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

Savvy Admin PROD

**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

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

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

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

Hexagon Geosystems

**Local People Partner – United States **

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

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

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

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

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

**Duties and Responsibilities **

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

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

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

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

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

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

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

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

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

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

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

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

- Manage remuneration and commission process in area of responsibility.

- Prepare input or presentations for management as requested.

- Support due diligence and integration activities for company acquisitions.

- Support global HR initiatives as appropriate.

**Qualifications and experience **

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

- Prior experience working with commission plans and variable pay structures

- Strong leadership and influence skills.

- Experience partnering with managers within a complex, matrix organization

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

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

- High degree of accuracy and attention to detail

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

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

- Commitment to continuous improvement and further development of skills

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

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

- Ability to meet deadlines in a fast-paced environment

- Keen sense of urgency, responsibility and accountability

- Commercial acumen and insight

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

- Developed and practiced problem solving and decision-making skills

- Confidentiality and personal integrity are key characteristics

**Education **

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

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

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

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

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

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

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

Local People Partner - US

Trupanion is the fastest-growing player in the pet medical insurance space. We are known for superior coverage and top-notch customer service. We pride ourselves on swift claims resolutions and providing the best medical insurance care available. 

We're growing our footprint throughout North America and need ambitious, data-driven individuals with innovation in their DNA to join our team and help nurture a market with immense opportunity. 

Trupanion is underwritten in the U.S. by American Pet Insurance Co. and Canada by Omega General Insurance Co.

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

Trupanion

**Company Description**

Trupanion is a leading provider of medical insurance for cats and dogs in North America. Our mission is to help loving, responsible pet owners budget and care for their pets. At Trupanion, we offer a collaborative, casual, and pet-friendly environment where everyone is encouraged to be themselves.

**Job Description**

As an Employee Relations Partner, you will play a vital role in partnering with Managers, People Business Partners (PBPs), Sr. Director of People Business Partners, and internal/external employment Counsel on a variety of employee relations and compliance matters. You will help address complex workplace issues, help resolve conflict, conduct investigations, and mitigate risk by ensuring the company’s compliance with employment laws and regulations while working to simultaneously maintain positive employee relations with our team members (employees). You will report directly to the Sr. Director, People Business Partners.

The ideal candidate will have a highly level of discretion, excellent communication skills, and strong knowledge of U.S and Canada employment law along with experience in conducting workplace investigations involving both non-exempt and exempt team members and experience interpreting and applying federal, state, and local employment laws in the U.S. where the majority of workforce is located.

This position is open to **candidates in the Seattle area. **You will have a hybrid remote/in-office schedule where you will work from our casual, pet-friendly office at least **3 days a week **.

**Responsibilities Include The Following But Are Not Limited To**

- Partner closely with People Business Partner team and ensure visibility and input on employee relations matters that you will lead including but not limited to:

- Investigations into employee complaints, policy violations, and critical incidents, ensuring fair and equitable resolution.

- Mediation between team members and managers to resolve conflict

- Supplement live exit interviews (in addition to reviewing Peakon offboarding exit surveys)

- Advising and supporting management on employee relations matters and best practices.

- Partner with Talent Acquisition team to support on adverse action related to background screens

- Lead the involuntary separation process; prepare manager and partner with them to conduct involuntary separation conversation with team members and coordinate separation process with facilities and Tech (IT) team

**Compliance**

- Ensure company policies and procedures are implemented and followed effectively to maintain a productive and inclusive work environment.

- Support annual employee handbook/policy updates partnering with Policy Owner, internal/external Counsel, and HR Operations team to ensure resources are up to date and in compliance

- Assist managers/team members in interpreting policies and procedures

- Stay abreast of emerging employment regulations

- Support ADA Accommodation requests:

- Partner closely with Leave Specialist and Manager(s) on accommodation requests, leading the interactive process to guide managers and facilitate thoughtful, fair, and consistent decisions on accommodation requests that balance team member and business needs

- Ensure PBPs are informed in case other factors should be considered (performance management etc.)

- Partner with Learning & Development team, internal/external Counsel to create, lead, or review employee relations and compliance related training

**Immigration**

- Own oversight of employment based work permits acting as liaison with external immigration attorney and team member/manager

- Partner with PBPs, DEI leadership, and Learning & Development to identify themes and areas to improve performance management and other employee relations areas to bolster team member engagement, manager effectiveness, and compliance.

- Provide support with drafting and reviewing performance agreements and coaching managers on how to manage performance issues and concerns.

**Qualifications**

- Bachelor’s degree – concentrations in business, human resources, or other related fields OR equivalent experience required

- Certifications: Professional HR certifications, such as SHRM-CP/SCP or PHR/SPHR a plus

- 5+ years working in employee relations, and conducting workplace investigations or equivalent experience

- Demonstrated strong experience and knowledge in employment law/compliance, ADA interactive process and employee relations procedures, principles, and processes preferred

- HR Experience in a multi-state and non-exempt hourly workforce in the U.S. and familiarity in Canada preferred

**Skills**

- Strong Interpersonal skills including empathy, emotional intelligence, and the ability to build trust with employees and leaders at all levels of the organization essential.

- Ability to analyze complex situations, synthesize evidence, and use sound judgment to develop and recommend appropriate solutions is critical.

- Exceptional written and verbal communication skills are necessary for conducting investigations, advising management, and mediating disputes.

- A high level of discretion and the ability to manage highly sensitive and confidential information with integrity is essential

- Ability to manage competing priorities in a fast-paced environment.

**Compensation**

- The pay range for this position is $75,000 - $85,000, on a full-time schedule.

- Along with base salary, Trupanion employees may be eligible for monthly bonuses.

- We want all employees to be invested in Trupanion’s success, so we grant Restricted Stock Units to all new team members. Our new hire grants vest over 4 years.

**Additional Information**

**Benefits and Perks:**

- Full medical, dental, and vision benefits at no cost to the employee

- Four weeks of paid time off and 9 paid float holidays (you can decide which days are most important to you!)

- Five-week sabbatical after five years of employment

- Open, casual, pet-friendly, and fun office environment

- Free medical health insurance for your pet (1 dog or cat)

- Paid time off to volunteer at nonprofit organizations

- Seattle Office Amenities: Free on-site gym, free dog walking services for office pets during business hours, free parking, and paid ORCA cards.

