The Short List

Founded in Australia in 1917, Sims Limited (Sims) is a global leader in metal recycling and circular solutions for technology. We play a critical role in advancing circularity and decarbonization by supplying recycled materials and repurposed products that help preserve our planet.

Sims is looking for a highly analytical and technically skilled Global HRIS Senior Data Analyst to join our Global HRIS team. In this role, you will maximize the value of HR technology by delivering advanced reporting, workforce analytics, and data-driven insights that enable informed business decisions and support our global HR strategy.

Key Responsibilities

HR Reporting & Workforce Analytics

• Design, develop, and maintain enterprise HR reports, dashboards, and KPI frameworks.
• Deliver actionable workforce analytics and insights that support operational and strategic decision-making.
• Create both standard and ad hoc reports to meet evolving business requirements.
• Identify trends and present data-driven recommendations to stakeholders.

HR Data Quality & Governance

• Monitor and improve the quality, consistency, and integrity of HR data.
• Perform data audits, validation, and reconciliation activities across HR systems.
• Ensure compliance with data governance standards and reporting requirements.
• Support reliable reporting across integrated HR applications.

HRIS Technical Analysis

• Analyze complex HR data and system issues to identify root causes.
• Provide technical expertise across SAP SuccessFactors and integrated HR technologies.
• Recommend practical solutions that improve data quality and system performance.
• Support troubleshooting of reporting and integration-related issues.

HR Systems & Process Improvement

• Participate in HR technology initiatives, upgrades, and enhancement projects.
• Assess reporting impacts of system changes and annual HR processes.
• Identify opportunities to automate reporting and streamline HRIS processes.
• Recommend improvements that enhance reporting capability and user experience.

Business Partnership & Decision Support

• Partner with HR, IT, Shared Services, and business leaders to understand reporting and analytical needs.
• Deliver reporting solutions that support workforce planning and organizational priorities.
• Communicate analytical findings in a clear, meaningful way to technical and non-technical audiences.
• Build trusted partnerships across global teams.

Reporting Standards & Continuous Improvement

• Develop and maintain reporting documentation, standards, and best practices.
• Promote consistent reporting methodologies and self-service analytics.
• Continuously improve reporting processes, dashboards, and data visualization.
• Champion the effective use of HR data throughout the organization.

Required Experience

• Strong experience with HRIS reporting and workforce analytics.
• Advanced Microsoft Excel skills.
• Strong SQL experience for data extraction, transformation, and analysis.
• Experience developing dashboards using Power BI and Power Query.
• Experience with data modeling and analytical reporting.
• Experience supporting HR business applications.
• Understanding of core HR processes and workforce data.
• Experience translating business requirements into reporting and analytical solutions.

Preferred Experience

• Intermediate SuccessFactors knowledge (desirable)
• Advanced Excel
• SQL
• Power BI/Query
• HRIS Business Applications
• Data modelling and data analysis
• AI Knowledge (desirable)
• Understanding of Human Resources fundamentals, including core HR processes and data

Education

• Associate's degree, advanced diploma, Level 4 certificate/diploma, or an equivalent combination of education and relevant experience.

Skills & Competencies

• Advanced analytical, problem-solving, and critical-thinking skills.
• Strong data visualization and storytelling capabilities.
• Excellent attention to detail and commitment to data accuracy.
• Strong technical aptitude with HR systems and reporting tools.
• Excellent organizational and project management skills.
• Ability to manage multiple priorities in a fast-paced environment.
• Strong communication and stakeholder management skills.
• Ability to explain complex analytical concepts to diverse audiences.
• High level of integrity and commitment to handling confidential information.
• Self-motivated with the ability to work independently and collaboratively.

Success Measures

• High customer satisfaction with global HR systems, reporting, and analytics.
• Delivery of accurate, timely, and insightful workforce reporting.
• Improved data quality and governance across HR systems.
• Reduction in HRIS and data-related issues.
• Increased adoption of reporting standards and self-service analytics.
• Successful delivery of HR technology enhancements and continuous improvement initiatives.

Base pay range (provided by Sims Metal): $90,000 - $105,000/yr, plus annual bonus.

A career with Sims provides you with the opportunity to work with an organization whose goal is to be the world’s safest and most responsible recycling company. Our people achieve this by creating a zero-harm workplace, being exemplary members of the communities in which we operate, and being responsible stewards of the environment. We also offer competitive pay and a range of attractive benefits.

About Atticus

At any given time, 16 million Americans are experiencing a crisis that requires urgent help from our legal system or government. The right assistance could transform their lives. But today, most never get it.

Atticus makes it easy for any sick or injured American to get life-changing aid. Our mission is to tear down barriers between people in crisis and the aid they deserve. In the last six years, we’ve become the leading platform connecting people with disabilities to government benefits.

We also help victims of accidents, misconduct, and violence get compensation from insurance. So far, we’ve helped hundreds of thousands of people access over $10 billion in life-changing aid —and earned over 20,000 five-star reviews. And we’re just getting started.

We've raised more than $100 million from top VC firms like Forerunner, Google Ventures, and True Ventures, and we’re on our way to creating a category defining business assisting Americans in need.

The Job

In the next two years, we aim to help over 250,000 Americans get access to life-changing benefits. Behind that impact is a remarkable group of people — attorneys, engineers, client advocates, marketers, product managers, and more. The Atticus People team makes that work possible — we build the systems, policies and operations that enable us to do our best work.

We’re hiring a People Operations leader to uplevel the operational backbone of our People function: benefits, systems, payroll and multi-state compliance through our PEO, people policy, and our performance and merit cycles. You’ll manage the spend, the vendors, and decisions to uplevel our function and employee experience — when and how we leave our PEO, how to replace our HRIS, how our policies and benefits should evolve. As we grow, you’ll decide what we automate and set the standard for how this work gets done.

You’ll report to Amy Yu, our Head of People, and join a small, high-ownership team that cares deeply about our mission and about having real impact. The ideal candidate has owned people programs and operations at a tech-driven company and is excited to build operations somewhere the work really matters. We’ve helped hundreds of thousands of people get the benefits they deserve, and the people doing that work are who you’d be building for.

Qualifications

• 7+ years owning significant pieces of People Operations at a venture-backed Series C-D+ tech company, including benefits, systems, performance, compliance and policy
• You’re equally comfortable presenting benefits analysis as you are having a tough leave conversation, and handle both situations with tact and clarity
• You’ve owned HRIS systems end-to-end and implemented a new one seamlessly, and have chosen and managed People vendors and partners effectively
• You’ve partnered with senior leaders on performance and merit cycles, and you can run a cross-functional group that includes people more senior than you
• You operate with low ego but high ownership, and are comfortable both doing the work and directing it
• You’re comfortable operating in the gray — we believe in low(er) process and high judgment, so we don't have rigid policies for every case. This role requires applying good judgment and care when the answer isn't obvious.

Salary and Benefits

The role is a rare opportunity to join a fast-growing Series C startup that doubles as a B-corp social enterprise. Our team is still small enough for you to have an outsized impact on how we operate and how our people experience unfolds.

We offer competitive pay — including equity — and generous benefits:

• Medical and dental insurance with 100% of employee and family premiums covered
• 15 vacation days & ~20 paid holidays each year (including two weeks at end-of-year)
• Free membership to OneMedical
• $600/year internet stipend
• $1,000 reimbursable stipend for education and training outside of work
• Up to $1,200/year student loan repayment assistance
• 401(k) and optional HSA/FSA
• Humble, thoughtful, smart, fun colleagues

We anticipate the base salary band for this role will be between $130,000 to $185,000 in addition to equity and benefits. The salary at offer will be determined by a number of factors such as candidate’s experience, knowledge, skills and abilities, as well as internal equity among our team.

Location

This job is fully remote and we’re committed to empowering everyone with flexibility. Work remotely, and travel to LA (on the company dime) as needed to be with your colleagues – usually quarterly, plus offsites. We care a lot about building a great culture and we think some interactions need to happen in person, so we put a lot of thought into retreats, offsites, and other ways to gather.

Work Location: San Francisco - Hybrid Schedule (350 Mission St)

Belong to Something Beautiful

At Sephora, beauty is about feeling seen, valued, and empowered, individually and collectively. It is connecting deeply with others, celebrating diversity and inclusivity, unlocking your potential, and making a difference every day. Together, we belong to something beautiful.

Your Role at Sephora:

Ready for a career glow up? As a Senior HR Business Partner, you’ll be an advisor and thought-partner to executives and leaders to elevate people strategies. The work you do will impact beauty, as you provide leadership and partnership to management and employees to deliver a spectrum of strategic and tactical HR support and programs aligned with Sephora’s financial and talent goals.

What You’ll Do:

• Drive change through data-based insights and influence. Serve as change champion in support of HR/Talent initiatives and functional strategy.
• Design organization structures that are efficient and built to address company’s business strategies including D&I.
• Orchestrate and facilitate client group and executive programs, including assimilations, action-planning, succession planning/talent reviews, career conversations and employee development.
• Coach leadership and employees on policy and procedure, conflict resolution and change management to promote fair and equitable work environment.
• Deploy appropriate tools to develop and engage leaders, building diverse bench, identify 360 assessment & executive coaching needs; assess training needs for teams and leadership development.
• Evaluate and provides input on rewards and recognition with cross-functional partners: educate clients on compensation practices and partner with culture and benefits teams to ensure competitive packages.

What You’ll Bring:

• 8-12 years’ of experience in an HR Business Partner oriented role; experience in retail a plus.
• In depth knowledge of industry practices & standards, as well as forward thinking opportunities.
• Demonstrated ability to listen and influence senior executives in a highly matrixed environment.
• Experience working in a collaborative environment; high level of follow through and accountability.
• Strong verbal and written communication skills; proactive communicator able to influence and encourage innovation.
• Resilient and adapts quickly to changing factors.

What You’ll Get:

The annual base salary range for this position is $135,660-151.620. The actual base salary offered depends on a variety of factors, which may include, as applicable, the applicant’s qualifications for the position; years of relevant experience; specific and unique skills; level of education attained; certifications or other professional licenses held; and the geographic location in which the applicant lives and/or from which they will perform the job. Individuals employed in this position may also be eligible to earn bonuses.

• Caring Community. You’ll collaborate with teammates who are equally passionate about innovating and driving the industry forward – together, united in beauty.
• Fulfilling Path. Your career transformation starts here, with opportunities that will challenge, stretch and develop your skills.
• Meaningful Work. As you make an impact on beauty, you’ll feel and see the positive change (consumer, industry, and social) that your individual voice is a part of.

Rewards as Unique as You:

• Health. Choose a healthcare plan to fit you and your family’s needs with medical, dental, and vision coverage. Sephora also fully covers our employees’ disability and life insurance.
• Wealth. We offer a competitive 401k with 4% match as well as FSA and HSA programs. We also offer a Student Debt Retirement plan, where your student loan payments qualify to earn the 401k match from Sephora.
• Balance. You’ll be empowered to find the perfect blend of work/life balance that actually works for you with PTO, flexibility, protected leave, and more.
• Growth. Career growth is built into every role, with access to training, development, and tuition reimbursement.
• Perks. Enjoy a 30% discount on all merchandise/services, opportunities for free product or “gratis,” and flash sale discounts on LVMH brand products.
• Support. Join a team that truly cares – with free mental health and financial coaching resources with 24/7 access to Modern Health and Financial Finesse. Plus, volunteer and donation matching.

Company Overview

Deepgram is the leading platform underpinning the emerging trillion-dollar Voice AI economy, providing real-time APIs for speech-to-text (STT), text-to-speech (TTS), and building production-grade voice agents at scale. More than 200,000 developers and 1,300+ organizations build voice offerings that are ‘Powered by Deepgram’, including Twilio, Cloudflare, Sierra, Decagon, Vapi, Daily, Cresta, Granola, and Jack in the Box. Deepgram’s voice-native foundation models are accessed through cloud APIs or as self-hosted and on-premises software, with unmatched accuracy, low latency, and cost efficiency. Backed by a recent Series C led by leading global investors and strategic partners, Deepgram has processed over 50,000 years of audio and transcribed more than 1 trillion words. There is no organization in the world that understands voice better than Deepgram.

Company Operating Rhythm

At Deepgram, we expect an AI-first mindset—AI use and comfort aren’t optional, they’re core to how we operate, innovate, and measure performance.

Every team member who works at Deepgram is expected to actively use and experiment with advanced AI tools, and even build your own into your everyday work. We measure how effectively AI is applied to deliver results, and consistent, creative use of the latest AI capabilities is key to success here. Candidates should be comfortable adopting new models and modes quickly, integrating AI into their workflows, and continuously pushing the boundaries of what these technologies can do.

Additionally, we move at the pace of AI. Change is rapid, and you can expect your day-to-day work to evolve just as quickly. This may not be the right role if you’re not excited to experiment, adapt, think on your feet, and learn constantly, or if you’re seeking something highly prescriptive with a traditional 9-to-5.

The Opportunity

Deepgram is seeking a Senior Human Resources Business Partner to support our growing, remote-first organization. This inaugural HRBP role will partner closely with leaders of all levels and employees across the company to support employee relations, performance management, manager effectiveness, and scalable people practices.

Reporting to the Head of People, the HRBP works cross-functionally with leaders, People Ops, Legal, Finance, and Recruiting to ensure people programs, policies, and processes are effective, compliant, and aligned with business needs. This is a highly collaborative role for someone who brings strong judgment, navigates complexity with confidence, and helps teams perform at a high level in a fast-moving environment.

Occasional travel is expected to attend company offsites and team meetings at Deepgram offices as needed throughout the year.

What You’ll Do

Employee Relations & Manager Support

• Serve as a primary point of contact for employee relations matters, including performance concerns, interpersonal issues, investigations, and complex workplace scenarios
• Coach managers through difficult conversations, feedback delivery, performance management, and documentation
• Provide consistent, fair, and legally sound guidance across key employee lifecycle moments

Business & Leadership Partnership

• Act as a trusted advisor to leaders on people-related risks, decisions, and trade-offs
• Partner with the Head of People to translate company strategy into people practices that are right-sized for scale
• Identify patterns and systemic issues early and recommend practical, upstream interventions
• Serve as a change partner to leaders, helping design, position, and operationalize organizational changes to drive understanding, adoption, and trust.

Performance & Manager Effectiveness

• Support performance management processes, goal-setting, feedback cycles, and manager capability building
• Partner with leaders on team structure, talent and succession planning, and ways of working that enable strong performance and sustainable growth
• Help managers navigate underperformance, role clarity challenges, and organizational change
• Reinforce a culture of high performance without unnecessary bureaucracy
• Lead the offboarding and separation experience with employees and managers, including exit interviews, separation agreements, and coordination with Finance
• Partner on compensation cycles end to end, including merit and promotion rounds, off-cycle adjustments, and preparing change-of-salary and promotion letters
• Serve as a trusted point of contact for manager and employee compensation questions, using judgment on what to resolve directly and what to escalate

Process, Systems & Scale

• Help build and refine People processes, templates, documentation, and manager resources
• Partner on tools and workflows that improve consistency, efficiency, and employee experience
• Balance compliance, speed, and sound judgment as the company grows
• Partner with the Head of People to support change initiatives (e.g., policy updates, process shifts), including re-education, leader enablement, and reinforcement

Compliance & Administration

• Partner with People Ops, Legal, and Finance to ensure compliance with federal, state, local, and our local partners with regard to international employment laws
• Support leave administration, policy application, and complex employee situations
• Help ensure People practices are defensible, consistent, and aligned with company values

Immigration

• Act as the point of contact for work authorization needs, including H-1B, STEM OPT and Form I-983, and TN visa reviews
• Partner with immigration counsel on case strategy and coordinate with candidates, employees, and hiring teams through each step

You’ll Love This Role If You

• Enjoy partnering closely with managers and leaders to build a healthy and high performing culture
• Are energized by navigating ambiguity and making sound decisions while building the HRBP playbook
• Care about building and scaling fair, consistent, and human people practices in a fast-growing company
• Thrive in environments where trust, judgment, and accountability matter

It’s Important to Us That You Have

• 7–10+ years of HR experience, including at least 5 years in an HR Business Partner role within high-growth or complex environments
• Strong business judgment and the ability to understand context quickly, challenge assumptions when needed, and guide leaders through tough trade-offs
• Deep experience in employee relations, performance management, and manager coaching
• Comfort operating synchronously and asynchronously in a fast-paced, remote-first, evolving environment with shifting priorities
• Strong written and verbal communication skills and a high degree of discretion

Compensation: $130K – $185K, plus equity and bonus.

Thumbtack helps millions of people confidently care for their homes.

Thumbtack is the one app you need to take care of and improve your home — from personalized guidance to AI tools and a best-in-class hiring experience. Every day in every county of the U.S., people turn to Thumbtack to complete urgent repairs, seasonal maintenance and bigger improvements. We help homeowners know which projects to do, when to do them and who to hire from our growing community of 300,000 local service businesses. If making an impact inspires you, join us. Imagine what we’ll build together.

About the People Team

Our HR Business Partners are business leaders first, HR leaders second. We hold ourselves to a high standard of understanding the objectives, culture, and talent capabilities of our clients, and we quickly identify trends and solve problems in service of Thumbtack’s goals. While we value data and facts, we believe just as strongly in the intangibles — judgment, EQ, and an inclusive mindset by default. We strive to be trusted partners and coaches to people at every level of the organization.

About the role

We’re hiring an Sr. HRBP with a knack for operations and AI solutions building — someone who can spot high-impact opportunities to apply AI across HRBP workflows and help build those solutions. You’ll embed with the HRBP team to learn how the organization works, then partner closely with the team to turn the most valuable opportunities into products, such as an exit interview synthesizer or an engagement survey action planner that eliminates manual work. This role spans three pillars — client-facing HRBP support, AI and operations, and employee relations support — and reports to the Director of HR Business Partners.

What you’ll do

• Partner with client groups as a trusted advisor to managers and employees across the full employee lifecycle, from team effectiveness to engagement survey action planning
• Flag legal and compliance risks in day-to-day people management, partnering with the global HRBP team on shared strategies and priorities
• Build AI-powered HRBP workflows: map processes, structure HR policies and playbooks into AI-ready formats, and lead rollout, training, and success metrics for AI tools
• Serve as the HRBP team’s COE connector, building templates, communications, and enablement materials, and support board prep, calibrations, and engagement survey insights
• Cover employee relations work during team absences — PIP prep, investigations, policy violations, and conflict mediation — while helping managers document PIPs consistently
• Build and own AI tools that automate HRBP work, iterating based on feedback and usage data
• Own HRBP’s North America emergency response playbook and support quarterly exit project work

In order to be successful, you must bring

• 10+ years of experience in HR with HRBP experience, including examples of using AI or automation to improve your work — a template you built, a workflow you automated, or a process you reimagined
• Comfort experimenting with AI tools and turning ideas into working solutions, with or without engineering support
• Broad understanding of HR practices including performance, risk management, coaching, engagement and retention, workforce planning, employee relations, compensation, culture and values
• A track record of delivering in ambiguous environments, partnering closely with senior stakeholders on direction and priorities
• Strong communication skills — able to speak, write, and present information clearly; comfortable mediating and facilitating discussions at the manager level
• Data literacy: comfort analyzing people data, identifying trends, and translating findings into recommendations for leaders
• Familiarity with HRIS and HR tech platforms, plus change management experience guiding leaders and teams through organizational transitions

Expected salary ranges

• For candidates living in San Francisco / Bay Area, San Jose, New York City, or Seattle metros, the expected salary range for the role is currently $148,000 - $201,300.
• For candidates living in Austin, TX or Washington DC metros or in California, Massachusetts, New Jersey, or Washington states, the expected salary range for the role is currently $134,300 - $181,700.
• For candidates living in all other US locations, the expected salary range for this role is currently $126,700 - $171,400.

Actual offered salaries will vary and will be based on various factors, such as calibrated job level, qualifications, skills, competencies, and proficiency for the role.

Figma is growing our team of passionate creatives and builders on a mission to make design accessible to all. Figma’s platform helps teams bring ideas to life—whether you're brainstorming, creating a prototype, translating designs into code, or iterating with AI. From idea to product, Figma empowers teams to streamline workflows, move faster, and work together in real time from anywhere in the world. If you're excited to shape the future of design and collaboration, join us!

We're looking for a collaborative and strategic Manager, HRIS to lead our Workday platform and a team of HRIS Specialists. In this role, you'll help shape how we leverage people technology by building scalable solutions, developing a high-performing team, and ensuring Workday continues to be a strong foundation for our people processes. You'll balance day-to-day operational excellence with longer-term improvements that help our systems and processes grow with the business.

Success in this role requires deep Workday expertise, experience managing delivery across internal teams and external implementation partners, and the ability to establish effective processes for project intake, prioritization, sprint planning, and resource management. We're looking for a leader who understands how Workday connects to the broader People Technology ecosystem and is excited to evolve our systems, processes, and team as our organization grows.

This is a full time role that can be held from one of our US hubs or remotely in the United States.

What you’ll do at Figma:

• Lead, coach, and develop a team of HRIS Specialists by building technical depth through cross-training, documentation, and shared ownership across Workday functional areas
• Evolve the team's operating model, including project intake, prioritization, sprint planning, capacity planning, and release management
• Manage work across internal HRIS team members and external implementation partners, balancing quality, speed, and cost
• Provide governance and technical oversight for Workday configuration, while contributing hands-on configuration for complex, high-impact, or business-critical initiatives
• Partner closely with People, Payroll, IT, Finance, and other cross-functional teams to understand business needs and deliver integrated solutions
• Identify opportunities to improve processes, automate manual work, and increase operational efficiency across the systems ecosystem
• Evaluate emerging technologies and features, including AI-enabled capabilities, and recommend solutions that enhance the employee and people team experience
• Contribute to the evolution of our broader technology ecosystem by ensuring Workday integrates effectively with the systems that support our Figmates

We'd love to hear from you if you have:

• 8+ years in HRIS or People Technology, with deep expertise in Workday configuration across HCM, Advanced Compensation, Benefits, Payroll, Absence, and Integrations
• Proven success leading and developing high-performing HRIS or People Technology teams
• Demonstrated ownership of Workday delivery, including configuration governance, project intake, prioritization, sprint planning, and release management within a SOX-compliant environment
• Strong track record of managing work across internal teams and external implementation partners to deliver scalable, high-quality solutions
• Deep understanding of the broader People Technology ecosystem and how Workday integrates with enterprise systems, coupled with curiosity about emerging technologies and AI

At Figma, one of our values is Grow as you go. We believe in hiring smart, curious people who are excited to learn and develop their skills. If you’re excited about this role but your past experience doesn’t align perfectly with the points outlined in the job description, we encourage you to apply anyways. You may be just the right candidate for this or other roles.

Job level and actual compensation will be decided based on factors including, but not limited to, individual qualifications objectively assessed during the interview process (including skills and prior relevant experience, potential impact, and scope of role), market demands, and specific work location.

Figma offers equity to employees, as well as a competitive package of additional benefits, including health, dental, and vision coverage; retirement benefits with company contributions; parental leave and reproductive or family planning support; mental health and wellness benefits; and paid time off. Additional benefits may include company recharge days, cell phone and home internet reimbursements, and a number of lifestyle spending accounts.

Annual Base Salary Range: $169,000 - $296,000 USD

GitLab is the intelligent orchestration platform for DevSecOps. GitLab enables organizations to increase developer productivity, improve operational efficiency, reduce security and compliance risk, and accelerate digital transformation. More than 50 million registered users and more than 50% of the Fortune 100 trust GitLab to ship better, more secure software faster.

The same principles built into our products are reflected in how our team works: we embrace AI as a core productivity multiplier, with all team members expected to incorporate AI into their daily workflows to drive efficiency, innovation, and impact. GitLab is where careers accelerate, innovation flourishes, and every voice is valued. Our high-performance culture is driven by our values and continuous knowledge exchange, enabling our team members to reach their full potential while collaborating with industry leaders to solve complex problems. Co-create the future with us as we build technology that transforms how the world develops software.

An overview of this role

As the Senior People Business Partner, Engineering, you'll be a strategic partner to senior Engineering leaders, including VPs and Senior Directors, helping them navigate change, mature their organizations, and build a healthy, high-performance culture. You'll focus on Engineering-specific challenges such as evolving job architecture and leveling, supporting executive leadership transitions, and driving consistency in how we develop, calibrate, and grow Engineering talent across distributed teams. In this role, you'll work globally, with a particular focus on supporting leaders across regions, and help make complex transformations clear and manageable for leaders and their teams.

You'll report into the PBP organization and work closely with peers across the team, including current and former Engineering PBPs, to shape how GitLab's Engineering function operates as we continue to grow. You'll be expected to build trust quickly with senior Engineering leaders, contribute to Engineering-wide processes such as calibrations and offsites, and help bring cohesion to a leadership team that includes both tenured GitLab team members and newer leaders. This role is a good fit if you enjoy a fast-paced tech environment, are comfortable with ambiguity and change, and want to make a visible impact on how Engineering teams are structured, supported, and set up to deliver results.

