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

Savvy Admin PROD

**About The Company**

Bright Horizons is a leading education and care organization dedicated to supporting the growth and well-being of children, families, and employees. We partner with employers across various industries to provide high-quality child care, elder care, and educational support services. Our commitment to fostering collaborative environments, offering meaningful benefits, and cultivating a culture of personal and professional growth makes us a trusted leader in the field. At Bright Horizons, we believe that investing in our people and communities creates a ripple effect of positive change, empowering individuals to thrive both at work and at home.

**About The Role**

The Human Resources Business Partner (HRBP) plays a critical role in aligning HR strategies with business objectives within assigned units. This remote position, based in the San Francisco Bay Area, involves partnering closely with organizational leaders to foster a positive work environment, enhance employee engagement, and ensure regulatory compliance. The HRBP will serve as a trusted advisor, providing guidance on performance management, employee relations, diversity and inclusion initiatives, and HR policies. This role requires a proactive approach to resolving complex employee issues, analyzing workforce data to identify trends, and supporting organizational development efforts. The ideal candidate will possess strong interpersonal skills, a comprehensive understanding of employment laws, and the ability to work effectively in a fast-paced, dynamic environment.

**Qualifications**

- Minimum of 7 years of proven HR experience, including at least 3 years in employee relations

- Ability to travel within the U.S. to assigned business units as needed

- Bachelor’s Degree or HR Certification (preferred)

- Experience working with multiple employee sites and diverse organizational structures

- Working knowledge of HR disciplines such as compensation, benefits, organizational diagnosis, performance management, and employment law

- Excellent interpersonal, verbal, and written communication skills

- Strong organizational skills with attention to detail

- Problem-solving, diplomacy, and sound judgment capabilities

- Ability to interpret and apply relevant laws, regulations, and policies

- Proficiency in Microsoft Office Suite and HRIS systems

- Critical thinking and analytical skills with the ability to handle multiple projects simultaneously

**Responsibilities**

- Establish and maintain collaborative relationships with business leaders and employees within assigned units

- Be visible and accessible at worksites to foster trust and engagement

- Work closely with management to improve work relationships, boost morale, and increase retention

- Provide guidance on performance management, coaching, counseling, career development, and disciplinary actions

- Interpret and communicate HR policies effectively to management and staff

- Manage and resolve complex employee relations issues with thorough investigations and prompt follow-up

- Ensure compliance with legal requirements and partner with legal teams as necessary

- Utilize data analytics to identify workforce trends and recommend improvement strategies

- Support diversity, equity, and inclusion initiatives in collaboration with the DEI team

- Assist in implementing awareness training and fostering inclusive employment practices

**Benefits**

- Medical, dental, and vision insurance

- Paid vacation, sick leave, holidays, and parental bonding leave

- 401(k) retirement plan

- Long-term and short-term disability insurance

- Life insurance coverage

- Money-saving discounts and financial planning tools

- Tuition assistance and educational coaching

- Caregiving support and resources for children and adults in your family

- Paid holidays, sick time, and vacation days based on full-time schedules, with accrual options

Equal Opportunity

Bright Horizons is an equal opportunity employer committed to creating an inclusive environment for all employees. We do not discriminate against any individual on the basis of race, color, religion, sex, age, disability, sexual orientation, veteran status, national origin, genetic information, or any other characteristic protected by law. We comply with all applicable federal, state, and local laws and regulations.

Human Resources 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….)

At 21st Century Home Health Services (HHS), we are committed to treating every patient with the same empathy, compassion and understanding that we would show our family. With over 400 employees, we are the largest Home Health Agency in San Francisco and the fastest growing in the Bay Area. We provide care to over 3,000 patients in San Francisco, San Mateo, Santa Cruz, Santa Clara, Alameda, Contra Costa, Solano, Napa, Placer and Sacramento Counties

Our Clinicians are not only dedicated to the patients we serve, but to each other. The proof is in our outcomes: Hospital readmission rates for 21st Century HHS are consistently under 10% while the industry average is over 15%. We have the highest medicare classification rating of 5-stars, based on a set criteria determining excellence

Our mission is to help your loved one live safely and comfortably at home. At 21st Century Home Health Services Inc, we will work closely with your family to establish an individualized, custom care plan based on each of our members needs. By providing essential services to aging, recovering, disabled, chronically, or terminally ill individuals who want to stay in the comfort of their own home, but need medical attention and/or assistance with personal activities of daily living.

Industry: Hospitals and Health Care
Company Size: 201-500 employees

21st Century Home Health Services

**21st Century Home Health Services (21HHS) ** is dedicated to delivering exceptional care to patients while building a supportive and rewarding environment for employees. With hospital readmission rates consistently below 10%—well under the industry average of 15%—and recognition as a 2024 Top Workplace, 21HHS has proven that quality outcomes for patients go hand-in-hand with engagement and satisfaction for employees.

As the fastest-growing home health agency in Northern California, 21HHS has expanded into Marin and Sonoma counties while maintaining its reputation for excellence. Positive reviews on Yelp, Google, Glassdoor, and Indeed underscore both the high standard of care and the strength of our employee experience.

For HR and Talent Acquisition professionals, this growth presents a unique opportunity: to shape the future of our workforce, scale programs that attract and retain top clinical talent, and strengthen a culture of recognition, empowerment, and development. At 21HHS, you won’t just support hiring and HR operations—you’ll play a pivotal role in building the people foundation that enables compassionate care and sustained industry leadership.

We are seeking a dedicated Human Resources Business Partner (HRBP) to join our team and contribute to the smooth operation of our HR functions. The ideal candidate will possess excellent communication skills, be people focused, impeccable attention to detail, have the ability to manage multiple tasks efficiently, and be self-motivated to seek out improvement projects.

As an HRBP, you will be responsible for assisting with HR-related activities. You will be responsible for aligning business objectives with employees and management throughout the organization. This role formulates partnerships across the HR function to deliver value-added service to management and employees that reflects the business objectives of the organization. The HRBP maintains an effective level of business literacy about the business unit's operational position, its midrange plans, its culture and its competition.

**Please note: This position is primarily based out of our San Jose office and may require up to 20% drive time. **

**In this role, you will: **

- Serve as the onboarding concierge for new hires

- Take ownership for the new hire onboarding process and procedures

- Conduct weekly meetings with respective business units; provides HR guidance when needed (e.g., coaching, counseling, career development, disciplinary actions, exit interviews, etc.)

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

- Manage and resolve complex employee relations issues: conduct effective, thorough and objective investigations

- Maintain in-depth knowledge of legal requirements related to day-to-day management of employees, reducing legal risks and ensuring regulatory compliance

- Work closely with management and employees to improve work relationships, build morale, and increase productivity and retention

- Identify training needs for business units and individual executive coaching needs

- Participate in evaluation and monitoring of training programs to ensure success

**To be successful in this role, you have: **

- Proven experience as an HR Business Partner, ideally in a startup environment or rapidly growing organization

- Ability to comprehend, interpret, and apply the appropriate sections of applicable laws, guidelines, regulations, ordinances, and policies.

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

- Ability to acquire a thorough understanding of the organization's hierarchy, jobs, qualifications, compensation practices, and the administrative practices related to those factors.

- Proficiency in Google Suite (Word, Excel, PowerPoint) and familiarity with HR software (preferably Paylocity, Lever)

- Attention to detail and a proactive attitude

- Ability to work independently with minimal supervision, as well as collaboratively within a team

- Flexibility to adapt to changing priorities and work under pressure

- An interest in special projects and personal growth

- Maintenance of confidentiality for all employee information and files.

- Experience in supporting a dispersed/remote workforce is beneficial

- Experience in Health Care and/or Home Health is a plus.

**Why you should come work for 21HHS: **

- Opportunity for advancement

- Rapidly growing organization

- Low turnover/High morale

- Outstanding benefits for you and your family including 401k with matching

- Generous PTO, Medical, Dental, Life Insurance, Flexible Spending Accounts, Pet Insurance and more

~~21st Century is an equal opportunity employer, committed to fostering a diverse and inclusive workplace. We strictly prohibit discrimination or harassment of any kind, including but not limited to race, color, sex, religion, sexual orientation, gender identity, national origin, disability, genetic information, pregnancy, or any other characteristic protected under federal, state, or local law. ~~

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

Atreides transforms big data into strategic insights, delivering trusted solutions that turn vast datasets into meaningful knowledge, seamlessly integrating various sensors and technologies into a clear, unified view. By connecting partners through secure, real-time networks, we transform scattered information into synchronized intelligence, enabling swift and confident decision-making. Designed for efficiency, scalability, and accuracy, our capabilities support effective action even in the most challenging and dynamic situations—proven when it counts.

Industry: Data Infrastructure and Analytics
Company Size: 11-50 employees

Atreides USA

**Company Overview: **

Atreides helps organizations transform large and complex multi-modal datasets into information-rich geo-spatial data subscriptions that can be used across a wide spectrum of use cases. Currently, Atreides focuses on providing high-fidelity data solutions to enable customers to derive insights quickly.

We are a fast-moving, high-performance startup. We value a diverse team and believe inclusion drives better performance. We trust our team with autonomy, believing it leads to better results and job satisfaction. With a mission-driven mindset and entrepreneurial spirit, we are building something new and helping unlock the power of massive-scale data to make the world safer, stronger, and more prosperous.

**Team Overview: **

We are a passionate team of technologists, data scientists, and analysts with backgrounds in operational intelligence, law enforcement, large multinationals, and cybersecurity operations. We obsess about designing products that will change the way global companies, governments and nonprofits protect themselves from external threats and global adversaries.

**Position Overview: **

As a Human Resources Business Partner (HRBP), you will play a key role in helping leaders scale their teams by ensuring day-to-day people processes execute clearly, consistently, and with strong follow-through.

This role is highly hands-on and execution-focused. You will work closely with managers to support performance management, talent processes, employee relations, and workforce changes, ensuring people initiatives are implemented with clarity and operational discipline. This role is expected to take ownership of core people execution within its scope and proactively identify opportunities to improve coordination, manager effectiveness, and process consistency.

The role is initially centered on operational execution and day-to-day manager enablement. Over time, as business understanding and credibility grow, scope is expected to expand to include broader organizational influence and participation in more forward-looking People initiatives.

**Team Principles: **

- Remain curious and passionate in all aspects of our work

- Promote clear, direct, and transparent communication

- Embrace the “measure twice, cut once” philosophy

- Value and encourage diverse ideas and technologies

- Lead with empathy in all interactions

**Responsibilities: **

- Serve as the primary HR point of contact for an assigned function or region, providing timely support to managers on day-to-day people matters

- Translate manager needs into clear HR actions, ensuring talent and workforce processes are executed accurately and efficiently

- Facilitate execution of performance cycles, talent reviews, and associated follow-through actions

- Support workforce planning by coordinating hiring requests, documenting rationale, tracking approvals, and maintaining visibility into headcount changes

- Manage employee relations matters end-to-end, including issue intake, documentation, investigation support, and resolution

- Support onboarding execution and assist with employee lifecycle processes including promotions, transfers, compensation changes, and offboarding coordination

- Partner with Talent Acquisition to support hiring execution, including coordination visibility, offer inputs, and process tracking

- Reinforce consistent people practices by coaching managers, answering real-time questions, and helping ensure policies and processes are applied appropriately

- Maintain accurate employee data, documentation, and records in partnership with People Operations

- Work cross-functionally with Finance, Legal, Talent Acquisition, and People Operations to ensure workforce changes are implemented correctly

- Identify emerging trends or risks related to team effectiveness, retention, or compliance and share insights with People leadership

- Over time, deepen partnership with managers by contributing insights that help shape more forward-looking people and workforce decisions

- In a lean, scaling environment, support selected coordination activities to ensure people initiatives move efficiently

**Required Qualifications: **

- Approximately 4–6 years of progressive HR experience, including experience in an HR Generalist, HRBP, or similar execution-focused role

- Experience supporting a defined business group or functional area with day-to-day HR ownership

- Demonstrated ability to execute core HR processes end-to-end in evolving or fast-moving environments

- Working knowledge of U.S. employment practices and confidence handling employee relations matters with appropriate escalation

- Strong organizational skills and ability to balance structured execution with changing priorities

**Desired Qualifications: **

- Experience in startups, high-growth technology environments, or similarly dynamic organizations

- Experience partnering cross-functionally with Finance, Legal, Talent Acquisition, or People Operations teams

- Comfort using HR systems and workflows to improve coordination, visibility, and efficiency

- Exposure to workforce scaling, organizational change, or evolving operating models

**Compensation and Benefits: **

Competitive salary

100% Paid Comprehensive health, dental, and vision insurance plans for employee and family

Flexible hybrid work environment

Additional benefits like flexible hours, work travel opportunities, competitive vacation time and parental leave

- While meeting all of these criteria would be ideal, we understand that some candidates may meet most, but not all. If you're passionate, curious and ready to “work smart and get things done,” we'd love to hear from you.

See Yourself Here - The City and County of Denver.

With competitive pay, great benefits, and endless opportunities, working for The City and County of Denver means seeing yourself working with purpose — for you, and those who benefit from your passion, skills and expertise. 

See yourself experiencing growth and balance.

See yourself being respected and valued.

See yourself belonging here.

Join our diverse, inclusive, and talented workforce of more than 11,000 team members who are at the heart of what makes Denver, Denver.
  
Your journey starts right here. #SeeYourselfHere.  

For our Social Media Privacy Policy, please visit https://www.denvergov.org/content/denvergov/en/city-of-denver-home/terms-of-use.html

Industry: Government Administration
Company Size: 10,001+ employees

City and County of Denver

**About Our Job**

Who We Are

The Office of Human Resources (OHR) provides essential services and support to the 13,000 employees and more than 40 agencies that make up the City and County of Denver. OHR touches ~~every ~~ City department and supports every employee, from the moment they file a job application, to the day they retire, and everything in between.

We value diversity of ethnicity, race, socioeconomic status, sexual identity, gender, religion, language, ability, and experience and exemplify this through the makeup of our team at all levels. You'll be right at home here if you cultivate strong relationships and push yourself, your work, and the people around you to the next level.

What We Offer

The City and County of Denver offers a competitive salary commensurate with education and experience. The target hiring range for this position is $80,000.00 - $100,000.00/year, based on experience and education. We also offer generous benefits for full-time employees which includes but is not limited to:

- A guaranteed life-long monthly pension, once vested after 5 years of service

- 457B Retirement Plan

- 140 hours of PTO earned within first year + 13 paid holidays, 1 personal holiday, 1 Wellness Day and 1 volunteer day per year

- Competitive medical, dental and vision plans effective within 1 month of start date

**Location**

The City and County of Denver supports a hybrid workplace model. Employees work where needed, at a job site at least three days a week based on client need and off-site as needed. Employees must work within the state of Colorado on their off-site days.

What You’ll Do

The Office of Human Resources is seeking a strategic, customer-service focused HR Business Partner to join the team to service various different agencies, including but not limited to General Services, Office of the Clerk and Recorder, Department of Excise and Licenses, and Denver Motor Vehicle. This is an exciting opportunity for an individual who is ready to contribute as a strategic business partner by working with both City leadership and individual contributors on organizational development, change management and problem solving.

As an HR Business partner on our team, you will collaborate with agency leadership on all human capital management activities. This will include working in tandem with business leaders to assess and keep a pulse on organizational health and proactively deliver valuable HR services that enable short and long-term business success.

**Responsibilities**

- Assist in HR strategic planning to ensure that HR activities support strategic objectives and drive measurable business outcomes

- Consult with leaders and the City Attorney’s Office concerning employee relations and dispute resolution items and disciplinary/grievance processes to ensure compliance with the rules, policies, and procedures

- Deliver advice and counsel to employees, supervisors, and managers regarding human resources matters, policies, laws and guidelines

- Partner with agency leadership and other HR employees to promote a culture of leadership and grow leadership capability through ongoing development, coaching and support

- Build a culture of performance management by encouraging best practices and ensuring that leaders provide employees with regular meaningful feedback

- Utilize data analytics to tell a story, make recommendations, and drive business decision making.

- Ensure business continuity by identifying critical roles and competencies and supporting clients through succession planning activities

- Implement employee engagement strategies that help improve retention and enhance organizational productivity

- Build a stronger workforce by identifying talent gaps and creating employee development opportunities; partner with class and comp to ensure equitable pay and accurate job classifications

- Work with the HR Director, Organization Development Specialist, and Senior HR Business Partners to recommend and develop organizational development strategies and initiatives to client groups

- Develop HR process improvement initiatives and monitor effectiveness of those process improvements

- Assist in leading labor relations strategy and serve as a key liaison between management and employee unions in preparation for and implementation of newly established collective bargaining rights for city employees beginning in 2026

What You’ll Bring

We are seeking someone with a strong consultative approach and a passion for organizational development, change management, and problem solving. This is a great time to join our efforts to elevate the strategic orientation of Human Resources by implementing programs and practices that help employees achieve success in work-life effectiveness.

The ideal candidate for the role will be a strong communicator with the ability to influence through strong relationships and functional expertise to support effective execution of strategic business goals and outcomes.

Our Ideal Candidate has:

- Drive and initiative to get things done

- Ability to work with and build trusting relationships with a variety of people, including those in varying levels of the organization

- Exceptional employee relations skills

- Strong skill set in coaching and consultation

- Ability to effectively navigate complex organizational relationships

- Willingness to continue to grow and build strong HR competencies

- Strong self-awareness, social awareness, and relationship management skills

- Ability to adapt and adjust to changing conditions

**Minimum Qualifications**

- Education: Bachelor's Degree in Business Administration, Human Resources, or a related field

- Experience: Two (2) years of professional human resources experience.

- Education & Experience Equivalency: One (1) year of the appropriate type and level of experience may be substituted for each required year of post high school education. Additional appropriate education may be substituted for the minimum experience requirements

- License/Certifications: None

**Application Deadline**

This posting is expected to stay open until April 17th. Please submit your application as soon as possible and no later than April 17th at 12:00 p.m. MST.

**About Everything Else**

**Job Profile**

CH2993 HR Business Partner

To view the full job profile including position specifications, physical demands, and probationary period, click here.

**Position Type**

Unlimited

**Position Salary Range**

$68,773.00 - $113,476.00

**Target Pay**

$80,000.00 - $100,000.00/year, based on experience and education

**Agency**

Office of Human Resources

**Redeployment during Citywide Emergencies**

City and County of Denver employees may be re-deployed to work in other capacities in their own agencies or in other city agencies to support core functions of the city during a citywide emergency declared by the Mayor.

