Methodist Le Bonheur Healthcare and its dedicated staff of medical professionals are committed to being a leading provider of exceptional, cost-effective patient and family-centered care. In order to benefit the communities we have proudly served since 1918, our vast range of best-in-class services continue to be offered in a manner which aligns with and supports the health ministries and Social Principles of The United Methodist Church.

Industry: Hospitals and Health Care
Company Size: 10,001+ employees

Methodist Le Bonheur Healthcare

Savvy Admin PROD

If you are looking to make an impact on a meaningful scale, come join us as we **embrace the Power of One! **We strive to be an employer of choice and establish a reputation for being a talent rich organization where Associates can grow their career caring for others. For over a century, we’ve served the health care needs of the people of Memphis and the Mid-South.

This position is located in Memphis, TN. Ideal candidate must live in the Memphis market and be able to come into the office from time to time and attend onboarding activities.

Working at MLH means carrying the mission forward of caring for our community and impacting the lives of patients in every way through compassion, a deliberate focus on service expectations and a consistent thriving for excellence.

**A Brief Overview **The Onboarding Manager is a passionate and experienced leader central to shaping the first impression and early experience of every new Associate. This role is responsible for designing, implementing, and continuously refining the end-to-end pre-employment coordination and onboarding lifecycle. The Manager oversees departmental activities, ensures data accuracy, and supervises the day-to-day operations of the Talent Acquisition Onboarding Specialist team. By modeling the organization's Mission, Vision, and Values, the Onboarding Manager ensures new hires feel welcomed, informed, and equipped to succeed from day one. Models appropriate behavior as exemplified in MLH Mission, Vision and Values.

**What You Will Do **

- Leadership and Supervision Demonstrates strong staff management skills by mentoring, coaching, and developing the Onboarding Specialist team to ensure high performance and professional growth. Provides project support to Talent Acquisition leadership and the Senior Director of Talent Acquisition. Leads onboarding specialists and participates in onsite new hire orientation sessions in coordination with the Organizational Effectiveness team. Acts as the primary point of contact for vendors serving the onboarding team, ensuring services are accurate, efficient, and compliant through regular audits.

- Pre-Employment and Compliance Management Oversees all pre-employment processes, including background checks, drug screenings, I-9 verification, and new hire paperwork collection. Ensures strict adherence to all applicable federal and state labor laws and organizational policies throughout the onboarding process. Maintains accurate and complete employee records within the HRIS and ensures high standards of data integrity.

- Cross-Functional Collaboration Partners with HR Tech, IAM, and OTD to ensure equipment and system access are ready prior to each new hire’s start date. Collaborates with hiring managers and department heads to develop role-specific onboarding plans and training schedules that accelerate time-to-productivity. Maintains effective relationships with other department staff and team members through strong interpersonal communication.

- Metrics and Continuous Improvement Tracks and analyzes key onboarding metrics, including new hire satisfaction scores, time-to-productivity, early attrition rates, and milestone completion rates. Presents data-driven recommendations to HR leadership and implements regular improvements to the onboarding program. Identifies alternative solutions and approaches to problems using logic and reasoning to improve the overall onboarding experience.

**Education Qualifications **

- Bachelor's Degree

**Experience Qualifications **

- Required: Five (5) years of experience in staffing, onboarding, recruitment, or related field.

- Preferred: Two (2) years of leadership experience in a supervisory role.

- Must have hands on experience conducting pre-employment new hire onboarding experience, and understand workflows and best practices.

- Substitution: Combination of education and related experience equivalent to nine (9) years, in lieu of education requirement.

**Skills And Abilities **

- Innovative mindset with the ability to identify emerging HR trends and implement creative, modern solutions to enhance the candidate-to-employee journey.

- Strong written and verbal communication skills with the ability to listen to and understand complex information.

- Ability to work independently, exercise sound judgment, and operate without close supervision.

- Meticulous project management skills and a genuine advocacy for the employee experience.

- Proficiency in HRIS systems and data analysis tools.

**Supervision Provided by this Position **

- Supervises the Talent Acquisition Onboarding Specialist team.

**Physical Demands **

- The physical activities of this position may include climbing, pushing, standing, hearing, walking, reaching, grasping, kneeling, stooping, and repetitive motion.

- Must have good balance and coordination.

- The physical requirements of this position are: light work - exerting up to 25 lbs. of force occasionally and/or up to 10 lbs. of force frequently.

- The Associate is required to have close visual acuity to perform an activity, such as preparing and analyzing data and figures; transcribing; viewing a computer terminal; or extensive reading.

- The conditions to which the Associate will be subject in this position: The Associate is not substantially exposed to adverse environmental conditions; job functions are typically performed under conditions such as those found in general office or administrative work.

Our Associates are passionate about what they do, the service they provide and the patients they serve. We value family, team and a Power of One culture that requires commitment to the highest standards of care and unity.

New Hire Onboarding Manager

As the global leader in AI-powered recruitment marketing and candidate engagement, we are transforming talent attraction and recruitment media buying for the world’s largest and smartest employers, staffing businesses, RPOs, and recruitment advertising agencies.

The Joveo platform enables businesses to attract, source, engage, and hire the most relevant candidates on time, within their budget. Powering millions of jobs every day, our data-driven recruitment marketing platform uses advanced data science and machine learning to dynamically manage and optimize talent sourcing and applications across all online channels while providing real-time insights at every step of the job seeker journey, from click to hire.

For more information, visit www.joveo.com.

Industry: Software Development
Company Size: 201-500 employees

Joveo

**Onboarding Manager – Candidate Experience **

**The Role **

We’re looking for someone who obsesses over candidate experience and knows how to turn complex ideas into beautifully executed solutions.

As our **Onboarding Manager – Candidate Experience **, you’ll lead the rollout of career sites, landing pages, and AI-powered chatbot experiences for enterprise customers. Think: **high impact **, **high ownership **, and **zero room ** for sloppy execution.

You’ll work directly with customers to understand what’s broken, design what’s better, and ship solutions fast—while coordinating across multiple teams to make it all happen.

**What You’ll Own **

**🔍 Turn problems into solutions **

- Get under the hood of how companies hire today—what’s clunky, what’s broken, what candidates hate

- Translate that into smart, scalable solutions across career sites and AI chatbot workflows

- Define what success looks like—and make sure we hit it

**🚀 Drive implementations end-to-end **

- Own onboarding from kickoff to go-live (and beyond)

- Build clear project plans, timelines, and milestones—and keep everyone honest

- Manage multiple stakeholders across TA, Marketing, Business, and Tech teams

- Handle technical integrations without dropping the ball

**⚙️ Make the product work beautifully **

- Partner with engineering to configure and launch solutions tailored to each customer

- Ensure everything we build is optimized for real candidate experience—not just “it works”

- Push for better when something isn’t good enough

**🤝 Be the customer’s go-to partner **

- Run tight status calls, unblock issues fast, and keep momentum high

- Spot risks early and solve them before they become problems

- Build trust by being sharp, responsive, and reliable

**🎯 Own go-live, hypercare & handoff **

- Train customers to get the most out of the product

- Support them through hypercare and stabilize the experience

- Hand off cleanly to Customer Success—no loose ends

**🔁 Make it better every time **

- Capture feedback, identify patterns, and improve how we onboard

- Build repeatable playbooks, so we scale without chaos

**What We’re Looking For **

- You’re **detail-obsessed **—you catch what others miss

- You think **candidate-first **, always

- You’re **consultative **, not transactional—you listen, diagnose, and solve

- You’re comfortable with **AI-driven products ** and excited to use them

- You move **fast **, adapt quickly, and don’t wait to be told what to do

- You can **juggle complexity without losing clarity **

- You**communicate clearly **and push stakeholders when needed

**What’s In It For You **

- **Real ownership, real impact ** – You won’t just “manage onboarding.” You’ll shape how top companies engage with talent at scale

- **Competitive compensation + stock upside ** – You’re building value, and you should share in it

- **Work at the cutting edge of AI ** – Be part of a fast-moving, high-energy environment where AI isn’t hype—it’s what we build and ship every day

- **Solve problems that actually matter ** – Hiring is broken. You’ll help fix it, one experience at a time

- **A team that raises the bar ** – Smart, collaborative, low-ego people who move fast and have each other’s backs

- **Learn fast, grow faster ** – You’ll be pushed, supported, and constantly leveling up

Onboarding Manager - Candidate Experience

Lever Middleware Test Company

Industry: Software Development
Company Size: 10,001+ employees

Lever Middleware Test Company

Join a scaling, tight-knit team that’s working directly with innovative talent acquisition teams and thought leaders across various industries and geographies to make hiring a strategic advantage for their organizations. You'll serve as an advisor to our customers and take a consultative approach to ensure customers are setup for long-term success as high performing hiring organizations using the Lever product suite.

As a Customer Success Manager on the Customer Advocacy team, you will be our customers biggest champion and make their voice heard in everything we do- the problems we help solve, the solutions we build and the consultation we deliver. You will do that by building trusting partnerships with our customers and consistently empowering them to achieve their ongoing talent goals with Lever. We advocate for our customers by working across Lever to deliver solutions and share our learnings internally to help shape our products.

Quo Vadis?

We are looking for someone who is experienced in building lasting customer relationships and is passionate about making meaningful contributions to our customer’s success. Don’t be mistaken, this is a challenging career path but also highly rewarding. Are you up for the challenge? If so, stop reading and start applying.

**SKILL SET**

- 3+ years of customer relationship or account management experience working in software as a service (SaaS)

- Solutions and results-oriented mindset

- Experienced in customer-facing roles, including analyzing customer accounts, identifying churn signals and account growth opportunities

- Highly organized with strong project management and time management skills

- Hands-on experience with product training to external customers

- Proven experience delivering value-based communications

- Strong ability to facilitate meetings with customers and users of various levels of seniority

- Empathy for customers

- Experience with opportunity identification for account expansion and revenue growth

- Passion and drive to work in a quickly growing startup where you will help shape a new function and the ways we add value with our customers

**Within 1 MONTH, YOU'LL:**

- Attend Ramp Camp, which is Lever’s week-long version of onboarding where you’ll learn about all aspects of the business with a cross-functional group of new Leveroos

- Master Lever’s various product training demo frameworks, customized for various customer stakeholders, demonstrated by hosting sessions independently

- On a regular basis

- Conduct customer check-ins including planning agendas, documenting interactions and tracking various projects. Also on a regular basis, prepare impact reviews and present to customers in order to achieve alignment with customers and showcase the value Lever with bring to their talent strategy. Frequency is dependent upon the specific customer need as well as their preferred service offerings

- Perform and document account health audits in preparation to communicate recommendations back to customers to ensure they're maximizing Lever's impact

- Develop proficiency in collecting ongoing customer product feedback to establish an effective feedback loop for customer needs and our product development strategy

**WITHIN 3 MONTHS:**

- Take ownership of a customer portfolio of a variety of accounts across industries, product offerings and customer segments; begin developing these relationships through email, phone and video calls, webinar trainings, and in-person visits

- Identify the current hiring practices and internal business goals of your customer accounts

- Successfully complete certification for the following areas: Product, Reports & Lever Talent Intelligence (LTI)

- Shadow five Customer Account Executive (CAE) renewal calls to build an understanding of how to best partner on annual renewals, account expansion, and upsell engagement by the CAE team

- Teach customers best practices for using the Lever product suite through webinars and targeted training sessions

- Begin pulling user metrics and issue quarterly business reviews to existing customers in order to show customers their areas of excellence and their areas of development in fully leveraging their host of Lever products

- Educate customers on the value they are receiving from Lever’s products and why the solutions we provide are essential to their continued recruitment and hiring successes

- Take a disciplined approach to the prioritization of your workload and delivering on commitments, in order to build rapport and trust in your customer relationship Build credibility and trust with our customers by taking a disciplined approach to project management within your accounts and prioritization of your workload in order to deliver on your commitments and meet deadlines

- Partner cross-functionally with Sales and Customer Success functions to ensure a smooth transition from customer onboarding through the annual renewal cycle; serving as the constant point of contact in order to deliver a seamless, high-quality customer experience

- Be proactive in strategic planning; deliver value-based messaging to motivate customer actions and continuously plot the course for strong cases for customer renewals

- Transition into owning the customer introduction to the Customer Account Executive 90 days prior to the account renewal dat

**WITHIN 6 MONTHS YOU'LL**

- Utilizing agreed-upon milestones and metrics, you’ll keep customers on course to execute on the success of their plans with Lever

- Provide feedback for process improvements which improves our abilities to better serve both external and internal customers

- Have the confidence to advise, influence, and help them on best practices and strategic recommendations to align Lever’s products and solutions to the achievement of these goals

- Identify our champions within your assigned accounts; ensure customer achievements are highlighted to our internal partners such as marketing in order to communicate those successes externally

- Get involved in hiring and growing the team by helping to interview candidates

- Advocate internally for the customer’s needs and develop strong feedback loops within Lever, to continue our customer-centric focus with our products and services

- Confidently handle high-stakes, time sensitive issues with customers

- Ensure Lever’s success based on the customers specific business case across a 12-month account lifecycle

- Identify growth opportunities in customer accounts and collaborate with Customer Account Executives to ensure renewal and upsell attainment

- Help train new Customer Success Managers by participating in team on-boarding sessions

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.

Account Manager

Top remote jobs at today's hottest companies with resume and cover letter optimization to help you land your dream job five times faster.

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Industry: Software Development
Company Size: 11-50 employees

Swooped

Swooped is a Talent Platform (not a staffing agency). We are not the employer for this role and do not make hiring decisions. Clicking "Apply" takes you to Swooped to review the role and hiring company details.

**About the Opportunity **

The organization is a dynamic educator and student-focused company dedicated to tech-enabled learning solutions. Its goal is to ensure that all students have access to flexible learning environments and educators have the tools they need to support their students. The organization is on a mission to create innovative, proven learning technology, partnering with educators to ignite student potential. This is a **Remote First ** organization with a strong commitment to excellence, innovation, and customer satisfaction.

As a Customer Success Manager, this role will be the trusted advisor guiding educators and administrators to achieve their goals with the organization's solutions. This role will lead impactful implementations, foster strong relationships, and ensure every customer experience drives meaningful student success.

**Key Responsibilities **

- Champion customer success from onboarding through renewal, ensuring seamless adoption and measurable outcomes.

- Build deep partnerships with district leaders and educators to promote engagement and awareness.

- Analyze data to uncover insights and craft strategies that maximize student learning impact.

- Collaborate with internal teams to secure renewals and identify growth opportunities.

- Advocate for customers by sharing feedback that shapes future products and services.

**Required Qualifications **

- A bachelor’s degree and 5+ years of experience in education technology or customer success.

- Passion for improving education and driving positive change.

- Strong communication skills and ability to engage effectively at all levels of a district.

- Skilled in analyzing data and making strategic recommendations.

- Deep understanding of curriculum, instruction, and educational trends.

- Proactive, adaptable, and thrives in a fast-paced environment.

- Collaborative and committed to fostering inclusion.

- Willingness to travel up to 65%.

- Willingness to take on evolving responsibilities based on business needs.

**Job Application Deadline **

May 5, 2026

**Pay Range **

**$80,000—$90,000 USD **

The salary range provided reflects market research, the responsibilities of the role, and alignment with compensation principles. Actual compensation will be determined based on multiple factors, including, but not limited to, relevant experience and skill sets. All compensation decisions are individualized and based on the specific circumstances of each candidate.

**Additional Information **

The organization offers a comprehensive benefits package to support overall well-being and work-life balance. This includes medical, dental, and vision insurance with various plan options, a 401(k) retirement plan with company matching, and a flexible Time Away Program along with 10 paid holidays, 2 floating holidays, 1 wellness day, and a winter office closure at the end of December. Additionally, resources are provided to promote wellness, ensuring support is available both professionally and personally. The goal is to provide a benefits package that helps individuals thrive in all aspects of life.

The organization is an Equal Opportunity Employer. All qualified applicants will receive consideration for employment without regard to race, color, creed, religion, national origin, ancestry, sex, age, disability, status as a disabled, recently separated, Armed Forces service medal or other protected veteran (“covered veteran”), marital status, status regarding public assistance, sexual orientation or any other characteristic protected by applicable federal, state or local laws.

The organization is dedicated to meeting the needs of individuals with disabilities and to creating an environment that supports employees' physical and mental health.

As part of the hiring process, AI-powered tools may be used to support the HR team in reviewing, screening, and managing applications. These tools aim to improve efficiency, consistency, and fairness, but final decisions are made by people. Applicants' personal information (e.g., resume, cover letter, qualifications, and application responses) may be processed by third-party AI tools for tasks like resume parsing, skills matching, candidate ranking, and interview scheduling.

~~The hiring organization is an equal opportunity employer committed to building a diverse and inclusive team. ~~

Customer Success Manager

SchooLinks is a college and career readiness platform with curriculum that engages students throughout the process of self discovery, career education and college planning and application. The student-centric experience is able to create a wealth of behavioral data, and its machine learning algorithms leverage those data to personalize college recommendations and content to further drive student engagement. SchooLinks then serves actionable insights to counselors that help them act in real time to become more effective. On a district level, the sophisticated data models power a full suite of accountability tools to allow administrators to monitor and achieve desired college and career readiness outcomes.

Industry: Education Management
Company Size: 51-200 employees

SchooLinks

We're looking for two early career product managers (either recent graduates or career changers) that will join one of our product pods and support and scale the work of one of our Senior Product Managers. This is an opportunity to join a high-growth, driven, ambitious team.

**Core Responsibilities Will Be**

- Triaging incoming tickets from our support and customer success teams

- Creating user stories, development tickets, project managing, and testing enhancements and bug fixes

- Serving as subject matter export for the product area you support- answering questing from customer success managers, sales reps, and others

- Writing documentation, release notes, and other artifacts that will drive understanding and buy-in of internal and external stakeholders

You will also assist a nd support the product and engineering organization in other tasks where we require additional capacity: UI copy writing, quality assurance testing, training support, customer interviews, research, data cleaning and analysis, etc.

At first, having a strong operational command on your responsibilities, aligning with the team's needs and goals, and being able to execute quickly on whatever you're tasked with will be most essential. As you progress, you will take on planning and executing larger epics (projects) and more strategic projects.