What You’ll Do

• Partner with senior Engineering leaders, including VPs and Senior Directors, to understand their organizations, priorities, and challenges, and translate these into clear people and business priorities.
• Drive and support job architecture changes in Engineering, including the introduction of new levels, to help leaders adopt and mature consistent role expectations and career paths.
• Lead and facilitate key Engineering people processes, such as calibrations, in close partnership with the PBP team and cross-functional partners such as Talent Management.
• Advise and coach Engineering leaders on topics such as organization design, change management, and navigating global teams, including regional considerations in EMEA.
• Work closely with other PBPs and Talent partners to share insights, align on approaches, and provide a consistent, high-quality experience for Engineering leaders and their teams.
• Use data and qualitative feedback to identify trends in the Engineering organization and recommend actions that improve effectiveness, engagement, and performance.
• Support the planning and execution of Engineering offsites and other key forums so leaders can align on priorities, make decisions, and move work forward efficiently.
• Drive key talent initiatives aligned with business outcomes.

What You’ll Bring

• Experience as a People Business Partner or in a similar role supporting Engineering or technical organizations, ideally in a fast-paced tech environment of comparable size and complexity.
• A track record of partnering with senior leaders, including Senior Directors and VPs, building trusted relationships, influencing decisions, and providing clear, data-informed guidance.
• Experience supporting globally distributed teams, including working across multiple regions and time zones and navigating regional differences such as those in EMEA.
• Demonstrated ability to help organizations navigate through change or transformation, such as job architecture updates, leadership transitions, or shifts in team structure and culture, while balancing strategic work such as organizational design, leadership effectiveness, and culture initiatives with hands-on execution of core People processes.
• Strong coaching, communication and collaboration skills, including working asynchronously and partnering cross-functionally with Talent Acquisition, Total Rewards, and other People teams.
• Openness to learning GitLab's ways of working and applying transferable experience from related domains, such as Product or IT, while developing a deeper understanding of Engineering needs.
• Strong business acumen.

About the team

The Engineering People Business Partner (PBP) team supports GitLab's Engineering teams globally to build a high-performing, scalable, and globally distributed organization. You'll partner closely with senior leaders whose teams are based across the US and EMEA. You'll also collaborate asynchronously with other PBPs, Talent Management, and cross-functional partners to support organization design, performance and calibration processes, and ongoing culture and leadership development. The team is focused on maturing Engineering's people practices, creating cohesion across leaders at different stages in their GitLab journey, and helping the organization navigate major transformations in structure, ways of working, and leadership.

You can expect quarterly travel for Engineering and PBP offsites and collaborative forums. This role also requires significant working-hours overlap with US Central or East Coast time zones to support the team's global operations. Candidates based in other locations who can accommodate these hours are welcome to apply.

The base salary range for this role’s listed level is currently for residents of the United States only. This range is intended to reflect the role's base salary rate in locations throughout the US. The base salary range does not include any bonuses, equity, or benefits.

United States Salary Range: $115,200 - $194,400 USD

How GitLab Supports Full-Time Employees

• Benefits to support your health, finances, and well-being
• Flexible Paid Time Off
• Team Member Resource Groups
• Equity Compensation & Employee Stock Purchase Plan
• Growth and Development Fund
• Parental Leave

About Us

Socket helps devs and security teams ship faster by cutting out security busywork. Thousands of orgs use Socket to safely find, audit, and manage open source code. Our customers - from Anthropic to xAI, and Figma to Vercel - love Socket (just check out their tweets to see for yourself!)

Founded by Feross Aboukhadijeh, a long-time open source maintainer with software downloaded over a billion times a month, Socket has raised $125M in funding from top angels, operators, and security leaders.

About the Role

We’re hiring Socket’s first People Partner dedicated to our Technology teams! We’re scaling quickly: People are taking on new mandates, scope is expanding, and managers are facing new territory. We need someone who can influence without hiding behind policy, support managers without taking over, and introduce structure only when it makes the company faster and more effective.

The work moves between long-range organization questions and immediate human ones. In the same week, you might help a leader evolve how their team operates, coach a new manager through an important conversation, or improve how we run performance reviews, compensation, or onboarding. In each case, you’ll spot patterns, clarify tradeoffs, and turn discussion into decisions and follow-through. Because this is the first dedicated People Partner at Socket, you’ll have room to shape how People partnership works here.

What You’ll Do

• Partner directly with Technology leaders on team design, structure, capacity, headcount, and the talent decisions behind our priorities.
• Help leaders make clearer, more consistent calls on roles, levels, compensation, succession, and internal movement.
• Coach managers to set expectations, give useful feedback, address performance, navigate conflict, and lead effectively as their scope grows.
• Own employee relation issues from first signal through resolution, bringing the right balance of care, rigor, documentation, and pace.
• Lead talent and performance cycles that produce decisions and action, not just meetings, ratings, or completed forms.
• Work with Talent to improve role design, leveling, and how we evaluate candidates for technical positions.
• Use data and day-to-day signals to float retention concerns, gaps, and recurring friction early.
• Build practical fixes with People Ops, Legal, and Finance when a process is unclear, inconsistent, or no longer fits the company’s stage.

What Good Looks Like

• By day 30: You understand how the Technology organization works, its leaders, teams, priorities, critical roles, and decisions in motion. You have a clear cadence with the people you support. Every active performance or employee issue has an owner, a next step, and a decision framework.
• By day 60: Leaders bring you into team and talent decisions early enough to shape the outcome. You’ve surfaced the most important leadership, team, and talent risks, gave creative and sound recommendations, and found a simple cadence for leader check-ins and follow-through.
• By day 90: Managers are raising issues earlier, changes are better framed, and routine People work defaults to you; leaders see you as direct, useful, and grounded in the business. You've made significant contributions to evolving our People roadmap, insights, and tech stack.

What You’ll Bring:

• 7+ years as a People Partner for technical teams with hands-on depth across employee relations, performance, compensation, leveling, succession, retention, and change.
• Strong judgment in complex & uncharted situations, including when to involve Legal or specialized expertise.
• 2+ years of experience supporting distributed, multi-country teams.
• A builder’s mindset: you create practical structure, communicate clearly, and keep the company moving through ambiguity.
• Curiosity and active investment in AI, data, and better tools, with good judgment about where automation helps and where people remain accountable.
• Strong familiarity with technical career pathing, levels, and compensation models.
• Experience building or improving People systems in a scaling company.

Benefits: Our benefits are crafted to support you and your family, so you can take care of what matters most and thrive in and outside of work. We offer:

• Market competitive salary bands
• Meaningful equity program
• Comprehensive health benefits for you and your family (99% coverage)
• Flexible time-off, holidays, and winter shutdown to rest & recharge
• Paid parental leave
• Remote-first, with quarterly team off-sites

At Socket, we

1. Pursue Excellence: We set ourselves apart by consistently delivering work of exceptional quality and distinction.
2. Move with urgency and focus: We prioritize swift, decisive action.
3. Think rigorously: We care about being right and it often takes reasoning from first principles to get there. We value alternative perspectives and have constructive discussions.
4. Trust and amplify: We overtrust, always assume good intent, and give specific feedback to help each other improve.
5. Feel a strong sense of ownership: We wear many hats and feel a strong sense of overall ownership of the company and we're non-territorial regarding our nominal domains.
6. Are customer obsessed: We relentlessly prioritize the needs of our customers, striving to exceed their expectations and delight them at every interaction.

Circle (NYSE: CRCL) is one of the world’s leading internet financial platform companies, building the foundation of a more open, global economy through digital assets, payment applications, and programmable blockchain infrastructure. Circle’s platform includes the world’s largest regulated stablecoin network anchored by USDC, Circle Payments Network for global money movement, and Arc, an enterprise-grade blockchain designed to become the Economic OS for the internet. Enterprises, financial institutions, and developers use Circle to power trusted, internet-scale financial innovation.

What you’ll be part of:

Circle is committed to visibility and stability in everything we do. As we grow as an organization, we're expanding into some of the world's strongest jurisdictions. Speed and efficiency are motivators for our success and our employees live by our company values: High Integrity, Future Forward, Multistakeholder, Mindful, and Driven by Excellence. We have built a flexible work environment where new ideas are encouraged and everyone is a stakeholder.

What you'll be responsible for:

We are seeking an experienced, high-impact, and data-fluent Lead HR Business Partner to serve as a trusted strategic advisor to senior and executive leaders, shaping organizational effectiveness, performance, and talent outcomes at scale. In this role, you will bring deep expertise and a people-forward approach to designing and evolving high-performing organizations, navigating complex and ambiguous challenges, and leading transformation across global, distributed teams. You will partner closely with senior leaders to build resilient, inclusive, and high-engagement cultures while developing forward-looking people strategies that connect directly to long-term business success.

What you'll work on:

• Partner with senior business leaders to own and shape company-wide people strategies, including organizational design, workforce planning, change management, and team effectiveness across multiple functions
• Lead and operationalize data-driven engagement strategies, leveraging AI-powered insights to proactively identify trends, build scalable solutions, and drive measurable improvements in retention and culture
• Design and evolve performance management frameworks toward continuous, feedback-driven models aligned to business outcomes, talent development, and succession planning for key contributors and leadership positions
• Act as a trusted advisor on complex and sensitive employee relations matters, establishing scalable frameworks that proactively mitigate risk and ensure consistent, equitable outcomes across the organization
• Own workforce planning strategy, using data and modeling tools to anticipate future organizational needs, identify capability gaps, and influence hiring and talent investment decisions at the executive level
• Drive adoption of AI and automation across People practices, improving operational efficiency, enabling predictive insights, and enhancing decision-making across the employee lifecycle
• Coach and develop leaders at all levels, building leadership capability, fostering high performance, and strengthening organizational effectiveness across teams and functions

What you’ll bring to Circle:

• 10+ years of experience as an HR Business Partner with global experience and understanding of additional countries outside of the US.
• Demonstrated Ability to work in fast-paced, global, and high-growth environments and navigate all the necessary pivots as part of this.
• Proven track record of developing trusted relationships at all levels of an organization, including senior leadership, to drive complex programs and influence critical decisions
• Deep expertise in employee relations, organizational design, performance management, and leadership coaching
• Proven ability to translate data and insights into strategic actions that drive measurable business and people outcomes
• Strong business acumen coupled with emotional intelligence - you understand the key drivers and dynamics of a high-growth business and can connect people strategy to broader company objectives
• Excellent decision-making skills with a strong sense of urgency; comfortable managing competing priorities with a focus on timely execution and follow-through
• Demonstrated comfort operating in ambiguity, with level-headed leadership under pressure and creative problem-solving abilities
• Experience leading complex, ambiguous initiatives with high autonomy and accountability

Preferred Requirements

• Experience leveraging AI tools for people analytics, engagement insights, or workforce planning
• Familiarity with HR systems and tools such as G-Suite, Slack, and MacOS environments

Circle is on a mission to create an inclusive financial future, with transparency at our core. We consider a wide variety of elements when crafting our compensation ranges and total compensation packages.

Starting pay is determined by various factors, including but not limited to: relevant experience, skill set, qualifications, and other business and organizational needs. Please note that compensation ranges may differ for candidates in other locations.

Base Pay Range: $172,500 - $222,500

Block is one company built from many blocks, all united by the same purpose of economic empowerment. The blocks that form our foundational teams — People, Finance, Counsel, Hardware, Information Security, Platform Infrastructure Engineering, and more — provide support and guidance at the corporate level. They work across business groups and around the globe, spanning time zones and disciplines to develop inclusive People policies, forecast finances, give legal counsel, safeguard systems, nurture new initiatives, and more. Every challenge creates possibilities, and we need different perspectives to see them all. Bring yours to Block.

The Role

We’re looking for a People Analyst to help senior People leaders make better, faster decisions through data and clear storytelling. You’ll turn ambiguous questions into analyses, scalable reporting, and actionable recommendations.

Using analytics tools, data systems, and AI, you’ll build dashboards and insight products covering workforce trends, organizational health, employee experience, talent outcomes, and People Team effectiveness.

The ideal candidate combines analytical judgment, curiosity, and a strong understanding of how People teams operate.

You Will

• Partner with senior People leaders to clarify priorities and deliver data-backed insights.
• Build analyses, dashboards, and reports on workforce trends, talent outcomes, and organizational health.
• Use AI to accelerate reporting, automate repeatable analyses, and scale insights.
• Translate ambiguous requests into structured analyses and practical recommendations.
• Create executive-ready materials that explain findings, implications, and actions.
• Consult across People functions, including HRBPs, Talent, Compensation, Operations, DEI, Learning, and Employee Experience.
• Improve data quality, reporting consistency, and self-service access to insights.
• Partner with data and systems teams to ensure accurate, reliable reporting.
• Proactively identify workforce trends, risks, and opportunities.

You Have

• 5+ years of experience in management consulting or client management.
• Understanding of HR operations, talent processes, workforce planning, employee lifecycle data, and organizational structures.
• Ability to advise senior stakeholders and turn ambiguous questions into practical analyses.
• Strong problem-solving skills, curiosity, and comfort with ambiguity.
• Clear storytelling and communication for executive audiences.
• SQL proficiency and experience with large, complex datasets.
• Working knowledge of data architecture, models, quality, and analytics workflows.
• Familiarity with Workday, Greenhouse, Qualtrics, or similar platforms.
• Sound judgment with sensitive employee data, including privacy, accuracy, and ethical use.

Compensation

Block takes a market-based approach to pay, and pay may vary depending on your location. U.S. locations are categorized into one of four zones based on a cost of labor index for that geographic area. The successful candidate’s starting pay will be determined based on job-related skills, experience, qualifications, work location, and market conditions.

• Zone A: $135,200—$202,800 USD
• Zone B: $125,800—$188,600 USD
• Zone C: $119,000—$178,400 USD
• Zone D: $108,200—$162,200 USD

Every benefit we offer is designed with one goal: empowering you to do the best work of your career while building the life you want. Remote work, medical insurance, flexible time off, retirement savings plans, and modern family planning are just some of our offering.

Block, Inc. (NYSE: XYZ) builds technology to increase access to the global economy. Each of our brands unlocks different aspects of the economy for more people. Square makes commerce and financial services accessible to sellers. Cash App is the easy way to spend, send, and store money. Afterpay is transforming the way customers manage their spending over time. TIDAL is a music platform that empowers artists to thrive as entrepreneurs. Bitkey is a simple self-custody wallet built for bitcoin. Proto is a suite of bitcoin mining products and services. Together, we’re helping build a financial system that is open to everyone.

Are you passionate about building high-performing organizations and helping leaders bring out the best in their teams? Do you thrive on partnering with executives, solving complex people challenges, and shaping talent strategies that drive business results? If you enjoy influencing organizational design, developing leaders, and creating scalable people programs, this is an opportunity to make a meaningful impact.

About Us:

ChowNow is one of the leading players in off-premise restaurant technology. As takeout becomes a vital revenue stream for independent restaurants, our platform helps owners focus on what they do best—serving great food—by offering solutions across the entire digital dining experience. From building branded websites and mobile apps, to powering online orders, managing menus, consolidating delivery, and running targeted marketing, we give restaurants the tools to grow on their own terms.

We support thousands of restaurants across North America, helping process $1B+ in gross food sales while saving our partners over $700M in third-party commission fees. Through our white-label ordering solutions, a growing demand network (including Google, Yelp, Apple, and Snap), and a diner-friendly marketplace, we empower independent restaurants to own their customer relationships and avoid inflated pricing and fees charged by 3rd party delivery apps like Uber and Doordash.

Founded in 2012, we’ve navigated rapid growth and transformation—from startup roots through the pandemic boom—and are now beginning an exciting new era under our CEO, Kanika Soni. As we evolve with new leadership and cutting-edge tools, we’re deepening our commitment to helping local restaurants thrive in the digital economy.

About the Position:

As our Head of People Operations, you will serve as the strategic people leader for the organization, partnering closely with the CEO and executive team to align talent strategy with business objectives. While the existing People team is well-positioned to continue managing day-to-day HR operations, this role will focus on organizational effectiveness, executive coaching, workforce planning, leadership development, recruiting strategy, and building scalable people programs. The ideal candidate is equally comfortable influencing executive decisions, leading organizational change, and rolling up their sleeves to drive execution across People & Culture.

Reports to the Chief Executive Officer and will oversee the People & Culture and the Recruiting team.

This is a remote role based in the United States with a preference for candidates in the Los Angeles area. Please note: ChowNow is not eligible to employ in every state and the recruiting team will confirm location and eligibility before moving past initial stages.

WHAT WE LOVE ABOUT YOU:

You put restaurants first. You deeply understand the importance of local restaurants and put them at the center of everything you do. You aim to help them not only survive but thrive.

You celebrate diversity. You recognize that diversity and inclusivity matter. You’re committed to progress, which means everyone gets the support and resources they need, no matter who they are. You have an ability to listen to other team members' ideas and can thrive in an environment that embraces individuality. Everyone’s voice counts.

You raise your hand. You consistently go above and beyond what is asked of you. You help your peers accomplish their tasks while also excelling at accomplishing your own. When you have a smart idea, you raise your hand and share it.

You keep reaching. You set clear ambitious goals. You don’t allow yourself to become complacent with where you’re at and what you’ve done, so you seek out new opportunities and challenges.

Specifically, you will:

• Serve as the primary strategic People partner to the CEO and executive leadership team.
• Lead organizational design initiatives, including team structure, role clarity, spans and layers, and organizational effectiveness.
• Develop and execute workforce planning strategies aligned with business priorities and growth plans. Drive performance management, succession planning, and talent review processes to strengthen leadership bench and organizational capability.
• Oversee executive recruiting strategy and partner with leaders on critical hiring decisions and talent assessment.
• Coach leaders through organizational change, employee relations, leadership challenges, and team effectiveness.
• Design and implement leadership development and manager capability programs that improve leadership effectiveness across the organization.
• Use people analytics and business data to identify organizational risks, inform decisions, and measure the effectiveness of people programs.
• Evaluate and improve People processes, systems, and operating models to increase efficiency and scalability, including thoughtful use of automation and AI where appropriate.
• Provide leadership and development for the People team while ensuring continued operational excellence across HR, Talent Acquisition, Total Rewards, Compliance, and Employee Experience.

You Should Apply If You Have:

• 10+ years of progressive Human Resources leadership experience, including leading the People function for a dynamic organization.
• Experience overseeing Human Resources, Talent Acquisition, and Learning & Development functions.
• Demonstrated success partnering with CEOs and executive leadership teams on organizational strategy.
• Deep expertise in organizational design, workforce planning, succession planning, and performance management.
• Strong executive coaching and leadership development experience.
• Experience leading organizational change, restructures, and scaling organizations through periods of growth or transformation.
• Strong knowledge of employment law and HR best practices.
• Experience building and improving people processes using data and metrics.
• Excellent communication, influence, and stakeholder management skills.
• Advanced HR certification (SPHR, SHRM-SCP) is preferred.
• Bonus: Experience supporting employees in Canada, with knowledge of provincial employment laws (particularly British Columbia and Ontario).

About Our Benefits:

• Estimated Base Salary: $197,000-$257,000 (depending on candidate experience and location). The salary range listed reflects base compensation only. This position is also eligible to participate in the company's performance bonus program, which provides an additional variable pay opportunity based on company performance
• Ongoing training and growth opportunities
• A "Best Place to Work" winner multiple times where we focus on creating a great employee experience
• Rock solid medical, dental, and vision plans
• Mental Health Coverage - we offer several programs to support your mental health and wellness goals
• Unlimited Paid Vacation. We expect you to work hard, but still enjoy your personal life
• 7 weeks of baby bonding time for all new parents (within the first year of birth or adoption), 8 Weeks of Paid Pregnancy Leave
• 401(k) Matching
• Employer-contributing student loan assistance program or continuing education reimbursement program
• Employee Stock Incentive Plan
• Pet insurance for your fur babies
• Consistent & fair leadership: we’ll share info, set clear goals, show you respect, and treat everyone fairly
• Enough freedom to spread your wings while still holding you accountable

About the Team

TikTok USDS JV seeks an experienced HR Operations Lead to support our workforce. As the HR Operations Lead, you will drive excellence in the delivery and execution of core HR operational processes across the employee lifecycle that will help shape TikTok Employee experience. You will manage and optimize HR systems, workflows, compliance frameworks, HR data and reporting, and service delivery, so HR teams and business partners can deliver consistent, efficient, and compliant people services. You’ll lead process improvements and contribute to the strategic HR agenda in alignment with business priorities.

What You'll Do:

• Own core HR operational processes, including onboarding, offboarding, employee record maintenance, HR documentation, payroll coordination, and benefits administration.
• Working closely with the HRBPs, Business Leaders, Talent Acquisition, Global Mobility and Immigration teams, Employee Relations, and Legal to ensure efficient HR service delivery and alignment with organizational goals.
• Ensure accuracy and integrity of HR data across HRIS and related systems. Act as HR systems owner (e.g., Workday, Equifax, Sterling), including supporting enhancements, troubleshooting, audits, and integrations
• Use HR data to identify trends, risks, process gaps, and recommend solutions for workforce and operational challenges
• Maintain and update HR policies, procedures, SOPs, and documentation in response to regulatory changes
• Drive operational efficiency by identifying root causes of recurring issues and implementing scalable solutions to improve HR service delivery.

Minimum Qualifications

• 5+ years of progressive experience in HR Operations, HRIS, or related HR functions, including but not limited to optimization of payroll, benefits, immigration, and global mobility programs.
• 3+ years of leadership experience managing HR operations teams or leading complex, cross-functional initiatives
• Proficiency in MS Suite, HRIS, Workday, and other HR technology tools.
• Excel skills, including proficiency in performing VLOOKUPs, pivot tables, and data analysis functions.
• Excellent communication and interpersonal skills with the ability to build rapport quickly with employees, stakeholders, and candidates.
• Expert knowledge of compliance, labor law requirements, and HR operational best practices.

Preferred Qualifications

• Prior experience working in a high-growth technology environment is preferred. This includes exposure to fast-paced, entrepreneurial settings where agility, adaptability, and innovation are valued.
• Experience scaling HR processes, implementing HR initiatives to support growth, and navigating organizational change.
• Proven ability to autonomously manage multiple projects concurrently, with strong attention to detail and effective time management skills.
• Bachelor's degree; preferably in Human Resources, Business Administration, Psychology, or a related field.

About USDS

TikTok USDS Joint Venture LLC is dedicated to the safety and security of millions of Americans who create, discover, and connect with what they love on the apps we operate. The Joint Venture has been established in compliance with the Executive Order signed by President Trump on September 25, 2025. Our foundation is a comprehensive data privacy and cybersecurity program we operate under defined safeguards to protect national security and secure U.S. user data, apps and the algorithm. We safeguard the U.S. content ecosystem, holding decision-making authority for trust and safety policies and moderation. USDS Joint Venture helps ensure Americans can continue to express their creativity, discover new hobbies and interests, and build thriving communities and businesses on a global scale.

On-site presence across teams allows the company to operate with greater speed, alignment, and agility — especially in areas like real-time decision-making, team development, and integrated execution. As such, the company is shifting from a hybrid work model to a fully in-person schedule up to 5 days a week.

Why Join Us

Inspiring creativity is at the core of TikTok's mission. Our innovative product is built to help people authentically express themselves, discover and connect – and our global, diverse teams make that possible. Together, we create value for our communities, inspire creativity and bring joy - a mission we work towards every day.

We strive to do great things with great people. We lead with curiosity, humility, and a desire to make impact in a rapidly growing tech company. Every challenge is an opportunity to learn and innovate as one team. We're resilient and embrace challenges as they come. By constantly iterating and fostering an "Always Day 1" mindset, we achieve meaningful breakthroughs for ourselves, our company, and our users. When we create and grow together, the possibilities are limitless. Join us.

Job Information

The base salary range for this position in the selected city is $156000 - $345600 annually.

Compensation may vary outside of this range depending on a number of factors, including a candidate’s qualifications, skills, competencies and experience, and location. Base pay is one part of the Total Package that is provided to compensate and recognize employees for their work, and this role may be eligible for additional discretionary bonuses/incentives, and restricted stock units.

Benefits may vary depending on the nature of employment and the country work location. Employees have day one access to medical, dental, and vision insurance, a 401(k) savings plan with company match, paid parental leave, short-term and long-term disability coverage, life insurance, wellbeing benefits, among others. Employees also receive 10 paid holidays per year, 10 paid sick days per year and 17 days of Paid Personal Time (prorated upon hire with increasing accruals by tenure).

What We Do

We’re on a mission to empower animal healthcare professionals with opportunities to earn more and achieve greater flexibility in their careers and personal lives.

Powered by groundbreaking technology, Roo has built the industry-leading veterinary staffing platform, connecting Veterinarians, Technicians, and Assistants with animal hospitals for relief work and hiring opportunities. Roo empowers the largest network of over 20,000 veterinary professionals to help more than 9,000 animal hospitals provide quality care to more pets.

Together, we’ve provided more than 3 million hours of healthcare, helping Veterinarians earn more than $200 million.