~~The City and County of Denver provides equal employment opportunities to all employees and applicants for employment without regard to race, color, religion, national origin, sex, sexual orientation, gender identity, national origin, disability, genetic information, age, or any other status protected under federal, state, and/or local law.~~

~~It is your right to access oral or written language assistance, sign language interpretation, real-time captioning via CART, or disability-related accommodations. To request any of these services at no cost to you, please contact Jobs@Denvergov.org with three business days’ notice.~~

**Applicants for employment with the City and County of Denver must have valid work authorization that does not require sponsorship of a visa for employment authorization in the U.S.**

For information about right to work, click here for English or here for Spanish.



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

Mattress Firm

**Important Notice For Internal Applicants Only**

Internal applicants MUST apply to the internal job posting through the Mattress Firm Workday system. To view the list of current internal Job Postings, type “Jobs Hub” into the Workday search bar and click on the link. If you are unable to view the job posting, don't hesitate to get in touch with your Talent Acquisition representative.

**Is your current job a nightmare? Make it a dream job at Mattress Firm®!**

~~Join Mattress Firm ~~~~and have the job of your dreams!~~

Helping people sleep well so they live well is at the core of what we do. The right mattress matters, and so does the right career.

We work hard and sleep hard—and embrace the fact that each of us has our own way of getting our best, most efficient work done. For our corporate team members, whether you work in a hybrid schedule at our Houston BedQuarters (BQ) or are fully remote, we trust you with the freedom to decide how best to contribute and collaborate in your role.

**Job Details**

**Job Summary: **The (REMOTE) HR Business Partner (HRBP) serves as a resource and trusted consultant to leaders and employees within an assigned business unit on all Human Resource (HR) related issues. The HRBP assesses and delivers on HR-related needs, acts as an employee champion and change agent, and ensures alignment of HR solutions with business objectives. This role requires developing partnerships across all HR functions to communicate business needs and deliver value-added services to their business clients that enable business objectives. This role also supports talent management and development efforts, including performance coaching, succession planning, and building bench strength to support future growth. The HRBP must be knowledgeable regarding the business unit they support and how that group contributes to Mattress Firm's strategic goals.

**NOTE: While this position is designated as remote, the HR Business Partner will be required to travel to attend quarterly meetings, conferences, and department meetings approximately 12–15 times per year. Travel may be by air or car, depending on the employee’s location and the location of the event. This role requires the ability to travel domestically as needed and to perform essential job functions with or without reasonable accommodation, in accordance with applicable laws.**

**Essential Responsibilities**

- Serve as primary point of contact for HR-related questions and concerns for front line managers and employees, and act as primary point of contact for senior leadership in the absence of the HR Director.

- Lead and participate in meetings within Human Resources, supported business units, and cross-functional partners, to provide value-added HR information and guidance.

- Leverage HR partnerships and business unit leaders to deliver performance coaching and development support to strengthen leadership capabilities.

- Ensure effective new employee onboarding by presenting at meetings and orientations to facilitate the assimilation of new employees into the organization.

- Collect, analyze, and present HR data; determine trends in the data in partnership with HR Director; create reports and presentations that display data in a meaningful and actionable way.

- Ensure an effective performance management and progressive discipline process by providing counsel to supervisors and coaching employees, including review of documentation and active coaching of supervisor-employee dialogue while ensuring compliance with Company policies and labor laws.

- Provide effective employee relations support in a way that ensures balance and fairness, including thorough and objective investigations.

- Cultivate a culture of inclusion and belonging for all employees that respects their individual strengths, views, and experiences.

- Identify business unit and individual employee training and development needs. In partnership with HR support partners and/or HR leadership, plan and support curricula/materials for HR training programs and conduct training according to employee needs.

- Maintain relevant knowledge of legal requirements related to the daily management of employees to reduce legal risks and ensure regulatory compliance. Partner with HR leadership and legal department on more complex issues as needed.

- Respond to questions and facilitate the processing of employee accommodation requests.

- Complete all required training modules and certifications prior to the due date.

- Ensure all safety policies and procedures are followed to create a safe work environment for all.

- Communicate professionally with all internal and external contacts.

- Follow all Company policies and execute Company standards on appearance and functionality as well as appropriate brand representation.

- Communicate any concerns or issues to leadership to ensure proper efficiency of department and Company operations.

- Support succession planning and talent calibration processes that strengthen manager effectiveness and readiness, ensuring a robust bench strength.

- Cultivate collaboration and communication across teams through active participation in cross-functional meetings, enhancing partnership, knowledge sharing, and consistent execution of HR processes.

**Non-Essential Responsibilities**

- Execute Company initiatives and other activities requested by supervisor.

- Updates job knowledge by participating in educational opportunities.

- Contribute ideas on ways to optimize or improve the team, the department, and the Company.

- Participate in special projects and perform other duties as required.

**Education**

- High School diploma or equivalent required

- Bachelor's Degree Business, Human Resources, related field, and/or equivalent experience preferred

**Professional Experience**

- 7+ Years Human Resources experience required or

- 7+ Years Equivalent and applicable experience required

- 5+ Years Presenting to large groups of employees both in person and virtually preferred

- 4+ Years Providing complex, remote HR support to a multi-state workforce preferred

**Skills List**

- Understands the organization’s operations and functions and apply that information to HR initiatives in a manner that ensures consistency with the strategic direction of the organization.

- Effectively crafts and delivers concise and informative communications, listens to and address concerns of others, and transfers information across the organization.

- Works with organizational members to evaluate business challenges, identify opportunities, and builds HR solutions that meet the needs of the organization.

- Collects and analyzes data and interprets and promotes findings that evaluate HR initiatives and inform business decisions and recommendations.

- Maintains high level of personal and professional integrity, promotes the core values of the organization, and ensures accountability.

- Navigates the organization and accomplishes HR goals, leads and promotes organizational change, and promotes the role of HR as a key business partner.

- Creates and maintains a network of contacts, works as an effective member of a team, and manages conflict while supporting the organization.

- Utilizes techniques designed to minimize the negative effects of conflict and enhance positive outcomes.

- Promotes a diverse and inclusive workplace.

**Competencies & ****Knowledge**

- Employment and Labor Laws: Medium

- Strong analytics and data reporting capability: Medium

- Microsoft Suite (Excel, Word, PowerPoint and Teams): High

- Workday HRIS System: Medium

**Licenses and Certifications**

- Certificate SHRM-CP/SHRM-SCP or PHR/SPHR preferred

**California Residents**

We will consider for employment all qualified applicants, including those with criminal histories, in a manner consistent with the requirements of applicable state and local laws, including the California Fair Chance Act, the City of Los Angeles Fair Chance Initiative for Hiring Ordinance, and the Los Angeles County Fair Chance Ordinance, where applicable.

**Benefits Included**

- Excellent career growth opportunities through on-the-job training and development programs

- 401(k) with employer matching

- Mental health and life resources

- Medical, dental, prescription, and vision plans

- Get paid on-demand

-  Base pay or uncapped commission

- Employee discounts on Mattress Firm sleep products and accessories

**Compensation**

Competitive salary range of $85,000 - $92,000 * depending on qualifications and experience. For eligible Leadership and individual contributor roles, additional bonus opportunities may be available and awarded at the discretion of the Company.

- Pay amount does not guarantee employment for any particular time.

Legal authorization to work in the United States without the need for sponsorship. We require proof of eligibility to work in the United States.

EOE/Vet/Disability

Now don't fall asleep out there. The sooner that we receive your application, the sooner you are to the career of your dreams! Ready to apply? Mattress Firm is accepting applications until: 04/30/2026.

**Diverse Candidates are Encouraged to Apply.**

Mattress Firm is an equal employment opportunity employer and is committed to maintaining a non-discriminatory work environment and does not discriminate against any applicant or employee for employment based on race, color, religion, sex, national origin, age, disability, veteran status, marital status, sexual orientation, gender identity, or any other characteristic protected by applicable law. Mattress Firm is committed to creating a dynamic work environment that values diversity and inclusion, respect and integrity, customer focus, and innovation.



Industry: Technology, Information and Media
Company Size: 51-200 employees

Frog Street

At **Frog Street **, we believe every child deserves to grow up in a joyful and kinder world. By empowering early education teachers and their learning communities to teach with confidence, create caring classrooms of all children, and save time, Frog Street enables an environment where both teachers and children can feel safe, seen, and thrive. With play-based learning, innovative tools, world-class curriculum, professional development, and actionable insights, educators can foster meaningful learning that shapes grown-ups of the future to be confident, kind and curious.

**OVERVIEW **

**The Part-Time Human Resources Business Partner ** provides strategic and operational HR support to the division on a flexible, part-time basis **(20–30 hours per week) **. This role partners with leadership to support employee relations, performance management, and key HR initiatives while ensuring alignment with company policies and compliance requirements.

**This position is fully remote **, with initial onboarding conducted onsite in the **Dallas-Fort Worth ** area and **occasional travel required ** for team engagement and business needs.

**DUTIES AND RESPONSIBILITIES: **

- Serve as the primary HR partner for leaders and employees, providing guidance on employee relations, performance management, and workplace concerns

- Manage and support employee relations issues, including investigations, conflict resolution, and coaching managers on appropriate actions

- Partner with leadership on performance management processes, including addressing performance concerns and supporting documentation

- Support recruiting efforts by partnering with hiring managers on candidate selection, interview processes, and hiring decisions (execution may be shared or supported)

- Provide guidance on HR policies, procedures, and best practices

- Partner with corporate HR or external resources on benefits, compensation, and compliance-related matters as needed

- Support employee engagement initiatives, including communications, surveys, and action planning

- Monitor workforce trends and provide insights to leadership (e.g., turnover, engagement, overtime trends)

- Ensure compliance with applicable federal, state, and local employment laws, particularly in a multi-state environment

- Participate in key meetings and maintain consistent communication with leadership despite a flexible schedule

- Travel occasionally to the DFW area for onboarding, team engagement, and business needs.

- Perform other HR-related duties and special projects as assigned by the Chief Executive Officer.

**SKILLS, QUALIFICATIONS AND CORE COMPETENCIES: **

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

- 5–8+ years of progressive HR experience, with strong emphasis in employee relations and business partnership

- Experience supporting multi-state workforces and remote employees

- Demonstrated ability to work independently and manage priorities in a part-time, flexible environment

- Strong interpersonal and communication skills, with the ability to influence and build trust with leaders

- Sound judgment and ability to handle sensitive and confidential matters

- Strong organizational skills and ability to prioritize effectively within limited hours

- Proficiency in HR systems and Microsoft Office tools

**ABOUT FROG STREET **

Frog Street (www.frogstreet.com), a subsidiary of Excelligence Learning Corporation, is a leading provider of comprehensive early childhood education solutions to public schools, Head Start programs and early childcare centers, with a focus on children from birth to age five (5). Frog Street’s curriculum programs are based on early brain research and provide intentional age-appropriate instruction that is aligned to both federal and state standards. The Company also develops engaging and interactive professional development programs, including product training, conferences, continuing education, and quality assessment tools to measure students’ progress.

**ABOUT EXCELLIGENCE **

Excelligence Learning Corporation (www.excelligence.com) is a leading developer, manufacturer, distributor, and multi-channel retailer of over 20,000 innovative, high-quality, and grade-appropriate educational products and teaching solutions, which are sold primarily to early childhood learning centers, elementary schools, PTAs, and consumers. The company has three core divisions: ~~Supplies ~~(Discount School Supply and Really Good Stuff), ~~Equipment ~~(Children’s Factory, Angeles, and Steffy Wood Products) and ~~Services ~~(Educational Products, Inc., Childcare Education Institute and Frog Street).

Healthcare leaders worldwide trust Nordic as their end-to-end strategic partner in navigating every step of health IT modernization. Our purpose is to help providers harness the power of technology to streamline operations, enhance clinician wellness, improve patient care, and achieve financial sustainability.   

Nordic provides clients with KLAS-recognized solutions, including strategic advisory, managed services, digital and cloud initiatives, implementation and support, staffing, and enterprise resource planning (ERP) services. Nordic laboratory services provide expert resources that enable hospitals and health systems to drive clinical transformation and address today’s ever-changing environment.  

Clients benefit from our global presence and extensive experience across the top health IT platforms. Our team of over 3,300 professionals brings deep healthcare experience, extensive technical knowledge, insightful strategic vision, and proven operational capabilities.

Industry: IT Services and IT Consulting
Company Size: 1,001-5,000 employees

Nordic Global

Make a difference. Be happy. Grow your career.

**Job Description Summary**

The Human Resources team partners with Nordic leadership to develop, implement, maintain, and enhance talent strategies, policies, and practices for the organization. As a member of the Human Resources team, a Human Resources Business Partner provides proactive consultation and coaching to internal business partners, and provides leadership over departmental talent initiatives. This role also serves as an advocate for the employee experience and provides guidance to all phases of the employee lifecycle, such as: culture, onboarding, compensation and benefits, performance management and retention, talent development and training, and employee relations.

**Key Responsibilities**

The Human Resources Business Partner will be responsible for, but not be limited to:

- Working closely with internal business partners to proactively identify and implement talent strategies that aid in achieving Nordic’s business objectives

- Serving as a champion of company culture, modeling Nordic’s maxims and delivering exceptional employee experiences

- Providing consultation and coaching to departmental leadership, providing HR guidance and policy interpretation where necessary

- Collaboratively working with HR teammates and business partners to develop programs, policies, and talent solutions that enable success for each business unit and align to company vision

- Guiding day-to-day performance management with departmental leadership and employees (performance reviews, talent identification, career development, disciplinary actions, etc.)

- Identifying and devising solutions for training and development solutions that foster career growth and skills development

- Serving as a contact and lead for complex employee relations issues by conducting effective, thorough and objective assessments and implementing appropriate resolutions

- Serving as an operational lead for a defined center of excellence, mentoring other HR teammates and providing day-to-day support

- Fostering a team culture of continuous improvement by identifying and implementing operational efficiencies

- Analyzing data trends and metrics; using insights to inform recommendations to departmental and business unit leaders

- Working on projects that may be assigned on an ad hoc basis and may assist other corporate initiatives as necessary, directed, assigned, or requested

**Skills And Experience**

- Master’s degree and 12 years of related experience or Bachelor's degree and 12 years of related experience required; multiple disciplines strongly preferred,

- Proven ability to connect with a wide range of audiences and build quick rapport

- Excellent written and verbal communication skills, with a focus on customer service

- Driven to move quickly

- Able to balance urgent, short-term needs with strategic, long-term priorities

- Adaptable and able to embrace the gray with a positive attitude

- Strong ability to maintain confidentiality

- Proven experience in negotiating situations to a mutually beneficial outcome

- Advanced experience with the Microsoft Suite, including PowerPoint, Excel, and Word

- Organized, with strong attention to detail

- Must demonstrate and embody Nordic’s maxims

**Additional Details**

- Remote position

- Occasional travel up to 10% of the time

**Nordic is an equal opportunity employer. We are committed to creating an inclusive environment for all employees and applicants. We do not discriminate on the basis of race, color, religion, sex, national origin, age, disability, genetic information, marital or veteran status, or any other protected status under applicable federal, state, or local laws. We encourage individuals of all backgrounds to apply, including women, minorities, individuals with disabilities, and veterans. **

At Moderna, we believe messenger RNA, or mRNA, is the “software of life.”

Every cell in the body uses mRNA to provide real-time instructions to make the proteins necessary to drive all aspects of biology, including in human health and disease.

Given its essential role, we believe mRNA could be used to create a new category of medicines with significant potential to improve the lives of patients.

We are pioneering a new class of medicines made of messenger RNA, or mRNA. The potential implications of using mRNA as a drug are significant and far-reaching and could meaningfully improve how medicines are discovered, developed and manufactured. 

To learn more, visit www.modernatx.com.

This Moderna page is not the appropriate place to report adverse events (side-effects) for any products. If you are or someone you know is experiencing a side effect, please reach out to your healthcare professional. Moderna is continuously monitoring the safety of its products.  We encourage you to report any side effects directly to us at 1‑866‑MODERNA (1‑866‑663‑3762).

Industry: Biotechnology Research
Company Size: 1,001-5,000 employees

Moderna

**The Role**

The Vice President, Human Resources Business Partner is a key leader responsible for shaping and delivering the people strategy across critical enterprise functions. This role partners directly with senior executives to advance Moderna’s mission by continuously evolving how work gets done, ensuring the organization is designed for focus, agility, and impact.

As a trusted advisor to executive leadership, this role drives forward-looking talent and organizational strategies that unlock performance, accelerate innovation, and build the capabilities needed for the future of work. The Vice President, HRBP plays a central role in advancing Moderna’s evolution as a digital-first, AI-enabled company, reimagining how work gets done and how talent and technology come together to deliver breakthrough outcomes.

This leader will operate at the intersection of people, technology, and business transformation, shaping a workforce that is agile, skilled, and ready to meet the demands of a rapidly evolving biotech landscape.