**Interview Process**

- Recorded video interview: Historically top 5-10% of applicants are asked to complete this. Takes 10-15 minutes. We have real humans watch this (CTO, product leadership, hiring manager, and HR team) and we do not use AI to screen. This jus makes it much easier for us to handle from a scheduling logistics perspective. Here's more about our rationale for using this process: https://www.notion.so/schoolinkshome/Why-SchooLinks-starts-with-a-video-screen-03cdb3d60a5549f289aea515ec008004?source=copy_link

- Live interview with product leadership 30-45 min

- Logic Challenge - related to understanding an existing product of ours

- Hiring manager interview - interviewing directly with the PM that you would be reporting to

- Case Study - a couple hours of work and follow up discussion on a made up scenario similar to the challenges that we deal with

**Requirements**

**Hard requirements:**

- Located in and authorized to work in the US (we are not able to provide visa sponsorship at this time)

- Available to work 8:30 CT- 5:30 CT daily - salaried position, we expect you to work at least this much as well as to complete responsibilities for regular and project work that may require you to invest additional time outside of these hours

**The candidates most likely to move on in the interview process will be:**

- Candidates with 1-2 years of experience in high growth startups, consulting, or finance

- New grads with relevant internships at high growth venture-backed startups or the startup ecosystem

- Candidates who have some technical skills (web development, python, etc)

**Top Skills Required**

**Operational skills ** Manage bugfix and quality situation — you triage and QA hotfixes, use Jira effectively, keep issues flowing. Own rate of SLA completion

**Ability to follow directions and align with needs ** Prioritize projects based on PM and leadership needs. Build trust by proper escalation and validation of your hypotheses when you’re not sure.

**Logical thinking ** Structured thinking, clear steps, MECE, hypothesis generation, use AI the right way

**Hunger ** Are you going to do what it takes to push yourself and others around you? We can’t be telling you to get stuff done, you have to show that you want it. This role is not intended to be easy or long term, it’s meant to be a proving ground

**Written and formal communication ** Jira ticket writing, release note writing, email support and tier 2 escalation

**Oral, informal, and conversational communication ** (listening and conveying information) Slack back and forth, calls with customers (expressing vision and why, making customers feel heard, etc). We need to feel comfortable putting you in front of customers if there are sticky situations

**Memory **RAM is quite important here- need to have a lot of context for how things work to make connections between different tickets, modules, projects, customers, etc.

**Taste and product intuition ** Do you come up with elegant solutions, even for small scale problems. Can you articulate why and build consensus around that approach?

**Software knowledge **How does software get built, how much do you know about the craft you’re organizing? Triage and understand root cause of the problem we

**Ability to pick up domain knowledge **-Take ownership of your owner learning and understanding — structure knowledge clearly

**Benefits**

- 100% health care coverage for Employee

- 401K with company matching

- Dental & Vision

- Parental Leave

- Subsidized gym membership

- Remote work stipend

- Annual team offsite

Associate Product Manager

Encamp is an enterprise technology company on a mission to create a world in which what’s good for business can be good for the environment. Since launching in 2017, Encamp has helped top organizations radically improve their environmental compliance operations and mitigate the risks of non-compliance. By utilizing a blended method of high-tech solutions, along with high-touch expert support, Encamp transforms compliance programs and human processes into a technology-driven system that lays the foundation for accurate and ongoing environmental compliance. A portion of Encamp’s revenue is allocated to plant trees across the world, helping sequester carbon and promote human and environmental health for those that need it the most.

Industry: Software Development
Company Size: 11-50 employees

Encamp

**Your next adventure starts at Encamp.**

Encamp’s mission is to make what’s good for business good for the environment. Today, over 200 enterprise organizations trust Encamp to safeguard 40,000+ facilities. We’re helping companies do what’s right for the environment and enabling first responders to navigate emergency situations.

**About The Role**

A highly motivated, strategically minded individual who thrives in a complex, fast-paced environment and is passionate about helping Enterprise customers achieve their environmental compliance goals. The ideal candidate is comfortable leveraging AI tools and modern technology to work smarter, move faster, and deliver a best in class customer experience.

**As a Enterprise Customer Success Manager You Will**

- Manage a portfolio of 5-10 Enterprise customers, each representing over $100K in annual recurring revenue, with varying levels of complexity, regulatory scope, and reporting obligations

- Own the customer relationship and strategic outcomes while leading cross-functional collaboration across TPMs, AEs, and Engineering to drive accountability across workstreams and proactively resolve issues before they require escalation to senior leadership

- Understand Enterprise customer goals and outcomes, staying ahead of risk and proactively driving success rather than waiting to be asked

- Follow the Enterprise playbook for customer processes and expectations to deliver a best in class customer experience, including engagement cadences that range from weekly to monthly depending on customer need

- Lead structured Relationship Business Reviews (RBRs) that drive strategic conversations and demonstrate customer value

- Own and meet Encamp's Gross Revenue Retention (GRR) and Net Revenue Retention (NRR) targets across your book of business

- Partner with AEs to identify expansion opportunities and flag churn risk early

- Leverage EHS industry and Encamp product expertise to become a trusted, consultative advisor to customers and their users

- Leverage internal tools including Gong, Slack, Front, and AI-powered resources to manage customer relationships, track historical context, and stay ahead of account activity

- Be the voice of the customer to provide visibility and escalations to Program Manager and other internal stakeholders

- Identify opportunities for improvement proactively and work with Customer Success Leadership to implement

- Fulfill regulatory reporting obligations on behalf of customer

**Qualifications**

- 3+ years experience in consulting or working on enterprise-level environmental programs

- 2+ years experience working with RCRA regulations

- Ability to use account health data and platform signals to proactively prioritize and manage a book of business

- Demonstrated ability to meet SLA expectations for responsiveness across email and chat in a customer-facing role

- Comfort leveraging AI tools and a modern tech stack to manage a complex book of business efficiently

- Experience using technology to improve efficiency in work or in personal life

- SLA responsiveness expectations are defined and should be maintained

- Meet Encamp’s GRR/NRR targets

- Strong project management skills to stay organized and meet deadlines

- Strong verbal and written communication skills

- Process-oriented thinker who embraces ambiguity and works well under pressure

**Perks of being part of the Encampus...**

- Competitive salary and benefits, including medical, dental, vision, 401k match, and responsible Paid Time Off

- A flexible, remote-first culture with an allowance to support your remote work setup

- A high-end laptop

- Share in our success - you'll have a significant personal impact on the team and the ability to earn equity

- Parental leave - we know how important it is to spend time with your new family!

- Sustainable 1:1s, focused on not only your growth as an employee, but in your career

- Get together at in-person Encamp Summits to share our wins and build community

- Work with a brilliant team of people that share your values and passion

**Ready to join us around the campfire?**

Come join a team of trailblazers making a BIG difference in the environmental programs for more than 20k facilities around the United States. We're on a mission to create a world where good for business is good for the environment.

At Encamp, we believe we are better together – all of us, whatever our race, ethnicity, sexual orientation, age or physical ability. We strive to create an environment that encourages and celebrates diverse voices, backgrounds, and experiences. A cornerstone of our culture is the ability to bring their full, authentic selves to work every day. Encamp is committed to unbiased hiring practices and achieving minority representation above community averages.

~~In transparency, the base salary for this position is $100,000- $115,000/yr. ~~

Enterprise Environmental Customer Success Manager

Field AI is pioneering the development of a field-proven, hardware agnostic brain technology that enables many different types of robots to operate autonomously in hazardous, offroad, and potentially harsh industrial settings – all without GPS, maps, or any pre-programmed routes.

Industry: Robotics Engineering
Company Size: 11-50 employees

Field AI

FieldAI is transforming how robots interact with the real world. We build risk-aware, reliable, field-ready AI systems that take on some of the hardest problems in robotics and unlock the potential of embodied intelligence. Rather than relying solely on off-the-shelf, purely data-driven approaches or transformer-only architectures, we take a pragmatic path that combines cutting-edge research with real-world deployment. Our systems are already deployed globally, and we continuously improve performance through rapid iteration informed by real field use.

In San Francisco, our team focuses on bringing FieldAI’s technology to customers through sales, customer success, and solutions engineering. We partner closely with customers to understand their operational needs, translate real-world challenges into deployable robotics solutions, and support successful adoption in complex, unstructured environments.

We are looking for a Senior Customer Success Manager to own strategic customer relationships across our construction accounts and help ensure successful adoption of FieldAI’s technology in the field. This role is equal parts relationship management, operational problem-solving, and cross-functional execution. You will serve as a trusted partner to customers, helping them navigate deployments, drive adoption, resolve issues, and realize measurable value from our robotics platform.

This is an opportunity for someone who thrives in highly dynamic customer environments and wants to play a visible role in scaling customer success at a frontier robotics company. The right person will be energized by building deep customer partnerships, solving complex operational challenges, and acting as the voice of the customer internally as FieldAI expands across the construction market.

**What You’ll Do **

- Serve as the primary point of contact for strategic construction customers and build strong, trusted relationships over time

- Drive successful onboarding, adoption, and long-term account health across customer deployments

- Develop a deep understanding of each customer’s operational goals, workflows, and success criteria

- Partner closely with sales, solutions, engineering, and product teams to coordinate customer needs and deliver effective outcomes

- Proactively identify risks, resolve issues quickly, and drive clear communication during high-priority situations

- Track account health, usage, milestones, and customer feedback to improve retention and expansion

- Identify opportunities for growth, upsell, and expanded use cases within existing accounts

- Advocate for customer needs internally and help shape product and process improvements based on field feedback

- Help build the playbook for how FieldAI supports and grows enterprise customers in construction

**What You Have **

- 7+ years of experience in customer success, account management, support, or other customer-facing roles

- Experience managing strategic or enterprise accounts in construction, industrial, enterprise software, or other operationally complex environments

- Strong relationship management skills and the ability to build credibility with customer stakeholders

- Excellent verbal and written communication skills, including the ability to manage executive-facing conversations

- Strong problem-solving instincts and comfort navigating ambiguity in fast-moving environments

- Experience coordinating cross-functional teams to deliver customer outcomes

- Ability to identify expansion opportunities while maintaining a strong customer-first mindset

- Strong organizational and project management skills with attention to detail and follow-through

- Analytical skills and comfort using data to assess account health and inform decisions

- Bachelor’s degree in Business, Engineering, or a related field is preferred

**Why Join Field AI? **

FieldAI is tackling one of robotics’ hardest problems: deploying robots in unstructured, previously unknown environments. Our Field Foundational Models&trade; advance perception, planning, localization, and manipulation with an emphasis on explainability and safety, so our systems can be trusted where it matters most.

You will work alongside a world-class team that values creativity, resilience, and bold thinking. We bring a decade-long track record of real-world deployments, strong performance in DARPA challenges, and experience from organizations such as DeepMind, NASA JPL, Boston Dynamics, NVIDIA, Amazon, Tesla Autopilot, Cruise, Zoox, Toyota Research Institute, and SpaceX.

Our operations, customer support, and sales organization is growing in the Bay Area, with close collaboration across teams throughout California and with colleagues around the US and globally.

**Be Part of the Next Robotics Revolution **

Solving problems at this scale takes a team as unique as the mission. We are looking for people who push beyond conventional approaches, enjoy tackling tough and ambiguous questions, and bring interdisciplinary perspective. Our success depends on exceptional AI researchers and engineers, as well as strong software developers, product designers, field deployment experts, and communicators who can turn breakthroughs into real capability.

We are headquartered in Mission Viejo (Irvine adjacent), Southern California, with teammates across the US and around the world. Join us to shape the future of embodied intelligence as part of a fun, close-knit team building systems that work in the real world.

**Equal Opportunity **

FieldAI celebrates diversity and is committed to creating an inclusive environment for all employees. Candidates and employees are evaluated based on merit, qualifications, and performance. We do not discriminate on the basis of race, color, religion, sex, gender, national origin, ethnicity, veteran status, disability status, age, sexual orientation, gender identity, marital status, or any other legally protected status.

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.

Senior Customer Success Manager, Construction

Our mission is to transform the way companies approach talent acquisition. We aim to provide a seamless and efficient hiring process, ensuring that our clients find the right candidates quickly and effectively. We believe that the right talent can propel a company to new heights, and we are dedicated to making that happen.

Industry: Human Resources Services
Company Size: 11-50 employees

Talent Hunt Experts

🗂 We’re Hiring: HR Manager

🕒 Employment Type: Full-Time

💼 Level: Mid-Level / Senior

We are seeking a strategic and people-focused HR Manager to lead our human resources initiatives and foster a positive, high-performing workplace. In this role, you will oversee recruitment, employee engagement, performance management, and HR operations, ensuring alignment with business goals. You will collaborate closely with leadership to shape policies, enhance company culture, and drive employee growth. If you’re passionate about people, leadership, and organizational development, we want you on our team!

🎯 Key Responsibilities

- Develop and implement HR strategies that support business objectives and company culture.

- Manage full-cycle recruitment, from sourcing and interviewing to onboarding and retention.

- Oversee performance management, employee development, and succession planning.

- Handle employee relations, conflict resolution, and compliance with labor laws.

- Design and manage training programs, workshops, and professional development initiatives.

- Maintain HR policies, procedures, and documentation.

- Analyze HR metrics and generate reports to guide leadership decisions.

- Stay current with HR trends, best practices, and legal requirements to drive continuous improvement.

✅ Requirements

- Proven experience as an HR Manager, HR Business Partner, or similar HR leadership role.

- Strong knowledge of HR principles, employment laws, and employee relations.

- Excellent leadership, communication, and interpersonal skills.

- Experience with HR software and systems (HRIS, ATS, payroll platforms).

- Strategic thinking with the ability to implement initiatives that impact the organization.

- Bachelor’s degree in Human Resources, Business Administration, or related field; HR certifications (SHRM, PHR, or similar) are a plus.

- Ability to manage multiple priorities and work effectively in a dynamic environment.

🌟 What We Offer

- A collaborative and inclusive work environment that values people and culture.

- Opportunities to influence HR strategy and organizational growth.

- Competitive salary and benefits package.

- Leadership role with direct impact on employee experience and company success.

- Professional development opportunities to advance your HR career.

-

HR Manager

AAA Washington is the Pacific Northwest’s largest and most trusted provider of emergency road service. Generations of drivers have explored with more confidence knowing that whenever they hit a bump in the road, AAA will be there.

But we’re much more than tow trucks. AAA Washington is the largest leisure travel agency and the largest personal lines insurance agency in the state, with some of the most talented advisors and agents around. We offer valuable discounts and financial services, and advocate for laws that make roads safer. We’re also dedicated to being a truly great place to work, one that’s inclusive, flexible and focused on overall well-being. 

 Our company values serve to support these goals and inspire us: 
- Experience First: We deliver great experiences for our members - and we're all members
- Earning Trust Daily: Our reliability and expertise set us apart
- Making Good Choices: We use our expertise to make the best choices for the membership, business, community and planet
 - Stronger Together: We work continually to create a diverse, just and equitable community where all are represented, welcome, and feel a sense of belonging
- Member Inspired: We improve and innovate for the membership of today and tomorrow

Ranked as one of Washington’s 2023 Best Places to Work by the Puget Sound Business Journal.

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

AAA Washington

**Senior Manager, Human Resources**

**About AAA Washington!**

At **AAA Washington ** we equip our members with trusted service and expertise to confidently travel through life. We are committed to serving our members with integrity, innovation, and care. Our people are at the heart of our success, and we strive to create a workplace where individuals feel supported, valued, and empowered to do their best work.

We encourage applicants from all backgrounds, experiences, and abilities to apply.

**Why You’ll Love Working Here**

At AAA Washington, we offer:

- Meaningful work with real impact

- Competitive pay and comprehensive benefits

- Opportunities for growth, learning, and career development

- A collaborative, respectful, and inclusive culture

- Hybrid work opportunities

**Position Summary**

The **Senior HR Manager **is responsible for leading, developing, and implementing effective HR practices, designs and builds strategic HR programs, and oversees comprehensive project planning initiatives. This role helps strengthen the foundational processes of the HR team to support organizational success. This role supports the Human Resources team by delivering high-quality service, operational excellence, and consistent results aligned with organizational goals.

This position is ideal for someone who thrives in a constantly evolving, collaborative environment and takes ownership of outcomes.

**What You’ll Do**

**Core Responsibilities**

- Provide leadership and direction to HR by designing workflows, developing policies, and ensuring the foundational framework is compliant in all functional areas so that the HR function supports business needs and fosters a positive employee experience.

- Ensure HR policies, procedures, and practices are legally compliant, consistently applied, and effectively communicated in order to foster a transparent, fair, and legally sound workplace environment that builds trust and reduces liability.

- Manage total compensation, job design, and benefit programs, ensuring alignment with business goals, employee needs, and compliance requirements in order to attract and retain top talent.

- Oversee employee relations activities and creates, updates, and enforces HR policies and procedures that comply with all applicable laws and regulations to maintain positive employee relations and ensure a respectful, compliant workplace culture.

**Stakeholder Support**

- Serve as a point of contact for employees and vendors.

- Respond to inquiries professionally and resolve issues with accountability and empathy

- Escalate complex issues appropriately while maintaining ownership

**Process, Quality, and Collaboration**

- Follow established processes while identifying opportunities for improvement

- Maintain accurate documentation and records

- Partner with team members and leaders to support department goals

- Contribute to key performance metrics, service levels, and operational plans

**Culture and Values**

- Demonstrate behaviors aligned with AAA Washingon’s vision, mission, and values

- Foster a respectful, collaborative, and inclusive work environment

**What Success Looks Like**

- Consistent delivery of accurate, high-quality work

- Positive feedback from customers and internal partners

- Strong performance against KPIs and service expectations

- Effective collaboration and communication

- Demonstrated reliability, accountability, and professionalism

**Minimum Qualifications**

- Bachelor’s degree (BA) in business, human resources, or related field or equivalent experience

- 6+ years’ experience in Human Resources management in all functional areas including employee relations, performance management, retention, talent acquisition, compensation and benefits, and analytics.

- 5+ years’ experience in leadership or management role

**Preferred Qualifications**

- Masters’ Degree

- SHRM certification preferred

**Knowledge, Skills, And Abilities**

- Strong verbal and written communication skills

- High attention to detail and accuracy

- Comprehensive understanding of HR principles, practices, and employment laws.

- Ability to build HR practices through identification and discovery

- Ability to establish, nurture, and optimize key internal and external partnerships and influence organizational change.

- Working knowledge of HRIS

**Compensation, Work Location and Benefits**

**Location: ** Bellevue, WA (Hybrid) 3 days/week in office required

**Pay Range: ** $120,666-$144,840

**Employment Type: ** Full-time

We offer a competitive total rewards package, which may include:

- Medical, dental, and vision coverage

- Paid time off and paid holidays

- Retirement plan with employer match

- Life and disability insurance

- Flexible spending accounts

- Professional development and training

- Wellness and employee assistance programs

- AAA Premier RV membership for your household

**Work Environment And Physical Requirements**

- Hybrid work environment (3 Days a week in office is required)

- Standard office or operational environment

- Ability to remain seated or active for extended periods, as required

- Regular use of computer, phone, and office or operational equipment

**Additional Information**

- Equipment Used: Laptop, phone, and other standard office equipment.

