb’s fast paced and matrixed environment. The role reports to the Executive Vice President, Chief Talent Officer.

**Responsibilities**

-  Develop and execute a global learning strategy focused on underwriting and claims excellence

-  Oversee the design, development and delivery of training programs, ensuring alignment with compliance, regulatory, and industry standards

-  Provide blended learning solutions, including in-person, virtual and digital learning platforms

-  Lead holistic approach to Early Career learning, including Associate, Apprentices and Interns

-  Identify opportunities for bespoke, product-specific curricula for experienced employees

-  Partner with Talent & Development colleagues to deliver region-specific learning initiatives

-  Oversee a relationship management model that balances multiple stakeholders (e.g., Business Leaders, HR, Region/Business L&D) while effectively deploying global resources in an agile way

-  Lead skills-based learning initiatives to bridge workforce skill gaps tied to skills taxonomies

-  Maximize Oracle and LinkedIn Learning functionality to scale access to and impact of learning

-  Design and deliver skills academies for critical roles in tight partnership with Business Units

-  Clearly define and measure learning outcomes, including enhanced levels of authority

-  Shape and refine Learning function’s operating model to ensure efficiency and effectiveness

-  Implement learning platforms and AI technologies that optimize resources and scale learning

-  Manage learning budgets, vendor relationships, and external education partners

**Qualifications**

- Extensive experience (10+ years) in learning and development roles within insurance

- Deep understanding of insurance operations, especially underwriting and claims workflows

- Knowledge of regulatory requirements and professional standards in major insurance markets

- Familiarity with learning technologies and emerging AI-enabled platforms

- Strategic leadership; stakeholder engagement and influencing skills

- Demonstrated ability to attract, develop and retain high-performing team

- Experience managing a geographically dispersed team; preferably including outside the U.S.

- Ability to collaborate across all levels of the organization and manage complex projects

-  Ability and comfort in presenting and facilitating effectively to small and large audiences

- Data-driven, with experience in applying analytics to learning outcomes

The pay range for the role is $160,000-$240,000.**The specific offer will depend on an applicant’s skills and other factors. **This role may also be eligible to participate in a discretionary annual incentive program. Chubb offers a comprehensive benefits package, more details on which can be found on our careers website . **The disclosed pay range estimate may be adjusted for the applicable geographic differential for the location in which the position is filled.**

**About Us**

Chubb is a world leader in insurance. With operations in 54 countries, Chubb provides commercial and personal property and casualty insurance, personal accident and supplemental health insurance, reinsurance, and life insurance to a diverse group of clients. The company is distinguished by its extensive product and service offerings, broad distribution capabilities, exceptional financial strength, underwriting excellence, superior claims handling expertise and local operations globally.

At Chubb, we are committed to equal employment opportunity and compliance with all laws and regulations pertaining to it. Our policy is to provide employment, training, compensation, promotion, and other conditions or opportunities of employment, without regard to race, color, religious creed, sex, gender, gender identity, gender expression, sexual orientation, marital status, national origin, ancestry, mental and physical disability, medical condition, genetic information, military and veteran status, age, and pregnancy or any other characteristic protected by law. Performance and qualifications are the only basis upon which we hire, assign, promote, compensate, develop and retain employees. Chubb prohibits all unlawful discrimination, harassment and retaliation against any individual who reports discrimination or harassment.

Chubb Global Learning Manager

At Fluor, we are proud to design and build projects and careers. We are committed to fostering a welcoming and collaborative work environment that encourages big-picture thinking, brings out the best in our employees, and helps us develop innovative solutions that contribute to building a better world together. If this sounds like a culture you would like to work in, you’re invited to apply for this role.

**Job Description**

**Position Summary**

The HR Business Partner (HRBP) serves as a strategic people leader for the Advanced Technologies & Life Sciences (ATLS) organization, leveraging business understanding to align people strategies with execution and long-term success. The HRBP partners closely with ATLS leadership and HR to advise and deliver talent strategies that support complex global projects.

**Responsibilities**

Operating under a OneFluor commitment, the HRBP partners with Regional HR Operational Leads, HR Centers of Expertise (COEs) and other functional teams, managing

complex projects and strategic initiatives to enhance talent, organizational design, and workforce capability across the business.

- Partner with ATLS and operational management to ensure HR services, systems, processes, and programs are designed and executed to meet the workforce needs

- Advise leaders on organizational design, workforce planning, culture, and growth strategies to build sustainable organizational capability in a fast-paced and highly competitive market

- Communicate the ATLS strategy, plans, and people requirements to the broader HR organization to guide the prioritization, design and implementation of HR programs and policies

- Support the pursuit and execution of global projects, partnering with Regional HR for successful execution

- Facilitate workforce mobility in partnership with business, project, and HR leaders to deploy expertise where and when it is needed for successful project delivery

- Assist the implementation and facilitation of corporate led HR activities such as the annual performance assessment process, succession planning, and salary planning

- Collaborate with management to address attraction, development and retention, engaging Regional HR Leads and COEs to design and implement tactical plans and programs

- Drive executive performance management, succession planning and compensation strategy to ensure a pipeline of talent for critical roles

- Partner with ATLS leadership and regional HR on the identification and development of hi-potential employees, including HR, through project opportunities, cross functional learning, training, and portfolio assignments

- In close collaboration with the Compensation COE, shape compensation strategies, including bonus and retention programs, ensuring alignment with business priorities

- Use people analytics to make informed decisions regarding retention, engagement, workforce productivity, and hiring trends and translate into action plans

- Maintain compliance with all applicable policies, procedures and global standards