**Here’s What You’ll Do**

- Serve as a strategic advisor to executive leadership, shaping organizational design, talent strategy, succession planning, and performance enablement to support Moderna’s long-term ambitions

- Lead HR strategy for large, complex business areas, driving workforce outcomes that enable speed, innovation, and global scale

- Translate evolving business and scientific priorities into future-ready people strategies, ensuring the organization has the capabilities required to deliver on its mission

- Champion work reinvention, reimagining roles, workflows, and team structures to fully leverage AI, automation, and new ways of working

- Lead complex, enterprise-wide transformation efforts, aligning structure, talent, and ways of working to accelerate impact

- Drive forward-looking workforce planning, using data, analytics, and AI-driven insights to anticipate capability gaps and inform strategic investments in talent

- Partner with leaders to embed digital and AI capabilities across the workforce, including reskilling, upskilling, and evolving role design

- Advance Moderna’s data-driven approach to talent, leveraging people analytics and intelligent tools to inform decision-making and measure impact

- Collaborate across HR functions to deliver seamless, scalable solutions that support a high-performing, global organization

- Represent HR in executive forums, shaping enterprise conversations on talent, culture, and the future of work

- Continuously evolve the HRBP model to be more integrated, tech-enabled, and impact-driven, raising the bar for strategic partnership

- Actively explore and adopt emerging technologies, including AI, to enhance productivity, decision-making, and employee experience

- Lead, coach, and develop a high-performing HRBP team to drive enterprise people priorities and deliver measurable impact

**Here’s What You’ll Need (Minimum Qualifications)**

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

- 15+ years of relevant experience, including at least 5 in HR leadership

- Equivalent combination of education and experience may be considered

- Proven experience advising executive leaders in complex, global organizations, ideally within innovative, fast-paced environments

- Deep expertise in organizational design, talent strategy, succession planning, and performance enablement

- Demonstrated success leading enterprise transformation initiatives, including organizational, cultural, and workforce shifts

- Experience managing, coaching, and developing direct reports

- Experience navigating matrixed environments and influencing across regions, functions, and senior stakeholders

- Exceptional communication, collaboration, and stakeholder engagement skills

- Ability to lead through ambiguity, challenge the status quo, and drive change at scale

- High level of integrity, adaptability, and strategic problem-solving orientation

**Here’s What You’ll Bring to the Table (Preferred Qualifications):**

- Experience driving or supporting digital and AI-enabled workforce transformation, with a clear understanding of how technology is reshaping work

- Experience leveraging advanced people analytics, AI, and automation to drive insights, workforce decisions, and measurable business outcomes

- Strong ability to connect business strategy, scientific innovation, and people strategy to deliver measurable outcomes

- Experience operating in a digital-first, highly innovative environment, ideally within biotech, pharma, or similarly complex, science-driven industries

**Pay & Benefits**

**At Moderna, we believe that when you feel your best, you can do your best work. That’s why our US benefits and global well-being resources are designed to support you—at work, at home, and everywhere in between.**

- Best-in-class healthcare coverage, plus voluntary benefit programs to support your unique needs

- A holistic approach to well-being, with access to fitness, mindfulness, and mental health support

- Family planning benefits, including fertility, adoption, and surrogacy support

- Generous paid time off, including vacation, volunteer days, sabbatical, global recharge days, and a discretionary year-end shutdown

- Savings and investment opportunities to help you plan for the future

- Location-specific perks and extras

The salary range for this role is $272,200.00 - $490,100.00. This is the lowest to highest salary we in good faith believe we would pay for this role at the time of this posting. An individual’s position within the salary range will be based on several factors including, but not limited to, specific competencies, relevant education, qualifications, certifications, experience, skills, performance, and business or organizational needs. The successful candidate may be eligible for an annual discretionary bonus, other incentive compensation, or equity award, subject to company plan eligibility criteria and individual performance.

**About Moderna**

Since our founding in 2010, we have aspired to build the leading mRNA technology platform, the infrastructure to reimagine how medicines are created and delivered, and a world-class team. We believe in giving our people a platform to change medicine and an opportunity to change the world.

By living our mission, values, and mindsets every day, our people are the driving force behind our scientific progress and our culture. Together, we are creating a culture of belonging and building an organization that cares deeply for our patients, our employees, the environment, and our communities.

We are proud to have been recognized as a Science Magazine Top Biopharma Employer, a Fast Company Best Workplace for Innovators, and a Great Place to Work in the U.S.

If you want to make a difference and join a team that is changing the future of medicine, we invite you to visit modernatx.com/careers to learn more about our current opportunities.

**Our Working Model**

As we build our company, we have always believed an in-person culture is critical to our success. Moderna champions the significant benefits of in-office collaboration by embracing a 70/30 work model. This 70% in-office structure helps to foster a culture rich in innovation, teamwork, and direct mentorship. Join us in shaping a world where every interaction is an opportunity to learn, contribute, and make a meaningful impact.

Moderna is a smoke-free, alcohol-free, and drug-free work environment.

**Equal Opportunities**

Moderna is committed to equal employment opportunity and non-discrimination for all employees and qualified applicants without regard to a person's race, color, sex, gender identity or expression, age, religion, national origin, ancestry or citizenship, ethnicity, disability, military or protected veteran status, genetic information, sexual orientation, marital or familial status, or any other personal characteristic protected under applicable law. Moderna is a place where everyone can grow. If you meet the Basic Qualifications for the role and you would be excited to contribute to our mission every day, please apply!

Moderna is an E-Verify Employer in the United States. We consider qualified applicants regardless of criminal histories, consistent with legal requirements.

**Accommodations**

We’re focused on attracting, retaining, developing, and advancing our employees. By cultivating a workplace that values diverse experiences, backgrounds, and ideas, we create an environment where every employee can contribute their best.

Moderna is committed to offering reasonable accommodations to qualified job applicants with disabilities. Any applicant requiring an accommodation in connection with the hiring process and/or to perform the essential functions of the position for which the applicant has applied should contact the Accommodations team at leavesandaccommodations@modernatx.com.

Vice President, Human Resources Business Partner

Since our founding in 1972, Carnival Cruise Line — "The World’s Most Popular Cruise Line®” — carries millions of passengers every year. We offer a fun and unique career destination for a wide range of professionals in Marketing, IT, Accounting/Audit, Finance, Marine Operations and Human Resources, just to mention a few. We also offer remote opportunities flexibility for select positions. 

Headquartered in sunny South Florida, team members have access to a multi-station cafeteria, Starbucks (with cafecitos! - It's a Miami thing...), car wash, on-site gas delivery service, Carnival Care Center for preventative and sick care, dry-cleaning pick-up, on-site Day Care Center, and a full-service gym. We offer top of line benefits including: health, dental, 401K matching, commitment to continued learning & development, employee stock purchase discount, cruise discounts for employees and more! We are committed to a culture of diversity, equity and inclusion for our shoreside and shipboard team members, as well as our guests.  

We are proud to be part of a family of companies owned by Carnival Corporation & plc, a Fortune 200 Company, which includes sister lines Princess Cruises, Holland America Line and Cunard Line, among others. We pride ourselves on delivering fun, memorable vacations to our guests by offering a wide array of quality cruises which present outstanding value for the money.

Industry: Travel Arrangements
Company Size: 10,001+ employees

Carnival Cruise Line

The Human Resources Business Partner (HRBP) will be responsible for executing the Human Capital (People) Strategy for a specific business client group(s) or functional organization(s). Implements people and organizational solutions from an enterprise viewpoint and also measure/monitor the needs of employees through effectively building and developing relationships across all levels of the organization. This role partners closely with senior leaders and management to deliver impactful HR solutions, foster a high-performance culture, and drive organizational development initiatives. The HRBP will utilize diagnostics to address and understand organizational dynamics to align with the business environment, implement and refine long and short-term continuous improvement activities while managing the day-to-day processes and requirements. The HRBP will work across multiple functions to deliver HR solutions in areas such as talent management, employee relations, workforce planning, and organizational development. This role requires strong leadership, relationship-building skills, and the ability to influence change and foster a high-performance culture.

Job Functions:

- Strategic HR Partnership: Develop HR strategies to respond to business needs. Identify and utilize HR metrics (i.e. workforce data and trends, turnover, etc.) to diagnose and proactively address or anticipate potential challenges to the business. Collaborate with senior leaders and department heads to develop and implement HR strategies that align with business goals and drive organizational success. Partner with the HR COEs and leaders to formulate business plans, strategic workforce planning objectives and human resources guidelines that support specific needs for client groups. Provide leaders with ongoing consultation coaching, and best practices regarding business needs and challenges. Regularly follows up with leaders to review and update job descriptions to ensure they reflect current business needs and align with organizational structures.

- Talent Management & Development: Drive performance management processes, ensuring alignment with organizational goals and employee development needs. Partner with leadership to identify talent gaps, develop succession plans, and create programs to build a robust talent pipeline. Collaborate with learning and development teams to design and deliver targeted training programs that support employee growth and performance. Act as a trusted advisor to leaders, offering strategic HR support on issues including talent acquisition, retention, and performance management.

- Employee Relations: Develop a culture of trust where employees feel comfortable speaking up. Develop strategies to monitor employee and team dynamics to ensure adherence to our culture essentials. Partners with ER Manager to support business with resolution of employee issues and investigations, and creation of action plans to ensure compliance and a positive work environment. Advise the business on regulatory employment law (in concert with Legal). Foster a positive and inclusive work environment by promoting open communication and trust across all levels.

- Change Management & Organizational Development: Provide support and recommendations on change management initiatives in collaboration with leadership, ensuring smooth transitions during organizational changes, restructuring, or new processes. Lead initiatives to drive organizational effectiveness, including leadership development programs, team effectiveness interventions, and culture enhancement strategies. Partner with internal stakeholders to manage and implement change management strategies that align with business transformation efforts and improve employee engagement. Partner with leaders on small to large scale organizational realignments and other change management initiatives (i.e. reductions in force, mergers and acquisitions and other workforce actions).

- Cross-Functional Collaboration: Partner with the Talent Acquisition Team, Finance and business leaders to facilitate hiring plans and forecasts. Partner with LRC to deliver training/information sessions as needed. Partner with Compensation team on new job descriptions for evolving roles and functions. Work closely with Talent Development team, Compensation and business leaders to facilitate annual business initiatives to include the performance management, year-end compensation planning process and employee engagement survey results analysis/action planning, and talent management.

Knowledge, Skills & Abilities:

- Strong interpersonal skills with the ability to build relationships, influence decisions, and communicate effectively across all levels including senior

- Strategic thinking with the ability to develop and implement HR strategies that drive business success

- Strong problem-solving skills and the ability to address complex employee relations issues.

- Excellent organizational skills with the ability to manage multiple priorities in a fast-paced, dynamic environment.

- Familiarity with HR software systems (HRIS) and data-driven decision-making.

- Proficiency in using HR metrics, data analytics, and reporting tools to identify trends and inform decision- making.

- Proficiency in using HR metrics, data analytics, and reporting tools to identify trends and inform decision- making.

- Strong business acumen and understanding of organizational dynamics.

- Flexibility to adapt to evolving business needs and challenges and ability to thrive in a changing environment

- High emotional intelligence and conflict resolution skills.

- Expertise in talent management processes such as performance reviews, succession planning, and leadership development.

- Strong verbal and written communication skills, with the ability to present information clearly and concisely.

- Excellent interpersonal skills, with the ability to build relationships and collaborate effectively across all levels of the organization.

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

- Proficiency in Microsoft Office Suite, primarily in Visio, Excel, PowerPoint, Word, and Outlook

Licenses/Certifications

- SHRM -CP/PHR preferred

- SHRM- SCP/SPHR preferred

Qualifications:

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

- 5+ years Human Resources role, with at least 2 years as an HR Business Partner or HR Functional role ideally in a large matrixed organization required.

- Proven experience in areas such as employee relations, talent management, organizational development, and performance management required.

- Proven track record in managing complex employee relations issues, facilitating performance management, and partnering with leadership to drive HR initiatives required.

Physical Demands: Must be able to remain in a stationary position at a desk and/or computer for extended periods of time. Requires regular movement throughout CCL facilities.

Travel: Less than 25% travel ship-based

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

This position is classified as “in-office.” As an in-office role, it requires employees to work from a designated Carnival office in South Florida Tuesday through Thursday each week. Employees may work from their homes on Mondays and Fridays. Candidates must be located in (or willing to relocate to) the Miami/Ft. Lauderdale area.

Offers to selected candidates will be made on a fair and equitable basis, taking into account specific job-related skills and experience.

At Carnival, your total rewards package is much more than your base salary. All non-sales roles participate in an annual cash bonus program, while sales roles have an incentive plan. Director and above roles may also be eligible to participate in Carnival’s discretionary equity incentive plan. Plus, Carnival provides comprehensive and innovative benefits to meet your needs, including:

- Health Benefits:

- Cost-effective medical, dental and vision plans

- Employee Assistance Program and other mental health resources

- Additional programs include company paid term life insurance and disability coverage

- Financial Benefits:

- 401(k) plan that includes a company match

- Employee Stock Purchase plan

- Paid Time Off

- Holidays – All full-time and part-time with benefits employees receive days off for 8 company-wide holidays, plus 2 additional floating holidays to be taken at the employee’s discretion.

- Vacation Time – All full-time employees at the manager and below level start with 14 days/year; director and above level start with 19 days/year.  Part-time with benefits employees receive time off based on the number of hours they work, with a minimum of 84 hours/year.  All employees gain additional vacation time with further tenure.

- Sick Time – All full-time employees receive 80 hours of sick time each year.  Part-time with benefits employees receive time off based on the number of hours they work, with a minimum of 60 hours each year.

- Other Benefits

- Complementary stand-by cruises, employee discounts on confirmed cruises, plus special rates for family and friends

- Personal and professional learning and development resources including tuition reimbursement

- On-site Fitness center at our Miami campus

#CCL

**About Us**

At Carnival Cruise Line, our mission is to consistently deliver safe, fun, and memorable vacations at a great value. As the world’s most popular cruise line, we offer a variety of unique experiences across our fleet, ensuring that every voyage is filled with excitement and discovery. From world-class entertainment and dining to exploring stunning destinations, we create lasting memories for our guests while maintaining a dedication to the places we visit and the lives we touch.

Join us and embark on a career that offers not only the chance to grow professionally but also the opportunity to be part of a global community that makes a difference.

In addition to other duties/functions, this position requires full commitment and support for promoting ethical and compliant culture. More specifically, this position requires integrity, honesty, and respectful treatment of others, as well as a willingness to speak up when they see misconduct or have concerns.

Carnival Corporation & plc and Carnival Cruise Line is an equal employment opportunity/affirmative action employer. In this regard, it does not discriminate against any qualified individual on the basis of sex, race, color, national origin, religion, sexual orientation, age, marital status, mental, physical or sensory disability, or any other classification protected by applicable local, state, federal, and/or international law.

https://www.dol.gov/sites/dolgov/files/WHD/legacy/files/eppac.pdf

https://www.dol.gov/sites/dolgov/files/WHD/legacy/files/fmlaen.pdf

HR Business Partner (CCL)

Créé en 1966 à Marseille par Pierre Bellon, Sodexo est le leader mondial en matière d’alimentation durable et d’expériences de qualité, à tous les moments de la vie : éducation, travail, soin et divertissement. Le Groupe se distingue par son indépendance, son actionnariat familial de contrôle et son modèle de croissance responsable. 

Son portefeuille d’activités intègre, d’une part, des services Sodexo de Restauration et de Facilities Management et, d’autre part, des solutions Pluxee d’Avantages aux salariés, activité pour laquelle le Groupe a annoncé un projet de spin-off et de cotation début 2024. Cette offre diversifiée répond à tous les enjeux du quotidien avec un double objectif : améliorer la qualité de vie de nos collaborateurs et de tous ceux que nous servons, et contribuer au développement économique et social ainsi qu’à la protection de l’environnement dans les territoires où nous exerçons nos activités. 

Offrir un meilleur quotidien à chacun pour construire une vie meilleure
pour tous est notre raison d’être. 

Sodexo est membre des indices CAC Next 20, CAC 40 ESG, CAC SBT 1.5, FTSE 4 Good et DJSI

Chiffres clés Sodexo
— 22,6 milliards d’euros de chiffre d’affaires consolidé pour l’exercice 2023
— 430,000 employés au 31 août 2023
— #1 employeur privé basé en France dans le monde
— 45 pays
— 80 millions de consommateurs au quotidien
— 14.3 milliards d'euros de capitalisation boursière (au 25 octobre 2023)

Industry: Services relatifs aux bâtiments
Company Size: + de 10 000 employés

Sodexo

**Sodexo **is in search of a **Human Resources Business Partner (HRBP) ** **Director ** to partner with the **Campus **segment leadership team. The ideal candidate will be solution oriented, performance driven, innovative and collaborative. This role will support the West geography of the US for our university based accounts. Working closely within two separate Senior Vice President regions, including up to 5,000 Sodexo employees. The Human Resources Business Partner provides consultation and support to senior business leaders, operational teams, and clients to optimize human resources strategies. Sodexo provides college campuses with food, nutrition, environmental, and facilities management solutions. Joining us at one of our campus sites enables you to positively influence college students' well-being and create a healthy learning environment.

**This is a remote based position with up to 25% travel. The ideal candidate will be residing within Indiana, Illinois, Ohio, or Michigan.**

What You'll Do

- Partners with stakeholders to drive a high-performance culture across Schools rapidly growing organization through the leadership and execution of HR business strategies.

- Facilitates the implementation and execution of initiatives that drive change, reinforce engagement, enhance company culture, and drive overall commitment to support growth.

- Partners with the business and Campus leaders on managing performance and growth.

- Ensures optimal business decisions are made that protect and strengthen the Sodexo culture and brand.

- Coaches to build a performance and feedback culture within the business.

- Partners with leaders to ensure that organizational structures are aligned with business goals.

- Ensures work processes/systems are efficient and can be leveraged across disciplines.

- Ensures roles and accountabilities are clearly defined and aligned with key priorities.

- Works closely with talent acquisition to develop a robust pipeline of talent for growth.

What We Offer

Compensation is fair and equitable, partially determined by a candidate's education level or years of relevant experience. Salary offers are based on a candidate's specific criteria, like experience, skills, education, and training. Sodexo offers a comprehensive benefits package that may include:

- Medical, Dental, Vision Care and Wellness Programs

- 401(k) Plan with Matching Contributions

- Paid Time Off and Company Holidays

- Career Growth Opportunities and Tuition Reimbursement

More extensive information is provided to new employees upon hire.

What You Bring

- Promote a culture that drives growth, embraces changes, and delivers outcomes.

- Can navigate in a complex organization.

- Promote and support division and enterprise-wide diversity initiatives.

- Participate in the creation of strategies to ensure sustainable capabilities to deliver on strategy.

- Can foster an innovative landscape and adapt to change.

- Can build and develop the right team, by nurturing talent and motivating individuals.

- Raise high expectations and ambitions for the organization and for oneself, while possessing an eagerness to learn.

- Inspire and engage others on a shared vision and strategy.

- Demonstrate great emotional intelligence for self and for others.

- Bilingual is a plus.

Who We Are

At Sodexo, our purpose is to create a better everyday for everyone and build a better life for all. We believe in improving the quality of life for those we serve and contributing to the economic, social, and environmental progress in the communities where we operate. Sodexo partners with clients to provide a truly memorable experience for both customers and employees alike. We do this by providing food service, catering, facilities management, and other integrated solutions worldwide.

Our company values you for you; you will be treated fairly and with respect, and you can be yourself. You will have your ideas count and your opinions heard because we can be a stronger team when you’re happy at work. This is why we embrace diversity and inclusion as core values, fostering an environment where all employees are valued and respected. We are committed to providing equal employment opportunities to individuals regardless of race, color, religion, national origin, age, sex, gender identity, pregnancy, disability, sexual orientation, military status, protected veteran status, or any other characteristic protected by applicable federal, state, or local law. If you need assistance with the application process, please complete this form.