- Travel: Rare

AAA Washington is an equal opportunity employer. We are committed to providing reasonable accommodation to individuals with disabilities and ensuring an inclusive hiring process.

Senior Manager of Human Resources

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

FetchJobs.co

**About The Company**

Avante at Boca Raton, Inc. is a renowned leader in the healthcare industry, specializing in skilled nursing, assisted living, rehabilitation, and post-acute services. With over 35 years of dedicated service, our organization is committed to delivering exceptional care and fostering an environment of wellness, integrity, and success. Our team of compassionate professionals strives to improve the quality of life for our residents while creating a supportive and rewarding workplace for our staff. At Avante, we believe that investing in our employees' growth and well-being is essential to providing the highest standards of care.

**About The Role**

We are seeking a seasoned Human Resource Manager to join our team at Avante at Boca Raton, Inc. This pivotal role involves overseeing all human resources functions in compliance with federal, state, and local regulations. The HR Manager will work closely with the Administrator to ensure that the facility attracts, trains, and retains high-quality personnel. The ideal candidate will be dedicated to providing excellent customer service to employees, administering HR policies, procedures, and programs effectively, and fostering a positive work environment. This position offers an exciting opportunity to make a significant impact on our organization’s success and the well-being of our staff and residents.

**Qualifications**

The successful candidate must possess excellent communication skills in English, both written and verbal. They should demonstrate the ability to make independent decisions when necessary, exhibit patience, tact, and enthusiasm, and be willing to handle personnel issues with professionalism. Knowledge of administrative practices, employment laws, wage and hour regulations, OSHA standards, and privacy laws is essential. The candidate must be capable of implementing and interpreting HR programs, policies, and procedures, and serve as a liaison between staff and management. Familiarity with HR software such as ADP HRMS, Microsoft Outlook, Word, Excel, and E-Time systems is required. A minimum of five years’ experience in HR administration, preferably within a healthcare or long-term care setting, is necessary. A bachelor’s degree in Business Administration or Human Resources is preferred but not mandatory.

**Responsibilities**

The Human Resource Manager will be responsible for a broad range of duties, including but not limited to developing and implementing HR policies and procedures, recruiting and onboarding new staff, and ensuring compliance with all applicable laws and regulations. They will oversee employee relations, handle personnel issues, and facilitate training programs to enhance staff skills. The role involves managing employee records, administering benefits, and coordinating performance evaluations. The HR Manager will serve as a key point of contact for staff inquiries and concerns, fostering a positive and productive work environment. Additionally, they will collaborate with management to develop staffing strategies, assist in disciplinary actions, and promote employee engagement initiatives. Ensuring confidentiality and integrity in all HR activities is paramount.

**Benefits**

At Avante at Boca Raton, Inc., we offer a comprehensive benefits package designed to support our employees' health, financial security, and personal growth. Benefits include competitive compensation packages, extensive medical, dental, and vision insurance coverage, and a robust retirement plan to secure your future. Employees enjoy paid time off and holiday leave to recharge and spend quality time with loved ones. We also provide tuition reimbursement programs to support ongoing education and professional development. Our health and wellness programs are designed to keep employees feeling their best, while employee recognition programs reward outstanding performance with prizes and even an annual cruise. We foster a collaborative work environment where your voice matters through regular employee surveys, check-ins, and town hall meetings. Opportunities for career advancement are available for those looking to grow within our organization.

Equal Opportunity

Avante at Boca Raton, Inc. is an equal employment opportunity employer. We are committed to creating a diverse and inclusive workplace where all individuals are treated with respect and dignity. We do not discriminate based on race, color, religion, sex, veterans' status, national origin, gender identity or expression, age, sexual orientation, disability, genetic information, or any other protected category under law. Our policies comply with all federal, state, and local laws governing non-discrimination and workplace harassment. We strictly prohibit any form of workplace harassment or improper interference with employees’ ability to perform their duties. Our commitment is to ensure a safe, fair, and welcoming environment for everyone.

Human Resources Manager

LTA Research is an aerospace research and development company building experimental and certified airships.

We are developing advanced technologies to dramatically increase the capabilities and lower the cost of 21st century airships. With these next-generation airships, we strive to improve humanitarian aid delivery and reduce carbon emissions, while providing economic opportunity and new jobs to Americans.

LTA airships will have the ability to complement — and even speed up — humanitarian disaster response and relief efforts, especially in remote areas that cannot be easily accessed by plane and boat due to limited or destroyed infrastructure. We ultimately aim to create a family of aircraft with zero emissions that, when used for shipping goods and moving people, would substantially reduce the global carbon footprint of aviation.

Industry: Airlines and Aviation
Company Size: 201-500 employees

LTA Research

The Talent Management Manager is responsible for designing, running, and improving talent programs that maximize the performance and growth of current employees. This role reports directly to the Director of People & Culture and partners closely with the HR Manager for operational alignment.

**Responsibilities**

- Performance & Talent Programs:

- Own the performance management cycle, including timelines, tools, and calibration sessions

- Design and maintain succession planning frameworks, identifying high-potential talent and flight risks

- Build and maintain career paths, leveling guides, and competency frameworks

Learning & Development:

- Select and manage training and development vendors

- Design and coordinate leadership and manager development programs

- Oversee delivery and tracking of required training (program ownership, not compliance policy)

Workforce Planning:

- Track and analyze headcount and talent trends

- Partner with Finance on workforce planning inputs and assumptions

- Manage hiring approval workflows to ensure alignment with workforce plans

Total Rewards – Compensation:

- Own compensation philosophy, structure, and frameworks

- Maintain salary bands and leveling alignment

**Qualifications**

- 10+ years of experience in talent management, organizational development, or related HR functions.

- Bachelor’s degree in Human Resources, Organizational Development, Business Administration, or a related field; advanced degree preferred.

- Proven experience designing and implementing talent strategies in a dynamic, fast-paced environment.

- Strong background in performance management, leadership development, and succession planning.

- Exceptional project management and organizational skills with a focus on execution.

- Strong analytical and problem-solving capabilities, with the ability to use data to inform strategy.

**Preferred Qualifications**

- Certification in talent management or organizational development (e.g., SHRM-SCP, CPTD, or similar).

- Familiarity with talent management software and HRIS systems.

- Knowledge of Radford leveling and compensation frameworks.

**What We Offer!**

- Relocation assistance

- Excellent medical, dental, and vision insurance through a PPO plan (100% premium paid for individuals, :70% for dependents)

- Company-paid life, AD&D, long-term disability, and short-term disability insurances

- Parental leave

- Generous PTO + 10 paid holidays

- 401(k) matching up to 6%

- Lunch and snacks provided every day, including accommodations for all dietary restrictions

- Monthly wellness stipend

- Monthly cell phone stipend

- Yearly education stipend to obtain certifications or take classes in your field

- Fun events, swag, and the occasional airship ride

- An opportunity to change the world and work with some of the smartest and the most talented experts from different fields

**Compliance Requirements**

- Criminal background check clearance

- Drug test clearance wherever applicable

$147,000 - $198,000 a year

LTA Research & Exploration welcomes all candidates to apply including those with limited experience. We understand that candidates with a growth mindset and passion for working on the next chapter in aviation advancement can outweigh experience alone. We celebrate diverse origins and journeys and understand their importance in developing new technology. Rooted in our humanitarian mission, we want to serve the entire globe and have a team that represents those we wish to serve.

**Lighter Than Air is an equal opportunity employer. **~~All applicants are considered without regard to race, color, religion, national origin, sex, sexual orientation, gender identity or expression, age, disability, marital status, veteran status or any other discriminatory factors prohibited by 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.

Talent Management Lead

Rooted in positive transformation, Roots Management Group (Roots) is dedicated to bettering the lives of our residents, community managers, and employees, and increasing the availability of best-in-class housing options that everyday people can afford.

Our journey began with a vision to create positive change by providing comfortable and safe low-income housing while generating long-term value for our investors. Today, we have evolved into an integrated manufactured housing community (MHC) investment platform and management company, spearheading transformation in the industry.

Established in 2006, with demonstrated unwavering commitment to community development, capital improvements, and meticulous management practices. We live by these core values:

R-Rally Together as One
O-Overcome & Deliver
O-Ownership for All
T-Trusted to Transform
E-Empower Growth
D-Dedicated to Bettering Lives

By focusing on these core principles, we not only enhance the quality of life for our residents but also foster thriving communities that benefit all stakeholders involved. These core values paired with our diverse expertise and strategic partnerships create a unique and powerful combination that empowers us to transform communities and lives.

At Roots, we possess the capabilities to consider the acquisition of any available properties, ensuring we can make a positive impact in communities nationwide. Our mission is to revitalize dilapidated communities across the United States, providing affordable, safe, and clean housing for American families. Through our acquisition, investment, and operational strategies, we work tirelessly to transform these communities into thriving and inclusive environments.

We are proud to be part of a transformational journey that combines financial success with social responsibility. At Roots Management Group, we are dedicated to creating a future where affordable housing is accessible to all, and where communities can flourish.

Join us in our mission!

Industry: Real Estate
Company Size: 501-1,000 employees

Roots Management Group

**Who We Are **

Rooted in positive transformation, Roots Management Group is an integrated manufactured housing community (MHC) investment and management company focused on increasing the availability of best-in-class housing options people can afford. Founded in 2017, we operate communities nationwide through community development, strategic capital investment, and hands-on management. Our culture is guided by our ROOTS core values—Respect, Ownership, Opportunity, Teamwork, and Sincerity—creating an environment where team members are empowered to grow, take accountability, and make a meaningful impact.

**What we are looking for **

We are seeking a detail-oriented and driven HR Generalist to support the HR team, specifically the HR Manager and Payroll Manager, with a strong focus on HRIS administration within Paylocity and employee relations. This role will play a key part in maintaining data integrity, supporting payroll processes, and enhancing HR systems, policies, and overall operational efficiency.

The ideal candidate is both technical and people-focused, with the ability to manage HRIS workflows, ensure payroll accuracy, and support employee relations and compliance initiatives. This position is critical in driving seamless HR operations and delivering a positive and consistent employee experience across the organization.

**Responsibilities will include: **

- Maintain and ensure accuracy, integrity, and security of all employee data within Paylocity

- Collaborate with HR teams to streamline processes and improve system configurations for better efficiency.

- Serve as a subject matter expert for HRIS functionality, reporting, and troubleshooting

- Manage onboarding workflows in the HRIS, ensuring new hires are properly set up and compliant

- Host and facilitate weekly new hire orientations, ensuring a positive onboarding experience and accurate communication of company policies, procedures, and culture

- Support system integrations between HRIS, payroll, and benefits platforms

- Create and maintain HRIS documentation, user guides, and standard operating procedures

- Generate reports and analyze HR data to support decision-making and compliance

- Assist with employee relations matters, documentation, and investigations as needed, escalating complex issues as appropriate

- Provide guidance to employees and managers on HR policies and procedures

- Creation and administration of exit interview surveys and performance reviews through the HRIS, utilizing standardized templates to ensure consistent data collection and analysis

- Assist with exit surveys and analyze trends to improve retention

- Review and process invoices related to corporate benefits, ensuring accuracy in billing

- Support audits and maintain accurate HR records and documentation

- Provide training and support for HR staff and other end users to ensure effective use of the HRIS

- Be flexible and ready to take on additional responsibilities as directed by management

**Position Qualifications / Minimum Requirements: **

- Proficiency in HRIS management and onboarding document processes, with expertise in **Paylocity ** required

- Bachelor’s degree in human resources, Information Technology, Business Administration, or a related field preferred

- Strong understanding of HR practices, compliance, and regulations

- Experience with data analysis and reporting to inform decision-making

- Excellent communication (written and verbal) and training skills, with the ability to effectively support end users

- Strong organizational skills and attention to detail to ensure data accuracy and security

- Ability to work collaboratively with cross-functional teams and adapt to changing priorities

- Strong problem-solving skills with a proactive approach to identifying and addressing issues

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

**Additional Information / Benefits: **

- Annual performance-based bonus opportunities

- Medical, Dental, and Vision insurance plans

- 401(k) with company match

- Cell phone reimbursement

- Short- and Long-Term Disability

- Basic Life & Accidental Death Insurance

- Health Savings Account (HSA)

- Paid holidays

- Paid Time Off (PTO)

- Paid parental leave

- Career growth and advancement opportunities

- High-energy company with a friendly, supportive team environment

Benefits are offered to eligible full-time employees.

To be considered for employment, candidates must pass a pre-employment background check and drug test. We thank all applicants for their interest in joining our team.

Human Resources Generalist

Founded in 1993, Strong Hold manufactures a complete line of heavy-duty, industrial strength storage solutions. 

Our high-strength products include storage cabinets, tool carts, shop tables, workstations and desks, paint cabinets, computer cabinets, and many others. Every Strong Hold product is designed to withstand the harshest environments while keeping your valuables protected. Our products live up to our name.

Proudly made in Louisville, KY U.S.A.

Visit our website to learn more about the complete line of heavy-duty steel industrial storage solutions www.strong-hold.com.

Strong Hold is a Division of Fabricated Metals, LLC.

Industry: Manufacturing
Company Size: 201-500 employees

Strong Hold

**Description**

**Who Are We?**

We build products and relationships that last a lifetime! No really, that’s what we do. We are a successful family business with a long-term record of steady growth, and we are determined to accelerate our trajectory. Our diverse team members who speak 22 languages are passionate about their company and their co-workers.

Check out our website at www.strong-hold.com.

**We Are Not**

- Fancy – as manufacturers we believe practical, clean facilities are required to make quality products and retain the best team.

- Transactional - we have long-term relationships with our team members and most valuable customers.

- Satisfied - we celebrate achievement, then set our sights on new goals.

**What We're Looking For**

We are seeking a strategic and hands-on HR Manager to lead our human resources function. This is a high-visibility role reporting directly to the leadership team. The ideal candidate is an ambitious HR professional with a passion for servant leadership who thrives in a small-company manufacturing environment and is eager to grow into an HR Director position. You will own end-to-end HR operations, drive talent development, ensure compliance, manage vendor relationships and leverage technology (including AI) to modernize HR processes. This is an excellent opportunity for a lifetime learner ready to influence senior leaders and build scalable HR systems that support long-term company growth.

**Key Responsibilities**

- Lead all HR operations, including performance management, employee relations, compensation, benefits administration, and offboarding in a fast-paced manufacturing setting.

- Serve as the in-house expert for our HRIS platform (Paylocity experience strongly preferred), optimizing workflows, data integrity, reporting, and user adoption across the organization.

- Design, implement, and continuously improve talent development processes, including succession planning, leadership development, training programs, and career pathing tailored to a skilled manufacturing workforce.

- Manage vendor relationships for benefits, payroll, training, and other HR services, negotiating contracts and ensuring ROI and compliance.

- Ensure full regulatory compliance with federal, state, and local employment laws (EEOC, FLSA, FMLA, OSHA, etc.), maintaining up-to-date policies and proactive risk management in a manufacturing environment.

- Leverage AI and automation tools to enhance HR functions—such as predictive analytics for turnover, intelligent recruitment screening, employee sentiment analysis, and process efficiencies—and champion their adoption across the team.

- Directly manage and develop HR team members (1–3 direct reports), fostering a culture of accountability, growth, and servant leadership.

- Partner with senior leaders to provide strategic HR guidance, influence decision-making on organizational structure and culture initiatives, and translate business goals into people strategies.

- Drive employee engagement and retention programs that align with our family-owned values while supporting a safe, high-performance manufacturing culture.

- Collaborate with Talent Acquisition to ensure sourcing, interviewing and onboarding efforts align with the organization's growth objectives.

- Act as a trusted advisor and coach to employees at all levels, resolving complex issues with empathy and professionalism

**Requirements**

- Bachelor’s degree required; advanced degree preferred with strong academic performance and evidence of intellectual rigor. Minimum 7 years of progressive HR experience in a professional setting.

- 3–5 years of direct people-management experience, including hiring, coaching, and performance management of direct reports.

- Demonstrated expertise in HRIS systems, with strong preference for hands-on Paylocity administration and optimization.

- Solid knowledge of employment law compliance and best practices, with proven success in a regulated manufacturing or industrial environment.

- Experience creating and scaling talent development programs from the ground up.

- Proven track record managing external vendor relationships and contracts.

- Demonstrated experience leveraging AI tools or emerging technologies to improve HR processes, analytics, or decision-making.

- Comfortable working in a hands-on manufacturing environment where you roll up your sleeves daily.

**The Successful Candidate Is**

- A lifetime learner who actively seeks out new knowledge, certifications (e.g., SHRM-CP/SCP, PHR), and industry trends.

- A practitioner of servant leadership, leading with humility, empathy, and a focus on developing others.

- Ambitious with a clear track record of career progression and the explicit desire to advance into an HR Director role within 2–4 years.

- Skilled at influencing senior stakeholders—including owners and executives—through data-driven insights, strong communication, and relationship-building.

- Energized by the opportunity to build scalable HR systems in a growing family-owned business rather than operating within a large corporate structure.

**Benefits**

We value our team members and believe in providing competitive compensation and comprehensive benefits, including:

- Competitive wage with annual increases and a performance-based annual bonus.

- 401(k) retirement plan

- Health, dental, & vision, insurance coverage

- Company paid life, short- & long-term disability insurance coverage

- Paid time off for vacation, holidays, and personal days

From arrival to departure, Unifi provides an unmatched scope of aviation services. We deliver consistently superior services that give customers the operational edge they need for success in today’s competitive air travel industry. 

We provide a full scope of aviation services with expertise in such diverse areas as ramp and passenger handling, cabin and cargo services, operations and load control, aircraft and ground support equipment maintenance, crew transportation, security services, wheelchair and skycap services, flight control and operations consulting for domestic and international carriers in the U.S. 

Our mission is to be the leading provider of aviation services by offering superior products at market competitive rates.

Industry: Airlines and Aviation
Company Size: 10,001+ employees

Unifi

Unifi is the nation’s largest aviation services provider, with over 40K team members and a global footprint spanning over 230 airports in the U.S., Canada, and the UK & Ireland. We deliver reliable, high-quality aviation services in partnership with some of the world’s leading airlines. At Unifi, you’ll be part of a diverse, inclusive team where passion, integrity, and empathy are at the core of what we do.

The HR Manager effectively builds relationships, and serves as the liaison between leadership, employees, shared services, and human resources departments to design, execute, communicate, and monitor human resources initiatives and programs across business lines.

