Title: Director, Talent Acquisition

Location: US – Remote

About Us

dbt Labs was founded in 2016 to empower analysts to create and disseminate organizational knowledge. Since then, we’ve grown to become one of the leading brands in the analytics industry. Our product, dbt, is used by thousands of companies. dbt Labs is a remote-first, values-driven company with a globally distributed team. You can learn more about our values here.

As our Director of Talent Acquisition, you will have the chance for huge impact, as you get to shape the culture and community of dbt Labs for our global team. This strategic yet operational leader will oversee our talent acquisition team, programs and strategic roadmap.

As a distributed company, we move incredibly fast and lean heavily on async work (reading and writing!). It is within this environment that you will be responsible for delivering on our mission to enable the growth and development of all our team members, specifically within leadership. You will build on our foundational operations and collaborate closely with both the business and our People Team CoE’s to identify opportunities, design solutions and quickly yet effectively execute. You’ll use data to guide your team’s work, and you’ll always be looking to improve our internal reporting systems. While owning many of our flagship recruiting programs, you’ll also be responsible for developing and empowering your team in their inidual and collective success.

At the end of the day, you’ll achieve success by balancing the needs of both our people and the business and bringing optimized thinking into day-to-day operations. You’ll lead from a curious and first principles mentality to push the needle on our culture and how we operate and recruit. While the below is a small snapshot of the broad range of work scoped into this varied and challenging (in a fun way!) role; we are looking for someone who leverages differences of their team, brings their best, and pushes the pace of our work in a smooth and values-aligned manner.

Your experience

• Lead, support and intentionally develop a team of capable and experienced talent acquisition professionals across levels that are building the next chapter of dbt Labs
• Establish and own global end to end recruitment strategy for GTM (go to market – sales, field eng, ops, & marketing), tech (engineering, product & design) and G&A (finance, legal, people, security, data) teams, including implementing best scalable practices for a world-class candidate experience for every level and every function
• Design and manage recruiting programs including employer branding, interviewer training, employee referral program, and internal mobility
• Define, measure and action plan recruitment metrics and analytics to monitor our performance and identify areas of improvement
• Partner with the business as a trusted advisor, and enable functional leaders to make informed, high-quality decisions that meet the speed of our business
• Build strong selection capabilities and criteria to ensure a fair and objective evaluation of candidates that consistently delivers high quality hires
• Oversee a simple and effective TA tech stack
• Understand the talent market deeply and provide insights on emerging trends to hiring and leadership teams
• In partnership with our TA Manager, support executive searches, as appropriate, or manage external agency support
• Work in close partnership with CoEs across the people team, including DEI, Compensation & Benefits, L&D and PBPs to meaningfully contribute to the entire employee lifecycle

Responsibilities

• Have significant hands on experience in Talent Acquisition in the technology sector and throughout various stages of company growth
• Have demonstrated track record of leading and developing a team in meaningful ways based on their superpowers and career goals; including ICs and managers
• Are an excellent communication, influencing, coaching, partnering, and leadership skills; approachable, authentic and responsive
• Build and implement operational efficiencies and practices
• Use data to guide your decisions and help your team focus on the right work
• Are dedicated to moving the needle on ersity, equity, and inclusion and have experience tracking and action-planning DEI-based metrics
• Are seasoned in exercises such as journey or market mapping, executive sourcing strategies, and focused referral campaigns
• Are comfortable and intentional with change management and adapting to the evolving needs of a growing company

You’ll have an edge if you’ve thrived in:

• a remote-first and global environment
• a scaling software company

Compensation & Benefits

• Salary: Commensurate of experience
• (Director, Talent Acquisition: $207,000-$251,000)
• Equity Stake
• Benefits – dbt Labs offers:
  • Unlimited vacation (and yes we use it!)
  • 401k w/3% guaranteed contribution
  • Excellent healthcare
  • Paid Parental Leave
  • Wellness stipend
  • Home office stipend, and more!

*Equity or comparable benefits may be offered depending on the legal limitations

What to expect in the hiring process (all video interviews unless accommodations are needed):

1. Interview with our Talent Acquisition Manager
2. Interview with our VP of People
3. Team Interviews with various stakeholders
4. Final interview with our CEO

Who we are

At dbt Labs, we have developed strong opinions on how companies should practice analytics.

Specifically, we believe that:

• Code, not graphical user interfaces, is the best abstraction to express complex analytic logic
• Data analysts should adopt similar practices and tools to software developers
• Critical analytics infrastructure should be controlled by its users as open source software
• Analytic code itself not just analytics tools will increasingly be open source

It turns out that a lot of other people believe this too! Today, there are 20,000 companies using dbt every week, 65,000 practitioners in the dbt Community Slack, and 3,500 companies paying for dbt Cloud. Our customers include JetBlue, Hubspot, Vodafone New Zealand, and Dunelm. dbt is synonymous with the practice of analytics engineering, defining an entire industry. We’re backed by top investors including Andreessen Horowitz, Sequoia Capital, and Altimeter.

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Executive Recruiting Coordinator

GE Vernova GE Vernova Human Resources

category Human Resources

Early Career

R3743311

Relocation Assistance:No

Remote, United States of America

Job Description Summary

The Coordinator will have high visibility with top-level executives and will manage the entire candidate lifecycle in terms of scheduling, candidate experience, data management and travel arrangements, for both internal and external candidates. The Coordinator must be able to navigate dynamic environments with precision and composure and deliver a white glove experience for all executive candidates. The Executive Recruiting Specialist joins the team during a time of tremendous transformation and will have the opportunity to create frameworks, templates and help shape practices and processes, globally

Job Description

Roles and Responsibilities

• Ensure an excellent candidate experience through prompt follow up, high quality work and communication with executive candidates throughout the candidate’s lifecycle from initial contact to start date.
• Partner with Executive Assistants across the enterprise to schedule candidates in a timely fashion and manage all logistics.
• Work directly with a small team of executive recruiters to coordinate complex scheduling (and rescheduling) requests: intake meetings, interviews, debrief sessions.
• Maintain complete confidentiality associated with all interactions and reporting.
• Continually improve our processes to make every step of our recruiting process exceptional for candidates and hiring teams.
• Maintain data integrity within systems to ensure accurate data tracking and reporting
• Cultivate relationships with client groups; positioning the team as a go-to professional talent team.
• Arrange travel and lodging and process candidate reimbursements.
• Set up purchase orders, oversee invoicing and ensure efficient processing of payments for all costs associated with corporate talent acquisition.
• Provide regular reports, track all activity and cost associated with executive recruiting, globally.

Required Qualifications

• Seven + years of combined experience as an administrative assistant and recruiting coordinator.

Desired Characteristics

• Remarkably organized with a keen eye for even the most minute details.
• Prior experience supporting executive recruiting
• A resilient self-starter who can anticipate bottlenecks, manage escalations, make tradeoffs, troubleshoot and resolve roadblocks.
• A proven track record of leading and driving multiple complex projects.
• Adaptable, able to shift gears at a moment’s notice.
• Genuine interest in relationship building and ability to partner cross functionally and globally.
• Always striving to improve and iterate on best practices.
• Excellent written and verbal communicator across all levels of an organization.
• A passion for technology; Experience with database, ATS systems (workday, Thrive preferred).
• Experience in a fast-paced, highly collaborative, dynamic environment.

Note:

To comply with US immigration and other legal requirements, it is necessary to specify the minimum number of years’ experience required for any role based within the USA. For roles outside of the USA, to ensure compliance with applicable legislation, the JDs should focus on the substantive level of experience required for the role and a minimum number of years should NOT be used.

Additional Information

GE offers a great work environment, professional development, challenging careers, and competitive compensation. GE is an Equal Opportunity Employer. Employment decisions are made without regard to race, color, religion, national or ethnic origin, sex, sexual orientation, gender identity or expression, age, disability, protected veteran status or other characteristics protected by law.

GE will only employ those who are legally authorized to work in the United States for this opening. Any offer of employment is conditioned upon the successful completion of a drug screen (as applicable).

