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About DianaHR

DianaHR is a fast-growing HR tech startup helping small and medium-sized businesses manage payroll, compliance, and benefits with ease. We combine experienced HR operators with technology and automation to deliver modern, people-first HR support.

About the Role

We are looking for a tech-savvy HR Coordinator to join our team. This is an exciting opportunity for someone early in their career who is eager to learn and grow in HR, while also being comfortable working with digital tools and fast-changing environments.

You’ll support day-to-day HR operations for multiple clients across the U.S., working closely with our Client Operations team. The role is hands-on and requires strong attention to detail, adaptability, and great communication skills.

We are hiring this role remotely in Costa Rica and the schedule is 9a - 6p PST with some flexibility.

What You’ll Do

* Support onboarding and offboarding processes, including HRIS setup, document generation, and compliance checks.

What We’re Looking For

* Strong English communication skills (written and verbal).

Why Join Us

* Be part of a high-growth startup reshaping HR for SMBs.

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About Arketa

Arketa is building the operating system for modern fitness and wellness. Our mission is to make wellness more accessible by empowering studios and wellness entrepreneurs to grow beyond in-person classes. We provide a powerful, all-in-one platform to manage and scale hybrid wellness businesses — whether online, in-person, or both.

With Arketa, studios can manage schedules, accept bookings and payments, build on-demand video libraries, host retreats, run automated marketing, and launch fully branded apps and websites. We make it simple for founders to deliver a seamless, professional experience across every customer touchpoint.

We’ve raised $15M in Series A funding and are growing quickly. It’s a unique moment to join us — we’re building a category-defining company in a fast-moving space, and we’re looking for teammates who are excited to help shape the future of wellness.

The Role: Recruiting Lead (Technical & GTM) — Founding Team

Arketa is hiring a Recruiting Lead to build and run the talent engine that powers our next phase of growth.

You will partner directly with founders and executives, own searches end-to-end across engineering and go-to-market roles, and design the recruiting foundation that scales us from where we are today to our next chapter. This is a deeply impactful role with significant ownership, where the quality of your hires will directly influence Arketa’s trajectory.

We’re looking for someone who is technical enough to recruit high-caliber engineers, versatile enough to hire sales and customer-facing roles, and senior enough to operate independently in a fast-paced environment. You’ll be both a builder and an operator — running searches while shaping the systems, processes, and brand that define Arketa’s hiring motion.

If you thrive in high-velocity environments, enjoy wearing many hats, and want to shape the early team at a growing company, we’d love to talk.

What You’ll Do

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Own full-cycle recruiting across **engineering** , **sales,** **support** and **operations**
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Partner with founders and hiring managers to define role requirements, create scorecards, and build structured interview loops
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Build top-of-funnel sourcing strategies using scrappy, creative tactics beyond LinkedIn
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Craft compelling narratives that attract world-class builders aligned with Arketa’s mission
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Drive a high-touch candidate experience with speed, clarity, and consistency
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Build recruiting infrastructure (ATS workflows, interview training, pipelines, dashboards)
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Track funnel metrics, diagnose bottlenecks, and report insights to leadership
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Establish and elevate Arketa’s employer brand across channels
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Ensure every candidate leaves as an advocate — regardless of outcome
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Help define headcount plans and hiring strategies as we scale
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What We’re Looking For

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**5–7+ years of full-cycle recruiting experience** in fast-paced, high-growth tech startups
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**Technical recruiting experience is required** — you’ve hired engineers and understand how to assess them
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**GTM recruiting experience is also required** — AEs, SDRs, Ops, or Marketing
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Strong sourcing muscle; you generate your own pipeline and know how to reach passive candidates
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Experience running searches end-to-end without coordinator support
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Excellent communicator and storyteller; able to represent Arketa’s mission credibly and clearly
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Ability to partner closely with founders, execs, and senior ICs
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Organized operator who thrives in ambiguity and builds systems from scratch
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High judgment, high ownership, low ego, and a bias toward speed
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Candidate-centric approach balanced with data-driven prioritization
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Nice-to-Have

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Experience with Ashby or similar modern HR tech
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Technical literacy (basic SQL, frontend familiarity, GitHub reading, or similar)
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Experience building or scaling recruiting at a Series A/B startup
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Track record of closing senior or leadership candidates
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Experience with employer brand, content, or recruiting marketing
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Existing network of top operators and engineers
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What We Offer

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Competitive salary and meaningful equity
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Annual performance-based bonuses
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Comprehensive medical, dental, and vision insurance
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Unlimited PTO and flexible remote-friendly work
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Annual company offsites
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Wellness reimbursement
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Catered lunches/snacks in our NYC workspace
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Ownership, autonomy, and high visibility across the company
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For this role, the estimated annual base salary range is $115,000–$170,000 , depending on experience and qualifications. We believe in transparent and fair compensation, and we’re happy to share more during the interview process.

Arketa is an equal opportunity employer and is committed to building a erse, inclusive, and equitable workplace. We welcome applicants from all backgrounds who share our values of respect, collaboration, and excellence.

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Title: HR BUSINESS PARTNER, FCH - HUMAN RESOURCES - CHD

Job Description:

Location: US:WI:MENOMONEE FALLS at our FROEDTERT MEN FALLS HOSPITAL facility.

This job is HYBRID.

FTE: 1.000000

Standard Hours:40.00

****Shift:****8am -4:30 pm, flexible and roughly 2 days/week from the office.

Shift Details: Holidays: Weekends:

Job Summary:

Taking a leadership role within the HR Triad, the Human Resources Business Partner (HRBP) serves staff and management in designated business units and is responsible for integrating strategic human capital thinking into business decisions. The successful HRBP will act as a strategic positioner, capability builder, credible activist, and change champion. The HRBP also assesses and anticipates human resource-related needs. Communicating needs proactively within the ision of human resources and system leadership, the HRBP seeks to develop integrated solutions. The HRBP formulates partnerships across the HR ision to deliver value-added service to leadership and staff that reflect the business objectives of the organization. The HRBP maintains an effective level of business literacy about the business unit's financial position, its strategic plans, culture, and competition. Other duties as assigned.

EXPERIENCE DESCRIPTION:

A minimum of 5 years of human resources or relevant related experience required.

A minimum of 2 years experience specific to employee relations.

Specific knowledge and skills in one or more areas that could include strategic human resources, compensation, benefits, recruiting, talent acquisition, or organizational development disciplines is preferred.

Experience in a healthcare environment is preferred.

EDUCATION DESCRIPTION:

Bachelors degree in human resources management, business administration or related field of study is required.

Masters degree is preferred.

TRAINING DESCRIPTION:

Leadership training is preferred.

LICENSURE DESCRIPTION:

PHR or equivalent professional certification is preferred.

Perks & Benefits at Froedtert Health

Froedtert Health Offers a variety of perks & benefits to staff, depending on your role you may be eligible for the following:

• Paid time off
• Growth opportunity- Career Pathways & Career Tuition Assistance, CEU opportunities
• Academic Partnership with the Medical College of Wisconsin
• Referral bonuses
• Retirement plan - 403b
• Medical, Dental, Vision, Life Insurance, Short & Long Term Disability, Free Workplace Clinics
• Employee Assistance Programs, Adoption Assistance, Healthy Contributions, Care@Work, Moving Assistance, Discounts on gym memberships, travel and other work life benefits available

The Froedtert & the Medical College of Wisconsin regional health network is a partnership between Froedtert Health and the Medical College of Wisconsin supporting a shared mission of patient care, innovation, medical research and education. Our health network operates eastern Wisconsin's only academic medical center and adult Level I Trauma center engaged in thousands of clinical trials and studies. The Froedtert & MCW health network, which includes ten hospitals, nearly 2,000 physicians and more than 45 health centers and clinics draw patients from throughout the Midwest and the nation.

We are proud to be an Equal Opportunity Employer who values and maintains an environment that attracts, recruits, engages and retains a erse workforce.

Title: Principal People Partner

Location: United States

Job Description:

United States

Pie's mission is to empower small businesses to thrive by making commercial insurance affordable and as easy as pie. We leverage technology to transform how small businesses buy and experience commercial insurance.

Like our small business customers, we are a erse team of builders, dreamers, and entrepreneurs who are driven by core values and operating principles that guide every decision we make.

At Pie, our “employees” are team members, and we call ourselves Pie-oneers. The Principal People Partner ensures the successful contribution of our Pie-oneers by driving people and organizational strategies that enable and empower our leaders to lead their teams to achieve their highest-impact goals and drive success across the business.  

As Pie’s People team evolves, we are seeking two highly strategic yet execution-focused Principal People Partners to serve as a trusted advisor to senior leaders, driving people and organizational strategies that enable our leaders and teams to achieve their highest-impact goals and drive business success. These highly collaborative roles partner with executive leadership to design and implement talent strategies, foster high-performing teams, and build a culture of performance, agility and integrative thinking. 

The Principal People Partner role reports directly to the Chief People Officer  and works cross-functionally across the PTE team and senior managers (primarily Director+), including the CEO and Pie’s Senior Leadership Team (SLT). As a senior level inidual contributor, the Principal  People Partner brings considerable leadership influence and is responsible for aligning people strategy with business objectives, leading change management, and providing expert consultation on all aspects of the team member lifecycle.

How You’ll Do It

Strategic Business Partnership

• Lead senior management in translating business strategy into a talent strategy that embeds and reinforces our culture and drives success across our business
• Align people strategies with business objectives, partnering with leaders to understand their goals and provide guidance on organizational design and development, all aspects of  talent management, workforce planning and management, performance development, total rewards, and experience and benchmarking across the team member lifecycle. 
• Serve as a strategic  consultant to leaders, analyzing trends and metrics to identify gaps and patterns and develop solutions, programs, and policies that drive the best business outcomes.

Change Management

• Lead and support organizational change initiatives, including org design, leadership transitions, reporting structure changes, and People & Talent programs.
• Guide leaders and teams through periods of transformation, developing comprehensive change management and communication plans in order to maximize change adoption and minimize risk and negative impact to the business and organization.

Service, Compliance and  Risk Mitigation

• Advise people leaders on matters related to team member relations, performance management, and conflict resolution. 
• Identify, manage, and mitigate risk through deep knowledge of employment laws, regulations, and best practices.
• Maintain in-depth knowledge of legal requirements related to day-to-day and strategic management of team members, reducing legal risks and ensuring regulatory compliance.
• Manage and resolve common-to-complex team member relations issues. Lead and support team member relations investigations.
• Support and develop, as the subject matter expert, organizational policy changes and collaborate on cascading communication strategies.

Talent Development & Performance Enablement

• Partner with leaders to build and sustain high-performing, outcome-oriented teams where success is recognized and valued.
• Identify opportunities to enhance knowledge and develop skills; collaborate with enablement resources to create and implement training programs.
• Oversee the performance management process, ensuring it drives development, engagement, and results.
• Leverage data, tools, and resources to empower leaders in performance management, team culture, and engagement.

Team Member Experience & Engagement

• Collaborate with People Team partners and help to develop and execute team member engagement strategies using systems, tools, and resources.
• Partner with leaders and People Partners to interpret engagement data and recommend action plans.
• Develop and execute targeted retention initiatives for critical team member groups.
• Build relationships with Executive leaders ensuring communication cascades across and down the organization.
• Support with Executive and Senior leadership onboarding and offboarding experiences.

Systems, Tools and Experience Management

• Demonstrate proficiency in HR systems (Workday, Greenhouse, Culture Amp, Google Suite, Slack), serving as a resource for configuration, user support, and effective adoption.
• Leverage technology to enhance program delivery, data analysis, and reporting.

The Right Stuff

• Thrives in ambiguous, fast-paced, highly dynamic virtual environments requiring a thoughtful balance between autonomy and a high collaboration. 
• 12+ years of progressive HR experience, related business industry experience, or leading teams with HR-related functions, or a combination of related experience/education.
• 8+ years in an HR Business Partner/People Partner role or equivalent partnering with multiple executives.
• High school diploma or equivalent required; Bachelor’s degree is preferred.
• Prior experience supporting one or more of the following functional areas:
  • Insurance Underwriting, Claims, Customer Service / Support and/or Operations
  • Sales, Marketing and/or Business Development inclusive of knowledge of incentive plan design
  • Engineering, Product Development, Technology
• Must be proficient in Workday and collaboration tools (Slack, Google Suite)
• Experience with Greenhouse and Culture Amp preferred.

Expected Competencies

Ownership: Leads with a one-team, extreme ownership mindset, We Are The They

Critical Thinking: Leverages first principles, integrative thinking, and Pie's Collaboration and Decision-Making Framework (CDMF) for designing the data-driven, maximum win/win solutions, considering all stakeholder needs, impacts and interdependencies . Can pull self up to see forest from the trees.

Growth Mindset: Models growth mindset and accurate self assessment while remaining genuinely open to feedback. Demonstrates humility by learning from erse sources, creating a culture where admitting gaps and mistakes is productive and safe. Develops resilience strategies for self and work and others within their sphere of influence. Demonstrates grit by persevering through obstacles. Demonstrates flexibility by proactively changing approaches when strategies and tactics aren’t working and adapts readily to changing circumstances.

Collaboration & Influence: Creates needs-based solutions across team boundaries that serve organizational/functional interests first, consistently putting broader org/function needs ahead of team or personal interests. Builds high candor, high trust, high context relationships across all boundaries within the organization, maximizing operational effectiveness, even with competing priorities and resource constraints. Addresses systemic causes of conflict while effectively resolving disagreements. Lead with first team commitment to the function balanced with service to the organization. 

Strategy: Develops 6-month to multi-year strategies integrated with functional and organizational objectives. Creates clear strategic narratives that connect their work to functional priorities. Deeply understands operations within their functional domain and understands operations within their business domain. Recognizes how market and industry shifts impact medium term strategy, both functionally and within the business. 

Communication: Writes and speaks with accuracy, clarity and influence with audiences within and outside of functional area  at all levels, including the CEO, and across different formats and channels. Creates clear and highly compelling narratives that influence strategy. Communicates directly and respectfully and actively minimizing triangulation and gossip. Makes thoughtful requests solving for intersection of stakeholder needs, avoiding demands and building alignment across competing priorities. Functions as a stabilizing influence during high-stakes situations. Maintains composure and clarity in the most challenging organizational challenges and stress.

Execution: Manages multiple initiatives delivering high impact results, acting as force multiplier through effective delegation, empowerment, and building infrastructure to support scale. Drives operational frameworks to improve efficiency and effectiveness. Identifies opportunities for improving performance and consistently overcomes significant obstacles. Takes ownership of complex challenges beyond immediate scope, demonstrating broader functional and organizational thinking.  

The use of AI in Application Review: To support a fair, efficient, and consistent hiring process, we use AI-powered tools to assist in the initial screening of applications. These tools help us identify qualifications and prior work experiences that align with the requirements of the role. All AI-reviewed applications are still subject to human oversight and decision-making at multiple stages of the process. By submitting your application, you acknowledge and consent to Pie utilizing these AI technologies to assist in our evaluation process.

Base Compensation Range

$145,000 - $180,000 USD

Compensation & Benefits

• Competitive cash compensation
• A piece of the pie (in the form of equity)
• Comprehensive health plans
• Generous PTO
• Future focused 401k match
• Generous parental and caregiver leave
• Our core values are more than just a poster on the wall; they’re tangibly reflected in our work

Our goal is to make all aspects of working with us as easy as pie. That includes our offer process. When we’ve identified a talented inidual who we’d like to be a Pie-oneer , we work hard to present an equitable and fair offer. We look at the candidate’s knowledge, skills, and experience, along with their compensation expectations and align that with our company equity processes to determine our offer ranges. 

Each year Pie reviews company performance and may grant discretionary bonuses to eligible team members.

Location Information

Unless otherwise specified, this role is remote. Remote team members must live and work in the United States (territories excluded) and have access to reliable, high-speed internet.

Title: Senior HR Business Partner

Location: Portland, OR, USA

San Francisco, CA, USA

Los Angeles, CA, USA

Job Description:

SUMMARY:

The Sr HR Business Partner serves as a strategic partner and consultant to assigned business unit(s), and Human Resources support functions regarding human resources and organizational issues. The areas of expertise include, but are not limited to: Human Resources programs, policy, and procedure interpretation and implementation, employee relations, talent development, compensation, benefits and recruitment. This position may act as a mentor to lower level employees.

This is a hybrid role.

JOB DUTIES

• Serves as the first point of contact for people-related questions and concerns ensuring outstanding customer focus by delivering value-added, best in class Human Resources support.
• Provides business partnership, thought partnership, and coaching to all levels of assigned business unit(s).
• Leads employee relation investigations, including harassment and ethics complaints, and works with business unit leaders to resolve issues.
• Coaches supervisors and managers on how to effectively address internal employee relations issues. Organizes and maintains compliance policies in preparation for investigations.
• Works with managers to identify training needs, partners with centralized HR teams to leverage resources, and identifies opportunities to localize content and delivery.
• Assists with performance management reviews and employee engagement surveys throughout the year.
• Interprets and advises on human resources policies and procedures to ensure employment laws, standards, or regulations to are followed and applied accordingly.
• Integrates and partners with HR centers of excellence (COEs) in Talent Acquisition, Learning & Development, and Compensation to implement solutions and help scale the business.
• May act as a mentor to lower level employees.
• Performs other duties as assigned.

EDUCATION & EXPERIENCE

Typically requires a bachelor's degree and five (5) to seven (7) years of related experience or an equivalent combination.

KNOWLEDGE, SKILLS, ABILITIES

• Proficient with Microsoft Office Suite.
• Effective communication and critical thinking skills.
• Demonstrates empathy and experience driving inclusion work.
• Demonstrated experience learning and thriving in a constantly changing environment and to cultivate relationships across teams.
• Strong analytical and problem-solving skills.
• Up to 25% travel is required

COMPANY INFORMATION:

Motion offers an excellent benefits package which includes options for healthcare coverage, 401(k), tuition reimbursement, vacation, sick, and holiday pay.

Not the right fit? Let us know you're interested in a future opportunity by joining our Talent Community on jobs.genpt.com or create an account to set up email alerts as new job postings become available that meet your interest!

GPC conducts its business without regard to sex, race, creed, color, religion, marital status, national origin, citizenship status, age, pregnancy, sexual orientation, gender identity or expression, genetic information, disability, military status, status as a veteran, or any other protected characteristic. GPC's policy is to recruit, hire, train, promote, assign, transfer and terminate employees based on their own ability, achievement, experience and conduct and other legitimate business reasons.

Title: Human Resource Business Partner II/III

Location: Virginia Beach United States

Job Description:

Human Resource Business Partner II/III

Working TitleEmployee Relations Business Partner II/III

Department/DivisionHuman Resources - Employee Relations

Job TypeFull Time

Requisition ID:

45036

Work Location:

Human Resources - Municipal Center

Pay Range:

A.12, $62,835.93 - $97,395.69

Starting Salary:

Minimum of the Pay Range

Work Schedule:

Part Time Hours/Wk:

Job Duties:

The City of Virginia Beach is seeking an experienced Employee Relations Human Resources Business Partner II/III to join our HR team. This role will lead and manage all aspects of employee relations for assigned departments. This includes conducting investigations, administering policies, advising on performance and conduct matters, coaching managers, ensuring compliance with employment laws. If you enjoy self-directed work and have a passion for problem solving, this is the position for you!

The ideal candidate will have prior experience working in ER as a Business Partner, Analyst or Specialist. Extensive knowledge and experience applying state and federal labor and employment laws, including EEO, ADA, FMLA, etc. Workplace investigation experience, and conflict resolution abilities as well as the ability to communicate and interact with erse populations on complex matters related to ER is required.  

The position may be classified as a Human Resource Business Partner II or Human Resource Business Partner III depending on the qualifications of the selected candidate.

• Human Resource Business Partner II -  A12 $62,835.93 - $97,395.69
• Human Resource Business Partner III - A14 $69,276.62 - $107,378.76

 Duties will include, but not be limited to:

• Serve as a primary point of contact for ER matters, including performance management, disciplinary actions, and policy interpretation.
• Conduct Workplace Investigations and draft comprehensive investigative reports.
• Advise on corrective action, performance improvement plans, and progressive discipline.
• Coordinate and engage in the ADA interactive process and draft ADA Accommodation Plans.
• Recommend appropriate courses of action to resolve conflicts and issues effectively.
• Collaborate with the HR team to design and deliver training programs on ER topics.
• Lead and coordinate various projects and programs within the ER ision.
• Research, analyze and develop statistical and narrative reports, offering recommendations on HR-related issues to support informed decision-making and accountability.
• Ensure compliance with federal, state, and local employment laws and regulations, including EEO, ADA, FMLA, and other relevant legislation.
• Assist in the development and updating of HR policies and procedures.

 Ideal Candidate Qualifications:

• Prior professional-level experience in employee relations or as an HR Business Partner, Analyst, or Specialist.
• Extensive working knowledge of state and federal labor/employment laws (EEO, ADA, FMLA, etc.).
• Proven ability to lead sensitive investigations and resolve workplace disputes.
• Excellent interpersonal, coaching, and written communication skills.
• Experience advising managers and senior leaders in a complex or public sector environment

.

The City offers a generous benefits package such as health, dental and life insurance, retirement and savings plans. Other key benefits include:

• 11 holidays plus 3 flexible personal holidays each year

• Paid Time Off (PTO) monthly accruals

• Paid maternity/paternity and parental leave

• Leave donation program

• Tuition Reimbursement

• Employee Assistance Program

• Professional Development

This position offers a remote/hybrid work schedule arrangement and career progression opportunity. 

**This position is open until filled. Applications will be reviewed on an ongoing basis. Once the appropriate applicant pool has been established, it will be closed.**

Official City Job Description:

https://virginia-beach-departments-docs.s3.amazonaws.com/city/job-descriptions-pay-plans/Human-Resource-Business-Partner-II-02192.pdf

Working Conditions:

https://workingcondition-summary-prod.s3.amazonaws.com/B.005963.3.pdf

Minimum Requirements:

Human Resource Business Partner II: Bachelors degree in human resources or related field and two (2) years of experience associated with such positions as human resources business partner, specialist, or generalist OR an equivalent combination of education (above the high school level) and/or experience equivalent to six (6) years in fields utilizing the knowledge, skills, and abilities associated with this position.

Human Resource Business Partner III: Bachelor’s degree in human resources or related field and four (4) years of experience utilizing the knowledge, skills, and abilities associated with such positions as human resources business partner, specialist, or generalist OR an equivalent combination of education (above the high school level) and/or experience equivalent to eight (8) years in fields utilizing the knowledge, skills, and abilities associated with this position.

Additional Requirements:

DMV Transcript:  Not Required

Attachments Required: 

Preferences:

Workplace investigation experience

Special Instructions:

• Please complete the application in its entirety and include your resume if required by the posting. 
• Your responses to any "Supplemental Questions", if attached to this requisition, must be supported by the information you provide on your application and/or resume; or otherwise demonstrated during the hiring process.
• You will not be able to access the details of this job ad once the closing date has passed.   If you would like to retain this information, please take a screen shot or print using your browser's printing capability.

V****RS Contribution:   All full-time employees are required to contribute 5% of annual salary toward their retirement account; in accordance with VRS retirement provisions. This will be handled through a pre-tax payroll deduction.  

Drug Free Workplace:  The City of Virginia Beach maintains a drug free workplace.

Title: Human Resources Business Partner

Job Location: MO, KS and NE

Job Description:

Position Type: Full Time, Remote

Education Level: None

Salary Range: Undisclosed

Travel Percentage: Up to 50%

Job Shift: Day

Job Category: Human Resources

Description

Reporting to the Director of Human Resources, the Human Resources Business Partner (HRBP) serves as a strategic focused human resources consultant and will be responsible for the oversight and HR operations of a designated group of employees. Partnering with the HR Director to oversee the employee relations strategy, driving improvements to organizational effectiveness, employee engagement, performance management, talent acquisition, retention and recognition programs. Supports management by providing human resources direction, advice, and counsel.

This position supports St. Croix Hospice branches in MO, KS and NE. Travel is REQUIRED 3 days/week on average. When not traveling, the position is remote.