ESSENTIAL FUNCTIONS/TASKS:

- Provides guidance and counseling to Unifi leadership in the areas of employee relations, performance management, coaching and counseling, learning and development, talent management, and succession planning.

- Builds strong partnerships between Human Resources and the business to foster a positive and fulfilling work environment.

- Maintains the strictest confidentiality in all work aspects and ensures continuing data integrity.

- Recommends employee relations practices necessary to establish a positive employer-employee relationship and promotes a high level of employee morale and motivation.

- Partners with leadership to design and execute strategies related to staffing, onboarding, talent development, and employee retention.

- Maintains in-depth knowledge of Federal and State Laws, and company policies and procedures which assists with reducing legal risks and ensuring regulatory compliance.

- Conducts investigations, documents findings, and makes recommendations for appropriate action.

- Proactively communicates with internal and external customers.

- Utilizes Human Resources metrics and business data to make informed business decisions.

- Responds to employee questions and resolves issues in a professional and timely manner.

- Coordinates with managers regarding requests for leaves of absence and administrative policies and procedures.

- Updates and maintains employee information in the HRIS system in a timely manner for assigned locations.

- Processes hourly personnel status change (address, pay, position, status, terminations, etc.) for assigned stations in a timely manner.

- Partners with Training Department to develop, schedule, and deliver leadership training.

- Other duties as assigned.

QUALIFICATIONS/SKILLS/ABILITIES:

- Bachelor’s Degree preferred or equivalent work experience.

- Four (4) to (6) years of Human Resources experience preferred.

- PHR/SHRM-CP certification preferred.

- Knowledge of HR Laws and regulations such as Wage and Hour, Title VII, OFCCP, EEO/AAP, FMLA, ADA, Worker’s compensation, I-9, E-Verify, and DGS policies and procedures.

- Excellent computer skills with proficiency in word, excel, and HRIS systems.

- Strong oral and written communication skills.

- Ability to understand the business and industry, which will assist with developing, executing, and sustaining strategies.

- Ability to understand the Company Culture and act as a change agent to evolve the organization through Human Resources initiatives and systems.

Precision AQ helps life sciences companies navigate the complexities of commercialization across a product’s lifecycle. Our team is comprised of experts, advisors, and creators working to ensure patients have access to life changing medicines. 

Our global offerings include:
• Commercial Consulting
• HEOR
• Market Access Marketing
• Medical Communications
• Advertising, Branding, and PR
• Investor Relations and External Communications
• Data and Product solutions 

Our name, which stands for Precision Access Quotient, reflects our approach to removing barriers – fusing together science (IQ, or Intelligence Quotient) and empathy (EQ, or Emotional Quotient). The result is “AQ: Access Quotient”, a critical ingredient in navigating the therapy-to-patient journey informed by data-driven analytics and insights.

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

Precision AQ

***This is 100% remote opportunity, working East coast hours.***

On behalf of our client, you will be responsible for identifying opportunities for improvement within Electronic Health Record (EHR) systems with goals related to patient care, access, treatment processes, patient identification, and ultimately to improve the end user’s experience.

As a Health IT Specialist, you will provide support to the healthcare team; physicians, clinicians, healthcare workers, affiliates, and partners by providing continuous troubleshooting and identifying opportunities for clinical information system improvements.

**Essential functions of the job include but are not limited to:**

- Assist priority IDN’s, Health systems, and community oncology groups in identifying potential gaps/barriers within EHR systems

- Problem solve and provide potential solutions and resolution of EHR gaps

- Works collaboratively with customers including end users, licensed clinicians, IT, informatics team, EHR Manager and analyst to ensure patient safety gaps are identified as it pertains to product

- Align resources in order to develop comprehensive plans by priority institution

- Complete needs assessment with Institutional customers in order to address patient care gaps in the EHR

- Develop and Implement comprehensive customer specific plans

- Will act as matrix team Health IT Specialist subject matter expert to both internal and external stakeholders

- Responsible for identification and sharing of Health IT insights with appropriate stakeholders (Marketing/Access/Sales)

- Assist customers in optimizing EHR systems in order to address gaps in patient care including Inpatient, Outpatient, and Emergency Department

**Minimum Required**

- Bachelor's degree from an accredited college/university required;

- Minimum of 4 years working in design, build, and/or testing expertise and experience with EHR software, including: Epic, Oracle Health, iKnowMed, and/or OncoEMR preferred; and/or within a Health System informatics group or team at leadership level, or similar role within a pharmaceutical company required

**Qualifications**

- Clinical IT experience, Pharmacy IT, or Nursing Informatics, preferred

- In depth knowledge of healthcare and Clinical Informatics, interoperability, software build (including PACS), and/or optimization techniques

- Ability to discover issues, prioritize and problem solve to resolution

- Identify potential gaps/barriers within EHR systems at priority IDNs, Health Systems, and community oncology practices

- Team player with the willingness/ability to work in a matrix environment

- Excellent presentation skills

- Strong oral and written communication skills

- Enthusiastic, positive attitude, flexibility

- Ability to consistently travel overnight

**Preferred**

- Pharm. D, or Master’s degree

Precision is required by law in some states or cities to include a reasonable estimate of the compensation range for this role. This compensation range takes into account the wide range of factors that are considered in making compensation decisions including but not limited to: skill sets, experience and training, licensure and certifications, and other business and organizational needs. The disclosed range estimate has not been adjusted for the applicable geographic differential associated with the location at which the position may be filled. At Precision, it is not typical for an individual to be hired at or near the top of the range for their role and compensation decisions are dependent on the facts and circumstances of each case. This role is also eligible for a discretionary annual bonus, health insurance, retirement savings benefits, life insurance and disability benefits, parental leave, and paid time off for sick leave and vacation, among other benefits.

Reasonable estimate of the current range: $158,000 USD - $202,000 USD

Any data provided as a part of this application will be stored in accordance with our Privacy Policy. For CA applicants, please also refer to our CA Privacy Notice.

Precision Medicine Group is an Equal Opportunity Employer. Employment decisions are made without regard to race, color, age, religion, sex, sexual orientation, gender identity, national origin, disability, veteran status or other characteristics protected by law.

If you are an individual with a disability and require a reasonable accommodation to complete any part of the application process or are limited in the ability or unable to access or use this online application process and need an alternative method for applying, you may contact Precision Medicine Group at QuestionForHR@precisionmedicinegrp.com.

It has come to our attention that some individuals or organizations are reaching out to job seekers and posing as potential employers presenting enticing employment offers. We want to emphasize that these offers are not associated with our company and may be fraudulent in nature. Please note that our organization will not extend a job offer without prior communication with our recruiting team, hiring managers and a formal interview process.

HIT Specialist - Oncology

Since our foundation in Dublin, Ireland in 1990, our mission has been to help our clients to accelerate the development of drugs and devices that save lives and improve quality of life. We do this by delivering best in class information, solutions and performance, with an unyielding focus on quality at all times.

We offer a full range of consulting, development and commercialisation services from a global network of offices in 53 countries. We focus our innovation on the factors that are critical to our clients – reducing time to market, reducing cost, and increasing quality – and our global team of experts has extensive experience in a broad range of therapeutic areas.

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

ICON plc

HR Manager - Benefit Operations- Blue Bell, PA or Raleigh NC - Hybrid

ICON plc is a world-leading healthcare intelligence and clinical research organization. We’re proud to foster an inclusive environment driving innovation and excellence, and we welcome you to join us on our mission to shape the future of clinical development.

**HR Manager - Benefit Operations- Blue Bell, PA or Raleigh NC - Hybrid**

As the HR Manager- Benefits Operations, you will play a pivotal role as a trusted resource for ICON employees in the US and Canada, ensuring the administration and delivery of Benefits, including Medical, Dental, Vision, FSA, HSA, Life, disability, and 401k. We are seeking a proactive self-starter with a positive attitude to lead a team responsible for the delivery of these essential benefits. If you possess excellent communication skills, thrive in a fast-paced environment, and are ready to make a meaningful impact, this is the role for you!

**Key Responsibilities**

- Team Leadership: Effectively manage a team, fostering a fun, collaborative and high-performing environment.

- Subject Matter Expertise: Serve as a subject matter expert in the administration and delivery of leave of absence, healthcare benefits, possessing a deep understanding of large self-insured medical benefits administration.

- Vendor Management: Partner and oversee vendors, build strong relationships

- Leverage system and process automation: to reduce benefits administration

- Communicating benefit programs to employees for high adoption, participation, and engagement rates

- Lead the annual benefits open enrollment process, including Workday build, employee education, and system administration.

**Required Technical And Professional Expertise**

- Project Management: Demonstrated ability to thrive in a dynamic, fast-paced environment, adept at managing time effectively even amidst competing demands and pressing business exigencies.

- Excellent command of project management techniques and practices

- Good understanding and facilitation of Process improvement and process mapping

**Preferred Technical And Professional Expertise**

- Strong knowledge of US and Canada preferred.

- Knowledge of 401k administration, thorough understanding of health and welfare regulations including ACA, ERISA, and HIPAA

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

- Minimum of 5 years of experience in benefits administration, to include hands on management of a self-insured medical plan and a 401(k) plan.

- Advanced Excel skills required.

- Excellent communication skills, with strong analytical and critical thinking skills

- Ability to work independently and manage multiple projects simultaneously.

- Strong attention to detail and accuracy

**What ICON Can Offer You**

Our success depends on the quality of our people. That’s why we’ve made it a priority to build a diverse culture that rewards high performance and nurtures talent.

In addition to your competitive salary, ICON offers a range of additional benefits. Our benefits are designed to be competitive within each country and are focused on well-being and work life balance opportunities for you and your family.

**Our Benefits Examples Include**

-  Various annual leave entitlements

-  A range of health insurance offerings to suit you and your family’s needs.

-  Competitive retirement planning offerings to maximize savings and plan with confidence for the years ahead.

-  Global Employee Assistance Programme, LifeWorks, offering 24-hour access to a global network of over 80,000 independent specialized professionals who are there to support you and your family’s well-being.

-  Life assurance

-  Flexible country-specific optional benefits, including childcare vouchers, bike purchase schemes, discounted gym memberships, subsidized travel passes, health assessments, among others.

Visit our careers site to read more about the benefits ICON offers.

At ICON, inclusion & belonging are fundamental to our culture and values. We’re dedicated to providing an inclusive and accessible environment for all candidates. ICON is committed to providing a workplace free of discrimination and harassment. All qualified applicants will receive equal consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability or protected veteran status.

If, because of a medical condition or disability, you need a reasonable accommodation for any part of the application process, or in order to perform the essential functions of a position, please let us know or submit a request here

Interested in the role, but unsure if you meet all of the requirements? We would encourage you to apply regardless – there’s every chance you’re exactly what we’re looking for here at ICON whether it is for this or other roles.

Are you a current ICON Employee? Please click here to apply

HR Manager, Benefits Operations

Safe Fleet has unified an unrivaled portfolio of best-of-breed smart solutions into an integrated safety platform for fleets of every type. Through its advanced technology group, we continue to innovate and deliver the smart solutions that fleets will need to survive and thrive in a changing world. 

We are redefining what fleet safety means with one-stop access to customized, integrated, and intelligent solutions that answer today’s safety needs and anticipate tomorrow’s challenges. By making them smarter, fleets are getting safer.  And without safety first, efficiency and productivity is not even an option.

We’re working hard to reduce preventable accidents – from providing onboard video systems to assure parents their children are in good hands on a school bus to protecting first responders with innovative firefighting equipment as they head into danger, or preventing back strain through installing ergonomic ladder racks - everything we do makes sure drivers, passengers, fire-fighters, in-the-field workers, and pedestrians arrive home safely.

Industry: Truck Transportation
Company Size: 1,001-5,000 employees

Safe Fleet

**Job Title:**

HR Manager

**Location:**

700 Resende Road, Building 200, Webster, NY 14580

**Reports to (Job Title):**

Plant Manager

**Salary: $100,000 - 115,000 USD**

****

**RESPONSIBILITIES:**

- The Human Resources Manager will run the daily functions of the Human Resources (HR) department including talent acquisition, administering payroll, compensation and benefit programs, training and development, performance and talent management, recognition and morale, occupational health and safety, employee relations and ensuring compliance with company policies and practices for multi-site locations.

- Responsible for multi-state locations (Washington, South Carolina & New York) with between 100 – 150 employees

- Recruits, interviews, and facilitates the hiring of qualified job applicants for open positions; collaborates with departmental managers to understand skills and competencies required for openings.

- Conduct on-boarding and new hire orientation. Conduct exit interviews and provide feedback as needed.

- Analyze and lead compensation and benefits initiatives including but not limited to market analysis, manage completion of annual compensation market surveys, benefits analysis, annual benefits open enrollment.

- Administration of HRIS system (Workday) including support for implementation, payroll, annual performance review process.

- Lead and support employee training and development needs

- Point of contact and support for employees with questions regarding HR policies/procedures, benefits, payroll, employee relations, and similar HR-related inquiries.

- Gather and analyze data to create/provide HR metrics.

- Handles employment-related inquiries from applicants, employees, and supervisors, referring complex and/or sensitive matters to the appropriate staff.

- Ensure legal compliance of state and federal HR regulations and applicable employment laws, and create or update policies and/or procedures as required.

Requirements:

**EDUCATION REQUIREMENT(S):**

- Bachelor’s degree in HR or related field required. SHRM certification a plus.

**EXPERIENCE REQUIREMENT(S):**

- Minimum of 5 years of independent experience in HR, payroll, and talent acquisition experience necessary.

- Experience with New York State law.

- Experience with Washington State and South Carolina State laws are a plus.

- Excellent communication skills, interpersonal skills, ethics, and cultural awareness.

- Experience establishing and maintaining relationships with individuals at all levels of the organization.

- Excellent organizational skills and attention to detail.

- 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.

- Proficient with Microsoft Office Suite or related software.

- Previous experience using Workday HCM and other modules.

- Travel to both locations in Ladson, SC and Seattle, WA quarterly (25%)

We specialise in the recruitment within tech, creative & advertising industries.

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

HUC People

**Role: ** Human Resources Manager

**Location: ** USA (ideally South Florida or NYC)

**Salary: **Negotiable

**Client: ** Our client is a growing private aviation business with operations across the US, currently building out its structure as it scales. With a lean team and ambitious growth plans, they are now looking to bring HR in-house for the first time to support both operational stability and future expansion.

**Role Description **

A newly created HR Manager position with a broad remit across people operations, talent acquisition and HR infrastructure. This is a hands-on role where you’ll be setting up core HR processes while supporting a fast-moving operational team.

**Key responsibilities include: **

- Previous experience within private aviation is highly desirable

- Lead end-to-end recruitment across operations and commercial roles

- Build and implement core HR processes, policies and documentation from scratch

- Manage onboarding, offboarding and employee lifecycle processes

- Oversee rotas, holiday tracking and workforce planning

- Act as the first point of contact for employee relations matters

- Ensure compliance with US employment law, particularly around contractor (1099) vs employee structures

- Develop performance management frameworks and review processes

- Support leadership (Howard and Steve) with organisational planning and hiring strategy

- Introduce HR systems or tools to improve efficiency and reporting

- Advise on compensation structures, commission models and contractor agreements

- Help shape company culture during a key growth phase

**Qualifications **

- Proven experience in a standalone or first HR hire role is desirable

- Comfortable building HR functions from the ground up without heavy infrastructure

- Strong understanding of US employment law, particularly 1099 contractor environments

- Experience supporting operational or fast-paced businesses (aviation, logistics, sales-led environments useful)

- Confident working directly with founders and senior leadership

- Hands-on, pragmatic and able to balance structure with flexibility

- Happy operating in a remote-first environment with future office presence in South Florida or based in NY.

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

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

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

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

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

Worldwide Flight Services (WFS)

Job Title: HR Manager - Express Operations (Eastern)

**About WFS **

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

**Job Summary **

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

**Responsibilities **

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

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

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

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

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

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

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

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

- Performs other duties as assigned.

**Minimum Requirements **

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

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

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

- Excellent organizational skills and attention to detail.

- Proficient with Microsoft Office Suite or related software.

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

**Preferred Skills **

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

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

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

- Experience in a unionized environment

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

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

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

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

**Physical Requirements/Working Conditions **

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

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

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

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

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

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

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

**Perks & Benefits **

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

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

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

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

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

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

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

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

Air Logistics Human Resources Manager - ATL Airport

Visa (NYSE: V) is a world leader in digital payments, facilitating transactions between consumers, merchants, financial institutions and government entities across more than 200 countries and territories. Our purpose is to uplift everyone, everywhere by being the best way to pay and be paid. 

Learn more at Visa.com.

Industry: IT Services and IT Consulting
Company Size: 10,001+ employees

Visa

Visa is a world leader in payments technology, facilitating transactions between consumers, merchants, financial institutions and government entities across more than 200 countries and territories, dedicated to uplifting everyone, everywhere by being the best way to pay and be paid.

At Visa, you'll have the opportunity to create impact at scale — tackling meaningful challenges, growing your skills and seeing your contributions impact lives around the world. Join Visa and do work that matters — to you, to your community, and to the world.

Progress starts with you.

**Job Description**

Visa’s People Advisory team is focused on balancing our capability, capacity & delivery of Visa’s people agenda through people related services & solutions for our clients.

We are seeking a Manager-level generalist with a client-centric mindset to provide consultative advisory services to support managers and leading with empathy in responding to workplace matters and interactions. Initial areas of focus include talent development advisory, annual review support, team effectiveness, performance management, conflict resolution, and other policy interpretation and consultation.

Reporting to the People Advisory Leader and People Business Partner for the respective client group, the incumbent will play a key role on elevating the manager experience across all People-related competencies and in providing coaching to managers on a variety of people leadership matters.

Essential Functions:

- Act as a first point of contact and provide guidance and consultation to People Leaders on a variety of matters and programs such as performance management, talent acquisition, talent development, org design, annual review, etc.

- Lead efforts with People Leaders to facilitate effective management of teams and resolve issues that may arise in the workplace between employees and managers.

- Support the execution of the organization’s people strategy in partnership with the People Business Partner for the organization.

- Provide detailed analytics, dashboards and interpretation of data to drive informed business decisions on people matters.

- Respond to inquiries and provide overall cross functional support as needed, partner with people Team COEs as needed for inputs and alignment.

**Qualifications**

**Basic Qualifications:**

- 5 or more years of relevant work experience with a Bachelors Degree or at least 2 years of work experience with an Advanced degree (e.g. Masters, MBA, JD, MD) or 0 years of work experience with a PhD

**Preferred Qualifications:**

- 6 or more years of work experience with a Bachelors Degree or 4 or more years of relevant experience with an Advanced Degree (e.g. Masters, MBA,  JD, MD) or up to 3 years of relevant experience with a PhD

- 6 or more years of specific experience as an HR generalist managing medium to complex people issues in a business-facing role.