**Qualifications & Requirements**

Minimum Education Requirement - Bachelor’s Degree or equivalent experience

**Minimum Management Experience - 5 Years**

Minimum Functional Experience - 5 years Human Resources experience

Human Resources Business Partner Director

Dutch Bros Coffee is a fun-loving, mind-blowing drive-thru coffee company dedicated to making a massive difference one cup at a time. We were founded in Grants Pass, Oregon in 1992 and are now sharing our vibrant culture and fully customizable drinks at over 900 locations across 18 states. We serve a wide variety of unique, handcrafted beverages such as our exclusive Dutch Bros Rebel™ energy drink, specialty coffee, nitrogen-infused cold brew, teas, lemonades, sodas and more. 

We are wholeheartedly focused on radiating kindness and sharing the Dutch luv. In addition to our mission of speed, quality and service, we are passionate about giving back to the communities we serves. Through local giving and annual company-wide initiatives, we make impactful contributions to causes across the country.
 
To learn more about Dutch Bros, visit www.dutchbros.com, follow Dutch Bros Coffee on Instagram, Facebook & TikTok, and download the Dutch Bros app to earn points and score rewards!

Industry: Food and Beverage Services
Company Size: 10,001+ employees

Dutch Bros Coffee

It's fun to work in a company where people truly believe in what they are doing. At Dutch Bros Coffee, we are more than just a coffee company. We are a fun-loving, mind-blowing company that makes a difference one cup at a time.

**Position Overview**

The Senior Director, Field Human Resources Business Partner provides enterprise-wide leadership for the Field HRBP organization and Employee Relations (ERP) team, overseeing multiple departments with critical impact on field operations, leadership capability, and organizational health. This role assists in shaping and executing the HRBP strategy, operating plans, and organizational design initiatives that support business goals over a 1–2 year time horizon.

Serving as a strategic advisor to executives and senior field leadership, the Senior Director influences key business decisions by leveraging deep expertise in talent, culture, organizational effectiveness, and people analytics. This leader holds responsibility for multiple teams, sets the strategic direction for Field HRBP and ERP service delivery, and ensures the consistent execution of people and culture strategies across all multi-unit field operations.

This role requires mastery-level HR knowledge, strong business acumen, the ability to communicate with executive leadership on matters of significant importance, and oversight of budgets and resource allocation across the HRBP and ERP functions.

**Job Qualifications**

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

- 8+ years of progressive HR leadership experience

- Proven experience influencing senior leadership decisions and leading HR strategy for organizations of 1,000+ employees.

- Demonstrated ability to lead multiple departments or functions with enterprise-wide impact.

- Strong business and financial acumen, including budget and resource management.

- Mastery-level capability across HR disciplines (talent, org design, employee relations, analytics, change).

- Workday experience preferred.

- Ability to travel and drive on a regular basis for field engagement.

**Location Requirement:**

This role is located in Tempe, Arizona. This position is required to be in office 4 days per week (Mon–Thurs); Fridays are optional remote work days. Relocation is available for qualified candidates.

**Key Result Areas (KRAs)**

**Strategic Leadership & Enterprise Alignment**

- Lead the field HRBP and ERP strategy, ensuring alignment with organizational priorities and operational goals across all regions.

- Create and execute 1–2 year operating plans that support field capability, talent outcomes, culture health, and organizational performance.

- Actively influence executive and senior leadership decisions by providing data-backed insights on workforce trends, talent risks, and organizational design.

- Serve as a key member of the HR leadership team, contributing to cross-functional strategy and enterprise people plans.

**Multi-Unit HR Strategy & Execution**

- Develop and lead HR strategies that support large-scale, multi-unit shop operations, ensuring consistency and scalability.

- Maintain a strong pulse on field dynamics by validating HRBP insights, conducting strategic field visits, and partnering with senior field leaders to understand opportunities, gaps, and emerging needs.

- Ensure HRBP teams are solving the right problems with targeted, high-impact solutions aligned with business priorities.

**Field HRBP & ERP Team Leadership**

- Manage, mentor, and develop a team of HR Business Partners and ERP professionals supporting multi-unit operations.

- Standardize HRBP role expectations, competencies, and service delivery models across the enterprise.

- Oversee budgeting, staffing, and resource planning to support team performance and operational needs.

- Serves as a trusted advisor to senior leaders on workforce risk, union-related matters, and compliance with labor laws.

- Proactively partners with legal counsel to manage investigations, grievances, and disputes, while developing scalable practices that promote consistency, mitigate risk, and support business growth.

- Anticipates and responds to labor relations challenges in a hyper-growth context, balancing operational needs with positive employee relations.

**Data-Driven Decision Making & Workforce Analytics**

- Lead the HRBP team in identifying, monitoring, and interpreting critical workforce metrics; turnover, staffing, engagement, ER trends, retention, and leadership capability.

- Anticipate future business and workforce needs through predictive analytics and trend forecasting.

- Drive actionable insights that guide field leadership decisions and improve operational and cultural outcomes.

**Talent, Succession, and Culture Leadership**

- Ensure consistent execution of talent routines, including leadership assessments, calibration, succession planning, and high-potential identification.

- Oversee the use of culture and engagement tools to diagnose trends and drive field-level action plans.

- Promote a strong, people-first culture across all markets, serving as a role model leader and champion of leadership behaviors.

**Employee Relations & Risk Mitigation**

- Lead the ERP function and ensure consistent, legally compliant execution of employee relations processes, investigations, and corrective actions.

- Guide HRBPs and ERP partners through complex, high-risk cases requiring expert judgment and executive alignment.

- Monitor trends to proactively identify and address systemic issues or risks.

**Change Leadership & Organizational Agility**

- Lead the Field HRBP team through organizational changes by designing clear and effective change management strategies.

- Enable Field HRBPs to coach field leaders through transitions and change adoption in a dynamic business environment.

- Build organizational trust by promoting transparent communication, alignment, and accountability across all levels of the field.

**Skills**

- Strategic enterprise thinker with strong operational instincts

- Exceptional communicator, capable of engaging executive leadership

- Influential leader and builder of high-performing, high-trust teams

- Skilled at scaling processes across multi-unit field organizations

- Data-driven, analytical problem solver

- Change leader who models adaptability and resiliency

- Strong advocate for culture, leadership development, and employee experience

**Physical Requirements**

- In-Office Environment: Must be able to work in a busy, crowded, and loud office with frequent distractions and interruptions

- Must be able to collaborate in-person with occasional impromptu in-person meetings

- Office Conditions: Adaptability to typical office conditions, which may include exposure to air conditioning, heating, artificial lighting, and varying noise levels

- Mobility: Ability to sit, stand, reach, twist, stretch, and work at a desk for long stretches. Must be able to occasionally move or lift office items up to 25 pounds

- Hearing Requirements: Hearing must be sufficient or correctable to ensure clear understanding of spoken information, including participating in virtual meetings and phone calls. Use of hearing aids or other assistive devices is acceptable if needed.

- Reading and Writing Proficiency: Ability to read and write in English is essential for processing documents, drafting reports, and following up on necessary actions. Proficiency in written communication is required to handle job-related tasks effectively.

- Vision Requirements: Vision must be adequate or correctable to perform essential job duties, such as reading documents on a computer screen and using other visual tools. Use of corrective lenses or other measures to meet visual requirements is expected if needed.

- Technology Proficiency: Must be proficient in operating a computer and other office productivity tools such as printers, scanners, and collaboration software.

- Effective Communication: Must possess strong verbal and written communication skills to interact effectively with team members, clients, and other stakeholders via email, video conferencing, and other in office communication tools.

**Compensation**

DOE

If you like wild growth and working in a unique and fun environment, surrounded by positive community, you'll enjoy your career with us!

Senior Director, Field Human Resources Business Partner

Analysis Group is one of the largest international economics consulting firms, with more than 1,200 professionals across 14 offices in North America, Europe, and Asia. Since 1981, we have provided expertise in economics, finance, health care analytics, and strategy to top law firms, Fortune Global 500 companies, and government agencies worldwide. Our internal experts, together with our network of affiliated experts from academia, industry, and government, offer our clients exceptional breadth and depth of expertise. 

Analysis Group has been named to the annual Top 100 Women-Led Businesses in Massachusetts listing by the Commonwealth Institute and Boston Globe Magazine in 2013, 2014, 2015, 2016, 2017, and 2018. Analysis Group has also been named a “Vault Consulting 50” firm, and was honored with a 2015 Employees’ Choice Award in the small and medium business category of Glassdoor.com’s national “Best Places to Work” listing.

Industry: Business Consulting and Services
Company Size: 1,001-5,000 employees

Analysis Group

**Overview**

Analysis Group is one of the largest international economics consulting firms, with more than 1,500 professionals across 15 offices in North America, Europe, and Asia. Since 1981, we have provided expertise in economics, finance, health care analytics, and strategy to top law firms, Fortune Global 500 companies, and government agencies worldwide. Our internal experts, together with our network of affiliated experts from academia, industry, and government, offer our clients exceptional breadth and depth of expertise.

At Analysis Group (AG), the HR Assistant plays a key role in supporting the Human Resources Business Partner (HRBP) team in fostering a high-performing, inclusive, and engaged workforce. Working closely with HRBPs and cross-functional HR teams, the HR Assistant helps coordinate and execute core HR processes across talent management, performance management, compensation, and employee relations.

This role provides day-to-day operational and administrative support to the HRBP team and ensures the accuracy and integrity of HR data and systems. Success in this position requires strong organizational skills, attention to detail, discretion in handling sensitive information, and a collaborative, service-oriented mindset.

**Key Responsibilities**

- Coordinate aspects of new hire onboarding, including assigning new hires to managers, assisting with initial staffing assignments for new hires, and analyzing new hire statistics to share with the broader HRBP team.

- Draft and prepare employee agreements, including separation agreements, remote work agreements, graduate school sponsorship agreements, and temporary consultant agreements.

- Support mid-year and year-end performance review cycles by preparing materials, scheduling meetings, and coordinating logistics.

- Assist with firm-wide staffing processes, including preparing weekly staffing survey materials and analyzing utilization reports.

- Monitor and triage the HR inbox, responding to or routing requests, including those related to terminations, transfers, remote work arrangements, and performance reviews.

- Attend annual performance review and other HR-related meetings and document key discussions, decisions, and action items.

- Coordinate and support HR programs and events, including employee workshops, cohort meetings, and onboarding sessions, by managing scheduling, logistics, and communication with presenters.

- Provide project and operational support to HRBPs, including generating HRIS reports, conducting research, coordinating meetings, and performing basic data analysis.

- Maintain accurate and confidential employee data across HR systems and ensure data integrity in all reporting and documentation.

**Qualifications & Skills**

- Bachelor’s degree required.

- 0–2 years of relevant professional experience (internships or HR experience preferred).

- Strong organizational skills with the ability to manage multiple priorities and deadlines in a fast-paced environment.

- Excellent attention to detail and commitment to producing accurate, high-quality work.

- Strong written and verbal communication skills.

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

- Proficiency in Microsoft Office (Excel, Word, PowerPoint) required; experience with Workday is a plus.

- Strong analytical and problem-solving skills, with an interest in HR data and reporting.

- Ability to collaborate effectively across teams and adapt to changing priorities.

- An inclusive and growth-oriented mindset, strong interpersonal skills, and an ability to work across differences.

- To the extent permitted by applicable law, eligible candidates must be authorized to work in the United States without sponsorship or restriction, now and in the future.

Analysis Group embraces equal opportunity. We are committed to building teams that bring a variety of backgrounds, perspectives, and skills, as we believe that a strong and inclusive workforce directly supports our goal of providing the highest-quality work. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, or any other class protected under applicable federal, state, or local law, and we encourage candidates of all backgrounds to apply.

Analysis Group offers competitive compensation and a comprehensive benefits package. The estimated salary range for this position is $50,000–$55,000. Compensation offered will be based on a number of factors including work experience, education, and skill level. This role is eligible for a discretionary annual bonus that is determined in large part by individual performance. To learn more about our benefit offerings, click here.

**Privacy Notice**

For information about Analysis Group’s privacy practices, please refer to the applicable Analysis Group privacy policy .

**­**

-  Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities.

-  Please view the EEOC’s “Know Your Rights” poster here .

Human Resources Assistant

**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.

HR Business Partner

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 an automation platform serving law firm operations for many of the world’s largest and most successful law firms. It provides a cloud-native SaaS platform that integrates financial, invoice, time, and data management into a unified system. With embedded AI, predictive analytics, and integrated payments, the platform helps law firms shorten billing cycles, reduce write-offs, and generate firm-wide insights. This approach positions financial operations as a foundation for innovation and growth within law firms.

2. About the Opportunity:The Senior Human Resources Business Partner acts as a strategic advisor to senior leaders, shaping talent strategy, enhancing leadership capabilities, and improving organizational effectiveness. This role advances key talent programs such as talent reviews, succession planning, leadership development, and organizational design. It ensures that organizational structures, leadership practices, and talent pipelines align with the organization’s long-term growth and evolving priorities. The position supports leaders and teams across global time zones while being based in U.S. time zones.

3. Responsibilities:• Advise senior leaders on talent strategy, organizational effectiveness, and leadership capability

• Lead talent management processes including talent reviews, succession planning, and leadership development

• Align talent strategy with business priorities and enhance organizational effectiveness for leadership teams

• Collaborate on organizational design including spans, layers, role clarity, and workforce planning

• Coach leaders on expectations, accountability, and building scalable, high-performing teams

• Use data and insights to guide leadership decisions on talent and organizational structure

• Provide guidance on complex employee relations and sensitive leadership issues

• Partner with Learning & Development to strengthen leadership pipelines and capabilities

• Support strategic workforce planning and organizational scaling aligned with business goals

• Work with recruiting, compensation, and HR operations teams to deliver integrated HR solutions

• Collaborate with global leaders to support consistent talent strategies across regions

• Perform additional duties as needed to support departmental and organizational objectives

4. Requirements:• Bachelor’s Degree in Human Resources, Business, or equivalent experience

• 9 to 12 years of progressive HR experience including direct partnership with senior leaders in an HRBP role

• Experience leading talent management processes such as talent reviews, succession planning, and leadership development

• Strong expertise advising leaders on organizational design, spans, layers, role design, and workforce planning

• Proven ability to influence senior leaders and drive people strategies in complex organizations

• Expertise in employee relations, leadership coaching, and organizational effectiveness

• Experience working with leaders supporting global or multi-region teams

• Strong business acumen with ability to translate priorities into talent strategies

• Excellent communication, relationship management, and problem-solving skills

• Ability to travel up to 10% as required

• Sedentary role primarily involving desk and computer work

• Must be legally authorized to work in the United States; no employment sponsorship provided

5. Pay Range and Compensation Package:• Competitive Compensation Package ($141,300 - $157,000 base salary plus variable component)

6. Benefits & Perks:• Comprehensive Healthcare Coverage including Health, Dental, and Vision

• Retirement Savings Plan with Employer Contribution

• Professional Development Opportunities

• Paid Time Off

• Wellness Initiatives

• Employee Assistance Program

• Generous Global Parental Leave

• Free premium subscription to Calm

• Employee Discount Program

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.

Senior Human Resources Business Partner

We are Revolutionaries – passionate in our singular pursuit of discovering, developing and delivering innovative, targeted medicines for patients living with cancer. To deliver on our vision, we work relentlessly in pursuit of cutting-edge therapeutic approaches to some of the toughest cancers. Our current focus is on RAS-addicted cancers, which account for 30 percent of all new human cancer diagnoses.

Industry: Biotechnology
Company Size: 201-500 employees

Revolution Medicines

Revolution Medicines is a late-stage clinical oncology company developing novel targeted therapies for patients with RAS-addicted cancers. The company’s R&D pipeline comprises RAS(ON) inhibitors designed to suppress diverse oncogenic variants of RAS proteins. The company’s RAS(ON) inhibitors daraxonrasib (RMC-6236), a RAS(ON) multi-selective inhibitor; elironrasib (RMC-6291), a RAS(ON) G12C-selective inhibitor; zoldonrasib (RMC-9805), a RAS(ON) G12D-selective inhibitor; and RMC-5127, a RAS(ON) G12V-selective inhibitor, are currently in clinical development. As a new member of the Revolution Medicines team, you will join other outstanding professionals in a tireless commitment to patients with cancers harboring mutations in the RAS signaling pathway.

**The Opportunity:**

The Director, Human Resources Business Partner role, will report to the Vice President, Human Resources Business Partner organization, and will partner with various business leaders and HR cross-functional teams in a variety of initiatives.

- Operate as a trusted advisor and strategic thought partner to various business leaders and their teams including those in the development organization to understand business priorities and translate them into HR strategies to enable effective scaling.

- Act as a trusted member of the leadership team(s) to guide and partner with leaders and their team(s) on workforce planning initiatives that strengthen team connectivity, enhance efficiency, and ensure the people strategy evolves with the business.

- Coach leaders on effective change management strategies and interventions that will enable the function to thrive through periods of evolution.

- Conduct deep and thorough diagnosis on organizational structure and leadership assessment to ensure the business functions are scaled for long term success.

- Collaborate closely with COEs and functional leaders:

- Talent Acquisition – execute recruitment strategies and grow talent and technical capability pipelines in partnership of the business.

- Total Rewards, People Ops, & HR Technology – provide guidance to help leaders navigate through new initiatives, programs or processes to drive high adoption.

- Culture, Employee Engagement and Learning – maintain our core values and engagement drivers to evolve our culture and operating model as we become a global organization.

- Partner with other HRBPs to align, develop, and document new functional initiatives and processes. Lead identification of new processes and best practices to support growth.

- Provide support addressing employee relations and investigation concerns in accordance with internal policies and local/ regional legislation.

**Required Skills, Experience and Education:**

- 12+ years of progressive HRBP experience with a bachelor’s degree in human resources, business administration, or a related field.

- Good biotech or pharma business acumen and ability to translate strategic priorities with organizational effectiveness and development, capabilities, and interdependencies.

- Proven strategic HRBP focus of aligning culture with business goals, displaying strong consultative and organizational skills.

- Excellent interpersonal communication and presentation skills.

- Experience building strong partnerships within function and cross-functional teams and at all levels of leadership with excellent listening, influencing, and collaboration skills.

- Forward thinking, ability to exercise good judgement, and make decisions that are appropriate for the organization.

- Accustomed to working in a high growth and dynamic environment where accountability, change agility, flexibility, urgency, and responsiveness are valued.