ESSENTIAL JOB FUNCTIONS/RESPONSIBILITIES

• Effectively coach and consult with branch management and employees. Provide ongoing coaching and development of employees.
• Support the Talent Acquisition team recruitment strategies and assist as needed.
• In partnership with the HR Director, recommend employee relations practices necessary to establish a positive employer-employee relationship and promote a high level of employee morale and motivation.
• Conduct investigations when employee complaints or concerns are brought forth.
• Monitor and advise managers and supervisors in the progressive discipline system of the company. Monitor the implementation of a performance improvement process with non-performing employees.
• Review, guide, and approve management recommendations for employment terminations.
• Support union free initiatives.
• Lead process improvement initiatives across the entire organization.
• Active member of Human Resources team in the on-going management and leadership development programs.
• Involved with on-going HCMS, LMS and ATS initiatives.
• Participate in the regular creation and implementation of all pulse and engagement surveys.
• Development of an employee-oriented company culture with emphasis on quality, continuous improvement, and high performance.
• Partner with the Total Rewards team with communicating the organization's compensation and benefit programs.
• Collaborate in creating an on-going ersity, equity, and inclusion strategies for St. Croix Hospice.

The above list reflects the general details necessary to describe the principle and essential functions of the position and shall not be construed as the only duties that maybe assigned.

Qualifications

REQUIRED QUALIFICATIONS

• Bachelor's degree preferred; equivalent experience in human resources required
• 5+ years of progressive leadership experience in Human Resources positions.
• Active affiliation with appropriate Human Resources networks and organizations and ongoing community involvement preferred.
• Possess process improvement certification in lean or other quality focused organizations.
• High level of service mindset. Highly focused on results and providing a structured, systematic approach to delivering business solutions.
• Strong leadership acumen with the ability to continually develop team members for future growth.
• Understands the importance of high level of confidentiality.
• Excellent organizational skills.
• The position is remote or virtual in the state(s) this position supports but requires the ability to Travel up to 60%.

PREFERRED QUALIFICATIONS

• Master's degree In HR or business
• PHR/SPHR certification preferred
• Experience with Change Management
• Experience working in a Healthcare environment

The salary range for this role is $110,000 - $120,000/annually. An employee's actual annual salary will be based on but not limited to: geographic location, relevant education, applicable certifications, depth of experience, and special skillsets. The total compensation package for this position may also include the opportunity to participate in employee benefits including our medical/dental/vision/pet insurance, disability and life insurance, paid time off, and 401(k) retirement plans, subject to applicable plan terms, and/or eligibility for other compensation.

REQUIRED QUALIFICATIONS

• Bachelor's degree preferred; equivalent experience in human resources required
• 5+ years of progressive leadership experience in Human Resources positions.
• Active affiliation with appropriate Human Resources networks and organizations and ongoing community involvement preferred.
• Possess process improvement certification in lean or other quality focused organizations.
• High level of service mindset. Highly focused on results and providing a structured, systematic approach to delivering business solutions.
• Strong leadership acumen with the ability to continually develop team members for future growth.
• Understands the importance of high level of confidentiality.
• Excellent organizational skills.
• The position is remote or virtual in the state(s) this position supports but requires the ability to Travel up to 60%.

PREFERRED QUALIFICATIONS

• Master's degree In HR or business
• PHR/SPHR certification preferred
• Experience with Change Management
• Experience working in a Healthcare environment

The salary range for this role is $110,000 - $120,000/annually. An employee's actual annual salary will be based on but not limited to: geographic location, relevant education, applicable certifications, depth of experience, and special skillsets. The total compensation package for this position may also include the opportunity to participate in employee benefits including our medical/dental/vision/pet insurance, disability and life insurance, paid time off, and 401(k) retirement plans, subject to applicable plan terms, and/or eligibility for other compensation.

REQUIRED QUALIFICATIONS

• Bachelor's degree preferred; equivalent experience in human resources required
• 5+ years of progressive leadership experience in Human Resources positions.
• Active affiliation with appropriate Human Resources networks and organizations and ongoing community involvement preferred.
• Possess process improvement certification in lean or other quality focused organizations.
• High level of service mindset. Highly focused on results and providing a structured, systematic approach to delivering business solutions.
• Strong leadership acumen with the ability to continually develop team members for future growth.
• Understands the importance of high level of confidentiality.
• Excellent organizational skills.
• The position is remote or virtual in the state(s) this position supports but requires the ability to Travel up to 60%.

PREFERRED QUALIFICATIONS

• Master's degree In HR or business
• PHR/SPHR certification preferred
• Experience with Change Management
• Experience working in a Healthcare environment

The salary range for this role is $110,000 - $120,000/annually. An employee's actual annual salary will be based on but not limited to: geographic location, relevant education, applicable certifications, depth of experience, and special skillsets. The total compensation package for this position may also include the opportunity to participate in employee benefits including our medical/dental/vision/pet insurance, disability and life insurance, paid time off, and 401(k) retirement plans, subject to applicable plan terms, and/or eligibility for other compensation.

Reporting to the Director of Human Resources, the Human Resources Business Partner (HRBP) serves as a strategic focused human resources consultant and will be responsible for the oversight and HR operations of a designated group of employees. Partnering with the HR Director to oversee the employee relations strategy, driving improvements to organizational effectiveness, employee engagement, performance management, talent acquisition, retention and recognition programs. Supports management by providing human resources direction, advice, and counsel.

This position supports St. Croix Hospice branches in MO, KS and NE. Travel is REQUIRED 3 days/week on average. When not traveling, the position is remote.

ESSENTIAL JOB FUNCTIONS/RESPONSIBILITIES

• Effectively coach and consult with branch management and employees. Provide ongoing coaching and development of employees.
• Support the Talent Acquisition team recruitment strategies and assist as needed.
• In partnership with the HR Director, recommend employee relations practices necessary to establish a positive employer-employee relationship and promote a high level of employee morale and motivation.
• Conduct investigations when employee complaints or concerns are brought forth.
• Monitor and advise managers and supervisors in the progressive discipline system of the company. Monitor the implementation of a performance improvement process with non-performing employees.
• Review, guide, and approve management recommendations for employment terminations.
• Support union free initiatives.
• Lead process improvement initiatives across the entire organization.
• Active member of Human Resources team in the on-going management and leadership development programs.
• Involved with on-going HCMS, LMS and ATS initiatives.
• Participate in the regular creation and implementation of all pulse and engagement surveys.
• Development of an employee-oriented company culture with emphasis on quality, continuous improvement, and high performance.
• Partner with the Total Rewards team with communicating the organization's compensation and benefit programs.
• Collaborate in creating an on-going ersity, equity, and inclusion strategies for St. Croix Hospice.

The above list reflects the general details necessary to describe the principle and essential functions of the position and shall not be construed as the only duties that maybe assigned.

Title: Administrative Business Partner Program Manager

Location: San Francisco, CA | New York City, NY

Job Description:

About Anthropic

Anthropic's mission is to create reliable, interpretable, and steerable AI systems. We want AI to be safe and beneficial for our users and for society as a whole. Our team is a quickly growing group of committed researchers, engineers, policy experts, and business leaders working together to build beneficial AI systems.

Administrative Business Partner Program Manager

About the role

Anthropic is seeking an experienced Administrative Business Partner Program Manager to support and develop our Administrative Business Partner team while driving strategic operational initiatives. In this pivotal role, you will manage a team of ABPs who support our senior leaders, ensuring they have the administrative excellence needed to achieve their goals. You'll also be responsible for supporting programs that enhance the effectiveness of leadership support across the organization.

As a people-first leader, you'll spend approximately 60% of your time coaching, developing, and supporting your team of Administrative Business Partners, while dedicating 40% to program management initiatives that elevate administrative operations company-wide. You'll be a key partner in building a world-class administrative function that enables Anthropic's mission. You will report into the Administrative Business Partner Team Manager under the People Team.

Responsibilities

People Management (60%)

• Lead, mentor, and develop a team of 6-8 Administrative Business Partners supporting senior leaders across multiple functions

• Conduct regular 1:1s with direct reports, providing coaching, feedback, and career development guidance

• Serve as the designated floater ABP for short to mid term coverage needs.

• Manage performance evaluations, goal setting, and partner in professional development planning for the ABP team

• Foster a culture of excellence, collaboration, and continuous improvement within the administrative team

• Partner with recruiting to hire exceptional administrative talent as the organization grows

• Facilitate knowledge sharing and best practices across the ABP team through regular team meetings and training sessions in partnership with the Admin Team Manager.

• Build strong relationships with supported executives to understand their needs and ensure ABP alignment

• Work with the Administration Business Partner Team Manager and ABP Leads to conduct talent planning and to ensure appropriate coverage and workload distribution across the team.

Program Management (40%)

• Design and implement standardized processes and best practices for administrative support across the organization

• Develop and maintain comprehensive documentation, including administrative playbooks, onboarding materials, and standard operating procedures

• Lead cross-functional initiatives to improve administrative efficiency, such as implementing new tools, systems, or workflows

• Partner with other operational teams (Facilities, IT, People Ops) to ensure seamless coordination of administrative services

• Create and oversee administrative training programs to continuously upskill the team in partnership with the Team Manager and ABP Leads.

• Drive process improvements based on feedback from stakeholders and team members

You may be a good fit if you

• Have 8+ years of experience in administrative support or operations roles, with at least 3 years of people management experience

• Have proven experience managing and developing high-performing administrative teams in fast-paced environments

• Possess exceptional organizational skills with the ability to prioritize multiple competing demands while maintaining high attention to detail

• Are an excellent communicator who can build relationships and influence at all levels of the organization

• Have demonstrated success in process improvement and program management

• Thrive in ambiguous, fast-changing environments and can bring structure to chaos

• Are passionate about developing others and creating opportunities for growth

• Have experience supporting C-level executives or senior leadership teams

• Can handle sensitive and confidential information with the utmost discretion

• Are proficient with modern productivity tools and eager to learn new technologies

Strong candidates may also

• Have experience in high-growth technology companies or startups

• Have managed distributed or hybrid administrative teams

• Have implemented administrative operations at scale (50+ supported executives)

• Possess project management certification or formal training

• Have experience with change management and organizational development

• Have a strong interest in AI and Anthropic's mission to build safe, beneficial AI systems

• Have experience with international administrative support and cultural awareness

Role Specific Location Policy:

• Currently, we expect all staff to be in our office at least 25% of the time. For this role specifically, we are expecting at least 3+ days a week in our San Francisco office.

The expected base compensation for this position is below. Our total compensation package for full-time employees includes equity, benefits, and may include incentive compensation.

Annual Salary:

$230,000-$300,000 USD

Logistics

Education requirements: We require at least a Bachelor's degree in a related field or equivalent experience.

Location-based hybrid policy: Currently, we expect all staff to be in one of our offices at least 25% of the time. However, some roles may require more time in our offices.

Visa sponsorship: We do sponsor visas! However, we aren't able to successfully sponsor visas for every role and every candidate. But if we make you an offer, we will make every reasonable effort to get you a visa, and we retain an immigration lawyer to help with this.

We encourage you to apply even if you do not believe you meet every single qualification. Not all strong candidates will meet every single qualification as listed. Research shows that people who identify as being from underrepresented groups are more prone to experiencing imposter syndrome and doubting the strength of their candidacy, so we urge you not to exclude yourself prematurely and to submit an application if you're interested in this work. We think AI systems like the ones we're building have enormous social and ethical implications. We think this makes representation even more important, and we strive to include a range of erse perspectives on our team.

How we're different

We believe that the highest-impact AI research will be big science. At Anthropic we work as a single cohesive team on just a few large-scale research efforts. And we value impact - advancing our long-term goals of steerable, trustworthy AI - rather than work on smaller and more specific puzzles. We view AI research as an empirical science, which has as much in common with physics and biology as with traditional efforts in computer science. We're an extremely collaborative group, and we host frequent research discussions to ensure that we are pursuing the highest-impact work at any given time. As such, we greatly value communication skills.

The easiest way to understand our research directions is to read our recent research. This research continues many of the directions our team worked on prior to Anthropic, including: GPT-3, Circuit-Based Interpretability, Multimodal Neurons, Scaling Laws, AI & Compute, Concrete Problems in AI Safety, and Learning from Human Preferences.

Come work with us!

Anthropic is a public benefit corporation headquartered in San Francisco. We offer competitive compensation and benefits, optional equity donation matching, generous vacation and parental leave, flexible working hours, and a lovely office space in which to collaborate with colleagues. Guidance on Candidates' AI Usage: Learn about our policy for using AI in our application process

Title: HR Business Partner

Location: San Mateo United States

Job type: Hybrid

Job Description:

Schweiger Dermatology Group is one of the leading dermatology practices in the country with over 570 healthcare providers and over 170 offices in New York, New Jersey, Pennsylvania, Connecticut, Florida, Illinois, Missouri, Minnesota, and California. Schweiger Dermatology Group provides medical, cosmetic, and surgical dermatology services with over 1.5 million patient visits annually.

Our mission is to create the Ultimate Patient Experience and a great working environment for our providers, support staff and all team members.

Schweiger Dermatology Group has been included in the Inc. 5000 Fastest Growing Private Companies in America list for seven consecutive years. Schweiger Dermatology Group has also received Great Place to Work certification. To learn more, click here.

Schweiger Dermatology Group's Ultimate Employee Experience:

• Multiple office locations, find an opportunity near your home

• Positive work environment with the tools to need to do your job and grow

• Full time employees (30+ hours per week) are eligible for:

Medical (TeleHeath included), HSA/FSA, Dental, Vision on 1st of the month after hire date

• 401K after 30 days of employment

• Your birthday is an additional personal holiday

• Company Sponsored Short Term Disability

• Pre-tax savings available for public transit commuters

• Part-time employees (less than 30 hours) are eligible for:

Dental and Vision on 1st of the month after date of hire

• 401K after 30 days of employment

• Employee discounts on Schweiger Dermatology Group skin care products & cosmetic services

Job Summary: The HRBP serves as a strategic partner to business leaders, providing guidance on HR-related issues and driving HR initiatives that align with business objectives.

Schedule: Full Time, Monday - Friday

Travel: While primarily a remote position, employee is required to attend monthly in office cadence. Additionally, this position may require on-site support as well as in-person team meetings. Mileage and travel accommodations are eligible for reimbursement in accordance with company policy.

Essential Functions:

• Develop and maintain strong working relationships with Ops leaders to understand their objectives and challenges and provide strategic HR guidance and support.
• Drive talent management initiatives, including workforce planning, talent acquisition, and succession planning.
• Provide coaching and support to managers on a wide range of employee relations issues, including performance concerns, disciplinary actions, and conflict resolution.
• Collaborate with HR Centers of Excellence (COEs) to deliver HR programs and initiatives, such as talent acquisition, compensation and benefits, learning and development, and ersity and inclusion.
• Facilitate all HR functions for support area(s) including but not limited to onboarding and offboarding of staff and providers.
• Oversee and manage HR Generalist(s) that support HRBP regions.
• Analyze HR data and trends to identify areas for improvement and recommend solutions to enhance organizational effectiveness.
• Serve as a change agent by proactively identifying areas for HR process improvement and driving the implementation of change initiatives.
• Ensure compliance with all applicable HR laws and regulations, as well as company policies and procedures.
• Act as a liaison between employees and management, ensuring effective communication and resolution of employee concerns.
• Lead HR projects as assigned, demonstrating project management skills and the ability to deliver results on time and within budget.
• Support M&A efforts with items such as employee meetings, new hire paperwork, and onboarding processes ensuring a smooth transition.
• Other duties as assigned by supervisor on an as-needed basis, contributing to the overall success of the HR team and the organization.

Qualifications:

• Bachelor's degree required; Master's degree preferred.
• 5+ years of progressive HR experience, with at least 2 years in a business partner or similar role.
• Certification from national recognized institution preferred (PHR/SHRM-CP).
• Strong knowledge of HR laws and regulations.
• Excellent communication and interpersonal skills.
• Ability to work effectively in a fast-paced, dynamic environment.
• Working knowledge of HIPAA & OSHA compliance.

Salary Range $85,000 - $90,000

Schweiger Dermatology Group, is an equal opportunity employer and does not discriminate in its hiring process with applicants, whether internal or external, because of race, creed, color, age, national origin, ancestry, religion, gender, sexual orientation, gender identity, disability, genetic information, veteran status, military status, application for military service or any other class per local, state or federal law.

Schweiger Dermatology Group does not require vaccination for COVID-19 in order to be considered for employment; however, some state guidelines may require that we keep record of your vaccination status on file.

Title: Director, HR Business Partner

Location: Oakland United States

Durham, NC

Full time

Job Description:

Clorox is the place that's committed to growth - for our people and our brands. Guided by our purpose and values, and with people at the center of everything we do, we believe every one of us can make a positive impact on consumers, communities, and teammates. Join our team. #CloroxIsThePlace

Your role at Clorox:

The Director, HR Business Partner (HRBP) for LEA, EDT and Finance is responsible for developing and executing people strategies that elevates the employee experience, strengthens the baseline, and drives growth and profitability within the organization. This role will focus on collaborating with leaders to drive the business strategy, utilizing talent insights and organization data to drive business outcomes, engaging Centers of Excellence (COE) to drive strategic business initiatives that solve the most important business challenges, creating leverage as we solve for problems in an enterprise-wide, scalable manner while keeping the baseline healthy.

In this role, you will:

• Coach and consult with senior leaders to drive high performing teams that increase productivity and retention.
• Leads development of talent and capability strategy through to execution.
• Designs and implements organizational strategies that support and advance the function's overall goals. This includes activities such as long-term planning, evaluating how well the organization is structured to meet its objectives, using talent data to inform decisions, and enhancing the global employee experience.
• Leads transformation efforts, including talent assessment & selection, change management, process improvement, org design and capability development.
• Leverage our talent philosophy to ensure robust succession plans, build inidual, team and enterprise performance management and manage workforce planning efforts.
• Work with COEs to ensure leadership for people programs, processes, workforce planning, acquisitions, organization changes, and HR-related technologies, meet organizational needs.
• Analyze trends and metrics in partnership with the HR COEs and with business leaders to develop people and organization solutions, programs, and policies.
• Drive Organizational Health, Inclusion, Diversity, Culture and Engagement initiatives and execution for organizations as well as managing projects in partnership with the overall function organization.
• Experienced team and project leader who continuously aligns team priorities, holds team members accountable to achieve their best performance, and coaches team members to grow and develop.

What we look for:

• Thinks strategically, applying business insights to formulate and drive HR solutions that achieve organizational outcomes.
• Sets the agenda, you are a business leader first, you are sought out as a thought leader, an innovative leader and impact the broad business agenda, not just the people agenda.
• Leads change, initiating and supporting organizational transformation, and adjusting direction when needed.
• Confident, ambitious, and passionate leader who is comfortable with saying no and offering alternatives in service of driving the agenda forward.
• Skillful champion and influencer of cultural shifts that create erse, equitable, and inclusive outcomes.
• Makes informed business decisions through the use of data and analytics.
• Strong learning agility, enjoys and excels in environments where he/she must tackle and solve new and increasingly complex strategic business challenges.
• Thoughtful stakeholder engagement; brings others along to support and enable desired outcomes.
• Comfortable operating in ambiguity, may not always have the answers but knows where to go or how to solve.
• Improves processes and how our people experience them, ability to turn complex into easy, know what needs greater focus and complexity and what does not.
• Proactive approach to workforce development and talent pipeline growth / visibility.
• Ability to build long-term, trusting relationships with your customer and with HR colleagues.

Job Requirements:

• Bachelor's degree required
• 12+ years of progressive generalist experience in HR, including HRBP experience, partnering with senior leaders/executives.
• Experience in the US and other International Markets.
• Experience in a highly collaborative environment is preferred, navigates complexity well.
• Minimum 8 years supervisory experience leading and coaching HR teams
• Thorough knowledge of human resources practices including total rewards, organizational design, talent management, and culture/change management.

#LI-Hybrid

Workplace type:

Hybrid

Our values-based culture connects to our purpose and empowers people to be their best, professionally and personally. We serve a erse consumer base which is why we believe teams that reflect our consumers bring fresh perspectives, drive innovation, and help us stay attuned to the world around us. That's why we foster an inclusive culture where every person can feel respected, valued, and fully able to participate, and ultimately able to thrive.  

[U.S.]Additional Information:

At Clorox, we champion people to be well and thrive, starting with our own people. To help make this possible, we offer comprehensive, competitive benefits that prioritize all aspects of wellbeing and provide flexibility for our teammates' unique needs. This includes robust health plans, a market-leading 401(k) program with a company match, flexible time off benefits (including half-day summer Fridays depending on location), inclusive fertility/adoption benefits, and more.

We are committed to fair and equitable pay and are transparent with current and future teammates about our full salary ranges. We use broad salary ranges that reflect the competitive market for similar jobs, provide sufficient opportunity for growth as you gain experience and expand responsibilities, while also allowing for differentiation based on performance. Based on the breadth of our ranges, most new hires will start at Clorox in the first half of the applicable range. Your starting pay will depend on job-related factors, including relevant skills, knowledge, experience and location. The applicable salary range for every role in the U.S. is based on your work location and is aligned to one of three zones according to the cost of labor in your area.

-Zone A: $175,100 - $360,700

-Zone B: $160,500 - $330,700

-Zone C: $145,900 - $300,600

All ranges are subject to change in the future. Your recruiter can share more about the specific salary range for your location during the hiring process.

This job is also eligible for participation in Clorox's incentive plans, subject to the terms of the applicable plan documents and policies.

Please apply directly to our job postings and do not submit your resume to any person via text message. Clorox does not conduct text-based interviews and encourages you to be cautious of anyone posing as a Clorox recruiter via unsolicited texts during these uncertain times.

To all recruitment agencies: Clorox (and its brand families) does not accept agency resumes. Please do not forward resumes to Clorox employees, including any members of our leadership team. Clorox is not responsible for any fees related to unsolicited resumes.

Title: HR Business Partner

Location: Center City United States

Mon - Fri

8am - 5pm

1.0

USD $130,558.00/Yr.

USD $190,249.00/Yr.

Full Time

Human Resources

Job Description:

Responsibilities

Hybrid, must be on-site three days per week in our Center City, MN facility. Healthcare experience is highly preferred.

This position is responsible for shaping and executing strategic human resource initiatives that foster a high-performing, inclusive, and engaged workplace culture. The role serves as a strategic advisor and thought partner to senior leadership across the Hazelden Betty Ford Foundation (HBFF) and the Hazelden Betty Ford Graduate School of Addiction Studies. Key responsibilities include leading enterprise-wide organizational strategic initiatives and change management efforts, driving workforce planning, and influencing talent strategies that are aligned with business goals.

• Align People Strategy with business goals and partner with leaders to drive cultural and organizational transformation.
• Ensure the organization has the right talent in place to meet current and future needs.
• Foster a workplace culture that is inclusive, engaged, and aligned with organizational values.
• Proactively manages risk and ensures compliance with employment laws and organizational policies.

Qualifications

Required Qualifications:

• Bachelor's degree in HR, business or related field or equivalent experience

• 6-9 years of Human Resources experience or related.

• Prefer 2-3 years' experience in a similar role with experience in recruiting, training and development, change management, and employee relations.

• Advanced skill with MS Office Suite.

Preferred Qualifications:

• SPHR/PHR
• Change Management / Organizational Development experience.
• Talent Management / Leadership Development experience.

Overview

The Hazelden Betty Ford Foundation is the largest nonprofit addiction recovery organization in the United States. It is also one of the most mission-driven places you will find. The Hazelden Betty Ford Foundation team is passionate about providing hope and ultimately healing. As a living, growing and evolving institution, the Hazelden Betty Ford Foundation is - at our core- a people-powered organization. Hazelden Betty Ford Foundation is comprised of 1600+ employees, seventeen treatment sites and produces $190 million dollars in annual revenue. This exemplary organization serves nearly 25,000 people annually and is committed to provide hope and healing for those experiencing addiction to alcohol and other drugs.