- Ability to thrive in a fast-paced environment, juggle priorities and have an eye for detail to ensure delivery is always accurate.

- Strong business-partnering skills and ability to build credible relationships with leader

- Strong GenAI skills

- Excellent PowerPoint and Excel knowledge and can present ideas and data in a compelling way.

- Strong analytical skills

- You’ll be emotionally intelligent, with a customer-first mindset and able to think in the shoes of others.

- Great interpersonal skills, team player and true collaborator and ability to solve problems quickly and efficiently through great communication and influence.

- Flexible and creative thinker

- Ability to drive continuous improvement activities to exceed customer expectations and help promote a professional organization.

**Additional Information**

**Work Hours: ** Varies upon the needs of the department.

**Travel Requirements: ** This position requires travel 5-10% of the time.

**Mental/Physical Requirements: ** This position will be performed in an office setting.  The position will require the incumbent to sit and stand at a desk, communicate in person and by telephone, frequently operate standard office equipment, such as telephones and computers.

Visa is an EEO Employer.  Qualified applicants will receive consideration for employment without regard to race, color, religion, sex, national origin, sexual orientation, gender identity, disability or protected veteran status.  Visa will also consider for employment qualified applicants with criminal histories in a manner consistent with EEOC guidelines and applicable local law.

Visa will consider for employment qualified applicants with criminal histories in a manner consistent with applicable local law, including the requirements of Article 49 of the San Francisco Police Code.

**U.S. APPLICANTS ONLY: The estimated salary range for this position is 109,800 to 186,000 USD per year, which may include potential sales incentive payments (if applicable). Salary may vary depending on job-related factors which may include knowledge, skills, experience, and location. In addition, this position may be eligible for bonus and equity. Visa has a comprehensive benefits package for which this position may be eligible that includes Medical, Dental, Vision, 401 (k), FSA/HSA, Life Insurance, Paid Time Off, and Wellness Program.**

Formed with 16 pawn stores in 1989, EZCORP has grown into a leading provider of pawn loans in the United States and Latin America. At our pawn stores, we also sell merchandise, primarily collateral forfeited from pawn lending operations and used merchandise purchased from customers. We are dedicated to satisfying the short- term cash needs of consumers who are both cash and credit constrained and providing an industry-leading customer experience.

We provide numerous convenient options to obtain short-term cash, including non-recourse pawn loans collateralized by personal property. We also sell pre-owned merchandise to consumers seeking good value. Headquartered in Austin, Texas, EZCORP is traded on NASDAQ under the ticker symbol EZPW.

We want you to join us for a career – not a job. At EZCORP we are looking for Team Members to lead the way today and to step into greater roles tomorrow. When you bring us your passion for service excellence, we’ll provide development and career paths to enhance your skills in a fun and fast paced environment that comes with competitive pay, generous bonus potential and great benefits!

At EZCORP, we are committed to fostering an environment that values diversity, inclusion, and development for all.

This commitment includes providing equal access to, and participation in, employment opportunities, programs, and services without regard to race, creed, religion, color, national origin, disability, gender, sexual orientation, gender identity, veteran status, or age.

We celebrate our Team Members’ differences, experiences, and beliefs.

Our dedication to promoting diversity, inclusion and equal opportunity is critical to ensuring that EZCORP can attract and retain talent with the skills and abilities to lead the way today and to step into greater roles tomorrow.

Industry: Financial Services
Company Size: 5,001-10,000 employees

EZCORP

The Regional Human Resources Manager supports field operations in key areas of human resources within an assigned region. The responsibilities include support and oversight of talent acquisition, Team Member development, talent and succession planning, and leave, benefit and compensation administration. The Regional HR Manager will guide, train and participate in the execution of HR policies and processes while supporting the strategic objectives, culture and values of the organization.

**ESSENTIAL DUTIES & RESPONSIBILITIES: **

- Partners with and supports field operations

- Assists in the development and implementation of staffing/recruiting plans. Supports recruiting efforts, selection process and the onboarding of new Team Members

- Guides and supports Field Leadership in the long and short-term planning in human resources areas such as staffing, performance management, Team Member development and talent and succession planning

- Partners with and supports operations and training teams on compliance training, new initiatives, all career path training/certification, new hire orientation onboarding, and special projects

- Maintains benefits and compensation knowledge

- Manages and supports Team Member relations and investigations

- Acts as a professional role model

- Guides, trains and directs business partners on HR related federal, state and local laws and Company policies, practices and procedures

- Establishes effective business relationships with leadership, staying in close contact with internal customers to understand their business needs

- Supports and oversees recruiting, selection/screening and on-boarding processes to ensure vacant and backfill positions are identified and filled in a timely manner according to the KPIs in place

- Guide and support Field Leadership in the recruitment and selection process utilizing Company best practices

- Participates in panel interviews and provides interview results and recommendations to hiring managers

- Assists and guides the compensation process including determining appropriate pay rates for new hires, promotions, and merit increases.

- Works with the Human Resource Services and Administration to oversee the background/drug check activities

- Assesses leadership development needs and high potential Team Members through strategic partnership with Field Leadership (e.g., talent assessments, panel reviews, etc.)

- Analyzes statistical data and reports with field leadership and Vice President HR to identify and determine areas of trends and opportunity (e.g., vacancy rates, turnover, and talent gaps) and recommend action items and strategies

- Develops recommendations for improving procedures and practices

- Conducts HR training

- Conducts exit interviews and provides feedback to field leadership

- Supports Human Resources initiatives

- Reports unethical behavior through proper channels

- Efficiently and effectively manages resources and capacity

- Participates in special human resources projects, as requested, by the human resources Leadership Team

- Models the Company’s core values

- Successfully demonstrates the ability to influence positive change in others

- Creates and sustains excellent internal and external customer service

- Develops strong working relationships

- Provides quality work, products and processes to ensure alignment with company standards, values and initiatives.

- Knowledgeable in and ability to apply all regulatory requirements, Company policies and procedures

- Ability to build highly effective business partnerships using influence, consultative skills and diplomacy

- Well versed on our compensation and benefits programs

- Ability to motivate and enable others to achieve results through their contribution

- Demonstrated strong verbal and written communication and interpersonal skills

- Attention to detail and accuracy; and time management and organizational skills

- Highly proficient in the use of MS Word, MS Excel, PowerPoint and Outlook

- Management of labor relations processes: employment contracts, vacation registration, disabilities, permits, bonuses, well-documented benefits. (LATAM Only)

- Diagnose and identify areas of opportunity, act as an agent of change, drive organizational culture, and effectively manage change initiatives to optimize Team Member productivity, and buy-in and engagement.

- Mediate and resolve labor conflicts, ensuring a positive and productive work environment (LATAM only)

**EDUCATION & EXPERIENCE: **

- Bachelors' degree in Business, Human Resources, or related course of study or five to eight years of work experience in a related field.

- Progressive Human Resources generalist experience

- PHR or SPHR certification preferred

- Retail/pawn and multi-unit experience preferred

Regional Human Resources Manager

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

**About The Company**

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

**About The Role**

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

**Qualifications**

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

**Responsibilities**

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

**Benefits**

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

Equal Opportunity

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

HR Business Partner

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

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

Asplundh Tree Expert, LLC

**Description**

**Job Title**

**Compensation Analyst**

**Department**

Total Rewards / Human Resources

**FLSA Status**

Exempt

**Position Summary**

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

**Essential Duties & Responsibilities**

**Market Pricing, Analysis & Advisory Support**

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

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

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

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

**Compensation Data Management & Governance**

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

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

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

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

**Job Description Development & Job Architecture Alignment**

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

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

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

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

**Job Code Management & Structural Governance**

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

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

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

**Reporting, Insights & Continuous Improvement**

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

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

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

**Relocation Responsibilities**

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

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

- Analyzes relocation trends and provides reports on process improvements.

**Qualifications**

**Education & Experience**

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

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

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

**Knowledge, Skills & Abilities**

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

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

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

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

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

**Benefits**

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

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

**An Equal Opportunity Employer.**

**Please note:**

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

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

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

Compensation Analyst

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

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

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

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

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

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

Crate and Barrel

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

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

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

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

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

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

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

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

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

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

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

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

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

**What You’ll Bring To The Table…**

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

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

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

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

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

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

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

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

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

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

- Ability to travel up to 25%.

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

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

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

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

Senior Human Resources Business Partner, Distribution

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

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

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

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

KBRA

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

**Entity: **KBRA Holdings LLC

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

**Location: **New York, New York

**Summary**

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

**About The Team**

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

**Summary Of Responsibilities**

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

**Performance Management**

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

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

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

**Employee Relations & HR Advisory**

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

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

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

**Immigration Case Management**

- Coordinate with immigration counsel on active visa cases

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

- Maintain accurate records and reporting of immigration matters

**HR Systems & Data Support**

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

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

- Support data validation and ensure HR data integrity

**Cross-Functional HR Collaboration**

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

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

- Support ad hoc HR initiatives and projects as needed

**Qualifications**

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

- Experience supporting performance management cycles and employee relations matters

- Strong organizational skills and ability to manage multiple priorities

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

- Strong interpersonal and communication skills

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

- Experience working with HRIS systems and HR data management

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

**Hourly Rate**

$60/hour - $80/hour

**About Us**

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

**More Info**

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

HR Business Partner (Contract) NY

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

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

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

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

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

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

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

Blue Cross Blue Shield of Massachusetts

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

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

The Role

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

**Key Responsibilities**

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

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

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

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

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

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

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

**Qualifications**

- Bachelor’s degree or equivalent practical experience.

- Master's degree is preferred.

- 10+ years of progressive HR Business Partner experience.

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

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

- Experience operating in complex, matrixed organizations.

**Key Competencies**

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

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

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

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

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

**What You’ll Gain**

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

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

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

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

**Minimum Education Requirements**

High school degree or equivalent required unless otherwise noted above

Location

Boston

Time Type

Full time

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

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

This job is also eligible for variable pay.

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

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

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

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

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

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

Director, Human Resources Business Partner

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

Gallo Careers | Find Your Perfect Pairing

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

GALLO

Job Req ID: 107108

Job Type: Full-time

Work Category: Hybrid Telecommute or Dallas, TX - Onsite

Sponsorship: Not Available

Compensation: $113,400 - $170,200

Gallo Privacy Policy

**We are GALLO**

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

View our Corporate Values and Mission Statement here.

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

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

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

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

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

**What You'll Need**

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

- Ability to influence and build collaborative relationships.

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

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

**How You'll Stand Out**

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

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

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

**Our Benefits & Perks**

To view the full job description, please click here.

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

**The Fine Print**

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

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

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

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

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

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

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

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

E-Verify Notice

Right to Work

Employee Polygraph Protection Act

Sr. HR Business Partner

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

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

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

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

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

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

CosmoProf Beauty

**Job Description**

**HR Business Partner**

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

**About Sally Beauty Holdings, Inc.**

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

**About The Role**

The Field HR Business Partner (HRBP) is a remote based position that requires up to 50% travel. The HRBP is responsible for aligning business objectives with associates and field leadership in their designated Regional Teams. The HRBP serves as a consultant to field management on human resources-related issues. The successful HRBP will act as an associate champion and change agent. The HRBP assesses and anticipates HR-related needs. Communicating needs proactively with our HR department and business management, the HRBP seeks to develop integrated solutions and formulates partnerships across their Regional Team to deliver value-added service that reflects the business objectives of the organization. The HRBP maintains an effective level of business literacy about the Region and SBH’s financial position, its midrange plans, its culture and its competition.

**Responsibilities**

**40% People: **Drive recruiting strategies to build a pipeline of talent, identify opportunity areas, and train local teams. Active on LinkedIn and all digital networking platforms and social networks, possesses a strong network of external candidates to fill positions when required. Assess Field Leader’s abilities to determine talent opportunities and their impact on performance. Engage in talent reviews and succession planning, promoting the right talent and building career pathing for high performers. Assessing development needs from a business perspective and taking ownership for addressing them. Develop and implement tools to drive talent development.

- Provides guidance and input on business unit restructures, workforce planning and succession planning. Aligning the strategy, structure and culture to maximize the drive for business.

- Consistently engages Field leaders regarding their own strengths and opportunities while leveraging IDPs to improve their capabilities. Ensures that the Store Managers engage and develop their teams. Develop and implement tools to drive talent development.

- Builds strong working relationships with all business partners. Analyzes trends and metrics in partnership with the HR group to develop solutions, programs and policies. Use insights from the organization to improve talent and business outcomes.

- Develop and administer necessary training to build skills in the areas of leadership, recruiting, engagement, and associate relations. Support Greenhouse, Thrive training and other leadership tools and programs to reinforce skill building.

**30% Brand **: Through coaching and consulting, work with leaders on the importance and practice of delivering an exceptional customer experience which maximizes sales/KPIs and drives customer loyalty in assigned stores. Understands the competitive landscape by observing and studying the competition to learn about current initiatives/strategies, shares insights with relevant business partners and supervisor. Develops disciplines that drive behavior so all brand standards are met.

- Build and nurture a culture of highly engaged associates with leaders to drive passion and commitment for the business that results in improved retention.

- Provides day-to-day performance management guidance to field management (coaching, counseling, career development, disciplinary actions).

**15% Safety/Loss Prevention: ** Ensures processes are followed to ensure the store environment is safe at all times for associates and customers; all policies and procedures are followed. Analyzes and utilizes all available reporting.

- Lead investigations in addressing associate relation issues and using the data to understand development opportunities to mitigate future issues and minimize company risks.

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

- Provides HR policy guidance and interpretation.

**15% Operations: ** Drives the execution of all company processes through training, management, analysis and continuous improvement. Review staffing levels to leverage payroll and overtime. Ensures support for all processes to support digital strategies are utilized such as Omni-channel fulfillment (SFS/BOPIS).

- Analyze and share out reporting on turnover and retention, ER trends, other HR KPI’s, and monitor completion of training, performance appraisals and other Thrive programs.

- Partner with Regional Team on business objectives. Participants in regional meetings and calls regularly.

- Travel with Regional Director and team frequently to identify strengths and opportunities of the region’s execution of programs, keep a pulse on the culture, identify training needs, and understands market threats and opportunities.

**Knowledge, Skills & Abilities Requirements**

- Bachelor’s degree and relevant industry experience

- SHRM-CP or SHRM-SCP Certification

- Minimum of 8 to 10 years’ experience resolving complex employee relations issues.

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

**Competencies & attributes**

**Talent Builder**

- Drives all required activities in the talent development process; Interviews, Performance Appraisals, QPRs, and IDPs

- Creates a diverse and inclusive team, actively encourages input from others and listens

**Team Builder**

- Driver of information sharing and collaboration.

- Actively demonstrates teamwork/collaboration within SBH. Builds and/or participates in effective teams and values the importance of having diverse thoughts and input from various sources.

- Can understand the successful outcomes when collaboration occurs.

**Effective Communicator**

- Is emotionally astute when communicating and authentic to their own style/self; embraces EQ/Emotional Intelligence

- Shares information in a timely manner, always encourages others to express their views and opinions to develop better outcomes

**Results Driver**

- Effective at driving and delivering plans, holds self and team accountable to a high standard to deliver objectives

- Effective with time management, always focusing on the right priorities and uses resources wisely to drive the right result

- Leads and motivates their team, adjusting strategies and plans where needed, demonstrates GRIT with a determination to succeed

**Problem Solver & Decision Maker**

- Able to consume relevant data and information to understand business issues and makes recommendations and takes action

- Considers the importance and impact of decisions against relevant factors including costs, risks, volume of work and impact on the field leasers and stores.

-  Optimistic, strategically minded and generally curious about areas impacted by new systems, new processes, and customer behaviors.

-  Strong technical aptitude.

**Working Conditions & Physical Requirements**

- Ability to travel 50% or greater. Attend national and regional meetings as necessary.

- The work environment involves everyday risks or discomforts which require normal safety precautions typical of such places as offices, meeting and training rooms, retail stores, and residences or commercial vehicles, e.g., use of safe work practices with office equipment, avoidance of trips and falls, observance of fire regulations and traffic signals, etc. The work area is adequately lighted, heated, and ventilated.

- The work is sedentary. Typically, the employee may sit comfortably to do the work. However, there may be some walking; standing; bending; carrying of light items such as papers, files, books, small parts; using a keyboard, driving an automobile, etc. No special physical demands are required to perform the work.

**Benefits**

We offer a competitive salary and outstanding benefits package that includes medical, dental, vision, life Insurance, paid vacation and sick days, paid holidays, tuition reimbursement and 401(k) with company match. In addition, associates of SBH may take advantage of our in-house salon with complementary services and a varied selection of food options at our corporate campus. Also, featured at our corporate campus, is both a Sally Beauty and CosmoProf Professional onsite store, where associates enjoy a great merchandise discount!

FIELD HR BUSINESS PARTNER

SAIC® is a premier Fortune 500 mission integrator focused on advancing the power of technology and innovation to serve and protect our world. Our robust portfolio of offerings across the defense, space, civilian and intelligence markets includes secure high-end solutions in mission IT, enterprise IT, engineering services and professional services. We integrate emerging technology, rapidly and securely, into mission critical operations that modernize and enable critical national imperatives.

We are approximately 24,000 strong; driven by mission, united by purpose, and inspired by opportunities. Headquartered in Reston, Virginia, SAIC has annual revenues of approximately $7.5 billion.

Industry: IT Services and IT Consulting
Company Size: 10,001+ employees

SAIC

Job ID 2611308

**Location **Crane, IN, US

**Date Posted **2026-04-10

**Category **Human Resources

**Subcategory **HR Business Partner

**Schedule **Full-Time

**Shift **Day Job

**Travel **Yes - 10% of the time

**Minimum Clearance Required None**

**Clearance Level Must Be Able to Obtain **None

**Potential for Remote Work **ORA_REMOTE

**Description**

&#65279;SAIC is looking for an HR Business Partner to join our team! In this role, you will be responsible for the delivery of HR strategies, solutions, and services that align with the business priorities and goals for a portfolio of programs. The HRBP will develop HR solutions to support business goals, improve culture, and increase process efficiency. They must demonstrate discrete handling of all business communications, prioritize workload, and manage multiple tasks in a fast-paced environment. The HRBP also champions change initiatives and focus on overall organizational effectiveness.