For more information about Trupanion, visit https://trupanion.com/about

Learn more about how Trupanion has revolutionized our industry and the reimbursement model: https://www.youtube.com/watch?v=vdWZ4KHiPTQ

Trupanion is an equal-opportunity employer and embraces diversity. We are committed to building a team that represents a variety of backgrounds, abilities, perspectives, and skills.

We will ensure that individuals are provided reasonable accommodation to participate in the job application or interview process, perform essential job functions, and receive other benefits and privileges of employment. Please contact us to request accommodations.

Employee Relations Partner

As an integrated health system, we provide care throughout Iowa, western Illinois and southern Wisconsin in not-for-profit hospitals, clinics and home health settings. Each year, we serve nearly 8 million patient visits of all different types, including around 100,000 surgeries and deliver more than 20,000 babies. Whatever stage of life you’re in, our goal is to make your care easier and more personal.

At UnityPoint Health, we put people first. And we start from the inside out. We care deeply about making UnityPoint Health a great place to work because our team members are the compassionate core of who we are and how we serve.  

We're proud to be recognized as a Top 150 Place to Work in Healthcare by Becker's Healthcare for three years in a row. We've worked diligently to invest in team members in three key areas: 
1. Team Member Empowerment
2. Diversity, Equity and Inclusion (DEI)
3. Leadership Effectiveness

Visit www.unitypoint.org/join-our-team to explore career opportunities at UnityPoint Health.

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

UnityPoint Health

- Area of Interest: Management

- FTE/Hours per pay period: 1.0

- Department: Human Resources

- Shift: Days

- Job ID: 179854

**Overview**

**Executive Director Human Resources Employee Relations**

**West Des Moines, IA**

The Executive Director Employee Relations-System provides executive leadership, strategic direction, and consultation for employee relations activities across UnityPoint Health. This position serves as the system’s principal authority on the equitable and consistent application of Human Resources policies and practices and ensures adherence to applicable federal and state employment laws and regulations. The Executive Director, Human Resources Employee Relations partners with senior leadership, the General Counsel’s Office, Human Resource Market Leaders, and Human Resources Centers of Excellence (COEs) to design, develop, implement and oversee strategies, policies, programs, and education that support workforce engagement, legal compliance, and organizational performance. The role develops and executes initiatives that strengthen the employee experience, mitigate risk, and align with UnityPoint Health’s mission, vision, and values.

**Why UnityPoint Health?**

At UnityPoint Health, you matter. We’re proud to be recognized as a Top 150 Place to Work in Healthcare by Becker's Healthcare several years in a row for our commitment to our team members.

Our competitive Total Rewards program offers benefits options that align with your needs and priorities, no matter what life stage you’re in.  Here are just a few:

- Expect paid time off, parental leave, 401K matching and an employee recognition program.

- Dental and health insurance, paid holidays, short and long-term disability and more. We even offer pet insurance for your four-legged family members.

- Early access to earned wages with Daily Pay, tuition reimbursement to help further your career and adoption assistance to help you grow your family.

With a collective goal to champion a culture of belonging where everyone feels valued and respected, we honor the ways people are unique and embrace what brings us together.

And, we believe equipping you with support and development opportunities is a vital part of delivering an exceptional employment experience.

Find a fulfilling career and make a difference with UnityPoint Health.

**Responsibilities**

- Provide executive leadership and strategic direction for employee relations activities across the organization.

- In partnership with Labor Relations subject matter experts, develop and support labor strategy, and Employee Relations related labor activity across the organization.

- In partnership with Labor Relations subject matter experts interprets and clarifies guidance to support the effective administration of Collective Bargaining Agreements.

- Build and maintain trusted, credible partnerships with business and operational leaders, demonstrating a deep understanding of both short- and long-term organizational needs and priorities.

- Collaborate with Human Resources to develop and implement system-wide programs and initiatives that enhance leader and team member understanding of HR policies, practices, and expectations.

- Offer expert counsel on complex employee relations, change management, performance management, and workplace culture in partnership with senior HR leaders and the General Counsel’s Office.

- Sponsor initiatives that advance workforce engagement, promote accountability, mitigate organizational risk, and ensure alignment with UnityPoint Health’s mission, vision, and values.

- Select, develop, mentor, and retain staff across the Employee Relations Team to achieve departmental goals.

- Set clear performance expectations, provide coaching and feedback, and support career development for direct reports and the department.

- Provide access to training and education programs for people leaders on employment law, HR policies, conflict resolution, mediation, supervision, and emerging trends.

- Build organizational credibility through inclusive and effective problem-solving, serving as a resource to senior leaders and HR teams for addressing culture, labor, and employee relations issues.

- Develop performance metrics to evaluate the effectiveness and impact of employee relations activities.

**Qualifications**

- Bachelor's Degree in Human Resource Management or related field - Reqired

- Master's Degree in Human Resources or related field - Preferred

- Juris Doctorate - Preferred

- 8 years’ experience in providing Human Resources services, solutions, and leadership in roles of various levels of size, complexity, business model maturity, etc. - Required

- 5+ years’ experience in providing Labor and Employee Relations services and solutions. - Preferred

- Prior experience successfully coaching, developing, and leading a team of Human Resources professionals - Preferred

Executive Director Employee Relations-System

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

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

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

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

To learn more, visit www.modernatx.com.