What makes this organization unique is its total ecosystem approach to prevention, education, research, advocacy and treatment. All of the parts of the organization work together to inform, develop and deliver evidence- based practices that help people reclaim their futures and restore their hope.

Being "a best place to work" is a strategic goal of Hazelden Betty Ford Foundation and it's a goal that every employee plays an active role in helping to achieve. Our culture is a reflection of how encouraged and energized we each feel about contributing our ideas and performing to our greatest ability. Join us and do meaningful work.

We deeply value our employees. Working at Hazelden Betty Ford Foundation includes a comprehensive benefits package, including:

• Competitive Health, Dental and Vision Plans
• Retirement savings plan with employer match
• Paid time-off
• Tuition reimbursement

The Hazelden Betty Ford Foundation is proud to be an equal opportunity and affirmative action employer. We believe that ersity and inclusion among our colleagues is critical to our success as a force of healing and hope for iniduals, families and communities affected by addiction to alcohol and other drugs; and we seek to recruit, develop and retain the most talented people from a erse candidate pool.

Salary new (max and min)

USD $130,558.00 - USD $190,249.00 /Yr.

Title: Senior Regional People Partner

Location:San Carlos, Fremont, or Oakland, CA

Job Description:

Requisition ID # 169035

Job Category: Human Resources

Job Level: Inidual Contributor

Business Unit: People

Work Type: Hybrid

Job Location: Oakland; Fremont; San Carlos

Department Overview

The People team delivers expertise, resources, and solutions to positively impact our coworkers, contract coworkers, company, partners, and hometowns so that PG&E can achieve amazing outcomes. We are an enthusiastic and collaborative group of professionals who strive to improve our work, our results, our skills, and our company. The People team provides the tools and the guidance our coworkers need to be their best and find joy at work.

The People organization is comprised of the following groups: Benefits; Compensation; Diversity Equity Inclusion & Belonging; People Partners; Labor Relations; People Development & Growth; People Solutions; Talent Acquisition & Mobility (Recruiting); Workforces Development; and the Enterprise Change Office.

We believe that People are our business. Trust is the foundation of everything we do. Together, we partner to deliver a joyful coworker experience.

We are seeking a dynamic Regional People Partner to join our team. As our Regional People Partner, you will play a pivotal role in shaping a workplace environment where every coworker feels known, loved, and proud. You will be at the heart of our organization, driving initiatives that enhance business outcomes, while creating a joyful coworker experience.

Imagine being a strategic partner, collaborating with leaders to align practices with our business goals - in this role, you will leverage your expertise to foster a culture of innovation, support meaningful change, and champion coworker well-being. Your insights will directly influence talent strategies, ensuring we attract and retain top talent while cultivating an inclusive environment where coworkers thrive.

If you are passionate about making a difference and want to be part of a dynamic team that values collaboration and growth in a forward-thinking utility company, we would love to hear from you! Together, we will create a workplace that energizes our teams and drives exceptional results.

Reporting Relationship

The Regional People Partner will report directly to Director, People Partner as a high-level inidual contributor.

Position Summary

The Senior Regional People Partner is responsible for aligning business objectives with employees and management in designated regions and business units. You will formulate partnerships across the People function to deliver value-added service to management and employees that reflects the business objectives of the organization. You will maintain an effective level of business literacy about the region and business unit's priorities, its midrange plans, its culture, and its competition.

This position is responsible for providing advice and counsel to coworkers and leaders and will lead People program delivery to specified clients, including Performance Management, Pay Planning, Succession Planning, and a strong focus on Employee Relations, and Labor Relations. The Regional People Partner will be in our service centers or other locations, working directly with our coworkers to create the desired work environment.

The role is hybrid working from your remote office and a PG&E office located in San Carlos, Fremont, or Oakland, CA based on business needs.

Disclosure:

PG&E is providing the salary range that can reasonably be expected for this position at the time of the job posting. This salary range is specific to the locality of the job. The actual salary paid to an inidual will be based on multiple factors, including, but not limited to, internal equity, specific skills, education, licenses or certifications, experience, market value, and geographic location. The decision will be made on a case-by-case basis related to these factors. This job is also eligible to participate in PG&E's discretionary incentive compensation programs.

Pay Range display:

$95,000 - $130,900/year

Job Responsibilities

This role requires a strategic thinker with a strong business acumen and the ability to foster cross-functional relationships across the organization. The ideal candidate will demonstrate competencies in the following areas:

Business Acumen:

• Leverage industry and organizational knowledge to align people's strategies with business goals
• Understand financial metrics to inform people of decision-making, support organizational sustainability, and drive waste elimination

Strategic Partnership:

• Provide consultative problem-solving to address complex organizational challenges
• Ensuring people projects are in alignment with the organization's strategic objectives
• Identify and mitigate risks associated with people's initiatives

Relationship Management:

• Foster collaboration and networking across departments to enhance organizational cohesion
• Be a persuasive influencer to advocate for people's initiatives and drive change

Data Judgment:

• Interpret and analyze people's metrics to inform strategic decisions
• Craft compelling data storytelling to communicate insights and recommendations to internal and external stakeholders
• Apply foundational data analytics to optimize people's processes and outcomes
• Strong analytical skills with the ability to interpret people's metrics and drive data-informed decisions

Talent Optimization:

• Insights and knowledge of the talent within the organization, ability to build and strengthen a talent pipeline, ensuring skills and capabilities for the future. Including talent management, organizational design, and development
• Implement strategic people practices that enhance coworker experience and drive engagement
• Drive change management initiatives to support organizational transformation
• Demonstrate technological savviness to leverage people tools and platforms effectively
• Familiarity with HR technology trends and tools for optimizing people processes

Agility:

• Foster a growth mindset within the People team and across the organization
• Encourage innovation and iteration in people practices anticipating and adapting to evolving business needs
• Capacity to adapt and a commitment to continuous improvement and innovation

Qualifications

Minimum:

• High school diploma
• 6 years of LR/HR generalist experience
• Must possess a valid driver's license and be willing to travel as required within the PG&E service territory
• Demonstrated experience working with senior company leaders, including demonstrated ability to effectively communicate and influence leaders at the executive level

Desired:

• Experience working in a large organization (preferably over 1,000 employees)

• Experience working in a unionized environment

• Experience completing investigations

• Experience managing employee performance, conduct, and discipline issues

• Knowledge:

• Strong understanding of employment laws and regulations, especially California labor laws

• Familiarity with HR best practices and industry standards

• Skills:

• Building partnerships and working collaboratively with others to meet shared objectives

• Applying knowledge of business and the marketplace to advance the organization's goals

• Ability to influence and lead behavior changes

• Providing direction, delegating, and removing obstacles to get work done

Title: HR & Payroll Services Lead

Job Description:

remote type

Work From Home

locations

Home-Based - GBR

time type

Full time

job requisition id

10114040

Join Capita Public Service as HR & Payroll Services Lead

Ready to lead the design and delivery of future-facing HR & Payroll services for a major transformation programme? Apply now and help shape the next generation of service excellence at Capita!

Job title:

HR & Payroll Services Lead

Job Description:

What you'll be doing

Reporting to the Operations Workstream Lead, you will lead the design and implementation of HR & Payroll services, ensuring seamless integration with client requirements and Capita’s solution capabilities. You will contribute to the creation of the Service Blueprint and High-Level Operating Model, then oversee detailed service design and operating models for HR & Payroll.

You will manage a team of Functional Analysts and SMEs, facilitate workshops with client and third-party stakeholders, and ensure service designs meet KPIs, SLAs, and user experience standards. This role also involves supporting service transition planning, dress rehearsals, and early operational rollout to ensure successful adoption.

Key Responsibilities

• Contribute to the creation of the Capita Service Blueprint and High-Level Operating Model for HR & Payroll
• Lead workshops with client and third-party SMEs to integrate service elements and resolve design conflicts
• Develop detailed service designs and operating models focused on user experience and performance standards
• Provide input to training and testing teams to ensure alignment with service procedures
• Ensure service design aligns with Capita and ERP solution capabilities to minimise bespoke development
• Present service design updates in the End-User Forum and facilitate stakeholder consensus
• Participate in Payroll Parallel Run exercises to validate service readiness
• Support transition planning and lead dress rehearsals ahead of service cutover
• Resolve service-related issues during early operational rollout and support service operatives

Essential Skills & Experience

• Extensive experience in leading sizeable operational teams and delivering shared services into a complex client organisation
• Expertise in HR & Payroll service design and operating model development
• Experience in large-scale, multi-party implementation programmes
• Strong client relationship management and stakeholder engagement skills
• Ability to manage TUPE transfers and drive workforce engagement
• Experience in phased service transition planning, testing strategies, and hypercare support
• Ability to work remotely and travel to UK-wide Capita locations as required

Desirable Skills & Experience

• Experience with Oracle Fusion ERP service design
• Experience working with global technical delivery partners and ERP partners
• Multi-year experience in user experience-based service design
• Knowledge of WCAG 2.2 Accessibility standards and testing tools
• Familiarity with Government Digital Service (GDS) methodology and accessibility standards
• Experience creating Service Blueprints, Operating Models, and SOPs using UX design methodology

About Capita

Capita is an outsourcer, helping clients across the public and private sectors run complex business processes more efficiently, creating better consumer experiences

What’s in it for you?

• Competitive salary plus benefits

• Home-based position

• 23 days’ holiday (rising to 27) with the opportunity to buy extra leave

• The opportunity to take a paid day out of the office, volunteering for our charity partners or a cause of your choice

• Auto-enrolment to our company pension, life assurance, a cycle2work scheme, 15 weeks’ fully paid maternity, adoption and shared parental leave, paternity pay of two weeks…and plenty more

• Voluntary benefits designed to suit your lifestyle – from discounts on retail and socialising, to health & wellbeing, travel and technology

• Access to our Employee Network Groups, which represent every strand of ersity and allow colleagues to connect and learn from each other on an open, inclusive platform

Unlock Your Potential with Capita

At Capita, your career can take you wherever your ambition leads. You'll become part of a erse network of talented, forward-thinking professionals working across a wide range of disciplines and sectors. We’re committed to your growth — offering exciting opportunities to expand your skills, explore new paths, and advance your career.

Join us and discover a career with purpose. #CareersWithPurpose

Customer first, always​ Fearless innovation​ Achieve together​ Everyone is valued

What we hope you’ll do next:

Choose ‘Apply now’ to fill out our short application, so that we can find out more about you.

Equal Opportunities

At Capita, we’re committed to providing an inclusive, barrier-free recruitment process and working environment for everyone. We want everyone to have the best chance of succeeding as they move through their application and start their career with us. We are an equal opportunity and Disability Confident employer; we want to hear from you if you’d like to discuss any adjustments you might need during your recruitment process. Please email [email protected] or call 07784 237318 and we’ll get back to you to discuss. 

For more information about equal opportunities and the types of adjustments we can offer, please visit the Capita Careers website.

If you have a question that does not relate to adjustments during your recruitment process, please email our Talent Acquisition team - [email protected]

We’re truly committed to building a erse and representative workforce and as part of our strategic plans we are aiming to accelerate gender and ethnic representation in leadership. As such we would particularly welcome applications from people who are female and/or are from Black, Asian and other ethnic minority backgrounds

Location:

Home-Based - GBR,

United Kingdom

Time Type:

Full time

Contract Type:

Permanent

Title: Senior Compensation Consultant

Location: Burlington United States

Job Description:

Location Fully Remote

About Tufts Medicine

Tufts Medicine is an innovative, mission-driven health system that unites the best of academic and community medicine to deliver exceptional, connected, and accessible care. Our system includes Tufts Medical Center, the principal teaching hospital of Tufts University and Tufts University School of Medicine, as well as Lowell General Hospital, Lowell General Hospital - Saints Campus, MelroseWakefield Hospital, Lawrence Memorial Hospital of Medford, Tufts Medicine Behavioral Health Hospital (opening Fall 2025), Tufts Medicine Care at Home, Tufts Medicine Integrated Network, and a network of 2,300 physicians across Massachusetts and southern New Hampshire. We treat the most complex conditions, keep our communities healthy, and bring research breakthroughs to life.

Job Overview

This position provides advice and counsel to Human Resources Business Partners and client department management on a variety of compensation programs and issues including design and development of reward programs such as incentives, recognition awards, etc. This role provides analytical and consultative services in designing, delivering, and administering innovative compensation solutions/programs to assist clients with meeting their business needs. In addition, this role conducts market analysis, performs job evaluations, develops job descriptions, etc. This position manages health system wide projects and functions as a subject matter expert and consultant to leadership and provides support and guidance to HR staff across Tufts Medicine. This role assists with coordination of compensation team projects including advising and mentoring team members.

Job Description

Minimum Qualifications:

1. Bachelor's degree in human resources, business administration, data analytics, finance, or a related field.

2. Seven (7) years of progressive compensation experience.

3. Experience with compensation plan design, benchmarking and survey data, incentive plan design, and administration.

Preferred Qualifications:

1. Master's degree in human resources, business administration, economics, finance, or a related field.

2. Professional certification in compensation such as the Certified Compensation Professional (CCP) designation.

3. Experience with Workday.

4. Experience in healthcare compensation.

5. Experience with Compensation analytics tools such as Payfactors, etc.

Duties and Responsibilities: The duties and responsibilities listed below are intended to describe the general nature of work and are not intended to be an all-inclusive list. Other duties and responsibilities may be assigned.

1. Performs analytical studies in a variety of compensation areas, such as internal and external equity, competitive pay practices, incentive compensation, and emerging trends.

2. Recommends policy and/or program changes.

3. Conducts job evaluations for new or revised positions to determine appropriate salary grade.

4. Evaluates and analyzes market data, determines FLSA status, and maintains appropriate documentation regarding the review.

5. Participates in the development and administration of the annual salary programs, to include analysis of market data, position-to-market, trends for merit budgets, pay differentials, salary increase project plan, communications, and instructions for processing merit raises, etc.

6. Designs, develops, and administers special compensation programs, such as special incentive programs, job evaluation studies, etc.

7. Develops and presents educational/training programs to managers and employees.

8. Reviews (and may approve or recommend approval of) a variety of compensation actions, such as promotions, above guideline job offers, off-cycle pay increases, etc.

9. Compiles and interprets survey results and identifies labor market trends to support the management of compensation programs.

10. Continuously conducts additional research beyond traditional salary survey results to ensure a comprehensive understanding of the compensation data and competitive labor markets.

11. Provides analytical tools that align with talent development, workforce planning and best in class HR analytics.

12. Builds and maintains reports, dashboards, and metrics and monitors the integrity and validity of the data reported.

13. Analyzes trends in compensation and build intelligence through reporting.

14. Works with large amounts of data and build tools to streamline the process.

15. Continually reviews, researches and analyzes compensation processes to identify and recommend changes to improve efficiency, effectiveness and overall quality of information.

16. Develops tools and information presentation methods to deliver information in the appropriate context and format that best supports the organization.

17. Participates in System wide projects and initiatives.

18. Provides advisory services to leadership and HR teams around various pay, job, organization structure, and career pathing issues.

19. Leads assigned major/complex projects in a variety of compensation-related areas.

20. Assists with providing guidance, training, and mentorship to the compensation team members to ensure projects and responsibilities are accomplished on time and within expected standards.

Physical Requirements:

1. Work environment is a professional office environment with typical office requirements such as computers, phones, photocopiers, filing cabinets, etc.

2. This is largely a sedentary role, which involves sitting most of the time, but may involve movements such as walking, standing, reaching, ascending / descending stairs and operate office equipment.

3. Frequently required to speak, hear, communicate and exchange information.

4. Able to see and read computers displays, read fine print, and/or normal type size print and distinguish letters, numbers and symbols.

5. Ability to work in confined or open environment.

6. Ability to work independently or in a team environment.

Skills & Abilities:

1. Strong consulting, communication and relationship management skills.

2. Strategic and innovative thinker with excellent problem solving and analytical skills.

3. Demonstrated ability to solve complex problems using best practices, knowledge of internal and external business issues to provide a new perspective on existing solutions or create new solutions.

4. Highly detail oriented with emphasis on accuracy, coupled with the ability to see the broader picture.

5. Excellent organizational, project and time management skills with ability to organize and prioritize multiple projects and competing priorities.

6. Must be comfortable and able to work in a fast-paced changing environment and be able to use independent judgment for decisions that may not be straightforward, able to prioritize and manage multiple tasks/projects at once with ambiguity and changing priorities.

7. Ability to handle information in a manner which protects its confidentiality.

8. Must have a high level of analytical skills, including strong use of Microsoft Excel including v-lookup and pivot tables and experience dealing with large volumes of data.

9. Must have and maintain a working knowledge of federal and state labor laws related to compensation and all aspects of human resources.

10. Must have a thorough knowledge of Microsoft Excel and HRIS systems.

11. Ability to teach and mentor peers.

12. Must possess an in-depth knowledge of compensation methodologies and market trends.

Job Profile Summary

This role focuses on supporting the design, development, and implementation of human resource programs and policies, including recruitment, training and development, compensation and benefits, mobility, talent acquisition, ersity, talent management & organization development and employee/labor relations. In addition, this role focuses on performing the following Compensation duties: Designs programs that align rewards with organization goals, analyzes and models merit and other salary increases, manages job evaluation systems, and analyzes market data to assess the organization's competitive market position. A professional inidual contributor role that may direct the work of other lower level professionals or manage processes and programs. The majority of time is spent overseeing the design, implementation or delivery of processes, programs and policies using specialized knowledge and skills typically acquired through advanced education. A senior level role that requires advanced knowledge of job area typically obtained through advanced education and work experience. Typically responsible for: managing projects / processes, working independently with limited supervision, coaching and reviewing the work of lower level professionals, resolving difficult and sometimes complex problems.

At Tufts Medicine, we want every inidual to feel valued for the skills and experience they bring. Our compensation philosophy is designed to offer fair, competitive pay that attracts, retains, and motivates highly talented iniduals, while rewarding the important work you do every day.

The base pay ranges reflect the minimum qualifications for the role. Inidual offers are determined using a comprehensive approach that considers relevant experience, certifications, education, skills, and internal equity to ensure compensation is fair, consistent, and aligned with our business goals.

Beyond base pay, Tufts Medicine provides a comprehensive Total Rewards package that supports your health, financial security, and career growth-one of the many ways we invest in you so you can thrive both at work and outside of it.

Pay Range:

$101,084.26 - $128,878.21

Title: People & Culture Business Partner, Southern Region

Location: Knoxville, Tennessee, Southern Region, Orlando/Tampa, FL and Atlanta, GA

Work Type: Hybrid, Full Time

**Job ID:**MANAG037182

Job Description:

What is the job?

At Regal Cinemas, every day is a blockbuster. Behind the scenes of our cinematic magic is a team of passionate people who make the show happen. As a Regional People & Culture Business Partner, you'll be the director of the cast-shaping the storyline for our teams, coaching leaders, and ensuring every performance delivers a five-star experience.

This is a strategic leadership role where you'll partner with Regional Directors to align People & Culture strategies with business goals. You'll set the stage for success by driving operational excellence, fostering a positive culture, and ensuring our cinemas deliver unforgettable guest experiences through engaged, high-performing teams.

What will you be doing?

• You'll partner with Regional Directors to turn business priorities into people strategies that keep our teams performing like blockbuster hits.
• You'll lead change management for new initiatives, making sure every transition feels like a smooth scene change.
• You'll coach and develop cinema leaders, helping them shine in the spotlight and build high-performing casts.
• You'll handle sensitive employee matters, ensuring fair resolutions and keeping the drama on the big screen-not in the workplace.
• You'll monitor key metrics like turnover and engagement, using insights to keep our story moving forward.

About you

• 5+ years in an HR Business Partner or similar multi-unit HR role.
• A strategic thinker with strong business acumen and the ability to influence erse stakeholders.
• Skilled in employee relations, organizational development, and change management.
• Highly organized, self-directed, and able to work flexible hours aligned with cinema operations.
• SHRM certification and a bachelor's degree preferred.
• You will be a great fit, if our values resonate with you: We Create, We Perform, We Inspire. Read more about them here - About us

About Regal

Regal Cinemas - where movie magic meets unforgettable experiences!

At Regal Cinemas, part of Regal Cineworld, each day is a celebration of everything film and entertainment. From the first popcorn crunch to the closing credits, we're all about creating moments that spark joy, laughter, and a little bit of movie magic.

With over 9,000 screens across 751 locations in 10 countries, including Cineworld, Picturehouse, Cinema City, Yes Planet, and Regal Cinemas right here in the US - we bring the joy of movies to millions.

Based out of our buzzing Theatre Support Office in Knoxville, Tennessee, we offer a variety of roles with a mix of hybrid, field-based, or remote working options, depending on the role.

What really makes Regal shine? Our people. We're passionate about supporting your growth and helping you carve out your dream career within the Regal Cineworld family. Fancy joining us on this epic film adventure? Dive into the Regal stories and see what life's like behind the scenes of the big screen!

Read more about the Regal culture here - Regal Careers

Our Benefits

• Discretionary annual bonus
• Free movie passes and discounted concessions at any Regal location
• Paid vacation time and sick leave to support a healthy work-life balance
• Eligibility to participate in our 401(k)-retirement plan with company match after age 21
• Summer half-day Fridays during the summer season
• Medical and prescription coverage, with company contributions toward the cost
• Company-paid life insurance and disability insurance at no cost to employees
• Dental, vision, and supplemental life insurance options available for employees and their dependents
• Additional coverage options including accident, critical illness, and hospital indemnity insurance

Inclusion & Belonging

At Regal Cineworld, we believe our strength comes from our people. We are committed to fostering a workplace where everyone feels valued, respected, and able to bring their authentic selves to work.

We take pride in creating an environment where differences are celebrated and everyone has equal opportunities to succeed. Our hiring process is designed to be fair and accessible, welcoming applicants from all walks of life. If you need any accommodations during the hiring process or in the workplace to support your needs, please contact the Talent team.

Title: Senior HR Business Partner

Location: Raleigh United States

Job Description:

Description

Become part of an inclusive organization with over 40,000 teammates, whose mission is to improve the health and well-being of the unique communities we serve.

Summary:

The Senior HR Business Partner serves as a strategic liaison between business leaders and Human Resources, with a focus on workforce planning and strategic alignment for UNC Health Rex service areas. In this role, you will act as a trusted advisor to leaders and teammates-providing coaching, guidance, and HR expertise to support and align with organizational goals. The Senior HR Business Partner will collaborate closely with HR specialty teams to deliver comprehensive people solutions, while building strong relationships across assigned client groups. Key responsibilities include driving workforce planning, aligning HR strategies with business priorities, and fostering organizational effectiveness to position leaders and teams for success.

Responsibilities:

1. Developing effective working relationships. Provide expert advice and coaching to leaders and teammates as appropriate. Equip people managers with tools and knowledge to effectively manage their teams in alignment with organizational plans.

2. Design, research, develop and implement HR initiatives to support people strategies, using expert knowledge of the client area. Contribute to the delivery of business area Key Performance Indicators.

3. Identify inidual and collective learning and development needs and provide to the HR specialty area for action. Proactively gain client feedback to support HR specialty areas to improve service levels and alert HR areas where an issue/project may impact other areas.

4. Identify gaps in existing HR policies and contribute to the development of new HR policies and procedures. Consult and deliver new/amended policies and procedures into the business area.

5. Provide transformational advice and support that delivers best practice HR solutions to support the business area in conjunction with specialty HR areas.

6. Drive all HR initiatives within client groups including performance appraisals, merit increase process, incentive process, restructures, learning & development programs, change management initiatives, succession planning, etc.

7. Embed a performance management culture within the business area as a means of driving business improvement by ensuring clear objectives, feedback and the improvement of customer service through behaviors. Provide training/coaching as needed.

Other Information

Other information:

Education Requirements:

● Bachelor's degree in an appropriate discipline.

Licensure/Certification Requirements:

● No licensure or certification required.

Professional Experience Requirements:

● Four (4) years of Human Resources experience in a Business Partner role.