Relocation Assistance Provided: No

#LI-Remote – This is a remote position

Director, Human Resources

Remote

Full Time

Experienced

Director, Human Resources

Vision for this position:

IM seeks to ensure that students, particularly historically underserved students, and their teachers have access to aligned, grade-level, mathematics curriculum resources, and that teachers experience professional learning that leads to enduring mathematical learning for their students. The Director, Human Resources is responsible for Human Resources operations, including employee relations, policy development and maintenance, performance management and onboarding, benefits and compensation administration, and organizational resource allocation. This person will also manage 1-2 iniduals on the Human Resources team.

The ideal candidate is a systems thinker who engages key stakeholders to develop and implement equitable policies and practices for all employees. We’re looking for someone who is adaptable and resourceful in finding creative solutions for organizational challenges, open-minded, flexible, and has the courage to try new approaches. Ideal candidates are empathetic, able to see the value in all people, and can both coach employees toward success and hold employees accountable to IM’s standards of behavior and performance. IM’s HR + Talent team is at an early stage of development, so candidates must enjoy building systems and practices to support HR in an entrepreneurial environment.

The Human Resources team is a part of IM’s Department of Human Resources + Talent Management, which provides service in support of IM’s vision by promoting the concept that our employees are our most valuable resource and will be treated as such. The HR + TM department will act as a catalyst to enable all IM team members to contribute at optimum levels toward the success of the business and IM’s mission, while championing inidual employee well-being.

Position Type: Full-Time

Location: Remote

Job Family: Director

Travel: <10 percent

Responsibilities

Employee Relations + Engagement

• Supervise the HR manager and support the overall growth and development of the Human Resources + Talent Management team.
• Monitor and ensure the organization complies with federal, state, and local laws and regulations and recommended best practices; review and modify policies and practices to maintain compliance.
• Participate in exit interviews including compiling and summarizing findings and discussing trends and concerns with senior management.
• Resolve disputes and communicate with staff members in cases that members of the HR team cannot routinely handle.
• Be responsible for the maintenance and processing of personnel records and reports to assist with compliance requirements and survey preparation.
• Complete the review of all personnel files requests.
• Respond and serve as the point of contact for all unemployment cases.
• Ensure tracking compliance and maintain reporting for required licensure and certifications.
• Conduct periodic audits of HR practices and procedures to ensure they are equitable and accessible to all employees.
• Build positive relationships with employees across the organization at all levels; keep a pulse on employee morale and evolving workplace needs; use the information gathered to inform the strategic direction of HR initiatives.

Performance Management

• Lead the performance review process, which includes managing the project, preparing communications, coaching managers and leaders, responding to questions from employees and managers, and tracking completion rates.
• Oversee and continue to develop IM’s performance management process, including IM check-ins, to provide regular, productive and supportive touchpoints between managers and employees, with special attention devoted to ersity, equity, and inclusion.
• Provide coaching, counseling, and training to managers on giving and documenting feedback within the parameters of IM’s ersity, equity, and inclusion commitments.
• Provide leadership to and direct supervision of HR team members through effective coaching and performance management.

Learning + Development

• In collaboration with the VP, HR + TM and Knowledge Manager, support the planning and delivery of high-quality training to support employee development.
• In partnership with the Talent Manager, strengthen processes for provisioning, onboarding, offboarding and internal status changes.

Compensation + Benefits Administration

• Communicate and administer compensation, benefits, retirement, and other work experience programs that are cost-effective and consistent with labor market trends and organizational objectives.
• Ensure compliance with all governmental regulations related to compensation and benefits programs.
• Oversee the review, communication, and implementation of the annual benefit programs open enrollment process and the annual total compensation review.
• Conduct marketplace research to evaluate and recommend changes to inidual and company compensation and benefits programs to ensure IM is equitable internally and competitive externally.

Ideal Candidate Qualifications

• 7-10 years of human resource management experience, ideally in a dynamic, high-growth environment.
• Broad experience leading organizational implementation related to human resources, employee relations, compliance, benefits, compensation, performance management and employee learning and development.
• Strong organizational and communication abilities.
• Strong project management skills; ability to lead projects, track status, collaborate, obtain buy-in, and drive for results.
• Strategic thinker with creative problem-solving skills.
• Team player with strong interpersonal skills and the ability to articulate ideas clearly in both oral and written communication.
• Enjoys building systems and practices to support HR practices in a start-up HR department.
• High emotional IQ, works successfully on teams in a collaborative and constructive manner.
• Understanding and awareness of ersity and inclusion issues and best practice; dedicated to the continual improvement of ersity, equity and inclusion policies and practices.
• Ability to multi-task and prioritize ever-changing needs and schedules.
• Experience with project management software, GSuite, Adobe, Slack, and DocuSign.
• Demonstrated commitment to seeking and listening to feedback that encourages growth, surfaces blindspots, and recognizes and disrupts patterns of inequity.
• HR-related certifications or equivalent experience preferred.
• Previous experience in the education or non-profit space is a plus.
• Experience managing others is preferred.

Compensation & Benefits

In alignment with our commitment to equity in practice and policy, Illustrative Mathematics is committed to equity and transparency for our team. We offer competitive salaries commensurate with experience and education, an employer-sponsored 403b plan annual contribution equal to 4% of regular earnings, and a comprehensive group health benefits package, including medical, dental and vision. This position is exempt. The compensation range for this position is $120,000 – $140,000.

Please complete all areas that are indicated as required (*) on the application. Incomplete applications will not be considered.

Illustrative Mathematics is an independent 501(c)(3) nonprofit organization and does not discriminate against any applicant, candidate, or staff member on the basis of actual or perceived ancestry, age, color, disability, gender, gender identity, gender expression, nationality, race or ethnicity, religion, sex, sexual orientation, or association with a person or group with one or more of these actual or perceived characteristics.

In compliance with federal law, all persons hired for employee roles will be required to verify identity and eligibility to work in the United States and to complete the required employment eligibility verification form upon hire.

(Remote) Talent Manager

Remote

New York, New York, United States

Operations

Full time

Description

Who We Are

Float is the world’s leading software for teams to plan their time. Launched in 2012, we’ve grown every year since, and remain proudly independent, self-funded and profitable. We’re a team of 46 working 100% remotely and you’ll be partnering with team members based globally including Australia, Mexico, Nigeria, Canada, and the USA. Hear what our team has to say by browsing our blog, or reading our Glassdoor reviews. Check out what our customers think of Float from our G2 reviews.

We’re on a scale up journey, and we’re seeking people who thrive in this stage, given the autonomy, and the opportunity, to do the best work of their career.

Why We’re Hiring For This Role

As we continue on our journey towards growth, we are excited to be in a scale-up phase which means looking for amazing Talent to join the Float team.

We have open roles in almost all departments including Engineering, Customer Success, Operations, and Marketing and as we are a global async team, we hire people from many different countries around the globe

We are looking for an experienced and strategic HR operator based in the United States to help us find the best candidates from a global and fully remote talent pool. You will play a crucial part in building our 50+ person team and continuing to establish Float as a leader in remote working. We’re very passionate about creating a Best Work Life experience and that starts at hiring

Collaborating closely with Romina, our Talent Experience Coordinator, and Amber, our Team Experience Manager, you will be responsible for providing the best candidate experience and ensuring our new team members feel supported and set up for success. While Amber focusses on development and retention of our team, this role will focus on the beginning of the employee lifecycle as well as when folks leave.

Your role will work to evolve the current processes we have to support a growing team and communicate, support and educate the team on Float’s unique hiring practices that enable us to scale our team.

Our Director of People and Operations, Georgie, explains the important role you will play within our Operations team. Watch this video.

What You’ll Be Responsible For

As the Talent Manager, you will be responsible for managing the full recruitment & hiring lifecycle and process. This includes working with managers to refine job requisitions, developing job descriptions, developing hiring strategies, screening candidates, vetting applications, and working closely with hiring managers to understand their forecasted hiring needs. Initially, your focus will be on taking on hiring as Linda, our Talent Partner, will be finishing up at Float at the end of January 2024. She is here to support your onboarding so you will work closely with her to learn about the hiring process and eventually take on her full responsibilities.

In addition to hiring, you will also need a thorough understanding of and experience in implementing US labor laws. As situations arise, you will be our primary resource in navigating the complex landscape of labor rights and obligations. Maintaining high standards in handling potential situations is crucial. Preserving our values, treating our team with respect and kindness while ensuring adherence to labor laws are all key aspects of this role.