About the Role

As Senior People Partner at Roo, you will be a strategic partner to business leaders, driving organizational effectiveness through talent strategy, performance optimization, and leadership development. In this senior-level role, you'll own the employee relations function while leading enterprise-wide performance management initiatives. You'll work closely with executive leadership to understand business objectives and translate them into people-focused initiatives that enhance team performance and engagement.

Functional Partnership

• Partner with business leaders to develop and execute people strategies aligned with business objectives
• Provide strategic counsel to executives on organizational effectiveness and people-related decisions
• Lead talent review processes and succession planning initiatives across the organization
• Drive workforce planning initiatives and organizational design discussions
• Serve as a trusted advisor to senior leadership on complex people matters

Performance & Development

• Own and lead the design, implementation, and continuous improvement of performance management frameworks that drive high performance across the organization
• Develop and roll out leadership development programs and manager effectiveness initiatives
• Lead calibration sessions and performance review cycles, ensuring consistency and fairness
• Create and implement career pathing frameworks and growth opportunities within functions and org units
• Design and facilitate performance coaching programs for managers and leaders
• Analyze performance data and trends to identify opportunities for improvement and intervention

Employee Relations & Engagement

• Own the employee relations function, serving as the primary point of escalation for complex and sensitive ER issues
• Investigate and resolve workplace concerns, complaints, and conflicts with sound judgment and discretion
• Develop and implement ER policies, procedures, and best practices to ensure compliance and fairness
• Partner with legal counsel on employment-related matters as needed
• Lead engagement initiatives and action planning within business units
• Drive DEI initiatives and foster an inclusive workplace culture

Qualifications

• 8+ years of progressive HR experience, with at least 4 years in a senior HRBP or strategic partner role that includes people management
• Proven experience owning and managing employee relations programs and complex ER cases
• Demonstrated expertise in designing and implementing performance management systems and frameworks
• Strong business acumen and ability to link people strategies to business outcomes
• Extensive experience partnering with senior leadership and executives on organizational development initiatives
• Track record of successful change management and transformation projects
• Strong analytical skills and experience with HR metrics and reporting
• Experience in high-growth startup or scale-up environments preferred
• Excellent judgment, discretion, and ability to handle sensitive matters with professionalism

While we are a remote first company, if you are based in San Francisco this will be a hybrid role.

Compensation ranges are based on a geographical tiering system recommended by external benchmark data (with example cities listed). Exact compensation may vary based on skills, experience, and location.

• Tier 1 Pay Range (examples: San Francisco, NYC): $145,000 - $200,000 USD
• Tier 2 Pay Range (examples: LA, Boston, Seattle, DC, San Diego, Chicago): $130,000 - $180,000 USD
• Tier 3 Pay Range (examples: Austin, Dallas, Portland, Denver, Philadelphia, Baltimore, Sacramento): $125,000 - $170,000 USD
• Tier 4 Pay Range (examples: Minneapolis, Miami, Atlanta, Phoenix, Orlando, Las Vegas, Salt Lake City): $115,000 - $160,000 USD
• Tier 5 Pay Range (examples: Madison, Birmingham, San Antonio, Spokane, Toronto): $110,000 - $150,000 USD

Core Values

Our Core Values are what shape us as an organization and we're looking for people who exhibit the same values in their professional life; Bias to Urgency, Drive Measurable Impact, Seek Understanding, Solve Customer Problems and Have Fun!

What to expect from working at Roo!

For permanent, full time employees in the US, we offer:

• Accelerated growth & learning potential.
• Stipends for home office setup, continuing education, and monthly wellness.
• Comprehensive health benefits to fit your needs with base medical plan covered at 100% with optional premium buy up plans.
• 401K
• Unlimited Paid Time Off.
• Paid Maternity/Paternity and reproductive care leave.
• Gifts on your birthday & anniversary.
• Opportunity for domestic travel, including for regional team building events.

About Fabric Health

At Fabric Health, we are powering boundless care by solving healthcare’s biggest challenge: clinical capacity. We aren’t here to disrupt healthcare; we’re here to fix it. We unify the care journey from intake to treatment, using intelligent automation to remove administrative burdens and make care delivery 2-10x more efficient. Our technology empowers clinicians to move faster and focus on what matters most: the patient.

We are a mission-driven team of brilliant minds trusted by leading organizations including Intermountain Health, OSF HealthCare, SSM Health, and MUSC Health. Our vision is backed by premier investors such as Thrive Capital, GV (Google Ventures), General Catalyst, and Salesforce Ventures.

About the Role

Fabric's rapid growth through acquisitions has created a complex, multi-country footprint. As the Vice President of People & Talent, you take full ownership of our People & Talent organization, driving Talent Acquisition, People Operations, People Relations, Total Rewards, and Compliance. Sitting on the senior leadership team, you act as the CEO's primary partner on organizational design and workforce planning while representing our talent strategy directly to the board and investors.

You inherit a team already in motion and lead the work of integrating newly acquired groups into one unified culture across a virtual workspace. Given Fabric's large call-center and hourly workforce, hands-on experience managing that specific population alongside building a formal Employee Relations program is essential, not just preferred. You will transform ad hoc case handling into standardized workflows, navigate high-stakes compliance across the US, Canada, Portugal, and Czech Republic, and pioneer the safe use of AI in our workflows. Your year-one mandate is clear: build a high-trust People organization, eliminate compliance exposure, and ensure our distributed workforce operates under one cohesive culture.

What You'll Do

People Strategy & Leadership:

• Serve on the senior leadership team as an advisor to the CEO on org design, talent strategy, and workforce planning.
• Lead and develop a People organization spanning Talent Acquisition, People Operations, and People Relations.
• Represent the People function in board and investor conversations as needed.
• Own org design and structure decisions as the company scales.
• Architect and champion a remote-first culture, ensuring high engagement, psychological safety, and clear communication across all time zones and teams.
• Drive cross-functional alignment and employee engagement by implementing remote working models that actively bring disconnected teams together.

Talent Acquisition:

• Own hiring strategy and pipeline quality across clinical, corporate, and technical roles.
• Build proactive sourcing and network-building capability that reaches well beyond inbound applicants.
• Partner with business leaders on headcount planning and workforce cost management.

People Operations & Total Rewards:

• Own HRIS, compensation operations, and end-to-end benefits across a multi-country footprint, including plan assessment, selection, administration, broker relationship management, and the strategic management of self-insured benefit plans.
• Own compensation architecture, including job leveling, salary bands, and equity strategy.
• Lead the use of AI across People workflows, from sourcing and screening to case intake and people analytics, with clear guardrails for employee data.

People Relations & Compliance:

• Build and own Fabric's Employee Relations program, with standard workflows, case management, and escalation criteria.
• Oversee employee relations, investigations, and performance management processes.
• Keep Fabric compliant with employment law in the US, Canada, and Portugal, including leave, accommodation, and termination processes.
• Own the employee handbook and policy framework, including working-abroad and other multi-jurisdiction policies.

M&A & Integration:

• Lead people-side integration for future acquisitions, building on the integrations Fabric has already carried out.
• Bring acquired teams into one culture, one set of policies, and one way of working, all within a remote company.
• Build a culture that holds together across a virtual, multi-country workforce, with rituals, communication, and manager practices designed for remote work.

Your First 6 to 12 Months:

• Align Talent Acquisition and People Operations under your leadership to build a stable, high-trust team.
• Elevate pipeline quality and sourcing metrics measurably while driving up hiring manager satisfaction.
• Establish a flawless compliance posture across all jurisdictions, including OWBPA/ADEA-compliant separation agreements and leave processes.
• Transition the People function into a strategic partner to the CEO and senior leadership team, rather than an operational one.

Why You Might Be a Good Fit

• You have led a People function as a senior leader with both Talent Acquisition and People Operations reporting to you.
• You have run People for call-center, hourly, or frontline workforces and know their scheduling, engagement, and compliance realities firsthand.
• You have built an Employee Relations program from the ground up, not just worked inside one someone else designed.
• You have integrated acquired teams into one culture in a remote or distributed company, and you know what it takes to build belonging without an office.
• You already use AI in your own People work and can show where it changed how your team hires, supports, or understands employees.
• You want a seat at the leadership table and are just as ready to fix the workflow underneath a decision.

This Might Not Be The Right Fit If...

• You have led People only for salaried, office-based teams and have not worked closely with an hourly or call-center workforce.
• You prefer to handle employee relations case by case rather than build the program, workflows, and escalation paths behind it.
• You want a pure strategy seat where a large team carries out the operating work.
• You would rather lead a stable, single-entity organization than bring teams together across countries and entities.
• You build culture mainly through in-person time and office rituals, and a remote company feels like a compromise.
• You are hesitant to integrate AI into workflows, such as sourcing or people analytics, or you struggle to balance new tech adoption with strict data security requirements.

Your Qualifications

• 10+ years in progressively senior People or HR leadership roles, including direct ownership of Talent Acquisition and People Operations.
• Direct experience managing call-center, hourly, or frontline workforces, including the scheduling, engagement, and compliance dynamics specific to that population.
• Experience building an Employee Relations program and its workflows from the ground up.
• Experience operating across multiple countries or jurisdictions, with US experience required.
• A track record leading the people side of M&A integration, including bringing acquired teams into one culture in a remote or distributed environment.
• Command of compensation architecture, benefits strategy, and employment compliance fundamentals.
• Experience taking an employer from level-funded to self-insured health benefits, including plan assessment and selection, broker management, funding strategy, stop-loss coverage, and plan governance.
• Hands-on experience applying AI to work, such as case management, or people analytics, and the judgment to govern AI.
• Proven expertise in designing, scaling, and measuring employee engagement programs specifically for a 100% remote, globally distributed workforce.

Bonus Points

• Employment experience in Canada and/or Portugal, or comparable international experience.
• Health tech, healthcare, or other regulated-industry experience.
• Experience building or scaling a People function after an acquisition.

Compensation: $180,000.00 – $230,000.00 per year.

Why this Role Matters:

The People & Culture Vice President serves as a key executive leader at Greenbox Capital, helping the company strengthen its People function through the next stage of organizational growth and maturity.

This role owns and evolves core People strategies including hiring quality, performance management, manager accountability, employee relations, leadership capability, People operations, and scalable infrastructure. The individual partners closely with the CEO and executive leadership team to improve how Greenbox hires, manages, develops, communicates, and holds people accountable.

The ideal candidate brings mature People leadership experience, strong executive partnership, deep performance management and employee relations judgment, and a proven ability to build scalable systems in a lean, fast-moving environment. This role is not a traditional HR maintenance role. It requires someone who can create practical structure, drive adoption across managers and leaders, and support growth without creating unnecessary bureaucracy.

This role reports to the Chief Executive Officer and leads the People & Culture function.

What Success Looks Like:

Here’s how your time might break down (actual time can shift depending on business needs):

• Talent Acquisition Strategy & Hiring Quality – Strengthening hiring standards, candidate evaluation, and manager accountability in the recruiting process
• Performance Management & Manager Accountability – Improving performance discipline, KPI/OKR alignment, calibration, documentation, and follow-through
• People Strategy & Executive Partnership – Advising the CEO and executive team on organizational design, leadership capability, workforce priorities, and culture
• People Infrastructure & Change Adoption – Building scalable systems, processes, SOPs, workflows, training, and communication rhythms
• Employee Relations, Compliance & Risk – Providing experienced judgment on employee relations, corrective action, workplace risk, legal escalation, compensation, benefits, and compliance
• People Team Leadership – Leading and developing the People & Culture team across People Operations, Talent Acquisition, Learning & Development, systems, documentation, and process support

How you’ll be measured:

Talent Acquisition Strategy & Hiring Quality:

• Set hiring standards and improve candidate evaluation methods
• Support executive and critical-role hiring
• Strengthen structured interviews, scorecards, recruiting governance, and hiring manager accountability
• Ensure Greenbox attracts and selects talent aligned to business needs, performance expectations, culture, and long-term organizational capability

Performance Management & Manager Accountability:

• Build, own, and improve the performance management cycle
• Strengthen KPI/OKR alignment, calibration, manager coaching, accountability standards, documentation, and follow-up mechanisms
• Improve manager behavior and reinforce consistent performance expectations across the organization
• Support development of high-performing employees while addressing underperformance directly and consistently

People Strategy & Executive Partnership:

• Partner with the CEO and executive leadership team on organizational capability, workforce priorities, leadership effectiveness, and structure
• Help clarify roles, decision rights, and operating expectations
• Align People initiatives with business growth, scalability, culture, and operating discipline

People Infrastructure & Change Adoption:

• Design and improve People systems, SOPs, policies, workflows, communications, and training programs
• Drive adoption across managers and leaders
• Create practical structure in a lean, virtual environment where systems and processes are still maturing
• Improve consistency, documentation, and execution without overcomplicating the organization

Employee Relations, Compliance & Workplace Risk:

• Provide experienced judgment on employee relations matters, corrective action, workplace risk, legal escalation, compliance, compensation decisions, benefits oversight, payroll-related escalations, and policy governance
• Balance employee support with business needs, accountability, and risk management

People Team Leadership:

• Lead a lean People & Culture team
• Set priorities, allocate work, coach team members, manage performance, and build internal capability
• Strengthen coverage across People Operations, Talent Acquisition, Learning & Development, systems, documentation, and process support

You’re a Strong Fit if You:

• Bring mature People leadership judgment and strong executive presence
• Have successfully built or matured People systems in a scaling, founder-led, entrepreneurial, or lightly structured organization
• Can create structure, accountability, and operating discipline without unnecessary bureaucracy
• Have strong performance management, manager accountability, and employee relations judgment
• Know how to partner directly with a CEO, founder, president, or executive team
• Can balance strategic leadership with hands-on execution in a lean environment
• Communicate clearly, directly, and proactively
• Are comfortable driving adoption and behavior change across managers and leaders
• Show natural curiosity and a desire to understand the business before solving the problem
• Adapt well in a global, distributed team environment and collaborate effectively across functions
• Demonstrate a growth mindset, strong ownership, and the ability to operate through ambiguity

What You’ve Done Before:

• Bachelor’s degree in Human Resources, Business Administration, Organizational Development, Psychology, or a related field required
• Master’s degree in Human Resources, Organizational Development, Business Administration, Industrial/Organizational Psychology, or a related field preferred
• Minimum 12 years of progressive People, Human Resources, Talent, or Organizational Effectiveness experience
• Senior leadership experience across recruiting, performance management, employee relations, manager coaching, People operations, change implementation, and executive partnership
• Prior experience building or maturing People infrastructure in an organization transitioning from informal, founder-led, or lightly structured practices toward clearer systems, scalable processes, decision rights, manager accountability, and operating discipline
• Demonstrated experience advising CEOs, founders, presidents, or executive teams on talent, organizational design, manager effectiveness, performance accountability, employee relations risk, leadership capability, and culture
• Demonstrated experience driving adoption of People programs across managers and leaders, not only designing programs or maintaining existing processes
• Experience helping scale a company from approximately 100 employees toward several hundred employees preferred
• Experience in a lean, high-growth, virtual, financial services, fintech, lending, or operationally complex environment preferred

Tools and Expertise You’ll Bring:

• Talent acquisition strategy and recruiting lifecycle management
• Executive and critical-role hiring assessment
• Structured interview design and candidate evaluation methodology
• Performance management program design, rollout, and administration
• KPI/OKR framework development, scoring methodology, and performance calibration
• Manager coaching, corrective action, and performance improvement planning
• Employee relations investigations and workplace risk assessment
• Employment law fundamentals and legal escalation judgment
• Compensation, benefits, payroll, and compliance oversight
• HRIS administration and workflow governance, preferably BambooHR
• People analytics, reporting, and workforce metrics
• Policy governance, documentation standards, SOP development, and change management
• Organizational design, role clarity, decision rights, and workforce planning

Compensation: $175,000-225,000

What's In It For You:

• Competitive Pay - We know your worth and we pay accordingly.
• Flexible PTO - Work hard, rest well. Take the time you need to recharge.
• Remote - Fully remote within the U.S., working Eastern Time hours to keep everyone aligned.
• Full Benefits Package - Health, dental, vision, 401K with employer match
• Smart, Supportive Teammates - Collaborate with sharp minds who are kind, driven and uphold our core values: Wear Green First, Pull the Thread, Move the Needle, Courage Over Comfort, Think Bold, Win Together, and Own the Outcome

About Fundraise Up

We’re Fundraise Up - a global fundraising platform built to make donating to nonprofits fast, seamless, and accessible to all. Every month, our technology powers tens of millions of dollars in donations across the globe. We focus on innovation that directly impacts results: faster load times, higher conversion rates, global payment support, and accessibility-first design.

Our platform is trusted by many of the world’s leading nonprofits, including UNICEF, the Alzheimer’s Association, and a wide range of global NGOs. With a 4.9/5 rating across top software review platforms, we’re recognized not just for our impact - but for the quality of the product we deliver.

About the Role

Most People teams report on their data. This role makes the data right, then makes the work run itself.

Fundraise Up’s People data lives in BambooHR, Lattice, Greenhouse, and ChartHop, and today every dashboard, QBR package, and board report is pulled by hand. You will own the pipeline and the recurring reporting, so the attrition rate and compa-ratio are the same no matter who asks. You will also build the agentic AI workflows that take manual work off the People team, so more of their time goes to the people who help nonprofits raise money faster.

Key Responsibilities

• Own the People data pipeline across BambooHR, Lattice, Greenhouse, and ChartHop, replacing manual exports for recurring reporting.
• Own the monthly people metrics dashboard, the quarterly QBR data package, and board-level workforce reporting, built once and refreshed each cycle.
• Set one definition for attrition, headcount, time-to-fill, and compa-ratio, so Finance, PBPs, and the CHRO work from the same numbers.
• Find and fix data-quality issues before they reach a board meeting, such as a compa-ratio calculated against band minimum instead of band midpoint.
• Partner with People Ops and PBPs to define new metrics, including AI adoption metrics that have no system of record today.
• Build and ship agentic AI workflows that run People processes end to end, starting with attrition risk flagging, engagement survey synthesis, and Greenhouse pipeline monitoring.
• Drive the People AI adoption roadmap from building to piloting to full team rollout as its technical owner, with the CHRO as sponsor. Tag every task as Human-led, AI-led, or Hybrid before automating it.
• Own the data layer of the AI Workforce Transformation Tracker, in partnership with People Ops and Technology/AI.
• At Fundraise Up, AI is a default tool, not an experimental one. We expect every team member to actively use AI in their day-to-day work, identify where AI can change the shape of problems in their function, and grow their fluency as the tools evolve.

Skills and Qualifications

• Direct experience pulling data from HRIS, ATS, and performance platforms via API or structured export. BambooHR, Lattice, and Greenhouse experience is a plus; fast ramp on unfamiliar HR systems is required.
• Scripting or query language skills (for example Python or SQL) strong enough to reconcile, validate, and transform data across sources.
• People domain fluency: you can look at a comp band, a rating scale, or an attrition calculation and know what correct looks like.
• Hands-on experience designing and shipping repeatable, agent-run workflows that non-technical colleagues use without you in the loop.
• Judgment about which parts of a People process are safe to automate, which need a human decision point, and which should never be automated.

Nice to Have

• Built reporting or data infrastructure from scratch.
• Compensation data experience: bands, compa-ratio, geographic differentials.
• Shipped automations that non-technical colleagues adopted and kept using.
• Built and maintained live trackers in Notion and spreadsheet tools.
• Worked in a fully remote, asynchronous, globally distributed team.

You’ll Thrive Here If You…

• Fix the data-quality problem you found instead of filing a ticket about it.
• Would rather build the pipeline once than rebuild the report every quarter.
• Can tell a process that should be automated from one that only looks like it should.
• Say plainly when a number is wrong, including after someone senior has presented it.
• Flag a problem and bring a proposed fix in the same message.
• Build automations that keep working when you are on leave.
• Ask why a metric is defined the way it is before you rebuild it.
• Care about what the platform funds: the nonprofits on the other side of every donation.

Please note that final compensation will be determined based on relevant experience, skills, qualifications, alignment with the role’s requirements and location.

Total Compensation Range

$137,000—$161,700 USD gross

Perks & Benefits

• Health, Dental, and Vision insurance covered at 100% for employees, 80% for employee plus dependents, and 70% for employees plus family.
• FSA and HSA Spending Account.
• 20 days of vacation, 5 sick days, 11 company holidays plus an additional 1 floating holiday.
• 401(k) plan with company match.
• 100% Company-paid short-term disability, long-term disability, basic life insurance and AD&D.
• Paid parental leave (12 weeks for primary caregivers / 6 weeks for secondary caregivers).
• Generous home office stipend to support your remote workspace.
• Annual professional development stipend to support your growth (e.g., workshops, courses, and seminars).
• Charitable giving program and paid volunteer time off with registered non-profits.

Collections today works like an emergency room. The doctors carry too many patients, everyone arrives at their worst moment, and nobody has their chart. We're making it primary care. January personalizes interactions and optimizes decisions across every stage of consumer credit. We started in the hardest, most broken stage, because if it works there it works anywhere.

Most consumers want to pay what they owe. They want a way out, not a break. We've serviced over $20 billion in debt across more than 20 million consumers. We see more people with charged-off loans each year than all but the top five US banks. Those consumers rate us about 50% higher than the banks that lent them the money. Creditors net over 30% more because we collect more and charge less.

Most AI strips the human out of the work. We use it to make someone's hardest financial moment more human. The more human we make it, the more people recover. Now we're moving upstream, catching people before they default and building across every stage of the consumer credit lifecycle. The consumer in collections today is the consumer who gets approved tomorrow.

As our People Strategy & Operations Lead, you’ll build the systems, programs, and infrastructure that enable January to scale without compromising the employee experience. You’ll own the operating foundation of our people function, from core HR operations to the programs and analytics that help us continuously improve how we work. Your mission is to make the employee experience seamless, thoughtful, and scalable so our people can focus on doing their best work as the company grows.

About the Role

This role covers three broad areas:

• Designing and executing the key moments in the employee lifecycle, from onboarding to exit, treating each one as a repeatable program with clear owners, timelines, and success metrics: designing new hire onboarding start to finish with Recruiting and hiring managers, operating the performance and comp cycles as cross-functional programs with defined milestones and stakeholder alignment, executing offboarding and advising managers through involuntary terminations, and creating the systems that answer the team's pay, benefits, and policy questions.
• Owning HR’s operational core and building the infrastructure to scale: running HR operations with the rigor of a program owner, including compliance, benefits and Open Enrollment, immigration and visa casework, leave and accommodations, biweekly payroll, HR technology and vendor relationships, and investing in automation and self-service systems that reduce manual work and scale with the company.
• Owning people data and analytics to continuously improve the employee experience: building trusted reporting and actionable insights across HRIS, payroll, and employee data; defining success metrics for key people programs; and using trends and outcomes to identify opportunities, inform decisions, and continuously improve how employees experience the company.

This is a role for someone who treats process as the product — who builds the documentation and systems that let this function scale with headcount instead of straining under it, and who gets the technical details exactly right, every time. You are a force multiplier: you identify the highest-leverage problems across the company’s people systems, scope them, sequence them, and drive them to measurable outcomes.

What We Need

• You read a messy, high-stakes situation and reach the right call without a clean rule to point to — and you update your read when new facts come in instead of defending your first conclusion
• You think in systems and tradeoffs: given an ambiguous, cross-functional problem, you scope it, prioritize it against everything else competing for attention, and drive it to a shipped outcome
• You shift registers fluidly: the warm first contact on someone's first day, the steady presence in a hard conversation, the plain-English translator between an anxious employee and a lawyer's fine print — sometimes in the same afternoon
• You know the difference between a call that's yours to make and one that needs to go up or across — and you escalate deliberately, through the right channel, not reflexively
• You get the technical details exactly right on work with real legal exposure — a visa classification, a leave calculation, a filing deadline — because you know a small error here doesn't stay small
• You pick up work nobody owns and carry it to a real outcome, not a status update, and you leave behind a process your successor can run without you
• You build collaborative working relationships with Legal, IT, Finance, and outside counsel, and know exactly where HR's call ends and someone else's begins
• You’re data-fluent: you define the metrics, build the dashboards, and turn HRIS and payroll data into recommendations leadership can act on
• You surface a gap before anyone asks — a missed filing, a stalled case, a ticket sitting with the wrong owner
• You hear what someone actually needs underneath what they're asking for, and you fix the system, not just the one instance in front of you
• 3+ years of experience in HR/People Operations
• Nice-to-have: experience with Rippling, Sequoia

How We Work

• Decentralization beats control. The best calls get made by the people closest to them, not routed up a chain. You'll set the standards that let the team decide without you in the room.
• Speed beats perfection. You run tight loops, act at 70% on reversible calls and adjust as you learn. Fast loops beat slow ones.
• Candor beats comfort. You'd rather hear a hard truth early than a polite sidestep that wastes everyone's time.
• Writing beats the average meeting. Clarity scales.
• AI runs through everything here. We built our own code reviewer that beats the alternatives. Our voice AI handles most inbound calls with zero hallucinated payments. Engineers ship 3-4x the PRs they used to. You'll push it further into the work than almost any company you've worked at.
• We operate at every altitude. No one here lives only on Mount Olympus, not even the leaders. We get into the trenches to learn the ground truth, then refine our information flows so ground truth climbs as fast as direction comes down.
• We build in person, at least three days a week in our office in Nolita, with a growing group coming in every day. Random run-ins cross-pollinate ideas. Face time builds trust no thread can. Building alongside people makes work far more fun.