Knowledge/Skills/and Abilities Requirements:

● -Strong relationship building, interpersonal, customer service and collaboration skills.

• Excellent communication skills and professional approach.
• Strong project management skills.
• Self-starter, motivated, organized, detail-oriented and able to handle simultaneous projects/priorities.
• Strong conflict negotiation skills; able to influence, deliver constructive advice, diagnose and resolve problems and positively influence change.
• Knowledge of employment laws and regulations.
• Ability to interface with, influence and inspire confidence in key partners across businesses, geographies, and levels.

Job Details

Legal Employer: NCHEALTH

Entity: UNC REX Healthcare

Organization Unit: HR Business Partners

Work Type: Full Time

Standard Hours Per Week: 40.00

Salary Range: $38.17 - $54.88 per hour (Hiring Range)

Pay offers are determined by experience and internal equity

Work Assignment Type: Hybrid

Work Schedule: Day Job

Location of Job: US:NC:Raleigh

Exempt From Overtime: Exempt: Yes

This position is employed by NC Health (Rex Healthcare, Inc., d/b/a NC Health), a private, fully-owned subsidiary of UNC Health Care System, in a department that provides shared services to operations across UNC Health Care; except that, if you are currently a UNCHCS State employee already working in a designated shared services department, you may remain a UNCHCS State employee if selected for this job.

Qualified applicants will be considered without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, age, genetic information, disability, status as a protected veteran or political affiliation.

UNC Health makes reasonable accommodations for applicants' and employees' religious practices and beliefs, as well as applicants and employees with disabilities. All interested applicants are invited to apply for career opportunities. Please email [email protected] if you need a reasonable accommodation to search and/or to apply for a career opportunity.

"

Tl;dr

Chestnut is hiring a part-time Growth Lead to help Americans save billions of dollars per year.

This is a 20hr/wk+ role if done part-time. We are also hiring full-time (see our other job posting).

Chestnut

Chestnut is the first AI mortgage lender. Our AI agents automate the mortgage process and save consumers 0.5%+ in interest.

Founder Spencer Brown’s last startup built software used by a top-10 mortgage lender to power $85B+ of loan volume and all aspects of loan processing. During that time he learned how AI could be used to automate the mortgage process and save consumers billions of dollars per year. Realizing that traditional lenders weren’t poised to adapt to AI, he founded Chestnut to challenge the $128B mortgage market head-on. So far, Chestnut is closing mortgages in Texas and Colorado where we offer several different types of home loans.

We’re backed by Y Combinator, Olive Tree Capital (Uber, Postmates, Ramp), and other world-class investors, angels, and founders. The company was founded in January 2025 and recently completed YC X25.

What to Expect

To start, you’ll help drive and convert traffic to our self-serve mortgage experience for borrowers. Later, you could lead our growth team (and perhaps others).

Some of your first initiatives will include:

*

🚦 Experimenting with new growth channels (ads, UGC, partnerships, and more).
\

*

⛽️ Developing copy and sequences that drive conversions.
\

*

📈 Optimizing and hacking SEO to drive organic growth.
\

*

🧮 Spec'ing key analytics events and metrics.
\

Skills and Background

Required:

*

⚡️ Hunger for high-focus, high-growth work.
\

*

↕️ Quantifiable success driving growth for consumer products.
\

*

🗣️ Excellent communication skills.
\

*

😎 Sufficient technical skills to be dangerous across the stack.
\

Great:

*

🤓 History of building side projects.
\

*

🍎 Interest in people management/mentoring.
\

*

🦄 Desire to found your own company some day. We will do everything we can to help!
\

Logistics

We work in-person but this role can also be remote (on Pacific Time hours). Our office in Dogpatch (SF) has 16’ ceilings, giant windows, and tons of sunlight. We’re less than 5 mins away from Dogpatch Boulders and multiple coffee shops, bakeries, and breweries.

",

Title: Director, HR Business Partner - Ads Engineering

Location: Los Gatos United States

Job Description:

Netflix is one of the world's leading entertainment services, with over 300 million paid memberships in over 190 countries enjoying TV series, films and games across a wide variety of genres and languages. Members can play, pause and resume watching as much as they want, anytime, anywhere, and can change their plans at any time.

Netflix is recruiting for an HR leader to be a strategic partner to leaders and teams within our Ads Engineering org. This person will lead a team to support the delivery of a cohesive talent strategy and vision for the team, develop many of the key building blocks, and continue to iterate and evolve our talent practices over time. The Dir, HRBP role will play a role in organization design, compensation, employee development, talent density, and inclusion. Experience in Ads space and in Engineering preferred. At Netflix, our culture shapes who we are and how we operate. We need someone who is just as passionate about the culture as they are about the work they are doing in the business.

Key Responsibilities:

• Deliver solutions in alignment with Netflix's global Talent (HR) strategy, including strategic planning, visioning, talent density assessment, change management, and team or culture building.

• Drive leader accountability by providing strategic business thought partnerships and coaching to reinforce strong business decision-making on behalf of Netflix.

• Provide rigorous data analysis and reporting solutions based on business needs.

• Proactively identify and address critical organizational and people opportunities and remove barriers impeding the success of the business.

• Ensure the implementation of the optimal organization design to enable the leadership team and the organization to scale in partnership with business leaders and global Talent business partners

• Partner closely with Netflix's Talent Global Business Practices (Compensation, Talent Management, Talent Acquisition etc.) to leverage existing HR programs to meet the needs of the business.

• Participate in and lead projects as an integral member of the extended HR community.

Knowledge/Experience

• 12+ years of progressive, strategic, and well-rounded HR experience working in dynamic environments, proven ability and interest to be hands-on.

• Preferred: 2+ years supporting Ads, Ads Engineering, or Ads Product organizations as their HRBP

• Previous experience working in agile, complex, fast-paced and high-volume environments is preferred.

• Experience developing highly effective leaders that build strong teams, lead with empathy, and unlock the capabilities of a global, erse workforce.

• Experience analyzing data to identify insights and opportunities for business impact, using data to drive business decisions and tell a compelling story that influences stakeholders.

• Experience leading the implementation of strategic talent initiatives across a variety of disciplines: culture building, organizational development, talent management, and inclusion and ersity.

• Demonstrates sound judgment and experience in assessing risk relative to the business.

• Experience in learning and thriving in a constantly changing environment and cultivating relationships across teams.

• Experience in helping global and/or matrixed organizations scale.

This is a hybrid role working out of our Los Gatos office.

Our compensation structure consists solely of an annual salary; we do not have bonuses. You choose each year how much of your compensation you want in salary versus stock options. To determine your personal top of market compensation, we rely on market indicators and consider your specific job family, background, skills, and experience to determine your compensation in the market range. The range for this role is $320 - 920k.

Netflix provides comprehensive benefits including Health Plans, Mental Health support, a 401(k) Retirement Plan with employer match, Stock Option Program, Disability Programs, Health Savings and Flexible Spending Accounts, Family-forming benefits, and Life and Serious Injury Benefits. We also offer paid leave of absence programs. Full-time hourly employees accrue 35 days annually for paid time off to be used for vacation, holidays, and sick paid time off. Full-time salaried employees are immediately entitled to flexible time off. See more detail about our Benefits here.

Inclusion is a Netflix value and we strive to host a meaningful interview experience for all candidates. If you want an accommodation/adjustment for a disability or any other reason during the hiring process, please send a request to your recruiting partner.

We are an equal-opportunity employer and celebrate ersity, recognizing that ersity builds stronger teams. We approach ersity and inclusion seriously and thoughtfully. We do not discriminate on the basis of race, religion, color, ancestry, national origin, caste, sex, sexual orientation, gender, gender identity or expression, age, disability, medical condition, pregnancy, genetic makeup, marital status, or military service.

Title: Country HR Business Partner

Location: Paris

Job Description:

Groupon is a marketplace where customers discover new experiences and services everyday and local businesses thrive. To date we have worked with over a million merchant partners worldwide, connecting over 16 million customers with deals across various categories. In a world often dominated by e-commerce giants, we stand out as one of the few platforms uniquely committed to helping local businesses succeed on a performance basis.

Groupon is on a radical journey to transform our business with relentless pursuit of results. Even with thousands of employees spread across multiple continents, we still maintain a culture that inspires innovation, rewards risk-taking and celebrates success. The impact here can be immediate due to our scale and the speed of our transformation. We're a "best of both worlds" kind of company. We're big enough to have the resources and scale, but small enough that a single person has a surprising amount of autonomy and can make a meaningful impact.

We're looking for an experienced HR Business Partner to lead employee relations and Works Council engagement across France, Germany, Belgium, and the Netherlands.

Groupon is in the middle of an exciting transformation and we're looking for a hands-on, senior HR professional who loves getting into the details and isn't afraid to roll up their sleeves. This is a fast-moving environment where you'll have the opportunity to make quick decisions, take real ownership and see the direct impact of your work.

We'd love to work with someone who's excited about using AI as part of their daily routine and enjoys challenging the way things are done to make them better.

In this strategic role, you'll build strong partnerships with business leaders and external stakeholders, navigate complex ER cases, and become the go-to advisor on Works Council and trade union matters.

What you'll do

 Works Councils & Employee Representation (60%)

• Build and manage strong relationships with French and German Works Councils
• Lead negotiations, draft agreements and ensure compliance with local labor law
• Organize and chair Works Council meetings, plan the 2026 elections
• Act as the trusted advisor on unions and employee representation

 External Partners & Regulatory Liaison (10%)

• Represent Groupon with authorities and third-party agencies (e.g. Arboned in NL)
• Provide documentation for audits and regulatory reviews
• Advise on payroll and statutory benefits (e.g. Complément 1/10e in France)

 Employee Relations & Compliance (30%)

• Manage complex ER cases (disciplinary, grievance, performance, absence)
• Coach and guide managers on people-related matters
• Support restructuring and redundancy processes
• Spot ER trends and turn insights into action for HR and business leaders
• Partner with Legal & Compliance on investigations and policy updates
• Drive ER policies, training, and whistleblower case management
• Contribute to cross-border HR projects and initiatives

We'd love to meet you if you have

• 3 - 5 years in HR Business Partner or Employee Relations roles with demonstrated senior-level experience
• Strong knowledge of French or German labor law
• Hands-on experience with Works Councils and unions
• Background in restructuring/redundancy processes
• Proven track record of ownership and independent decision-making in complex, ambiguous situations
• Comfort using AI tools to enhance efficiency and effectiveness in your daily work
• A challenger mindset – you question the status quo and drive process improvements
• Ability to thrive in a fast-paced, transformational environment where agility is key
• Master's degree in HR, Law, or related field
• Ability to handle sensitive issues with discretion and independence
• Experience in a global or matrixed organization is a plus
• Fluent in English & French (German is a strong advantage)

Why Join Groupon

• Work on meaningful projects with global scope and local impact
• Thrive in a culture of autonomy, recognition, and innovation
• Be part of a high-performing team that values speed, efficiency, and data-driven decisions
• Join us during an exciting transformation phase where your impact will be tangible
• Enjoy the flexibility of hybrid work, a collaborative team, and exposure to international stakeholders

Groupon is an AI-First Company

Title: Human Resources Business Partner I - Multiple Positions (Hybrid Opportunity)

Location: Amherst United States

Job Description:

Job no: 529048

About UMass Amherst

The flagship of the Commonwealth, the University of Massachusetts Amherst is a nationally ranked public land-grant research university that seeks to expand educational access, fuel innovation and creativity, and share and use its knowledge for the common good. Founded in 1863, UMass Amherst sits on nearly 1,450-acres in scenic Western Massachusetts and boasts state-of-the-art facilities for teaching, research, scholarship, and creative activity. The institution advances a erse, equitable, and inclusive community where everyone feels connected and valued—and thrives, and offers a full range of undergraduate, graduate and professional degrees across 10 schools and colleges, and 100 undergraduate majors. We believe every member of our university community can contribute to our ongoing success by striving for the highest level of excellence as we seek breakthrough solutions to mounting environmental, social, economic, and technological challenges in our world. 

Job Summary

Under the general direction of the College of Natural Sciences Human Resources Business Partner III, the Human Resources Business Partner I (HRBP I) supports an academic grouping within the College of Natural Sciences (CNS) in meeting its HR operational and strategic objectives, with a high degree of judgment, initiative, and leadership. Serves as a subject matter expert and advisor on matters related to human resource management, personnel policies and procedures for all employees throughout the unit.

About CNS: CNS includes 13 departments and 2 schools, serves over 7,000 undergraduate students and nearly 1,000 graduate students, and has a presence in 18 buildings on Campus. In addition, CNS is responsible for five research and education farms and 13 extension offices throughout Massachusetts. At any one time, CNS maintains approximately 2,200 employee appointments. Appointment types include tenure system faculty, part-time and full-time lecturers, permanent and temporary staff members, postdoctoral research associates, research fellows, graduate teaching assistants, and student employees.

Essential Functions

• Provide direction, leadership, and support to a team of HR staff members to ensure efficient, accurate, and timely execution of HR processes. Provide training and guidance on HR tasks, ensuring staff understand and follow proper procedures for submitting transactions across various systems. Share knowledge of HR processes, policies, and best practices to support the learning needs of CNS staff.
• Engage regularly with CNS faculty and staff to administer Human Resources activities across the unit, supporting all employees, both academic and non-academic.
• Manage the hiring, promotion, transfer, tenure, and reappointment processes.  Advise on process compliance.  Support onboarding processes to enhance employee effectiveness.
• Work with managers to develop clear, accurate and results-oriented position descriptions.
• Review and approve the submission of staff classification review requests in the Talent Management software system.  Administer and advise managers and staff on university compensation and classification processes, ensuring alignment with HR best practices.
• Facilitate and monitor leave processes. Partner with leadership to support non-standard leave cases.
• Manage, monitor, and provide guidance on employee evaluation processes.  Support and maintain engagement to drive best in class performance.  
• Support senior level HR staff in resolving employee performance concerns.  Partner with managers to escalate non-standard employee relation or performance matters.
• Process, monitor, and approve HR actions within HRIS (Human Resource Information Systems), ATS (applicant tracking system), and other relevant systems. Advise staff on proper policies and procedures to support the timely and accurate management of employment actions. Troubleshoot and resolve complex HR processing inquiries with a high level of independence. 
• Create and provide queries and reports to support ongoing HR management throughout the college.
• Collaborate with college and department constituents to create, write and update knowledge-based resources.
• Partner with peers and leadership to advance current processes and systems to support continuous improvement throughout the HR operation.

Other Functions

• Work collaboratively and effectively to promote teamwork, ersity, equality and inclusiveness. 
• Perform other duties as assigned.

Minimum Qualifications (Knowledge, Skills, Abilities, Education, Experience, Certifications, Licensure)

• Associates degree and four (4) years of human resource-related experience OR a bachelor's degree and two (2) years of human resource-related experience.
• Demonstrated ability to effectively problem-solve, manage multiple demands, and prioritize competing tasks while maintaining a strong focus on timeliness and quality for both inidual and team performance.
• Strong service orientation that demonstrates proactive relationship building and customer-focused problem solving.
• Commitment to inclusion and awareness and understanding of erse thought, cultures, race, gender, and other differences.
• Excellent written and oral communication skills, including training skills.
• Proven competence with spreadsheets, word processing, electronic calendars and organizational charts, as well as central data systems.
• Ability to exercise extreme discretion and judgment in matters of a sensitive or confidential nature.

Preferred Qualifications (Knowledge, Skills, Abilities, Education, Experience, Certifications, Licensure)

• PHR/SPHR certification.
• Experience in Higher Education.

Physical Demands/Working Conditions

• Typical office environment.

Work Schedule

• Monday – Friday, 8:30 am – 5:00 pm.
• This position has the opportunity for a hybrid work schedule, which is defined by the University as an arrangement where an employee’s work is regularly performed at a location other than the campus workspace for a portion of the week. As this position is non-unit, it is subject to the terms and conditions of the University of Massachusetts Board of Trustees Non-Unit (Professional) Employee Personnel Policy.

Salary Information

Level 26, non-unit

Exempt Hiring Ranges

Special Instructions to Applicants

Along with the application, please submit a resume. References will be checked at the finalist stage. Please be prepared to provide contact information for three (3) professional references. Applications will be reviewed on a continuous basis until the position is filled. Early submissions are encouraged.

The University of Massachusetts Amherst welcomes all qualified applicants and complies with all state and federal anti-discrimination laws.

Title: partner resources (HR), business partner, senior- Retail- Mid America Region

Job ID

250099889

Job Category

Human Resources

Job Level

Inidual Contributor

Workplace Expectation

In-Region

Bonus Eligible

Yes

Pay

$104,100 - $196,500 Annually

Job Description:

Now brewing - resources (HR), business partner, sr.- Retail- Mid America Region (Remote)

From the beginning, Starbucks set out to be a different kind of company. One that not only celebrated coffee and the rich tradition, but that also brought a feeling of connection.

As a Starbucks Partner Resources business partner senior, you are a strategic business partner and advocate. You assist in the effective delivery of Partner Resources (HR) products and services to all Starbucks retail partners across the region. We take pride in all our partners modeling and acting in accordance with the Starbucks guiding principles, and as a Partner Resources business partner senior, you will be a leader in this space.

The role will be supporting the mid America market region company stores and includes the following states Oklahoma, Nebraska, Kansas, Missouri, North and South Dakota, Arkansas, Minnesota, and parts of Illinois and will require local and monthly regional market (planned) travel.

You will need to be in Minnesota, Kansas, or St. Louis, or be willing to relocate to one of those areas.

As a partner resources, business partner senior., you will…

• Collaborate - Partner with your Partner Resources leader, specialist teams and cross- functional teams to ensure clients' organizational needs are met and assist in the development of strategic programs. Partner with Talent Acquisition partners to ensure that Starbucks attracts high-quality erse partners who will contribute to our long-term success and partner with Operations leaders
• Serve as an advocate - Solicit and listen to partners' concerns and take an active role in resolving problems. Provide information, or facilitate partners' ability to obtain information, about benefits, compensation, training and other Partner Resources programs and services.
• Support - Implement Partner Resources strategic plans, tactics and projects. Integrate company-wide Partner Resources strategic plans, projects and objectives into client business units, departments and regions.
• Influence - Provide consultation and support to managers on partner relations issues and applicable company policies and international employment laws. Facilitate partner learning and development, retention strategies, succession planning and career development in accordance with Starbucks Mission Statement and Core Values.
• Analyze - Conduct research on Partner Resources program activity, prepare reports and presentations

Qualifications

• Six or more years of human resources generalist or specialist experience
• Three or more years of consulting with internal clients to identify business needs and recommend solutions and /or supervisory experience

We'd love to hear from people with:

• A strong desire to grow in the Partner Resources Organization at Starbucks
• Flexibility to meet the demands of supporting our green apron partners and beyond
• Willingness to seek to understand in matters that support driving the business forward
• Experience in dealing with ambiguous situations and challenges daily in a fast-moving, fast-paced environment
• Ability to connect quickly with all levels of leaders and influence positive outcomes that drive results
• Ability to work independently and make confident decisions without all needed and necessary information
• Experience leveraging existing resources to create new and improved processes and systems to support new unique business units

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

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

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

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

Join us and inspire with every cup. Apply today!

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

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

Title: Senior HR Business Partner

**Location:**Portland, OR, USA - San Francisco, CA, USA - Los Angeles, CA, USA.

Hybrid

Full time

Job Description:

SUMMARY:

The Sr HR Business Partner serves as a strategic partner and consultant to assigned business unit(s), and Human Resources support functions regarding human resources and organizational issues. The areas of expertise include, but are not limited to: Human Resources programs, policy, and procedure interpretation and implementation, employee relations, talent development, compensation, benefits and recruitment. This position may act as a mentor to lower level employees.

This is a hybrid role.

JOB DUTIES

• Serves as the first point of contact for people-related questions and concerns ensuring outstanding customer focus by delivering value-added, best in class Human Resources support.
• Provides business partnership, thought partnership, and coaching to all levels of assigned business unit(s).
• Leads employee relation investigations, including harassment and ethics complaints, and works with business unit leaders to resolve issues.
• Coaches supervisors and managers on how to effectively address internal employee relations issues. Organizes and maintains compliance policies in preparation for investigations.
• Works with managers to identify training needs, partners with centralized HR teams to leverage resources, and identifies opportunities to localize content and delivery.
• Assists with performance management reviews and employee engagement surveys throughout the year.
• Interprets and advises on human resources policies and procedures to ensure employment laws, standards, or regulations to are followed and applied accordingly.
• Integrates and partners with HR centers of excellence (COEs) in Talent Acquisition, Learning & Development, and Compensation to implement solutions and help scale the business.
• May act as a mentor to lower level employees.
• Performs other duties as assigned.

EDUCATION & EXPERIENCE

Typically requires a bachelor's degree and five (5) to seven (7) years of related experience or an equivalent combination.

KNOWLEDGE, SKILLS, ABILITIES

• Proficient with Microsoft Office Suite.
• Effective communication and critical thinking skills.
• Demonstrates empathy and experience driving inclusion work.
• Demonstrated experience learning and thriving in a constantly changing environment and to cultivate relationships across teams.
• Strong analytical and problem-solving skills.
• Up to 25% travel is required

COMPANY INFORMATION:

Motion offers an excellent benefits package which includes options for healthcare coverage, 401(k), tuition reimbursement, vacation, sick, and holiday pay.

Not the right fit? Let us know you're interested in a future opportunity by joining our Talent Community on jobs.genpt.com or create an account to set up email alerts as new job postings become available that meet your interest!

GPC conducts its business without regard to sex, race, creed, color, religion, marital status, national origin, citizenship status, age, pregnancy, sexual orientation, gender identity or expression, genetic information, disability, military status, status as a veteran, or any other protected characteristic. GPC's policy is to recruit, hire, train, promote, assign, transfer and terminate employees based on their own ability, achievement, experience and conduct and other legitimate business reasons.

Title: Senior Payroll and Benefits Specialist

Location: Dublin United States

Full time

BF-REQ-3833

Job Description:

Clio is more than just a tech company-we are a global leader that is transforming the legal experience for all by bettering the lives of legal professionals while increasing access to justice.

Summary:

In this role, you'll take the lead on payroll operations across the EMEA region, ensuring compliant, timely, and accurate payroll processing while supporting our expanding global payroll needs. You'll be the go-to expert for EMEA payroll, particularly in the UK and Ireland, while also playing a critical role in global governance, vendor coordination and process improvement.

Our ideal candidate thrives in high growth environments, brings deep regional payroll expertise and is passionate about building efficient, scalable processes that enhance employee experience across borders.

What You'll Do

• Own and deliver accurate, timely payrolls across EMEA, with deep expertise in the UK, Ireland and further European legislation and reporting (e.g., RTI, PAYE Modernisation, PRSI, USC, statutory leave/pay, etc.)

• Act as a subject matter expert in EMEA payroll, advising internal stakeholders and external vendors on compliance and best practices

• Support global payroll coordination across multiple regions (e.g., APAC, LATAM, North America), working closely with in-country providers

• Partner with HR, Finance, auditors and tax authorities to ensure accurate reporting, vendor governance and operational compliance

• Manage and respond to complex employee payroll queries escalated through our People team ticketing system

• Lead or support cross-functional projects including payroll system upgrades, vendor transitions, compliance reviews and HRIS integrations (e.g. Workday)

• Support offboarding management, ensuring compliance and seamless employee transitions in collaboration with IT, HRBPs and Total Rewards

• Maintain meticulous process documentation, improve knowledge sharing across the People function and ensure data integrity across systems

• Monitor payroll and employee data trends (qualitative and quantitative) using tools like Workday to inform business decisions and improvements

What You Bring

• 5+ years of end-to-end payroll experience across the EMEA region-must include UK, Ireland and wider Europe.