Once you settle in, you will also partner with Amber to ensure our Diversity, Equity, Inclusion, and Belonging (DEIB) strategy is supported by our hiring practices. You will collaborate with Marketing to lead our Best Work Life blog and newsletter while Georgie, Director of Operations, is on family leave. Through this editorial work, you’ll share the way we work with our growing audience of folks who share our passion for remote work and living a best work life.

In addition to hiring, you will collaborate with the operations team on projects such as our annual team meetup.

Your overall goal will be to attract and hire high-density talent and make a meaningful impact on the experience of our team.

What You’ll Need To Be Successful

We want you to love your work and believe that these skills will allow you to succeed in the role.

Applying these skills requires:

• Previous position as HR Business Partner or similar, with hands-on experience with US labor law (HR Certifications are an asset here)
• Full-cycle Recruitment experience within a 100% remote team
• Excellent written communication skills
• SaaS experience. You will have recruited for technical roles specific to SaaS teams, such as software engineering, product management, and customer success roles.
• Deep working knowledge and expertise in HRMS and Recruiting software and tools, including Workable and LinkedIn, showcasing a strong proficiency in technology
• Proven ability to move the hiring process forward in an async autonomous environment with little oversight
• Solid ability to communicate effectively with all levels of the organization from Engineers to Directors to CEO and CTO
• Demonstrates an inclusive mindset, showing adaptability and a willingness to remain open and unbiased, contributing to our team’s growth.

As a fully remote team, we’re looking for someone comfortable with asynchronous communication as the default, which means you have previous remote experience and are comfortable using tools like Slack, Loom, and Linear to communicate as needed. Don’t worry—you will have significant deep work time since we have very few meetings.

Why Join Us

Pay for this role is US $126,350 (Level 3). Here’s a blog post with more information on how we determine our pay.

We’re a global async remote company with a erse team of people from all over the world who share a common belief in living our best work life. We believe deeply in the idea of transparency and share our Float Handbook publicly so potential new team members can see first hand our perks & benefits as well as our ways of working. If you feel like you can thrive at Float to do your best work, we would love to hear from you.

Note: Industry research shows that women and those in traditionally underrepresented groups generally don’t apply to jobs unless they check all the boxes for the role. If you feel strongly that you have what it takes for this role but don’t check 100% of the boxes—that’s okay—we encourage you to apply anyway and highlight what you can bring to the table.

Hiring Process For This Role

You’ll find a lot of useful information about our interview process and what it’s like to join our global team on the Float careers page. The hiring process for this role looks like this:

• Initial First Meet: If your application is shortlisted, you will have a 15-minute meeting with Romina from Talent. This meeting gives us an opportunity to learn more about your experience and also allows you to ask any questions you have about the role.
• Co-Worker Interview: You’ll meet with Linda, Talent Partner, for a 30-minute interview that will deep e into your related skills and experience
• Manager Interview: We take a very collaborative approach to hiring, so you’ll meet with Amber and Georgie, for a 45-minute interview. Amber will be your manager while Georgie is on family leave, so we see value in you meeting both of them.
• Founder Interview: As the final step in the process, you’ll meet with Glenn, Float’s CEO, for a 30-minute interview.

Our hiring process takes an average of 24 days from the first interview to a job offer (based on YTD 2023 data). Romina or Linda from our Talent team will be in touch each step of the way to ensure that you are well informed and aware of the next step in the process.

Unfortunately, due to the high volume of applications, we can only contact candidates who have been shortlisted for the role. If you do not hear from us within 14 days of submitting your application, we encourage you to apply for another role in the future.

Title: Senior Manager, People & Culture Operations

Location: Remote in the United States

***Application Deadline: Friday, December 1st at 12pm EST***

About Your Opportunity: Farm Sanctuary employs over 100 staff members between administrative offices in New York and California, and remote office locations across the country. Farm Sanctuary seeks a dedicated and experienced Senior Manager of People and Culture Operations to join our People and Culture team. The Senior Manager of People and Culture Operations is vital in shaping the organizational culture, developing and implementing HR policies and programs, and fostering a positive and inclusive work environment for all employees. The Senior Manager of People and Culture Operations collaborates with the Human Resources and leadership teams to lead a best-in-class organizational culture and workplace experience focused on ersity, equity, inclusion, belonging, and accessibility. This role is an excellent opportunity for an HR professional passionate about animal welfare and social justice.

Responsibilities:

• Supervise and train staff in the department while overseeing daily workflow.
• Develop initiatives, policies, and programs to complement existing practices, maintaining consistency in partnership with the Senior Director of People & Culture.
• Lead and contribute to employee development plans, succession planning, retention programs, training, and leadership development.
• Mentor leaders on conflict resolution techniques and performance management via training platforms and development sessions.
• Co-lead Diversity, Equity, and Inclusion strategic plan, including research, creation, and implementation of DEI initiatives.
• Manages the Employee Resource Group/Affinity groups program, including acting as liaison to and developing strong relationships with ERGs/Affinity groups and responding to ersity- and equity-related issues as they arise. Provide support and guidance to affinity groups.
• Develop content, coordinate, and analyze research on DEI practices such as unconscious bias, microaggressions, cultural humility, restorative justice, and anti-racism.
• Design and implement DEI education and initiatives for team members (i.e., professional development, large group facilitation, survey data tracking/analysis).
• Lead employee relations investigations and effectively address employee relations and engagement issues. Provide coaching and counseling to resolve conflicts as necessary partner with Legal and Sr Director P&C on all employee relation investigations.
• Demonstrates strong analytical skills and can translate metrics, research, and trends into training curricula.
• Drive change management, performance management process, and performance evaluation program; recommend changes and/or improvements; and lead training and related communications.
• Co-lead training and development program; Identify training needs and opportunities for staff development; and procure appropriate training and development resources.
• Maintain compliance with federal, multi-state, and local laws.
• Participate in annual benefits comparison review, making recommendations for plan options.
• Assist Talent Acquisition Manager with recruiting and onboarding as needed.
• Assist with payroll functions related to the HR task list

Preferred Qualifications:

• Minimum of 3 to 5 years of relevant experience as an HR Generalist or Manager supporting 100 to 500 team members.
• Experience utilizing software platforms to work efficiently, including but not limited to Asana, Slack, Virtual meetings, and Google Suite administrative operations experience with payroll software (Paylocity is a plus). Proficient with virtual platforms and tools.
• Demonstrated understanding, acceptance, and integration of equity, inclusion, and ersity principles across race, ethnicity, gender, experience, cultural identity, neuroersity, religious affiliation, etc.
• Expertise in best practices, cutting-edge theory, and organizational change theories to ensure a erse, equitable, and inclusive workplace.
• Experience managing employee relations, recruiting, and performance development preferred.
• Demonstrated knowledge and expertise with HR practices and principles; understanding of applicable state and Federal law; experience supporting a multi-state environment, including New York and California.
• Ability to manage several projects and prioritize tasks effectively.
• Demonstrates effective active listening and questioning skills, displays openness to other people’s ideas and thoughts, and maintains confidentiality and discretion.
• Adept at Excel/Google sheets and experienced in translating data into meaningful charts and dashboards.
• Experience designing and developing training curricula for effective communication, leadership, conflict resolution, change management, teamwork, emotional intelligence, and DEI-related education.
• Commitment to equity, social justice, and Farm Sanctuary’s mission and alignment with Farm Sanctuary’s values of compassion, understanding, integrity, transformation, and freedom.
• Familiarity, commitment to, and experience with equity and social justice and the principles embedded in Farm Sanctuary’s mission.

We embrace candidates from a range of backgrounds and experiences, regardless of whether they satisfy all the specified requirements. We encourage you to apply, even if you have an unconventional or non-traditional background.

Job Specifications:

• Terms of employment: Regular, full-time, exempt position
• Reports to: Senior Director, People & Culture
• Direct report: Coordinator, Human Resources
• Pay: $70,000-80,000 per year, commensurate with experience and qualifications
• Location: Remote in the United States
• Travel: 1 to 4 times a year, regionally or nationally
• Benefits: Competitive benefits package, including 13 paid holidays; generous paid time off; health, dental, vision, and life insurance; 403(b) plan; flexible spending accounts; long-term disability insurance; free access to the CALM meditation app; and access to the Nivati wellness platform
• Technology: To ensure optimal performance of our remote technology, internet connections are required for all remote positions and are not supplied by the organization.