- Good project management skills with the ability to manage projects or program implementations, including development of clear timelines/milestones.

- Strong analytical capabilities (including Excel skills), effective at diagnosing organizational issues and demonstrated skill in use and application of data to address issues.

- Strive for continuous improvement and embrace innovative ideas in daily work.

- Strong knowledge of HR compliance, legislation, and best practice.

**Preferred Skills:**

- Experience as an HRBP at a similarly sized biotech company, with rapid growth and first NDA / Commercialization.

- Experience defining and building processes across the HR function to support cross-functional HR effectiveness.

- Experience working in matrixed and global environment.

The base pay salary range for this full-time position for candidates working onsite at our headquarters in Redwood City, CA is listed below. The range displayed on each job posting is intended to be the base pay salary range for an individual working onsite in Redwood City and will be adjusted for the local market a candidate is based in. Our base pay salary ranges are determined by role, level, and location. Individual base pay salary is determined by multiple factors, including job-related skills, experience, market dynamics, and relevant education or training.

Please note that base pay salary range is one part of the overall total rewards program at RevMed, which includes competitive cash compensation, robust equity awards, strong benefits, and significant learning and development opportunities.

Revolution Medicines is an equal opportunity employer and prohibits unlawful discrimination based on race, color, religion, gender, sexual orientation, gender identity/expression, national origin/ancestry, age, disability, marital status, medical condition, and veteran status.

Revolution Medicines takes protection and security of personal data very seriously and respects your right to privacy while using our website and when contacting us by email or phone. We will only collect, process and use any personal data that you provide to us in accordance with our CCPA Notice and Privacy Policy. For additional information, please contact privacy@revmed.com.

Base Pay Salary Range

$211,000 - $264,000 USD

~~We are aware of recent recruitment scams in which individuals or organizations falsely represent themselves as being affiliated with Revolution Medicines. These scams may appear as false job advertisements or unsolicited contacts through communication or chat platforms, email, phone, or text message.~~

~~Please note that Revolution Medicines does not extend unsolicited employment offers and will never ask candidates to provide financial information, purchase equipment, or pay fees as part of the hiring process. All legitimate communication from Revolution Medicines will come from an official **@revmed.com ** email address.~~

~~If you believe you’ve been contacted by someone impersonating a Revolution Medicines recruiter, please report it to **careers@revmed.com ** so we can share these impersonations with our IT team for tracking and awareness.~~

Director, Human Resources Business Partner

**Sodexo Campus ** is currently seeking a dynamic and strategic **Senior Director, Human Resources Business Partner ** to serve as a key advisor and partner to the Chief Operations Officer and Senior Vice Presidents. This role is responsible for aligning HR initiatives with organizational goals and driving impactful change across the business. The ideal candidate will bring a strong understanding of the food and hospitality industry, demonstrate independent thinking, and possess the ability to influence at all levels of the organization. **This position is fully remote, with the requirement that the selected candidate reside in the Midwest or Western regions of the United States.**

Incentives

AIP

What You'll Do

- Serve as a strategic and tactical HR partner to the COO and senior leadership team.

- Lead organizational design, workforce planning, and segment specific change management.

- Collaborate closely with HR Centers of Excellence (e.g., Talent Acquisition, Compensation & Benefits,

- Learning & Development, Employee Engagement, Organizational Effectiveness) to implement aligned HR programs.

- Leverage HR data, workforce analytics, and trend insights—turning them into actionable strategies for improved performance and retention.

- Lead change management, employee relations, labor relations, talent management, and leadership development initiatives.

- Demonstrate independent judgment and agility in decision-making, with the ability to pivot quickly in a fast-paced environment.

- Influence with and without formal authority, fostering alignment and collaboration across diverse stakeholders.

- Demonstrate independent judgment and agility in decision-making, with the ability to pivot quickly in a fast-paced environment.

- Champion operational excellence by upskilling teams and enhancing performance across the organization.

- Support new sales and retention efforts through compelling presentations and storytelling that resonate with clients.

- Actively develop and mentor team members, fostering a culture of growth and accountability.

- Drive talent development, succession planning, and diversity initiatives aligned with company growth objectives.

- Promote a culture of continuous improvement and high performance.

What We Offer

Compensation is fair and equitable, partially determined by a candidate's education level or years of relevant experience. Salary offers are based on a candidate's specific criteria, like experience, skills, education, and training. Sodexo offers a comprehensive benefits package that may include:

- Medical, Dental, Vision Care and Wellness Programs

- 401(k) Plan with Matching Contributions

- Paid Time Off and Company Holidays

- Career Growth Opportunities and Tuition Reimbursement

More extensive information is provided to new employees upon hire.

What You Bring

- 10 years’ Human Resources and management experience for a large organization

- Proven experience in a senior HR leadership or HRBP role, ideally within food services, hospitality, or related high-volume industries.

- Experience collaborating effectively with HR Centers of Excellence.

- Strong strategic, business, and financial acumen.

- Experience in compensation, policy interpretation, and HR compliance.

- Exceptional communication and interpersonal skills.

- Demonstrated ability to lead through influence and manage complex stakeholder relationships.

- Experience with talent development, organizational design, and change management.

- Ability to analyze data and translate insights into strategic action

- Valid Drivers License is required

Who We Are

At Sodexo, our purpose is to create a better everyday for everyone and build a better life for all. We believe in improving the quality of life for those we serve and contributing to the economic, social, and environmental progress in the communities where we operate. Sodexo partners with clients to provide a truly memorable experience for both customers and employees alike. We do this by providing food service, catering, facilities management, and other integrated solutions worldwide.

Our company values you for you; you will be treated fairly and with respect, and you can be yourself. You will have your ideas count and your opinions heard because we can be a stronger team when you’re happy at work. This is why we embrace diversity and inclusion as core values, fostering an environment where all employees are valued and respected. We are committed to providing equal employment opportunities to individuals regardless of race, color, religion, national origin, age, sex, gender identity, pregnancy, disability, sexual orientation, military status, protected veteran status, or any other characteristic protected by applicable federal, state, or local law. If you need assistance with the application process, please complete this form.

**Qualifications & Requirements**

Minimum Educational Requirement: Bachelor’s degree or equivalent experience

Minimum Management Experience: 10 years management experience

Minimum Functional Experience: 10 years HR experience

Senior Director, Human Resources Business Partner

At Starbucks, we like to say that we are not in the coffee business serving people, but in the people business serving coffee. Here, our employees - who we call partners – are the heart of the Starbucks experience, and being a partner means aspiring to become part of something bigger: inspiring positive change in the world and growing in your career and in your community. 

It’s an opportunity to be your personal best.  Starbucks is an equal opportunity employer of all qualified individuals, including minorities, veterans and individuals with disabilities.

In everything we do, we are dedicated to Our Mission: With every cup, with every conversation, with every community – we nurture the limitless possibilities of human connection.

Join us. Inspire with every cup. Explore opportunities, benefits and more at Starbucks.com/careers

Industry: Retail
Company Size: 10,001+ employees

Starbucks

**Now Brewing – partner resources (HR) business partner, senior ****– Multiple Locations**

From the beginning, Starbucks set out to be a different kind of company. One that not only celebrated coffee and the rich tradition, but that also brought a feeling of connection. We are known for developing extraordinary leaders who share this passion and are guided by their service to others.

As a Starbucks**partner resources business partner, senior (PRO BP senior), ** you are a strategic human resources business partner and advocate for the organization and our Green Apron partners. You ensure effective delivery of Partner Resources (HR) services to Starbucks partners across an aligned business unit, department, or region. We take pride in all our partners modeling and acting in accordance with Starbucks guiding principles, mission, and values. As a PRO BP Senior, you will lead in this space.

**As a partner resources (HR) business partner, senior you will:**

**Be Resilient: **Navigate change and help others to do the same. Provide thoughtful consultation and make decisions in a dynamic, fast-paced environment.

**Act Courageously: **Proactively solicits and listens to partners’ concerns and plays an active role in resolving problems and removing obstacles. Supports partners in obtaining information about benefits, compensation, training and other Partner Resources programs and services.

**Teach & Coach Others: **Provide consultation and support to people leaders on Partner (employee) Relations issues, company policy, and applicable employment law. Facilitates partner learning and development content, succession planning, retention strategies, and career development.

**Take Initiative: **Partner with other Partner Resources Centers of Excellence and cross functional teams to ensure clients’ organizational needs are met. Develops a strategy inclusive of programs and tactics that drive the business forward.

**The PRO BP Senior role will be expected to regularly travel to our coffeehouses must be based in one of the following locations:**

- Nashville, Tennessee

- Greater Atlanta

- Arizona

- West Virginia / Greater Pittsburgh.

**We’d **** ****love **** ****to hear from people with: ******

- Six or more years of human resources generalist or specialist experience

- Three or more years of consulting with internal clients to identify business needs and recommend solutions

- A strong desire to grow in the Partner Resources Organization at Starbucks

- Flexibility to meet the demands of supporting our Green Apron partners and beyond

- Willingness to learn systems, tools, resources and strategies that drive business results

- Experience in dealing with ambiguous situations and challenges in a dynamic, fast-paced environment

- Ability to quickly connect and communicate with all levels of leadership

- Ability to work independently and make confident decisions without all needed and necessary information

- Experience leveraging existing resources to create new and improved processes and systems to support clients

As a Starbucks partner, you (and your family) will have access to medical, dental, vision, basic and supplemental life insurance, and other voluntary insurance benefits. Partners have access to short-term and long-term disability, paid parental leave, family expansion reimbursement, paid vacation from date of hire*, sick time (accrued at 1 hour for every 25 hours worked), eight paid holidays, and two personal days per year. Starbucks also offers eligible partners participation in a 401(k) retirement plan with employer match, a discounted company stock program (S.I.P.), Starbucks equity program (Bean Stock), incentivized emergency savings, and financial well-being tools. Additionally, Starbucks offers 100% upfront tuition coverage for a first-time bachelor’s degree through Arizona State University’s online program via the Starbucks College Achievement Plan, student loan management resources, and access to other educational opportunities. You will also have access to backup care and DACA reimbursement. Starbucks will comply with any applicable state and local laws regarding employee leave benefits, including, but not limited to providing time off pursuant to the Colorado Healthy Families and Workplaces Act, and in accordance with its plans and policies. This list is subject to change depending on collective bargaining in locations where partners have a certified bargaining representative. For additional information regarding partner perks and more detailed information about benefits, go to starbucksbenefits.com.

- If you are working in CA, CO, IL, LA, ME, MA, NE, ND or RI, you will accrue vacation up to a maximum of 120 hours (190 in CA) for roles below director and 200 hours (316 in CA) for roles at director or above. For roles in other states, you will be granted vacation time starting at 120 hours annually for roles below director and 200 hours annually for roles director and above.

The actual base pay offered to the successful candidate will be based on multiple factors, including but not limited to job-related knowledge/skills, experience, geographical location, and internal equity. At Starbucks, it is not typical for an individual to be hired at the high end of the range for their role, and compensation decisions are dependent upon the facts and circumstances of each position and candidate.

We believe we do our best work when we're together, which is why we're onsite four days a week.

**Join us and inspire with every cup. Apply today!**

~~Starbucks Coffee Company is an equal opportunity employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, age, national origin, disability, or protected veteran status, or any other characteristic protected by law.~~

~~Qualified applicants with criminal histories will be considered for employment in a manner consistent with all federal, state and local ordinances.~~

~~Starbucks Coffee Company is committed to offering reasonable accommodations to job applicants with disabilities. If you need assistance or an accommodation due to a disability, please contact us at ~~~~applicantaccommodation ~~~~or 1(888) 611-2258. ~~

partner resources (HR) business partner, senior – Multiple Locations

From microns to Mars, Hexagon technology advances everything from manufacturing and construction to aerospace, agriculture, and mining, ensuring productivity, quality, safety, and sustainability.  

Hexagon's Geosystems division focuses on combining accurate measurement, positioning, and mapping technologies with industry-tailored workflows to help geodata-dependent industries capture, visualise, and analyse the physical world, turning data into actionable insights for better decision-making and improved efficiency.

Industry: IT-Dienstleistungen und IT-Beratung
Company Size: 10.001+ Beschäftigte

Hexagon Geosystems

**Local People Partner – United States **

At **Hexagon **, we don't just measure the world – we define its future. As the global leader in measurement technologies, we provide the confidence that vital industries rely on to build, navigate, and innovate.

From microns to Mars, our solutions drive productivity, quality, safety, and sustainability across aerospace, agriculture, automotive, construction, manufacturing, and mining.

We bridge the physical and digital worlds with cutting-edge metrology, reality capture, and positioning solutions – making industries and cities safer, smarter, and more sustainable. Looking forward, we are striving to enable our customers to meet sustainability and demographic challenges – ultimately advancing them towards truly autonomous solutions.

When it has to be right, it has to be Hexagon.

The Local People Partner (LPP) will support the US/CAN region as well as other Geosystems businesses as assigned. The LPP role requires a capable HR leader with strong generalist HR skills, the ability to understand the business, and the skills to collaborate, consult and act strategically.

**Duties and Responsibilities **

The position requires the following key responsibilities; however, the business reserves the right to add other reasonable duties within the scope of the role.

- Act as a “consultative partner” with the management teams in terms of the business and its HR objectives. Actively participate in regional strategy sessions and business review meetings to provide input on initiatives and issues, maintain awareness, and present relevant updates.

- Support the strategic and operational growth of the businesses, from the HR perspective, through programs, policies, support and advice to the management teams.

- Coordinate with HR Services and other HRBPs to meet the needs of the business and employees, ensuring seamless process implementation and communication.

- Actively drive the onboarding of new employees by ensuring on-boarding plans are in place, through the 30/60/90-day check-in process, raising issues as appropriate and working with managers to ensure successful transition of new employees.

- Provide consultation and direct involvement with employee relations issues and performance problems to work through to solution.

- With the regional President and other business leaders, develop strategic resourcing plans including, organizational development, talent development and succession.

- Build regional diversity, inclusion and belonging strategy and increase regional capabilities in cross-cultural intelligence, mitigating unconscious bias, and inclusive leadership. Works with the compliance and recruiting team to create and implement a diversity recruitment strategy

- Drive the overall regional recruitment strategy as well as manage recruitment resources (where appropriate) and prioritization of positions to be worked. Secure staffing approvals for region and coordinate hiring activities with other HRBPs with responsibility in US and Canada.

- Work with managers to define and implement action items to drive employee engagement. Manage HR projects/programs related to engagement as agreed to with business leaders (ie; regional newsletter, pulse surveys).

- Work with managers to ensure that the principles of ongoing Performance Management are being implemented effectively. Provide training and coaching as needed.

- Identify training and development needs within area of responsibility and work with managers to develop solutions. May deliver or facilitate trainings and workshops.

- Manage remuneration and commission process in area of responsibility.

- Prepare input or presentations for management as requested.

- Support due diligence and integration activities for company acquisitions.

- Support global HR initiatives as appropriate.

**Qualifications and experience **

- 4+ years as an LPP/HR Business Partner working with Technical/Sales organizations

- Prior experience working with commission plans and variable pay structures

- Strong leadership and influence skills.

- Experience partnering with managers within a complex, matrix organization

- Prior experience partnering with an HR shared service team or the like

- Strong communication (verbal and written) and presentation skills, including the capability of providing direction and feedback to internal and external stakeholders

- High degree of accuracy and attention to detail

- Ability to work effectively and constructively in a team environment or independently

- Willingness to take initiative and work in a self-sufficient manner

- Commitment to continuous improvement and further development of skills

- Ability to form strong relationships with internal and external stakeholders and represent the company professionally

- Ability to analyze and communicate risks and apply strategies to minimize them

- Ability to meet deadlines in a fast-paced environment

- Keen sense of urgency, responsibility and accountability

- Commercial acumen and insight

- Ability to think and act strategically as well as implement on a tactical level

- Developed and practiced problem solving and decision-making skills

- Confidentiality and personal integrity are key characteristics

**Education **

University level degree in Human Resources Management, Business or related field. Relevant professional certifications and memberships will also be highly regarded.

In addition to competitive compensation and an engaging and collaborative business culture, Hexagon Geosystems offers a comprehensive package of benefits including Paid Time Off, 401k matching up to 6% of compensation, Medical, Dental, Vision, Healthcare FSA & HSA and no cost Life Insurance.

Other insurance options including accident, critical illness, hospital care, accidental D&D and short & long-term disability are available at reduced/negotiated costs. We also offer tuition reimbursement, commuter benefits, pre-paid legal counsel, low-cost identity protection and Employee & Family Assistance Program.

We are an Equal Opportunity Employer. All qualified applicants will receive consideration without regard to disability, veteran status, or any other characteristic protected by applicable law. We comply with Section 503 of the Rehabilitation Act and VEVRAA requirements.

At Hexagon, we believe that diversity of thought, background, and experience makes us stronger. Our people’s passion, creativity, and dedication drive our success, and we strive to be the place where talented individuals want to grow and do their best work. At Hexagon Geosystems, our energy and engagement are reflected in our commitment to innovation, integrity, and excellence.

Here, you will find opportunities to develop professionally, take on new challenges, and be part of a collaborative culture that values both independent thinking and teamwork.

Click here to learn more about Hexagon’s vision, mission, and core values statements.

Local People Partner - US

Under the FOX banner, we produce and distribute content through some of the world’s leading and most valued brands, including: FOX News Media, FOX Sports, FOX Entertainment, FOX Television Stations and Tubi Media Group. We empower a diverse range of creators to imagine and develop culturally significant content, while building an organization that thrives on creative ideas, operational expertise and strategic thinking.

We have long been a leader in news, sports and entertainment programming, achieving strong revenue growth and profitability in a complex industry environment over the past several years. FOX will continue to invest across our businesses, allocate resources toward investments in higher growth initiatives and take advantage of strategic opportunities, including potential acquisitions across the range of the media categories in which we operate.

Industry: Broadcast Media Production and Distribution
Company Size: 5,001-10,000 employees

Fox Corporation

**OVERVIEW OF THE COMPANY ** Fox Corporation Under the FOX banner, we produce and distribute content through some of the world’s leading and most valued brands, including: FOX News Media, FOX Sports, FOX Entertainment, FOX Television Stations and Tubi Media Group. We empower a diverse range of creators to imagine and develop culturally significant content, while building an organization that thrives on creative ideas, operational expertise and strategic thinking. **JOB DESCRIPTION**

Fox Technology is seeking a future-forward Sr. Manager of Human Resources to support our Fox Technology teams, while also leading the development and management of our FOX early careers program - an entry-level initiative designed to accelerate technical talent focused on transformative fields within AI and emerging technology.