• Strong working knowledge of HMRC, Revenue (Ireland), Social Security and tax reporting and regional statutory regulations

• Workday payroll/HRIS platform experience

• Experience supporting or coordinating global payrolls

• Advanced Excel skills and ability to work with complex datasets

• Proven success in fast-paced, high-growth environments

• Project management experience-especially in payroll system transitions or vendor management

• Familiarity with global payroll/EOR solutions such as CloudPay or Remote

• Excellent stakeholder management skills-you build trust across HR, Finance, Legal and external vendors

• Demonstrate a keen interest in improving your craft by using AI

• CIPP (UK) or IPASS (Ireland) qualification, or currently working toward one (preferred)

What you will find here:

Compensation is one of the main components of Clio's Total Rewards Program. We have developed a series of programs and processes to ensure we are creating fair and competitive pay practices that form the foundation of our human and high-performing culture.

Some highlights of our Total Rewards program include:

• Competitive, equitable salary with top-tier health benefits and dental coverage

• Hybrid work environment, with expectation for local Clions to be in office minimum 2 days per week on our Anchor Days.

• Flexible time off policy

• Pension contribution

• Clioversary recognition program with special acknowledgement at 3, 5, 7, and 10 years

The full salary range* for this role is £56,100 to £66,000 to £75,900 GBP.Please note salary bands may differ based on location and local currency. Additionally, benefit offerings may differ depending on the employee's location.

• We aim to hire all candidates between the minimum and the midpoint of the full salary range. We reserve the midpoint to the maximum of the salary band for internal employees who demonstrate sustained high performance and impact at Clio. The final offer amount for this role will be dependent on inidual experience and skillset of the candidate.

Diversity, Inclusion, Belonging and Equity (DIBE) & Accessibility

Our team shows up as their authentic selves, and are united by our mission. We are dedicated to ersity, equity and inclusion. We pride ourselves in building and fostering an environment where our teams feel included, valued, and enabled to do the best work of their careers, wherever they choose to log in from. We believe that different perspectives, skills, backgrounds, and experiences result in higher-performing teams and better innovation. We are committed to equal employment and we encourage candidates from all backgrounds to apply.

Clio provides accessibility accommodations during the recruitment process. Should you require any accommodation, please let us know and we will work with you to meet your needs.

Title: Senior Human Resources Business Partner

Location: Omaha United States

Job Description:

Global Care Center

Global Care Center Americas - Omaha Hub

US - NE - Omaha

Human Resources

Department Head/Manager

Full-time

Yearly US Dollar (USD) pay basis

Req ID: OMA001383

Summary

Let’s connect with care. Grow with Hyatt.

This position can be worked at our GPGS Hub in Omaha, Nebraska or Marion, Illinois. This position can also be worked remotely.  Please note this position can only be worked remotely from the following states:  Arizona, Colorado, Florida, Georgia, Illinois, Indiana, Iowa, Kansas, Louisiana, Michigan, Minnesota, Missouri, Nebraska, North Carolina, North Dakota, Ohio, Oklahoma, South Carolina, South Dakota, Tennessee, Texas, Utah, and Wisconsin.

The Senior Human Resources Business Partner is a strategic and operational leader who champions Hyatt’s purpose – to care for people so they can be their best. This role oversees HR operations across North American Global Care Center Hubs, partnering with business and HR leaders to cultivate a culture of care, inclusion, and high performance.

Reporting to the Director of Human Resources, the Senior HRBP designs and executes people strategies that enhance colleague engagement, organizational effectiveness, and talent development. The Senior HRBP is responsible for providing day-to-day performance management – advising, coaching, and counseling colleagues and management on key issues – and supporting the execution of people and workforce strategies. Acting as a trusted advisor, the Senior HRBP provides guidance on employee relations, performance management, organizational development, compensation, benefits, and policy interpretation.  

The role also leads and develops a team of HR Business Partners, fostering collaboration, professional growth, and alignment with Hyatt’s values. Through empathy, business insight, and operational excellence, the Senior HRBP ensures HR initiatives drive meaningful impact and help colleagues reach their full potential.

Position Responsibilities:

• Serve as primary HR partner to the leadership teams, select GCC teams, and/or other corporate functions. Leveraging a solid understanding of organizational processes and structures and HR knowledge, provides ongoing advising, coaching and support to the GCC functions in the areas of performance management, workforce planning, talent reviews, colleague development, internal promotions, employee relations, change management and the annual compensation process.  
• Partner with the Director of HR to develop and implement departmental goals, policies, and long-term strategies that align with organizational priorities.
• Leads overall HR functions for Americas GCC Hubs. Responsible for ensuring Americas GCC’s employment practices, laws, and affirmative action guidelines are followed. Manage day-to-day colleague relations, including investigations.
• Special Project Management, and participation in cross-functional project groups, as needed and on an ad-hoc basis.
• Serve as a strategic advisor to leadership, providing data-driven insights and HR recommendations that support business growth and talent retention.
• Resolve escalated benefits issues and manage leaves of absence for assigned departments; lead processes on select HR Transactional work (i.e. immigration paperwork, off-boarding, compensation, and status changes). Counsel and assist colleagues with problems and questions relating to HR policies and procedures.
• Assists with compensation administration including wage and benefit surveys, annual merit increases, promotion increases and salary adjustments.
• Directly supervise and develop a team of HR professionals, including HRBP’s and Human Resource Specialists located in multiple offices or remote environments.
• Responsible for being an active, productive, and collaborative member of the HR management team. Leverages resources across departments and the corporate office within HR to efficiently meet colleague, guest, and organizational needs and drive the business. Liaise with corporate Talent Acquisition team to deliver quality candidates for GCC teams.
• Set clear performance expectations, establish development goals, conduct regular check-ins, and foster a culture of accountability, inclusivity, and continuous improvement.
• Ensure compliance with all federal, state, local, regulatory, and other laws, policies, and guidelines. Maintain all necessary documents for compliance to all HR practices and record keeping per record retention guidelines.
• Regular full-time attendance is required working the hours as specified by the location; however, the responsibilities of this position may require additional levels of commitment. Shift work and work on weekends or holidays may be required. Work may be in the office or at home based on business needs and the direction of HR leadership.
• Demonstrate a commitment to Hyatt values.

Qualifications

Experience:

• A minimum of 7 years of HR experience; at least 3 years of experience as an HR Generalist in a corporate environment preferred.  
• Experience executing strategic human resources practices preferred; talent management, talent acquisition, employee relations, compensation planning, performance management, engagement, change management and learning and development.
• 3+ years working experience with an HRIS and applicant tracking system required.

Education:

• A bachelor’s degree in human resources, business, or a related field is preferred; alternatively, candidates without a degree must have a minimum of seven years of progressive experience in human resources.

Certificates, Licenses, Registrations:

• SHRM-CP or PHR/SPHR preferred.

Computer Skills Needed:

• Proficient with Microsoft Office Suite applications including Word, Excel, PowerPoint, Outlook and HRIS (ADP preferred).
• Must be computer savvy and have the ability to type and utilize keyboard functions to navigate multiple programs and screen quickly and accurately.

Additional Comments and Requirements:

• Professional, self-motivated, and able to work independently
• Proven ability to creatively problem solve in a dynamic, high-pressured atmosphere
• Critical thinker able to make data-driven decisions
• Positive, open-minded and able to adapt in a fast-paced, changing environment
• Highly motivated with strong organizational skills
• Ability to work on multiple projects simultaneously under time constraints
• Ability to travel based on business needs
• Proven ability to manage highly sensitive and confidential situations with a high degree of professionalism, maturity, and discretion
• Excellent presentation, verbal and written communication skills and the ability to listen to, and interact with, all levels of leadership and colleagues
• Strong judgement, collaboration, and influence skills
• Proven ability to provide coaching, guidance, and solutions to leaders
• Ability to manage multiple tasks and priorities while keeping the needs of the business partners top of mind
• A resourceful self-started with a bias toward taking well-informed action
• Knowledge of HR legal requirements, compliance, and employment regulations
• Cultural sensitivity

Wage Information:

The pay range for this position starts at $78,000 MIN to $104,000 MID.

The final pay rate offered to the successful candidate will depend on experience, skill level, and other qualifications for the role, as well as the location of the performance of work. Pay for the successful candidate will meet local requirements, including the local minimum wage rate.

Benefits Information:

Benefits available with this position include the following:

• Medical / Dental / Vision Insurance
• Flexible Spending Account
• 401k
• Retirement Savings Plan
• Basic Life Insurance
• Employee Stock Purchase Plan
• Annual allotment of free hotel stays at Hyatt hotels globally (subject to availability)
• In addition to allotment of free hotel stays, discounted hotel stays (subject to availability)
• Paid Time Off accruing at an approximate rate of 24 minutes per day, up to a maximum of 144 hours per year
• Seven paid holidays per year
• Three paid floating holidays per year (two if hired with Hyatt after July 1st)
• Wellbeing benefits, including monthly fitness reimbursement, complimentary HeadSpace subscriptions, and access to employee assistance program resources

All qualified candidates will receive consideration for employment without regard to race, color, religion, sex, sexual orientations, gender identity, national origin, disability, or protected veteran status.

Title: Divisional HRBP Manager - Business Partnership

Title: Divisional Human Resources Business Partner Manager - Business Partnership

Job Description:

Overview

As a key partner to senior managers across multiple organizations and regions, you will help shape the employee experience at REI. In this role, you will manage and develop a team of HR Business Partners (HRBPs), serving as a trusted advisor to senior leadership and providing valuable organizational insights. You will consult on complex and challenging issues, leveraging your business acumen, organizational knowledge, and HR expertise to develop solutions that align people practices with organizational goals. By analyzing people metrics, you will influence and drive strategies that enhance performance, engagement, and talent development. Building strong relationships and trust at all levels, you will collaborate closely with internal HR teams on business-critical topics, manage employment practices, and ensure compliance with employment laws. You will be expected to resolve issues quickly, exercise sound judgment, and model REI’s guiding values and mission in all your actions.

Travel is a key component of this position and candidates should be prepared to spend 40-50% of their time traveling to stores in the West. While this role is remote, priority consideration will be given to candidates based in the following locations: Seattle, WA; Denver, CO; Portland, OR; Phoenix, AZ; Los Angeles/San Francisco, CA; Dallas/Fort Worth/Austin, TX.

Responsibilities and Qualifications

Responsibilities

• Guide and develop a team of HRBPs, fostering exceptional partnerships and focusing on people practices to enhance organizational and team effectiveness.
• Hire, develop, challenge, and inspire team members to excel, ensuring adherence to legal and operational compliance requirements.
• Drive team development, engagement, and growth, while building relationships across teams and levels within the department.
• Use key metrics and data to identify trends and develop appropriate actions.
• Serve as a strategic business advisor to senior managers on organizational and management issues, partnering to drive business results and align integrated HR strategies across multiple isions.
• Advise on talent management, workforce planning, talent assessment, engagement, organizational design, and change management.
• Coach business leaders to enhance engagement and foster a culture of growth and development.
• Support company HR programs, policies, and practices, utilizing effective change management and communication skills.
• Identify workforce planning needs and help managers address key business priorities.
• Ensure compliance with employment practices, risk mitigation, and policy development.
• Develop collaborative partnerships across isions and functions to facilitate better business decisions.

Required Qualifications

• Bachelor’s degree
• 7+ years of progressive and comprehensive HR/business experience
• Proven ability to autonomously develop and drive strategy and business plans in a rapidly changing environment
• Exceptional customer relationship management skills and experience building consultative relationships with executive managers
• Expertise in HR competencies such as organizational design, performance management, leadership development, talent practices, employment practices, compensation, and total rewards
• Comprehensive knowledge of HR functions, including Business Partner (generalist), Talent Acquisition/Planning, Learning and Development, Employee Relations, Organizational Development, Change Management, and Diversity & Inclusion
• Ability to deliver HR solutions that balance customer and business needs
• Knowledge of employment law and risk management

Preferred Qualifications

• PHR or SPHR certification
• 3+ years of supervisory/management experience
• Experience building and managing an effective HR team, including virtual management

Closing

At REI, we believe the outdoors is for all. We are committed to becoming a fully inclusive, anti-racist, multicultural organization. We know that there's strength in our ersity – that each employee brings unique skills, experiences, and perspectives. Every day you are driving change, fostering a culture of respect, and knowing you're backed by benefits that support your whole life. To work towards this commitment and fulfill our brand promise of inspiring and enabling a life outside for everyone, we seek employees who demonstrate different ways of working, create a sense of belonging, and actively listen and learn.  

Pay Transparency 

We are committed to practices that promote pay equity and transparency. As required by applicable Pay Transparency laws, REI provides a range of compensation for roles that may be hired in locations under these requirements. Factors that may be used to determine your actual salary may include a wide array of factors, including: your specific skills and experience, geographic location or other relevant factors.   

REI offers all regular employees a generous employee discount, access to health benefits, a retirement savings plan and accrued time off.  Click here for a detailed overview of benefits plans by employee profile. 

Pay Range

$113,200.00 - $181,100.00 per year

Title: Senior Talent Acquisition Partner (Fixed Term Contract)

Location: Lisbon, Portugal 

Workplace: hybrid

Category: Talent Acquisition - Europe

Job Description:

Lisbon, Portugal (EU) / Stockholm, Sweden

People & Culture - Europe – Talent Acquisition - Europe /

Hybrid

WHO WE ARE

At Trustly, we're building a smarter, faster, and more secure financial future by revolutionizing the world of payments. As a global leader in Open Banking Payments, we are establishing Pay by Bank as the new standard at checkout, providing unparalleled freedom, speed, and ease to millions of consumers and merchants worldwide.

Our Ambition: To build the world’s most disruptive payment network and redefine what the payment experience should feel like.

Trustly is a global team of innovators, collaborators, and doers.  If you are driven by a strong sense of purpose and thrive in a dynamic, entrepreneurial, and high-growth environment, join us and be part of a team that’s transforming the way the world pays.

ABOUT THE ROLE

This is a fixed-term contract for 6 months, with the potential to extend. The position is based in Lisbon.  Trustly's Global Talent Acquisition team is in full build-mode: a lean, highly collaborative, results-driven engine that partners directly with the business. We don't just fill seats; we ensure the right talent is in place to scale the business globally. As a Senior Talent Acquisition Partner, you won't be a generalist; you’ll be an internal talent consultant playing a pivotal role in Trustly’s most critical global expansion markets.

Your mission is simple but challenging: to hunt for and secure top-tier talent that will drive our product innovation and global growth. If you thrive in an environment where your market intelligence and strategic insights are valued by leadership, you’ll love Trustly.

Working closely with Hiring Managers, you will delve into their business context, uncovering strategic challenges and opportunities to proactively develop and execute specialized talent acquisition strategies.

WHO YOU’LL WORK WITH

On the People Team, we help achieve our business goals by creating a workplace culture where every employee feels valued, supported, and empowered to do their best work. Our mission is to attract, develop, and retain top talent while fostering a erse and inclusive environment where everyone can thrive. We look for people who are excellent communicators, display empathy for others, and are passionate problem solvers so we can promote positive change in this growing organization.

WHAT YOU'LL DO

• • Own the entire recruitment process for various roles in Lisbon, ensuring effective talent acquisition with speed and quality.
  • Forget basic job board searches. Utilize expert-level sourcing strategies (Boolean wizardry, savvy headhunting, and network mastery) to pull in high-caliber talent: Software Engineers, Data Scientists, Product Masters, and more.
  • Step up as a trusted consultant. You'll deeply embed yourself with the business, providing valuable advice to hiring managers and stakeholders at all levels on market trends, compensation, and best practices for hiring top tech talent globally.
  • We’re a team that proactively challenges the status quo. You will assess and enhance our recruitment processes, offering pragmatic, innovative solutions to keep us ahead of the global tech talent curve.
  • Execute tasks with methodical efficiency, prioritizing effectively, and managing multiple simultaneous recruitments and projects, adapting swiftly to changing objectives in a fast-paced environment.
  • Help shape Trustly’s reputation as a top employer in the tech industry by building compelling messaging and engaging with candidates in creative ways.
  • Execute tasks with methodical, structured efficiency, managing multiple simultaneous priorities, adapting swiftly, and never letting the fast pace compromise quality.

WHO YOU ARE

• • A proven expert with 5+ years of technical and non-tech recruiting experience. Experience in fintech, tech or financial services industry preferred. 
  • Successful track record of adhering to ambitious KPIs, maintaining a high quality of hire, and ensuring cultural alignment in every placement.
  • Successful experience managing and leveraging outside recruiting agencies to augment your core efforts.
  • You bring a strong international mindset gained from working with erse cultures and have direct experience supporting hiring efforts in the EU, North America, and/or Brazil regions.
  • Recognized as a trusted partner to hiring managers and senior stakeholders at all levels.
  • Highly collaborative and transparent, you excel at building genuine, lasting relationships with both candidates and internal teammates.
  • Agile in adapting to changing goals and evolving situations. You are proactive in challenging the status quo and adept at anticipating issues, staying calm under pressure, and setting priorities effectively.
  • Methodical, structured, and efficient; adept at managing complex end-to-end technical recruitment processes, including comprehensive search execution.
  • Excellent in English communication, demonstrating fluency and proficiency in all forms of communication, with the ability to engage both highly technical and non-technical stakeholders alike.

Our Fantastic Benefits (varies by location)

 20 to 25 days of holiday to support a healthy work-life balance

 Monthly team outing allowance to enjoy social events with your colleagues

 Office perks such as refreshments (coffee, sodas etc.), breakfast, fruit and snacks

 Meal card to enjoy a daily lunch allowance to make your workdays even more convenient

 Well being support our health allowance covers gym memberships, massages, and much more to help you feel your best

PLUS additional benefits designed to enhance your work-life experience!

Shape Your Role and Make an Impact

Join a dynamic environment where you can take ownership, drive change, and continuously embrace new challenges. We’re looking for dedicated and highly motivated iniduals who thrive in a fast-paced environment and enjoy collaborating across different areas of the organisation.

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

Title: Senior Employee Relations Partner

Location: Hybrid

Available Locations: Lisbon, Portugal or London, England

Job Description:

About Us

At Cloudflare, we are on a mission to help build a better Internet. Today the company runs one of the world’s largest networks that powers millions of websites and other Internet properties for customers ranging from inidual bloggers to SMBs to Fortune 500 companies. Cloudflare protects and accelerates any Internet application online without adding hardware, installing software, or changing a line of code. Internet properties powered by Cloudflare all have web traffic routed through its intelligent global network, which gets smarter with every request. As a result, they see significant improvement in performance and a decrease in spam and other attacks. Cloudflare was named to Entrepreneur Magazine’s Top Company Cultures list and ranked among the World’s Most Innovative Companies by Fast Company. 

We realize people do not fit into neat boxes. We are looking for curious and empathetic iniduals who are committed to developing themselves and learning new skills, and we are ready to help you do that. We cannot complete our mission without building a erse and inclusive team. We hire the best people based on an evaluation of their potential and support them throughout their time at Cloudflare. Come join us! 

Available Locations: Lisbon, Portugal or London, England

About the role

We want to find the best people to join our team and then help you to do your best work. The Employee Relations Team is a new Center of Excellence within the People Team, with the mission to ensure our organization’s treatment of every employee is fair, respectful, and consistent with our Cloudflare Capabilities. To support that mission, you will be a trusted partner across the organization. You will guide leaders through complex performance management situations and conduct objective investigations when issues arise. Looking at the bigger picture, you will use insights from this work to identify trends, address root causes, and build programs that holistically improve the employee experience at Cloudflare.

In this role, you will report to the Senior Director, Employee Relations and support our People Team Business Partners (PTBPs). You will be partnering with key stakeholders across Cloudflare in various ways, including those listed below:

What you'll do

• Operate as a trusted advisor, consulting with PTBPs and senior business leaders on complex organizational issues and challenging assumptions to create solutions that solve business problems.

• Conduct complex and thorough investigations into employee relations matters, providing fair and objective recommendations for resolution.

• Adhere to service level agreements for timely response and follow up to issues, including appropriate use of the case management system, effective and thorough documentation and reporting, and all associated processes.

• Build, analyze, and maintain ER metrics and present data to People Team partners on a quarterly basis.

• Conduct in-depth root cause analysis of ER trends, presenting data-driven stories in business language to influence talent decisions and advise on the productivity impact of attrition.

• Provide advice and guidance to managers in assigned business units to address employee performance issues, including the administration of the PIP or Package process. 

• Partner with the Learning and Development Team to develop training workshops/classes/toolkits for leaders.

• Assist with the updating of Company policies and responding to inquiries and concerns.

• Lead and coordinate major global ER projects, requiring significant analysis and the development of innovative solutions that have a broad impact on the ER model and company policy.

• Partner cross-functionally with key stakeholders, including Legal Compliance, Payroll, Benefits, and other departments to resolve employee issues in a timely manner.

Who you are:

• You have served on a People/HR team for a minimum of 8 years, 6 of which have been in an Employee Relations capacity.

• You are motivated by cultivating company culture, building great businesses and helping people do their best work.

• You possess strong knowledge of pertinent employment laws, as well as People Team management principles, practices and procedures.

• You have outstanding judgment and the ability to balance the needs of the company, managers and employees.

• You have a successful history of developing strong relationships and operating effectively through virtual support and in a distributed environment.

• You approach challenges with a solution-focused mindset, viewing obstacles as opportunities for improvement and growth.

• You have experience designing and leading change strategies for complex initiatives, partnering with stakeholders to co-create solutions and ensure buy-in.

• You are strategic, have a keen business acumen, and a track record of partnering closely with business leaders. You can articulate how People Teams bring value to an organization. 

• You are a trusted partner who leads with empathy, building strong relationships through exceptional written and verbal communication. Your high emotional intelligence allows you to navigate sensitive situations with understanding and professionalism..

• You devote time and attention to supporting our employees, fostering strong relationships and sustaining the trust placed in you.

• You uphold the highest standards of integrity, communicating honestly, treating others with respect, and leading with dignity.

What Makes Cloudflare Special?

We’re not just a highly ambitious, large-scale technology company. We’re a highly ambitious, large-scale technology company with a soul. Fundamental to our mission to help build a better Internet is protecting the free and open Internet.

Project Galileo: Since 2014, we've equipped more than 2,400 journalism and civil society organizations in 111 countries with powerful tools to defend themselves against attacks that would otherwise censor their work, technology already used by Cloudflare’s enterprise customers--at no cost.

This position may require access to information protected under U.S. export control laws, including the U.S. Export Administration Regulations. Please note that any offer of employment may be conditioned on your authorization to receive software or technology controlled under these U.S. export laws without sponsorship for an export license.

Cloudflare is proud to be an equal opportunity employer.  We are committed to providing equal employment opportunity for all people and place great value in both ersity and inclusiveness.  All qualified applicants will be considered for employment without regard to their, or any other person's, perceived or actual race, color, religion, sex, gender, gender identity, gender expression, sexual orientation, national origin, ancestry, citizenship, age, physical or mental disability, medical condition, family care status, or any other basis protected by law. We are an AA/Veterans/Disabled Employer.

Title: Senior Director Human Resources Business Partner (Ontario - Remote)

Location: Ontario

Job Description:

Location Details: This job post is for Ontario (Remote) 

At GoDaddy the future of work looks different for each team. Some teams work in the office full-time, others have a hybrid arrangement (they work remotely some days and in the office some days) and some work entirely remotely.

This position may be a hybrid or fully remote position, as decided by your manager. If designated as hybrid, you’ll ide your time between working remotely from your home and an office location, so you should live within commuting distance. If designated as remote, you’ll be working remotely from your home and may occasionally visit a GoDaddy office to meet with your team for events or meetings. Your hiring manager can share more about this role’s hybrid or remote designation.

Join our team...

Join our People Operations team and help shape the culture and effectiveness of GoDaddy by supporting our Technology and Corporate (T&C) Functions teams. In this strategic role, you will be a key member of the T&C Leadership teams, partnering closely with business leaders and cross-functional partners in Internal Communications, Learning, Talent Acquisition, Total Rewards, and People Operations. You’ll help lead organizational growth, drive change, and ensure transparency and clarity in how decisions are made. As part of a global organization, you’ll navigate and flex across multiple time zones and collaborate effectively to ensure consistency and connection across teams. This position reports to the VP, Employee Experience.  