Our Process:

• Stage 1: 30-minute virtual interview with our Talent Acquisition Manager and Human Resources Coordinator
• Stage 2: 45-minute virtual interview with our Senior Director of People and Culture and General Counsel
• Stage 3: 45-minute virtual interview with our Chief of Staff and Chief Executive Officer
• Stage 4: Reference checks
• Stage 5: Job offer

Farm Sanctuary is committed to a erse, equitable, and inclusive workplace where all employees are respected, valued, and feel a sense of belonging. We work hard to provide equal opportunities to all employees and applicants for employment and prohibit discrimination and harassment of any type. We take our duty seriously to protect employees with regard to race, color, religion, age, sex, national origin, disability status, genetics, protected veteran status, sexual orientation, gender identity or expression, or any other characteristic protected by federal, state, or local laws.

We believe that our prioritization of ersity, equity, and inclusion is a strength and essential to achieving our mission. A erse workforce brings many perspectives, ideas, and experiences, leading to more creative and effective solutions to our complex issues. By embracing ersity and creating an inclusive environment, we foster a culture of belonging where innovation and growth can thrive. We are dedicated to promoting ersity, equity, and inclusion in all aspects of our organization, including hiring and recruitment practices, employee development and training, and interactions with the communities we serve. We believe that ersity, equity, and inclusion are core components in fulfilling our mission of rescuing and protecting farmed animals from cruelty, and we are committed to creating a culture of respect, civility, and compassion for all.

The job description is not designed to cover or contain a comprehensive listing of activities, duties or responsibilities that are required for this position. Duties, responsibilities and activities may change or new ones may be assigned at any time with or without notice.

Any photos or videos taken in the scope of employment and/or related to Farm Sanctuary are considered work product and intellectual property of Farm Sanctuary.

Specialist, Business Consulting (Vendor Management)

locations

United States – Remote

time type

Full time

job requisition id

86039

If you’re passionate about helping people protect what matters most to them, as well as innovating and simplifying processes and operations to provide the best customer value, then Nationwide’s Property and Casualty team could be the place for you!

This Vendor Relations role is available to qualified applicants located anywhere in the United States.

The ideal candidate will possess:

• Advanced knowledge of Microsoft Office preferred
• Workers’ Compensation / Casualty claim knowledge highly preferred
• Strong Communication, Presentation, Organization and Relationship Management Skills.

Key Responsibilities: Partner with vertical Relationship Consultants to provide support for:

• Day-to-day monitoring of Vendor portfolio for ESS and Commercial
• Help prepare Quarterly and/or Monthly performance conversations for nearly 60 vendors
• Vendor assignment analysis by vendor and segment (Workers’ Comp, Casualty)
• Daily operations, complaint capture – analysis
• SME for pilot implementations
• Quality/periodic necessary audits (process validation)
• Out of office Backup/coverage
• Reporting data entry (Performance, cadence, BI updates)
• Contract negotiation and data analytics
• Industry-specific data for purposes of forecasting and trend evaluation
• Vendor-housed data accessible via vendor portal

Job Description Summary

We are a versatile group of iniduals, working together to meet the needs of our customers. We value knowledge, strong business savvy and contributing to a stellar team dynamic. If you thrive in a busy, engaging work environment, we want to know more about you!

Job Description

Key Responsibilities:

• Partners with management and peers to transform businesses through the strategic application of people, processes and technology. Participates in the planning process by identifying complexities, dependencies and redundancies.
• Participates in business process analysis/design, needs assessments and cost/benefit analysis to align solutions with business strategies and directions. Participates in creating business-specific technology plans. Consults with functional groups within Nationwide Technology and internal business clients to develop short- and long-term business transformation plans.
• Develops and implements business processes and procedures. Responsible for communicating to customers, management and external sources.
• Identifies the critical elements of a business process that need to be monitored. Reports performance in a cohesive manner.
• Participates, as a team member, in analysis and design of organizational structures, roles, responsibilities, governance, staffing and sourcing to support business goals, strategies and process architecture. Provides significant contribution in executing department-level change.
• Trains customers on business, technological, societal and environmental trends to support strategies for improving business performance.
• Facilitates evaluation and research of new and existing products, procedures and/or workflow needs associated with business systems for the company. Evaluates new technological developments and evolving business requirements and recommends appropriate systems alternatives and/or enhancements.
• Assists in the development and implementation of compelling business cases to accomplish business objectives. Assists with the identification, assessment and mitigation of business risks associated with the current operating model and/or desired target state operating models.

May perform other responsibilities as assigned.

Reporting Relationships: Reports to Manager/Director; this is an inidual contributor role.

Typical Skills and Experiences:

Experience: Five plus years of progressively more responsible experience in business consulting and business process analysis and design, performance improvement, problem solving, planning, coordinating and organizing. Project management experience is preferred. Experience with process re-design methods and tools.

Knowledge, Abilities and Skills: Proven knowledge of standards, methodologies and frameworks, business process management and technology. Sound knowledge of a variety of tools, concepts and techniques. Understanding of new technologies and developments in the technology industry and their application. Detailed knowledge of systems development life cycle. Knowledge of project management concepts and techniques are required. Knowledge of facilitation, performance management, organizational design and organization change management. Ability to lead large or sophisticated projects. Effective communication skills and ability to deal with ambiguity.

Other criteria, including leadership skills, competencies and experiences may take precedence.

Staffing exceptions to the above must be approved by the hiring manager’s leader and HR Business Partner.

Values: Regularly and consistently demonstrates the Nationwide Values.

Job Conditions:

Overtime Eligibility: Exempt (Not eligible)

Working Conditions: Normal office environment. Extended work hours may be required based on workload. May require occasional travel.

ADA: The above statements cover what are generally believed to be principal and essential functions of this job. Specific circumstances may allow or require some people assigned to the job to perform a somewhat different combination of duties

Benefits

We have an array of benefits to fit your needs, including: medical/dental/vision, life insurance, short and long term disability coverage, paid time off with newly hired associates receiving a minimum of 18 days paid time off each full calendar year pro-rated quarterly based on hire date, nine paid holidays, 8 hours of Lifetime paid time off, 8 hours of Unity Day paid time off, 401(k) with company match, company-paid pension plan, business casual attire, and more. To learn more about the benefits we offer, click here.

Nationwide is an equal opportunity employer. We celebrate ersity and are committed to creating an inclusive culture where everyone feels challenged, appreciated, respected and engaged. Nationwide prohibits discrimination and harassment and affords equal employment opportunities to employees and applicants without regard to any characteristic (or classification) protected by applicable law.

Smoke-Free Iowa Statement: Nationwide Mutual Insurance Company, its affiliates and subsidiaries comply with the Iowa Smokefree Air Act. Smoking is prohibited in all enclosed areas on or around company premises as well as company issued vehicles. The company offers designated smoking areas in which smoking is permitted at each inidual location. The Act prohibits retaliation for reporting complaints or violations. For more information on the Iowa Smokefree Air Act, iniduals may contact the Smokefree Air Act Helpline at 888-944-2247.

For NY residents please review the following state law information: Notice of Employee Rights, Protections, and Obligations LS740 (ny.gov) https://dol.ny.gov/system/files/documents/2022/02/ls740_1.pdf

Nationwide pays on a geographic-specific salary structure and placement within the actual starting salary range for this position will be determined by a number of factors including the skills, education, training, credentials and experience of the candidate; the scope, complexity and location of the role as well as the cost of labor in the market; and other conditions of employment. If a Sales job, Sales Incentives, based on performance goals are possible in addition to this range.

The national salary range for Specialist, Business Consulting : $66,500.00-$139,000.00

The expected starting salary range for Specialist, Business Consulting : $74,000.00 – $112,000.00

Title: Manager, Culture

Location: Remote – USA

Three years ago HubSpot committed to being a hybrid company, one where our culture is not tied to location, but rooted in our values, our amazing people and our mission of helping millions of organizations grow better. As HubSpot grows in size and complexity, it’s critical we continue our focus on building a hybrid culture at scale, to ensure our culture is in our employees’ hearts and our offices’ hallways. That means, we’re focused on developing innovative initiatives that allow our global remote, flex and office employees to be successful and constantly connected to our culture. To lead the charge on that effort in the US, HubSpot is looking for an experienced program and people manager to lead and manage the North America Culture Team.