This is a strategic HRBP role built for a strong cross-functional collaborator and program builder who is energized by transformation, organizational growth, and the opportunity to shape and lead scalable people practices from the ground up. You will serve as both a trusted HR advisor and a key driver of employee experience initiatives, helping ensure our people programs are well-integrated, clearly communicated, and aligned with our evolving culture.

You’ll work alongside FOX’s Emerging Tech leadership team to co-create employee and manager training, onboarding, and engagement efforts, while building the communication plans, toolkits, and feedback systems that bring cohesion to a fast-moving, high-impact space

**a Snapshot Of Your Responsibilities**

-  Act as a strategic HR partner to the Emerging Tech, Data and Cybersecurity teams, providing practical coaching and support across the employee lifecycle

-  Partner with Talent Acquisition and hiring managers to ensure a seamless and positive candidate and new hire experience, including support for early career and emerging talent pipelines for technical and AI-related roles.

-  Develop and maintain clear internal communication channels to deliver key information about programs, processes, and resources to employees that drive understanding and adoption.

-  Create and manage internal communication strategies and templates that amplify AI initiatives and improve employee awareness and participation

-  Partner with the AI Champions network to activate champions, collect tool feedback, and build engagement loops

-  Translate qualitative feedback and adoption data into insights that produce meaningful improvements in programs, tools, and messaging

-  Collaborate with Talent Acquisition to support early-career and emerging talent pipelines for technical and AI-related roles

-  Serve as a connector between technical transformation and employee experience, helping ensure innovation is paired with clear communication and cultural alignment

-  Coordinate with HR Centers of Excellence (Compensation, Employee Relations, Benefits, L&D, HR Operations) to activate programs and policies across functions

**What You Will Need**

-  7+ years of HR experience, ideally within tech-forward or change-intensive environments

- Proven ability to design and deliver HR programs that directly impact employees and managers

-  Hands-on experience with driving performance management, engagement, and career development processes and measuring their organizational impacts.

-  Demonstrated success building internal comms and adoption strategies across cross-functional teams, utilizing key change management principles.

-  Fluency in AI tools, emerging technologies, or digital enablement platforms

-  Exceptional written and verbal communication skills and comfortable translating technical updates into actionable, people-centered content

-  Strong operational and program management skills, with the ability to execute across multiple projects at once

-  Experience collaborating across multiple functions (e.g., Tech, HR, Comms, L&D) in a fast-paced, matrixed environment

**NICE TO HAVE, BUT NOT A DEALBREAKER**

-  Experience in Technology, Media, or Cybersecurity sectors

-  Familiarity with internal communications platforms (Slack, Workday, Notion, etc.)

-  Exposure to organizational change, transformation, or AI adoption strategies

~~We are an equal opportunity employer and all qualified applicants will receive consideration for employment without regard to race, color, religion, sex, national origin, gender identity, disability, protected veteran status, or any other characteristic protected by law. We will consider for employment qualified applicants with criminal histories consistent with applicable law.~~

Pursuant to state and local pay disclosure requirements, the pay rate/range for this role, with final offer amount dependent on education, skills, experience, and location is $114,000.00-155,000.00 annually. This role is also eligible for an annual discretionary bonus, various benefits, including medical/dental/vision, insurance, a 401(k) plan, paid time off, and other benefits in accordance with applicable plan documents. Benefits for Union represented employees will be in accordance with the applicable collective bargaining agreement.

Sr. Manager, Human Resources

About Blue Cross

Blue Cross and Blue Shield of Minnesota is a taxable, nonprofit organization with a mission to make a healthy difference in people’s lives. Chartered in 1933 as Minnesota’s first health plan, we’ve promoted wider, more economical and timely availability of health services for the people of Minnesota for 80+ years. 

Blue Cross® and Blue Shield® of Minnesota is a nonprofit independent licensee of the Blue Cross® and Blue Shield® Association.

Terms of Use

All comments, visuals, videos and other type of material posted by fans on this site do not necessarily reflect the opinions or ideals of Blue Cross and Blue Shield of Minnesota (“Blue Cross”), its employees or affiliates. THIS SITE SHOULD NOT BE USED TO CONTACT BLUE CROSS ABOUT ANY CLAIM, MEDICAL CONDITION, PRODUCT OR SERVICE OFFERED BY BLUE CROSS. Blue Cross (a) does not represent or warrant the accuracy of any statement, product or service claims made here, (b) is not responsible for any such content on this site, and (c) does not endorse any opinions expressed on this site.

All materials and comments posted by users must comply with LinkedIn’s Terms of Use. Blue Cross does not monitor every posting on this site. Blue Cross expects, however, that users will not post any comments or material that falls into any of the following categories and may have removed any comments or materials that:
•Defame, abuse, harass, stalk, threaten or otherwise violate the legal rights (such as rights of privacy and publicity) of others. 
•Publish, post, distribute or disseminate any defamatory, infringing, obscene, indecent, misleading or unlawful material or information.

Industry: Insurance
Company Size: 1,001-5,000 employees

Blue Cross and Blue Shield of Minnesota

**About Blue Cross And Blue Shield Of Minnesota**

At Blue Cross and Blue Shield of Minnesota, we are committed to paving the way for everyone to achieve their healthiest life. We are looking for dedicated and motivated individuals who share our vision of transforming healthcare. As a Blue Cross associate, you are joining a culture that is built on values of succeeding together, finding a better way, and doing the right thing. If you are ready to make a difference, join us.

**The Impact You Will Have**

As the Human Resource Business Partner (HRBP) Manager, you will serve as a strategic advisor and leader, directing the strategy and operational execution of human resources activities in support of and aligned with business objectives for designated client groups. This role is responsible for managing and developing a team of Human Resource Business Partners (HRBPs), providing guidance, coaching, and resources to drive high performance and cultivate an inclusive, collaborative environment. Reporting to the VP of HR, this individual partners with executive leadership, business leaders, and associates to address complex initiatives and implement workforce strategies that align HR practices with organizational objectives. The HRBP Manager collaborates on hiring plans, performance management, and succession planning, while also managing routine employee relations issues. Additionally, this role supports organizational design and facilitates organizational change, partnering heavily with HR Center of Excellence (COEs). We are seeking a self-motivated, data-driven, and collaborative leader who is passionate about fostering a positive work culture and thrives in a fast-paced environment with a growth mindset.

**Key Responsibilities**

- Manage and develop a team of Human Resource Business Partners (HRBPs), providing strategic direction, continuous coaching, and consulting support. Lead, mentor, and equip the team with tools and insights to drive high performance.

- Create a climate where people demonstrate curiosity, candor, courage and collaboration to drive performance. Lead with a strategic mindset, fostering an inclusive and accountable learning culture. Inspire and motivate at all levels, promoting open communication, mutual respect, and appreciation for differing perspectives. Role model our enterprise leadership commitments of accelerating change, inviting authenticity and growing resiliently.

- Serve as a strategic advisor to executive leadership, business leaders, and associates, providing high level HR partnerships on complex business initiatives. Act as a coach, consultant, and thought leader, building strong relationships with all levels of the organization.

- Execute forward-thinking workforce strategies that assess business needs, optimize team capabilities, and align HR initiatives with organizational goals.

- Partner with business leaders and talent acquisition to develop hiring plans, support business objectives, and advance business priorities. Provide advice on performance management, talent management, compensation, coaching, and talent reviews.

- Support organizational design changes, change initiatives, and succession planning execution. Help organizations navigate transitions smoothly, ensuring employee engagement and informed decision-making.

- Coach and consult on all touchpoints of the employment life cycle, while closely collaborating with HRBPs leadership, HRBPs, Employee Relations (ER), Total Rewards, HR operations, organization effectiveness and Talent Acquisition to support organizational objectives.

- Provide end‑to‑end management of routine employee relations issues, such as attendance, conduct, and foundational performance concerns, escalating complex matters to Employee Relations as needed.

- Utilize data analytics, trends, and metrics to develop, implement, and evolve HR strategies. Drive informed decision-making by using data to identify trends, determine root causes of issues, and develop effective solutions.

- Ensure compliance with all regulatory and legal changes. Foster an environment of continuous improvement within HR and the business by supporting new approaches, policies, and procedures to enhance efficiency.

- Organizational Design: manage framework that supports the organization’s strategy and contributes to improving overall team performance.

- Strategic Thinking: Align HR strategies with business goals, understanding the organization's short and long-term objectives and implementing structures that support these goals.

**Required Skills And Experience**

- 8+ years of progressive HR experience, with at least 3+ years in leadership/management roles. All relevant experience including work, education, transferable skills, and military experience will be considered.

- Proven ability to collaborate well with senior executives and leaders, leveraging strong intellectual, conceptual, and analytical skills.

- Experience supporting multiple business units and shared services, executing organization-wide talent initiatives in a dynamic, complex, and growing organization.

- Knowledge in multiple facets of HR including org design, strategy development, talent management, talent acquisition, employee relations, total rewards/compensation, performance management, employee assessment and development, succession planning, inclusion and belonging, and HR systems.

- Ability to analyze data and trends to make informed decisions about organizational design, including understanding workforce analytics and using data to drive improvements.

- Strong Communication skills – ability to articulate a variety of issues to different audiences and tailor messages accordingly.

- Experience in influencing and building strong relationships and networks.

- Demonstrated ability to response to changing and sometimes ambiguous situations. Solicits and applies customer feedback to modify thinking, improve processes, and solutions.

- High school diploma (or equivalency) and legal authorization to work in the U.S.

**Preferred Skills And Experience**

- Bachelor’s degree in business, human resources, organization/industrial psychology, or related field.

- HR PHR/SPHR Certification

**Compensation And Benefits**

**Pay Range: ** $117,800.00 - $159,000.00 - $200,200.00 Annual

Pay is based on several factors which vary based on position, including skills, ability, and knowledge the selected individual is bringing to the specific job.

**We Offer a Comprehensive Benefits Package Which May Include**

- Medical, dental, and vision insurance

- Life insurance

- 401k

- Paid Time Off (PTO)

- Volunteer Paid Time Off (VPTO)

- And more

To discover more about what we have to offer, please review our benefits page.

**Role Designation**

Hybrid

**Anchored in Connection**

Our hybrid approach is designed to balance flexibility with meaningful in-person connection and collaboration. We come together in the office two days each week – most teams designate at least one anchor day to ensure team interaction. These in-person moments foster relationships, creativity, and alignment. The rest of the week you are empowered to work remote.

**Equal Employment Opportunity Statement**

At Blue Cross and Blue Shield of Minnesota, we are committed to paving the way for everyone to achieve their healthiest life. Blue Cross of Minnesota is an Equal Opportunity Employer and maintains an Affirmative Action plan, as required by Minnesota law applicable to state contractors. All qualified applications will receive consideration for employment without regard to, and will not be discriminated against based on any legally protected characteristic.

Individuals with a disability who need a reasonable accommodation in order to apply, please contact us at: talent.acquisition@bluecrossmn.com.

Blue Cross® and Blue Shield® of Minnesota and Blue Plus® are nonprofit independent licensees of the Blue Cross and Blue Shield Association.

Manager - Human Resources 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

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

A cross-border crypto venture fund. Global from day one.

Industry: Venture Capital and Private Equity Principals
Company Size: 11-50 employees

Dragonfly

**Dragonfly ** is a crypto-native Venture Capital and research firm with $4B+ in assets under management and 160+ portfolio companies (see list). Our Talent team works to support the recruiting efforts of the companies within our portfolio by connecting them with talented potential candidates.

We want to connect with **HRBPs, HR Ops, **and **People Ops **profiles of all experience levels, backgrounds, and specializations. Our portfolio is globally distributed, with remote, hybrid, and in-person roles worldwide, building across the entire crypto ecosystem. Roles are available both **remote across the US ** and **in-person in New York City **.

**This is not a listing for an internal role at Dragonfly.**

**Process**

- We’ll confidentially match you with portfolio companies aligned with your background, skill set, and interests.

- If mutual interest exists between you and a team, we’ll facilitate a warm introduction.

- If there isn’t a match today, we’ll keep you top of mind for future opportunities.

Our portfolio companies are globally distributed, hiring for **remote, hybrid, and in-person roles ** worldwide. They’re building across the entire crypto ecosystem—including **DeFi, infrastructure, L1s and L2s, consumer apps, NFTs, ZK, Crypto x AI **, and more.

**All candidate submissions are strictly confidential. **

People Ops - Dragonfly Portfolio

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

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

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**

**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

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.

Mega Capital Funding Inc. established in 1998, is a Fannie Mae Seller/Servicer, FHA Mortgagee, and a USDA National Lender specializing in Conventional, FHA and niche Residential Mortgage Products. We offer one of the most diversified loan product portfolios in the Mortgage Banking Industry, while recently being referred to as one of the Nation’s fastest growing Mortgage Lenders.

This material is intended for industry professionals only. This is not a solicitation nor a commitment to lend. Restrictions apply. All rights reserved. Some products may not be available in some states. Mega Capital Funding, Inc. Licensed by the California Department of Business Oversight under the California Financing Law License. NMLS #303203, CA-DBO#603-A486, CA-BRE#01233872,WV# ML-303203, Alabama# 23012, AZ #1001176,Arkansas# 125624, DC#MLB303203, FL#MLD1274, GA#52995, HI-303203, IL#MB.6761361, MD#22531, OR#ML-5037 TN#303203, VA#MC-6801 WA#CL-303203, TX-SML#303203,Maine #303203 , NJ#B5B5B5,North Dakota MB103886,South Dakota 303203.ML ,OK# MLO14075, Iowa# 2021-0186,Idaho #MBL-2080303203, Mississippi# 303203 , Massachusetts Mortgage Lender # ML303203, Nebraska# 303203, Michigan# FR0023943, MN-MLO-303203, UT# 303203, Ohio# RM.804784.000, Connecticut# ML-303203,North Carolina # L-205049, New Hampshire# 24475-MB, South Carolina# MLS – 303203, Kentucky#MC763986, Kansas# MC.0025740, Wyoming# 4235, Wisconsin#303203BAco registration.

NMLS Consumer: https://www.nmlsconsumeraccess.org/
NMLS #303203

Industry: Real Estate
Company Size: 51-200 employees

Mega Capital Funding, Inc.

**Position Summary **

The Corporate Recruiter is responsible for managing the full-cycle recruitment process to attract, evaluate, and hire top talent across the organization. This role partners closely with hiring managers and HR leadership to align recruiting strategies with business objectives while delivering an exceptional candidate experience.

**Key Responsibilities **

- Manage full-cycle recruiting for assigned roles, from intake meeting through offer acceptance and onboarding

- Partner with hiring managers to understand workforce needs, job requirements, and success profiles

- Develop and execute effective sourcing strategies using job boards, social media, referrals, networking, and direct outreach

- Screen resumes, conduct phone and video interviews, and coordinate on-site or virtual interviews

- Assess candidates for skills, experience, and cultural fit

- Maintain accurate and compliant documentation in the applicant tracking system (ATS)

- Extend and negotiate job offers in alignment with compensation guidelines

- Build and maintain talent pipelines for key and recurring roles

- Promote the company’s employer brand in all candidate interactions

- Track recruiting metrics and provide regular updates to stakeholders

- Ensure compliance with all employment laws and internal hiring policies

**Required Qualifications **

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

- 3 years of experience in corporate recruiting or talent acquisition

- Experience managing full-cycle recruiting across multiple job functions

- Strong interviewing, assessment, and negotiation skills

- Proficiency with applicant tracking systems (ATS) and sourcing tools

- Excellent communication and stakeholder management skills

- Ability to manage multiple searches and priorities simultaneously

**Preferred Qualifications **

- Experience recruiting in Wholesale Mortgage arena

- Knowledge of employment laws and compliance requirements

- Experience with data-driven recruiting metrics and reporting

**Core Competencies **

- Relationship building and influencing

- Strong organizational and time management skills

- Attention to detail and follow-through

- Confidentiality and professionalism

- Results-oriented mindset

**What We Offer **

- Competitive compensation and benefits package

- Collaborative and inclusive work environment

Corporate Recruiter

About Thermo Fisher Scientific
Thermo Fisher Scientific Inc. is the world leader in serving science, with annual revenue of approximately $40 billion. Our Mission is to enable our customers to make the world healthier, cleaner and safer. Whether our customers are accelerating life sciences research, solving complex analytical challenges, increasing productivity in their laboratories, improving patient health through diagnostics or the development and manufacture of life-changing therapies, we are here to support them. Our global team delivers an unrivaled combination of innovative technologies, purchasing convenience and pharmaceutical services through our industry-leading brands, including Thermo Scientific, Applied Biosystems, Invitrogen, Fisher Scientific, Unity Lab Services, Patheon and PPD. 

For more information, please visit www.thermofisher.com.

Industry: Biotechnology Research
Company Size: 10,001+ employees

Thermo Fisher Scientific

**Work Schedule**

Standard (Mon-Fri)

**Environmental Conditions**

Office

**Position: Sr Director, Human Resources - Global Business Services (GBS) & Quality/Regulatory**

**Reports to: ** VP Human Resources, Laboratory Products Group & Corporate Functions

**Role Summary**

The Senior Director, Human Resources is the strategic HR leader for Global Business Services as well as Global Quality & Regulatory functions. This role partners closely with leaders in both functions to translate business priorities into a focused people strategy that drives growth, organizational effectiveness, and culture.

This leader is accountable for building organizational capability, strengthening leadership effectiveness, and ensuring the business is positioned with the talent, structure, and culture required to execute against its strategic objectives in a global, matrixed environment.

**Key Responsibilities**

**Strategic Partnership & Talent Strategy**

- Partner with senior GBS and Quality & Regulatory leaders to define and deliver talent strategies aligned to business priorities.

- Translate business strategy into actionable organizational and people plans that drive performance and growth.

- Shape and advance culture in alignment with Thermo Fisher’s 4i values.

**Organizational Capability & Workforce Planning**

- Lead organizational design, workforce planning, and capability building across a global, matrixed organization.

- Drive disciplined headcount and labor investment decisions aligned to financial and strategic objectives.

- Ensure the organization is structured for scalability, efficiency, and execution.

**Leadership Effectiveness & Talent Management**

- Coach and advise senior leaders on talent, performance, engagement, and organizational effectiveness.

- Lead succession planning and talent development to build a strong and diverse leadership pipeline.