At GoDaddy, we are passionate, hardworking, collaborative, and driven by impact. We believe in inclusion, positive relationships, a growth mindset, and an environment where authentic connections and teamwork drive our success. You will experience the impact of your work growing our company in this position through close collaborations with GoDaddy leaders, employees, and with your People Operations colleagues. 

What you'll get to do...

• Partner with T&C teams and People Operations colleagues to enhance existing employee experience programs and lead ongoing improvements  
• Create and implement effective strategies that foster business growth and scalability, supporting change where necessary  
• Provide a broad range of HR guidance and leadership to strengthen employee engagement, performance, and retention  
• Collaborate with subject matter experts to design and execute strategies related to workforce planning, onboarding, development, and organizational effectiveness.  
• Support and help evolve performance management, promotion, and talent review processes  
• Champion GoDaddy’s culture and values by creating and supporting programs that reinforce what makes our workplace unique  
• Lead organizational design and effectiveness initiatives to ensure business health and performance  
• Contribute to ersity, equity, and inclusion strategies that strengthen representation and belonging  
• Use data and analytics to guide decisions and continuously improve people processes  
• Manage, develop, and mentor your team, fostering collaboration, knowledge sharing, and growth  
• Provide expertise in areas such as career development, performance management, coaching, compensation and rewards, data analysis, and employee relations

Your experience should include...

• 12+ years of HR or relevant business partner experience with a blend of HR expertise in these domains: Organizational composition, succession strategy, performance oversight, ersity and inclusion, business advisory, compensation and rewards, recognition initiatives, culture enhancement, employee engagement, mentoring and career advancement, talent cultivation, conflict resolution, acquisitions, data analysis, and employee interactions
• 5+ years of people leadership experience leading and growing a business partner team globally
• Proven instances of collaboration and impact with executives, staff, and colleagues
• Direct experience of working with or in a large-scale global organization 
• Travel may be required to our sites, although frequency can vary from two times a year to more

You might also have...

• Bachelor's degree
• A flexible and entrepreneurial style well suited for a fast-moving and dynamic environment 
• Strong process and change management skills combined with a servant leader approach 
• Proven track record of mentoring and coordinating executives to prioritize strategically to scale and flex with business needs

We've got your back...  We offer a range of total rewards that may include paid time off, retirement savings (e.g., 401k, pension schemes), bonus/incentive eligibility, equity grants, participation in our employee stock purchase plan, competitive health benefits, and other family-friendly benefits including parental leave. GoDaddy’s benefits vary based on inidual role and location and can be reviewed in more detail during the interview process.

We also embrace our erse culture and offer a range of Employee Resource Groups (Culture). Have a side hustle? No problem. We love entrepreneurs! Most importantly, come as you are and make your own way. 

About us...  GoDaddy is empowering everyday entrepreneurs around the world by providing the help and tools to succeed online, making opportunity more inclusive for all. GoDaddy is the place people come to name their idea, build a professional website, attract customers, sell their products and services, and manage their work. Our mission is to give our customers the tools, insights, and people to transform their ideas and personal initiative into success. To learn more about the company, visit About Us. 

At GoDaddy, we know erse teams build better products—period. Our people and culture reflect and celebrate that sense of ersity and inclusion in ideas, experiences and perspectives. But we also know that’s not enough to build true equity and belonging in our communities. That’s why we prioritize integrating ersity, equity, inclusion and belonging principles into the core of how we work every day—focusing not only on our employee experience, but also our customer experience and operations. It’s the best way to serve our mission of empowering entrepreneurs everywhere, and making opportunity more inclusive for all. To read more about these commitments, as well as our representation and pay equity data, check out our Diversity and Pay Parity annual report which can be found on our Diversity Careers page.

GoDaddy is proud to be an equal opportunity employer. GoDaddy will consider for employment qualified applicants with criminal histories in a manner consistent with local and federal requirements. Refer to our full EEO policy.

GoDaddy doesn’t accept unsolicited resumes from recruiters or employment agencies.

We are proud to provide pay transparency to our candidates in Canada. GoDaddy's target compensation is determined based on your location and varies based on an inidual's qualifications, skills, and experience at the time of the offer. For this role, our targeted base pay ranges in CAD for new hires in Canada is: $177,000.00 – $266,000.00.

Title: Senior Director Human Resources Business Partner (United Kingdom - Remote)

Location: United Kingdom

Job Description:

Location Details: This job post is for United Kingdom (Remote) applications ONLY

At GoDaddy the future of work looks different for each team. Some teams work in the office full-time, others have a hybrid arrangement (they work remotely some days and in the office some days) and some work entirely remotely.

This position may be a hybrid or fully remote position, as decided by your manager. If designated as hybrid, you’ll ide your time between working remotely from your home and an office location, so you should live within commuting distance. If designated as remote, you’ll be working remotely from your home and may occasionally visit a GoDaddy office to meet with your team for events or meetings. Your hiring manager can share more about this role’s hybrid or remote designation.

Join our team

Join our People Operations team and help shape the culture and effectiveness of GoDaddy by supporting our Technology and Corporate (T&C) Functions teams. In this strategic role, you will be a key member of the T&C Leadership teams, partnering closely with business leaders and cross-functional partners in Internal Communications, Learning, Talent Acquisition, Total Rewards, and People Operations. You’ll help lead organizational growth, drive change, and ensure transparency and clarity in how decisions are made. As part of a global organization, you’ll navigate and flex across multiple time zones and collaborate effectively to ensure consistency and connection across teams. This position reports to the VP, Employee Experience.  

At GoDaddy, we are passionate, hardworking, collaborative, and driven by impact. We believe in inclusion, positive relationships, a growth mindset, and an environment where authentic connections and teamwork drive our success. You will experience the impact of your work growing our company in this position through close collaborations with GoDaddy leaders, employees, and with your People Operations colleagues. 

What you'll get to do...

• Partner with T&C teams and People Operations colleagues to enhance existing employee experience programs and lead ongoing improvements  

• Create and implement effective strategies that foster business growth and scalability, supporting change where necessary  

• Provide a broad range of HR guidance and leadership to strengthen employee engagement, performance, and retention  

• Collaborate with subject matter experts to design and execute strategies related to workforce planning, onboarding, development, and organizational effectiveness.  

• Support and help evolve performance management, promotion, and talent review processes  

• Champion GoDaddy’s culture and values by creating and supporting programs that reinforce what makes our workplace unique  

• Lead organizational design and effectiveness initiatives to ensure business health and performance  

• Contribute to ersity, equity, and inclusion strategies that strengthen representation and belonging  

• Use data and analytics to guide decisions and continuously improve people processes  

• Manage, develop, and mentor your team, fostering collaboration, knowledge sharing, and growth  

• Provide expertise in areas such as career development, performance management, coaching, compensation and rewards, data analysis, and employee relations

Your experience should include...

• 12+ years of HR or relevant business partner experience with a blend of HR expertise in these domains: Organizational composition, succession strategy, performance oversight, ersity and inclusion, business advisory, compensation and rewards, recognition initiatives, culture enhancement, employee engagement, mentoring and career advancement, talent cultivation, conflict resolution, acquisitions, data analysis, and employee interactions

• 5+ years of people leadership experience leading and growing a business partner team globally

• Proven instances of collaboration and impact with executives, staff, and colleagues

• Direct experience of working with or in a large-scale global organization 

• Travel may be required to our sites, although frequency can vary from two times a year to more

You might also have...

• Bachelor's degree

• A flexible and entrepreneurial style well suited for a fast-moving and dynamic environment 

• Strong process and change management skills combined with a servant leader approach 

• Proven track record of mentoring and coordinating executives to prioritize strategically to scale and flex with business needs

We've got your back...  We offer a range of total rewards that may include paid time off, retirement savings (e.g., 401k, pension schemes), bonus/incentive eligibility, equity grants, participation in our employee stock purchase plan, competitive health benefits, and other family-friendly benefits including parental leave. GoDaddy’s benefits vary based on inidual role and location and can be reviewed in more detail during the interview process.

We also embrace our erse culture and offer a range of Employee Resource Groups (Culture). Have a side hustle? No problem. We love entrepreneurs! Most importantly, come as you are and make your own way. 

About us...  GoDaddy is empowering everyday entrepreneurs around the world by providing the help and tools to succeed online, making opportunity more inclusive for all. GoDaddy is the place people come to name their idea, build a professional website, attract customers, sell their products and services, and manage their work. Our mission is to give our customers the tools, insights, and people to transform their ideas and personal initiative into success. To learn more about the company, visit About Us. 

At GoDaddy, we know erse teams build better products—period. Our people and culture reflect and celebrate that sense of ersity and inclusion in ideas, experiences and perspectives. But we also know that’s not enough to build true equity and belonging in our communities. That’s why we prioritize integrating ersity, equity, inclusion and belonging principles into the core of how we work every day—focusing not only on our employee experience, but also our customer experience and operations. It’s the best way to serve our mission of empowering entrepreneurs everywhere, and making opportunity more inclusive for all. To read more about these commitments, as well as our representation and pay equity data, check out our Diversity and Pay Parity annual report which can be found on our Diversity Careers page.

Title: Senior Employee Relations Partner

Location: Hybrid Austin Texas

Job Description:

At Cloudflare, we are on a mission to help build a better Internet. Today the company runs one of the world’s largest networks that powers millions of websites and other Internet properties for customers ranging from inidual bloggers to SMBs to Fortune 500 companies. Cloudflare protects and accelerates any Internet application online without adding hardware, installing software, or changing a line of code. Internet properties powered by Cloudflare all have web traffic routed through its intelligent global network, which gets smarter with every request. As a result, they see significant improvement in performance and a decrease in spam and other attacks. Cloudflare was named to Entrepreneur Magazine’s Top Company Cultures list and ranked among the World’s Most Innovative Companies by Fast Company. 

We realize people do not fit into neat boxes. We are looking for curious and empathetic iniduals who are committed to developing themselves and learning new skills, and we are ready to help you do that. We cannot complete our mission without building a erse and inclusive team. We hire the best people based on an evaluation of their potential and support them throughout their time at Cloudflare. Come join us! 

Available Locations: Austin Texas

About the role

We want to find the best people to join our team and then help you to do your best work. The Employee Relations Team is a new Center of Excellence within the People Team, with the mission to ensure our organization’s treatment of every employee is fair, respectful, and consistent with our Cloudflare Capabilities. To support that mission, you will be a trusted partner across the organization. You will guide leaders through complex performance management situations and conduct objective investigations when issues arise. Looking at the bigger picture, you will use insights from this work to identify trends, address root causes, and build programs that holistically improve the employee experience at Cloudflare.

In this role, you will report to the Senior Director, Employee Relations and support our People Team Business Partners (PTBPs). You will be partnering with key stakeholders across Cloudflare in various ways, including those listed below:

What you'll do

• Operate as a trusted advisor, consulting with PTBPs and senior business leaders on complex organizational issues and challenging assumptions to create solutions that solve business problems.
• Conduct complex and thorough investigations into employee relations matters, providing fair and objective recommendations for resolution.
• Adhere to service level agreements for timely response and follow up to issues, including appropriate use of the case management system, effective and thorough documentation and reporting, and all associated processes.
• Build, analyze, and maintain ER metrics and present data to People Team partners on a quarterly basis.
• Conduct in-depth root cause analysis of ER trends, presenting data-driven stories in business language to influence talent decisions and advise on the productivity impact of attrition.
• Provide advice and guidance to managers in assigned business units to address employee performance issues, including the administration of the PIP or Package process. 
• Partner with the Learning and Development Team to develop training workshops/classes/toolkits for leaders.
• Assist with the updating of Company policies and responding to inquiries and concerns.
• Lead and coordinate major global ER projects, requiring significant analysis and the development of innovative solutions that have a broad impact on the ER model and company policy.
• Partner cross-functionally with key stakeholders, including Legal Compliance, Payroll, Benefits, and other departments to resolve employee issues in a timely manner.

Who you are:

• You have served on a People/HR team for a minimum of 8 years, 6 of which have been in an Employee Relations capacity.
• You are motivated by cultivating company culture, building great businesses and helping people do their best work.
• You possess strong knowledge of pertinent employment laws, as well as People Team management principles, practices and procedures.
• You have outstanding judgment and the ability to balance the needs of the company, managers and employees.
• You have a successful history of developing strong relationships and operating effectively through virtual support and in a distributed environment.
• You approach challenges with a solution-focused mindset, viewing obstacles as opportunities for improvement and growth.
• You have experience designing and leading change strategies for complex initiatives, partnering with stakeholders to co-create solutions and ensure buy-in.
• You are strategic, have a keen business acumen, and a track record of partnering closely with business leaders. You can articulate how People Teams bring value to an organization. 
• You are a trusted partner who leads with empathy, building strong relationships through exceptional written and verbal communication. Your high emotional intelligence allows you to navigate sensitive situations with understanding and professionalism..
• You devote time and attention to supporting our employees, fostering strong relationships and sustaining the trust placed in you.
• You uphold the highest standards of integrity, communicating honestly, treating others with respect, and leading with dignity.

What Makes Cloudflare Special?

We’re not just a highly ambitious, large-scale technology company. We’re a highly ambitious, large-scale technology company with a soul. Fundamental to our mission to help build a better Internet is protecting the free and open Internet.

Project Galileo: Since 2014, we've equipped more than 2,400 journalism and civil society organizations in 111 countries with powerful tools to defend themselves against attacks that would otherwise censor their work, technology already used by Cloudflare’s enterprise customers--at no cost.

Athenian Project: In 2017, we created the Athenian Project to ensure that state and local governments have the highest level of protection and reliability for free, so that their constituents have access to election information and voter registration. Since the project, we've provided services to more than 425 local government election websites in 33 states.

This position may require access to information protected under U.S. export control laws, including the U.S. Export Administration Regulations. Please note that any offer of employment may be conditioned on your authorization to receive software or technology controlled under these U.S. export laws without sponsorship for an export license.

Cloudflare is proud to be an equal opportunity employer.  We are committed to providing equal employment opportunity for all people and place great value in both ersity and inclusiveness.  All qualified applicants will be considered for employment without regard to their, or any other person's, perceived or actual race, color, religion, sex, gender, gender identity, gender expression, sexual orientation, national origin, ancestry, citizenship, age, physical or mental disability, medical condition, family care status, or any other basis protected by law. We are an AA/Veterans/Disabled Employer.

Title: Sr Asset Leader (Paris, TX.)

Location: USA-TX-Paris

Full time

job requisition id: 881615

Job Description:

You’re not the person who will settle for just any role. Neither are we. Because we’re out to create Better Care for a Better World, and that takes a certain kind of person and teams who care about making a difference. Here, you’ll bring your professional expertise, talent, and drive to building and managing our portfolio of iconic, ground-breaking brands. In this role, you’ll help us deliver better care for billions of people around the world. It starts with YOU. 

In this role, you will:

Safety:

• Support the loss control improvement process by championing and complying with critical safety rules.
• Visibly demonstrate that safety is a core value by role modeling and ensuring compliance with safety procedures and maintaining a safe workplace.
• Ensure that the development of processes, standards and equipment meets national, local and K-C safety codes, policies and guidelines.  
• Own development of safety improvement plans.
• Ensure safety investigations are completed and counter measures are in place per incident investigations standard.
• Ensure assets comply with pertinent housekeeping standards.
• Ensure consumer safety requirements are met and strengthened.
• Achieve KCNA specific health and safety objectives (i.e. EHS Maturity Score, URM/UHET)
• Achieve KCNA specific environmental and sustainability objectives (energy, water, plastics, landfill)

Quality: 

• Demonstrate quality as a core value.
• Responsible for understanding and holding team accountable for upholding K-C’s Quality policy and standards.
• Achieve objectives around quality metrics (i.e. significant events, RFT, Cost of quality)
• Understands and ensures compliance with applicable FDA and other regulatory agencies and codes.

People:

• Build strong relationships across the Mill teams to deliver continuous improvement.
• Manage teams in accordance with the expected K-C Values: We Care, We Own, We Act and Ways of Working: Focus on Consumers, Play to Win, Move Fast and Grow our People.
• Lead with high expectations around safety and team support.
• Partner with your Talent Business Partners to have strong performance management processes, where coaching and mentoring for all team members is ongoing.
• Collaborate with the Operations Leaders at the site to lead succession planning for your hourly operations team members
• Partner with the Plant Reliability Manager to support succession planning for your hourly reliability team members
• Partner with the Plant Engineering Manager to support succession planning for your engineering team members
• Drive partnerships and collaboration with other mill teams such as CI, Reliability, Training 4 Excellence to build capability within the Operations team.
• Collaborate with the site T4E team to ensure asset area is adhering to the training plan, training documentation is current and accessible and that team members are progressing to Certified and Mastery levels for the right skill mix
• Willingly adopt and advance company policies and standards.
• Establish clear and concise strategic goals; and assign the resources and priorities to achieve those goals.
• Build Talent in your team’s Continuous Improvement Capability such as: Lean Basics, Problem Solving, 5S, Leader Standard Work, Visual Management, Leader Standard work.
• Drive cultural and business results improvement through development, ownership, and execution of Tactical Implementation Plans (TIPs) focusing on performance and health of their process and team, visibly remove barriers for completion of assigned work, and ensure sustainability and health of the process via ownership of the OPEX Health Check processes.
• Foster a culture of belonging
• Responsible for building talent of new or future operations leaders.  
• Build capability and put systems in place to deliver sustainable year over year improvement.
• Develop long-term vision for platform beyond the TIPs.

Delivery/Cost:

• Provide day-to-day direction to operations, reliability and engineering team members.
• Manage cost of manufacturing (i.e. operating supplies, waste, labor, maintenance, etc.).  Develop strategy and tools to provide accurate forecasts and conformance to forecasted spending.
• Own reliability for assets: Asset unplanned delay plan and execution Asset down planning, execution and reflection Partner with mill leadership and support teams Reliability team to deliver site strategic plan Deliver reliability maturity improvement to plan Support continuous improvement through problem solving unplanned delay based on triggers Asset Maintenance round development, execution and continuous improvement Autonomous Care Reliability analytics
• Capital projects: Influence project engineering team to utilize Design for Reliability concepts/standards and drive project to successful completion within budget.
• Lead the team through utilization of LEAN, LSS and OPEX methodology to deliver business results.
• Collaborate with planning on the production schedule, rates, and sequence to deliver customer service; and work towards cycle time reduction and conformance to source planning (CTSP). Understand directives and initiate changes to deliver results.
• Partner with Logistics to understand impact of operations on downstream performance and customer demand in support of volume conformance metrics. 
• Use effective business communication appropriately with all stakeholders, corporate support teams, employees and external contacts.
• Manage vendor/supplier relationships with a Total Cost of Ownership mindset.
• Lead the development of department objectives and action plans for delivery.
• Lead organizational change, build relationships, and drive performance.
• Accountable for the capability development of team members. Coordinate with Training 4 Excellence to facilitate skills development.
• Lead operations teams to support mill/regional/global continuous improvement efforts and initiatives.
• Lead business update communications. Take information from key customers and present to the team.
• May lead and establish standards for a process/framework (housekeeping, performance manager, etc.) for the facility.
• Lead a site strategy as a key thinker.
• Participate in recruiting activities as needed utilizing STAR interview techniques.
• Develop and maintain a Fuel to Grow playbook with Financial Analysts, including Design to Value concepts.
• Lead and drive grade change reduction efforts (SMED).
• Develop a strong partnership with Staff Value Stream Leaders.

About Us

Huggies®. Kleenex®. Cottonelle®. Scott®. Kotex®. Poise®. Depend®. Kimberly-Clark Professional®. You already know our legendary brands—and so does the rest of the world. In fact, millions of people use Kimberly-Clark products every day. We know these amazing Kimberly-Clark products wouldn’t exist without talented professionals, like you.

At Kimberly-Clark, you’ll be part of the best team committed to driving innovation, growth and impact. We’re founded on more than 150 years of market leadership, and we’re always looking for new and better ways to perform – so there’s your open door of opportunity. It’s all here for you at Kimberly-Clark.

Led by Purpose. Driven by You.

About You

You perform at the highest level possible, and you appreciate a performance culture fueled by authentic caring.  You want to be part of a company actively dedicated to sustainability, inclusion, wellbeing, and career development.

You love what you do, especially when the work you do makes a difference. At Kimberly-Clark, we’re constantly exploring new ideas on how, when, and where we can best achieve results. When you join our team, you’ll experience Flex That Works: flexible (hybrid) work arrangements that empower you to have purposeful time in the office and partner with your leader to make flexibility work for both you and the business.

To succeed in this role, you will need the following qualifications:

• Position typically requires a bachelor’s in engineering, business or relevant discipline of 10+ years of equivalent related experience.

• The incumbent would typically have significant experience in Operations, Business, Engineering, Lean Manufacturing, and/or Maintenance.

• Possess a strong understanding of operations role in the Supply Chain.

• Leverage and mentor Color Wheel concepts and ability to adjust leadership style.

• Demonstrates advanced knowledge in the people management and/or technical areas of expertise (or aptitude to learn) described in the role.

• Incumbent would possess demonstrated ability to organize, influence and lead a multi-functional team and foster a proactive team environment.

• Experience in multiple mills, product systems and staff experience, along with leadership of a non-exempt workforce is highly desired.

• Work collaboratively and effectively with iniduals across all levels of the organization.

• Proficient in LEAN business practices. Can role model and teach 4 step simple problem solving, LSW, Visual Management, 5S.

• Ability to build and manage to a budget.

Summary of Position

This position provides overall team leadership for their asset team in the areas of safety, quality, cost, productivity, continuous improvement, housekeeping/5S, good manufacturing practices (GMP), internal control, asset management, customer service, human resources and team capability development. This position drives continuous improvement on their assets through leadership of their Operations, Reliability and Engineering teams.  This person will also partner with other site resources (CI, Reliability, Eng, etc.) to deliver platform results.

Incumbent will set objectives that will have a direct and significant impact on plant and sector results and in the delivery of customer service for Kimberly-Clark.

Scope

Incumbent reports to the site Product System Manager. This role is responsible to effectively lead business objectives for the assigned assets.  This role will have interaction across business sectors and opportunities for involvement in broad based business projects.  Objectives typically are focused at the department and asset level for safety, quality, GMP, housekeeping, customer service, continuous improvement, productivity, cost, internal control, asset management, human resources and team capability development.

This role is responsible for a more complex asset base with either number of assets, number of employees, asset complexity and/or business criticality. Incumbent determines mill programs and projects needed to accomplish the objectives of the business units; ensure the effective and cost-efficient execution of these programs. The Asset Leader will work with project teams compiled of employees from multiple disciplines; Set priorities, prepare and administer total budget and participate in long-range planning.

Key Customers

Internal to Mill: Their asset Operations, Reliability & Engineering employees.  Mill Management, CI & Capabilities Team, Logistics Teams

Internal to Region: Planning, Staff Value Stream Leaders, and other KCNA Supply Chain Teams and Management, Other Kimberly-Clark Facilities, Customers, Consumers

Working Conditions

• Normal scheduled hours will vary based on the need to support a 24/7 Operation
• Flexibility to travel up to 15% for benchmarking and best practice sharing across KCNA.
• Ability to work in a manufacturing environment

Dimensions

• 30 to 100+ non-exempt manufacturing employees,
• 4+ reliability technicians,
• 3+ engineers
• Operating budget $10+MM
• Direct Reports: 100+ of Operators, Process employees, Reliability Technicians, Asset Engineers
• Indirect Reports: Project Engineers, Other Reliability Support

Total Benefits

Great support for good health with medical, dental, and vision coverage options with no waiting periods or pre-existing condition restrictions. Access to an on-site fitness center, occupational health nurse, and allowances for high-quality safety equipment.

Flexible Savings and spending accounts to maximize health care options and stretch dollars when caring for yourself or dependents.

Diverse income protection insurance options to protect yourself and your family in case of illness, injury, or other unexpected events.

Additional programs and support to continue your education, adopt a child, relocate, or even find temporary childcare.

To Be Considered

In the meantime, please check out the careers website.

And finally, the fine print….

The statements above are intended to describe the general nature and level of work performed by employees assigned to this classification. Statements are not intended to be construed as an exhaustive list of all duties, responsibilities and skills required for this position. 