This person must have experience of working in a global, hybrid environment and creating remarkable hybrid experiences for employees. They will have an understanding of driving culture through programs and events, be strategic in their thinking, an excellent communicator and listener, and display a deep passion for creativity and innovation. Specifically, this person will be responsible for delivering our hybrid culture initiatives at HubSpot within NAM (North America & Latin America), partnering cross functionally with stakeholders across the business, as well as working with their team to deliver an equitable hybrid experience for employees through unique, energizing programs and events. They will collaborate with our wider People Operations Teams (that means HR) incl. Internal Communications, DI&B, Employer Brand, Procurement, Facilities and Technology to integrate hybrid culture in all aspects of the employee experience.

We’re seeking someone who cares about people & inclusion, runs towards making an impact, who loves creating and trying new things, and is comfortable spending time with employees and leaders to understand their perspective, drive alignment and give and take great feedback as we craft a remarkable culture in a hybrid work environment. You’ll oversee the NAM Culture Team, and report into the Senior Director of Culture.

This role is remote eligible and should be based in the US.

In this role, you will be responsible for:

• Leading an amazing team of three, who are responsible for delivering innovative employee experiences and programs to employees in NAM. This includes our HQ in Cambridge, offices in Bogota, San Francisco and Toronto, and a growing remote population.
• Developing a strategic vision on our programming, setting goals and priorities for the team, and providing coaching/mentorship to drive high performance
• Partnering with the Senior Director of Culture to drive and deliver on our hybrid culture strategy, with an initial focus on programs, events and initiatives that foster connection.
• Partnering closely with the International Manager of Culture to create hybrid experiences and approaches that are consistent and inclusive for all global employees.
• Building and program managing enterprise-wide hybrid experiences that engage our distributed employees across home, flex, office through our programming.
• Working with Leadership Teams to understand employee feedback and ensure the feedback is incorporated into our plans and approach.
• Building strong relationships with leaders and employees, keeping a pulse on the organization to ensure we are providing the best hybrid experience possible.
• Driving process improvements that create efficiencies for the Culture Team as our work grows and scales.
• Provide thought leadership by staying in touch with industry best practices in the culture/employee experience space so they can identify, create and implement initiatives that take our culture to the next level through new, innovative solutions that drive culture in an inclusive, equitable way.

We are looking for people with:

• A passion for people and culture, and driving positive experiences for people we want someone that can truly act as the connective tissue for employees in our hybrid environment.
• Experience leading people/teams and setting the foundation for a high performing team.
• A deep understanding in engaging a hybrid workforce and making culture a company’s competitive advantage in attracting and retaining talent
• A proven capacity for creating and driving employee experiences that positively impact employees from different backgrounds & cultures.
• Exceptional written and presentation skills with a demonstrated ability to communicate effectively across multiple countries.
• Great attention to detail and an ability to create direction in times of ambiguity.
• The ability to operate in a high performing culture, give and receive great feedback that will help their team and themselves grow better.
• A true passion for HubSpot’s mission to help millions of organizations grow better and the values in the HubSpot Culture Code.

We know the confidence gap and imposter syndrome can get in the way of meeting spectacular candidates, so please don’t hesitate to apply we’d love to hear from you.

If you need assistance or an accommodation due to a disability, please reach out to us using this form. This information will be treated as confidential and used only for the purpose of determining an appropriate accommodation for the interview process.

About HubSpot

HubSpot (NYSE: HUBS) is a leading customer relationship management (CRM) platform that provides software and support to help businesses grow better. We build marketing, sales, service, and website management products that start free and scale to meet our customers’ needs at any stage of growth. We’re also building a company culture that empowers people to do their best work. If that sounds like something you’d like to be part of, we’d love to hear from you.

Headquartered in Cambridge, Massachusetts, HubSpot was founded in 2006. Today, thousands of employees work across the globe in HubSpot offices and remotely.

Title: Human Resources Benefits Coordinator

Location: Remote

Sandstone Care is hiring for an HR Benefits Coordinator with a strong background in benefits administration and coordination! Sandstone Care is a mission-driven age-specific behavioral health treatment provider, specializing in the treatment of substance use disorder and mood disorders. With locations in Colorado, Maryland, Virginia, and Illinois, we are one of the fastest growing treatment providers in the country. We offer full continuums of care ranging from inpatient centers to recovery living environments with specialized tracks specific for age and diagnosis. Come join us as we Inspire and Empower Change with one of the Country’s greatest threats; the growing substance use and mental health crisis.

Location: Remote / Work from Home

Schedule: Full Time Monday to Friday | 8:00am to 4:30pm (Flexibility may be required to support team members in different time zones)

Compensation: $48,000 – $58,000 Annual Salary

• This position includes comprehensive, whole person benefits including but not limited to: high quality / low cost insurance, 401k with Company Match and Retirement Planning Support, flexible PTO and Floating Holidays, Mental Health and Wellness care, and continued learning/development opportunities.

What You’ll Do:

• Daily customer service support for existing team members
• Processing Employee Benefits Requests
• All around HR support for the amazing team that is Sandstone Care

Ideal Candidates Qualities:

• Must have Bachelors degree in Human Resources or related field
• Must have previous Experience with Benefits Administration
• Must have exceptional communication skills
• Previous Human Resources Experience
• Previous Experience working in Mental Health / Behavioral Healthcare is a plus

Benefits & LOA Coordinator – Remote

The Benefits and Leave of Absence (LOA) Coordinator provides administrative and clerical support within a highly collaborative environment. This role supports the day to day functions for both the LOA and Benefits department by regularly checking and appropriately dispositioning emails that come into the LOA and Benefits email inbox, facilitating return to work process, communicating with the department and HR on closed leaves, delegating ADA tasks to the LOA specialists, handle ADA job descriptions, provide information to HR admin for unemployment insurance claims, and assist with the HFT wellness program and benefit projects.

Essential Duties and Responsibilities:

Scope:

Requirements

Job Qualifications

Job Qualifications-

Physical Requirements

The anticipated salary range for this position is $21.49 – $32.26 per hour depending on location, knowledge, skills, education and experience. In addition, we offer comprehensive and competitive benefits to Associates (and their families) such as medical, dental, vision, life insurance, short-term and long-term disability. Eligible Associates are able to enroll in our company’s 401k plan. Associates will accrue paid time off up to 236 hours per year (inclusive of PTO, floating holidays, and paid holidays). Paid sick time up to 80 hours per year unless otherwise required by law.

About Harbor Freight Tools

We’re a family-owned business with over 45 years as a national tool retailer, and with the energy, enthusiasm, and growth potential of a start-up. We are a $7 billion company with over 1,450 stores in 48 states, 27,000+ Associates, and one of the fastest-growing retailers in the country.

Principal, Employee Relations, WW Corporate and Consumer Employee Relations

Job ID: 2496700 | Amazon.com Services LLC

Amazon’s Worldwide Operations Employee Relations (ER) team is looking for an Employee Relations Principal with a demonstrated passion for building positive, engaged work environments for Associates and leaders. The Employee Relations team is responsible for reducing risk to the business by deploying programs to develop the next generation of high-performing, Associate-centric frontline leaders. Our products and projects are global in scale and we continually strive to develop new and interesting concepts to transform and improve the employee experience. Candidates must have a successful record of creating new and innovative programs, improving existing portfolios and executing programs at scale.

The Employee Relations Principal will play a vital role in advancing our mission. We are passionate about driving positive employee relations with our associates. This position supports Amazon’s Operations businesses in Amazon Global Logistics (AGL), which consists of Cross Border Logistics (CBL) and Emerging Country Customer Fulfillment (ECCF).

Key job responsibilities

– Program Design & Development: Independently own the design, development and execution of ER programs, ensuring their timely and effective delivery while applying strategic thinking to iterate and scale those programs to our growing global businesses.