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

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

Moderna

**The Role**

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

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

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

**Here’s What You’ll Do**

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

- Equivalent combination of education and experience may be considered

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

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

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

- Experience managing, coaching, and developing direct reports

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

- Exceptional communication, collaboration, and stakeholder engagement skills

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

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

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

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

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

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

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

**Pay & Benefits**

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

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

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

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

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

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

- Location-specific perks and extras

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

**About Moderna**

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

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

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

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

**Our Working Model**

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

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

**Equal Opportunities**

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

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

**Accommodations**

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

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

Vice President, Human Resources Business Partner

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

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

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

Fox Corporation

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

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

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

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

**a Snapshot Of Your Responsibilities**

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

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

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

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

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

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

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

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

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

**What You Will Need**

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

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

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

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

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

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

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

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

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

-  Experience in Technology, Media, or Cybersecurity sectors

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

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

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

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

Sr. Manager, Human Resources

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**

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

**About The Role**

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

**Qualifications**

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

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

- Bachelor’s Degree or HR Certification (preferred)

- Experience working with multiple employee sites and diverse organizational structures

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

- Excellent interpersonal, verbal, and written communication skills

- Strong organizational skills with attention to detail

- Problem-solving, diplomacy, and sound judgment capabilities

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

- Proficiency in Microsoft Office Suite and HRIS systems

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

**Responsibilities**

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

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

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

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

- Interpret and communicate HR policies effectively to management and staff

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

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

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

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

- Assist in implementing awareness training and fostering inclusive employment practices

**Benefits**

- Medical, dental, and vision insurance

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

- 401(k) retirement plan

- Long-term and short-term disability insurance

- Life insurance coverage

- Money-saving discounts and financial planning tools

- Tuition assistance and educational coaching

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

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

Equal Opportunity

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

Human Resources Business Partner

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

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

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

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

Carnival Cruise Line

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

Job Functions:

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

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

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

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

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

Knowledge, Skills & Abilities:

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

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

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

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

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

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

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

- Strong business acumen and understanding of organizational dynamics.

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

- High emotional intelligence and conflict resolution skills.

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

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

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

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

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

Licenses/Certifications

- SHRM -CP/PHR preferred

- SHRM- SCP/SPHR preferred

Qualifications:

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

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

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

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

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

Travel: Less than 25% travel ship-based

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

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

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

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

- Health Benefits:

- Cost-effective medical, dental and vision plans

- Employee Assistance Program and other mental health resources

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

- Financial Benefits:

- 401(k) plan that includes a company match

- Employee Stock Purchase plan

- Paid Time Off

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

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

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

- Other Benefits

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

- Personal and professional learning and development resources including tuition reimbursement

- On-site Fitness center at our Miami campus

#CCL

**About Us**

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

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

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

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

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

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

HR Business Partner (CCL)

About Blue Cross

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

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

Terms of Use

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

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

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

Blue Cross and Blue Shield of Minnesota

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

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

**The Impact You Will Have**

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

**Key Responsibilities**

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

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

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

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

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

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

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

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

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

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

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

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

**Required Skills And Experience**

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

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

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

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

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

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

- Experience in influencing and building strong relationships and networks.

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

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

**Preferred Skills And Experience**

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

- HR PHR/SPHR Certification

**Compensation And Benefits**

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

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

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

- Medical, dental, and vision insurance

- Life insurance

- 401k

- Paid Time Off (PTO)

- Volunteer Paid Time Off (VPTO)

- And more

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

**Role Designation**

Hybrid

**Anchored in Connection**

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

**Equal Employment Opportunity Statement**

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

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

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

Manager - Human Resources Business Partner

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

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

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

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

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

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

CosmoProf Beauty

**Job Description**

**HR Business Partner**

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

**About Sally Beauty Holdings, Inc.**

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

**About The Role**

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

**Responsibilities**

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

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

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

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

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

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

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

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

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

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

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

- Provides HR policy guidance and interpretation.

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

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

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

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

**Knowledge, Skills & Abilities Requirements**

- Bachelor’s degree and relevant industry experience

- SHRM-CP or SHRM-SCP Certification

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

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

**Competencies & attributes**

**Talent Builder**

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

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

**Team Builder**

- Driver of information sharing and collaboration.

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

- Can understand the successful outcomes when collaboration occurs.

**Effective Communicator**

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

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

**Results Driver**

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

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

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

**Problem Solver & Decision Maker**

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

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

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

-  Strong technical aptitude.

**Working Conditions & Physical Requirements**

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

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

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

**Benefits**

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

FIELD HR BUSINESS PARTNER

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

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

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

SAIC

Job ID 2611308

**Location **Crane, IN, US

**Date Posted **2026-04-10

**Category **Human Resources

**Subcategory **HR Business Partner

**Schedule **Full-Time

**Shift **Day Job

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

**Minimum Clearance Required None**

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

**Potential for Remote Work **ORA_REMOTE

**Description**

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

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

Responsibilities include

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

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

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

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

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

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

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

-  Provide coaching and/or counseling to managers

**Qualifications**

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

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

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

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

-  Strong analytical and problem-solving skills.

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

**Desired Skills**

-  Experience in Federal Contracting

Senior, Human Resources Business Partner

Job ID 2611308-OTHLOC-100000624263951

**Location **Reston, VA, US

**Date Posted **2026-04-10

**Category **Human Resources

**Subcategory **HR Business Partner

**Schedule **Full-Time

**Shift **Day Job

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

**Minimum Clearance Required None**

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

**Potential for Remote Work **ORA_REMOTE

**Description**

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

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

Responsibilities include

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

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

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

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

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

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

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

-  Provide coaching and/or counseling to managers

**Qualifications**

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

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

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

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

-  Strong analytical and problem-solving skills.

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

**Desired Skills**

-  Experience in Federal Contracting

Few things are more personal than getting dressed, but finding clothing that fits and looks great can be a challenge. Stitch Fix solves that problem. 

Stitch Fix is the leading online personal styling service that helps people discover the styles they will love that fit perfectly so they always look - and feel - their best. 

Through our team of expert stylists and best-in-class AI and recommendation algorithms, we leverage our assortment of exclusive and national brands to meet each client’s individual tastes and needs, making it convenient for our clients to express their personal style without having to spend hours in stores or sifting through endless choices online. 

Stitch Fix, which was founded in 2011, is headquartered in San Francisco.

Industry: Retail Apparel and Fashion
Company Size: 1,001-5,000 employees

Stitch Fix

**About Stitch Fix, Inc.**

Stitch Fix (NASDAQ: SFIX) is the leading online personal styling service that helps people discover the styles they will love that fit perfectly so they always look - and feel - their best. Few things are more personal than getting dressed, but finding clothing that fits and looks great can be a challenge. Stitch Fix solves that problem. By pairing expert stylists with best-in-class AI and recommendation algorithms, the company leverages its assortment of exclusive and national brands to meet each client's individual tastes and needs, making it convenient for clients to express their personal style without having to spend hours in stores or sifting through endless choices online. Stitch Fix, which was founded in 2011, is headquartered in San Francisco.