- Adhere to and support Fluor’s HSE and Sustainability policies

- Champions a high-performance, inclusive and innovative environment

- Actively mentor and develop talent to strengthen the leadership pipeline

Other duties as assigned

Basic Job Requirements

**Job Requirements**

- Accredited 4-year degree or global equivalent and 16 years of work-related experience OR a combination of education and directly related experience equal to 20 years if non-degreed

- At least 5 years’ experience in an HR operational role in an office and/or as a project field HR lead including supporting teams or projects across global regions

- Relevant and progressive HR experience in a complex business partner role or broad HR leadership position

- Professional HR certification

- Office based position – must be able to work in office 5 days a week

- Domestic and international business travel as required

**Required Skills**

- Advanced analytical and judgment capabilities, including problem solving, conflict resolution, and the ability to deliver independent analysis and recommendations

- Strong consulting, influence, and negotiation skills

- High organizational, leadership, and project management capability

- Ability to communicate effectively with multiple audiences

- Ability to organize and prioritize a variety of complex projects and multiple tasks in an effective and timely manner, set priorities, and meet critical time deadlines

**Other Job Requirements**

Preferred Qualifications

We are an equal opportunity employer. All qualified individuals will receive consideration for employment without regard to race, color, age, sex, sexual orientation, gender identity, religion, national origin, disability, veteran status, genetic information, or any other criteria protected by governing law.

Benefits Statement: Fluor is proud to offer a comprehensive benefits package designed to promote employee health, wellness, and financial security. Our offerings include medical, dental and vision plans, EAP, disability coverage, life insurance, AD&D, voluntary benefit plans, 401(k) with a company match, paid time off (personal, bereavement, sick, holidays) for salaried employees, paid sick leave per state requirement for craft employees, parental leave, and training and development courses.

Market Rate Statement: The market rate for the role is typically at the mid-point of the salary range; however, variations in final salary are determined by additional factors such as the candidate’s qualifications, relevant years of experience, geographic location, internal pay equity, and prevailing market conditions for the specific role.

Notice to Candidates: Background checks are carried out as part of any conditional offer made, including (but not limited to & role dependent) education, professional registration, employment, references, passport verifications and Global Watchlist screening.

To be Considered Candidates: Must be authorized to work in the country where the position is located.

Salary Range: $139,000.00 - $258,000.00

Director I, Human Resources Business Partner

Sundayy (Formerly Wiraa) makes job discovery feel less chaotic and more intentional. Instead of jumping between platforms, repeating the same steps, and getting lost in the process, everything is brought into one place so you can focus on what actually matters. No clutter, no confusion, just a clearer way to move forward.

Industry: Technology, Information and Internet
Company Size: 11-50 employees

Sundayy

**About The Company**

Leidos is a leading technology solutions provider committed to delivering innovative services and solutions across various sectors, including government, defense, intelligence, and healthcare. With a strong focus on operational excellence and customer satisfaction, Leidos strives to make a positive impact by leveraging cutting-edge technology and expert talent. The company fosters a collaborative and inclusive work environment that encourages professional growth, diversity, and continuous improvement. As a trusted partner in complex projects, Leidos emphasizes integrity, accountability, and excellence in all its endeavors, making it an ideal organization for professionals seeking meaningful and impactful careers.

**About The Role**

Leidos is seeking a Human Resources Business Partner (HRBP) to join our dynamic HR team. This strategic role offers an exciting opportunity to collaborate with a fast-paced business environment, providing expert HR guidance and solutions to support organizational growth and performance. The HRBP will serve as a trusted advisor to business leaders, developing and executing HR strategies aligned with organizational objectives. The role involves partnering with various HR teams, including Centers of Excellence and Shared Services, to deliver comprehensive HR initiatives across employee engagement, talent management, organizational development, and culture enhancement. The ideal candidate will have a strong background in HR generalist functions, data analysis, and change management, with the ability to influence and build relationships at all levels of the organization.

**Qualifications**

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

- 8+ years of relevant HR experience; additional experience may be considered in lieu of degree

- Extensive HR subject matter expertise, including experience as HR Generalist or Business Partner

- Strong business acumen and proficiency in data analysis

- Proven ability to build relationships, consult, coach, and influence senior leadership

- Experience in employee relations, organizational change, and talent development

- Excellent verbal and written communication skills

- Proficiency in Microsoft Office Suite, especially Excel

- U.S. citizenship and ability to obtain security clearance as required

**Responsibilities**

- Develop and implement HR strategies and solutions for assigned business portfolios and programs

- Partner with clients, HR Centers of Excellence, and Shared Services to deliver HR initiatives and daily operational support

- Facilitate employee engagement, employee relations, and performance management processes

- Support talent acquisition, leadership development, and workforce planning efforts

- Drive organizational change initiatives and support organizational design efforts

- Utilize data analytics to assess organizational effectiveness and identify areas for improvement

- Collaborate with HR SMEs to deliver high-quality, efficient HR services and solutions

- Lead change management efforts and support client groups through transformation initiatives

- Provide coaching and consultation to senior leaders to foster a high-performance culture

**Benefits**

- Competitive salary within the range of $92,300 to $166,850

- Comprehensive health, dental, and vision insurance plans

- Retirement savings plans with company contributions

- Paid time off and holidays

- Professional development and training opportunities

- Work-life balance initiatives and flexible work arrangements

- Inclusive and diverse work environment that values employee well-being

Equal Opportunity

Leidos is an equal opportunity employer committed to creating a diverse and inclusive workplace. All qualified applicants will receive consideration for employment without regard to sex, race, ethnicity, age, national origin, citizenship, religion, physical or mental disability, medical condition, genetic information, pregnancy, family status, marital status, ancestry, sexual orientation, gender identity or expression, veteran or military status, or any other protected characteristic. We also consider qualified applicants with criminal histories in accordance with applicable laws. We believe in fostering a workplace where everyone can thrive and contribute to our collective success.

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