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 TEAM

Our mission is simple yet ambitious: to seamlessly handle People Operations by striking the perfect balance between enablement and high-touch connection. We want to empower our organization with seamless self-service tools so HR information is always at their fingertips, while never losing sight of what matters most - building trust, cultivating deep relationships, and providing hands-on support exactly when and where it’s needed.

While day-to-day operations and relations are the heartbeat of this team, we are also the driving force behind the People agenda. From boosting employee engagement and refining performance management to launching cultural initiatives and driving automation, we help design the frameworks that set our global organization up for success.

ABOUT THE ROLE

You’ll partner closely with managers and employees to provide trusted HR expertise, navigate employee relations, and champion initiatives that elevate the overall employee lifecycle experience.

This role is the ultimate mix of tactical execution and foundational building. You will split your time between mastering essential HR administration and actively shaping people initiatives from the ground up. On one hand, you’ll handle day-to-day HR operations - such as supporting organizational changes, maintaining accurate employee records/HRIS systems, and ensuring policy compliance. On the other hand, you will have a direct hand in designing and implementing the scalable documentation, frameworks, and automated processes of our future.

Let’s be real: Last year, we officially transitioned into a truly global People function, merging fragmented regional frameworks and processes into a unified ecosystem. We are still very much in the thick of this transformation. If you are a builder who gets genuinely excited about managing daily operations while simultaneously laying down the foundational bricks of a global People team, this is the challenge you’ve been looking for!

What you'll do

• Drive Ops & Optimization: Assist with day-to-day HR operations - including organizational changes - to power business success
• Build the People Foundations: Help design, document, and implement our foundational People frameworks, templates, and key initiatives across the entire employee lifecycle
• Be a Go-To Contact: Act as the first point of contact for employee inquiries, resolve or escalate issues, and proactively foster a positive workplace culture
• Own the Admin Engine: Manage employee records, handle incoming HR tickets, and maintain absolute data integrity across our HR systems
• Support Growth & Culture: Help facilitate smooth performance review cycles, roll out development initiatives, and promote team well-being
• Ensure Compliance: Leverage your solid understanding of local employment law to ensure strict policy compliance and protect the organization

Who you are

• You bring 3-5 years of experience in HR or People-focused business development roles, ideally within fast-paced, scaling organizations
• You possess an extreme sense of ownership - if you see something broken or missing, you jump in and fix it
• You don't just react to issues - you anticipate challenges, prioritize your workload effectively, and proactively engineer solutions
• You possess the empathy and clarity needed to build trust and forge strong relationships across all levels of the organization
• You approach every challenge with a positive, outcome-driven mindset, always looking for ways to improve the status quo
• You excel at juggling multiple priorities simultaneously without losing sight of high-impact results
• You genuinely thrive in dynamic, changing environments, and you enjoy supporting business shifts and setting up the ways of working that allow us to stay truly agile

SALARY RANGES IN US-BASED ROLE POSTING

Our salary ranges are determined by role, level, and location. The range displayed on each job posting reflects the minimum and maximum target for new hire salaries for the position across all US locations. Within the range, individual pay is determined by work location and additional factors, including job-related skills, experience, and relevant education or training. Please note that the compensation details listed in US role postings reflect the base salary only and do not include other perks and benefits.

WHAT WE OFFER

At Trustly, you’ll have the chance to solve meaningful challenges alongside some of the brightest minds in FinTech. Together, we’re shaping the future of payments in an environment that celebrates curiosity, collaboration, and innovation. You'll be challenged and empowered to grow, making a real impact every step of the way.

We offer innovative perks and benefits packages that include:

• Flexible paid time off & generous PTO accrual plans
• Comprehensive medical, dental, vision, and other insurances
• FSA & HSA plans for medical and dependent care
• Home office set-up allowance
• Internet stipend
• Retirement plan match for 401k and RRSP
• Gender-neutral paid parental leave, and more!

At Boeing, we innovate and collaborate to make the world a better place. We’re committed to fostering an environment for every teammate that’s welcoming, respectful and inclusive, with great opportunity for professional growth. Find your future with us.

The Boeing Company is seeking an experienced Human Resources Service Delivery (HRSD), Analytics and Insights Partner to join the team in Seattle, WA or Mesa, AZ to strengthen HR service delivery partnerships, advance analytical capabilities, and drive improvements that enhance employee experience.

This role combines consultative partnership with advanced ServiceNow reporting and analytics expertise. The successful candidate will build trusted relationships with assigned HR service groups, gain a deep understanding of their workflows and operational challenges, and leverage data-driven insights to identify opportunities for improvement.

As the primary functional owner of HR's ServiceNow dashboards and Analytics and Insights capability, this individual will play a critical role in transforming data into actionable insights that improve service delivery, operational effectiveness, and employee experience.

This is an experienced individual contributor position requiring strong analytical skills, independent judgment, and the capability to influence stakeholders across multiple HR functions.

Position Responsibilities:

• Build trusted partnerships with assigned HR service groups, understand their processes and challenges, and recommend improvements to service delivery and employee experience
• Analyze ServiceNow case management performance, service levels, employee feedback, and operational trends to identify root causes and develop actionable recommendations
• Lead ServiceNow Analytics and Insights capability by establishing Key Performance Indicators (KPI) definitions, reporting standards, reusable reports, and a practical analytics improvement roadmap
• Develop, maintain, enhance, and troubleshoot ServiceNow dashboards within Performance and Platform Analytics
• Manage dashboard access administration and provide end-user support
• Coach and support peer Service Delivery Partners in reporting, metrics, and data interpretation
• Communicate insights and recommendations effectively to leaders and stakeholders
• Collaborate with the Product Operations Lead to validate business requirements and ensure reporting and analytics solutions meet organizational needs

Basic Qualifications (Required Skills/Experience):

• 5+ years of experience in developing and maintaining relationships and partnerships with senior executives, customers, stakeholders, peers, and business partners
• 3+ years of experience with the ServiceNow platform
• 3+ years of experience with dashboards, reports, and KPIs
• Experience in developing and maintaining metrics packages
• Experience performing quantitative and qualitative analyses, problem-solving, and making independent decisions

Preferred Qualifications (Desired Skills/Experience):

• Bachelor's degree in Human Resources, Business, Data Analytics, Information Systems, or a related field, or an equivalent combination of education and experience
• 5+ years of experience in HR service delivery, shared services, analytics, business consulting, or a related field
• ServiceNow certifications such as Certified Implementation Specialist (HRSD), HR Professional Suite Certification, or equivalent
• Expertise in ServiceNow HR Service Delivery (HRSD)
• Experience using Tableau for data visualization and reporting
• Experience establishing KPI frameworks and measurement strategies
• Experience coaching colleagues and building analytical capabilities within teams
• Experience leading initiatives that improve enterprise employee services and operational performance

Pay & Benefits:

At Boeing, we strive to deliver a Total Rewards package that will attract, engage and retain the top talent. Elements of the Total Rewards package include competitive base pay and variable compensation opportunities.

The Boeing Company also provides eligible employees with an opportunity to enroll in a variety of benefit programs, generally including health insurance, flexible spending accounts, health savings accounts, retirement savings plans, life and disability insurance programs, and a number of programs that provide for both paid and unpaid time away from work.

Summary pay range: $112,200– $162,150

Applications for this position will be accepted until Oct. 29, 2026

Export Control Requirements: This position must meet U.S. export control compliance requirements. A “U.S. Person” as defined by 22 C.F.R. §120.62 is required.

Relocation: Relocation assistance is not a negotiable benefit for this position.

Visa Sponsorship: Employer will not sponsor applicants for employment visa status.

Vaulted is a waste management company that removes carbon. We take organic waste that can pollute our environment above ground and safely inject it ultra deep underground—permanently removing carbon from the atmosphere while protecting local land, air, and water. Vaulted is based in Houston, San Francisco, and Kansas.

With a growing team of 70+ people across the country, Vaulted signed the second largest carbon removal offtake ever with Microsoft in July 2025 and is rapidly expanding to new sites.

Vaulted's proprietary technology builds on decades of expertise to deliver safe, durable carbon and waste management solutions now, at scale.

Position Summary

Vaulted Deep is hiring a strategic, business-minded people leader to build and lead its people function as the company scales from Series A through Series B and beyond. Reporting directly to the CEO and sitting on the leadership team, the Head of People will shape Vaulted Deep's culture and talent strategy, serve as a trusted advisor to the CEO and executive team, and build a people function spanning the full employee lifecycle. The successful candidate will have the opportunity to define what a high-performing people function looks like for a fast-growing, multi-site organization.

People Strategy, Culture & Executive Partnership

• Partner with the CEO to define and operationalize a holistic people philosophy, translating company mission, vision, and values into tangible people strategy, programs, and day-to-day practices.
• Serve as a trusted strategic advisor to the CEO and executive team on organizational design, talent, and culture, bringing independent judgment and sound business instincts to key decisions.
• Own the ongoing evolution of company culture. Develop people metrics and dashboards to make organizational health measurable and track progress.
• Prepare people-related materials and analysis on a monthly and quarterly basis for the leadership team and board.

Organizational Development & Workforce Planning

• Conduct ongoing organizational assessments to confirm the company has the right talent in the right roles, partnering with leaders to identify and close capability gaps.
• Partner with functional leaders to evaluate team structure, levels, and headcount needs over a multi-year horizon, accounting for planned expansion into additional operating sites.
• Evaluate and manage leveling frameworks, career pathways, and individual development plans (IDPs) that support internal mobility and promotion readiness.
• Lead organizational design and change management initiatives — including restructures and new-site stand-ups — proactively anticipating and managing sources of resistance.
• Facilitate periodic leadership team effectiveness assessments, engaging external executive coaching or assessment resources where appropriate.

Talent Management & HR Business Partnership

• Serve as strategic HR business partner to people managers, advising on team composition, succession planning, and critical talent decisions.
• Provide direct, hands-on coaching to leadership team members and people managers
• Evaluate and improve performance management frameworks, including goal-setting, feedback, and calibration practices appropriate in a fast-growing organization.
• Manage and inform talent acquisition strategy, partnering with hiring managers to maintain a consistent, high-quality hiring process across roles.
• Build learning and development programs, with a focus on enabling manager and leader effectiveness.
• Develop succession plans and leadership pipelines for key roles across the organization.

Total Rewards, HR Operations & Compliance

• Enhance Vaulted Deep's total rewards philosophy, including compensation structure, bonus design, equity guidelines, and benefits programs
• Own core HR systems and infrastructure, ensuring accurate records and efficient, scalable processes.
• Ensure compliance with federal, state, and local employment law across all current and future operating locations, including wage-and-hour, leave, and recordkeeping requirements.
• Evaluate and strengthen people metrics and dashboards (e.g., turnover, time-to-fill, engagement, pay equity) to inform strategy and support board and investor reporting.
• Manage HR vendor, broker, and PEO relationships, evaluating and negotiating contracts
• Partner with Finance on HR budget planning and ongoing management.

Employee Relations & Field Operations Partnership

• Own sensitive and complex employee relations matters, including investigations, performance issues, and terminations, applying sound judgment and current employment law knowledge.
• Partner closely with Operations leadership to ensure field teams across current and future operating sites are supported, engaged, and positioned to succeed.
• Build people practices, policies, and employee relations capability tailored to an hourly, multi-site, industrial workforce, including experienced handling of on-site incidents (e.g., safety violations, substance-related issues, workplace conflict).
• Partner with Operations and EHS/Safety functions on workforce-related safety programs, workers' compensation administration, and incident response processes.
• Champion fair, consistent treatment and meaningful career pathways for all employees, ensuring people investment extends equitably across the full organization.

Team Leadership

• Hire, onboard, and lead a small people team, with scope designed to complement this role's strengths (e.g., HR operations, compliance, or total rewards ownership).
• Manage the transition from the company's current fractional-led HR function to a permanent people function, determining what is brought in-house versus outsourced.

Qualifications

Required

• 10+ years of progressive People/HR leadership experience, including senior leadership experience at a venture-backed, high-growth company.
• Demonstrated success building and scaling a people function through a company’s high growth period
• Direct experience operating in a founder- or CEO-led organization, serving as a close partner and advisor to that leader.
• Experience supporting an hourly, industrial, or multi-site field workforce in addition to corporate or technical employee populations, with comfort handling the realities of operating-site employee relations.
• Strong working knowledge of U.S. employment law, with hands-on experience managing complex employee relations matters and terminations.
• Demonstrated coaching skills, with a track record of coaching managers and employees.
• High emotional intelligence and sound judgment under pressure.
• Strong business acumen and an ownership mindset, with comfort operating in ambiguous, low-structure, fast-paced environments.
• Proven ability to lead organizational change and manage resistance to change.
• Experience building or overseeing core HR infrastructure, including compensation, benefits, HRIS, and compliance programs, whether personally or through a team.
• Experience presenting people data and analysis to executive leadership, with comfort supporting board or investor reporting.
• Excellent written, verbal, and executive-level communication skills.

Preferred

• Formal coaching certification (e.g., ICF or equivalent).
• SHRM-SCP, SPHR, or equivalent HR certification.
• Experience with HRIS upgrades.
• Experience with workers' compensation, OSHA, or EHS partnership in an industrial, manufacturing, or energy environment.
• Multi-state employment law experience
• Experience supporting international workforce expansion.
• Experience as a company's first or founding people leader, building a function from limited existing structure.
• Experience supporting M&A diligence or integration from a people/HR perspective.
• Bachelor's degree in Human Resources, Business, Organizational Psychology, or a related field, or equivalent practical experience.

What You'll Gain

Vaulted offers comprehensive medical, dental, vision, and life insurance for our team members, putting safety, well-being, and health above all.

• A flexible workplace, with hybrid work options plus generous paid time off, paid leave options, and 13 company holidays to ensure our Vaulters have ample opportunity to rest and recharge.
• Employer-sponsored 401(k) plans with matching contributions, along with opportunities for career growth both within the company and beyond.

How We Work

• Safety comes first. We protect our people, communities, and environment above all else. We preserve a culture of care that puts our team's safety and well-being first. Everyone gets home safe; everyone deserves a safe home.
• We seek & speak the truth. Every person has the power and obligation to speak up, free from fear of repercussion. We are transparent in what we do and what we think. Anchored in a culture of kindness and respect, we do this in the spirit of making ourselves and our work better.
• We believe there's no time to waste. In the fight against climate change, that urgency drives our entrepreneurial spirit and our sense of ownership in building this company. We are self-starters with a bias to action.
• We do the work to be great. Greatness means combining our intellectual rigor, diverse perspectives and collective innovation to solve the hard problems together - for ourselves and for our industry.

POSITION DETAILS

Medgar Evers College (MEC), a nationally recognized leader in urban-serving education, is one of twenty-five colleges within the dynamic City University of New York (CUNY) system. Named for the late civil rights leader Medgar Wiley Evers (1925–1963), the College's mission is to develop and maintain high quality, professional, career-oriented undergraduate degree programs in the context of liberal education. Located in Central Brooklyn, MEC was established in 1970 with a mandate to meet the educational and social needs of the Central Brooklyn community. The College is committed to a student-centered education and advancing knowledge through scholarly research.

The Executive Director of Human Resources and Labor Designee serves as the College's Chief Human Resources Officer, providing strategic leadership and executive oversight for all human resources and labor relations functions. The Executive Director develops and implements innovative human capital strategies that advance organizational effectiveness, promote employee engagement, and support the College's mission, strategic priorities, and commitment to inclusive excellence. As the College's Labor Designee, the Executive Director oversees labor relations activities requiring the highest degree of confidentiality, sound judgment, diplomacy, and expertise in collective bargaining, employment law, and conflict resolution.

Duties include, but are not limited to:

• Serves as the College's Chief Human Resources Officer, providing executive leadership and strategic direction for all Human Resources and Labor Relations functions and developing policies, programs, and initiatives that advance the College's mission, strategic plan, and workforce priorities.
• Partners with the President, Cabinet, and senior leadership to develop workforce strategies, organizational structures, succession planning initiatives, organizational effectiveness strategies, and talent management solutions that support the College's strategic goals.
• Serves as the College's Labor Designee and principal advisor on employee and labor relations matters, interpreting and administering collective bargaining agreements; overseeing grievances, disciplinary actions, arbitrations, and other labor relations processes; directing the preparation of labor relations documentation; representing the College in hearings and labor-management proceedings; and serving as the College's liaison to CUNY Central Office Labor Relations and the Office of General Counsel.
• Provides executive-level guidance to managers and supervisors on policy interpretation, workforce planning, organizational change, performance management, investigations, accommodations, conflict resolution, and other employment-related matters, collaborating with Legal Affairs and other institutional partners to ensure the consistent and equitable application of CUNY policies, collective bargaining agreements, and applicable law.
• Provides executive oversight of the College's Human Resources operations, including recruitment and hiring, classification and compensation, onboarding, employee relations, performance management, leave administration, accommodations, separations, personnel records, and human resources information systems, while promoting operational excellence, continuous process improvement, and exceptional customer service.
• Leads, mentors, and develops the Human Resources team by establishing performance expectations, fostering professional growth, promoting accountability and innovation, and ensuring the delivery of responsive, customer-focused HR services to faculty, staff, and administrators.
• Develops, analyzes, and presents workforce analytics and executive reports to support strategic planning, workforce management, institutional effectiveness, regulatory reporting, and data-informed decision-making.
• Provides executive oversight of Equal Employment Opportunity (EEO) compliance and related employment practices, oversees institutional responses to employment-related matters involving external regulatory agencies, and promotes equitable, legally compliant personnel practices that support an inclusive workplace.
• Partners with CUNY Central Office, Academic Affairs, Legal Affairs, and College leadership to implement University human resources initiatives, ensure compliance with applicable laws and policies, and advance strategic workforce priorities across the institution.
• Represents the Office of Human Resources on College and University committees, strategic initiatives, and executive leadership groups, fostering collaboration, employee engagement, organizational effectiveness, and a workplace culture aligned with the mission and strategic priorities of Medgar Evers College.

CUNY supports a hybrid work environment; however, this position is designated as an in-person role and requires regular on-site presence at the designated CUNY location. The successful candidate is expected to work on campus and be available in person to support the operational, strategic, and organizational needs of the institution.

QUALIFICATIONS

This position is in CUNY's Executive Compensation Plan. All executive positions require a minimum of a Bachelor's degree and eight years' related experience.

Preferred Qualifications:

• Eight (8) years of full-time, progressively responsible experience in human resources administration, including managerial oversight of programs and services and in supervision of employees.
• Higher education HR experience.
• JD or Master’s degree in Human Resource Management or a related field; SHRM-CP/SHRM-SCP certification;
• High proficiency with HR information systems (e.g. PeopleSoft, Payserv, Workday) and proficiency in MS Office.
• Knowledge of relevant New York State and Federal employment laws and regulations and compliance requirements related to public sector employees, benefits, and employment-related immigration matters.
• Experience working in a unionized environment with multiple collective bargaining agreements
• Exceptional oral and written communication, consultative, collaborative and organizational skills.

COMPENSATION AND BENEFITS

Salary commensurate with education and experience.

$158,000 - $179,000

CUNY's benefits contribute significantly to total compensation, supporting health and wellness, financial well-being, and professional development. We offer a range of health plans, competitive retirement/pension benefits and savings plans, tuition waivers for CUNY graduate study and generous paid time off.

CLOSING DATE

Application materials must be received by November 4, 2026. Applications will be reviewed on a rolling basis, with review of qualified candidates beginning immediately. The search will remain open until the position is filled.

Title: Vice President, People & Culture

Employment Status: Exempt

Salary: $180,000 - $190,000 annually

Supervisor Title: Chief Executive Officer

Position Summary

Meridian International Center is entering a period of growth, modernization, and strategic reinvention. We seek a future-focused Vice President, People & Culture to lead a transformational people strategy that advances innovation, high performance, and long-term organizational success.

Reporting to the CEO, this executive will design and execute a modern HR strategy; champion AI-enabled processes, intelligent reporting, digital transformation, and innovation; and strengthen how Meridian recruits, develops, and supports employees. The ideal candidate will influence organizational direction, strengthen leadership capability, and build an agile, data-driven, future-ready workforce—bringing courage, clarity, and a sophisticated understanding of how technology, culture, and strategy intersect.

This position is based in Washington, DC, and requires four days in the office per week, with partial remote work permitted. All employees must reside in DC, Maryland, or Virginia.

Position Responsibilities

Executive Leadership & CEO Partnership

• Lead organization-wide transformation initiatives that modernize operations, strengthen leadership, and build resilience.
• Serve as the primary strategic advisor to the CEO on workforce priorities using data analytics.
• Provide high-impact reporting, insights, and recommendations that inform executive decision-making and board-level strategy.

Talent Strategy, Leadership Development & Culture

• Build a talent strategy that develops future leaders, supports high-potential employees, and helps Meridian adapt to changing needs.
• Advise the CEO and executive team on succession planning and leadership development.
• Lead compensation philosophy, salary administration, job architecture, benefits, and total rewards, drawing on market benchmarking and external advice as needed, including for executive compensation and benefits.
• Oversee performance management and align compensation with employee performance.
• Establish a professional development approach that builds skills, supports employee growth, and improves retention.
• Partner with the CEO and executive team to build trust and a culture of accountability, innovation, and continuous improvement.

Talent Acquisition & Workforce Planning

• Lead a data-driven recruitment strategy using automation, AI-enabled sourcing, and predictive analytics.
• Build recruitment processes that improve hiring quality, speed, and the candidate experience.
• Partner with leaders to forecast staffing needs, identify critical roles, and attract strong talent.

Innovation, AI Integration & Digital Modernization

• Lead the design and implementation of AI-enabled workflows, automation strategies, and intelligent HR systems that enhance efficiency, accuracy, and scalability.
• Introduce advanced tools for talent analytics, performance prediction, workforce planning, and real-time operational dashboards.
• Champion a culture of innovation by embedding emerging technologies into recruitment, onboarding, learning, engagement, and performance management.

HR Operations, Compliance and Risk Management

• Modernize HR policies, processes, and infrastructure to improve employee experience and support organizational growth.
• Optimize systems for onboarding, compensation and performance management.
• Ensure HR policies and practices comply with employment laws and reflect HR best practices.
• Oversee HR information systems, data governance, and reporting.
• Set consistent, transparent operating standards across HR functions.
• Lead and develop a three-person HR team and oversee payroll and benefits administration.

Employee Relations & Organizational Health

• Lead employee relations with fairness, transparency, and proactive conflict resolution.
• Use AI-supported case management and trend analysis to identify recurring issues and reduce employment-related risks.
• Provide executive guidance on complex investigations, organizational changes, and sensitive employee matters.

Executive Communication & Stakeholder Influence

• Build trusted relationships across the executive team to align priorities, strengthen collaboration, and advance organizational goals.
• Navigate complex and sensitive organizational issues with sound judgment, emotional intelligence, and clear, credible communication.

Candidate Profile

The ideal candidate brings the following approach to leadership:

• Thinks strategically while ensuring disciplined execution and strong day-to-day HR operations.
• Brings an innovative, data-driven mindset and the judgment to apply AI, automation, and emerging technologies where they add meaningful value.
• Leads with courage, clarity, emotional intelligence, and executive presence—building trust, navigating complexity, and delivering measurable results.

Qualifications

• 12+ years of progressive HR leadership experience, including executive-level responsibility.
• Demonstrated success leading organizational transformation, digital modernization, or large-scale operational redesign.
• Expertise in HR analytics, reporting, and data-driven decision-making.
• Proven ability to partner directly with CEOs, boards, and senior executives.
• Strong command of organizational design, change leadership, and organization-wide strategy.
• In-depth knowledge of employment law, HR best practices, and HR technology and systems.
• Exceptional leadership, communication, influence, and executive presence.
• Advanced degree preferred; relevant certifications a plus.

Employer’s Statement:

Meridian is committed to empowering global leaders and amplifying voices from a wide variety of backgrounds to create pathways for greater understanding, shared values, and respect. Connecting people has been our foundation for more than 65 years. If you share our values and enthusiasm for promoting non-partisan collaboration to address global challenges and opportunities, you can find a home at Meridian.

Meridian offers a comprehensive benefits package, which may include medical, dental, retirement, life and disability insurance, voluntary benefits, paid leave, and paid holidays. Eligibility and coverage are subject to the applicable plan documents and Meridian policies.

Why Work at Lenovo

We are Lenovo. We do what we say. We own what we do. We WOW our customers.