**About The Role**

As the VP, HR Business Partners & Shared Services you will lead the two most critical engines of our People function: our Business Partner (HRBP) and People Shared Services teams. This is a high-impact leadership role enabling business success and de-risking execution through a world-class People organization and processes. You will architect and operationalize the next iteration of a modern "Service Delivery Model" that clearly delineates between strategic and operational work. You will empower HRBPs to act as strategic partners to the business, while ensuring Shared Services delivers seamless, frictionless, and high-quality execution at scale.

This role also owns the vision and evolution of our HR tech ecosystem, including AI and automation strategy, ensuring our tech stack accelerates business outcomes, reduces manual work, and enables a best in class employee experience for our 4,000+ employees.

**You’re Excited About This Opportunity Because You Will…**

- Translate business strategy into a clear People agenda that proactively identifies risks and enables the organization to execute with confidence.

- Act as a trusted advisor to the CPO and executive team turning complex business challenges into actionable organizational, talent, and operational solutions.

- Ensure HRBPs are equipped with the tools, operation model and support they need to act as a strategic business partner.

- Mature the Shared Services model into a high-scale, data-driven and employee-experience oriented team.

- Ensure operational excellence across core processes .

- Design processes, workflows, and handoffs that eliminate friction and enable both teams to operate at their highest value.

- Continuously evolve the model based on business needs, scale, and feedback.

**The Experience You Bring Includes:**

- 12+ years of HR Leadership experience leading both HRBP organizations and People Operations/Shared Services in complex, high-stakes environments.

- A track record of leading large-scale organizational design, restructuring, or business transformation initiatives.

- Direct experience for implementing HR technology stacks, with a specific focus on AI/automation use cases.

- Demonstrated success in coaching and managing seasoned HRBP Directors and operational leaders.

**We’re Excited About You Because You…**

- Think in systems, not silos, understanding how strategy, operations and tech intersect to drive outcomes.

- Bring a business-first mindset to the People team, balancing operational rigor with a deep commitment to people and culture.

- Are energized by transformation and ambiguity and have a track record of leading organizations through change.

- Proactively seek out technology and gen AI use cases to modernize HR.

- Demonstrate strong executive presence and influence, with the ability to challenge and guide senior leaders.

**Compensation And Benefits**

This role will receive a competitive salary, benefits, and equity. The salary for US-based employees hired into this role will be aligned with the range below, which includes our three geographic areas. A variety of factors are considered when determining someone’s compensation–including a candidate’s professional background, experience, location, and performance. This position is eligible for an annual bonus, and new hire and ongoing grants of restricted stock units, depending on employee and company performance. In addition, the position is eligible for medical, dental, vision, and other benefits. Applicants should apply via our internal or external careers site.

Salary Range

$219,000—$365,000 USD

~~This link leads to the machine readable files that are made available in response to the federal Transparency in Coverage Rule and includes negotiated service rates and out-of-network allowed amounts between health plans and healthcare providers. The machine-readable files are formatted to allow researchers, regulators, and application developers to more easily access and analyze data.~~

Please review Stitch Fix's US Applicant Privacy Policy and Notice at Collection here: https://stitchfix.com/careers/workforce-applicant-privacy-policy

**Recruiting Fraud Alert:**

To all candidates: your personal information and online safety are top of mind for us. At Stitch Fix, recruiters only direct candidates to apply through our official career pages at https://www.stitchfix.com/careers/jobs or https://web.fountain.com/c/stitch-fix.

Recruiters will never request payments, ask for financial account information or sensitive information like social security numbers. If you are unsure if a message is from Stitch Fix, please email careers@stitchfix.com.

You can read more about Recruiting Scam Awareness on our FAQ page here: https://support.stitchfix.com/hc/en-us/articles/1500007169402-Recruiting-Scam-Awareness

VP, HR Business Partners & Shared Services

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

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

Dragonfly

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

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

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

**Process**

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

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

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

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

**All candidate submissions are strictly confidential. **

People Ops - Dragonfly Portfolio

Bonterra exists to propel every doer of good to their peak impact. We measure that impact against our vision to increase the giving rate as a percentage of GDP from 2.5% to 3% by 2033. It's a lofty goal, but we're confident that the right technology and expertise will strengthen trust in the sector, allowing the social good industry to accelerate growth. Bonterra’s solutions collectively support a unique network of over 16,000 nonprofit organizations and over 50 percent of Fortune 100 companies.

Industry: Software Development
Company Size: 1,001-5,000 employees

Bonterra

**US Salary: **$84,000 - $95,000

**About Us**

Bonterra exists to propel every doer of good to their peak impact. We measure that impact against our vision to increase the giving rate as a percentage of GDP from 2% to 3% by 2033. We know that this goal is lofty, but we are confident that the right technology and expertise will strengthen trust in the sector, allowing the social good industry to accelerate growth and reach peak impact. Bonterra's differentiated, end-to-end solutions collectively support a unique network of over 20,000 customers, including over 16,000 nonprofit organizations and over 50 percent of Fortune 100 companies. Learn more at bonterratech.com.

**About The Role**

We are seeking an Associate HR Business Partner (HRBP) to support day-to-day people operations while partnering with managers and employees to address employee relations matters. This role is ideal for someone who is both detail-oriented and people-focused—comfortable executing core HR processes while also navigating sensitive workplace issues.