We are open to hiring candidates to work out of one of the following locations:

Virtual Location – USA

BASIC QUALIFICATIONS

– Bachelor’s degree

PREFERRED QUALIFICATIONS

– Master degree in HR, ER or related field of study

Amazon is an Equal Opportunity-Affirmative Action Employer Minority / Female / Disability / Veteran / Gender Identity / Sexual Orientation / Age

Amazon is committed to a erse and inclusive workplace. Amazon is an equal opportunity employer and does not discriminate on the basis of race, national origin, gender, gender identity, sexual orientation, protected veteran status, disability, age, or other legally protected status. For iniduals with disabilities who would like to request an accommodation, please visit https://www.amazon.jobs/en/disability/us.

Pursuant to the Los Angeles Fair Chance Ordinance, we will consider for employment qualified applicants with arrest and conviction records.

Pursuant to the San Francisco Fair Chance Ordinance, we will consider for employment qualified applicants with arrest and conviction records.

Our compensation reflects the cost of labor across several US geographic markets. The base pay for this position ranges from $136,400/year in our lowest geographic market up to $225,600/year in our highest geographic market. Pay is based on a number of factors including market location and may vary depending on job-related knowledge, skills, and experience. Amazon is a total compensation company. Dependent on the position offered, equity, sign-on payments, and other forms of compensation may be provided as part of a total compensation package, in addition to a full range of medical, financial, and/or other benefits. For more information, please visit https://www.aboutamazon.com/workplace/employee-benefits. Applicants should apply via our internal or external career site.

Job details

• • USA, Virtual
• • Global Employee Relations
• • Human Resources

Director of Talent Acquisition

at Hazel Health

San Francisco | Remote locations considered

Hazel partners with schools and families to provide physical and mental virtual health care that helps students feel better and get back to learning. As telehealth becomes more and more relevant in the lives of children, Hazel is experiencing tremendous company growth. Our innovative response to our nation’s call for equitable, affordable, and safe virtual access to healthcare has been recognized by Fast Company as “one of the world’s most innovative places to work” in 2023.

Helping students and their families feel better takes a team of smart, dedicated people. As an integral member of the Hazel team, you will…

• Make an Impact: Work with a team that is increasing equitable access of quality health care experiences for students and their families
• Enable Scale: Work with a team that is building and professionalizing a high growth high impact social enterprise
• Feel Valued: Work with a team that is being compensated competitively, developed professionally, and celebrated frequently for making a meaningful difference

Check us out at Hazel Health Careers.

The Director, Talent Acquisition will play a pivotal role in our business and mission by building a world-class recruiting function. This role will shape our talent acquisition strategy, create an exceptional candidate experience, develop a recruiting playbook, build our recruiting operation and data systems, and lead a team in sourcing and recruiting erse top-tier talent across business and technical professions.

The Director, Talent Acquisition reports to Hazel’s Chief People Officer, and is a crucial member of Hazel’s People team. Our top candidate is an exceptional recruiter, and a dedicated process- and data-driven professional who is committed to excellence in every aspect of talent acquisition. If you enjoy operating in a dynamic, fast-paced environment; are proactive, nimble, creative and flexible in thought; can adapt to complex and rapidly-changing environments or other ambiguous organizational structures; and possess an execution-oriented mentality, we’d love to meet you. This position will ideally be located in the San Francisco Bay Area, though remote locations will be considered (additional details below).

What You’ll Do:

• Develop and execute a comprehensive talent acquisition strategy aligned with Hazel’s growth objectives, mission impact, and cultural values.
• Articulate and ensure a clear, consistent, inclusive, and positive candidate experience at all stages of the hiring process. Implement feedback mechanisms to continuously improve the candidate experience.
• Create a well-documented recruiting playbook that standardizes processes, ensures consistency and equity, and leverages the right industry practices that match Hazel’s needs. Oversee the end-to-end recruiting process, from sourcing to offer acceptance, and ensure efficient and effective operations. Build and optimize the use of recruitment technology and tools to streamline operations.
• Develop and maintain a data-driven approach to recruitment, using metrics and analytics to inform decision-making and drive efficiency. Establish clear, measurable recruiting KPIs and metrics to drive continuous improvement.
• Regularly report on key recruiting performance indicators to hiring managers and key leaders.
• Build and lead a high-performing team of recruiters, sourcers, and coordinators. Create a culture of results, continuous learning, inclusivity, innovation, adaptability, and excellence within the team.
• Take on full-cycle recruiting responsibilities for critical roles as needed
• Provide strategic guidance and partnership to People team collaborators and cross-functional stakeholders on talent acquisition initiatives and best practices.

Skills & Experience that You’ll Need to Bring

• Bachelor’s degree preferred, Master’s degree a plus
• 7+ years or proven equivalent experience in a leadership role in talent acquisition, ideally within the health and health-tech industries
• Clear track record of success as a recruiter
• Exceptional strategic thinking and problem-solving skills.
• Strong data analytics and reporting skills
• Experience building and leading successful, erse talent acquisition teams
• Experience with a range of different talent acquisition methods, including in-house and outsourced
• Experience with programs to identify and attract distinctive and erse talent, including targeting under-explored talent pools as well as recognizing and correcting selection practices that may have missed qualified candidates
• Proficiency in applicant tracking systems (ATS) and recruitment software, ideally including Greenhouse
• Excellent interpersonal and communication skills

Total compensation for this role is market competitive, with a base salary range of $165,000 – $195,000 with eligibility for bonus and stock options, a 401k match, healthcare coverage, paid-time off, and a broad range of other benefits and perks. Peruse our benefits at Hazel Health Benefits.

Our Hiring Process:

At Hazel, we value your time! Because of this, we have intentionally designed our engagement process with YOU in mind. Our hiring process takes no more than 4 weeks by implementing a clearly defined timeline of events unique to each role and skill set. The Hazel recruiting team understands interviewing for a new job can be a big change; we are excited to guide you through this process!

We believe talent is everywhere, and so is opportunity. While we have physical offices in San Francisco and Dallas, we have embraced working remotely throughout the United States. While some roles may require proximity to our San Francisco or Dallas offices, remote roles can sit in any of the following states: AZ, CA, CO, DC, DE, FL, GA, HI, IL, ME, MD, MA, MI, MO, NE, NV, NJ, NM, NY, NC, OR, PA, SC, TN, TX, VT, VA, WA and WI. Please only apply if you live and work full-time in one of the states listed above or plan to relocate to one of these states before starting your employment with Hazel. State locations and specifics are subject to change as our hiring requirements shift.

We are committed to creating a erse, inclusive and equitable workplace. Hazel Health values the minds, experiences and perspectives of people from all walks of life. We are proud to value ersity and be an equal opportunity employer. Qualified candidates with arrest and conviction records will be considered for employment in accordance with the Fair Hiring laws. Learn more about working with us at Hazel Health Life.

Human Resources Generalist

Midwest Division

Job ID: 54244

Who We Are

One of TNC’s primary goals is to cultivate an inclusive work environment so that employees around the globe have a sense of belonging and feel that their unique contributions are valued. We know we’ll only achieve our mission by hiring and engaging a erse staff that reflects the communities in which we work. Recognizing that people bring talent and skills that have been developed outside the scope of a job, we take a holistic approach to recruitment that considers life experience in addition to the professional requirements listed in our postings. Please apply – we’d love to hear from you. To quote a popular saying at TNC, “you’ll join for the mission, and you’ll stay for the people.”

What We Can Achieve Together

We’re Looking for You

• Are you looking for work you can believe in? At TNC we strive to embody a philosophy of Work that You Can Believe in where you can feel like you are making a difference every day. We’re looking for someone with experience in working with a erse, multi-disciplinary team across many different programs.
• The ideal candidate should have exceptional communication and collaboration skills and experience designing, organizing, and directing complex projects. This is an exciting opportunity to contribute to the ongoing mission of conservation by directing and shaping the work of our team!

What You’ll Bring

• Bachelor’s degree and 3 years HR related work experience or equivalent combination.
• Experience responding to HR related questions and problems from employees/management.
• Experience in one or more of the following areas: database management and spreadsheet software; constructing and producing reports; data input, manipulation and analysis.
• Experience working with MS Office software, HR information systems and analytics tools.
• Willing and able to travel and work non-standard business hours as needed to accommodate clients in different time zones.

Desired Qualifications

• Solid knowledge of word processing, database management, and spreadsheet software, with ability to construct and produce reports, data input, manipulation, and analysis.
• Broad understanding of fundamental HR concepts, processes, and services.