Lenovo is a US$83 billion revenue global technology powerhouse, ranked #153 in the Fortune Global 500, and serving millions of customers every day in 180 markets. Focused on a bold vision to deliver Smarter Technology for All, Lenovo has built on its success as the world’s largest PC company with a full-stack portfolio of AI-enabled, AI-ready, and AI-optimized devices (PCs, workstations, smartphones, tablets), infrastructure (server, storage, edge, high performance computing and software defined infrastructure), software, solutions, and services. Lenovo’s continued investment in world-changing innovation is building a more equitable, trustworthy, and smarter future for everyone, everywhere. Lenovo is listed on the Hong Kong stock exchange under Lenovo Group Limited (HKSE: 992) (ADR: LNVGY).

Description and Requirements

The HR Business Partner will support leaders across the Infrastructure Solutions Group (ISG) business, serving as a trusted strategic advisor to align HR strategies with business priorities. This role will partner closely with senior leaders and global stakeholders in ISG Marketing, Vector/Business Transformation, and ISG Operations, to translate business needs into practical, scalable HR solutions that enable execution, strengthen leadership effectiveness, and drive measurable business impact.

Key responsibilities include:

• Serve as the HR Program Management Office (PMO) lead for multiple organizations, ensuring effective execution of strategic people initiatives and business transformation efforts.
• Partner with VPs, EDs, and management teams to assess organizational needs, shape talent strategies, and drive people initiatives that support business performance, culture, and leadership effectiveness.
• Provide strategic and practical HR guidance across functions of HR - recruiting, performance management, employee development, organizational design, relocations, compensation discussions, and leadership coaching.
• Lead and support HR initiatives in partnership with HR Centers of Excellence, and business stakeholders, ensuring strong planning, communication, execution, and follow-through.
• Advise leaders on employee relations, performance matters, engagement, culture, and change management while helping translate business objectives into actionable people strategies.
• Influence headcount planning, workforce strategy, and talent management activities by using data, business insight, and strong stakeholder partnership to inform decisions.
• Collaborate with Country HR Partners to deliver globally consistent and locally compliant HR solutions, navigating country-specific employment laws, policies, and practices as needed.

Basic Qualifications:

• Bachelor’s degree in Human Resources, Business Administration, or a related field.
• 8+ years of progressive HR business partner experience, preferably supporting senior leaders in a complex, global business environment.
• Strong business acumen, with the ability to understand business strategy, organizational dynamics, and operational priorities and translate them into effective people solutions.
• Strategic thinker with the ability to balance big-picture objectives with practical execution and day-to-day operational requirements.
• High level of efficiency with Microsoft Tools. Change agent for leveraging and implementing more efficient processes leveraging AI.

Preferred Qualifications:

• Strong leadership presence, with the ability to influence, build trust, and establish credibility across all levels of the organization.
• High emotional intelligence and cultural awareness, with the ability to navigate diverse teams, perspectives, and global stakeholder groups.
• Proactive, solution-oriented approach with a high level of initiative, ownership, and sound judgment.
• Demonstrated track record of executing initiatives, managing multiple priorities, and delivering results in a transformational, fast-paced environment.
• Exceptional written and verbal communication, interpersonal, and conflict resolution skills.
• Strong analytical and problem-solving abilities, with comfort using data and insights to inform recommendations and decisions.

The ideal candidate is a pragmatic, business-oriented HR professional who can move seamlessly from operational excellence to strategic thinking, build strong relationships across a global matrix, and deliver people solutions that help the business operate with greater clarity, speed, and impact.

This position requires candidates to be based near our headquarters in Morrisville, NC and adhere to a 3:2 hybrid work schedule.

NVIDIA has been transforming computer graphics, PC gaming, and accelerated computing for more than 25 years. It’s a unique legacy of innovation that’s fueled by great technology — and amazing people. Today, we’re tapping into the unlimited potential of AI to define the next era of computing — an era in which our GPU acts as the brains of computers, robots, and self-driving cars that can understand the world. Doing what’s never been done before takes vision, innovation, and the world’s best talent. As an NVIDIAN, you’ll be immersed in a diverse, supportive environment where everyone is inspired to do their best work.

We are looking for an experienced and strategic Senior Human Resources Business Partner (Sr. HRBP) to offer senior HR counsel to our Global Hardware Engineering team in a dynamic and cooperative workplace. As a trusted consultant, we need someone who thrives on crafting bold people strategies and guiding senior leaders. You will work with our leaders to develop and advance plans for staffing, onboarding, development, empowerment, retention, and work prioritization. This position requires daily onsite presence in Santa Clara, CA.

What You’ll Be Doing:

At NVIDIA, we believe great HR leadership drives great business outcomes. In this role, you will:

• Work alongside our senior leadership to offer counsel on challenging HR topics, organizational frameworks, and talent strategy.
• Lead our compensation strategy including salary planning, approval of salary actions, relocations, promotions, and job re-leveling across our global organization.
• Examine and communicate data from engagement surveys and collaborate on action planning with our senior leaders, HRBPs, and Regional HR Teams.
• Guide and resolve complex workplace concerns, leading our leaders through performance management and making strategic decisions on blocking issues.
• Lead our HR metrics and analytics strategy, advising business unit leaders on goals and driving automation and reporting innovation with the HR Reporting team.
• Lead the development and launch of NVIDIA global HR programs, serving as a key architect and collaborator.

What We Need to See:

We are looking for someone who brings:

• Bachelor’s/Master’s Degree in Human Resources Management, related field, or equivalent experience.
• 12+ years of progressive Human Resources experience, with significant time as a senior client-facing HRBP.
• Proven ability to work alongside senior leaders to drive our organizational and people strategy forward.
• Demonstrated analytical expertise in HR data, capable of translating insights into recommendations for senior management.
• Proficiency in Microsoft Office and Workday/HRIS systems, with advanced knowledge in Excel.
• Deep knowledge and experience in compensation strategies and practices across complex global organizations.
• Expertise in organization assessment, planning, and development; demonstrated experience leading organizational change initiatives.
• Advanced expertise in 4 or more of the following areas: immigration, recruiting, learning & development, performance management, compensation, mobility.
• Strong program and project management expertise recognized for achieving results and addressing complex, critical issues.

Ways to Stand Out from the Crowd:

We’d love to see candidates who also bring:

• Demonstrated ability to build and sustain solid relationships with executives and across diverse international client teams.
• Strong analytical and strategic problem-solving capabilities paired with enthusiasm for data reliability and continual advancement.
• Outstanding verbal and written communication skills: concise, articulate, and confident in executive settings.
• Agile and decisive, capable of managing several high-priority and competing projects at the same time.

Your base salary will be determined based on your location, experience, and the pay of employees in similar positions. The base salary range is 144,000 USD - 230,000 USD for Level 4, and 184,000 USD - 299,000 USD for Level 5.

You will also be eligible for equity and benefits.

Meet Upside:

We created Upside to transform brick-and-mortar commerce. Our technology uses the sophistication of online retail—profit measurement, attribution, and incrementality—to provide users with more value on their everyday purchases and brick-and-mortar businesses with new, profitable customers. We’ve helped millions of users earn 2 to 3 times more cashback than any other product, and hundreds of thousands of brick-and-mortar businesses earn measurable profit. Billions of dollars in commerce run through the Upside platform every year, and that value goes directly back to our retailer partners, the consumers they serve, and important sustainability initiatives.

The Impact You'll Make:

As a Senior HR Business Partner at Upside, you will support multiple client groups and partner closely with people managers to drive strong employee experiences and business outcomes. You will focus on manager-level and team-level partnership while contributing to broader People & Workplace initiatives that help Upside scale. This role is ideal for someone who enjoys being hands-on, thrives in a fast-paced environment, and wants to grow their impact as a strategic people partner.

What you’ll do

• Partner with people managers across multiple client groups, such as Engineering and Retail Go-To-Market, to support day-to-day people needs and deliver consistent, high-quality HR support.
• Provide coaching and guidance to managers on performance management, employee development, engagement, and team efficiency.
• Support and implement people programs and processes, including performance reviews, talent discussions, and employee development initiatives.
• Analyze people data and trends to find opportunities and recommend practical, actionable solutions.
• Serve as a trusted point of contact for employees, encouraging open communication and reinforcing Upside’s culture and core values.
• Manage employee relations matters with fairness, discretion, and partnership with senior HR leaders as appropriate.
• Support organizational change initiatives and evolving team needs in a scaling company.
• Partner cross-functionally within the People & Workplace team to deploy programs, policies, and tools.
• Escalate and collaborate with the Sr. Principal HRBP on complex or sensitive matters involving senior leaders or broader organizational impact.
• Contribute to building and maintaining a respectful, inclusive, and safe work environment.

Competencies You'll Need:

• Bachelor’s degree in Human Resources, Business Administration, or a related field, or equivalent practical experience.
• 5+ years of experience in an HR Business Partner role in a fast-paced, high-growth environment.
• Experience supporting Engineering and/or Sales teams as an HRBP.
• Working knowledge of employment laws and HR best practices, with the ability to apply them thoughtfully and consistently.
• Experience supporting people managers and employees across a variety of teams or functions.
• Strong organizational skills and the ability to manage multiple priorities independently.
• Comfort operating in ambiguity and adapting as business needs evolve.
• Ability to balance empathy with sound judgment and discretion.
• Strong communication and relationship-building skills across all levels of the organization.
• A hands-on mentality with a bias for action and continuous improvement.
• Willingness to travel occasionally, as needed.

Location:

This hybrid role is based in our New York City office in the Flatiron District. In-office attendance is required on Monday, Tuesday, and Thursday, and may increase based on project-based needs and changes to Upside’s in-office policy over time.

Compensation:

The U.S. base salary range for this full-time position is $140,000 - $160,000 + equity + benefits. The final starting pay will be determined based on job-related skills, experience, qualifications, work location, and market conditions. Your recruiter can share more about the specific salary range during the hiring process.

Benefits:

• Medical, dental, and vision coverage starting on Day 1
• Equity (ISOs)
• 401(k) program
• Family planning programs + paid parental leave
• Physical fitness and wellness memberships
• Emotional and mental health support programs
• Unlimited PTO + 10 paid federal holidays + our annual, week-long Winter Break
• Flexible work environment
• Lunch reimbursement for in-office employees
• Employee Resource Groups
• Learning and Development stipend
• Transparent culture

Who We Are

Notion is the collaborative AI workspace where teams and agents think together. We're building one place where your knowledge, projects, meetings, and AI tools live side by side, so work is faster, clearer, and less fragmented. Millions of individuals, small teams, and large companies run their work on Notion.

Notinos (our employees) are customer zero in bringing this future of work to life. We care about craft, building things that last, and the belief that great work is still fundamentally human. Our goal isn’t to ship the next feature. Each and every team of Notinos is working to set the standard for how humans work together in the AI era. From building a business’s system of record to making and managing AI agents to automating away the busy work, we care deeply about giving our customers more time for their life’s work.

About the Role:

What if the busy work just got out of the way?

Behind every great employee experience is a quiet system: the onboarding that feels effortless, the leave handled with care, the paycheck that's right the first time. It's craft most people never see, and we think it deserves the same care we put into the product. We want People Ops that feels like a great mechanical watch: you never think about it, and it's never wrong.

Imagine the first day at a company where every laptop, login, and handshake worked on the first try. That's the bar.

We're looking for a Head of People Operations to lead that work. You'll shape the strategy across People Operations and Total Rewards operations, making everyday work simpler, more reliable, and increasingly agent-enabled.

This is a player-coach role. You'll develop the team, set direction, and stay hands-on, especially as you learn Notion. You'll combine operational craft with thoughtful automation, keeping care and human judgment at the center of every sensitive decision.

This role is based in San Francisco, CA. We work from our offices on Mondays, Tuesdays and Thursdays (our Anchor Days) because we do our best thinking and building together in person. We’re looking for someone who’s excited to work alongside the team during those days.

What You'll Achieve:

• Be customer zero for AI-enabled operations. Prototype and scale agents on real workflows, with trusted data, the right access, and human review built in. (Yes, we run our own People Ops on Notion. Yes, it's a little meta.)
• Build the experience behind the experience. Every hire, change, leave, and farewell runs through the systems you design.
• Lead a team that wears many hats. You'll coach, set the roadmap, and still get your hands dirty. No boredom guaranteed.
• Join at a moment of growth. Notion is scaling, and there's a real green field to build something simple and lasting.
• Work across the whole company. Partner with People, Finance, Payroll, Legal, IT, and BizTech to make handoffs smooth and change stick.
• Put agents to work, thoughtfully. Test and scale useful workflows with validation and human review. (Automate the busy work, never the judgment.)
• Lead the team and set the roadmap. Clear ownership, clear priorities, and room for people to grow.
• Build reliable lifecycle workflows. Onboarding, employee changes, leaves, and offboarding, with clear intake, service standards, and escalation paths.
• Run Total Rewards operations. Own routine compensation and benefits operations, from cycle readiness and data changes to Payroll handoffs, with accuracy and good judgment on exceptions.
• Measure what matters. Use service, quality, and adoption data to keep improving, with data integrity and audit readiness built in.
• Make change stick. Align partners across the company and drive adoption.

Skills You'll Need to Bring:

• You've led a People Operations team in a shared services model and built scalable processes in a growing company, while staying hands-on.
• You've built People programs and operational processes from the ground up.
• You know compensation administration and benefits well, with sound judgment on approvals and exceptions.
• You design great systems and processes across HRIS, case management, and lifecycle workflows. (Workday and global experience are a plus.)
• You've used AI and automation to improve real work, with privacy, quality, and oversight in mind.
• You communicate clearly, hold strong beliefs loosely, and lead people through change with kindness and directness.

Notion is committed to providing highly competitive cash compensation, equity, and benefits. The compensation offered for this role will be based on multiple factors such as location, the role’s scope and complexity, and the candidate’s experience and expertise, and may vary from the range provided below. For roles based in San Francisco, the estimated base salary range for this role is $270,000 - $310,000 per year.

A Note on AI

You don’t need deep AI expertise for every role, but we do expect every Notino to be intellectually curious, drawn to tinkering and discovery, and excited to use AI as a real collaborator in their work. For some roles, AI fluency is a core requirement — when that’s the case, we'll say so explicitly in the qualifications. People who thrive here don’t treat AI as a novelty. They use it to think better, and make their work easier for others to build on.

As the largest jewellery brand in the world, we a give a voice to millions of people’s loves every day. Our beautiful products empower people all around the world to express themselves. We are proud to be part of their stories and the most important moments in their lives.

Where original thinking is welcomed, and can turn into positive impact in a heartbeat, we can dream big, dare to act, and deliver with care and passion. At Pandora where you can each craft far more than just an incredible career.

About the Team:

Our People Technology & Analytics Team is part of our HR Operations Team, responsible for data integrity, security, system testing, report writing and adherence to the Pandora North America corporate structure in SuccessFactors and UltiPro. In partnership with the Global People Technology team, this role is responsible for evaluating, designing and implementing procedures to ensure HR data is accurate and reportable, enabling strategic business outcomes.

This role will be responsible for serving as a subject matter expert (SME) for several solution platforms supporting the overall HR and business strategy, including but not limited to SuccessFactors and UKG. Whilst this role will not be responsible for technical configurations of our global platforms, they will partner closely with our global technical teams on process improvement, technical capabilities, gap analysis and opportunities to enhance/redesign current ways of working and functionality.

The People Technology & Analytics will act as a business partner on system compliance in coordination with local regulations and serves as a technical advisor to key stakeholders including but not limited to HR - Performance & Reward, Payroll, HR Business Partners and People Experience.

Your Role as a Manager, HRIS:

• Directs and oversees the day-to-day technical operations of Human Resource systems (SuccessFactors, UltiPro, etc) for Pandora North America
• Develops and mentors team members in the performance of their duties, establishing work priorities, cross training, building capabilities and in achieving management objectives
• Ensures data integrity, security, adherence to the Pandora North America corporate structure in SuccessFactors and UltiPro
• Manages and generates reports/queries, which includes writing, maintaining, and supporting a variety of ad-hoc and routine reports utilizing Cognos Analytics, SuccessFactors reporting and MS Excel. Helps maintain data integrity in systems by running queries and analyzing data.
• Partners with the Global People Technology team overseeing related projects and process improvement initiatives to maximize our systems capabilities through automation and efficiency.
• Designs and implements procedures to ensure HR data is accurate and reportable. Performs system maintenance, which includes reviewing, testing and implementation of upgrades, and documenting/training business on new functionality.
• Advises business partners on system compliance in coordination with local regulations
• Strategically provides continuous improvements to the HR Data processes by analyzing new functionality for maximum use and relevance for Pandora North America
• Partners with key stakeholders to develop and implement technology solutions to meet the day-to-day needs of the business. Identifies and understands complex system issues, recommends solutions, and takes the appropriate course of action to best support the business.
• Manages and participates in internal and external audit requests
• Manages the development and administration of vendor data integrations
• Maintains Human Resources information confidentiality
• Clean, transform, and validate system data to ensure accuracy, consistency, and integrity across all HR data sets.
• Use quantitative analysis techniques to identify trends, correlations, and insights related to HR metrics and KPIs.
• Conduct statistical analyses and predictive modeling to support HR initiatives and identify emerging risks or opportunities
• Provide data-driven insights and recommendations to support strategic decision-making and guide HR programs.

Craft your career with us if you have:

• Bachelor's degree in technical discipline is preferred
• 8+ years’ experience in HRIS administration and configuration with 4+ years of people management preferred.
• Strong communication skills with the ability to influence and persuade stakeholders
• Ability to manage multiple projects in highly matrixed organizations, often with competing priorities.
• Previous experience with payroll systems preferably Ultimate Kronos Group (UKG) – UltiPro
• Previous experience with Workforce Management Systems preferably Ceridian Day Force
• Previous experience with SAP SuccessFactors with a strong technical capability on system functionality
• Demonstrate strong troubleshooting, analytical and technical ability.
• Excellent attention to detail
• Strong analytical capability
• Strong understanding of HR processes, metrics, KPIs, and their application in workforce insights.
• Proficiency with data analysis tools and languages, such as Excel, SQL, Python, or R.
• Experience using data visualization platforms like Power BI, Tableau, or similar tools to build dashboards and reports.
• Familiarity with HRIS systems, including understanding of data structures, data extraction, and data governance concepts.
• Ability to diagnose and resolve data integration issues, such as mismatches, missing fields, or failed data syncs (in partnership with HRIS/IT).

Benefits & Perks

At Pandora, we dare to invest in our people, care for their well-being, support their growth, and empower them to thrive both personally and professionally. Our comprehensive rewards package includes competitive pay, health and wellness benefits, retirement savings, learning and development opportunities, employee discounts, and paid time off.

New York Salary: $131,000 - $162,000 commensurate on experience

About Pandora:

Pandora is the world's largest jewellery brand, specialising in the design, crafting and marketing of accessible luxury jewellery made from high-quality materials. Each piece is created to inspire self-expression, allowing people to share their stories and passions through meaningful jewellery. Pandora jewellery is sold in more than 100 countries through 7,000 points of sale, including more than 2,800 concept stores.

Headquartered in Copenhagen, Denmark, Pandora employs around 39,000 people worldwide and crafts its jewellery with 100% recycled silver and gold. Pandora is committed to leadership in sustainability and has set out to halve greenhouse gas emissions across its value chain by 2030. Pandora is listed on the Nasdaq Copenhagen stock exchange and generated revenue of DKK 32.5 billion (EUR 4.4 billion) in 2025.

About Pandora NAM:

The Pandora North America team in the USA & Canada consists of more than 115 employees working at our offices in New York & Baltimore, more than 80 in our Logistics Center in Columbia, Maryland, an additional 100 in field positions, and more than 3,900 in our owned and operated stores.

Today, the USA is Pandora’s single largest market. The Pandora North American region as a whole encompasses over 1,400 points of sale, including over 420 concept stores, with more than 300 being owned and operated by Pandora.

Provides broad-based support for the development, implementation and administration of HR programs and policies. Provides consulting services to general management on a variety of issues related to HR including employment, recruiting, employee relations, HR programs and policies.

Essential Duties

• Management responsibilities include, but are not limited to hiring, terminations, coaching, skills development, recognition and rewards, performance management, and staff productivity.
• Plans, organizes, staffs, directs and controls the day-to-day operations of the department; develops and implements policies and programs as necessary.
• Conducts meetings with the appropriate personnel to address any HR issues or employee relations concerns; encourages feedback and develops action plan if needed.
• Consults and advises management on more complex issues including disciplinary action, performance improvement and reorganization that may result in personnel displacement or employee relations concerns, policy exceptions, and succession planning.
• Formulates all HR programs, policies, and procedures and determines the most effective methods of disseminating this information to the work force.
• Ensures compliance with all employment laws, regulations, and FedEx policies, procedures, and processes.
• Performs other duties as assigned.

Minimal Education

Bachelor’s Degree/equivalent in Human Resources, Business, Communications, Liberal Arts, or related discipline required.

Minimum Experience

Five (5) years related experience. A related advanced degree may offset experience requirement.

Knowledge, Skills, and Abilities

Strong analytical, quantitative, and PC software skills required.

Strong verbal and written communication skills, as well as strong interpersonal, coaching, consulting, and process and project management skills.

Frequent travel may be required.

Pay: 8,896.99 - 15,124.88 USD Monthly, 9786.68 - 16,637.36 USD Monthly

Additional Details: This position could domicile in any position in the Upstate NY district

Your Dreams, Our Future.

Join the dynamic and diverse team at Shiseido Americas, a subsidiary of the world-renowned Shiseido Company Limited. Be a part of a portfolio of prestige beauty brands which includes Clé de Peau Beauté, Drunk Elephant, Dr. Dennis Gross Skincare, NARS, SHISEIDO and several prestige fragrance brands including Issey Miyake, Narciso Rodriguez and Tory Burch. At Shiseido Americas we value and celebrate human diversity, with a rich tapestry of employees from all backgrounds and experiences.

Headquartered in New York City with US offices and facilities located in New Jersey, Ohio, Texas and Florida, Shiseido Americas employs over 2,000 individuals in the US, Canada, and Latin America. Shiseido Americas is a hub of talent and innovation. Be inspired by the array of skills, knowledge, and integrity of your colleagues, and join our driving force as Shiseido continues its pursuit of beauty innovations for a better world.

At Shiseido Americas, we focus on our people. We strive to foster a collaborative workplace culture where creative thinking, inclusivity and unique diverse perspectives are celebrated in order to drive success for both our employees and the company as a whole. By prioritizing our team and promoting an open-minded environment, we push the boundaries of what's possible and bring new ideas to life.

The Senior Manager, HRBP serves as both a strategic partner to Plant Management and an employee advocate, aligning people strategies with business priorities while providing guidance and support across HR-related matters. This role partners closely with Manufacturing Plant leadership to understand operational needs, workforce priorities, and organizational opportunities, translating those insights into practical HR solutions that support business performance, employee engagement, and leadership effectiveness. The Senior Manager manages one direct report and is responsible for administering and enabling human resources programs and initiatives across assigned business groups, including employee relations, organizational development, recruitment administration, leave management, talent development, engagement, performance management, and workforce planning. The role also collaborates with HR business partners across the organization to ensure a consistent, cohesive approach to people strategies, workforce initiatives, and employee experience.

As part of the HR Team, the Senior Manager works closely with the Executive Director, HR Pillars (People Services, Talent Acquisition, Talent Development), Corporate Communications, and other cross-functional partners to support a people-first culture that reinforces One Shiseido, business goals, and enterprise-wide employee engagement priorities.

Primary Duties & Responsibilities:

• Lead and support core people processes, including performance management, learning and development, talent review, talent development, recruitment, leave management, and initiatives that foster diversity, equity, inclusion, empathy, and engagement.
• Drive comprehensive HR generalist support for approximately 350 employees across three shifts in a 24-hour, five-day-a-week operation.
• Serve as a trusted advisor to employees and people managers by providing guidance, coaching, and support on employee relations matters, HR policies, employment practices, and applicable employment laws.
• Build and develop meaningful relationships with the Department Heads and teams that are part of client groups across assigned divisions. Provide advice and counsel to Department Heads using HR Pillars and/or Legal to guide toward outcomes that protect the organization and drive for optimized results.
• Partner strategically with Site Leaders to understand business priorities, organizational opportunities, and workforce needs; translate these insights into people strategies that enable business performance, strengthen leadership capability, and support long-term operational goals.
• Support assigned business units by using data, organizational knowledge, and understanding of workforce priorities to identify people-related opportunities, recommend practical solutions, and help leaders deliver business results.
• Oversee HR administration that supports business operations, including onboarding, organization charts, service anniversaries, dashboards, exits, exit tracking, temporary labor tracking, safety points, quality training, legal compliance, expatriate support, and other needs as they arise. Administer termination processes, including conducting and analyzing exit interviews and coordinating with relevant departments to ensure proper completion of all exit activities.
• Prepare analytical reports as required by the business, and/or ED HR. Use reasoning, facts and experience to craft a story behind the data which will drive decision making by the leaders in the business and/or HR. Utilize all tools and resources available to support fact finding and data analytics.
• Monitor turnover and develop strategies to maintain/enhance morale/engagement and retention. Partner with the business areas to identify employee training needs and implement solutions.
• Collaborate with the local Employee Engagement committee/community and the Operations Culture Committee to identify synergies, align engagement priorities, and support cohesive approaches to employee experience across Operations.
• Partner with Business Leader(s) to analyze Global Employee Engagement Survey results, identify key themes and opportunities, and track action plans to ensure follow-through and measurable progress.
• Work closely with Talent Acquisition and Business Unit Hiring Managers on Recruitment for positions handled by Corporate. Oversee local-recruiter for all recruitment functionality for hourly positions at SAI. Harmonize tracking and SOPs to corporate methodology. Own and deliver on local KPIs for recruitment standards.
• Actively manage core HR programs, including but not limited to; Interns, Town Halls, Camellia Day, Open Enrollment, Talent Management (TMR), The Shiseido Way, New Hire Orientation, Manager/Supervisor Training.
• Be a culture champion and work closely with Lean Six Sigma and other HRBPS across Operations.
• Develop, update, and maintain HR Policies and procedures as necessary, ensuring compliance with relevant legislation and best practices. Work closely with EHS&S, Quality and legal, as necessary to ensure compliance to meet GMP and FTZ requirements.
• Handle any presentation as requested or required to demonstrate business proposal. Present to HR and/or Business Leaders on business proposals, HR plans and/or procedures.
• Stay abreast of external trends and research relevant to HR and talent management. Bring ideas to the table and share across Operations HRBP and/or to line management.
• Ad hoc projects as necessary

Working Relationships/Key Stakeholders:

• Assigned Client Groups, Site Leaders, HR Pillars, Corporate Communications, Finance, Legal, Talent Acquisition, Talent Development, People Services, EHS&S, Quality, and Operations/Supply Chain leadership

Financial Accountability

• Monitoring and partnering (alongside HRBP & Finance) to ensure adherence to budget commitments in so far as open roles, personal T&E, Employee Engagement budgets.