**Ideally, this candidate would be located in Crane, IN but we are also willing to consider remote candidates.**

Responsibilities include

-  Proactively assess organizational performance to develop HR solutions that support business strategies, enable leadership and employee success, and foster a high-performance culture.

-  Serve as a trusted advisor and partner to the business leaders regarding HR policies, processes, and best practices that drive employee engagement and productivity. Act as a coach and consultant on key organizational and management issues.

-  Partner with the HR Centers of Excellence to design and implement services and programs in the areas of strategic talent management, organizational design and effectiveness, workforce optimization, and change management.

-  Leverage workforce analytics and insights to effectively inform the development and execution of employee development, deployment, and succession plans that support short and long-term workforce priorities and goals.

-  Partner with business leadership to inform and advocate for career development, benefits and compensation, and retention programs and strategies, in support of the business needs.

-  Work with leadership to identify opportunities to improve employee and management engagement and recognition programs.

-  Develop talent strategies to support new business growth and re-competes in partnership with business development, business leaders, and Talent Acquisition.

-  Provide coaching and/or counseling to managers

**Qualifications**

Bachelors and fifteen (15) years or more of related experience; Masters and thirteen (13) years or more experience; PhD or JD and ten (10) years or more experience. Will consider additional years of professional and military experience in lieu of a degree.

-  Excellent verbal and written communication skills, along with strong organizational skills and attention to detail.

-  Excellent interpersonal skills, with an ability to interact with all levels of management and executives.

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

-  Strong analytical and problem-solving skills.

-  Ability to act with integrity, professionalism, and confidentiality.

**Desired Skills**

-  Experience in Federal Contracting

Senior, Human Resources Business Partner

Job ID 2611308-OTHLOC-100000624263951

**Location **Reston, VA, US

**Date Posted **2026-04-10

**Category **Human Resources

**Subcategory **HR Business Partner

**Schedule **Full-Time

**Shift **Day Job

**Travel **Yes - 10% of the time

**Minimum Clearance Required None**

**Clearance Level Must Be Able to Obtain **None

**Potential for Remote Work **ORA_REMOTE

**Description**

&#65279;SAIC is looking for an HR Business Partner to join our team! In this role, you will be responsible for the delivery of HR strategies, solutions, and services that align with the business priorities and goals for a portfolio of programs. The HRBP will develop HR solutions to support business goals, improve culture, and increase process efficiency. They must demonstrate discrete handling of all business communications, prioritize workload, and manage multiple tasks in a fast-paced environment. The HRBP also champions change initiatives and focus on overall organizational effectiveness.

**Ideally, this candidate would be located in Crane, IN but we are also willing to consider remote candidates.**

Responsibilities include

-  Proactively assess organizational performance to develop HR solutions that support business strategies, enable leadership and employee success, and foster a high-performance culture.

-  Serve as a trusted advisor and partner to the business leaders regarding HR policies, processes, and best practices that drive employee engagement and productivity. Act as a coach and consultant on key organizational and management issues.

-  Partner with the HR Centers of Excellence to design and implement services and programs in the areas of strategic talent management, organizational design and effectiveness, workforce optimization, and change management.

-  Leverage workforce analytics and insights to effectively inform the development and execution of employee development, deployment, and succession plans that support short and long-term workforce priorities and goals.

-  Partner with business leadership to inform and advocate for career development, benefits and compensation, and retention programs and strategies, in support of the business needs.

-  Work with leadership to identify opportunities to improve employee and management engagement and recognition programs.

-  Develop talent strategies to support new business growth and re-competes in partnership with business development, business leaders, and Talent Acquisition.

-  Provide coaching and/or counseling to managers

**Qualifications**

Bachelors and fifteen (15) years or more of related experience; Masters and thirteen (13) years or more experience; PhD or JD and ten (10) years or more experience. Will consider additional years of professional and military experience in lieu of a degree.

-  Excellent verbal and written communication skills, along with strong organizational skills and attention to detail.

-  Excellent interpersonal skills, with an ability to interact with all levels of management and executives.

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

-  Strong analytical and problem-solving skills.

-  Ability to act with integrity, professionalism, and confidentiality.

**Desired Skills**

-  Experience in Federal Contracting

HelloFresh is on a mission to change the way people eat, forever! 

As the world's leading meal kit provider, we serve more than 13 million meals per month to over 1.3 million customers in 10 countries across 3 continents. Yep, we’re that good. 

HelloFresh supplies everything you need to prepare quality, delicious, home-cooked meals that require no planning, no shopping and no hassle. Every ingredient needed for our thousands of exclusive recipes is carefully planned, locally sourced and delivered to your door when it’s most convenient for you. 

Making dinner an experience - not just another meal - takes a lot of work and smart people. From Data Scientists to DevOps Engineers, to potato farmers, and the men and women who ensure every box is perfectly crafted for every customer, we’re collectively disrupting the food supply chain and the multi-trillion-dollar food tech industry. 

Our offices in Berlin, New York City, Sydney, Toronto, London, Amsterdam and Zurich are filled with more than 2,500 diverse, high-performing and international talents. We’re always looking for a few missing ingredients to perfect our recipe, so join us now and become part of the HelloFresh movement! 

Check out available opportunities across the globe here: https://www.hellofresh.com/careers/locations

Industry: Dienstleistungen für Verbraucher
Company Size: 10.001+ Beschäftigte

HelloFresh

As the HR Business Partner, you will play a pivotal role at HelloFresh, bringing objectivity to the team and value to the business by working closely with the Head of People, North America to execute the strategic direction, drive performance through people, and build a compelling work environment with an emphasis on engagement.

With a passion for the business, you will quickly learn its rhythm, how it functions, and how operations must ebb and flow to delight our customers. Primary responsibilities will be focused on building and leveraging our HR Business Partner and Center of Excellence models to provide a world-class employment experience for our teams.

You will report directly to the Head of People, North America and work directly with business leaders across the Headquarters location.

~~**This is a hybrid role with a need for on-site presence at minimum 2-3 days per week.** ~~You will...

- As an HR Business Partner, build solid relationships with each of your business and functional leaders, serving as the main point of contact for HR.

- Serve as the main HR contact for functional leaders up through VP-level, their teams (approximately 100 salaried/HQ employees), and interface regularly with members of the Executive team.

- Be a role model leader and champion of change, building organizational trust and promoting a positive workplace culture. Partner and communicate regularly with leadership on trends.

- Provide coaching and guidance to leaders and employees regarding employment issues in areas such as policy and procedure interpretation/application, coaching and corrective action, leaves of absence, development plans, and terminations.

- Review, interpret, administer, and ensure compliance with federal, state, and local employment laws, and company policies and procedures. Partner with Employee Relations and Legal on any agency charge responses.

- Work with leaders to proactively create and maintain workforce staffing plans. Manage recruiting efforts in partnership with the Talent Acquisition COE to ensure that competent, diverse, and skilled workers are hired, while minimizing turnover.

- In partnership with the Total Rewards COE team, oversee the implementation and execution of all benefits and compensation policies, procedures, programs, and communications. Provide guidance on benefits and compensation strategy planning and administration.

- Spearhead initiatives for client groups by developing programs and services to increase employee engagement, retention, and job satisfaction.

- Lead Talent Management events (including succession planning) in partnership with the Head of People, L&OD COE, and leadership to ensure a solid talent pipeline and readiness for advancement.

- In partnership with the L&OD COE, deliver onboarding, leadership training for all leaders, and compliance training on various HR topics, including ethics, labor laws, policies, and procedures.

- Oversee the performance management process and provide guidance to leaders on employee reviews and evaluations. Provide training and consultation as necessary.

- Develop strong relationships across the organization to strengthen HR involvement.

- Perform all other duties as assigned.

You are...

- A combination of education in Human Resources and 6+ years of human resources management experience, preferably within a high-growth, fast-paced, tech-related field or start-up environment.

- Solid understanding of HR issues specific to start-up and/or CPG and tech companies.

- Innovative, strategic thinker who can effectively leverage data to improve efficiency in a production-focused operational environment.

- Demonstrated experience leading change management initiatives, specifically in organizational design/structure, People program development and implementation, and/or People service delivery.

- Strong stakeholder management skills, particularly in business partnering with senior business leaders and global counterparts.

- Strong knowledge and experience with federal, state, and local employment laws.

- Excellent coaching and conflict resolution skills, with demonstrated experience leading complex workplace investigations.

- Ability to develop and execute a proactive employee and labor relations strategy focused on building leadership skills to promote employee engagement.

- Strong attention to detail and excellent interpersonal, problem-solving, listening, verbal, and written communication skills.

- Sound judgment and fair, ethical conduct with respect to employee relations and a highly diverse employee population.

- Ability to work in a rapidly changing, high-pressure environment with a significant degree of ambiguity.

- Ability to work varying shifts, including weekends and evenings, as dictated by business needs.

**You’ll get…**

- Competitive Salary & 401k company match that vests immediately upon participation

- Generous parental leave of 16 weeks & PTO policy

- $0 monthly premium and other flexible health plans

- 75% discount on your subscription to HelloFresh (as well as other product initiatives)

- Snacks, cold brew on tap & monthly catered lunches

- Company sponsored outings & Employee Resource Groups

- Collaborative, dynamic work environment within a fast-paced, mission-driven company

This job description is intended to provide a general overview of the responsibilities. However, the Company reserves the right to adjust, modify, or reassign work tasks and responsibilities as needed to meet changing business needs, operational requirements, or other factors.

New York Pay Range

$154,615—$180,370 USD

This position is also eligible for the HelloFresh equity plan.

Associate Director, HR Business Partner

Few things are more personal than getting dressed, but finding clothing that fits and looks great can be a challenge. Stitch Fix solves that problem. 

Stitch Fix is the leading online personal styling service that helps people discover the styles they will love that fit perfectly so they always look - and feel - their best. 

Through our team of expert stylists and best-in-class AI and recommendation algorithms, we leverage our assortment of exclusive and national brands to meet each client’s individual tastes and needs, making it convenient for our clients to express their personal style without having to spend hours in stores or sifting through endless choices online. 

Stitch Fix, which was founded in 2011, is headquartered in San Francisco.

Industry: Retail Apparel and Fashion
Company Size: 1,001-5,000 employees

Stitch Fix

**About Stitch Fix, Inc.**

Stitch Fix (NASDAQ: SFIX) is the leading online personal styling service that helps people discover the styles they will love that fit perfectly so they always look - and feel - their best. Few things are more personal than getting dressed, but finding clothing that fits and looks great can be a challenge. Stitch Fix solves that problem. By pairing expert stylists with best-in-class AI and recommendation algorithms, the company leverages its assortment of exclusive and national brands to meet each client's individual tastes and needs, making it convenient for clients to express their personal style without having to spend hours in stores or sifting through endless choices online. Stitch Fix, which was founded in 2011, is headquartered in San Francisco.

**About The Role**

As the VP, HR Business Partners & Shared Services you will lead the two most critical engines of our People function: our Business Partner (HRBP) and People Shared Services teams. This is a high-impact leadership role enabling business success and de-risking execution through a world-class People organization and processes. You will architect and operationalize the next iteration of a modern "Service Delivery Model" that clearly delineates between strategic and operational work. You will empower HRBPs to act as strategic partners to the business, while ensuring Shared Services delivers seamless, frictionless, and high-quality execution at scale.

This role also owns the vision and evolution of our HR tech ecosystem, including AI and automation strategy, ensuring our tech stack accelerates business outcomes, reduces manual work, and enables a best in class employee experience for our 4,000+ employees.

**You’re Excited About This Opportunity Because You Will…**

- Translate business strategy into a clear People agenda that proactively identifies risks and enables the organization to execute with confidence.

- Act as a trusted advisor to the CPO and executive team turning complex business challenges into actionable organizational, talent, and operational solutions.

- Ensure HRBPs are equipped with the tools, operation model and support they need to act as a strategic business partner.

- Mature the Shared Services model into a high-scale, data-driven and employee-experience oriented team.

- Ensure operational excellence across core processes .

- Design processes, workflows, and handoffs that eliminate friction and enable both teams to operate at their highest value.

- Continuously evolve the model based on business needs, scale, and feedback.

**The Experience You Bring Includes:**

- 12+ years of HR Leadership experience leading both HRBP organizations and People Operations/Shared Services in complex, high-stakes environments.

- A track record of leading large-scale organizational design, restructuring, or business transformation initiatives.

- Direct experience for implementing HR technology stacks, with a specific focus on AI/automation use cases.

- Demonstrated success in coaching and managing seasoned HRBP Directors and operational leaders.

**We’re Excited About You Because You…**

- Think in systems, not silos, understanding how strategy, operations and tech intersect to drive outcomes.

- Bring a business-first mindset to the People team, balancing operational rigor with a deep commitment to people and culture.

- Are energized by transformation and ambiguity and have a track record of leading organizations through change.

- Proactively seek out technology and gen AI use cases to modernize HR.

- Demonstrate strong executive presence and influence, with the ability to challenge and guide senior leaders.

**Compensation And Benefits**

This role will receive a competitive salary, benefits, and equity. The salary for US-based employees hired into this role will be aligned with the range below, which includes our three geographic areas. A variety of factors are considered when determining someone’s compensation–including a candidate’s professional background, experience, location, and performance. This position is eligible for an annual bonus, and new hire and ongoing grants of restricted stock units, depending on employee and company performance. In addition, the position is eligible for medical, dental, vision, and other benefits. Applicants should apply via our internal or external careers site.

Salary Range

$219,000—$365,000 USD

~~This link leads to the machine readable files that are made available in response to the federal Transparency in Coverage Rule and includes negotiated service rates and out-of-network allowed amounts between health plans and healthcare providers. The machine-readable files are formatted to allow researchers, regulators, and application developers to more easily access and analyze data.~~

Please review Stitch Fix's US Applicant Privacy Policy and Notice at Collection here: https://stitchfix.com/careers/workforce-applicant-privacy-policy

**Recruiting Fraud Alert:**

To all candidates: your personal information and online safety are top of mind for us. At Stitch Fix, recruiters only direct candidates to apply through our official career pages at https://www.stitchfix.com/careers/jobs or https://web.fountain.com/c/stitch-fix.

Recruiters will never request payments, ask for financial account information or sensitive information like social security numbers. If you are unsure if a message is from Stitch Fix, please email careers@stitchfix.com.

You can read more about Recruiting Scam Awareness on our FAQ page here: https://support.stitchfix.com/hc/en-us/articles/1500007169402-Recruiting-Scam-Awareness

VP, HR Business Partners & Shared Services

Established in 1959 in Brownsville, WI, Michels is an international leader in energy and infrastructure construction. Through organic growth, strategic acquisitions, and an understanding of our customers’ current and future needs, Michels has expanded into the civil, energy, energy transition and renewables, foundations, marine, transportation, and water and wastewater industries.  
 
Michels is a proud, family owned and operated company. We build solutions for safe, modern infrastructure throughout the world. Our engineering, procurement and construction services are supported by 8,000 people, 18,000 pieces of heavy equipment, more than 50 offices in the United States, and operations in Canada, Australia, and Europe. In 2023, Michels was named the 32nd largest contractor on the Engineering News-Record (ENR) Top 400 list.

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

Michels Corporation

Improving America’s infrastructure isn’t for the weak. It takes grit, determination, and hard work to execute high impact projects. Michels Corporation engages 8,000 people and 18,000 pieces of heavy equipment in our insatiable drive to be the best. Our work improves lives. Find out how a career as a Learning & Development Manager can change yours.

As a Learning & Development Manager – Leadership Development, you will lead the strategy, design, and delivery of leadership development experiences that strengthen leader capability and support Michels’ business growth. This role partners closely with business leaders and HR Business Partners to identify skill gaps, build scalable development solutions, and ensure learning is applied on the job.

This position will be responsible for supporting leadership development programming end‑to‑end—needs analysis, program design, content creation, materials creation, facilitator guides, facilitation, and continuous improvement—while ensuring learning standards, tools, and content remain consistent and high quality. You will also serve as a trusted coach and advisor, supporting leaders and team members through development planning when appropriate and partnering with HR Business Partners on talent development processes. This role also provides direction and support to a team of L&D professionals, ensuring consistent delivery standards, strong stakeholder partnership, and follow‑through on program outcomes. Experience developing digital learning content (e.g., Articulate Storyline 360) is valued to support blended and scalable leadership development.

Strong relationship building, confidence in facilitation, and the ability to create practical, hands‑on learning that drives behavior change are essential for success. It is essential to be positive and self-motivated with a high degree of responsibility, confidentiality, and accountability to be successful in the role. Individuals must present themselves in a professional manner in all interactions, work under limited supervision, and leverage your expertise in coaching to foster growth, enhance performance, and support career development. The anticipated salary range is $105,000 - $145,000 annually. This information reflects the anticipated base salary range for this position based on current market data. Minimums and maximums may vary based on location. Actual pay will be adjusted based on an individual's skills, experience, education, and other job-related factors permitted by law.

Why Michels?

- We are consistently ranked among the top 10% of Engineering News-Record’s Top 400 Contractors

- Our steady, strategic growth revolves around a commitment to quality

- We are family owned and operated

- We invest an average of $5,000 per employee on training each year

- We reward hard work and dedication with limitless opportunities

- We believe it is everyone’s responsibility to promote safety, regardless of job titles.

- We offer a comprehensive benefits program, including Health, Dental, Life, Flexible Spending Accounts, Health Savings Account, Short Term and Long-Term Disability Insurance, 401(k) plan, Legal Plan, and Identity Theft and Monitoring Plan.  Depending on your positions and location you may participate in a different benefit plan.

Why you?

- You thrive in fast-paced environments under tight deadlines

- You relish new challenges and evolving technology

- You enjoy collaborating and communicating with your teammates

- You like to know your efforts are noticed and appreciated

- You pride yourself on your planning and organizational skills

- You exceed in your ability to handle multiple projects at once

What it takes:

- Bachelor’s degree in related field, 10+ years’ experience in Learning and Development, Leadership Development, Talent Management, or related experience (or equivalent combination)

- Proven experience building leadership development programs end-to-end (needs analysis → design → facilitation → evaluation)

- Strong utilization of adult learning principles, instructional design, and talent development strategies; ability to create practical, hands‑on learning experiences

- Demonstrated experience leading and developing a team (direct or dotted‑line leadership), including setting priorities, coaching, and driving accountability for outcomes

- High‑level coaching and consultation experience (supporting leader growth and development planning)

- Excellent communication skills; strong facilitation/presentation capability and ability to engage large groups confidently

- Advanced MS Office skills; ability to create high‑quality learning materials (slides, guides, tools)

- Experience developing digital learning content and interactive e‑learning; proficiency with Articulate Storyline 360 is desired

- Certification in instruction design is desired

This information reflects the anticipated base salary for this position based on current market data. Minimums and maximums may vary based on location. Actual pay will be adjusted based on individual’s skills, experiences, education, and other job-related factors permitted by law.