Employment is subject to verification of pre-screening tests, which may include drug screening, background check, and DMV check. 

Veterans and members of the Reserve and Guard are highly encouraged to apply.

Kimberly-Clark will support in-country relocation for the chosen candidate for the role. 

Salary Range: 127,600 – 157,600 USD

At Kimberly-Clark, pay is just one aspect of our total rewards package, which also includes a variety of benefits and opportunities to achieve, thrive and grow. Along with base pay, this position offers eligibility for a target bonus and a comprehensive benefits suite, including our 401(k) and Profit Sharing plan. The anticipated base pay range for this role is provided above for a fully qualified hire. Actual pay will depend on several factors, such as location, role, skills, performance, and experience. Please note that the stated pay range applies to US locations only.

Primary Location: Paris Plant

Additional Locations

Worker Type: Employee

Worker Sub-Type: Regular

Time Type: Full time

Title: People & Culture Business Partner, Scholars Programs

Location: New York, New York, United States

Job Description:

Department: People & Culture

Report to: Director, Talent Management

Compensation: $85,400 - $100,500

FLSA: Exempt

Location: Hybrid – 3 days/week in office

All candidates must be within commutable distance of SEO’s offices at 55 Exchange Place, New York, NY 10005, upon hire.  

ABOUT SEO

Founded in 1963 during the Civil Rights Movement, SEO closes educational and career opportunity gaps for 7,000 ambitious young people annually.  

POSITION OVERVIEW

The People & Culture Business Partner (PCBP) will support the Scholars Program teams to create an optimal employee experience that attracts, develops, and retains talent in service of SEO’s mission, vision, and values. The Scholars Program teams support the eight-year, academic program that transforms public high school students in New York City, San Francisco, North Carolina, and Miami into college graduates. By cultivating strong, trusting internal client relationships and serving as an advisor and expert HR liaison to the Scholars Program team leaders and employees, the PCBP will provide guidance on end-to-end talent management components, such as HR policies, organizational development, performance management, employee relations, workforce planning, onboarding & offboarding, talent acquisition.

The PBCP will partner with other operations teams and people leaders to develop, implement, communicate, and evaluate People & Culture initiatives based on critical needs.

Employee Relations & HR Policies

• Serve as primary point of contact for responding to Employee Relations (ER) concerns in a timely manner, and facilitate and mediate difficult conversations.
• Conduct ER investigations and make recommendations based on findings as needed.
• Escalate ER issues to Director of Talent Management to collaborate and problem solve accordingly with legal counsel.
• Maintain a strong understanding of the SEO Employee Handbook and SEO policies to coach, guide, and support staff while holding all team members accountable for conduct and compliance.
• Manage ADA workplace accommodations requests.

Performance & Development

• Partner closely with leaders and managers to facilitate the performance management review cycle and milestones throughout the year.
• Work closely with managers to coach them through performance management issues and ways in which to develop their teams.
• Liaise between the people managers and People and Culture team to develop and deliver content for learning in support of organizational priorities, Scholar program participant needs, and inidual/team development.

Recruitment, Onboarding & Retention

• Support the Talent Acquisition team to ensure a conscious, deliberate approach to attracting and retaining top talent.
• Partner with the Talent Acquisition team to ensure that the selection processes (e.g., conducting interviews, supporting new hiring managers, etc.) and onboarding processes (timely submission of new hire paperwork, supporting New Hire Orientation, etc.) are smooth and create the best new hire experience.
• Work closely with the Director of Talent Acquisition to develop retention strategies to minimize attrition, particularly in the Scholar program’s critical roles and specialty skillsets.

Employee Engagement

• Communicate with staff regarding People & Culture initiatives and assist in the change management.
• Respond to employee engagement indicators in collaboration with People & Culture colleagues and work with the Scholars Program leadership to develop action plans to address areas of concerns for staff.
• Support employee recognition, milestones, and accolades for the Scholar programs.
• Support our Employee Resource Groups as key business partner to group managers to help promote events, programming, communications and increase employee engagement.

Compensation & Benefits

• Collaborate with the Total Rewards team to support compensation reviews, as needed.
• Support the Total Rewards team in driving high participation in annual benefits open enrollment processes and connect staff to key resources.

People Operations

• Support the People Operations team in the execution of periodic data integrity audits and HRIS data clean-up.
• Partner with the People Operations team maintain accurate employee documents and databases for the Scholars programs.
• Lead or participate in special projects, events, or taskforces in support of Scholars program needs and People & Culture team priorities.

QUALIFICATIONS

• Bachelor’s degree or equivalent working experience. A master’s in Business, Human Resources, Organizational Psychology, Public Policy, or Education is preferred.
• HR certification is required. Must have formal training and working knowledge of the current and changing labor and employment laws within the United States, and experience conducting ER investigations and overseeing employees in NY, CA, FL. Strong understanding of enforcement guidance on Reasonable Accommodation and Undue Hardship under the ADA.
• Minimum 5 years in an HR Generalist role with evidence of progressive responsibility and autonomy.
• Experience within a nonprofit organization, specifically in education, is desired.

COMPETENCIES & SKILLS

• A deep connection to and curiosity for SEO’s mission, vision, and core values.
• An ability to design and facilitate impactful learning and development programs for leaders and inidual contributors.
• Strong technical proficiency in MS Office, advanced analytical and reporting skills, including Excel required.
• Proficiency in navigating and managing HR systems (e.g., Paylocity, Greenhouse, Lattice) and other cloud-based applications such as Box, Monday.com. Salesforce, HubSpot, chat platforms, and other employee communications and engagement tools.
• Talent Management: Must have well-developed people management skills with a keen ability to lead across various employee populations (including part-time, full-time, exempt and non-exempt) and apply consultative skills to guide leaders and employees through many components of the employee life cycle
• Change Management: Support leaders and teams through change management by providing facilitation, clear communication, and effective interventions to reach team and organizational objectives; react to and manage change over time with an empathetic and resourceful attitude
• Conflict Resolution: An ability to resolve disagreements that arise from differing perspectives, opinions, intentions, and facilitate difficult conversations to drive towards mutually agreeable and favorable outcomes for all parties.
• Communication: Expert written and extemporaneous communications skills. Must be comfortable addressing and engaging with erse audiences at all levels through different mediums, including in-person, email, messaging, and phone calls.
• Judgment & Decision Making: Practiced skills in leveraging available information, be resourceful and curious to make effective decisions with limited time while planning for contingencies; ability to balance speed with thoughtfulness. Persists to work towards solutions that best serve SEO’s people and programs.
• Growth Mindset & Accountability: A reputation for soliciting feedback, taking accountability for errors, and internalizing constructive feedback for continuous reflection and improvement.
• Project Management: An affinity for strategic planning with the ability to break down issues into component pieces, build project work plans, manage timelines, lead cross-functional working teams, evaluate for continuous improvement, and navigate ambiguity all along the way.

COMPENSATION & BENEFITS 

SEO offers a competitive compensation package and comprehensive benefits plan including low-cost health, vision, and dental options, a generous holiday schedule and PTO policies, disability coverage, fully paid time off for new parents, and employer contributions to health reimbursement and retirement accounts. We are constantly working to improve our benefits each year based on the needs of our employees. We value wellness and strive to put people first and foremost.

The compensation listed in this posting reflects what SEO believes it will pay for this position at the time of this posting. Consistent with applicable law, compensation will be determined based on the skills, qualifications, and experience of the applicant along with the requirements of the position, and SEO reserves the right to modify this pay range at any time.

EEOC Policy

At SEO we are committed to cultivating a team that embodies the backgrounds and experiences of the constituencies we serve and the communities we live in, and a workplace that reflects the impact we make in the world. Candidates from all communities – including people of color, women, members of the LGBTQIA+ Community, veterans, and people with disabilities – are strongly encouraged to apply.

Equal Employment Opportunity is not just the law, it is our commitment.

Sponsors for Educational Opportunity is an Equal Opportunity/Affirmative Action Employer – M/F/D/V. We will consider all qualified applicants for employment regardless of race, color, ethnicity, religion, sex, gender, gender identity and expression, sexual orientation, national origin, disability, age, marital status, veteran status, pregnancy, parental status, genetic information or characteristics, or any other legally protected status.

If you need accommodation while applying for a role with SEO, due to a disability, please email SEO Talent.

THE ORGANIZATION

Established in 1963 by Michael Osheowitz, SEO (Sponsors for Educational Opportunity) is an educational non-profit founded on the belief that talent is everywhere; but opportunity is not. Our programs are designed to educate, train, mentor, and amplify the voices of our participants to give them a seat at the table – every table. We propel human potential.

SEO is an innovator in education, mentorship, and creating educational career opportunities that maximize the full potential of our participants. Each year SEO serves 7,000+ participants nationally, and the organization is widely recognized for developing best-in-class programs with exceptional results.

Title: Human Resource Business Partner

Location:

Modesto, CA

US - Morristown, NJ - REMOTE

time type

Full time

job requisition id

R52987

Job Description

Human Resources Business Partner-West Coast (REMOTE)

Arxada is a global leader in innovative solutions that protect our world. Our groundbreaking technologies, in-depth regulatory know-how, manufacturing and process development help our customers to safeguard nutrition, health and infrastructure efficiently through chemistry and biotechnology that enhance sustainability. We offer a broad portfolio of ingredients and services for multiple end-markets that include Human Health & Nutrition, Home & Personal Care, Professional Hygiene, Paints & Coatings and Wood Protection.

With customers in more than 100 countries, the company achieved sales of CHF 2 billion in 2024. Headquartered in Basel (Switzerland), Arxada employs 3,200 associates across 24 production sites and 14 R&D centers, all committed to our customers’ success.

Arxada is looking for a Human Resource Business Partner (REMOTE). This role will have accountability for ARKANSAS and CALIFORNIA additional site responsibility for Mapleton, IL.

Key Responsibilities:

• Provide HR leadership, consultation and guidance for all people related matters to the people managers of teams supported.

• Coach and support line managers on current and future to design their respective organizations and put in place change management plans to help their operations be successful.

• Develop and implement a strategic people plan for their organization that is aligned to Site/Global HR and business strategies.

• Critical areas to be addressed include talent and performance management, employee engagement, succession planning.

• Leveraging global processes.

• Establish and execute staffing plans - The Human Resource Manager is overall accountable for the staffing plans however the recruitment team executes these plans.

• Support line management in devising and implementing change management strategies designed to drive efficiency, support growth, and build high performing teams.

• Establish and drive engagement and development strategies to improve employee engagement and provide staff with development/career opportunities

• Ensure administrative support as Process champion and coordinate HR administrative duties and responsibilities with HR services supporting the site (e.g. Recruiting, Total Rewards).

• Build collaborative and trusting relationships with internal clients and across the site / global HR network to ensure seamless HR support.

• Monitor and continually seek to improve HR effectiveness by tracking and reporting key measures.

Key Requirements:

• Bachelor’s degree required.

• 5-7 years of previous HR Management in a manufacturing environment.

• 5 plus years of manufacturing experience a must.

• 3 plus years of Mergers & Acquisitions experience.

• 5 plus years Union and Labor relations experience required

• Multi-site experience highly preferred

• Motivated and detail oriented with excellent organization skills.

• Ability to build strong collaboration with business clients and HR community.

• Ability to effectively communicate and provide a high level of service to internal and external stakeholders.

• Plan, prioritize and organize work to deliver on time.

• Demonstrates high integrity and accountability for area ensuring actions and decisions are aligned to business objectives.

• Excellent computer skills in MS Office.

• Excellent communication skills, both written and verbal, strong interpersonal skills.

• Ability to apply discretion and maintain a high level of confidentiality when handling sensitive information.

• Strong time management and priorities management skills.

• Ability to travel to multiple sites – 25% - 30%.

The expected salary range for this role is 115.000$ - 150.000$, but specific employee compensation may vary depending on factors including experience, education, training, licensure, certification, location and other job-related, non-discriminatory factors permitted by law.

This role is also eligible to earn a short-term incentive bonus and the following benefits: 401(k) plan, medical, dental, vision, life, and disability insurance, paid time off, paid holidays and paid sick leave.

Arxada has world class offering in two distinct areas:

Microbial Control Solutions (MCS) focuses on threats posed by microorganisms to people and planet through five distinct business lines including Professional Hygiene, Home & Personal Care, Wood Protection, Paints & Coatings and Material Protection.

Nutrition, Care & Environmental (NCE), meanwhile, provides materials used to manufacture composites for electronics, aerospace and other markets, as well as vitamins and nutritional ingredients, chemicals and performance intermediates, and raw materials for a wide range of high-performance applications.

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

Title: Senior Strategic Partner Manager, Workday Practice (Ecosystem) | North America

Location: USA

Employment Type

Full time

Location Type

Remote

Department

S&MPartnerships

Department: S&M

Job Description:

Deel is the all-in-one payroll and HR platform for global teams. Our vision is to unlock global opportunity for every person, team, and business. Built for the way the world works today, Deel combines HRIS, payroll, compliance, benefits, performance, and equipment management into one seamless platform. With AI-powered tools and a fully owned payroll infrastructure, Deel supports every worker type in 150+ countries—helping businesses scale smarter, faster, and more compliantly.

Among the largest globally distributed companies in the world, our team of 7,000 spans more than 100 countries, speaks 74 languages, and brings a connected and dynamic culture that drives continuous learning and innovation for our customers.

Why should you be part of our success story?

As the fastest-growing Software as a Service (SaaS) company in history, Deel is transforming how global talent connects with world-class companies – breaking down borders that have traditionally limited both hiring and career opportunities. We're not just building software; we're creating the infrastructure for the future of work, enabling a more erse and inclusive global economy. In 2024 alone, we paid $11.2 billion to workers in nearly 100 currencies and provided healthcare and benefits to workers in 109 countries—ensuring people get paid and protected, no matter where they are.

Our momentum is reflected in our achievements and customer satisfaction: CNBC Disruptor 50,  Forbes Cloud 100, Deloitte Fast 500, and repeated recognition on Y Combinator’s top companies list – all while maintaining a 4.83 average rating from 15,000 reviews across G2, Trustpilot, Captera, Apple and Google.

Your experience at Deel will be a career accelerator. At the forefront of the global work revolution, you'll tackle complex challenges that impact millions of people's working lives. With our momentum—backed by a $17.3 billion valuation and $1 B in Annual Recurring Revenue (ARR) in just over five years—you'll drive meaningful impact while building expertise that makes you a sought-after leader in the transformation of global work.

Summary

Responsibilities

• Develop and execute a strategic partner plan to grow Deel’s influence within the Workday ecosystem.

• Identify and activate key partnerships across SIs, AMS partners, and advisory firms to drive joint go-to-market motions.

• Collaborate with Workday leadership to identify new opportunities for joint customer acquisition and expansion.

• Partner with internal Sales, Marketing, and Product teams to design and launch co-branded programs with Workday and ecosystem partners.

• Manage partner relationships end-to-end, including onboarding, enablement, pipeline generation, and performance reviews.

• Lead executive-level partner meetings, QBRs, and joint business planning sessions.

• Monitor partner performance, pipeline influence, and contribution to revenue goals.

• Stay informed on Workday product releases, roadmap updates, and ecosystem trends to proactively align strategies.

Qualifications

• 5+ years of experience in strategic partnerships, alliances, or business development, preferably in the HCM, ERP, or payroll space.

• Deep experience working within the Workday ecosystem.

• Strong network across Workday SIs, AMS partners, and advisory firms.

• Proven track record of building and executing partner strategies that deliver measurable results.

• Exceptional relationship management, negotiation, and executive communication skills.

• Experience working cross-functionally with sales, marketing, product, and operations teams.

• Strong commercial acumen with the ability to report on partner pipeline, conversion rates, and ROI.

• Willingness to travel 40% as needed to support partner engagements and events.

Total Rewards

Our workforce deserves fair and competitive pay that meets them where they are. With scalable benefits, rewards, and perks, our total rewards programs reflect our commitment to inclusivity and access for all. 

Some things you’ll enjoy

• Stock grant opportunities dependent on your role, employment status and location

• Additional perks and benefits based on your employment status and country

• The flexibility of remote work, including optional WeWork access

At Deel, we’re an equal-opportunity employer that values ersity and positively encourage applications from suitably qualified and eligible candidates regardless of  race, religion, sex, national origin, gender, sexual orientation, age, marital status, veteran status, disability status, pregnancy or maternity or other applicable legally protected characteristics.

_Deel is an equal-opportunity employer and is committed to cultivating a erse and inclusive workplace that reflects different abilities, backgrounds, beliefs, experiences, identities and perspectives.

Deel will provide accommodations on request throughout the recruitment, selection and assessment process for applicants with disabilities. If you require accommodations, please inform our Talent Acquisition Team_ via this link and a team member will be in touch to ensure your equal participation. 

We use Covey as part of our hiring and/or promotional processes. As part of the evaluation process, we provide Covey with job requirements and candidate-submitted applications. Certain features of the platform may qualify it as an Automated Employment Decision Tool (AEDT) under applicable regulations.

Title: Human Resources Business Partner

Location: US NY - Albany

Job Description:

Full time

job requisition id

JR25-000575

It's fun to work in a company where people truly BELIEVE in what they're doing!

We're committed to bringing passion and customer focus to the business.

Public Partnerships LLC supports iniduals with disabilities or chronic illnesses and aging adults, to remain in their homes and communities and “self” direct their own long-term home care. Our role as the nation’s largest and most experienced Financial Management Service provider is to assist those eligible Medicaid recipients to choose and pay for their own support workers and services within their state-approved personalized budget.  We are appointed by states and managed healthcare organizations to better serve more of their residents and members requiring long-term care and ensure the efficient use of taxpayer funded services. 

Our culture attracts and rewards people who are results-oriented and strive to exceed customer expectations. We desire motivated candidates who are excited to join our fast-paced, entrepreneurial environment, and who want to make a difference in helping transform the lives of the consumers we serve.

Job Summary

The Human Resources Business Partner (HRBP**)** serves as a strategic consultant to business leaders and a trusted advisor to employees. This role drives HR initiatives that align people strategies with organizational goals, ensuring a high performing, engaged, and compliant workforce. The HRBP actively partners cross-functionally with business leaders, as well as across all sectors of human resources, including HR Operations, Talent Acquisition, Benefits, Learning & Development/Organizational Effectiveness, Employee Relations, and HR Systems to deliver end-to-end support that enhances both business outcomes and employee experience.

Key Responsibilities

Strategic Partnership & Workforce Planning

• Collaborate with senior leaders to understand business objectives and develop HR strategies that support operational and organizational goals.

• Lead workforce planning discussions to identify talent needs, succession pipelines, and skills gaps.

• Use HR metrics and analytics to inform decisions around turnover, engagement, and performance trends.

Employee Relations & Performance Management

• Partner with Employee Relations supporting investigations where appropriate.

• Provide proactive employee relations guidance to leaders, ensuring fair, consistent, and legally compliant practices.

• Partner with managers on coaching, conflict resolution, corrective action, and performance improvement planning.

Organizational Development & Culture

• In partnership with leadership, actively champion engagement, retention, and culture initiatives that reinforce company values.

• Partner with Learning and Organizational Effectiveness to facilitate change management strategies and communication plans during periods of growth or transition.

• Conduct stay and exit interviews to identify patterns and recommend actionable solutions.

Talent & Leadership Development

• Partner with Learning and Organizational Effectiveness to identify leadership capability gaps and design targeted development plans.

• Coach managers to enhance leadership effectiveness, communication, and accountability.

• Support career pathing and internal mobility initiatives to retain top talent.

Talent Acquisition & Compensation Support

• Collaborate with the Talent Acquisition and Compensation teams to ensure selection and pay practices are equitable and aligned with internal and market standards.

• Support annual merit, bonus, and promotion processes by providing business insights and consistent reviews.

• Advise leaders on job evaluations and clear definitions surrounding positional expectations.

Compliance & Risk Mitigation

• Ensure compliance with all federal, state, and local employment laws and regulations.

• Maintain up-to-date knowledge of labor legislation and recommend policy updates as needed.

• Partner with HR Compliance supporting internal audits, reporting, and documentation requirements related to HR processes.

Collaboration & HR Program Delivery

• Partner with other HR functions to deliver integrated programs such as engagement surveys, onboarding, benefits enrollment, and talent reviews.

• Act as a connector between the business and all HR sectors, ensuring consistent implementation of enterprise-wide HR initiatives.

• Participate in cross-functional projects and lead HR-specific initiatives to support business transformation or growth.

Required Skills:

• Demonstrated ability to act as a strategic partner and trusted advisor to business leaders.

• Strong knowledge of HR principles, employment laws, and best practices.

• Excellent interpersonal and communication skills, with the ability to influence and build credibility at all levels.

• High degree of professionalism, discretion, and confidentiality.

• Strong analytical and problem-solving abilities; able to interpret data and make evidence-based recommendations.

• Proven ability to manage multiple priorities and deliver results in a fast-paced, dynamic environment.

• Proficiency in HR systems (Workday preferred) and Microsoft Office Suite (Excel, PowerPoint, Word).

Qualifications:

Education:

Bachelor's degree in human resources or equivalent discipline. Substantial professional experience in a related field may be considered in lieu of a formal degree.

Experience:

• Minimum of 5–8 years of progressive HR experience, including at least 3 years supporting leaders in an HR Business Partner capacity.

• Experience supporting erse business functions or multi-site operations preferred.

• Background in high-growth or complex industries such as healthcare, technology, or financial services preferred.

• Professional certifications such as SHRM-CP, PHR, SHRM-SCP, SPHR preferred.

Working Conditions:    

Remote with occasional business travel

Compensation Range: $110,000-$130,000 annually

The above is intended to describe the general contents and requirements of work being performed by people assigned to this classification. It is not intended to be construed as an exhaustive statement of all duties, responsibilities, or skills of personnel so classified

PPL is an Equal Opportunity Employer dedicated to celebrating ersity and intentionally creating a culture of inclusion. We believe that we work best when our employees feel empowered and accepted, and that starts by honoring each of our unique life experiences. At PPL, all aspects of employment regarding recruitment, hiring, training, promotion, compensation, benefits, transfers, layoffs, return from layoff, company-sponsored training, education, and social and recreational programs are based on merit, business needs, job requirements, and inidual qualifications. We do not discriminate on the basis of race, color, religion or belief, national, social, or ethnic origin, sex, gender identity and/or expression, age, physical, mental, or sensory disability, sexual orientation, marital, civil union, or domestic partnership status, past or present military service, citizenship status, family medical history or genetic information, family or parental status, or any other status protected under federal, state, or local law. PPL will not tolerate discrimination or harassment based on any of these characteristics.

If you like wild growth and working with happy, enthusiastic over-achievers, you'll enjoy your career with us!

Title: Senior Lead SAP EC Payroll Functional Consultant

Location: USA Virtual

locations

USA Virtual

time type

Full time

Job Description:

Join us on a journey of endless possibilities

At Strada, possibility isn’t just a promise – it’s the foundation of everything we do. We believe in unlocking potential for every colleague, creating a journey of growth, discovery, and impact.

With the support, resources, and opportunities we provide, you’ll build a fulfilling future – working on meaningful projects that span industries and regions, contributing to outcomes that matter.

Learn more at www.stradaglobal.com

Overview:

We are seeking a highly experienced Senior Lead SAP Payroll Functional Consultant (ECP or HCM) to guide a large-scale, complex U.S. payroll implementation. This role involves leading requirement-gathering workshops, overseeing end-to-end configuration, conducting parallel payroll testing (including SIT and UAT), managing cutover activities, and ensuring seamless integration with related systems. You will collaborate with globally distributed teams, manage multiple workstreams, and ensure the delivery of accurate, compliant, and scalable payroll solutions.