Qualifications & Competencies:

• College degree or equivalent years of work experience required. Advanced degree and/or equivalent Human Resources certification preferred.
• 5+ years of HR Business Partner experience, with at least 3 years in a Manufacturing, Distribution, Logistics or related environment – CPG highly preferred.
• Spanish language – highly preferred.
• Must be able to work on-site; often 5 days a week as needed to support the business and shifts. Flexibility to work remotely.
• Proven HR professional who can grasp details quickly and be hands on in execution and strategy.
• Must possess a broad, general knowledge of laws and regulations related to areas of responsibility.
• Must be able to move with agility from being administrative to strategic, from operational & tactical to future focused, from emergency responder to long-term planner, from employee advocate to change champion.
• The ability to influence and direct regardless of reporting relationships.
• Must have impeccable integrity, a forthright approach, and a willingness to exchange open and candid feedback to improve leadership and ensure business success.
• Demonstrated ability to use data analytics to drive business decisions and to make sound decisions based on factual data.
• Proficiency using Advanced Excel with the ability to produce graphs, charts, and tables, use spreadsheets efficiently, perform calculations, V-look up and Pivot tables. Also, must be proficient in Microsoft Word and PowerPoint.
• Experience using Success Factors is highly desired.
• Excellent listening, verbal, and written skills with the ability to work across various functions and levels.

What We Can Offer You

At Shiseido Americas, our pride extends beyond our rich legacy to our passionate and talented team that brings it to life every day. We recognize that without our people, innovation would not be possible. That's why we go above and beyond with our comprehensive benefits program to recognize our employees.

• Medical, Dental, & Vision Insurance
• Life and Disability Insurance
• Paid Time Off
• Paid Volunteer Days
• Paid Company Holidays
• Paid Parental Leave
• 401K with 6% Company Match
• Talent Development & Learning Programs
• Internal & International Mobility
• Product Discounts & Annual Gratis
• Employee Led Affinity Groups
• Tuition Reimbursement

Salary: $109,920 - $151,140/ year

ABOUT QUINCE

Quince is a destination for builders, creators, innovators, and operators who want to come together and challenge the status quo. Our mission is simple: make really high quality essentials for really low prices, fairly and sustainably. We deliver on that mission through a unique manufacturer-to-consumer (M2C) model eliminating the layers of traditional retail that add cost and result in consumers paying more than they need to. We find, build relationships with, and work directly with the manufacturing partners behind some of the world’s finest products. From there, our teams design smart, efficient operational processes and build and deploy proprietary technology, AI, and analytics to help us scale fast.

What began with a small assortment of elevated basics has quickly grown into a cross-category brand spanning apparel, accessories, home goods, and more. Today, tens of millions of people across a growing number of countries come – and return – to Quince because they trust us to deliver.

OUR CULTURE

Quince is a culture built for builders by builders. Our way of working starts with a blank sheet of paper. We question conventional thinking, use technology and data to uncover new opportunities, and move quickly to turn ideas into reality. We aren’t interested in replicating how others do retail. We’re building a better way – at a speed and scale unlike anything that’s been done before.

• We dream big and chase the hard problems others shy away from. Rejecting long-held assumptions is part of our company's DNA. Where conventional wisdom says you have to choose – soft or durable, speed or rigor, quality or price – we ask why that trade-off has to exist in the first place.
• Our pace is fast and the bar is high because our customers expect a lot from us and we refuse to let them down. We believe the best results come from challenging ourselves, learning from one another, and building on each other's strengths.
• Here, responsibility is not determined by role, tenure, or seniority. Every team member - no matter their level - has the opportunity to drive our business and shape our trajectory.

If you’re someone who likes to imagine new possibilities and build better systems rather than plug-in to outdated ones, Quince is the place for you.

THE ROLE

Senior Human Resources Manager

As our Senior HR Manager, you'll lead HR for our warehouse facility, supporting a warehouse (starting around 250, growing up to 450 this year) hourly, temp, and full-time employees. You'll own strategy and execution, driving workforce planning, employee relations, compliance, and hourly engagement while handling hands-on HR needs. This is an onsite role, embedded in the daily rhythm of the facility with a deep focus on safety, performance, and operational partnership. You will report to the Director, People – North America.

RESPONSIBILITIES

• Serve as the onsite HR lead and business partner to warehouse leadership
• Own employee relations, compliance, and investigations as they relate to on-site staff
• Partner on workforce planning, staffing models, and shift-based org design
• Support onsite leadership in designing and executing performance incentives, org design, and enabling functions that support the team
• Translate Quince-wide onboarding, offboarding, and training norms for frontline teams
• Ensure compliance with local, state, and federal labor laws, including OSHA and wage/hour regulations
• Drive engagement, retention, and recognition programs tailored to hourly teams
• Analyze trends and use data to inform action on turnover, absenteeism, and performance

REQUIREMENTS

• 6-10+ years in an HR Manager or HRBP role, with experience supporting a warehouse operations function onsite
• 2+ years HR experience in a distribution center or manufacturing environment
• Strong understanding of labor law, compliance, and relevant workforce dynamics
• Proven track record managing ER, investigations, and frontline performance issues
• Hands-on and proactive, comfortable balancing day-to-day HR operations with strategic planning
• Clear communicator with the ability to influence frontline leaders and build trust across shifts
• Bilingual (English/Spanish) a plus

PHYSICAL REQUIREMENTS:

• Lifting up to 25 pounds
• Standing and walking throughout the entirety of your shift
• Bending, twisting, or kneeling may be required throughout the day for lifting or maneuvering objects

Pay Range: $125,800 - $130,641

All posted ranges are reflective of base salary and may vary depending upon experience level and location. Bonus and equity may also be provided for eligible roles.

WHY QUINCE?

Joining Quince means being part of a mission-driven team reshaping retail. You will work alongside talented colleagues, tackle meaningful challenges, and contribute to building a more sustainable, accessible future for customers and partners alike.

At Lilly, the work is demanding because patients are waiting. We unite caring with discovery to help make life better for people around the world, knowing that every decision, every detail, and every day matters. Headquartered in Indianapolis, Indiana, our over 50,000 employees around the globe take on complex challenges to discover and deliver life-changing medicines, strengthen how health is understood and managed, and support the communities we serve. This is hard, urgent, selfless work—but it’s work worth doing. If you’re driven by purpose and ready to bring your best to work that truly matters for patients, we invite you to join us.

RESPONSIBILITIES

Lilly now understands its work at the task level. That understanding is only worth what someone does with it.

This role does something with it. It looks at how work is actually built and sees what becomes possible: a process that could run in a third of the steps, a decision that no longer needs a meeting, a question an HR Business Partner could answer in a minute instead of a month. Then it designs and delivers the thing that makes it real.

This is solution design, not reporting. It is closer to product than to analysis. The person in this role thinks in workflows, sees where technology can carry the load, and is one of the strongest voices in HR for what AI and automation can genuinely do.

Much of this work happens in white space. There is no established process to inherit and no finished answer to copy. The right approach is iterative: build a rough version, put it in front of real users, learn what was wrong, and improve it. Progress here comes from shipping something small and getting better fast, not from waiting for a complete plan.

Design solutions that create speed

• Design solutions that convert Lilly's understanding of work into speed for the business, moving from what the data makes possible to a working tool, workflow, or process.
• Map processes end to end, find where the friction actually sits, and design the workflow that removes it.
• Identify what internal customers across functions and geographies actually need, and develop solutions that meet it rather than solutions that are convenient to build.

Redesign how work gets done

• Lead work redesign efforts with functions and HR partners, rebuilding how work is composed so capacity is created where the business needs it most.
• Understand how the work data is constructed, including tasks, skills, and job structures, so every solution is built on the real architecture rather than on assumptions about it.

Build with technology partners

• Partner closely with Tech at Lilly and HR Technology to build and integrate enabling tools, translating business need into technical requirement and back again.
• Work with external technology partners on the solutions they deliver, holding them to what was agreed and feeding real user experience back into their roadmap.

Enable the business and HR to act

• Enable business leaders, Strategic Business Partners, and HR Business Partners to act on their own, through education, upskilling, and tools they can use confidently without help.
• Advocate for artificial intelligence and automation across the HR organization, making the credible case, running the pilots, and showing the result.

Deliver iteratively

• Work iteratively, releasing early versions to real users, learning from how they are actually used, and improving from there.
• Lead projects with real complexity and risk, anticipating and resolving the operational and technical problems that would otherwise stall them.

Basic Qualifications

• Bachelor's degree
• Minimum of 3 years of experience in Human Resources
• Qualified applicants must be authorized to work in the United States on a full-time basis. Lilly will not provide support for or sponsor work authorization or visas for this role, including but not limited to F-1 CPT, F-1 OPT, F-1 STEM OPT, J-1, H-1B, TN, O-1, E-3, H-1B1, or L-1

Preferences

• Experience designing processes, workflows, or digital solutions from the ground up
• Working familiarity with Workday and other HR platforms, and comfort learning new tools quickly
• Practical understanding of where AI and automation create value and where they do not
• Strong facilitation and teaching ability, with a track record of building capability in others
• Ability to translate fluently between business, HR, and technical audiences
• Exposure to work design, organizational design, or transformation programs
• Comfort working in white space, where the problem is not yet defined and the path has to be invented
• An iterative mindset, with a preference for testing a rough version over perfecting a plan
• Experience partnering with technology organizations and external vendors on delivery

Our employee resource groups (ERGs) offer strong support networks for their members and are open to all employees. Our current groups include: Africa, Middle East, Central Asia (AMECA), Black Employees at Lilly (BE@Lilly), Chinese Culture Network (CCN), EnAble, Evolve, Lilly Indian Network (LIN), Organization of Latinx at Lilly (OLA), Pride (LGBTQ+ Allies), Veterans Leadership Network (VLN) and Women’s Initiative for Leading at Lilly (WILL).

Actual compensation will depend on a candidate’s education, experience, skills, and geographic location. The anticipated wage for this position is

$132,000 - $193,600

Full-time equivalent employees also will be eligible for a company bonus (depending, in part, on company and individual performance). In addition, Lilly offers a comprehensive benefit program to eligible employees, including eligibility to participate in a company-sponsored 401(k); pension; vacation benefits; eligibility for medical, dental, vision and prescription drug benefits; flexible benefits (e.g., healthcare and/or dependent day care flexible spending accounts); life insurance and death benefits; certain time off and leave of absence benefits; and well-being benefits (e.g., employee assistance program, fitness benefits, and employee clubs and activities).

Are you interested in joining a team of best-in-class HR consulting leaders who enable game-changing business results by providing programs and solutions that unleash greatness in our associates? Here at Capital One you have the opportunity to work in an environment in which the business truly values the strategic HR partnership. If you have a passion for shaping the overall people strategy for the business and want to be part of a winning team, then look no further!

The Channels HR Business Partner team is looking for a Senior Manager, HRBP to work with internal clients to deliver on people initiatives and talent strategy. The ideal candidate will exhibit strong relationship building, influencing, communication, and problem solving skills; who thrives in a fast paced, collaborative, and values-oriented team.

We are looking for someone who has proven ability to:

• Provide strategic HR business partnership to one or more business groups
• Oversee and deliver HR solutions to the business, including: people strategy, performance and talent management, culture and belonging, engagement and retention, organizational efficiency, workforce planning, and succession management
• Partner with the HR leadership team on planning and delivering HR solutions to the business
• Operate as a trusted advisor to our HR Centres of Excellence serving as the expert on people and organizational issues
• Navigate a fast-paced environment with significant change; leveraging effective HR processes to enable the organization to innovate and grow

Your Responsibilities:

Embedded within the senior leadership team of one or more lines of business, HRBPs are accountable for leading and delivering strategic talent initiatives, including:

• Strategic workforce planning, including succession planning
• Proactive recruitment and retention strategies
• Organizational design and development
• Employment risk management, including employee relations strategies
• Data and trend analysis to incorporate within strategic decisions and talent plans
• Foundational Diversity, Inclusion and Belonging (DIB) practices
• Partner with Employee Relations, DIB, Learning & Development, Talent Acquisition, HR Operations, Compensation, People Analytics and Enterprise HR to develop solutions which attract, retain, and motivate world class talent
• Provide coaching to our leaders and advice on key areas such as leadership, teamwork, organizational design, strategy, etc.
• Create and support business outcomes with HR programs, initiatives and strategies leading to a market competitive advantage
• Develop data-driven, innovative and creative solutions with a willingness to push and challenge for transformative work
• Lead Card Channels-wide HR project work, partnering with peers within Channels and across the Card organization

Basic Qualifications:

• High School Diploma, GED, or equivalent certification
• At least 5 years of client facing experience OR at least 5 years of consulting experience OR a combination

Preferred Qualifications:

• Bachelor’s Degree or military experience
• MBA or Master’s degree
• Professional Human Resources Certification or Senior Professional Human Resources certification or coaching certification
• 7+ years of client facing experience or 7+ years of consulting experience or a combination
• 6+ years of experience in in Human Resources or Human Capital Consulting

At this time, Capital One will not sponsor a new applicant for employment authorization for this position.

Compensation

Richmond, VA: $161,500 - $184,300 for Sr. Manager, HR Business Partner

Candidates hired to work in other locations will be subject to the pay range associated with that location. This role is also eligible to earn performance based incentive compensation, which may include cash bonus(es) and/or long term incentives (LTI).

Capital One offers a comprehensive, competitive, and inclusive set of health, financial and other benefits that support your total well-being.

Our vision for the People function:

In the communities where we work, the Center builds things deliberately. We learn from the people most affected what is needed, build it with them, measure whether it is working, and give it time to take hold. Our vision is a People function that works the same way inside the organization, treating the Center’s work with its own staff with the rigor, partnership, and respect we bring to the communities we serve.

We are looking for a leader who shares this vision. HR expertise matters a great deal in this role, but it will not be enough on its own. The person we hire will succeed here only if they believe the People function should work this way, and want to build it alongside the staff and leaders who have already begun.

The Position:

The Center seeks a mission-driven Vice President of People to bring this vision to life. This leader will be responsible for shaping and executing a forward-looking strategy and roadmap for the People function while ensuring strong day-to-day operations.

The Vice President reports to the Managing Director, Enterprise Strategy and People, and the two work closely together on people strategy and policy. The Vice President leads the People function and makes the day-to-day decisions within it.

This role is ideal for an experienced HR leader, whose path may also run through labor relations, operations or program leadership, and who combines operational discipline with a passion for building a People function that reflects and embodies the Center’s values.

You will also work closely with the General Counsel and Deputy General Counsel, with Finance and Business Operations, with Technology, and with the leadership of our three program divisions.

Key responsibilities:

Leading and developing the People team

• Lead the Employee Relations, HR Operations, and People Experience & Development teams through their three directors, setting shared direction and priorities across the function.
• Assess the function’s structure, staffing and roles against its workload, and clarify ownership and hand-offs across the three teams.
• Hold regular supervision and growth conversations with direct reports, lead the function’s performance review process, and build visible development pathways and learning opportunities for People staff.

Service delivery and operations

• Oversee reliable day-to-day delivery across the employee lifecycle — recruitment and onboarding, benefits, leave and accommodation, promotions and separations — for roughly 900 staff at about forty sites.
• Oversee benefits administration, HR systems and vendor relationships — roughly $16.5 million in annual spend — within the approved budget.
• Partner with Finance on payroll and with Technology on HR systems and people data.
• Ensure changes to People processes and policies are communicated thoughtfully and intentionally, with the reasoning and advance notice to those affected.

People strategy and infrastructure

• Bring the Center’s own way of working to its people practices: learn what staff need, design solutions with them, test and measure what is built, and give what works time to take hold.
• Finalize the design of an organization-wide job architecture, including title consolidation and an explicit basis for crediting experience, including lived experience and non-traditional backgrounds.
• Strengthen and unify the Center’s frameworks for performance management, progressive discipline, promotion and career pathing.
• Test and evaluate approaches to how People staff partner with program sites, and bring the evidence to the executive team to inform the function’s long-term model.

Employee relations, compliance and labor partnership

• Oversee employee relations and workplace investigations so that they are fair, timely and consistent, and informed by the restorative and procedural justice principles the Center practices in its own work.
• Oversee leave and accommodation determinations.
• Ensure people practices comply with federal, state and local employment law in every jurisdiction where the Center operates, working with the General Counsel and Deputy General Counsel under an agreed escalation list.
• Support contract bargaining, administration, and a constructive partnership with the Center’s unions, working with Legal and outside labor counsel on matters touching bargaining.

Organizational leadership and partnership

• Serve as the Center’s senior-most voice on people matters, advising the Managing Director, Enterprise Strategy and People.
• Build working relationships with the leadership of the three program divisions, and spend regular time at program sites learning how the work is done.
• Lead employee listening and internal communication on people matters, and ensure the Center’s values of integrity, impact, equity, and collaboration are reflected in how it treats its own staff.

Required qualifications:

• A demonstrated commitment to the vision described above, including experience designing people practices in partnership with the staff they serve and using evidence and data to decide what to build and whether it is working.
• Broad and deep HR expertise across employee relations, leave and accommodation, compensation, compliance and HR operations at scale, including working knowledge of federal, New York State, and New York City employment law and multi-state compliance. You will lead the Center’s HR practice and be its senior-most voice on people matters.
• Experience building a function or bringing one to a new stage, rather than only running a mature one.
• Comfort operating in a partly unionized environment, including contract administration and union partnership.

Preferred qualifications — what will set you apart

• A demonstrated habit of learning an organization before changing it. The Center is unusual and place-specific, and the leaders who do well here are the ones who take that seriously.
• Genuine comfort in community settings. Much of our work happens in neighborhoods, storefronts and courthouses rather than offices, and a People function that does not go there cannot serve it.
• A record of developing the people who report to you, including growth conversations and fostering visible internal growth pathways.
• Experience leading a people function for a distributed, multi-site workforce that includes people with lived experience with the criminal legal system.
• Ten or more years of progressive experience in HR or people leadership, including senior leadership of a team or function.
• Nonprofit, public-sector or other mission-driven experience.

Position Location: New York, NY, based at 520 Eighth Avenue, with regular travel to program sites across New York City, and periodic travel to sites in other states. Our current practice is two days per week in person, with flexibility.

Compensation: The compensation range for this position is $215,000 – $230,000 and is commensurate with experience.

Benefits: The Center for Justice Innovation offers an excellent benefits package including comprehensive healthcare with a national network, free basic dental coverage, vision insurance, short-term and long-term disability, life insurance, and flexible spending accounts including commuter FSA. We prioritize mental health care for our staff and offer services like Talkspace and Ginger through our healthcare plans. We offer a 403(b) retirement plan with a two-to-one employer contribution up to 5%.

As a HR Director Transformation here at Honeywell, you will play a critical and influential role in shaping the HR strategy and driving transformation initiatives within the HR function. You will be responsible for providing strategic direction and executive leadership to ensure HR programs and practices align with the evolving business objectives, particularly focusing on transformation efforts that enhance organizational effectiveness and employee engagement.

You will report directly to our HR VP, and you’ll work out of our Houston, TX location on a hybrid work schedule.

In this role, you will impact the transformation of HR processes and culture within the organization, enabling the business to adapt and thrive in a dynamic environment. Your leadership will be key in driving change management, talent development, and fostering an inclusive and high-performance culture across the business.

Key Responsibilities

• Provide strategic direction and executive leadership to the HR transformation initiatives.
• Partner with senior leaders to understand business needs and provide strategic HR guidance and support during transformation.
• Develop and implement HR policies, processes, and programs that align with transformation goals and drive employee engagement.
• Lead and manage a team of HR professionals, providing coaching, guidance, and support to drive change.
• Ensure compliance with employment laws and regulations throughout transformation efforts.

You Must Have

• Minimum of 10+ years of experience in HR with a focus on transformation.
• Proven track record of successfully leading and managing HR teams through organizational transformation.
• Strong knowledge of HR policies, procedures, and best practices related to transformation initiatives.
• Experience in talent acquisition, employee relations, performance management, and employee development during periods of change.
• Proficiency in HRIS systems and Microsoft Office Suite to support data-driven decision making.

We Value

• Bachelor's degree in Human Resources, Business Administration, or a related field.
• Proactive and results-oriented mindset with strong organizational and time management skills.
• Ability to handle confidential and sensitive information with discretion.
• Knowledge of local employment laws and regulations.
• Experience in a manufacturing or technology industry (preferred).

The Business Unit

Honeywell Technologies Process Automation helps customers run complex industrial operations more safely, efficiently, and reliably. From automation and control systems to cybersecurity, digital solutions, and operational optimization, we enable critical industries to improve performance, reduce risk, and achieve their sustainability objectives.

Primary Purpose:

The Sr. Manager, Human Resources is a People Partner role and will serve as a trusted advisor and key partner to corporate people managers and employees, providing comprehensive HR support across the employee lifecycle for the Coach brand. As a People Partner, this role ensures consistent execution of HR strategies, programs and policies. It supports business outcomes by enabling workforce effectiveness, compliance, and employee engagement. The position is based in NYC, Hudson Yards (hybrid: 3 days/week in office, Tues–Thurs) and reports to the Director, Human Resources Business Partner.

Employee Lifecycle Management

• Serve as the first point of contact for performance management and employee relations issues, providing guidance and ensuring fair and consistent application of policies.
• Oversee day-to-day HR operations including onboarding, job changes, relocations, promotions, and exits in partnership with HR Business Partners.
• Manage execution of cyclical HR programs (e.g., engagement surveys, year-end processes)
• Partner with Total Rewards and HR Business Partners to administer compensation programs, salary adjustments, and annual merit processes.
• Collaborate with Talent Acquisition to ensure timely and effective hiring for open positions.
• Provide guidance on job descriptions, salary ranges, and internal mobility in partnership with HR Business Partners.
• Provide guidance to employees on LOA and benefits programs and assist with escalated inquiries.

Employee Relations & Support

• Provide guidance on policy interpretation, employee relations issues, and conflict resolution.
• Conduct investigations and recommend solutions for employee concerns in compliance with company policies and legal requirements. Partner with Employee Relations team for escalated issues.
• Ability to relate, influence, and coach employees at all levels in the organization
• Partner with leaders to foster a positive work environment and drive employee engagement initiatives.

Talent Management & Development

• Support performance management processes, including goal setting, quarterly snapshots, and development planning.
• Partner with Learning & Development to identify training needs and facilitate employee development programs.
• Assist in succession planning and talent review processes in partnership with HR Business Partners.
• Support cross-functional collaboration and matrixed leadership models

Organizational Development & Change Leadership

• Partner with HR Business Partners to drive organizational design efforts to align structure with strategic priorities.
• Lead change management and org effectiveness initiatives including communication planning, stakeholder engagement, and resourcing.
• Champion a high-performance, inclusive culture that supports innovation and agility

Operational Excellence

• Monitor and analyze HR metrics to inform decision-making and continuous improvement.
• Ensure accurate and timely updates in HRIS system (Workday) and maintain employee records.
• Ensure compliance with global policies and local labor regulations.
• Partner with Finance and Legal on budget planning, risk mitigation, and governance.

The accomplished individual will possess….