Expected Salary Range: $105,000 USD - $145,000 USD

AA/EOE/M/W/Vet/Disability

https://www.michels.us/website-user-privacy-policy/

Learning & Development Manager - Leadership Development

Bonterra exists to propel every doer of good to their peak impact. We measure that impact against our vision to increase the giving rate as a percentage of GDP from 2.5% to 3% by 2033. It's a lofty goal, but we're confident that the right technology and expertise will strengthen trust in the sector, allowing the social good industry to accelerate growth. Bonterra’s solutions collectively support a unique network of over 16,000 nonprofit organizations and over 50 percent of Fortune 100 companies.

Industry: Software Development
Company Size: 1,001-5,000 employees

Bonterra

**US Salary: **$84,000 - $95,000

**About Us**

Bonterra exists to propel every doer of good to their peak impact. We measure that impact against our vision to increase the giving rate as a percentage of GDP from 2% to 3% by 2033. We know that this goal is lofty, but we are confident that the right technology and expertise will strengthen trust in the sector, allowing the social good industry to accelerate growth and reach peak impact. Bonterra's differentiated, end-to-end solutions collectively support a unique network of over 20,000 customers, including over 16,000 nonprofit organizations and over 50 percent of Fortune 100 companies. Learn more at bonterratech.com.

**About The Role**

We are seeking an Associate HR Business Partner (HRBP) to support day-to-day people operations while partnering with managers and employees to address employee relations matters. This role is ideal for someone who is both detail-oriented and people-focused—comfortable executing core HR processes while also navigating sensitive workplace issues.

**Key Responsibilities**

**People Operations (Tactical HR)**

- Execute core HR processes including onboarding, offboarding, job changes, and employee lifecycle updates

- Maintain accurate employee data in HRIS systems and ensure compliance with internal policies

- Support performance management cycles (goal setting, reviews, calibration logistics)

- Partner with payroll, benefits, and talent teams to ensure smooth HR operations

- Respond to employee inquiries related to policies, processes, and HR programs

- Assist in developing and updating HR policies, documentation, and internal resources

**Employee Relations**

- Serve as a first point of contact for employee relations concerns, including conflict resolution, performance issues, and workplace complaints

- Conduct intake, documentation, and initial investigations into employee concerns

- Partner with HRBPs and legal (as needed) on more complex or sensitive cases

- Coach managers on handling performance management, feedback, and employee issues

- Ensure consistent, fair, and compliant application of company policies

- Identify trends in employee relations and escalate insights to HR leadership

**Manager & Team Support**

- Provide guidance to managers on HR policies, best practices, and people management fundamentals

- Support organizational changes (restructures, team moves, etc.) from an operational and communication standpoint

- Help drive employee engagement initiatives and support action planning

**Compliance & Risk Management**

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

- Maintain documentation related to employee relations cases and HR actions

- Support audits and reporting as needed

**Qualifications**

- 2–5 years of HR experience, preferably in a generalist, HRBP, or people operations role

- Experience handling employee relations issues (e.g., investigations, performance management support)

- Strong understanding of HR processes and employment law fundamentals

- Excellent interpersonal and communication skills, with the ability to handle sensitive situations with discretion

- Highly organized with strong attention to detail and follow-through

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

**Preferred Qualifications**

- Experience working in a high-growth or dynamic organization

- Familiarity with HRIS systems (Workday preferred)

- Experience supporting or working with R&D leaders

- Experience with union employee populations

- Bachelor’s degree in HR, Business, or related field (or equivalent experience)

- HR certification (PHR, SHRM-CP) is a plus

**Success in This Role Looks Like**

- Employees and managers receive timely, accurate, and thoughtful HR support

- Employee relations issues are handled fairly, consistently, and with sound judgment

- HR processes run smoothly and efficiently with minimal errors

~~At this time, we are unable to consider candidates who require current or future sponsorship for employment authorization.~~

____________________________________________________________________________________

**Our Culture**

At Bonterra, we’re innovating with a higher purpose: to increase giving to 3% of US GDP by 2033, creating $573 billion more in global impact every year. At Bonterra, we foster an inclusive, equitable culture where every team member belongs and contributes to meaningful impact. Read more about our values and culture here.

**Compensation & Benefits**

We offer a comprehensive benefits package that supports your health, well-being and growth - explore full details here.

~~Compensation and benefits for this role apply to full-time employees in the United States and may vary based on local standards, laws and norms. Pay is determined by location, skills, experience, and education, and is one part of Bonterra’s total rewards package, which may also include bonuses, incentives, equity, and a comprehensive benefits program.~~

____________________________________________________________________________________

**Equal Opportunity & Accommodations**

At Bonterra, we are proud to be an Equal Opportunity Employer. We celebrate diversity and are committed to creating an inclusive environment for all employees. We provide equal employment opportunities without regard to race, color, religion, sex (including pregnancy, sexual orientation, or gender identity), national origin, age, disability, veteran status, or any other characteristic protected by law.

If you require a reasonable accommodation during the application process, please submit a request.

Associate HR Business Partner

We are a leading provider of insurance and reinsurance offering innovative risk management solutions for businesses worldwide. We partner with those who move the world forward, navigating complex risks and working across diverse industries to support and empower our clients.

Industry: Insurance
Company Size: 10,001+ employees

AXA XL

Chicgao, IL | New York, NY | Hartford, CT | Exton, PA

At AXA XL, we are transforming Human Resources. The strategic focus of Human Resources is to deliver the talent agenda in a World-Class way. We do this by designing and delivering programs, initiatives, tools and processes that enable AXA XL to attract, manage, engage, develop and retain the global talent needed to deliver on our opportunity and aspiration. Further, we are continuously improving HR capabilities and processes in order to support the business in a highly professional, efficient and cost effective manner.

As the HR Business Partner (HRBP), you will be responsible for bringing innovative and strategic practices and programs to the allocated client groups with particular emphasis on Talent Management & Organization Design, Transformation and Change, Recruitment & Retention, Compensation & Benefits and Employee Relations. In this role, you will be supporting leadership and colleagues across a range of HR activities thereby enabling the attraction, development and retention of “best-in-class” talent. Building a cohesive partnership with all functions within HR, including Talent Management, Compensation and Benefits is imperative.

What you’ll be doing

What will your essential responsibilities include?

- Being a strategic advisor and thought partner for the Americas Casualty, Specialty, Hartford Professional, and Distribution organizations

- Cultivating effective working relationships with business management teams by advising business leaders on people-management and employee relations issues, training and development, in alignment with HR initiatives

- Challenging, provoking and coaching business leaders on how to engage colleagues, address people issues and build people capabilities effectively.

- Leading and supporting the leadership teams on transformation and change activities

- Proactively developing, recommending and implementing HR strategic and tactical plans to support business goals, specifically with regard to staffing, retention, training, learning and development, immigration and employee relations.

- Advising managers on all employee issues including contractual changes, disciplinary matters and long-term leave (e.g. maternity leave, sickness, etc.) to ensure a fair and consistent approach within parameters of legal obligations and corporate/local policies.

- Partnering with the Compensation team to advise managers on salary, long term incentives and promotions.

- Supporting managers in the sourcing, selection and hiring of world-class talent. May include helping to manage the headcount approval process, advising on resourcing strategies and immigration matters, liaising with and managing third party recruitment, interviewing candidates, designing compensation packages and negotiating offers. All of this will be done in close partnership with the internal Talent Acquisition team.

- Partnering with the Talent Management COE on training needs analyses, identifying development solutions and coordinating talent management activities within allocated groups in conjunction with management and HR leadership while ensuring alignment with strategic priorities.

- Partnering with leaders on their teams’ organization effectiveness, structure and development of key talent. This will include succession planning, optimization of their teams (including building more effective teams) and support of change management initiatives.

- Supporting managers and employees on the annual performance management process and on sustaining performance management activities throughout the year while using these activities to build and maintain knowledge of "key talent" within allocated groups.

- Managing and/or contributing to local projects and strategic initiatives both in support of the Head of HR and as part of the HR network, as required.

You will report to the Senior Human Resources Business Partner.

What you’ll bring

We’re looking for someone who has these abilities and skills:

**Required Skills And Abilities**

- Extensive HR experience in a matrix environment, preferably in the financial services or insurance industry.

- Solid HR foundational skills in talent acquisition, talent development, compensation, employee relations and workforce planning.

- Familiarity with US employment law.

- Proven experience in transformation situations with successful participation in change management efforts.

- Experience leading talent development and succession planning initiatives.

- Prior experience with generating and analyzing HR metrics to drive business results; reliable business acumen.

- Demonstrated interpersonal communication, presentation, facilitation and influence management skills in order to effectively communicate with all levels of the organization.

- Keen customer focus with a willingness to ensure that the customer perspective is a driving force behind decisions and activities.

- Pragmatic, with the ability to devise right-sized solutions to problems, often with incomplete information.

- Comfort with and ability to navigate through ambiguity; ability to prioritize multiple streams of work from multiple sources without sacrificing quality.

- Results-oriented with a sense of urgency and laser focus on service delivery; willingness to be hands-on with a "can-do, will-do" attitude.

What we offer

**Inclusion**

AXA XL is committed to equal employment opportunity and will consider applicants regardless of gender, sexual orientation, age, ethnicity and origins, marital status, religion, disability, or any other protected characteristic. At AXA XL, we know that an inclusive culture and enables business growth and is critical to our success. That’s why we have made a strategic commitment to attract, develop, advance and retain the most inclusive workforce possible, and create a culture where everyone can bring their full selves to work and reach their highest potential. ~~It’s about helping one another — and our business — to move forward and succeed.~~

- Five Business Resource Groups focused on gender, LGBTQ+, ethnicity and origins, disability and inclusion with 20 Chapters around the globe.

- Robust support for Flexible Working Arrangements

- Enhanced family-friendly leave benefits

- Named to the Diversity Best Practices Index

- Signatory to the UK Women in Finance Charter

Learn more at Inclusion & Diversity at AXA XL | AXA XL. AXA XL is an Equal Opportunity Employer.

**Total Rewards**

AXA XL’s Reward program is designed to take care of what matters most to you, covering the full picture of your health, wellbeing, lifestyle and financial security. It provides competitive compensation and personalized, inclusive benefits that evolve as you do.

We’re committed to rewarding your contribution for the long term, so you can be your best self today and look forward to the future with confidence.

**Sustainability**

At AXA XL, Sustainability is integral to our business strategy. In an ever-changing world, AXA XL protects what matters most for our clients and communities. We know that sustainability is at the root of a more resilient future. Our 2023-26 Sustainability strategy, called “Roots of resilience”, focuses on protecting natural ecosystems, addressing climate change, and embedding sustainable practices across our operations.

**Our Pillars**

- Valuing nature: How we impact nature affects how nature impacts us. Resilient ecosystems - the foundation of a sustainable planet and society – are essential to our future. We’re committed to protecting and restoring nature – from mangrove forests to the bees in our backyard – by increasing biodiversity awareness and inspiring clients and colleagues to put nature at the heart of their plans.

- Addressing climate change: The effects of a changing climate are far-reaching and significant. Unpredictable weather, increasing temperatures, and rising sea levels cause both social inequalities and environmental disruption. We're building a net zero strategy, developing insurance products and services, and mobilizing to advance thought leadership and investment in societal-led solutions.

- Integrating ESG: All companies have a role to play in building a more resilient future. Incorporating ESG considerations into our internal processes and practices builds resilience from the roots of our business. We’re training our colleagues, engaging our external partners, and evolving our sustainability governance and reporting.

- AXA Hearts in Action: We have established volunteering and charitable giving programs to help colleagues support causes that matter most to them, known as AXA XL’s “Hearts in Action” programs. These include our Matching Gifts program, Volunteering Leave, and our annual volunteering day – the Global Day of Giving.

For more information, please see Sustainability at AXA XL.

The U.S. base salary range for this position is $104,900 to $183,800 USD.

Actual pay will be determined based upon the individual’s skills, experience and location. We strive for market alignment and internal equity with our colleagues’ pay.

At AXA XL, we know how important physical, mental, and financial health are to our employees, which is why we are proud to offer benefits such as a competitive retirement savings plan, health and wellness programs, and many other benefits. We also believe in fostering our colleagues' development and offer a wide range of learning opportunities for colleagues to hone their professional skills and to position themselves for the next step of their careers. For more details about AXA XL’s benefits offerings, please visit US Benefits at a Glance 2026.

Who we are

AXA XL, the P&C and specialty risk division of AXA, is known for solving complex risks. For mid-sized companies, multinationals and even some inspirational individuals we don’t just provide re/insurance, we reinvent it.

How? By combining a comprehensive and efficient capital platform, data-driven insights, leading technology, and the best talent in an agile and inclusive workspace, empowered to deliver top client service across all our lines of business − property, casualty, professional, financial lines and specialty.

With an innovative and flexible approach to risk solutions, we partner with those who move the world forward.

Learn more at axaxl.com

Want to know more?

(entity specifics add-ons & variables: Videos, testimonials, maps, infographics on benefits….)

Human Resources Business Partner

Intel’s mission is to shape the future of technology to help create a better future for the entire world. By pushing forward in fields like AI, analytics and cloud-to-edge technology, Intel’s work is at the heart of countless innovations. From major breakthroughs like self-driving cars and rebuilding the coral reefs, to things that make everyday life better like blockbuster effects and improved shopping experiences — they’re all powered by Intel technology. With a career at Intel, you have the opportunity to help make the future more wonderful for everyone.

Join us.

Industry: Semiconductor Manufacturing
Company Size: 10,001+ employees

Intel Corporation

**Job Details**

Job Description:

The Human Resources Manager provides end-to-end HR partnership to leaders and employees across the employee lifecycle. This role also carries embedded Employee and Workplace Relations responsibilities, including advising on workplace concerns, conducting fact-finding and investigations, coaching leaders through complex performance and conduct situations, and helping ensure consistent, compliant outcomes that support a respectful and productive workplace. The role partners closely with HR centers of excellence (e.g., Talent Acquisition, Total Rewards, Learning and Development), and Employment/Labor counsel and other stakeholders as needed, to strengthen manager capability, improve engagement, and continually improve policies, practices, and processes.

**Key Responsibilities**

~~HR Business Partnership and Employee Lifecycle~~

- Partner with business leaders to deliver HR strategy and day-to-day HR guidance aligned to business goals and organizational health.

- Deliver core HR programs and processes (e.g., onboarding/offboarding, performance management, development planning, talent reviews, workforce planning support, and employee movement).

- Coach and enable managers on effective people leadership practices, including feedback, development, and difficult conversations.

- Support organizational changes (e.g., reorganizations, role changes, workforce transitions) by providing change-management guidance and ensuring HR processes and documentation are followed.

- Collaborate with HR centers of excellence and shared services to coordinate solutions and ensure a consistent employee experience.

~~Employee and Workplace Relations~~

- Serve as a primary advisor to leaders and employees on workplace concerns and employee relations matters, ensuring timely, consistent, and well-documented resolution.

- Develop and implement positive employee relations strategies that mitigate the risk of third-party intervention and maintain the direct relationship between employees and Intel.

- Lead and resolve complex employee relations cases (e.g., conduct, performance, conflict, retaliation and other concerns) by developing case strategy, partnering with relevant stakeholders, and documenting outcomes.

- Conduct and/or support workplace investigations and complaint resolution, including planning, interviews, evidence review, findings documentation, and recommendations for corrective action, coordinate with Legal, Security, Compliance, and other partners as appropriate.

- Apply HR policies and practices consistently; identify themes and opportunities to improve manager practices, employee experience, and workplace culture.

- Partner with Employment/Labor counsel on higher-risk matters and compliance considerations, including maintaining awareness of applicable employment laws and employee rights (e.g., National Labor Relations Act and related regulations).

- Support respectful and constructive employee communications by synthesizing feedback from surveys, listening mechanisms, and internal feedback channels; translate insights into recommendations and action plans.

- Develop and deliver manager and employee enablement (e.g., training, toolkits, communications) related to respectful workplace expectations, conflict management, policy understanding, and leader capability.

- Prepare concise summaries, risk assessments, and reports for HR and business leaders; contribute to newsletters or updates that communicate themes, actions taken, and available resources.

- Maintain accurate case files and documentation in accordance with record-retention and confidentiality requirements.

- Assess broader patterns and systemic issues; benchmark external trends and leading practices to inform updates to workplace policies, guidelines, and processes.

~~Insights, Analytics and Continuous Improvement~~

- Use qualitative and quantitative data (e.g., case themes, engagement feedback, attrition indicators) to inform priorities and recommendations.

- Identify process gaps and implement improvements to increase clarity, consistency, and efficiency in HR and employee relations workflows.

- Contribute to cross-functional projects that strengthen leader capability, policy adherence, and organizational effectiveness.

**Core Competencies**

- Judgment and integrity; maintains confidentiality and acts with discretion.

- Conflict resolution and problem solving; able to navigate ambiguity.

- Consultative influence; builds trust and partners effectively without authority.

- Clear written and verbal communication; able to craft executive-ready summaries.

- Program and stakeholder management; strong follow-through and attention to detail.

- Change agility; supports leaders and teams through transitions.

**Qualifications**

You must possess the minimum qualifications to be initially considered for this position. Preferred qualifications are in addition to the minimum requirements and are considered a plus factor in identifying top candidates. This position is not eligible for Intel's immigration sponsorship.

**Minimum Qualifications**

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

- 6+ years of progressive experience in HR Business Partnership, Employee Lifecycle, Employee and Workplace Relations.

- Experience partnering with Employment/Labor counsel on complex matters and supporting labor-management processes where applicable.

- Experience navigating union organizing campaigns from a proactive perspective

- Experience driving positive employee relations, including union campaign strategies, development, implementation and direct persuasion.

- Experience using employee listening mechanisms (e.g., surveys, focus groups, internal forums) to inform action planning and measure outcomes.

**Preferred Qualifications**

- HR certification (e.g., SHRM-CP/SHRM-SCP, PHR/SPHR) or equivalent demonstrated expertise.

- Experience with HR case management tools and HRIS systems.

- Demonstrated experience designing and delivering training plans and employee/leader communications.

- Experience supporting organizational design or change initiatives and executing HR roadmaps in partnership with business leaders.

- Demonstrated commitment to diversity, equity, inclusion, and respectful workplace culture.