What We Bring

TNC offers a competitive, comprehensive benefits package including health care benefits, flexible spending accounts, a 401(k) plan with an 8% employer match, parental leave, accrued paid time off, life insurance, disability coverage, employee assistance program, other life and work well-being benefits.

We’re proud to offer a flexible work environment that supports of the health and well-being of the people we employ.

Salary Information

The Nature Conservancy is an Equal Opportunity Employer. Our commitment to ersity includes the recognition that our conservation mission is best advanced by the leadership and contributions of people of erse backgrounds, beliefs and culture. Recruiting and mentoring staff to create an inclusive organization that reflects our global character is a priority and we encourage applicants from all cultures, races, colors, religions, sexes, national or regional origins, ages, disability status, sexual orientation, gender identity, military, protected veteran status or other status protected by law.

The successful applicant must meet the requirements of The Nature Conservancy’s background screening process.

Do you have military experience? Visit our U.S. Military Skills Translator to match your military experience with our current job openings!

TNC is committed to offering accommodations for qualified iniduals with disabilities and disabled veterans in our job application process.

An attractive salary and benefits package is part of TNC’s value proposition to our employees. TNC strives to provide competitive pay and bases salaries on the geographic location of the role committing to being equitable across groups and providing hiring salary ranges when possible.

Since we support flexible and remote work for our employees, many positions have a flexible location within countries where we’re registered as a Non-government Organization and established as an employer. This may mean we’re unable to provide a hiring salary range in the posting for some of our positions. However, candidates invited to be part of our interview process will be provided their location specific range upon request.

"

At Rinsed, We are building software to run the $15bn Car Wash industry.

We're a B2B SaaS company, providing car washes with all the tools they need to transition to a subscription model. Modern car washes are fully-automated tunnels that can wash over 200 cars/hr, and they are moving from selling single washes to all-you-can-wash subscriptions. We are giving this $15bn underserved market the tools to manage and grow their subscription revenue.

We are a small team, who just raised our Series B from VMG Technology in addition to our Series A from Founder's Fund and Bedrock Capital. We are currently installed at over 1,800 car washes nationally helping to manage more than 5 million car wash memberships. What we've built so far is just the beginning. Get to be part of the founding DNA of building a great product, a great culture, and a great company!

A Day in the Life

We are seeking a detail-oriented, self-motivated candidate who is excited to work at a fast-growing startup. As the Revenue Operations Manager, you will be a key partner across the organization and help drive our growth strategy. In this role you’ll help us build a foundation for excellence by reinforcing revenue strategy with metrics, infrastructure, business processes, and best practices. The role requires strong interpersonal skills and will require collaboration with various leaders within the Company.  This position will report directly to the VP of Sales and offers an excellent opportunity to shape the strategy of the business in a highly visible role.  

A typical day for this position at Rinsed includes the following:

* Help us answer key questions about what is driving retention, close rates, activation rates, and more across the revenue organization

About You

You are a driven, strategic Revenue Operations leader who has excellent communication skills, can build-out a detailed process from idea to implementation, and can create quantitative measures of success.

You bring the following experience and expertise:

* 5+ years’ experience in Sales Operations or Revenue Operations

Our Investment in You

* By joining as one of our early team members, there is enormous opportunity ahead for you to have an outsized impact and shape the future of Rinsed in this role.

Salary Range

$160,000—$190,000 USD

Rinsed embraces ersity and is proud to be an equal opportunity employer. As part of our commitment to ersifying our workforce, we do not discriminate on the basis of age, race, sex, gender, gender identity, color, religion, national origin, sexual orientation, marital status, citizenship, veteran status, or disability status. 

We are also committed to providing reasonable accommodations for qualified iniduals with disabilities in our job application process. If you need assistance or an accommodation due to a disability, please reach out.

",

Title: Head of People

Location: San Francisco Bay Area

Bishop Fox is is seeking a highly strategic, analytical, organized, motivated and adaptable leader who is eager to continue to shape and build the People and Talent strategy of a growing global organization and contribute to the executive team. Reporting to the CEO, the Head of People will define and lead a Talent strategy aligned to the business strategy in the areas such as: organizational design, performance management, compensation philosophy, talent acquisition, leadership development, employee engagement and culture, HR business partnering and HR operations. As a member of Bishop Fox’s Executive Leadership Team, the Head of People will also work to ensure that they enable a highly function executive management team. Bishop Fox has a strong, mission driven culture that values ersity and inclusion; the Head of People will continue to champion these initiatives within the organization while diligently managing and enabling scaled growth.

Responsibilities

• Serve as a strategic business advisor to the CEO and Executive Leadership Team regarding key organizational and management activities.
• Translate business plans into HR strategic and tactical operational plans.
• Partner with the C-Suite to define, develop and implement Bishop Fox’s compensation philosophy; develop and implement comprehensive compensation and benefits plans that are competitive and cost-effective.
• Develop the global talent acquisition philosophy, and design the framework to enable agile and scalable growth. Drive initiatives to build sustainable competitive advantage through the selection and development of top talent that possess the capabilities that help differentiate Bishop Fox in a highly competitive market.
• Partner with the C-Suite to lead organizational planning efforts around job design, headcount forecasting, job levels, etc.
• Build and implement learning and development programs to continue to engage employees and prepare them for more significant responsibilities as the company grows and scales.
• Ensure efficiency of HR operations by enhancing visibility of employee performance through metrics.
• Evaluate and assess current utilization and scalability of HR systems to ensure they support organizational needs and growth objectives.
• Enable Bishop Fox’s employee value proposition, positioning Bishop Fox as an employer of choice through people-centric best practice to promote employee engagement; foster more culture-related activities.
• Possess and maintain knowledge of global HR policies, programs, laws, issues and culture norms. Utilize this knowledge and expertise to design and implement effective programs.
• Build and lead internal communications. Provide a consultative approach, with previous experience in change management and organizational design.

Professional Qualifications

The ideal candidate is a visionary leader with an entrepreneurial spirit.

• People Leadership Experience: Prior executive HR experience in people functions with oversight of various areas including talent management/acquisition, organizational design, employee engagement, ersity and inclusion, and culture.
• Building/Transformation Experience: A track record of operating in high growth business environments requiring evolution/transformation, both inside and outside of the HR function.
• Demonstrated ability to act as a change agent and evaluate current HR systems and practices against the strategic plans of the company. Experience anticipating market, sector and functional trends and forecast accordingly.
• Exposure to working within a global technology/tech-enabled services organization with a demonstrated understanding of the financial components of business management and how they link to talent initiatives.
• Foster employee meaning and purpose; engage and energize the organization; lead through influence, emotional intelligence, authenticity, empathy and the ability to flex their style to relate to different audiences and situations.
• Strong initiative, always striving to raise the bar and inspiring the same from those around them.
• Superior communication skills at all levels, as well as an ability to ground recommendations in data.

Additional Requirements

• San Francisco Bay area location is preferred
• Fast paced, high technology and consulting Industry experience
• Travel as required in U.S. and abroad

Bishop Fox has always allowed its employees to work remotely, and this role could work anywhere in the United States. Equity is offered to all employees and starts vesting on the first day. You also have the opportunity to earn additional equity. Our comprehensive benefits program is tailored to meet your needs at an affordable price. We embrace ersity and an inclusive culture. We value our employees and who they are, which fosters a powerful and collective talent base to successfully serve our clients and the security community with unparalleled expertise.

"

Who We Are

Duffl empowers students to run 7-figure businesses whilst pursuing their degree. We use data to wholesale high demand/high margin products and deliver them directly to our customers in 10 minutes using electric scooters and a 100% student workforce.

We are currently live at: UCLA, USC, UCSB, UC Berkeley, UofA, ASU, TSU and UT Austin. We’ve raised a $13M Series A, backed by YC, Volition Capital and the founders of Chewy, Rent the Runway & Thrive Market. Come join us on a journey of empowering students to better serve each other!

About the Role

There are only two bottlenecks to scaling… land and people. College students not only are the buyers of their items, but they also run each Duffl store. Recruiting in many ways doubles as marketing for the company, which makes this role unique. So the goal here is to recruit the best folks for each campus who end up becoming the biggest ambassadors, drivers of growth, and future campus leaders.