• Strong knowledge of employment laws and HR best practices.
• Excellent interpersonal, communication, and problem-solving skills including conflict resolution.
• Strong coaching skills.
• Ability to manage multiple priorities in a fast-paced environment and demonstrate proactive approach.
• Experience managing cross-functional projects and initiatives
• Strong analytical skills with the ability to interpret HR metrics and trends.
• Experience in change management.
• Proficiency with Microsoft platforms (Word, Excel, PowerPoint, Visio & Teams), and HR people platforms (Workday a plus)

An outstanding professional will have...

• Bachelor’s degree in Human Resources, Business Administration, or related field; HR certification (PHR/SPHR or SHRM-CP/SCP) a plus.
• 6+ years of progressive HR experience, including employee relations, performance management, and HR operations preferred.
• High levels of professionalism, judgment, and discretion
• Ability to build trust, influence stakeholders, and navigate sensitive situations effectively
• A continuous improvement mindset and adaptability in evolving organizational environment
• Knowledge of Marketing, Merchandising, Buying & Allocation, eCommerce, and/or Wholesale functions preferred.

Base Pay Range

$105,000.00-$130,000.00

Here are some of the benefits that we offer: Medical insurance, Dental insurance, Vision insurance, 401 (K), Paid Paternity and Maternity leave, Commuter Benefits, Disability insurance and Tuition assistance.

This role goes beyond keeping People systems running. It's an opportunity to modernize how they're run. You'll own the core platforms within our People Technology stack, such as Workday HCM, ServiceNow HRSD, Ashby, and the integrations that connect them. You will leverage AI, modern integration frameworks, and automation to eliminate manual work, and help build and operate the AI products and skills transforming how Snowflake works.

WHAT YOU’LL OWN

• Platform operations: day-to-day support, release management, and change control for Workday HCM, ServiceNow HRSD, Ashby, and their integrations, including vendor releases from impact analysis through stabilization
• Trust and compliance: data integrity, system security, and audit readiness across all People systems (SOX, GDPR, privacy)
• Service excellence: operational SLAs and incident, problem, and request management that the business can count on
• AI-driven automation: ticket deflection, proactive data-hygiene monitoring, automated regression testing, and faster release cycles
• AI in production: operationalize, maintain, and support AI products and skills, developing robust runbooks, monitoring, and support structures once they go live
• Roadmap influence: turn operational friction into prioritized requirements, and co-own the People Tech and AI roadmap with the PMO
• Vendors: manage vendor and implementation-partner relationships for Workday, ServiceNow, Ashby, and connected SaaS tools including performance, escalations, contract management, and roadmap alignment
• Team leadership: lead, develop, and mentor a high-performing team of People Systems Analysts and Integration Engineers

WHAT YOU BRING

• 10+ years in HRIS or HR technology, including hands-on configuration, integration, and delivery experience
• 4+ years of people management experience leading HRIS, systems, or integration teams
• Deep Workday expertise (Security, Business Processes, Reporting/RaaS), including supporting a global implementation, plus a strong grasp of middleware and integration platforms
• Hands-on experience with core HR systems beyond Workday, such as ServiceNow HRSD and Ashby
• A strong operating discipline: release management, change control, incident and problem management, SLA ownership, SOX and privacy controls
• Real experience applying AI or GenAI to HR operations, such as ticket deflection, data-quality monitoring, or test and release automation
• Proven ability to influence leaders and prioritize against operational realities
• Excellent communication skills and a customer service mindset in supporting the business

Compensation

• The estimated base salary range for this role is $186,000 - $243,600.
• Additionally, this role is eligible to participate in Snowflake’s bonus and equity plan.

This role is also eligible for a competitive benefits package that includes: medical, dental, vision, life, and disability insurance; 401(k) retirement plan; flexible spending & health savings account; at least 12 paid holidays; paid time off; parental leave; employee assistance program; and other company benefits.

If you are looking for an opportunity to be part of a dynamic Human Resources team, your search ends here! Ford has an exciting opening for a Director, HR Business Partner.

You will support the Advanced Driver Assistance and In Vehicle Infotainment teams which are core to the Product Creation and Industrialization organization.

As a Director, HR Business Partner you will serve as a key member of the HR Business Partner team, leading the people strategy and HR delivery for an organization within Ford. You will partner across the HR function to drive scalable HR programs and talent initiatives, deliver value-added support to an organization’s leadership team, and translate business objectives into effective execution across the organization.

What you'll do...

• Lead the design, implementation, and execution of the organization’s HR strategy and overall HR program delivery, spanning organization design, talent and workforce planning, and all company and organization HR objectives.
• Drive the organization and HR strategy toward a culture of excellence; prepare leaders and teams to embrace organizational change; and collaborate with HR and business leaders to ensure employees are engaged and inspired to deliver results in a dynamic, challenging environment.
• Consult with senior business leaders to enhance organizational design & effectiveness, as well as drive employee engagement.
• Translate company-wide objectives and initiatives into tailored strategies that meet the specific needs of the organization, technical leaders, and employees.
• Lead large-scale change management planning and execution impacting hundreds to thousands of employees. Implement organizational structures that improve individual and organizational performance, including during periods of rapid change, while minimizing business disruption.
• Develop and implement organization-specific people and workforce plans and roadmaps that align talent with business needs. Drives strategies to attract, engage, and retain world-class talent to support business growth.
• Own accountability for execution of the talent management lifecycle including talent acquisition, talent integration, performance management, total rewards management, employee engagement, and retention.
• Based on business priorities and organizational requirements, this role may include people leadership responsibility to a team of HR Business Partners.

You’ll have...

• Bachelor’s or Master’s degree (preferred) in Human Resources, Organizational Development, or a related discipline, or equivalent professional experience
• A minimum of 8 years of relevant experience with a Master’s degree or 10 years with a Bachelor’s degree, preferably in Human Resources or a related field
• People leadership experience, including direct management of Human Resources team members
• A record of establishing trust and credibility quickly with leaders and stakeholders at all levels
• An ability to influence, challenge, and partner effectively across the organization
• Strong written and verbal communication skills
• Data and analytics skills, quantitative reasoning, and data storytelling expertise to inform decisions and drive outcomes
• A demonstrated track record of working collaboratively in a team-oriented environment
• An action-oriented, persistent, and courageous outlook when navigating complex situations
• Willingness to work in person at Ford’s Dearborn, MI headquarters at least four days per week
• A Proven track record of strong HR Business Partnership with experience in organizational design, talent management, and leading transformation.
• Strong emotional resilience in the face of change and challenge

Even better, you may have...

• Prior experience supporting a team with creative leaders.

Benefits

• Immediate medical, dental, vision and prescription drug coverage
• Flexible family care days, paid parental leave, new parent ramp-up programs, subsidized back-up child care and more
• Family building benefits including adoption and surrogacy expense reimbursement, fertility treatments, and more
• Vehicle discount program for employees and family members and management leases
• Tuition assistance
• Established and active employee resource groups
• Paid time off for individual and team community service
• A generous schedule of paid holidays, including the week between Christmas and New Year’s Day
• Paid time off and the option to purchase additional vacation time.

This position is leadership level 5 and ranges from $138,240-261,720.

Visa sponsorship is not available for this position.

This position is hybrid. Candidates who are in commuting distance to a Ford hub location may be required to be onsite four or more days per week.

The Role

Edra is 30+ people across New York and London, with aggressive hiring plans in both offices. Every one of those people runs through an offer, payroll in one of two countries, equity in one of two tax regimes, benefits, and the compliance layer underneath it all. We've laid the foundation; now we want someone to own it, and to build the version that gets us to 60, 100, and beyond.

You'll own the employee lifecycle end to end in both countries: US and UK payroll, benefits in both regimes, onboarding, and people compliance across two jurisdictions. At most companies, people ops is carved into slices; here you own the whole stack, with real autonomy to determine how it runs. You'll own these systems internally, working directly with our payroll providers, benefits brokers, accountants, and employment counsel where specialist expertise is needed.

That's the exciting part, so we'll be specific about it: this is a builder and operator role. You'll inherit working processes and be expected to replace each one as we outgrow it: automating what's manual, rebuilding for scale, and designing the systems a much larger Edra will still be running down the line. And because we're an AI company, we expect you to build like one. Edra's platform is available to you as a tool for your own function, and we want you using it (along with everything else in a modern AI startup stack) to build and run a people operation that's leaner, faster, and more precise than a traditional people operation.

One thing to be upfront about: comp philosophy, equity strategy, and performance management remain Founder-owned. You'll make those programs operationally excellent: the data, tooling, process, communication, and execution behind them.

What You'll Do

• Be the first point of contact for operational people questions (payroll, benefits, leave, equity administration, and employment logistics) and resolve them quickly and clearly.
• Own US and UK payroll end to end: run it, reconcile it, handle joiners and leavers, catch problems before they reach a paycheck, and fix the ones that do fast.
• Design and build our onboarding program from first principles, so new hires are set up to take ownership and have impact from day one, in either office.
• Automate onboarding and offboarding processes across both entities: equipment and access provisioning, benefits enrollment, compliance training, and more.
• Administer benefits in both countries: US healthcare and 401(k), including open enrollment and renewals; UK pension and benefits.
• Own the operational compliance calendar across both countries, including required payroll, benefits, employment, and personnel processes and filings.
• Keep Rippling accurate as the source of record for headcount, comp, and org data, and extend it wherever it can take work off a human
• Build automations and internal tooling for repetitive people workflows, using Edra’s own platform and other AI tools wherever they can improve speed, accuracy, or employee experience.

What We’re Looking For

• You've owned significant parts of people operations at a startup through a growth phase. You've personally processed payroll, fixed benefits enrollment errors, and onboarded new team members, not just managed vendors who did.
• You've worked across US and UK employment infrastructure, or have international people ops experience and can close the gap quickly.
• You default to systems. When something breaks twice, you fix the process, and when a task is repetitive, you automate it rather than staffing it.
• You're curious about what AI tooling can do for an operations function, and you'd rather experiment and find out than wait for a vendor to tell you.
• You're detail-oriented at the level this work requires. Errors in payroll and benefits are visible to everyone—you make sure they don’t happen.
• You write clearly, especially when explaining equity, benefits, and policy to people who aren't specialists.
• You handle confidential comp and performance information with discretion.

Bonus Points

• UK payroll and pensions depth
• Experience standing up new benefits programs in the US and UK
• Fluency with Rippling
• Track record of building automation or tooling inside an ops function

Compensation & Benefits

Compensation: $150K – $185K, plus equity. Edra offers generous compensation and benefits in both New York & London:

• Competitive base salary & meaningful equity
• Top tier health, dental, & vision plans: top plans with 100% premium coverage in the US (and a One Medical membership); private medical & dental coverage in the UK
• Flexible paid time off
• Lunch provided in office most days, snacks & drinks too
• A stipend to set up your workspace

A Few Details

We work together in person five days a week from our offices in the West Village (New York) and Holborn (London).

About the role

Old Navy brings great style and value to families everywhere, and we are continuing to evolve how we work, how we lead and how we build the capabilities that will drive the brand forward. As Senior Director, Human Resources, Old Navy HQ, you will have an opportunity to help shape that evolution, working side by side with the senior leaders who set the brand's direction.

Based in San Francisco, you will report directly to the SVP, Head of HR, Old Navy, and sit on the Old Navy HR Leadership Team. You will serve as the HR leader for Old Navy's headquarters organization, partnering with senior executives to build the organization, talent and capabilities the brand needs to perform today and grow for the future. You will influence decisions across organization and workforce strategy, leadership, talent and culture, bringing together business context, people insights and a strong point of view to turn complex challenges into clear action.

This is a role for someone who wants to be close to the business and help shape what comes next. You will have real ownership of how the HQ organization is built, led and prepared for what lies ahead.

What you'll do

• Shape the people and organization strategy for Old Navy HQ, translating brand and business priorities into focused workforce, organization, talent and leadership priorities.
• Partner with the Old Navy Head of Field HR and Talent Partner to align on overall Old Navy HR strategy, so HQ and Field operate as one HR organization, with a shared point of view and a consistent experience for leaders and employees.
• Serve as a trusted advisor to senior leaders, bringing perspective, challenge and sound judgment to important business, organization and people decisions.
• Build the organization and capabilities Old Navy needs for the future through organization design, workforce planning and thoughtful consideration of roles, operating models, decision making and how work gets done.
• Strengthen leadership and talent across the organization through succession, talent planning, development, performance and internal mobility, with particular focus on building strong leadership pipelines and critical capabilities.
• Use data, analytics and AI-enabled tools, along with business insight and external trends, to identify what matters, helping leaders understand organizational health, workforce opportunities and talent risks, and translating those insights into action.
• Lead the people side of significant business change, helping the organization navigate shifts in strategy, structure, technology and ways of working while maintaining clarity, engagement and performance.
• Lead a high-performing team of HQ HR business partners who support senior executives, developing them into progressive, strategic advisors. Set clear priorities, build HR capability and partner across Talent Management, Employee Relations, Total Rewards, Talent Acquisition and other HR teams to deliver connected solutions for the business.

Who you are

• You have 12+ years of progressive HR experience, including proven experience operating as a senior HR leader in a large, complex, matrixed business, connecting business strategy, organization and talent in ways that improve performance.
• Experience in retail or another consumer, customer-driven business is a strong plus.
• You are a credible and influential partner to senior leaders, able to challenge thinking, navigate competing perspectives and bring clarity to high-stakes decisions.
• You have led through significant organization and business change, balancing the needs of the business, employees and the longer-term health of the organization.
• You are a proven people leader who builds strong HR teams and develops progressive, strategic HR business partners. You set a high bar for partnership and create an environment where people can make decisions and operate with confidence.
• You bring strong business and commercial acumen and are as comfortable discussing business performance, operating choices and organizational tradeoffs as you are discussing people strategy.
• You use data, external perspective and curiosity to form a point of view, recognize patterns and opportunities, challenge assumptions and make sound decisions when the path is not obvious.
• You are a forward-looking and adaptable leader who looks for better ways to work, embraces AI, analytics and other new tools with sound judgment to evolve how work gets done, without chasing trends.

Salary Range: $210,700.00 - $284,400.00

Employee pay will vary based on factors such as qualifications, experience, skill level, competencies and work location.

Your Role

You own everything after a candidate signs, from contracts through offboarding, and automate as much of it as possible. We are looking for someone to build the structural backbone to enable rapid scaling.

• Contracts & onboarding: Manage employment contracts for all employees (direct and indirect employment), organize equipment, accounts, workspaces, and support relocation of international colleagues.
• HR tooling & automation: introduce and own an HRIS tool, automate workflows across systems.
• Payroll: Organize and own internal payroll processes, including variable compensation calculation of all sales teams.
• Compliance & people legal: Support international hiring, time-tracking, collective agreements, international taxation topics, etc.
• Compensation: Manage and monitor compensation bands across teams/countries.
• Events & culture: Organize internal and external events (hackathons, off-sites, etc.)
• Offboarding: Manage offboarding of employees.
• Later, people development: Design feedback cycles, L&D, career development (e.g. SDR academy).

What to Expect

• Solo, end-to-end ownership of everything people operations.
• Hands-on operational work to build the foundation for automation/scaling.
• Direct impact: your work has immediate influence on the culture of fonio.
• Flat hierarchies: close collaboration across departments.

What You Bring

• 3+ year of People Ops, HR, or Operations experience, ideally startup or scale-up.
• Knowledge about US labor law, payroll, and collective agreements
• Structured, hands-on working style.
• AI and automation/workflow skills.
• People-first, low ego. You thrive under intensity.
• Strong English skills.

What We Offer

• $70,000–$150,000 salary depending on experience + Equity
• Hardware of your choice
• Regular team offsites
• Paid relocation to Vienna for approximately two months
• Work from our New York office with an ambitious team

Hiring Process

1. 20 min intro call
2. 30 min skill interview
3. 20 min culture call

The Opportunity

The HR Integration & Planning Principal provides strategic leadership across HR by translating enterprise and HR priorities into an integrated HR strategy, multi-year roadmap, operating plan, and coordinated execution across HR. The role leads HR strategic planning, portfolio prioritization, and governance while serving as a strategic integrator across Centers of Excellence, HR Business Partners, Operations, and other HR functions to drive complex, cross-COE priorities from strategy through execution.

The Principal owns the integration and enablement of enterprise-wide HR initiatives, establishing the frameworks, governance, implementation approaches, and decision support needed to align work across HR. The role identifies dependencies, risks, sequencing, and resource implications; drives alignment and accountability across stakeholders; and ensures HR strategies are translated into scalable, executable solutions that deliver measurable business outcomes and strengthen the effectiveness of the HR operating model.

This role is remote eligible in the continental U.S. with occasional business travel. However, individuals residing within a 60-mile radius of a USAA office will be expected to work on-site four days per week. Relocation assistance is not available for this position.

What you'll do:

• Define and evolve the association HR Enablement operating model, governance framework, and long-term strategic roadmap.
• Establish governance, standards, and accountability mechanisms that guide how HR initiatives are prioritized, deployed, and sustained.
• Drive alignment across HR functions to ensure initiatives are aligned to association and workforce priorities, coordinated, scalable, and capable of successful execution.
• Define association strategies that improve practitioner experience, reduce complexity, and increase execution effectiveness across HR.
• Lead association enablement and operating model transformation efforts that improve how HR solutions are designed, implemented, adopted, and sustained.
• Advise senior leaders on enablement strategy, implementation risk, organizational readiness, and change capacity considerations.
• Establish association processes that evaluate initiative prioritization, implementation capacity, and organizational readiness across the HR portfolio.
• Leverage association metrics, practitioner insights, and operational performance data to inform strategic decisions and continuous improvement.
• Ensures risks associated with business activities are effectively identified, measured, monitored, and controlled in accordance with risk and compliance policies and procedures.

What you have:

• Bachelor's degree; OR 4 years of relevant education and/or experience.
• 12 years of progressive Human Resources experience, including significant experience in HR Business Partner, HR transformation, organizational effectiveness, HR enablement, or HR leadership roles. Demonstrated experience shaping association people strategies, operating models, and organizational capabilities within complex, matrixed organizations.
• Demonstrated success designing and leading association-wide HR transformation, enablement, governance, or operating model initiatives that improved execution effectiveness and adoption outcomes.
• Experience shaping association approaches for HR program deployment, governance, prioritization, and practitioner enablement across multiple Centers of Excellence.
• Proven ability to design scalable operating models, governance frameworks, implementation methodologies, and execution processes that support association objectives.
• Experience establishing governance and portfolio management processes that balance strategic priorities, implementation capacity, organizational readiness, and change saturation.
• Experience advising senior leaders on organizational effectiveness, practitioner experience, change strategy, implementation risk, and execution planning.
• Demonstrated success influencing executive decisions regarding association prioritization, adoption strategy, and implementation sequencing within large, matrixed organizations based on business and workforce priorities.
• Experience leveraging association metrics, practitioner insights, and operational performance data to inform strategic decisions and continuous improvement initiatives.

What Sets You Apart:

• Exceptional strategic thinking, organizational diagnostics, and structured problem-solving capabilities, with the ability to translate strategy into practical execution.
• Ability to connect enterprise priorities, workforce trends, leadership direction, and organizational realities into an integrated HR strategy, roadmap, and operating plan.
• Demonstrated success integrating complex, cross-COE initiatives, identifying interdependencies, resolving competing priorities, and driving alignment from strategy through execution.
• Deep experience with portfolio management and governance disciplines that improve visibility, prioritization, sequencing, accountability, and execution across HR.
• Ability to translate complex HR strategies into scalable, executable approaches, balancing practitioner experience, organizational readiness, change capacity, and business outcomes.
• Proven ability to influence executive leaders and build alignment and accountability across diverse stakeholder groups and competing priorities.
• Ability to synthesize complex information, risks, dependencies, and opportunities into compelling strategic narratives and actionable recommendations.
• Balances long-term vision with practical execution realities to drive measurable business outcomes and strengthen the effectiveness of the HR operating model.
• Passion for helping HR operate as a strategic, integrated, and high-performing function that delivers as One HR.

Compensation range: The salary range for this position is: $164,780 - $314,960

Compensation: USAA has an effective process for assessing market data and establishing ranges to ensure we remain competitive. You are paid within the salary range based on your experience and market data of the position. The actual salary for this role may vary by location.

Employees may be eligible for pay incentives based on overall corporate and individual performance and at the discretion of the USAA Board of Directors.

Benefits: At USAA our employees enjoy best-in-class benefits to support their physical, financial, and emotional wellness. These benefits include comprehensive medical, dental and vision plans, 401(k), pension, life insurance, parental benefits, adoption assistance, paid time off program with paid holidays plus 16 paid volunteer hours, and various wellness programs. Additionally, our career path planning and continuing education assists employees with their professional goals.

Overview

As an HR Director supporting the Microsoft AI (MAI) organization, one of Microsoft's fastest-growing businesses, you will lead and execute people strategies that enable organizational growth, talent excellence, and business impact. As a trusted advisor to senior leaders, you will serve as the strategic integrator across HR Business Partners, Recruiting, and Centers of Excellence to deliver coordinated people solutions that accelerate business outcomes.

Operating within MAI's agile, mission-driven environment, where cross-functional squads work in rapid planning cycles, you will help leaders navigate growth, organizational change, and evolving business priorities. This role requires strategic thinking, business acumen, and operational excellence to deliver outcomes at speed while leading a team and supporting a rapidly evolving organization.

This role is based in Mountain View, CA, 4 days / week in-office.

Responsibilities

Leadership

• Lead, coach, and develop a team, ensuring delivery of high-impact people solutions that support business growth, organizational effectiveness, and employee success.
• Support leaders through organizational growth, change, and transformation by providing strategic guidance, change management expertise, and people solutions that enable business agility and execution.
• Influence and hold leaders accountable for creating high-performing teams while fostering a culture of accountability, innovation, and continuous improvement.

Organizational Effectiveness

• Assess organizational health, team effectiveness, leadership capability, and operating rhythms, identifying opportunities to improve business performance and organizational outcomes.
• Partner with leaders to design organizational structures, workforce strategies, and operating models that enable business growth, organizational agility, and execution of evolving priorities.
• Anticipate organizational risks and proactively recommend solutions that strengthen execution, employee experience, and long-term business success.

Talent

• Lead strategic talent planning efforts that align workforce needs, hiring plans, succession strategies, and talent investments with business objectives.
• Partner with business leaders, Talent Management, and Recruiting to identify critical talent needs, close capability gaps, and build high-performing talent pipelines.
• Leverage data and workforce insights to identify talent risks, improve retention, and inform talent decisions that strengthen organizational performance.

Transformation

• Lead complex people initiatives that support organizational growth, workforce transformation, organizational changes, and evolving business priorities.
• Partner across HR to shape, adapt, and implement enterprise programs and people strategies to meet the unique needs of the MAI organization.
• Leverage employee feedback, organizational insights, and workforce trends to identify opportunities to improve culture, engagement, inclusion, and the overall employee experience at scale.

Qualifications

Required/minimum qualifications

• Master's Degree in Business, Human Resources, or related field AND 6+ years experience in human resources or related processes (e.g., hiring, training, performance management)
• OR Bachelor's Degree in Business, Human Resources, or related field AND 9+ years experience in human resources or related processes (e.g., hiring, performance management)
• OR equivalent experience.

Additional or preferred qualifications

• 5+ years people management experience.
• Experience influencing senior executives and leading through ambiguity in fast-paced, continually evolving environments.
• Experience partnering with technical, product, engineering, or AI-focused organizations.
• Demonstrated success building and leading high-performing HR teams.

HR Business Partnership M6 - The typical base pay range for this role across the U.S. is USD $130,900 - $277,200 per year. There is a different range applicable to specific work locations, within the San Francisco Bay area and New York City metropolitan area, and the base pay range for this role in those locations is USD $165,600 - $303,600 per year.

About the People team

The People team helps Affirmers cultivate a high-performing, inclusive organization. We focus on three core areas: attracting talent aligned to our mission, enabling growth through people and team development, and retaining employees through thoughtful experiences and rewards. We develop Affirm's people programs and systems to create a workplace where all employees can thrive and contribute meaningfully. By investing in our people, we create a long-term advantage for the business.

About the role

The VP, People Business Partners & Employee Relations leads Affirm's global PBP and ER functions, anticipating what the business needs and evolving our operating model to help Affirm perform at its best. As a member of the People Leadership Team (PLT), this leader is a strategic thought partner to the CPO, PLT, and our Executive Leadership Team (XLT), bringing an enterprise-wide perspective to Affirm's most consequential people and organizational decisions.