**Key Responsibilities**

**People Operations (Tactical HR)**

- Execute core HR processes including onboarding, offboarding, job changes, and employee lifecycle updates

- Maintain accurate employee data in HRIS systems and ensure compliance with internal policies

- Support performance management cycles (goal setting, reviews, calibration logistics)

- Partner with payroll, benefits, and talent teams to ensure smooth HR operations

- Respond to employee inquiries related to policies, processes, and HR programs

- Assist in developing and updating HR policies, documentation, and internal resources

**Employee Relations**

- Serve as a first point of contact for employee relations concerns, including conflict resolution, performance issues, and workplace complaints

- Conduct intake, documentation, and initial investigations into employee concerns

- Partner with HRBPs and legal (as needed) on more complex or sensitive cases

- Coach managers on handling performance management, feedback, and employee issues

- Ensure consistent, fair, and compliant application of company policies

- Identify trends in employee relations and escalate insights to HR leadership

**Manager & Team Support**

- Provide guidance to managers on HR policies, best practices, and people management fundamentals

- Support organizational changes (restructures, team moves, etc.) from an operational and communication standpoint

- Help drive employee engagement initiatives and support action planning

**Compliance & Risk Management**

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

- Maintain documentation related to employee relations cases and HR actions

- Support audits and reporting as needed

**Qualifications**

- 2–5 years of HR experience, preferably in a generalist, HRBP, or people operations role

- Experience handling employee relations issues (e.g., investigations, performance management support)

- Strong understanding of HR processes and employment law fundamentals

- Excellent interpersonal and communication skills, with the ability to handle sensitive situations with discretion

- Highly organized with strong attention to detail and follow-through

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

**Preferred Qualifications**

- Experience working in a high-growth or dynamic organization

- Familiarity with HRIS systems (Workday preferred)

- Experience supporting or working with R&D leaders

- Experience with union employee populations

- Bachelor’s degree in HR, Business, or related field (or equivalent experience)

- HR certification (PHR, SHRM-CP) is a plus

**Success in This Role Looks Like**

- Employees and managers receive timely, accurate, and thoughtful HR support

- Employee relations issues are handled fairly, consistently, and with sound judgment

- HR processes run smoothly and efficiently with minimal errors

~~At this time, we are unable to consider candidates who require current or future sponsorship for employment authorization.~~

____________________________________________________________________________________

**Our Culture**

At Bonterra, we’re innovating with a higher purpose: to increase giving to 3% of US GDP by 2033, creating $573 billion more in global impact every year. At Bonterra, we foster an inclusive, equitable culture where every team member belongs and contributes to meaningful impact. Read more about our values and culture here.

**Compensation & Benefits**

We offer a comprehensive benefits package that supports your health, well-being and growth - explore full details here.

~~Compensation and benefits for this role apply to full-time employees in the United States and may vary based on local standards, laws and norms. Pay is determined by location, skills, experience, and education, and is one part of Bonterra’s total rewards package, which may also include bonuses, incentives, equity, and a comprehensive benefits program.~~

____________________________________________________________________________________

**Equal Opportunity & Accommodations**

At Bonterra, we are proud to be an Equal Opportunity Employer. We celebrate diversity and are committed to creating an inclusive environment for all employees. We provide equal employment opportunities without regard to race, color, religion, sex (including pregnancy, sexual orientation, or gender identity), national origin, age, disability, veteran status, or any other characteristic protected by law.

If you require a reasonable accommodation during the application process, please submit a request.

Associate HR Business Partner

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

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

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

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

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

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

Sodexo

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

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

What You'll Do

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

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

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

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

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

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

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

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

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

What We Offer

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

- Medical, Dental, Vision Care and Wellness Programs

- 401(k) Plan with Matching Contributions

- Paid Time Off and Company Holidays

- Career Growth Opportunities and Tuition Reimbursement

More extensive information is provided to new employees upon hire.

What You Bring

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

- Can navigate in a complex organization.

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

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

- Can foster an innovative landscape and adapt to change.

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

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

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

- Demonstrate great emotional intelligence for self and for others.

- Bilingual is a plus.

Who We Are

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

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

**Qualifications & Requirements**

Minimum Education Requirement - Bachelor’s Degree or equivalent experience

**Minimum Management Experience - 5 Years**

Minimum Functional Experience - 5 years Human Resources experience

Human Resources Business Partner Director

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….)

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

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

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

Dutch Bros Coffee

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

**Position Overview**

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

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

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

**Job Qualifications**

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

- 8+ years of progressive HR leadership experience

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

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

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

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

- Workday experience preferred.

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

**Location Requirement:**

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

**Key Result Areas (KRAs)**

**Strategic Leadership & Enterprise Alignment**

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

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

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

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

**Multi-Unit HR Strategy & Execution**

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

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

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

**Field HRBP & ERP Team Leadership**

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

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

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

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

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

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

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

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

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

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

**Talent, Succession, and Culture Leadership**

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

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

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

**Employee Relations & Risk Mitigation**

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

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

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

**Change Leadership & Organizational Agility**

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

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

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

**Skills**

- Strategic enterprise thinker with strong operational instincts

- Exceptional communicator, capable of engaging executive leadership

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

- Skilled at scaling processes across multi-unit field organizations

- Data-driven, analytical problem solver

- Change leader who models adaptability and resiliency

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

**Physical Requirements**

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

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

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

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

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

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

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

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

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

**Compensation**

DOE

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

Senior Director, Field Human Resources Business Partner

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

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

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

Analysis Group

**Overview**

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

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

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

**Key Responsibilities**

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

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

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

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

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

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

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

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

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

**Qualifications & Skills**

- Bachelor’s degree required.

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

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

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

- Strong written and verbal communication skills.

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

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

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

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

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

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

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

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

**Privacy Notice**

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

**­**

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

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

Human Resources Assistant

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

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

**Summary **

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

**Key Responsibilities **

Employee Relations & Engagement

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

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

- Promote a positive, inclusive, and compliant work environment

- Support employee engagement initiatives and retention strategies

Business Partnership

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

- Align HR practices with business goals and operational needs

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

- Support workforce planning and organizational design

HR Operations

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

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

- Maintain accurate employee records and HR systems

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

Performance & Talent Management

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

- Identify talent gaps and partner on development plans

- Assist in succession planning and leadership development initiatives

Policy & Compliance

- Enforce company policies and procedures

- Conduct investigations as needed and ensure proper documentation

- Stay current on employment law and HR best practices

**Qualifications **

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

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

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

- Strong knowledge of employment laws and HR best practices

- Excellent interpersonal, communication, and conflict resolution skills

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

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

Human Resources Manager

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

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

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

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

Industry: Construction
Company Size: 10,001+ employees

Fluor Corporation

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

**Job Description**

**Position Summary**

The HR Business Partner (HRBP) serves as a strategic people leader for the Advanced Technologies & Life Sciences (ATLS) organization, leveraging business understanding to align people strategies with execution and long-term success. The HRBP partners closely with ATLS leadership and HR to advise and deliver talent strategies that support complex global projects.