As our Director of Talent, you will be responsible for bringing the next generation of talent to the company. Your role involves working alongside the leadership team to build out our Talent Pipeline, from sourcing to interviewing to training. You will be responsible for all campus-level hires and the entire candidate experience from start to finish. The ideal candidate is someone who is extroverted, obsessive about quality, data-driven, system-oriented and well versed in the modern recruiting stack.

Qualifications

1. 6+ years building teams for a brand that has undergone hyper growth.

Outcomes

1. Double top of the funnel applications for campus roles (https://jobs.duffl.com/)

Culture Fit

1. Just Deliver1. Sales background. Obsessed with finding top talent, creative at closing, can get someone excited about Duffl and run through walls to make it happen.

Nice to Haves

1. Experience with ATS & HRIS systems

",

"

Who We Are

Duffl empowers students to run 7-figure businesses whilst pursuing their degree. We use data to wholesale high demand/high margin products and deliver them directly to our customers in 10 minutes using electric scooters and a 100% student workforce.

We are currently live at: UCLA, USC, UCSB, UC Berkeley, UofA, ASU, TSU and UT Austin. We’ve raised a $13M Series A, backed by YC, Volition Capital and the founders of Chewy, Rent the Runway & Thrive Market. Come join us on a journey of empowering students to better serve each other!

About the Role

There are only two bottlenecks to scaling… land and people. College students not only are the buyers of their items, but they also run each Duffl store. Recruiting in many ways doubles as marketing for the company, which makes this role unique. So the goal here is to recruit the best folks for each campus who end up becoming the biggest ambassadors, drivers of growth, and future campus leaders.

As our Director of Talent, you will be responsible for bringing the next generation of talent to the company. Your role involves working alongside the leadership team to build out our Talent Pipeline, from sourcing to interviewing to training. You will be responsible for all campus-level hires and the entire candidate experience from start to finish. The ideal candidate is someone who is extroverted, obsessive about quality, data-driven, system-oriented and well versed in the modern recruiting stack.

Qualifications

1. 6+ years building teams for a brand that has undergone hyper growth.

Outcomes

1. Double top of the funnel applications for campus roles (https://jobs.duffl.com/)

Culture Fit

1. Just Deliver1. Sales background. Obsessed with finding top talent, creative at closing, can get someone excited about Duffl and run through walls to make it happen.

Nice to Haves

1. Experience with ATS & HRIS systems

",

Employee Resource Group (ERG) Strategy Specialist

remote type

Remote

locations

Remote – United States

time type

Full time

job requisition id

JR-202323611

Job Description

General Motors is seeking an Employee Resource Group (ERG) Strategy Specialist to join our growing team!

The Role:

The ERG Strategy Specialist is a critical part of the Inclusive Employee Experience team. This team member will be a global strategic partner leading a team of ERG Project Managers along with the broader ERG sponsors and ERG leadership teams. The ERG support team will be dedicated to enhancing and re-defining the purpose and mission of employee resource groups at GM, in service of the Company DEI strategy.

This role will build the ERG architecture, governance model, and approach for tools and mechanisms that enable our ERGs to align goals and actions with the Company DEI strategy. They will have 5+ years of experience developing and leading a strategic ERG portfolio, including experience designing governance and COE capabilities that create a force multiplier effect for advancing the DEI strategy with and through ERGs. They will have demonstrated experience in understanding historical context impacting equity and inclusion in the workplace and experience partnering with a erse set of stakeholders across identity groups to achieve a unified set of goals and outcomes. A successful candidate will be exceptional in relationship management, high judgment, communications, cross functional partnership, influencing without authority, and dealing with ambiguity.

Responsibilities:

Develop a set of standards, guidelines, and processes to support global ERG engagement that accounts for flexibility for localization

Must be able to demonstrate:

• Communication: Ability to create content in multiple formats that provides relevant information in meaningful ways for various users
• Problem Solver: Utilizes resources and various inputs in decision making, can deal with disputes in balanced way, consistently looks for process improvements, and practices high judgement, specifically related to problem solving
• Influencing: Has the ability to lead with influence, respectfully speaks up when sharing new ideas or concerns, can maneuver complex political situations, and encourages collaborative communication to drive compromise
• Evaluate & Measure Impact: Ability to use data to drive meaningful initiatives with global impact. Demonstrate high judgement with the capability to assess current state (environment, emotional, social, political, etc) and determine the right course of action
• Other: Political Savvy, Relationship Building, Conflict Management & Organizational Agility

Additional Job Description

Requirements:

• Bachelor’s degree; preferably in human resource management, business, or related field
• Extensive previous ERG experience
• Strong leadership and crucial conversation skills
• At least 5-7 years of demonstrated experience in building and implementing ersity initiatives, HR program management, or related field
• Excellent written and verbal communication skills
• Strong project management skills and experience
• Strong presentation and interpersonal skills
• Experiencing influencing and leading a team with exceptional leadership skills
• Demonstrate significant capability and experience developing and implementing ersity, inclusion and leadership development strategies, practices, and programs
• Ability to utilize metrics to demonstrate success in building /strengthening a company’s employer branding proposition
• Passionate, proactive, solution orientated, creative and able to think and learn quickly

Remote: This position does not require employee to be on-site full-time to perform most effectively. The employee’s role enables them to work off-site on a permanent basis.

GM DOES NOT PROVIDE IMMIGRATION-RELATED SPONSORSHIP FOR THIS ROLE. DO NOT APPLY FOR THIS ROLE IF YOU WILL NEED GM IMMIGRATION SPONSORSHIP (e.g., H-1B, TN, STEM OPT, etc.) NOW OR IN THE FUTURE.

Compensation:

• The expected base compensation for this role is $112,142 $175,401 USD Annually.
• Actual base compensation within the identified range will vary based on factors relevant to the position.
• Bonus Potential: An incentive pay program offers payouts based on company performance, job level, and inidual performance.

About GM

Our vision is a world with Zero Crashes, Zero Emissions and Zero Congestion and we embrace the responsibility to lead the change that will make our world better, safer and more equitable for all.

Why Join Us

We aspire to be the most inclusive company in the world. We believe we all must make a choice every day inidually and collectively to drive meaningful change through our words, our deeds and our culture. Our Work Appropriately philosophy supports our foundation of inclusion and provides employees the flexibility to work where they can have the greatest impact on achieving our goals, dependent on role needs. Every day, we want every employee, no matter their background, ethnicity, preferences, or location, to feel they belong to one General Motors team.

Benefits Overview

The goal of the General Motors total rewards program is to support the health and well-being of you and your family. Our comprehensive compensation plan incudes, the following benefits, in addition to many others:

Diversity Information

General Motors is committed to being a workplace that is not only free of discrimination, but one that genuinely fosters inclusion and belonging. We strongly believe that workforce ersity creates an environment in which our employees can thrive and develop better products for our customers. We understand and embrace the variety through which people gain experiences whether through professional, personal, educational, or volunteer opportunities. GM is proud to be an equal opportunity employer.

We encourage interested candidates to review the key responsibilities and qualifications and apply for any positions that match your skills and capabilities.

Equal Employment Opportunity Statements

GM is an equal opportunity employer and complies with all applicable federal, state, and local fair employment practices laws. GM is committed to providing a work environment free from unlawful discrimination and advancing equal employment opportunities for all qualified iniduals. As part of this commitment, all practices and decisions relating to terms and conditions of employment, including, but not limited to, recruiting, hiring, training, promotion, discipline, compensation, benefits, and termination of employment are made without regard to an inidual’s protected characteristics. For purposes of this policy, protected characteristics” include an inidual’s actual or perceived race, color, creed, religion, national origin, ancestry, citizenship status, age, sex or gender (including pregnancy, childbirth, lactation and related medical conditions), gender identity or gender expression, sexual orientation, weight, height, marital status, military service and veteran status, physical or mental disability, protected medical condition as defined by applicable state or local law, genetic information, or any other characteristic protected by applicable federal, state or local laws and ordinances. If you need a reasonable accommodation to assist with your job search or application for employment, email us at [email protected] or call us at 800-865-7580. In your email, please include a description of the specific accommodation you are requesting as well as the job title and requisition number of the position for which you are applying.