What you'll do

• Define the strategy, structure, and operating model for the global PBP and ER functions, challenging legacy assumptions and redesigning roles, capabilities, and ways of working where needed
• Build high-performing PBP and ER teams through talent decisions, development, coaching, and selective external hiring; set clear standards and accountability for how the teams operate and the impact they deliver
• Build independent, trusted relationships with each XLT member, serving as a strategic advisor on enterprise-wise and complex functional leadership, talent, and organizational decisions
• Develop a deep understanding of Affirm's business, strategy, and operating model, and use it to anticipate enterprise-wide organizational, workforce, and talent implications ahead of need
• Partner with XLT on workforce strategy, including the size, composition, capabilities, and deployment of talent, and identify how technology, AI, and new operating models can increase leverage and effectiveness
• Help leaders design organizations and operating models that clarify accountability, increase speed, and align resources to Affirm’s top priorities
• Raise the quality of leadership and talent decisions company-wide through talent planning, succession, executive assessment, and performance management
• Guide leaders through significant organizational change, building the alignment and execution discipline needed to sustain business outcomes
• Set the strategy and operating model for Employee Relations globally, ensuring a consistent, fair, and scalable approach
• Provide executive oversight on Affirm's most complex and sensitive ER matters, including executive-level issues, investigations, and conduct matters
• Use ER data and case trends to identify emerging organizational risks and translate them into proactive action that strengthen leadership and management effectiveness, organizational health, and business performance
• Partner closely with Legal on employment practices, policy, and risk management

What we look for

• 15+ years of progressive People leadership experience, including in complex, global technology organizations at scale
• Significant experience leading a global PBP organization and building high-performing PBP teams
• Experience leading Employee Relations, including sensitive investigations, executive-level matters, and complex employment decisions in partnership with Legal
• Demonstrated experience partnering directly with C-suite executives, building trust while maintaining independent judgment
• Deep expertise in organizational consulting, organizational effectiveness, executive coaching, and strategic workforce planning
• Strong business acumen and learning agility, with the ability to quickly understand complex businesses and form an independent point of view on organizational needs
• Sharp talent judgment, with the ability to assess executive capability and advise on consequential talent decisions
• A demonstrated ability to anticipate organizational and workforce risks and opportunities before they become obvious, connecting patterns across the business
• Outstanding executive presence and emotional intelligence, with the ability to challenge constructively and navigate difficult conversations
• Sound judgment and integrity in navigating sensitive people decisions, balancing business needs, employee impact, and legal/reputational risk

Employees new to Affirm typically come in at the start of the pay range. Affirm focuses on providing a simple and transparent pay structure which is based on a variety of factors, including location, experience and job-related skills.

Base pay is part of a total compensation package that may include equity rewards, monthly stipends for health, wellness and tech spending, and benefits (including 100% subsidized medical coverage, dental and vision for you and your dependents.)

USA base pay range per year: $340,000 - $380,000

Please note that visa sponsorship is not available for this position.

Remote-first with flexibility built in

Affirm is proud to be a remote-first company. Most roles can be done from almost anywhere within the country of employment. Some positions may occasionally require in-person work at an Affirm office, and a few are office-based due to the nature of the work. All new hires will be invited to attend an in-person onboarding experience.

Benefits designed for you

• Health coverage at no cost: We cover 100% of premiums for employees and their dependents.
• Spending stipends: Monthly stipends support your tech setup, and the ability to choose health and wellness options that are right for you.
• Time off to recharge: Flexible time off and generous holiday calendars help you rest when you need to.
• Own a piece of what you build: Our employee stock purchase plan (ESPP) lets you buy Affirm stock at a discount.

About the role

We’re looking for a senior, systems-minded People Operations Lead to run and improve the processes that support our employees from signed offer through offboarding.

This is a hands-on player-coach role. You’ll personally own critical People Ops workflows, coach and develop teammates, and use better systems, automation, and AI to make the function more scalable and effective. You’ll partner closely with the rest of the People team, including HR Recruiting and cross-functional partners like IT, Legal, Finance, and Workplace.

What you’ll own

Employee lifecycle operations

• Own onboarding from signed offer through a smooth new-hire experience.
• Manage offboarding, transfers, leaves of absence, employment changes, contractor processes, and other lifecycle events.
• Ensure employee data, documentation, and cross-functional handoffs are accurate and timely.
• Build clear, consistent processes that work for employees, managers, and internal partners.

HRIS, payroll, and people systems

• Own Rippling as a source of truth for employee data and People Ops workflows.
• Maintain HRIS data integrity, permissions, documentation, and operational reporting.
• Own end-to-end multi-state payroll, including accurate and timely processing, payroll tax compliance, and management of state and local payroll tax registrations and accounts. Partner with Finance and payroll providers to resolve issues.
• Identify opportunities to improve workflows, integrations, and self-service.
• Maintain accurate records and audit-ready documentation.

Benefits, leave, and workers’ compensation

• Own day-to-day benefits administration, employee support, and vendor coordination.
• Support renewals, open enrollment, plan changes, and ongoing benefits communications.
• Coordinate leave-related processes and ensure employees receive timely, accurate guidance.
• Partner with Total Rewards and external providers to resolve issues and improve the employee experience.
• Manage workers’ compensation coverage, renewals, audits, and claims coordination with brokers, carriers, and internal partners.

Immigration and work authorization

• Coordinate immigration and work authorization processes with employees, outside counsel, and relevant vendors.
• Track cases, deadlines, documentation, and employee communications.
• Ensure processes are organized, timely, and handled with appropriate confidentiality.
• Escalate legal questions to Legal or outside counsel rather than providing legal advice.

Team leadership and roadmap

• Set the vision and priorities for People Ops, aligned with company needs and the broader People team’s goals.
• Build and execute a roadmap of programs and projects, translating priorities into clear owners, milestones, and measures of success. Adjust sequencing as business needs change.
• Coach and develop People Ops teammates through regular feedback, training, quality review, and increasing ownership.
• Create playbooks, operating standards, and quality controls that help the team work consistently.
• Balance roadmap execution with day-to-day operations, ensuring clear priorities and reliable coverage.
• Stay close enough to the work to handle complex issues and model excellent execution.

Automation and continuous improvement

• Identify repetitive or error-prone People workflows and redesign them.
• Build and maintain automations using no-code, low-code, workflow, and AI tools.
• Improve the connection between Rippling and other systems used by Recruiting, IT, Finance, and the People team.
• Measure whether process improvements are reducing manual work and improving accuracy or employee experience.

What we’re looking for

• 7+ years of experience in People Operations, HR Operations, or a related function.
• Meaningful experience owning broad People Ops responsibilities in a scaling organization.
• Deep, hands-on experience administering and optimizing Rippling.
• Strong experience with benefits administration, renewals, enrollment, vendors, and employee support.
• Experience coordinating immigration and work authorization processes with outside counsel or an immigration provider.
• Hands-on experience owning end-to-end multi-state payroll, including payroll taxes, registrations, and account management.
• Experience with HRIS data integrity, compliance, documentation, and employee lifecycle operations.
• Demonstrated examples of building and implementing automation in People workflows.
• Experience coaching or developing People Ops teammates.
• Strong cross-functional judgment and communication skills.
• High discretion, attention to detail, and comfort handling sensitive employee information.
• A hands-on operating style: you enjoy improving the system while still doing the work.

Nice to have

• Experience supporting compensation or performance-cycle operations.
• Compensation benchmarking, job architecture, or compensation administration experience.
• Experience setting up and supporting international employees through an employer of record (EOR).
• Multi-state compliance experience.
• Experience building integrations, reporting workflows, or employee self-service tools.
• Experience using APIs or more technical automation tools.

Benefits

• Compensation: competitive base salary range of $160K-$200K with a meaningful stake in the company via equity, and 401k plan. This Base Compensation pay range applies to our New York City located staff and may differ according to location.
• Health & well-being: we'll invest in your physical and mental well-being with comprehensive medical, dental, & vision benefits
• Commuter benefits: We offer pre-tax deductions for public transportation, rideshare services, and parking expenses to make your commute more affordable and convenient
• Grow together: Company wide orientation for you to successfully onboard and other learning & development opportunities including regular review cycles that feature 360 degree feedback
• Play together: quarterly budgets for team and company outings. Use it for team swag, cooking classes, or team dinners!
• Generous time off: flexible paid time off, sick days, and 11 company holidays
• Baby bonding time!: 12 weeks off for both birthing and non-birthing parents - fully paid so you can focus your energy on your newest addition

The Role

The Director of HR Solutions is responsible for shaping and driving strategic people transformation initiatives that advance business transformation, organizational effectiveness, and workforce readiness. Serving as a business-facing internal consultant, this role leads cross-functional initiatives and partners with business leaders, People Strategists, and HR Centers of Excellence (COEs) to develop and execute people strategies that enable enterprise transformation initiatives, including AI-enabled ways of working and evolving business operating models.

This role serves as a trusted advisor to leaders by ensuring the people implications of enterprise transformation are thoughtfully assessed and addressed, including organizational design, workforce strategy, talent requirements and change adoption. Leveraging strong change leadership and program execution capabilities, the Director of HR Solutions drives organizational readiness and sustained adoption, helping the business successfully navigate change and achieve strategic outcomes.

At Lumen, we’re not just transforming our systems – we’re reimagining how people and technology work together to create a more agile, innovative, and high-performing future.

Work Location

This is a remote opportunity open to candidates located anywhere in the U.S.

The Main Responsibilities

• Serve as a strategic advisor to senior business leaders on enterprise transformation initiatives, including AI-enabled ways of working and evolving business operating models, ensuring organizational impacts, people implications, and change requirements are identified and addressed.
• Advise leaders on the people implications of AI adoption and technology-enabled transformation, including organizational capabilities, role redesign, workforce planning, skills evolution and change readiness.
• Lead multiple cross-functional initiatives to assess organizational impacts and develop integrated people strategies that advance business transformation, organizational effectiveness, workforce readiness, and employee experience.
• Lead the development and execution of organizational design and workforce strategies that align with evolving business operating models, improve organizational effectiveness, clarify accountability, and enable sustained transformation.
• Lead enterprise change management strategies that enable a successful transformation, ensuring organizational readiness, stakeholder alignment, capability building, adoption, and measurable business outcomes.
• Collaborate closely with project sponsors and cross-functional teams to define initiative scope, deliverables, resource requirements, success measures, work plan, implementation strategies, change plans, and governance frameworks.
• Drive effective execution of transformation initiatives by ensuring timely delivery of milestones and deliverables, facilitating effective project and stakeholder meetings, providing progress updates, and driving accountability throughout the transformation lifecycle.
• Identify and mitigate transformation risks, inform initiative prioritization, and integrate employee engagement, experience, and capability-building strategies to enable lasting adoption and long-term transformation success.

What We Look For in a Candidate

• Bachelor's degree in HR, Organizational Development, or related field, or equivalent experience
• 10+ years of progressive HR experience with expertise in organizational design, workforce transformation, change management and related disciplines.
• 4+ years of direct or matrixed leadership experience.
• Demonstrated experience assessing and addressing the people implications of transformation, including organizational redesign, operational model evolution, workforce planning, role design, capability development, and change adoption.
• Deep expertise in organizational design and effectiveness, including organizational structures, spans and layers, decision rights, governance, team effectiveness, and organization diagnostics, with the ability to develop recommendations and guide senior leaders through organizational tradeoffs and decisions.
• Demonstrated working knowledge of generative AI and AI agents, including their impact on workforce design and operating models, with a commitment to responsible AI practices and continuous learning.
• Strong executive experience with demonstrated ability to build strong relationships, influence senior leaders and executive stakeholders, facilitate alignment and drive decisions across complex, matrixed organization.
• Exceptional organizational, consulting, problem-solving, and strategic execution capabilities, with the ability to lead multiple high priority initiatives simultaneously.
• Strong analytical skills and business acumen with the ability to leverage data and insights to inform decisions, develop recommendations, and drive measurable business outcomes.
• High learning agility and ability to thrive in ambiguity, navigate complexity, and adapt to shifting priorities in a rapidly evolving business environment.
• Self-motivated, self-directed leader with a continuous improvement mindset and a passion for enabling organization transformation and enterprise change.

Preferred Qualifications:

• Prior experience leading enterprise transformation programs and strategic workforce initiatives.
• Experience supporting AI-enabled transformation and translating AI-driven business priorities into workforce, organization, and change implications. Ability to drive responsible, human-centered AI adoption through cross-functional partnership.
• Experience working in agile environments and applying agile principles to transformation delivery and change execution.
• Professional certifications such as Prosci, CCMP, SPHR, SHRM-SCP, or Agile certifications (e.g., SAFe, Scrum Master).

Compensation

This information reflects the anticipated base salary range for this position based on current national data. Minimums and maximums may vary based on location. Individual pay is based on skills, experience and other relevant factors.

Location Based Pay Ranges

• $152,066 - $202,755 in these states: AL AR AZ FL GA IA ID IN KS KY LA ME MO MS MT ND NE NM OH OK PA SC SD TN UT VT WI WV WY
• $159,670 - $212,893 in these states: CO HI MI MN NC NH NV OR RI
• $167,273 - $223,031 in these states: AK CA CT DC DE IL MA MD NJ NY TX VA WA

Lumen offers a comprehensive package featuring a broad range of Health, Life, Voluntary Lifestyle benefits and other perks that enhance your physical, mental, emotional and financial wellbeing. We're able to answer any additional questions you may have about our bonus structure (short-term incentives, long-term incentives and/or sales compensation) as you move through the selection process.

Position Summary

The Human Resources Business Partner is responsible for modeling the Compassus values of Compassion, Integrity, Excellence, Teamwork, and Innovation and for promoting the Compassus philosophy, using the 6 Pillars of Success as the foundation. S/he is responsible for upholding the Code of Ethical Conduct and for promoting positive working relationships within the company, among all departments, and all external stakeholders. The Human Resources Business Partner consults with divisional/regional leadership in areas of organizational design and development in support of the business strategy. S/he facilitates organization and leadership development efforts, working with leaders and individual contributors to identify and address root causes of human resources issues. S/he ensures compliance with corporate policy at the business unit or division level.

Position Specific Responsibilities

• Consults with business leaders on talent, leadership, business strategy, organization development, rewards, and culture.
• Directs the efforts of others in the achievement of the strategic and operational objectives of the group.
• Identifies and shares root causes of human resources issues with relevant HR functions to shape HR programs and policies.
• Scans and benchmarks the marketplace to identify and leverage best practices and trends to influence the business and HR agenda.
• Acts, and is viewed, as a strategic business partner, change agent, and member of the line leadership staff.
• Selects, develops, and evaluates team members to ensure the efficient operation of the organization.
• Develops and drives company-wide programs and initiatives (e.g., rewards and recognition reviews, workforce planning, culture, and organizational change).
• Manages escalations and dispute resolutions through company programs and policies.
• Triages/intakes team member concerns; ensure issues are properly documented before referring to the appropriate party for resolution. Follows up to ensure resolution is reached.
• Provides guidance and coaching to Operations in the delivery of pay practices.
• Reports performance metrics for the HR team.
• Responds accordingly to subpoenas and requests from external entities/agencies.
• Interfaces with outside vendors.
• Coordinates with internal departments closely to solve team member issues.
• Responsible for project management coordination to include tasks related to performance management administration, open enrollment annual process, and other initiatives.
• Follows up on team member benefit issues/questions, 401(k) issues/questions, and benefit and ACA audits throughout the year.
• Creates, edits, and tracks employment documents and forms.
• Recommends new approaches, policies, and procedures to effect continual improvements in the efficiency of the department and services performed.
• Performs other duties assigned.

Education and/or Experience

• Bachelor's degree in Human Resources highly preferred.
• Five (5) to seven (7) years of HR or healthcare back office experience preferred.

Skills

• Mathematical Skills: Ability to add, subtract, multiply, and divide in all units of measure, using whole numbers, common fractions, and decimals. Ability to compute rate, ratio, and percentage.
• Language Skills: Ability to read, analyze, and interpret general business periodicals, professional journals, technical procedures, or governmental regulations. Ability to write reports, business correspondence, and procedure manuals. Ability to effectively present information and respond to questions from leaders, colleagues, investors, and external parties. Strong written and verbal communications.
• Other Skills and Abilities: Ability to understand, read, write, and speak English. Articulates and embraces hospice philosophy.

Certifications, Licenses, and Registrations

• PHR/SPHR or SHRM-CP/SHRM-SCP certification a plus.

The Compassus Advantage

• Meaningful Work: Make an impact every day by honoring the quality of life of our patients, supporting them and their families with compassion, and creating moments that truly matter.
• Career Development: Access leadership pathways, mentorship, and personalized professional development.
• Innovation Meets Compassion: Collaborate with a supportive team using the latest tools and technologies to deliver exceptional care.
• Enhanced Benefits: Enjoy competitive pay, flexible time off, tuition reimbursement, and wellness programs designed for your well-being.
• Recognition and Support: Be celebrated for your contributions through recognition programs that honor your dedication.
• A Culture of Belonging: Thrive in a culture where you can be your authentic self, valued for your unique contributions and supported in a community that embraces diversity and inclusion.

The Director, Human Resources leads the strategic vision and day-to-day execution of the HR function across the organization. This role balances forward looking strategy with practical oversight of core HR areas, including talent acquisition, employee relations, compliance, organizational development, compensation and benefits, and workforce planning.

The Director ensures HR initiatives align with business goals, strengthen operational performance, and maintain regulatory compliance. This position also plays a key role in building a consistent, accountable, and performance focused culture across corporate teams and support functions.

Essential Duties and Responsibilities - Strategic HR Leadership:

• Lead the development and execution of enterprise-wide HR initiatives including but not limited to succession planning and leadership development.
• Analyze workforce trends, metrics, and reporting to support data-driven HR decision-making.
• Partner with executive leadership to design and execute a long-term human capital strategy aligned with business objectives and industry trends.
• Advise on organizational design, talent planning, change management, and workforce scalability to support growth and seasonal demand.

Essential Duties and Responsibilities - HR Operations and Compliance:

• Maintain and update the employee handbook, HR policies, and procedures to ensure legal compliance and alignment with company culture.
• Lead HR audits and manage risk mitigation strategies in partnership with legal and compliance teams.
• Oversee daily HR operations to ensure consistent, efficient application of policies and procedures.
• Ensure compliance with all applicable federal, state, and local employment laws, including wage and hour regulations, OSHA and DOT standards, and employment eligibility requirements

Essential Duties and Responsibilities - Talent Acquisition and Workforce Planning:

• Direct end-to-end recruitment efforts, with emphasis on high volume roles within logistics, transportation, and warehousing environments.
• Oversee workforce planning and staffing models to align operational demand with budget and headcount strategy.

Essential Duties and Responsibilities - Employee Relations and Engagement:

• Promote a respectful, performance driven culture across diverse employee populations.
• Provide leadership on employee relations matters, including investigations, disciplinary actions, and conflict resolution.
• Coach leaders on effective communication, performance feedback, and engagement best practices.

Essential Duties and Responsibilities - Performance Management and Development:

• Oversee the company’s performance management framework to ensure alignment with business goals and individual accountability.
• Support career progression and succession strategies to strengthen long term organizational stability.
• Develop and implement training initiatives supporting compliance, skill development, and leadership growth.

Essential Duties and Responsibilities - Compensation and Benefits:

• Oversee compensation strategy, including base pay, incentive plans, and benefits administration.
• Partner with finance and operations on annual merit cycles, incentive planning, and workforce budgeting.
• Monitor market trends to maintain competitive and equitable total rewards programs.

Essential Duties and Responsibilities - Supervisory Responsibilities:

• Provide leadership and direct oversight of HR Manager and administrative HR staff.
• Perform all other duties as assigned.

Qualifications - Knowledge, Skills, and Abilities:

• Demonstrated strategic thinking and strong business acumen, with the ability to align HR initiatives to operational and financial objectives.
• Comprehensive knowledge of federal, state, and local employment laws and regulatory compliance requirements.
• Effective conflict resolution and negotiation skills, with the ability to navigate complex employee relations matters.
• Experience managing HR operations across multi-site or geographically dispersed environments.
• Proficiency in analyzing workforce data and interpreting HR metrics to inform decision making and strategy.
• Expertise in organizational development and leading change initiatives within dynamic business environments.
• Strong communication and influencing skills, with the ability to build credibility and partnerships across all levels of the organization.
• Demonstrated cultural competency and commitment to fostering an inclusive, respectful workplace.
• Required travel on occasion up to 10% to support organizational objectives.

Qualifications - Education, Experience, Certificates, and Licenses:

• Bachelor’s degree in Human Resources, Business Administration, or a related field required; Master’s degree or HR certification such as SHRM SCP or SPHR preferred.
• Minimum of 8 to 10 years of progressive HR experience, including at least 5 years in a leadership capacity.
• Demonstrated success in both strategic HR planning and hands-on execution within a fast paced, multi site organization.
• Experience utilizing HRIS platforms and workforce data reporting tools.
• Six Sigma Green Belt certification preferred.

Shift Days: Monday-Friday

Shift Hours: 8:00AM - 5:00PM (Available to work extra hours, weekends, and holidays preferred.)

Pay Rate: up to $110,000 salaried (Dependent upon experience level.)

USPack’s Benefits for Full Time positions include:

• 401(K)
• Health Insurance
• Disability/Life Insurance
• Paid Time Off (PTO)
• Paid Holidays

About the Role

Cityblock Health is seeking a Director, People Strategy & Optimization to serve as a trusted advisor and strategic partner within the Office of the Chief People Officer. This person will operate at the center of how the People function plans, communicates, and executes, helping translate strategy into action and ensuring alignment, momentum, and accountability across the organization.

This role spans several critical areas: serving as a strategic thought partner to the People Leadership Team, owning the development of executive level communications, including board and Talent and Compensation materials, using people analytics to surface insights that inform strategy and articulate impact to the business, identifying opportunities to strengthen and evolve how the People function operates, and driving accountability across the PLT and People org against clear, measurable goals.

This role is built for someone who can move fluidly between big-picture strategy and rigorous execution: someone who builds board-ready presentations with polish and precision, crafts brilliant insights leveraging people analytics to inform recommendations and decision-making, and can navigate complex organizational dynamics in service of the function's goals. This is a role for someone who earns trust through consistency and follow-through, not through seeking approval, and who holds themselves and others to a high bar. They are excellent project managers and able to lead independently, while collaborating across teams, influencing without authority.

What You'll Do

• Act as a trusted advisor and thought partner to the People Leadership Team, offering sound judgment on strategic, sensitive, and organizational matters
• Help the People leadership team prioritize effectively, determining what requires broader leadership visibility versus what can be resolved at the team level
• Support continuity and alignment across the People function, including representing key priorities and context in meetings and initiatives as needed
• Build compelling, board- and executive-level presentations and materials, translating complex people data and strategy into clear, decision-ready narratives
• Own the development and preparation of executive-level and org-wide communications, including Board Talent and Compensation Committee materials, partnering with Finance, Legal, and executive stakeholders to ensure materials are accurate, well-framed, and delivered on schedule
• Anticipate questions and prepare supporting analyses and talking points ahead of executive and Board discussions, and track follow-up actions and commitments
• Bring deep fluency in people analytics to inform strategy, clearly articulate impact and ROI to the business, track progress against goals, and surface insights proactively
• Connect information and trends across People disciplines to surface patterns and insights that may not be visible within any single function
• Assess and improve how the People function operates, including priorities, decision-making, and resource allocation, identifying opportunities to strengthen the operating model as Cityblock scales
• Drive high-functioning capabilities across the People Leadership Team and broader People organization
• Build credibility and influence outcomes across teams and functions through expertise, consistency, and clear communication
• Anticipate and help resolve friction points across stakeholder groups in service of the function's goals
• Set and hold the People leadership team accountable both day-to-day and strategically, big picture
• Lead the team to design and deliver against clear, measurable goals, using strong SMART goal-setting and program management discipline
• Manage complex, cross-functional programs and initiatives from strategy through execution, ensuring nothing falls through the cracks
• Deliver clear, direct feedback to peers and team members in service of high performance, comfortable holding a high bar even when it's not the most popular position
• Take direction well and execute independently once aligned, bringing genuine curiosity to new problems and ambiguous situations
• Collaborate closely and lean in as a true partner to the People leadership team, while maintaining the independence to drive work forward without constant oversight

What We're Looking For

• 7+ years of experience in strategic operations, program/project management, management consulting, or a comparable high-accountability strategic role; People/HR-adjacent experience a plus, but not required if analytical and program management skills are strong
• Demonstrated ability to build high-quality, executive- and board-level presentations, with strong command of storytelling through data
• Experience preparing materials for or presenting to a Board of Directors or Compensation Committee, ideally in a People, Finance, or Strategy capacity
• Strong people analytics fluency: comfortable working with workforce data, engagement metrics, and talent metrics to inform strategy and decision-making
• Experience working within Workday (or comparable HRIS platforms) to access, interpret, and present workforce data
• Proven ability to influence without formal authority, and to navigate complex stakeholder dynamics with tact and discretion
• A confident communicator, written and verbal, who can hold a room and hold a hard conversation
• A track record of setting and enforcing accountability, including experience with SMART goal frameworks and performance tracking
• Someone who is comfortable earning trust and respect over time, rather than seeking to be liked in the short term
• Excellent program management skills, with the ability to manage multiple complex workstreams simultaneously
• A naturally curious, collaborative mindset, paired with the independence to execute without close supervision once direction is set

We take into account an individual’s qualifications, skillset, and experience in determining final salary. This role is eligible for health insurance, life insurance, retirement benefits, participation in the company’s equity program, paid time off, including vacation and sick leave. The actual offer will be at the company’s sole discretion and determined by relevant business considerations, including the final candidate’s qualifications, years of experience, skillset, and geographic location. The expected salary range for this position is: $165,000 - $175,000