**Responsibilities**

Operating under a OneFluor commitment, the HRBP partners with Regional HR Operational Leads, HR Centers of Expertise (COEs) and other functional teams, managing

complex projects and strategic initiatives to enhance talent, organizational design, and workforce capability across the business.

- Partner with ATLS and operational management to ensure HR services, systems, processes, and programs are designed and executed to meet the workforce needs

- Advise leaders on organizational design, workforce planning, culture, and growth strategies to build sustainable organizational capability in a fast-paced and highly competitive market

- Communicate the ATLS strategy, plans, and people requirements to the broader HR organization to guide the prioritization, design and implementation of HR programs and policies

- Support the pursuit and execution of global projects, partnering with Regional HR for successful execution

- Facilitate workforce mobility in partnership with business, project, and HR leaders to deploy expertise where and when it is needed for successful project delivery

- Assist the implementation and facilitation of corporate led HR activities such as the annual performance assessment process, succession planning, and salary planning

- Collaborate with management to address attraction, development and retention, engaging Regional HR Leads and COEs to design and implement tactical plans and programs

- Drive executive performance management, succession planning and compensation strategy to ensure a pipeline of talent for critical roles

- Partner with ATLS leadership and regional HR on the identification and development of hi-potential employees, including HR, through project opportunities, cross functional learning, training, and portfolio assignments

- In close collaboration with the Compensation COE, shape compensation strategies, including bonus and retention programs, ensuring alignment with business priorities

- Use people analytics to make informed decisions regarding retention, engagement, workforce productivity, and hiring trends and translate into action plans

- Maintain compliance with all applicable policies, procedures and global standards

- Adhere to and support Fluor’s HSE and Sustainability policies

- Champions a high-performance, inclusive and innovative environment

- Actively mentor and develop talent to strengthen the leadership pipeline

Other duties as assigned

Basic Job Requirements

**Job Requirements**

- Accredited 4-year degree or global equivalent and 16 years of work-related experience OR a combination of education and directly related experience equal to 20 years if non-degreed

- At least 5 years’ experience in an HR operational role in an office and/or as a project field HR lead including supporting teams or projects across global regions

- Relevant and progressive HR experience in a complex business partner role or broad HR leadership position

- Professional HR certification

- Office based position – must be able to work in office 5 days a week

- Domestic and international business travel as required

**Required Skills**

- Advanced analytical and judgment capabilities, including problem solving, conflict resolution, and the ability to deliver independent analysis and recommendations

- Strong consulting, influence, and negotiation skills

- High organizational, leadership, and project management capability

- Ability to communicate effectively with multiple audiences

- Ability to organize and prioritize a variety of complex projects and multiple tasks in an effective and timely manner, set priorities, and meet critical time deadlines

**Other Job Requirements**

Preferred Qualifications

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

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

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

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

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

Salary Range: $139,000.00 - $258,000.00

Director I, Human Resources Business Partner

**About The Company**

Leidos is a leading technology solutions provider committed to delivering innovative services and solutions across various sectors, including government, defense, intelligence, and healthcare. With a strong focus on operational excellence and customer satisfaction, Leidos strives to make a positive impact by leveraging cutting-edge technology and expert talent. The company fosters a collaborative and inclusive work environment that encourages professional growth, diversity, and continuous improvement. As a trusted partner in complex projects, Leidos emphasizes integrity, accountability, and excellence in all its endeavors, making it an ideal organization for professionals seeking meaningful and impactful careers.

**About The Role**

Leidos is seeking a Human Resources Business Partner (HRBP) to join our dynamic HR team. This strategic role offers an exciting opportunity to collaborate with a fast-paced business environment, providing expert HR guidance and solutions to support organizational growth and performance. The HRBP will serve as a trusted advisor to business leaders, developing and executing HR strategies aligned with organizational objectives. The role involves partnering with various HR teams, including Centers of Excellence and Shared Services, to deliver comprehensive HR initiatives across employee engagement, talent management, organizational development, and culture enhancement. The ideal candidate will have a strong background in HR generalist functions, data analysis, and change management, with the ability to influence and build relationships at all levels of the organization.

**Qualifications**

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

- 8+ years of relevant HR experience; additional experience may be considered in lieu of degree

- Extensive HR subject matter expertise, including experience as HR Generalist or Business Partner

- Strong business acumen and proficiency in data analysis

- Proven ability to build relationships, consult, coach, and influence senior leadership

- Experience in employee relations, organizational change, and talent development

- Excellent verbal and written communication skills

- Proficiency in Microsoft Office Suite, especially Excel

- U.S. citizenship and ability to obtain security clearance as required

**Responsibilities**

- Develop and implement HR strategies and solutions for assigned business portfolios and programs

- Partner with clients, HR Centers of Excellence, and Shared Services to deliver HR initiatives and daily operational support

- Facilitate employee engagement, employee relations, and performance management processes

- Support talent acquisition, leadership development, and workforce planning efforts

- Drive organizational change initiatives and support organizational design efforts

- Utilize data analytics to assess organizational effectiveness and identify areas for improvement

- Collaborate with HR SMEs to deliver high-quality, efficient HR services and solutions

- Lead change management efforts and support client groups through transformation initiatives

- Provide coaching and consultation to senior leaders to foster a high-performance culture

**Benefits**

- Competitive salary within the range of $92,300 to $166,850

- Comprehensive health, dental, and vision insurance plans

- Retirement savings plans with company contributions

- Paid time off and holidays

- Professional development and training opportunities

- Work-life balance initiatives and flexible work arrangements

- Inclusive and diverse work environment that values employee well-being

Equal Opportunity

Leidos is an equal opportunity employer committed to creating a diverse and inclusive workplace. All qualified applicants will receive consideration for employment without regard to sex, race, ethnicity, age, national origin, citizenship, religion, physical or mental disability, medical condition, genetic information, pregnancy, family status, marital status, ancestry, sexual orientation, gender identity or expression, veteran or military status, or any other protected characteristic. We also consider qualified applicants with criminal histories in accordance with applicable laws. We believe in fostering a workplace where everyone can thrive and contribute to our collective success.