**Job Type**

Experienced Hire

**Shift**

Shift 1 (United States of America)

Primary Location:

US, Oregon, Hillsboro

Additional Locations:

**Business Group**

Intel's Human Resources group is responsible for hiring, developing and retaining the best and brightest employees while continuing to strengthen the company's culture and values. Intel Human Resources provides first-rate, cost-effective services and support to employees worldwide and is dedicated to advancing Intel's business goals.

**Posting Statement**

All qualified applicants will receive consideration for employment without regard to race, color, religion, religious creed, sex, national origin, ancestry, age, physical or mental disability, medical condition, genetic information, military and veteran status, marital status, pregnancy, gender, gender expression, gender identity, sexual orientation, or any other characteristic protected by local law, regulation, or ordinance.

Position of Trust

N/A

**Benefits**

We offer a total compensation package that ranks among the best in the industry. It consists of competitive pay, stock bonuses, and benefit programs which include health, retirement, and vacation. Find out more about the benefits of working at Intel.

Annual Salary Range for jobs which could be performed in the US: $117,570.00 - 199,700.00 USD

The range displayed on this job posting reflects the minimum and maximum target compensation for the position across all US locations. Within the range, individual pay is determined by work location and additional factors, including job-related skills, experience, and relevant education or training. Your recruiter can share more about the specific compensation range for your preferred location during the hiring process.

**Work Model for this Role**

This role will be eligible for our hybrid work model which allows employees to split their time between working on-site at their assigned Intel site and off-site. * Job posting details (such as work model, location or time type) are subject to change.

ADDITIONAL INFORMATION: Intel is committed to Responsible Business Alliance (RBA) compliance and ethical hiring practices. We do not charge any fees during our hiring process. Candidates should never be required to pay recruitment fees, medical examination fees, or any other charges as a condition of employment. If you are asked to pay any fees during our hiring process, please report this immediately to your recruiter.

At Alliance Pharma, we are a growing consumer healthcare company. Our purpose is to empower people to make a positive difference to their health and wellbeing by making our trusted and proven brands available around the world.

We deliver organic growth through investing in our priority brands and channels, in related innovation, and through selective geographic expansion to increase the reach of our brands. We have previously enhanced our organic growth through selective, complementary acquisitions.
Headquartered in Chippenham, UK, we employ around 290 people based in locations across Europe, North America, and the Asia Pacific region. By outsourcing our manufacturing and logistics we remain asset-light and focused on maximising the value we can bring, both to our stakeholders and to our brands. 

Over the last year, Alliance has sharpened its purpose, vision and strategy to align with the stated move towards a predominantly consumer healthcare company, to better position the company for the future, and in response to changing underlying market dynamics. In line with this new strategy, Alliance will focus on the global priority categories of helping damaged skin and supporting healthy aging.  

Our vision is to be a high performing consumer healthcare company, built on a portfolio of leading, trusted and proven brands. Consumer health products currently deliver 75% of our revenue sales and this continues to be an area of focus going forward.

For more information, please visit our website:  www.alliancepharmaceuticals.com  


Adverse Event Reporting
Adverse events should be reported. Reporting forms and information can be found at www.mhra.gov.uk/yellowcard.
Adverse events should also be reported to Pharmacovigilance at Alliance Pharmaceuticals (tel: 01249 466966, email: pharmacovigilance@alliancepharma.co.uk)

Industry: Retail Health and Personal Care Products
Company Size: 201-500 employees

Alliance Pharmaceuticals Limited

We’re looking for a proactive and people-focused **HR Co‑Ordinator ** to join our Global HR team in Cary, US. If you’re a confident HR professional who thrives in a varied and **independent contributor ** HR role where you will be balancing employee support with smooth, day‑to‑day office management, this is your opportunity to shine.

In this **part‑time (approx. 30 hours per week **), hybrid role, you’ll work closely with our Associate Director of HR Business Partnering (who is based in the UK) to help shape a positive employee experience, keep our Cary office running efficiently, and contribute to meaningful HR initiatives across the US business.

**The purpose of the HR Co-ordinator (US) is to **

- Provide high-quality, operational HR support to employees and leaders across the United States.

- Focus on day-to-day HR administration, employee support, payroll and benefits coordination and office and safety support, working closely with central HR teams and third-party providers.

**What you’ll be responsible for **

~~Payroll, benefits & third-party coordination ~~

• Coordinate US payroll and benefits administration in partnership with external providers.

• Act as the liaison between employees, third-party providers and the UK-based HR Service & Delivery Manager.

• Support annual benefits renewals and employee communications relating to payroll and benefits.

~~HR operations & employee support ~~

• Act as the first point of contact for general HR queries from US-based employees and Line Managers.

• Provide guidance on HR processes, policies, and procedures, escalating complex matters as appropriate.

• Support employee lifecycle activities, including onboarding, contractual changes, and leaver processes.

• Maintain accurate employee records and ensure data integrity across HR systems.

~~Employee relations support ~~

• Provide administrative and coordination support for employee relations matters.

• Prepare documentation, letters, and records as required, escalating issues that require senior HR input.

~~Office management & safety (Cary office) ~~

• Provide coordination support for office management activities at the Cary office.

• Support health and safety administration and compliance activities, within a defined scope.

• Liaise with the Global Facilities team as required.

~~Compliance & policy support ~~

• Support the implementation of HR policies and ensure they are consistently applied.

• Coordinate annual policy reviews with retained third-party providers.

• Support audits, reporting, and compliance requirements as needed.

~~Collaboration & escalation ~~

• Work closely with UK-based HR colleagues, including Talent Acquisition, Talent Development, and HR Service & Delivery.

• Escalate complex, sensitive, or high-risk matters to senior HR leadership in a timely manner.

**What we are looking for **

- Proven experience in an HR administrative or coordination role within the US.

- Strong working knowledge of US HR processes, employment practices, and compliance requirements.

- Hands‑on experience coordinating payroll and benefits with third‑party providers.

- Exceptional organisational skills and high attention to detail.

- Ability to work independently, manage competing priorities, and thrive in a remote environment.

- Professional, empathetic, and people‑focused communication style.

- Experience supporting a multi‑state US workforce with varied employment regulations.

- Exposure to health & safety responsibilities or basic office management tasks.

- Experience collaborating with global or UK‑based HR teams.

- Demonstrates a people‑first mindset while balancing operational needs, acting with clarity, consistency, confidentiality, and strong judgment.

Human Resources Coordinator

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

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

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

Company 3

**Business Unit **: Company 3

**Position **: Human Resources Administration, Manager

**Location **: US (Remote)

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

**Position Summary**

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

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

**Main Duties**

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

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

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

- Respond to employee inquiries regarding HR policies and procedures.

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

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

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

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

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

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

- Other duties or special projects as assigned.

**What You Bring**

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

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

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

- Ability to work both autonomously and collaboratively.

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

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

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

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

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

- Thrives in a fast-paced environment.

- Entertainment and/or Media industry experience preferred.

**About The Company**

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

**Diversity And Inclusion At Company 3**

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

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

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

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

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

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

Human Resources Administration, Manager (Process Operation)

With over 120 offices and 6,700 team members in major metropolitan areas and suburban cities throughout the U.S., CBIZ (NYSE: CBZ) delivers top-tier financial and employee business services to organizations of all sizes, as well as individual clients, by providing national-caliber expertise combined with highly personalized service delivered at the local level. 

We’re one of the nation's leading:

•	Accounting Providers* — Top 11 Largest Accounting Provider Nationally1
•	Employee Benefits Specialists — Top 30 Largest Broker of U.S. Business2
•	Property & Casualty Brokerage and Risk Consulting Firms
•	Valuation Firms 
•	Retirement & Investment Solutions Providers 

In 2023, CBIZ received 100 national workplace awards, including:

•	2023 Top Workplaces USA 
•	2023 Best & Brightest Companies in the Nation 
•	2023 Fortune Best Workplaces for Women
•	2023 Top Workplaces: Culture Excellence in Leadership, Purpose & Values, Work- Life Flexibility, Compensation & Benefits, Innovation, Employee Appreciation, Professional Development

*CBIZ is a business consulting, tax and financial services provider and works closely with MHM (Mayer Hoffman McCann P.C.), an independent CPA firm providing audit, review and attest services. CBIZ and MHM are members of Kreston Global, a worldwide network of independent accounting firms.
1 Accounting Today – March 2024
2 Business Insurance magazine – July 2023

View our CBIZ Social Media Community Guidelines here - https://www.cbiz.com/privacy-policy/cbiz-social-media-community-guidelines

Industry: Business Consulting and Services
Company Size: 5,001-10,000 employees

CBIZ

**Job Description**

**Essential Functions And Primary Duties**

- Function as administrative support for the HR Shared Services Team assisting HR Business Partners, HR Shared Services Specialists, and employees

- Front door for incoming HR Shared Services help desk requests and questions, delivering excellent customer service

- Manages incoming department email requests and assigns to appropriate team members

- Delegates HR Help Desk tickets to the appropriate queue and/or agent.

- Completes electronic filing and maintains hardcopy personnel files and employment agreements

- Data entry into Oracle Converge

- Administer special projects as requested and communicates status to appropriate personnel

- Effectively operates all department equipment and software applications

- Execute administrative duties as assigned

- Additional responsibilities assigned

**Preferred Qualifications**

- HR experience preferred

- Demonstrated attention to accuracy and details

- Ability to maintain a high level of confidentiality

**Minimum Qualifications**

- High School diploma or GED

- Demonstrated ability to communicate verbally and in writing throughout all levels of an organization, both internally and externally

- Proficient use of applicable technology

- Ability to work in a team environment as well as independently

**About Us**

CBIZ Inc. is a leading professional services advisor to middle market businesses and organizations nationwide. With unmatched industry knowledge and expertise in accounting, tax, advisory, benefits, insurance, and technology, CBIZ delivers forward-thinking insights and actionable solutions to help clients anticipate what's next and discover new ways to accelerate growth. CBIZ has more than 10,000 team members across more than 160 locations in 22 major markets coast to coast.

CBIZ strives to be our team members' employer of choice by creating an environment where team members are appreciated, recognized for their contributions, and provided with opportunities to grow, both personally and professionally, throughout their careers.

Together, CBIZ and CBIZ CPAs are ranked as one of the top providers of accounting services in the United States. CBIZ CPAs is an independent CPA firm that provides audit, review and attest services, while CBIZ provides business consulting, tax and financial services. In certain jurisdictions, CBIZ CPAs operates under its previous name, Mayer Hoffman McCann P.C.

HRSS Coordinator (Temp-to-Hire)

Chubb is a world leader in insurance. With operations in 54 countries and territories, Chubb provides commercial and personal property and casualty insurance, personal accident and supplemental health insurance, reinsurance and life insurance to a diverse group of clients. As an underwriting company, we assess, assume and manage risk with insight and discipline. We service and pay our claims fairly and promptly. The company is also defined by its extensive product and service offerings, broad distribution capabilities, exceptional financial strength and local operations globally. Parent company Chubb Limited is listed on the New York Stock Exchange (NYSE: CB) and is a component of the S&P 500 index. Chubb maintains executive offices in Zurich, New York, London, Paris and other locations, and employs approximately 40,000 people worldwide.

Read our Social Media Guidelines here: https://www.chubb.com/us-en/about-chubb/chubbs-social-media-guidelines.aspx

Notre section « À propos » est également disponible en français, ici: https://www.chubb.com/ca-fr/about-chubb-in-canada/a-propos-de-chubb-au-canada.aspx

Industry: Versicherungswesen
Company Size: 10.001+ Beschäftigte

Chubb

**Job Description**

The **Global Head Insurance Learning ** is responsible for designing and implementing comprehensive learning and development strategies focused on the upskilling and continuous education of underwriters and claims adjusters. This role spans across Chubb’s global products, markets, customer segments, industry practices and distribution channels.

The incumbent will work closely with Business Heads, HR Business Partners, the Global and Regional Talent & Development teams to implement learning programs and practices to develop and engage employees to achieve business priorities and objectives.

This position requires a collaborative leader with a growth mindset who has the maturity, judgment, energy and discipline to effectively deliver in Chubb’s fast paced and matrixed environment. The role reports to the Executive Vice President, Chief Talent Officer.

**Responsibilities**

-  Develop and execute a global learning strategy focused on underwriting and claims excellence

-  Oversee the design, development and delivery of training programs, ensuring alignment with compliance, regulatory, and industry standards

-  Provide blended learning solutions, including in-person, virtual and digital learning platforms

-  Lead holistic approach to Early Career learning, including Associate, Apprentices and Interns

-  Identify opportunities for bespoke, product-specific curricula for experienced employees

-  Partner with Talent & Development colleagues to deliver region-specific learning initiatives

-  Oversee a relationship management model that balances multiple stakeholders (e.g., Business Leaders, HR, Region/Business L&D) while effectively deploying global resources in an agile way

-  Lead skills-based learning initiatives to bridge workforce skill gaps tied to skills taxonomies

-  Maximize Oracle and LinkedIn Learning functionality to scale access to and impact of learning

-  Design and deliver skills academies for critical roles in tight partnership with Business Units

-  Clearly define and measure learning outcomes, including enhanced levels of authority

-  Shape and refine Learning function’s operating model to ensure efficiency and effectiveness

-  Implement learning platforms and AI technologies that optimize resources and scale learning

-  Manage learning budgets, vendor relationships, and external education partners

**Qualifications**

- Extensive experience (10+ years) in learning and development roles within insurance

- Deep understanding of insurance operations, especially underwriting and claims workflows

- Knowledge of regulatory requirements and professional standards in major insurance markets

- Familiarity with learning technologies and emerging AI-enabled platforms

- Strategic leadership; stakeholder engagement and influencing skills

- Demonstrated ability to attract, develop and retain high-performing team

- Experience managing a geographically dispersed team; preferably including outside the U.S.

- Ability to collaborate across all levels of the organization and manage complex projects

-  Ability and comfort in presenting and facilitating effectively to small and large audiences

- Data-driven, with experience in applying analytics to learning outcomes

The pay range for the role is $160,000-$240,000.**The specific offer will depend on an applicant’s skills and other factors. **This role may also be eligible to participate in a discretionary annual incentive program. Chubb offers a comprehensive benefits package, more details on which can be found on our careers website . **The disclosed pay range estimate may be adjusted for the applicable geographic differential for the location in which the position is filled.**

**About Us**

Chubb is a world leader in insurance. With operations in 54 countries, Chubb provides commercial and personal property and casualty insurance, personal accident and supplemental health insurance, reinsurance, and life insurance to a diverse group of clients. The company is distinguished by its extensive product and service offerings, broad distribution capabilities, exceptional financial strength, underwriting excellence, superior claims handling expertise and local operations globally.

At Chubb, we are committed to equal employment opportunity and compliance with all laws and regulations pertaining to it. Our policy is to provide employment, training, compensation, promotion, and other conditions or opportunities of employment, without regard to race, color, religious creed, sex, gender, gender identity, gender expression, sexual orientation, marital status, national origin, ancestry, mental and physical disability, medical condition, genetic information, military and veteran status, age, and pregnancy or any other characteristic protected by law. Performance and qualifications are the only basis upon which we hire, assign, promote, compensate, develop and retain employees. Chubb prohibits all unlawful discrimination, harassment and retaliation against any individual who reports discrimination or harassment.

Chubb Global Learning Manager

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

Sundayy (Formerly Wiraa) makes job discovery feel less chaotic and more intentional. Instead of jumping between platforms, repeating the same steps, and getting lost in the process, everything is brought into one place so you can focus on what actually matters. No clutter, no confusion, just a clearer way to move forward.

Industry: Technology, Information and Internet
Company Size: 11-50 employees

Sundayy

**About The Company**

Leidos is a leading technology solutions provider committed to delivering innovative services and solutions across various sectors, including government, defense, intelligence, and healthcare. With a strong focus on operational excellence and customer satisfaction, Leidos strives to make a positive impact by leveraging cutting-edge technology and expert talent. The company fosters a collaborative and inclusive work environment that encourages professional growth, diversity, and continuous improvement. As a trusted partner in complex projects, Leidos emphasizes integrity, accountability, and excellence in all its endeavors, making it an ideal organization for professionals seeking meaningful and impactful careers.

**About The Role**

Leidos is seeking a Human Resources Business Partner (HRBP) to join our dynamic HR team. This strategic role offers an exciting opportunity to collaborate with a fast-paced business environment, providing expert HR guidance and solutions to support organizational growth and performance. The HRBP will serve as a trusted advisor to business leaders, developing and executing HR strategies aligned with organizational objectives. The role involves partnering with various HR teams, including Centers of Excellence and Shared Services, to deliver comprehensive HR initiatives across employee engagement, talent management, organizational development, and culture enhancement. The ideal candidate will have a strong background in HR generalist functions, data analysis, and change management, with the ability to influence and build relationships at all levels of the organization.

**Qualifications**

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

- 8+ years of relevant HR experience; additional experience may be considered in lieu of degree

- Extensive HR subject matter expertise, including experience as HR Generalist or Business Partner

- Strong business acumen and proficiency in data analysis

- Proven ability to build relationships, consult, coach, and influence senior leadership

- Experience in employee relations, organizational change, and talent development

- Excellent verbal and written communication skills

- Proficiency in Microsoft Office Suite, especially Excel

- U.S. citizenship and ability to obtain security clearance as required

**Responsibilities**

- Develop and implement HR strategies and solutions for assigned business portfolios and programs

- Partner with clients, HR Centers of Excellence, and Shared Services to deliver HR initiatives and daily operational support

- Facilitate employee engagement, employee relations, and performance management processes

- Support talent acquisition, leadership development, and workforce planning efforts

- Drive organizational change initiatives and support organizational design efforts

- Utilize data analytics to assess organizational effectiveness and identify areas for improvement

- Collaborate with HR SMEs to deliver high-quality, efficient HR services and solutions

- Lead change management efforts and support client groups through transformation initiatives

- Provide coaching and consultation to senior leaders to foster a high-performance culture

**Benefits**

- Competitive salary within the range of $92,300 to $166,850

- Comprehensive health, dental, and vision insurance plans

- Retirement savings plans with company contributions

- Paid time off and holidays

- Professional development and training opportunities

- Work-life balance initiatives and flexible work arrangements

- Inclusive and diverse work environment that values employee well-being

Equal Opportunity

Leidos is an equal opportunity employer committed to creating a diverse and inclusive workplace. All qualified applicants will receive consideration for employment without regard to sex, race, ethnicity, age, national origin, citizenship, religion, physical or mental disability, medical condition, genetic information, pregnancy, family status, marital status, ancestry, sexual orientation, gender identity or expression, veteran or military status, or any other protected characteristic. We also consider qualified applicants with criminal histories in accordance with applicable laws. We believe in fostering a workplace where everyone can thrive and contribute to our collective success.

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