Key Responsibilities:

• Lead workshops to define and document payroll requirements, ensuring stakeholder alignment.
• Configure SAP Employee Central Payroll (ECP) or SAP HCM Payroll in accordance with approved design documents and business requirements.
• Oversee all phases of implementation—including build, parallel payroll runs, SIT, UAT, and cutover—delivering results on time and with high quality.
• Provide functional guidance on gross-to-net calculations, tax reporting, garnishments, year-end activities, and accrual setup.
• Manage integration points with SAP FI, Time Management, Benefits, Compensation, and third-party systems, ensuring end-to-end process efficiency.
• Troubleshoot issues, apply support packs, develop custom rules and operations, and maintain payroll catalogs (wage types, off-cycle payroll, levy management) to meet business needs.
• Communicate effectively with stakeholders, providing timely updates, addressing risks, and proposing solutions that enhance overall payroll effectiveness.

Required Skills & Qualifications:

• Minimum 7 years of hands-on experience configuring SAP Payroll (ECP or HCM), with a strong focus on U.S. Payroll.
• Demonstrated success leading and delivering complex implementations, including requirement gathering, configuration, parallel payroll testing, and post-go-live support.
• Expertise in wage type configuration, off-cycle payroll processing, garnishment handling, tax reporter setup, and integration with BSI Tax Factory.
• Proven track record of at least 4 full lifecycle SAP US Payroll implementations.
• Exceptional communication, stakeholder management, and client-facing skills.
• Ability to work independently and handle multiple priorities in a dynamic, fast-paced environment.

Preferred Qualifications:

• Bachelor’s degree in a related field.
• Familiarity with SAP SuccessFactors, Payroll Control Center (PCC), automation tools, and process optimization strategies.
• 4–5 years of experience executing parallel payroll testing.

Additional Attributes:

• Self-driven, proactive, and adaptable in navigating complex configurations.
• Skilled at building consensus and maintaining alignment across erse, global teams.
• Strong problem-solving abilities, with a focus on delivering high-quality results quickly.

This is a challenging and rewarding opportunity for a seasoned professional to lead a significant U.S. payroll implementation and ensure a seamless, compliant, and efficient payroll environment.

Flexible Working

So that you can be your best at work and home, we consider flexible working arrangements wherever possible. 

At Strada, our values guide everything we do:

• Anticipate Customer Needs – We stay ahead of trends so our customers can grow and succeed.
• Own the Outcome – We take responsibility for delivering excellence and ensuring things get done right.
• Challenge Ourselves to Work Smarter – We move faster than the world around us to drive change and accomplish more.
• Empower Each Other to Solve Problems – We tackle challenges head on, ask tough questions, and collaborate to find the best solutions.
• Care About Our Work – We understand that what we do impacts millions, and we have a responsibility to get it right.

Benefits

At Strada, we support your whole self—offering a range of benefits for your health, wellbeing, finances, and future. These include health coverage, wellbeing programs, paid leave (vacation, sick, parental), retirement plans, learning opportunities, and more.

All offers are contingent on successful completion of background checks, where permitted by law and as appropriate for the role. These may include identity, education, employment, and in some cases, criminal history verification, checks against global watchlists, credit reports, and/or drug testing. You’ll be informed of the specific checks applicable to your role and location during the recruitment process.

Our commitment to Diversity and Inclusion

Strada is dedicated to fostering a erse, equitable, and inclusive workplace where everyone feels valued and supported. We believe that embracing differences strengthens our teams and drives innovation and success.

Diversity Policy Statement

Strada is an Equal Opportunity Employer and prohibits discrimination based on legally protected characteristics. We provide reasonable accommodations for disabilities and religious practices. Applicants may request a reasonable accommodation by contacting their recruiter.

Authorization to work in the Employing Country

To be considered, you must have current and future work authorization in the country where you're applying, without the need for visa sponsorship by Strada.

Please note: This job description does not limit Strada’s right to assign or reassign responsibilities, including to subsidiaries, partners, or future business purchasers.

We offer you a competitive total rewards package, continuing education & training, and tremendous potential with a growing worldwide organization.

Salary Pay Range

Minimum - Maximum:

$88,200.00 - $163,800.00

Pay Transparency Statement: Strada considers a variety of factors in determining whether to extend an offer of employment and in setting the appropriate compensation level, including, but not limited to, a candidate’s experience, education, certification/credentials, market data, internal equity, and geography. Strada makes these decisions on an inidualized, non-discriminatory basis. Bonus and/or incentive eligibility are determined by role and level.

DISCLAIMER:

Nothing in this job description restricts management's right to assign or reassign duties and responsibilities of this job to other entities; including but not limited to subsidiaries, partners, or purchasers of Stradabusiness units.

Strada provides equal employment opportunities (EEO) to all employees and applicants for employment without regard to race, color, religion, creed, sex, sexual orientation, gender identity, national origin, age, disability, genetic information, pregnancy, childbirth or related medical condition, veteran, marital, parental, citizenship, or domestic partner status, or any other status protected by applicable national, federal, state or local law. Strada is committed to a erse workforce and is an affirmative action employer.

Title: Director, Enablement Business Partners, MCS

Location: United States - Remote

Job Description:

Who we are:

Motive empowers the people who run physical operations with tools to make their work safer, more productive, and more profitable. For the first time ever, safety, operations and finance teams can manage their drivers, vehicles, equipment, and fleet related spend in a single system. Combined with industry leading AI, the Motive platform gives you complete visibility and control, and significantly reduces manual workloads by automating and simplifying tasks.

Motive serves nearly 100,000 customers – from Fortune 500 enterprises to small businesses – across a wide range of industries, including transportation and logistics, construction, energy, field service, manufacturing, agriculture, food and beverage, retail, and the public sector.

Visit gomotive.com to learn more.

About the Role:

We are seeking a highly skilled and motivated Director of Enablement Business Partners to join our Enablement /Revenue team to support our Mid-Market, Commercial, and SMB (MCS) business unit. The selected candidate will play a pivotal role in our sales organization's success by leading our team of Enablement Business Partners (EBPs) who are responsible for providing strategic enablement support to our Mid-Market, Commercial, and SMB sales segments. This role will also play a role in supporting leadership in our Revenue organization, at scale. This inidual will drive enablement for a globally distributed team that supports Sales, Sales Development, Sales Engineering, and Account Management.

What You'll Do:

Team Leadership:

• Lead and manage the EBPs, setting clear performance expectations, conducting regular evaluations (MBRs), and providing guidance, mentorship, and development.
• Inspire the team to maintain a high standard in key business partner competencies:
  • Business Acumen
  • L&D Expertise/Needs Analysis
  • Program Management, Prioritization and Operational Excellence
  • Stakeholder Management and Influence
  • Change Management
  • Presentation & Communication Skills
  • Leading through frontline leaders
• Partner with the Onboarding Program Manager to ensure EBPs are doing their part to accelerate new hire ramp-up and productivity across the MCS segments.

Strategy:

• Lead EBP collaboration with Mid-Market, Commercial, and SMB Sales Leaders to develop and implement segment-specific competency maps, enablement strategies, and training roadmaps.
• Ensure that enablement programs are aligned with the unique sales processes, buyer's journeys, and product roadmaps of the MCS segments.
• Collaborate with the Sales Operations and Enablement Analytics teams to gather and analyze data related to sales performance, productivity, and revenue attainment within the MCS segments.
• Utilize data-driven insights to identify areas for improvement and recommend targeted enablement initiatives to address sales challenges.
• Monitor industry trends and best practices to continuously enhance the effectiveness of enablement programs.

Leadership Development:

• Create a leadership development strategy that elevates the capabilities of our frontline managers, focusing on coaching and management excellence.
• Partner with the HR team to define core leadership competencies and embed them into our performance management and career growth frameworks.
• Design and deliver high-impact training for leaders on critical skills, including effective coaching techniques, setting clear expectations, conducting impactful 1:1s, and inspecting opportunity-level execution.
• Build and launch a scalable coaching framework, including a mechanism for accountability, to ensure managers are consistently developing their teams.
• Define clear expectations for call coaching and preparation to improve the quality and effectiveness of frontline sales conversations.

What We're Looking For:

• Proven experience (7+ years) in sales enablement, sales operations, or a related field, with a track record of success in leading teams and driving revenue growth.
• Leading "sales/GTM" enablement teams in a high growth SaaS
• Verifiably successful experience in Sales or Business Development (carried a quota)
• Deep understanding of the Mid-Market, Commercial, and SMB sales motions, including high-velocity and full-cycle sales processes. Ideally, the candidate will have experience with offshore operations as SMB and CMRL
• Strong analytical and problem-solving skills with the ability to leverage data to make informed decisions.
• Excellent communication and presentation skills, with the ability to influence and motivate stakeholders at all levels.
• Demonstrated ability to manage multiple priorities and deadlines in a fast-paced environment.
• Expert ability to build relationships, influence, and promote a work environment focused on team development and constant coaching.
• Expertise in adult learning theory (e.g., ADDIE, Kirkpatrick’s evaluation model, Maslow’s hierarchy of needs, Bloom’s Taxonomy).
• Passion for continuous learning and staying up-to-date with industry trends and best practices.

Pay Transparency

Your compensation may be based on several factors, including education, work experience, and certifications. For certain roles, total compensation may include restricted stock units. Motive offers benefits including health, pharmacy, optical and dental care benefits, paid time off, sick time off, short term and long term disability coverage, life insurance as well as 401k contribution (all benefits are subject to eligibility requirements). Learn more about our benefits by visiting Motive Perks & Benefits.

The compensation range for this position will depend on where you reside. For this role, the compensation range is:

United States

$200,000 - $280,000 USD

Creating a erse and inclusive workplace is one of Motive's core values. We are an equal opportunity employer and welcome people of different backgrounds, experiences, abilities and perspectives.

Please review our Candidate Privacy Notice here.

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#LI-Remote

Title: Director, MCS Enablement Business Partners

Location: Canada - Remote

Job Description:

Who we are:

Motive empowers the people who run physical operations with tools to make their work safer, more productive, and more profitable. For the first time ever, safety, operations and finance teams can manage their drivers, vehicles, equipment, and fleet related spend in a single system. Combined with industry leading AI, the Motive platform gives you complete visibility and control, and significantly reduces manual workloads by automating and simplifying tasks.

Motive serves nearly 100,000 customers – from Fortune 500 enterprises to small businesses – across a wide range of industries, including transportation and logistics, construction, energy, field service, manufacturing, agriculture, food and beverage, retail, and the public sector.

Visit gomotive.com to learn more.

About the Role:

We are seeking a highly skilled and motivated Director of Enablement Business Partners to join our Enablement /Revenue team to support our Mid-Market, Commercial, and SMB (MCS) business unit. The selected candidate will play a pivotal role in our sales organization's success by leading our team of Enablement Business Partners (EBPs) who are responsible for providing strategic enablement support to our Mid-Market, Commercial, and SMB sales segments. This role will also play a role in supporting leadership in our Revenue organization, at scale. This inidual will drive enablement for a globally distributed team that supports Sales, Sales Development, Sales Engineering, and Account Management.

What You'll Do:

Team Leadership:

• Lead and manage the EBPs, setting clear performance expectations, conducting regular evaluations (MBRs), and providing guidance, mentorship, and development.
• Inspire the team to maintain a high standard in key business partner competencies:
  • Business Acumen
  • L&D Expertise/Needs Analysis
  • Program Management, Prioritization and Operational Excellence
  • Stakeholder Management and Influence
  • Change Management
  • Presentation & Communication Skills
  • Leading through frontline leaders
• Partner with the Onboarding Program Manager to ensure EBPs are doing their part to accelerate new hire ramp-up and productivity across the MCS segments.

Strategy:

• Lead EBP collaboration with Mid-Market, Commercial, and SMB Sales Leaders to develop and implement segment-specific competency maps, enablement strategies, and training roadmaps.
• Ensure that enablement programs are aligned with the unique sales processes, buyer's journeys, and product roadmaps of the MCS segments.
• Collaborate with the Sales Operations and Enablement Analytics teams to gather and analyze data related to sales performance, productivity, and revenue attainment within the MCS segments.
• Utilize data-driven insights to identify areas for improvement and recommend targeted enablement initiatives to address sales challenges.
• Monitor industry trends and best practices to continuously enhance the effectiveness of enablement programs.

Leadership Development:

Create a leadership development strategy that elevates the capabilities of our frontline managers, focusing on coaching and management excellence.

• Partner with the HR team to define core leadership competencies and embed them into our performance management and career growth frameworks.
• Design and deliver high-impact training for leaders on critical skills, including effective coaching techniques, setting clear expectations, conducting impactful 1:1s, and inspecting opportunity-level execution.
• Build and launch a scalable coaching framework, including a mechanism for accountability, to ensure managers are consistently developing their teams.
• Define clear expectations for call coaching and preparation to improve the quality and effectiveness of frontline sales conversations.

What We're Looking For:

• Proven experience (10 + years) in sales enablement, sales operations, or a related field, with a track record of success in leading teams and driving revenue growth.
• Leading "sales/GTM" enablement teams in a high growth SaaS 
• Verifiably successful experience in Sales or Business Development (carried a quota) 
• Deep understanding of the Mid-Market, Commercial, and SMB sales motions, including high-velocity and full-cycle sales processes. Ideally, the candidate will have experience with offshore operations as SMB and CMRL
• Strong analytical and problem-solving skills with the ability to leverage data to make informed decisions.
• Excellent communication and presentation skills, with the ability to influence and motivate stakeholders at all levels.
• Demonstrated ability to manage multiple priorities and deadlines in a fast-paced environment.
• Expert ability to build relationships, influence, and promote a work environment focused on team development and constant coaching.
• Expertise in adult learning theory (e.g., ADDIE, Kirkpatrick’s evaluation model, Maslow’s hierarchy of needs, Bloom’s Taxonomy).
• Passion for continuous learning and staying up-to-date with industry trends and best practices.

Pay Transparency

Your compensation may be based on several factors, including education, work experience, and certifications. For certain roles, total compensation may include restricted stock units. Motive offers benefits including health, pharmacy, optical and dental care benefits, paid time off, sick time off, short term and long term disability coverage, life insurance as well as 401k contribution (all benefits are subject to eligibility requirements). Learn more about our benefits by visiting Motive Perks & Benefits.

The compensation range for this position will depend on where you reside. For this role, the compensation range is:

Canada

$210,400—$263,000 CAD

Creating a erse and inclusive workplace is one of Motive's core values. We are an equal opportunity employer and welcome people of different backgrounds, experiences, abilities and perspectives. 

The applicant must be authorized to receive and access those commodities and technologies controlled under U.S. Export Administration Regulations. It is Motive's policy to require that employees be authorized to receive access to Motive products and technology.

Senior HR Consultant

HONOLULU HI, Remote (US)

WHAT YOU’LL DO

As a Senior HR Consultant, you’ll be the go-to expert for helping business leaders solve their most pressing people challenges with confidence, clarity, and compliance. From navigating sensitive employee relations issues to interpreting complex regulations, you’ll provide strategic HR guidance that minimizes risk and aligns with clients’ business goals.

You’ll support a wide range of Hawaii employers across industries- translating regulations into practical action, building trust through responsive communication, and strengthening our clients’ HR infrastructure.

• Advise business owners and leaders on compliance-related HR matters such as ADA, FMLA, HFLL, EEOC, and wage & hour laws

• Provide practical, business-minded guidance on HR topics such as hiring, performance management, compensation, and terminations

• Draft agency responses and support internal investigations to help mitigate client risk

• Build strong client relationships by delivering timely, clear, and tailored consultation

• Collaborate cross-functionally with internal teams to deliver coordinated, proactive client support

WHAT YOU BRING

You’re a skilled HR professional who thrives in fast-paced environments and brings both HR compliance literacy and business acumen to the table. You’ve handled sensitive employment issues, know how to advise erse leaders, and can turn complex regulations into actionable advice. You don’t just know compliance—you know how to communicate it with clarity and care.

• Proven success consulting or leading within core HR functions (employee relations, compliance, organizational development)

• Experience advising a range of stakeholders—from executives to small business owners—on people and compliance matters

• Strong writing and communication skills, including explaining HR topics to non-HR audiences; experience drafting agency responses (EEOC, DLIR, etc.) is preferred, but not required

• Demonstrated ability to handle investigations, performance issues, and workplace conflict with tact and professionalism

• Professional certifications (e.g., SHRM-SCP, SPHR) are preferred but not required

WHY PROSERVICE

At ProService Hawaii, we empower businesses and employees across the islands by delivering HR solutions that work. As Hawaii’s largest local HR partner, we support thousands of organizations with payroll, benefits, risk management, and more.

With over 18 consecutive years as a Best Place to Work, we’re committed to fostering a purpose-driven, inclusive, and high-performing culture where people take ownership and do what’s right—for clients and for each other.

We believe great work happens when people are trusted, supported, and challenged to grow. We’re building a workplace where high standards and a strong sense of purpose go hand-in-hand—and where your contributions directly impact Hawaii’s employers, their employees, and the broader communities we serve. Here’s what you can expect:

• A Culture That Means Something: Our Core Values aren’t just words on a wall. They guide how we work, make decisions, and support one another.

• Trust and Autonomy: You’ll be empowered to manage your responsibilities with clarity and independence, backed by a team that shares your commitment to doing things right.

• Real Opportunities to Grow: Whether you're looking to deepen your expertise or step into leadership, you'll have access to feedback and coaching, development programs, mentorship, and clear paths forward.

• Flexibility with Accountability: For Hawaii-based employees, we offer hybrid work options. For those on the mainland, we offer fully remote roles, so long as you are ready to work on Hawaii Standard Time.

• Competitive Compensation and Benefits: We value your contributions and back that up with strong pay at $99,000.00 - $110,000 per year, full benefits, and resources to support your well-being.

Title: HR Onboarding Specialist

Location:

Bentonville, AR, United States

Job Description: 

Premium Retail Services is seeking a detail-oriented and proactive Onboarding Specialist to guide new smartphone sales representatives through the onboarding and training process for in-store roles at Walmart locations. This position is instrumental in ensuring that new hires are set up for success from day one by supporting them through key onboarding milestones, including compliance documentation and initial training modules.

The Onboarding Specialist will work in a hybrid capacity, collaborating with managers, trainers, and sales staff to ensure all onboarding requirements are completed efficiently and accurately.

Responsibilities

What will you do?

• Guide new hires through the 5-step onboarding process from start to finish.
• Assist employees in completing two required online training assignments.
• Set up and provide support for new hire email accounts and system logins.
• Ensure new hires have access to and understand how to use payroll systems.
• Maintain clear, professional communication with new hires and managers via email and virtual meetings.
• Track progress in onboarding spreadsheets and reports, ensuring accuracy and timeliness.
• Follow established processes and meet reasonable deadlines for each step of onboarding.
• Adapt to possible time zone assignments, which may influence working hours.

Qualifications

If you meet these qualifications, we’d love to meet you: 

• High school diploma or equivalent required; additional education a plus.
• Prior experience in onboarding, HR support, training, or administrative roles preferred.
• Strong organizational skills with the ability to manage multiple onboarding tasks at once.
• Proficiency in using spreadsheets (Excel or Google Sheets).
• Professional written and verbal communication skills.
• Ability to work independently and follow structured processes.
• Tech-savvy and comfortable with remote work tools.

What’s in it for you?

• This is a hybrid position, and all necessary equipment will be provided by the company.

• Opportunity to play a key role in helping new employees succeed.

• Supportive team environment with room for growth.

• Paid training provided.

• Hourly pay rate: $17.00

About Us

Premium Retail Services is a part of Acosta Group – a collective of the industry’s most trusted retail, marketing and foodservice agencies reimagining the way people connect with brands at every point in their shopping journey.

Since 1985, Premium has been a top provider of sales and merchandising services, reshaping retail through innovation and excellence for hundreds of renowned brands across retail categories.

With 12,000+ employees across the U.S. and Canada, we are a people-first company, and we strive to ensure our team members enjoy their jobs, feel valued, and emulate our core beliefs – that’s why we frequently promote from within. We encourage our employees to innovate and expand new horizons, making internal development our cornerstone. Find your place at Premium – whether it’s merchandising, sales or brand advocacy, there's a spot for you on our team.

Job Identification16982

Job CategoryAdministration

Job ScheduleFull time

Locations Bentonville, AR, United States St Louis, MO, United States Lewisville, TX, United States(Hybrid)

Title: Senior Advisor Industrial Relations/Investigations

Location: Sydney Australia

Job Description:

• Temporary contract up to 12 months, with potential to become ongoing
• Clerk 9/10 - $129,464.00 -$142,665.00 plus super and entitlements
• Sydney Office (Haymarket) with flexible/hybrid work arrangements available

About us

Legal Aid NSW helps people with their legal problems. We can help people with most areas criminal law, family law and every day civil law legal issues. We give legal advice, help at court and do family dispute resolution. We can do this over the telephone or at one of our 28 offices.

About the role

The role provides high quality, ethical strategic advice on key consultation, negotiation and dispute resolution processes with employees, unions and employee representative groups on a range of complex workforce relations issues.

Provides initial advice in the management of workplace issues and complaints, including the conduct and coordination of facilitated resolution processes with a restorative and educative focus where possible. Coordinates formal misconduct matters and associated disciplinary processes.

The team is currently reviewing the organisation's complaint management framework and processes, and some change may occur later this year.

About you

We are looking for people with an interest and demonstrated experience in employee relations and workplace conduct and ethics.

You are motivated to improve workplace culture and take a multidisciplinary approach where possible. You will be required to work with a degree of autonomy and can take a nuanced approach to issues.

We want to engage a compassionate and clear communicator with an ability to demonstrate tact and a strong commitment to inclusion and equity. You are open to exploring alternate responses to complaint handling and resolution.

An understanding of all human resource functions is an advantage but not essential.

WHY YOU SHOULD JOIN LEGAL AID NSW!

We are committed to ersity and inclusion

We are committed to creating a culturally safe and genuinely inclusive organisation and workplace for everyone who works and interacts with us. We strive to be a place where people from erse backgrounds want to work, where voices and cultures are valued and where people feel valued, welcomed, respected and heard.

We want a workforce that reflects our clients, so we can deliver a service that meets the needs of the community. We welcome applications from people with erse backgrounds - including Aboriginal and Torres Strait Islander people, people with disability, the LGBTQI+ community, culturally erse people and other erse communities.

We acknowledge, support and accommodate the erse access needs of people with visible and invisible disabilities. If you need an adjustment to participate in the recruitment process, or you'd like information about what we can do to help you, please contact our team at [email protected].

Other benefits of working with us

• You will have access to training, development and mentoring opportunities.
• We are an accredited Flex Ready and Carers and Employers certified employer and are recognised as leaders in flexible work. Most of our staff work flexibly - for example, from home some of the time or in a way that helps them balance family and work life.

The essential requirements for this role

You must:

• Be willing to do a Criminal Record Check and/or Working with Children Check
• Hold Australian or NZ citizenship, Australian Permanent Residency (for ongoing vacancies) or a valid visa to work in Australia (for temporary vacancies)
• Live in NSW or willing to relocate to NSW

How to apply

Your application must include:

• Your resume (no more than 5 pages)
• Cover letter (no more than 2 pages). In your cover letter, please explain how your skills and experience in the following two (2) specified areas:
• Assessing and managing complex workplace complaints and coordinating human-centred conflict resolution processes
• Experience in the provision of industrial advice and contributing to the development of strategic industrial solutions

You must submit your application online. Applications received late or by email, will not be accepted. Please make sure your application is complete, and that you have answered all target questions before submitting.

We may use this recruitment to create a talent pool for similar ongoing or temporary vacancies we have over the next 18 months.

Do you need help to apply?

It's important to properly prepare before you apply for a role. Here is some information to help you:

• If you have questions about the role, you can contact our Talent Acquisition Business Partner, Craig Cole on 02 9407 2910 or [email protected]
• If you are an Australian Aboriginal or Torres Strait Islander and are thinking about applying, you can contact the Aboriginal Services Branch to arrange a confidential conversation about any questions you may have.
• The Role Description sets out the responsibilities of the role.
• The focus capabilities and key accountabilities in the role description indicate what is expected at that level. Being familiar with these will help you understand what the panel will be looking for in the successful candidate.
• Applying for a Role
• Working at Legal Aid NSW
• Guide to creating a resume and cover letter