- Drive accountability for performance and talent outcomes across the leadership team.

**Change Leadership**

- Lead organizational transformation, change, and culture initiatives across the Commercial organization.

- Ensure effective adoption and sustainment of change aligned to business priorities.

**Data-Driven Decision Making**

- Leverage HR analytics and external insights to inform talent strategies and organizational decisions.

- Monitor key metrics to assess organizational health and drive continuous improvement.

**HR Model Leadership & Integration**

- Partner across the HR model (HRBPs, COEs, HR Operations) to ensure aligned, efficient, and high-impact delivery.

- Prioritize and coordinate HR resources to meet business needs while maintaining consistency and scalability.

**People Leadership & Global HR Oversight**

- Lead and develop a high-performing HR team, providing clear direction, coaching, and performance management to a Director, HRBP for NA Commercial.

- Ensure alignment of HR activities across regions (NA, EMEA, APJ), balancing global consistency with local execution.

- Foster strong collaboration across HR teams and the broader organization to enable a “One HR” approach.

**Key Capabilities**

- Business Acumen: Strong understanding of commercial models, revenue drivers, and market dynamics.

- Strategic Thinking: Ability to translate business strategy into talent and organizational priorities.

- Influence & Leadership: Proven ability to influence senior leaders and drive alignment in a matrixed environment.

- Change Leadership: Experience leading complex transformation and organizational change.

- Talent Mindset: Focus on building, developing, and retaining high-performing and diverse teams.

- Data & Insight: Uses analytics to inform decisions and measure impact.

**Experience & Background**

- 10+ years of progressive HR experience in a global, matrixed environment.

- Demonstrated success partnering with senior/executive leadership.

- Proven track record in organizational design, talent strategy, and business transformation.

- Experience operating in fast-paced, complex environments with multiple stakeholders.

**Education**

- Bachelor’s degree required; advanced degree preferred

- Relevant HR certifications (e.g., PHR/SPHR) a plus

**What Success Looks Like**

- Commercial organization is aligned, capable, and structured to deliver on growth priorities.

- Strong leadership bench with clear succession plans in place.

- Talent strategies are directly linked to business outcomes and measurable impact.

- Leaders are equipped and accountable for driving performance, engagement, and culture.

- HR is viewed as a trusted, strategic partner to the business.

- Strong alignment and execution across global HR teams with clear priorities and consistent delivery.

**Experience & Approach**

**Leadership Profile (What We Are Looking For)**

- Proven ability to operate effectively in a global, matrixed environment, navigating regional complexity and diverse stakeholders.

- Strong commercial orientation, with experience supporting go-to-market strategies and translating business priorities into talent outcomes.

- Track record of leading through transformation (organizational design, integration, or strategy shifts) while maintaining engagement and performance.

**Critical Capabilities**

- Data-driven decision making and use of insights to shape talent strategy

- Executive influencing and coaching at senior levels

- Talent strategy, workforce planning, and pipeline development

- Organizational design and effectiveness

- Ability to operate with agility in ambiguous, fast-paced environments

**Leadership Traits**

- Credibility and presence: Trusted advisor to senior leaders

- Courage and candor: Willing to challenge constructively and provide clear perspectives

- Learning agility: Curious, adaptable, and continuously evolving

- Resilience and composure: Effective under pressure and through change

- Influence without authority: Drives alignment across a matrixed organization

- Ownership and accountability: Focused on outcomes and delivering impact

- Judgment and balance: Thoughtful decision-making balancing people and business needs

**Compensation And Benefits**

The salary range estimated for this position based in Massachusetts is $197,700.00–$256,900.00.

This position may also be eligible to receive a variable annual bonus based on company, team, and/or individual performance results in accordance with company policy. We offer a comprehensive Total Rewards package that our U.S. colleagues and their families can count on, which includes:

- A choice of national medical and dental plans, and a national vision plan, including health incentive programs

- Employee assistance and family support programs, including commuter benefits and tuition reimbursement

- At least 120 hours paid time off (PTO), 10 paid holidays annually, paid parental leave (3 weeks for bonding and 8 weeks for caregiver leave), accident and life insurance, and short- and long-term disability in accordance with company policy

- Retirement and savings programs, such as our competitive 401(k) U.S. retirement savings plan

- Employees’ Stock Purchase Plan (ESPP) offers eligible colleagues the opportunity to purchase company stock at a discount

For more information on our benefits, please visit: https://jobs.thermofisher.com/global/en/total-rewards

Sr. Director, HR  Global Business Services - Join a $40B Industry Leader

Kier + Wright (K+W) drives purposeful community growth through tailored, solutions-driven land development consulting. As civil engineers and land surveyors offering a myriad of services, we prioritize strong relationships and collaborate closely with clients to overcome complex challenges. With 53 years of experience and a highly innovative approach, we adapt to diverse needs while delivering exceptional service. Trusted to bring visions to life, our success is built on referrals, repeat business, and a commitment to efficiency, quality, and client satisfaction. By exceeding expectations, we ensure the long-term impact and success of every project.

K+W has offices located in Livermore, Santa Clara, Irvine, Camarillo, Escondido, Sacramento, Manteca and Gilroy.

Industry: Civil Engineering
Company Size: 201-500 employees

Kier + Wright

**Summary**

~~We’re seeking a highly organized and detail-oriented HR Coordinator to support day-to-day HR operations and deliver exceptional employee experience. This role is critical in ensuring smooth execution across recruiting, onboarding, HR systems, benefits administration, and compliance. You’ll partner closely with HR leadership and the Recruiting Manager to keep processes running efficiently while supporting employees throughout their lifecycle.~~

**ResponsibilIties**

- Coordinate interviews, candidate communications, and recruiting logistics

- Manage onboarding processes, new hire paperwork, and HRIS data entry

- Maintain employee records and ensure data accuracy across systems

- Support benefits administration (enrollments, life events, open enrollment)

- Assist with compliance reporting, audits, and required training tracking

- Coordinate employee engagement initiatives and HR programs

- Support performance review cycles and training logistics

- Other duties as assigned”

Education/Experience

- 3+ years of HR, recruiting coordination, or administrative experience

- Strong organizational skills and attention to detail

- Experience with HR systems (e.g., BambooHR or similar)

- Ability to manage multiple priorities in a fast-paced environment

- Strong communication and customer service mindset

Why Join Us?

- Opportunity to grow your HR career and expand into broader HR responsibilities

- Exposure to all areas of HR (recruiting, operations, benefits, compliance)

- Collaborative, team-oriented environment

- Meaningful impact on employee experience and organizational success

- 100% paid benefits for both you + your family (medical, dental, + vision)

**Physical Requirements And/Or Working Conditions**

- Prolonged periods of sitting (up to 8 hours a day for office staff)

- Interacting with technology (computer, cellphone, etc.)

- Ability to lift and/or carry items ( up to 20 lbs.)

- Prolonged periods of standing/walking (field checks)

- Ability to work outdoors in various weather conditions (field checks)

- Occasional travel e.g. driving to offices, jobsites, client meetings, etc.

HR Coordinator/Assistant

CopperSmith® is the world’s finest purveyor of custom metalwork products, including hood ranges, bath tubs, sinks, tables, and more. By utilizing the highest quality materials, handmade craftsmanship, and unparalleled service, CopperSmith® creates one-of-a-kind heirloom products that showcase the unique taste of each client.

Industry: Retail Furniture and Home Furnishings
Company Size: 11-50 employees

CopperSmith®

**Who we are. **

CopperSmith® is the world’s finest purveyor of custom metalwork products, including range hoods, bathtubs, sinks, tables, and more. By utilizing the highest quality materials, handmade craftsmanship, and unparalleled service, CopperSmith® creates one-of-a-kind heirloom products that showcase the unique taste of each client.

**Who we seek. **

A people-first HR leader who owns recruiting, team engagement, performance management, and HR operations—while actively promoting a healthy, positive, and high-performing culture as CopperSmith scales.

**What you bring. **

- 5+ years of HR leadership experience, ideally in a growing company.

- Proven ownership of full-cycle recruiting, onboarding, and retention.

- Strong experience with performance management, feedback, and accountability systems.

- Hands-on experience managing benefits, compensation administration, HR compliance, and employment law basics.

- Ability to partner with leadership on org planning, role clarity, and team development.

- Highly organized, process-oriented, and comfortable owning HR administration and documentation.

- A natural promoter of positive vibes—someone who genuinely cares about team morale, engagement, and building a healthy, happy, and aligned culture.

- Bachelor’s degree in HR, business, or a related field.

**What we offer. **

- $95k–$110k annual salary range, depending on experience.

- Competitive benefits.

- Hybrid work schedule, with Tuesdays and Thursdays in our St. Louis Park office.

- The opportunity to build and own the HR function at a growing premium brand, with real influence on culture, performance, and team success.

Avanath Capital Management is a private real estate investment manager generating attractive risk-adjusted returns through current income and capital appreciation from its investments.

Avanath utilizes a differentiated, focused investment strategy to pursue opportunities in:
-Affordable multifamily housing
-Urban real estate
-Commercial and multifamily mortgages

Led by Daryl J. Carter, the Avanath management team averages 25 years of experience and has successfully guided investment funds in defining growth opportunities and delivering attractive returns. Avanath professionals have real estate operating expertise and long-standing relationships with strong local, regional and national sponsors that can access investment opportunities aligned with Avanath's initiatives.

Industry: Real Estate
Company Size: 201-500 employees

Avanath Capital Management, LLC

**Overview**

Avanath is a real estate private equity firm focused on preserving affordable housing across the United States. The firm owns and manages over 15,000 apartment units across three investment funds and oversees investments on behalf of large institutional pension funds, retirement systems, endowments, and other investors.

**The Role**

The HR Administrator is a key member of the Human Resources team, responsible for supporting the day-to-day execution of HR operations with a strong emphasis on HR systems, data integrity, and employee lifecycle processes.

Reporting directly to the EVP of Human Resources, this role ensures that HR data, processes, and systems are accurate, consistent, and efficiently maintained across the organization. The HR Administrator plays a critical role in supporting onboarding, employee changes, reporting, compliance tracking, and general HR operational support.

This position partners closely with HR leadership, Talent Acquisition, Payroll, and operational leaders to ensure seamless and high-quality employee experience supported by strong HR infrastructure.

**Qualifications**

- Bachelor’s degree or equivalent professional experience

- 2–4+ years of experience in HR administration, HR operations, or HRIS support

- Experience supporting multi-site or operational organizations (e.g., property management, real estate, hospitality, or similar industries)

- Experience working with HR systems (ADP or similar HRIS platforms strongly preferred)

- Strong proficiency in Microsoft Excel and reporting tools

- Solid understanding of HR processes, compliance requirements, and employee lifecycle activities

- Strong attention to detail with high standards for accuracy and data integrity

- Ability to manage multiple priorities in a fast-paced environment

- Strong communication and interpersonal skills; ability to handle confidential information appropriately

- Experience supporting onboarding, terminations, and HR recordkeeping preferred

**Key Accountabilities **

- HR Systems & Data Administration

- Maintain accurate and up-to-date employee records within the HRIS

- Process employee lifecycle transactions including hires, changes, promotions, and terminations

- Ensure data integrity across HR systems and perform regular audits to identify and correct discrepancies

- Support system updates, testing, and troubleshooting as needed

- HR Operations Support

- Coordinate onboarding and offboarding processes to ensure a smooth and consistent employee experience

- Prepare and maintain employee documentation, including offer letters and personnel files

- Support HR workflow processes such as job changes, organizational updates, and status changes

- Ensure HR processes are executed in alignment with company policies and applicable regulations

- Reporting & Data Support

- Generate standard and ad hoc HR reports and dashboards as requested by HR leadership

- Assist in tracking key HR metrics such as headcount, turnover, and hiring activity

- Support data validation and reconciliation across HR systems and reports

- Provide accurate and timely information to support HR decision-making

- Compliance & Recordkeeping

- Maintain accurate and audit-ready employee records and documentation

- Support internal and external audit requests with timely and accurate data

- Assist in ensuring compliance with federal, state, and local employment regulations

- Support proper retention and organization of HR documentation

- Process Improvement & Project Support

- Identify opportunities to improve HR processes, workflows, and system efficiency

- Support HR initiatives including system enhancements, transitions, and organizational updates

- Assist with special projects and reporting needs for the EVP of Human Resources

- Cross-Functional HR Support

- Partner with Payroll to ensure accurate employee data and payroll processing

- Collaborate with Talent Acquisition to support onboarding and hiring workflows

- Respond to HR-related inquiries from employees and managers in a timely and professional manner

**Physical Demands & Working Conditions**

- Ability to sit for extended periods while working at a computer

- Frequent use of hands and fingers for typing and system navigation

- Regular interaction with employees, managers, and internal stakeholders

- Ability to read and interpret data on screens, reports, and documents

- Occasional movement within the office environment

- Minimal physical lifting or manual labor required

**How Avanath Supports You**

We know that our teams are the heart of our success and growth, and we are committed to showing our appreciation.

**We Offer**

- Culture Built on Purpose and Core Values - a Commitment to Integrity, a Spirit of Caring, and a Focus on Continuous Improvement.

- Comprehensive Benefits – health, dental & vision, 401(k), personal time off, paid holidays and more!

- Growth is based on achievement and an emphasis on promoting from within our ranks versus just external candidates.

- Development – a commitment to creating opportunities to learn and expand your knowledge in the industry from online training platforms to training classes to one-on-one coaching.

**Diversity & Inclusion**

Avanath Capital is committed to fostering, cultivating, and preserving a culture of diversity, equity, and inclusion.

Our human capital is the most valuable asset we have, and Diversity, equity, and inclusion (“DEI”) are at the very core of Avanath’s operating and investment philosophy. We believe that bringing together people with diverse thoughts, backgrounds, talents, and experiences at all levels of our organization, including the executive team, enables us to proactively and creatively achieve our mission to enable opportunities for hard-working American families. The collective sum of the individual differences, life experiences, knowledge, inventiveness, innovation, self-expression, unique capabilities, and talent that our employees invest in their work represents a significant part of our culture, our reputation, and our achievements.

We embrace and encourage our employees’ differences in age, color, disability, ethnicity, family or marital status, gender identity or expression, language, national origin, physical and mental ability, political affiliation, race, religion, sexual orientation, socio-economic status, veteran status, and other characteristics that make our employees unique.

**Benefits**

Our organization’s diversity initiatives include but are not limited to our practices and policies on recruitment and selection; compensation and benefits; professional development and training; promotions; transfers; and the ongoing development of a work environment built on the premise of gender and diversity equity that encourages and enforces:

- Respectful communication and cooperation between all employees.

- Teamwork and employee participation, permitting the representation of all groups and employee perspectives.

- Work/life balance through flexible work schedules to accommodate employees’ varying needs.

- Employer and employee contributions to the communities we serve to promote a greater understanding and respect for diversity.

Compensation Range

Compensation Range

$75,000—$75,000 USD

Human Resources Administrator

Nationwide, a Fortune 100 company based in Columbus, Ohio, is one of the largest and strongest diversified insurance and financial services organizations in the United States. Nationwide is rated A+ by Standard & Poor's. An industry leader in driving customer-focused innovation, Nationwide provides a full range of insurance and financial services products including auto, business, homeowners, farm and life insurance; public and private sector retirement plans, annuities and mutual funds; excess & surplus, specialty and surety; and pet, motorcycle and boat insurance. For more information, visit www.nationwide.com.

Industry: Insurance
Company Size: 10,001+ employees

Nationwide

If you’re passionate about becoming a Nationwide associate and believe you have the potential to be something great, let’s talk. At Nationwide®, “on your side” goes beyond just words. Our customers are at the center of everything we do and we’re looking for associates who are passionate about delivering extraordinary care.

The Executive Administrative Assistant will support HR leadership for Nationwide Financial, Finance and Marketing.

This will be a SuccessFlex hybrid work opportunity.

**Job Description Summary**

Are you a problem solver and detailed oriented? If you can take initiative, use both your analytical and creative abilities to make sound decisions and have a desire to solve challenges, we want to hear from you!

As a Senior Executive Administrative Assistant, you'll perform a wide variety of confidential, detailed and complex administrative functions. You will coordinate meetings and make business and travel arrangement decisions for your leader(s) and their team. You'll plan, organize and schedule own work and may serve as a formal lead/mentor to others.

**Job Description**

**Key Responsibilities:**

- May manage one or more leaders work and community involvement calendars while ensuring work life balance and effective use of their time.

- Makes travel decisions that best fit leader's style and calendar. Acts quickly to make adjustments to travel, as needed.

- Compiles sophisticated information for reports and presentations.

- Screens communications for action items and due dates, bringing key items to the leader's attention. Initiates necessary actions, e.g., follow-ups, prioritizations, action required, etc. Drafts responses for executive review, implementing their style into all communications. Rarely seeks guidance on email replies.

- Provides assistance with office procedures or processes that help the team be more productive and efficient.

- Monitors departmental expenses, processes expense reports in a timely manner and monitors expense reports submitted by executive and staff for accurate reporting. Assists office budget coordinator with forecasting and planning.

- Handles budget for meeting planning. Performs quality check of invoices/accounts payable. Inputs travel expense and other expenses for payment; reviews and passes to office budget coordinator.

- Takes on an informal administrative subject matter expert role within the department for other administrative assistants and provides support.

- Keeps up to date on Nationwide procedure changes, Human Resources policy changes, business environment, etc. that impact department level plans.

- Leads special projects as assigned.

**May Perform Other Responsibilities As Assigned.**

**Reporting Relationships: **Typically reports to a Senior Vice President-level executive or above and may support multiple executives and their staff. This is an individual contributor role.

**Typical Skills And Experiences**

**Education: **High school, vocational or technical business school studies in secretarial science; undergraduate level coursework beneficial.

**License/Certification/Designation: ** Administrative professional certification(s) such as Certified Administrative Professional (CAP) or Certified World Class Assistant (CWCA) are a plus.

**Experience: **Typically, eight or more years related administrative experience, including at least four years of Nationwide experience at the executive support level.

**Knowledge, Abilities and Skills: **Knowledge of company policies and organizational structure. Solid understanding of office practices and procedures. Sound decision-making skills to evaluate, recommend and implement solutions to work processing and office management problems. Strong communication skills to interact with all levels of leaders, associates and external contacts. Ability to proofread for content and format accuracy. Intermediate mathematical calculation skills. Demonstrated ability to build effective business relationships.

Other criteria, including leadership skills, competencies and experiences may take precedence.