HR Business Partner

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

Incentives

AIP

What You'll Do

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

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

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

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

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

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

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

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

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

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

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

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

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

- Promote a culture of continuous improvement and high performance.

What We Offer

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

- Medical, Dental, Vision Care and Wellness Programs

- 401(k) Plan with Matching Contributions

- Paid Time Off and Company Holidays

- Career Growth Opportunities and Tuition Reimbursement

More extensive information is provided to new employees upon hire.

What You Bring

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

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

- Experience collaborating effectively with HR Centers of Excellence.

- Strong strategic, business, and financial acumen.

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

- Exceptional communication and interpersonal skills.

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

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

- Ability to analyze data and translate insights into strategic action

- Valid Drivers License is required

Who We Are

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

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

**Qualifications & Requirements**

Minimum Educational Requirement: Bachelor’s degree or equivalent experience

Minimum Management Experience: 10 years management experience

Minimum Functional Experience: 10 years HR experience

Senior Director, Human Resources Business Partner

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.

Tower Legal Solutions, an Avalon Company, is an award-winning business that specializes in substantive legal staffing/secondees, managed review, contract management, foreign languages and permanent placement. 
 
Tower Legal provides customized solutions, experienced professionals and a tailored approach to the identification of cost drivers and efficiency opportunities.  We continuously refine our services and processes based upon project and trend analysis, we work with our clients to set standards for best practices, and we constantly seek out  innovative ways to improve efficiency.

How we differ is simple: Tower Legal Solutions offers unmatched transparency, exceptional client service, tried-and-true matchmaking, and innovative processes essential to achieve business and legal objectives. We are candid and transparent about fees, candidate qualifications, timelines, and responsibilities, enabling greater predictability, cost savings, and project success. We focus on value and customer satisfaction while creating a culture of mutual respect and exceptional service. Tower Legal Solutions leverages our proven track record of project success, unique industry perspective, and market insight to help you achieve more value from your legal spend. We continuously refine our services and processes based on project and trend analysis, set standards for best practices, and create innovative ways to improve the efficiency of your legal team.

Industry: Staffing and Recruiting
Company Size: 501-1,000 employees

Tower Legal Solutions

**About the role **

This position reports to the Director, Litigation & Employment Legal Paralegal Services. Core responsibilities will include providing critical support in the management of labor & employment matters and legal disputes, as well as providing administrative and reporting support as needed.

This position is a hybrid role based in Houston, Texas or Jersey City, New Jersey.

Highly qualified remote candidates will also be considered.

**Specific Responsibilities **

- Provide support in broad range of internal and external legal matters, disputes, and investigations, including monitoring litigation activity and deadlines; interfacing with external counsel and internal business and HR partners; arranging/attending witness interviews; preparing and managing document productions; issuing and managing preservation notices; processing settlements; and engaging with expert witnesses, eDiscovery providers and other external vendors/parties. Litigation forums include mediation, arbitration and court proceedings.

- Prepare timely responses to subpoenas and other requests for employment records under attorney supervision.

- Prepare case summaries and chronologies to assist in litigation and investigation matters.

- Prepare and manage RFP responses and internal reports, including monthly/quarterly reports for senior business and legal leadership on significant matters, claims, contingencies, and other evolving topics.

- Update employee benefit, executive compensation and incentive plans, summary plan descriptions and related documents; draft and revise templates and form letters

- Monitoring state and local employment law developments that impact the organization.

- Exercise independent judgment on matter preparation and initiate contact with internal clients, attorneys, and other involved parties.

- Accept receipt of service of process and direct to appropriate internal stakeholders.

- Provide administrative support as needed.

**What you need to know **

- Considerable paralegal experience, in either law firm or in-house environment, is required.

- Self-starter initiative with the ability to meet and exceed deadlines, prioritize, multi-task and remain flexible in a fast-paced, changing environment.

- Experience with administrative proceedings and alternative dispute resolution (fact/document gathering, discovery, trial preparation, etc.) is required.

- Must be proficient in Microsoft Office (with a focus on Excel) and have the ability and willingness to develop proficiency in new applications and electronic systems.

- Proven problem-solving skills that demonstrate creativity

- Demonstrated ability to balance thoughtful decision making with careful and timely execution.

- Willingness to take full responsibility for assigned tasks and projects, ensuring quality, timeliness, and accountability from initiation to completion.

- Strong communication, analytical, organizational, research, and writing skills. Attention to detail is critical.

- Excellent collaboration skills and a willingness to “pitch in” to support, enrich, and strengthen the greater Legal, Compliance, Regulatory and Government Affairs department.

- College degree and/or paralegal certificate are preferred.

Paralegal (Labor and Employment) - 6-month project

At Adore Me we take on seemingly impossible challenges. In 2011, we were founded to solve a single problem: help women buy bras online. It might seem like a simple task, but a bra is one of the most complex and personal garments in existence. Managing the design, procurement, logistics, and customer experience involved is an uphill climb, but one that built our company to take on increasingly greater challenges.

Adore Me grew into the first major online player in lingerie, as well as the first to introduce inclusive sizing in the category. We launched a wholly-owned logistics center, Adore Me Services, in 2017, the same year we became profitable (something very important to us). We've launched a pioneering try-at-home shopping service, a number of innovation-focused satellite brands, and most importantly, an affordable sustainability model that is transforming our entire business to make sustainable clothing available to consumers of all shapes, sizes, and spending abilities.

Adore Me believes fashion can be a force for good, for everyone.

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

Adore Me

Adore Me, a subsidiary of Victoria’s Secret & Co. (NYSE: VSCO) since being acquired in December 2022, is seeking an experienced and proactive **HR Generalist ** to support our growing New York City team. This role will partner closely with employees and managers across the business, delivering exceptional HR support across the full employee lifecycle. The ideal candidate is hands-on, highly organized, people-centric, and comfortable operating in a fast-moving, entrepreneurial environment.