Staffing exceptions to the above must be approved by the hiring manager’s leader and Human Resources Business Partner.

**Values: **Regularly and consistently demonstrates Nationwide Values.

**Job Conditions**

**Overtime Eligibility: ** Not Eligible (Exempt)

**Working Conditions: ** Occasional travel. Nonstandard or extended time as needed based on workflow and project needs.

**ADA: **The above statements cover what are generally believed to be principal and essential functions of this job. Specific circumstances may allow or require some people assigned to the job to perform a somewhat different combination of duties.

**Benefits**

We have an array of benefits to fit your needs, including: medical/dental/vision, life insurance, short and long term disability coverage, paid time off with newly hired associates receiving a minimum of 18 days paid time off each full calendar year pro-rated quarterly based on hire date, nine paid holidays, 8 hours of Lifetime paid time off, 8 hours of Unity Day paid time off, 401(k) with company match, company-paid pension plan, business casual attire, and more. To learn more about the benefits we offer, click here.

Nationwide is an equal opportunity employer. We celebrate diversity and are committed to creating an inclusive culture where everyone feels challenged, appreciated, respected and engaged. Nationwide prohibits discrimination and harassment and affords equal employment opportunities to employees and applicants without regard to any characteristic (or classification) protected by applicable law.

**Note To Employment Agencies**

We value the partnerships we have built with our preferred vendors. Nationwide does not accept unsolicited resumes from employment agencies. All resumes submitted by employment agencies directly to any Nationwide employee or hiring manager in any form without a signed Nationwide Client Services Agreement on file and search engagement for that position will be deemed unsolicited in nature. No fee will be paid in the event the candidate is subsequently hired as a result of the referral or through other means.

Nationwide pays on a geographic-specific salary structure and placement within the actual starting salary range for this position will be determined by a number of factors including the skills, education, training, credentials and experience of the candidate; the scope, complexity and location of the role as well as the cost of labor in the market; and other conditions of employment. If a Sales job, Sales Incentives, based on performance goals are possible in addition to this range. Note on Compensation for Part-Time Roles: Please be aware that the salary ranges listed below reflect full-time compensation. Actual compensation may be prorated based on the number of hours worked relative to a full-time schedule.

The national salary range for Sr Executive Administrative Assistant : $62,500.00-$115,500.00

The expected starting salary range for Sr Executive Administrative Assistant : $62,500.00 - $93,500.00

Sr. Executive Administrative Assistant - Human Resources

CIBC US provides tailored commercial and personal banking services, private banking, wealth management and small business financial solutions. 

Social Media Terms and Conditions: https://bit.ly/3AAqv53

The CIBC Logo is a registered trademark of CIBC, used under license. ©2024 CIBC Bank USA.

Loans are subject to credit approval

Equal Housing Lender | Member FDIC

Industry: Financial Services
Company Size: 1,001-5,000 employees

CIBC US

We’re building a relationship-oriented bank for the modern world. We need talented, passionate professionals who are dedicated to doing what’s right for our clients.

At CIBC, we embrace your strengths and your ambitions, so you are empowered at work. Our team members have what they need to make a meaningful impact and are truly valued for who they are and what they contribute.

To learn more about CIBC, please visit CIBC.com

**What You'll Be Doing**

The Senior Manager, U.S. HR Strategy plays a key role in shaping and advancing the strategic priorities of the U.S. HR function. Acting as an internal strategy advisor to HR leadership, this role supports the development, articulation, and execution of initiatives that enable the organization to attract, develop, and retain top talent.

The Senior Manager partners closely with HR leaders and cross-functional stakeholders to translate strategic objectives into actionable plans, insights, and executive-ready materials that support leadership decision-making. This role is responsible for synthesizing complex information, developing compelling presentations and communications, and helping ensure alignment across the U.S. HR organization and the broader enterprise.

~~At CIBC we enable the work environment most optimal for you to thrive in your role. To successfully perform the work, details on your work arrangement (proportion of on-site and remote work) will be discussed at the time of your interview.~~

**How You'll Succeed**

**Strategic Planning and Execution**

-  Support the development and advancement of the U.S. HR strategy in alignment with enterprise and business priorities.

-  Conduct research and analysis on internal and external trends impacting talent, leadership, and workforce strategy.

-  Translate strategic priorities into clear initiatives, frameworks, and implementation plans.

-  Monitor progress of key initiatives and prepare updates for HR leadership.

**Executive Communications and Presentation Development**

-  Develop high-quality, executive-level presentations and materials for leadership forums, including HR leadership meetings, executive committees, and board-level discussions.

-  Translate complex ideas, data, and strategic priorities into clear and visually compelling PowerPoint presentations.

-  Ensure consistency in messaging, narrative, and visual storytelling across HR strategy materials.

-  Support senior leaders with presentation preparation, briefing materials, and talking points.

**Strategic Coordination**

-  Coordinate cross-functional initiatives across HR to ensure alignment among Centers of Excellence, HR Business Partners, and other stakeholders.

-  Support the preparation of strategic updates, business reviews, and leadership communications.

-  Help ensure that HR initiatives are aligned with enterprise priorities and operating frameworks.

**Insights and Analysis**

-  Analyze workforce, organizational, and external market trends to support HR strategy development.

-  Develop materials that communicate key insights and implications for leadership decision-making.

**Who You Are**

- A related university degree or equivalent work experience is required.

- Strong strategic mindset with the ability to synthesize complex information and translate it into clear insights and actionable recommendations.

- Ability to connect HR initiatives to broader business and enterprise priorities.

- Exceptional written and verbal communication skills with the ability to distill complex ideas into clear and compelling narratives.

- Advanced PowerPoint and presentation development skills with demonstrated ability to create executive-ready materials.

- Strong interpersonal skills and ability to manage relationships.

- Ability to translate data and research into meaningful strategic insights.

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

- Solid understanding of HR functions and talent strategies including workforce planning, employee experience, leadership development, and organizational effectiveness.

~~At CIBC, we offer a competitive total rewards package. This role has an expected salary range of ~~ $135,000 - $165,000K ~~for the Chicago, IL market based on experience, qualifications, and location of the position. The successful candidate may be eligible to participate in the relevant business unit’s incentive compensation plan, which may also include a discretionary bonus component. CIBC offers a full range of benefits and programs to meet our employee’s needs; including Medical, Dental, Vision, Health Savings Account, Life Insurance, Disability, and Other Insurance Plans, Paid Time Off (including Sick Leave, Parental Leave and Vacation), Holidays and 401(k), in addition to other special perks reserved for our team members.~~

~~This position does not offer visa sponsorship~~

**California residents — your privacy rights regarding your actual or prospective employment**

**What CIBC Offers**

At CIBC, your goals are a priority. We start with your strengths and ambitions as an employee and strive to create opportunities to tap into your potential. We aspire to give you a career, rather than just a paycheck.

- We work to recognize you in meaningful, personalized ways including a competitive salary, incentive pay, banking benefits, a benefits program*, a vacation offering, wellbeing support, and MomentMakers, our social, points-based recognition program.

- Our spaces and technological toolkit will make it simple to bring together great minds to create innovative solutions that make a difference for our clients.

- We cultivate a culture where you can express your ambition through initiatives like Purpose Day; a paid day off dedicated for you to use to invest in your growth and development.

- Subject to plan and program terms and conditions

**What You Need To Know**

- CIBC is committed to creating an inclusive environment where all team members and clients feel like they belong. We seek applicants with a wide range of abilities and we provide an accessible candidate experience. If you need accommodation, please contact Mailbox.careers-carrieres@cibc.com

- You need to be legally eligible to work at the location(s) specified above and, where applicable, must have a valid work or study permit.

- We may ask you to complete an attribute-based assessment and other skills tests (such as simulation, coding, MS Office). Our goal for the application process is to get to know more about you, all that you have to offer, and give you the opportunity to learn more about us.

**Job Location**

IL-120 S LaSalle St

**Employment Type**

Regular

**Weekly Hours**

40

**Skills**

Analytical Analysis, Analytical Thinking, Business Effectiveness, Business Storytelling, Communication, Detail-Oriented, HR Strategy, PowerPoint Design, Process Improvements, Process Management, Professional Presentation, Strategy Execution

Senior Manager, U.S. Region - Human Resources Strategy

We are a global business that represents vigilance, quality, and the pursuit of excellence. Our global multicultural community is comprised of diverse, passionate, and exceptional people providing information technology services to the federal government and defense end-user requirements for land, sea, air, and space missions. We continually pursue customer satisfaction, operational excellence, and product innovation by setting expectations from day one.

Supporting large scale IT enterprise systems to include C4 Afloat Operations, Computer Network Defense (CND), Network Operations (NETOPS), Electronic Warfare (EW), Information Assurance (IA), Network Engineering, Waterfront IT Support Operations (WFS), Integrated Logistics Support (ILS) services, and Creative Media services, it is our goal to satisfy the needs of our employees and our clients and continue the role as a premier provider of information technology services and specialized solutions.

Industry: IT Services and IT Consulting
Company Size: 201-500 employees

StratasCorp Technologies

**Corporate Director of Human Resources & Recruiting [Hybrid]**

**Location: ** Virginia Beach, VA (Corporate Headquarters)

**Company: ** StratasCorp Technologies – DoD Contractor with Domestic & OCONUS Employees

StratasCorp Technologies, a rapidly growing mid‑sized government contractor supporting the Department of Defense, is seeking an experienced **Director of Human Resources & Recruiting **to lead and mature the company’s HR and Recruiting function. With a workforce of approximately 280 employees across multiple U.S. states and several OCONUS locations, this role requires a seasoned HR leader who is equally comfortable setting strategy and rolling up their sleeves to execute day-to-day operations.

The Director of HR & Recruiting will oversee a small team (2–3 HR professionals) and serve as a trusted advisor to executive leadership. This individual must be a proactive, solutions‑oriented professional with deep experience in government contracting, compliance, employee relations, and full‑spectrum HR and Recruiting operations. The ideal candidate brings both the judgment of a senior leader and the agility of a hands‑on practitioner.

**Primary Responsibilities**

**HR Operations & Compliance**

-  Lead all HR functions including onboarding, offboarding, compensation administration, HRIS management, and personnel recordkeeping for domestic and OCONUS employees.

-  Ensure compliance with federal, state, local, and international employment laws, including FLSA, FMLA, ADA, EEO, and country‑specific labor requirements.

-  Maintain and enforce HR policies, SOPs, and employee handbook updates; ensure alignment with FAR, DFARS, and contract‑specific HR requirements.

-  Oversee HR audits, internal controls, and documentation required for government contracts and security‑sensitive environments.

-  Demonstrated experience developing, managing, and forecasting comprehensive HR budgets, including compensation, benefits, talent acquisition, HR technology, training, and compliance spend.

**Benefits, Compensation & Payroll**

-  Manage all employee domestic and global benefit programs including medical, dental, vision, life, disability, FSA/HSA, and voluntary benefits.

-  Lead annual benefits renewal, broker relationships, plan design evaluation, and cost‑containment strategies.

-  Administer Workers Compensation, Longshore & Harbor Workers’ Compensation Act (LHWCA), and Defense Base Act (DBA) programs; coordinate annual audits and claims management.

-  Serve as the primary administrator for the company’s 401(k) plan, including oversight of the annual 5500 audit and vendor relationships.

-  Partner with Finance to support biweekly payroll processing; manage wage garnishments, court‑ordered withholdings, and payroll compliance.

**Employee Relations & Performance Management**

-  Serve as the senior point of contact for all employee relations matters, including investigations, corrective actions, conflict resolution, and coaching.

-  Oversee the performance management process, including goal setting, evaluations, and leadership development initiatives.

-  Provide guidance to managers on employee engagement, retention strategies, and workforce planning.

**Talent Acquisition & Workforce Development**

-  Oversee the applicant tracking system (Deltek Talent Management) and ensure compliance with OFCCP and government‑contracting hiring requirements.

-  Support recruiting strategy, job classification, compensation benchmarking, and offer development.

-  Administer and track all mandatory government‑required training for contract compliance.

**Strategic Leadership**

-  Advise executive leadership on organizational design, culture, succession planning, and HR best practices.

-  Identify opportunities for process improvement, automation, and HR modernization.

-  Lead HR initiatives that support company growth, contract expansion, and workforce readiness.

**Required Qualifications**

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

-  12+ years of progressive HR experience , including at least 5+ years in a senior HR leadership role supporting a small‑to‑mid‑sized organization.

-  7+ years of experience working for a government contractor , with strong knowledge of FAR, DFARS, SCA, and contract‑specific HR compliance.

-  Demonstrated experience managing HR operations for a distributed workforce, including OCONUS employment and country‑specific labor considerations.

-  5+ years of direct experience managing employee benefit programs , including 401(k) administration and Workers Compensation/DBA/LHWCA programs.

-  Proven experience conducting employee relations investigations, managing performance issues, and advising senior leadership.

-  Strong proficiency with HRIS systems, Microsoft Word, Excel, and data reporting.

-  Exceptional written and verbal communication skills, with the ability to influence and partner at all levels.

-  Ability to work independently, exercise sound judgment, and manage competing priorities in a fast‑paced environment.

**Preferred Qualifications**

-  SPHR or PHR certification (SPHR strongly preferred).

-  Experience with Deltek Talent Management and/or Deltek Costpoint.

-  Experience with selection and implementation of HRIS systems.

-  Prior leadership of a small HR team, including coaching and developing HR staff.

-  Experience supporting employees in secure or classified environments.

-  Knowledge of international employment practices, particularly in regions where DoD contractors commonly operate.

-  Experience developing HR metrics, dashboards, and data‑driven decision‑making tools.

-  Experience with payroll platforms such as Paychex.

-  Background in organizational development, change management, or leadership training programs.

StratasCorp provides a complete compensation package with competitive wages and benefits that include medical, dental, and vision insurance, FSA & HSA accounts, disability and other income protection benefits, life insurance, paid personal time-off benefits, paid holidays, and a 401(k) Saving Plan with a company matching contribution.

StratasCorp is committed to equal opportunity in employment. We actively seek to build an inclusive environment and a diverse and talented workforce, including individuals with disabilities and protected veterans.

We use E-Verify to confirm the identity and employment eligibility of all new hires.

Director of Human Resources

Home to more than 456,000 people, Virginia Beach is the largest city in the Commonwealth of Virginia and the 39th largest city in the United States. A dynamic community strengthened by a diverse mix of industry, attractions and people, Virginia Beach is recognized globally as one of the best places to live, work and do business. With 38 miles of beaches and 79 miles of scenic waterways, this vibrant East Coast city is situated along the shores of the Atlantic Ocean and the Chesapeake Bay, in the southeastern corner of the state, about a four-hour drive by car to Washington D.C., and within a day's drive or less from two-thirds of the U.S. population.

Industry: Government Administration
Company Size: 5,001-10,000 employees

City of Virginia Beach

~~The City of Virginia Beach is seeking an ~~**HR Policy and Compliance Analyst **~~to ~~ ~~serve as a senior-level subject matter expert responsible for developing, reviewing, and maintaining the City’s human resources policies and ensuring organizational compliance with applicable employment law, regulatory requirements, and best practices. ~~

~~The HR Policy & Compliance Analyst operates at the intersection of policy development and strategic workforce governance, advising HR leadership on risk exposure, policy language precision, and the legal sufficiency of HR documentation. This position does not serve in a legal counsel capacity. ~~

**Policy Development & Technical Review **

- Leads the research, drafting, revision, and maintenance of citywide HR policies and administrative regulations, ensuring accuracy, internal consistency, and compliance with applicable federal, state, and local law.

- Conducts comprehensive technical reviews of HR policy documents prior to sign-off by HR leadership, identifying ambiguities, structural deficiencies, and language that may produce unintended operational or legal outcomes.

- Translates complex regulatory and statutory requirements into clear, enforceable policy language accessible to managers and employees across all City departments.

- Manages policy version control, revision histories, and documentation standards to ensure audit-ready records and defensible policy administration.

- Coordinates policy review cycles and approval workflows across HR, the City Attorney’s Office, and department stakeholders, tracking outstanding items and driving timely resolution

**Compliance Analysis & Risk Advisory **

- Monitors federal and Virginia legislative and regulatory developments, assessing their impact on City HR policies, employment practices, and labor agreements and briefing HR leadership proactively.

- Analyzes HR practices and procedures against applicable employment law frameworks, identifying areas of exposure and recommending corrective or preventive action.

- Develops and maintains a compliance tracking matrix for HR policy obligations, including regulatory deadlines, required reviews, and City Attorney coordination items.

- Prepares written compliance analyses, position papers, and briefing materials that equip HR leadership to engage effectively with department directors, the City Manager’s office, and the City Attorney’s office.

- Advises HR leadership on the application of HR policy to complex, non-routine employee situations, including cases with potential legal, labor relations, or reputational implications.

**Stakeholder Engagement & Interagency Coordination **

- Serves as the primary HR liaison for policy-related matters with the City Attorney’s Office, coordinating legal sufficiency reviews, tracking outstanding review items, and following up on unresolved questions to ensure accountability in the shared review process.

- Partners with department directors and HR Business Partners to research and resolve policy application questions, documenting guidance provided to support consistent interpretation across the organization.

- Represents HR in cross-departmental workgroups, task forces, and committees addressing regulatory compliance, policy development, or workforce governance matters.

- Develops clear written documentation of HR’s policy positions and decision rationale, ensuring that HR’s role in policy review and approval is accurately reflected in the administrative record.

**Strategic Support & Special Projects **

- Provides strategic research and analysis on HR-related legislative proposals, emerging legal trends, and policy innovations from comparable public sector jurisdictions.

- Supports the development and delivery of training and guidance materials for HR staff and department managers on policy interpretation, compliance obligations, and procedural requirements.

- Assists in the preparation of executive-level briefings, presentations, and reports for the City Manager, City Council, and other senior stakeholders.

- Manages other special projects and assignments as directed by the Director of Employee & Labor Relations.

**The City offers a generous benefits package, which includes health, dental and life insurance, retirement and savings plans, maternity/paternity and parental leave, holidays and leave. **

****This position is open until filled. Applications will be reviewed on an ongoing basis. Once the appropriate applicant pool has been established, it will be closed.** **

The City of Virginia Beach is an Equal Opportunity Employer.

HR Policy and Compliance Analyst #48819

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

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

Find Human Resources Business Partner jobs with Savvy's AI Recruiter. Browse thousands of opportunities from top companies including remote positions. Our AI-powered system matches you with roles that fit your skills and experience.