Responsibilities

- Serve as a trusted HR partner to employees and managers, providing guidance on HR policies, employee relations, and best practices

- Manage day-to-day HR operations including onboarding, offboarding, employee engagement, and HRIS data integrity

- Support recruitment efforts, including posting, sourcing, interview coordination, offer processing, and new hire onboarding

- Be the point person for all HR related employee questions

- Assist with performance management processes, employee development initiatives, and engagement programs

- Ensure compliance with federal, state, and local employment laws, with a strong focus on New York labor regulations

- Handle employee relations matters, including investigations, documentation, and resolution support, leaning into all client groups including corporate, retail, and warehouse

- Maintain accurate employee records and prepare HR reports and analytics as needed

- Contribute to continuous improvement of HR processes, policies, and employee experience

- Other responsibilities as needed

Qualifications for the Position

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

- 2-4 years of experience in an HR Generalist or similar role

- Strong knowledge of employment law and HR best practices, particularly in New York

- Experience with HRIS systems (ADP preferred)

- Excellent interpersonal, communication, and problem-solving skills

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

- High level of discretion and professionalism when handling confidential information

- SHRM-CP or PHR certification is a plus

- Ability and willingness to work on-site at our office in Tribeca on Mondays, Tuesdays, and Thursdays

Human Resources Generalist

Tuckernuck is an online retail destination curated for the classic, all-American lifestyle. 
We search high and low to discover untapped brands, making every visit to our website fresh and unexpected. By combining new, exciting brands with established, iconic ones, our product offering spans generations and represents a timeless look based on ease, tradition, and American cool. Tuckernuck embodies our style and active spirit, rooted in sport, travel, family, friends, and celebration. 

For more information or to shop online, visit www.tnuck.com or call 1 (888) 501-8101

Industry: Retail Apparel and Fashion
Company Size: 11-50 employees

Tuckernuck

**Position Overview **

The Human Resources Manager, Retail & Operations plays a critical role in supporting Tuckernuck’s retail expansion by leading recruiting efforts and managing employee relations across all store locations. This role partners closely with the Director of HR, the Director of Retail and store leadership to build high-performing teams, ensure a best-in-class employee experience, and support the operational success of each store.

This individual will own full-cycle recruiting for retail roles, support onboarding and training, and serve as a key HR partner to retail employees and managers. The ideal candidate thrives in a fast-paced, high-growth environment and brings a proactive, solutions-oriented approach to both hiring and employee relations.

**Core Responsibilities **

**Retail Recruiting & Talent Acquisition **

- Own full-cycle recruiting for all retail roles, including Assistant Managers, Stylists, and Operations team members

- Partner closely with the Director of Retail on hiring needs, workforce planning, and store opening timelines

- Manage job postings, candidate pipelines, interview coordination, and offer process

- Build and maintain strong talent pipelines for current and future store locations

- Ensure a seamless and elevated candidate experience aligned with the Tuckernuck brand

- Support store opening hiring plans, ensuring roles are filled on time and aligned with business needs

**Onboarding & Store Launch Support **

- Oversee onboarding logistics for all retail hires, ensuring a smooth and organized new hire experience

- Partner with store leadership to coordinate onboarding schedules, training, and first-week experience

- Support new store openings with onsite or remote hiring and onboarding coordination as needed

**Employee Relations & HR Partnership **

- Serve as the primary HR partner for retail employees and store leadership across all locations

- Provide guidance and support on employee relations matters, including performance management, coaching, and conflict resolution

- Partner with managers on disciplinary actions, documentation, and terminations as needed

- Ensure consistent application of company policies and best practices across all stores

- Foster a positive and engaging employee experience aligned with Tuckernuck’s culture and values

**Retail HR Operations & Compliance **

- Maintain accurate employee records and ensure HR data integrity for retail employees

- Partner with HR and Payroll on onboarding documentation, status changes, and offboarding processes

- Ensure compliance with all applicable labor laws and regulations, particularly across multiple states

- Support reporting and analysis related to retail hiring, turnover, and workforce trends

**Culture & Engagement **

- Partner with HR and Retail leadership to support employee engagement initiatives within stores

- Help bring Tuckernuck’s culture to life across all retail locations through thoughtful programming and communication

- Support initiatives that drive retention, team development, and a strong sense of community across stores

**Minimum Qualifications **

- 5+ years of experience in Human Resources, with a strong focus on recruiting and/or retail HR

- Experience supporting multi-location or retail teams preferred

- Bachelor’s degree or equivalent work experience

**Knowledge/Skills/Abilities **

- Strong recruiting and talent assessment skills, with ability to identify top retail talent

- Experience managing employee relations issues with sound judgment and discretion

- Highly organized with the ability to manage multiple openings and priorities simultaneously

- Excellent communication and interpersonal skills; ability to build relationships across all levels

- Ability to thrive in a fast-paced, evolving environment

- Proactive, solutions-oriented mindset with strong attention to detail

- High level of professionalism and ability to handle confidential information

**Compensation **

Compensation for the role will be determined based on the candidate's qualifications, skills, and experience. The estimated annual compensation for this role is $80,000-$95,000; classified as full-time exempt and not eligible for overtime. At Tuckernuck, we care about our team and offer benefits that

support your health, growth, and work-life balance. This includes medical, dental, and vision coverage, a 401(k) with a company match, generous paid time off and holiday, paid new parent leave, day care coverage, a generous employee discount, and other great perks.

**Core Values **

The successful candidate will also demonstrate the following core values that inspire the Tuckernuck team to make a difference.

- **Teamwork Makes the Dream Work **

- **Find the Fun **

- **Stay Authentic **

- **Respect **

- **Entrepreneurial Spirit **

- **Start Strong & Finish Strong **

- **Have Courage **

~~Tuckernuck is an equal opportunity employer and makes employment decisions on the basis of merit. Tuckernuck policy prohibits unlawful discrimination based on race, color, religious creed, sex, gender identity, marital or veteran status, age, national origin, ancestry, citizenship, physical or mental disability, medical condition, genetic information or characteristics (or those of a family member), sexual orientation, pregnancy, or any other consideration made unlawful by federal, state, or local laws. It also prohibits discrimination based on a perception that anyone has any of those characteristics or is associated with a person who has or is perceived as having any of those characteristics. All such discrimination is unlawful. ~~

Human Resources Manager, Retail & Operations

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