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Audible's People & Places HRBP team is seeking a Senior Workforce Strategist & HRBP, a hybrid role centered on workforce planning expertise and strategic HR business partnership. HR or workforce planning experience, including 3+ years independently driving strategic workforce planning (headcount mod

Job Description Renewal by Andersen is the custom division of Andersen Windows. Founded in 1903, Andersen Windows has been the world's largest and most recognized brand for exclusive window and door systems. Renewal by Andersen was founded with the objective of creating a different and better window and door replacement experience for homeowners. The Role This high-impact, project-based position is ideal for a versatile HR generalist thriving in a fast-paced, high-growth environment. Reporting to the Head of People, you'll translate strategic direction into well-designed programs, tools, and processes, supporting our multi-market operations. The candidate should have strong experience across talent management, L&D, employee relations, benefits, compliance, and HR operations, with excellent program management and communication skills. Team & Structure Operating within a COE + HRBP model, this role partners closely with HRBPs across 7 locations and 15 markets, supporting talent management, employee relations, leave, benefits, and compliance. Collaboration with the Director of Talent Acquisition on onboarding and workforce planning is also key. Why This Role • Influence HR strategy alongside the Head of HR, • Gain broad exposure across HR functions and build scalable programs, • Work directly with executives and senior HR leaders, • Genuine breadth across the full HR function, with room to deepen in areas you're passionate about Key Responsibilities • Performance Management: Develop and implement performance programs, create manager tools, and ensure consistent execution across markets., • Learning & Development: Identify needs, design or source leadership programs, and manage professional development initiatives., • Talent & Succession Planning: Support talent reviews, identify high-potential talent, and assist with organizational design., • Engagement & Retention: Oversee engagement surveys, leverage data to inform initiatives, manage recognition programs, and support retention efforts., • Employee Relations: Standardize investigation processes, analyze trends, and support escalation management., • Leave & Benefits: Develop leave policies, ensure compliance, support open enrollment, and promote wellbeing programs., • Compliance & Policy: Conduct audits, maintain policies aligned with regulations, and update employment agreements., • HR Operations & Projects: Support offboarding, HR system projects, and leadership meetings, leading special initiatives as needed. Qualifications • 8+ years HR experience, with depth in talent management and broad HR functions, • Proven success in implementing talent programs and processes, • Knowledge of multi-state employment law (NY, NJ, CA), • Experience in multi-location or COE/HRBP models, • Strong project management, stakeholder engagement, and communication skills, • Proficiency in HR tech, data analysis, and leveraging AI tools (e.g., ChatGPT, Copilot), • Experience in retail, hospitality, healthcare, or distributed services (preferred), • SHRM-CP, SHRM-SCP, PHR, or SPHR certification (preferred) Location Based in the NY Metro area, with options in Cranford, NJ; Farmingdale, NY; or Stamford, CT, plus two days/week at NYC headquarters. Compensation & Benefits • Salary: $140,000–$160,000, • Target Bonus: 20% of base salary, • Benefits include medical, dental, vision, life, STD/LTD, 401(k) match, student loan reimbursement, and tuition assistance. Pay Range $140,000—$160,000 USD DISCLAIMER: The above information on this description has been designed to indicate the general nature and level of work performed by employees in this classification. It is not designed to contain or be interpreted as an exhaustive list of all responsibilities, duties and qualifications required of employees assigned to this job. SMS terms: Windows, LLC offers you the option to engage in SMS text conversations about your job application. By participating, you also understand that message frequency may vary depending on the status of your job application, and that message and data rates may apply. Please consult your carrier for further information on applicable rates and fees. Carriers are not liable for delayed or undelivered messages. Reply STOP to cancel and HELP for help. By opting-in to receiving SMS text messages about your job application, you acknowledge and agree that your consent data, mobile number, and personal information will be collected and stored solely for the purpose of providing you with updates and information related to your job application. No mobile information will be shared with third parties/affiliates for marketing/promotional purposes. All the above categories exclude text messaging originator opt-in data and consent; this information will not be shared with any third parties.

Job Description SpaceXAI's mission is to create AI systems that can accurately understand the universe and aid humanity in its pursuit of knowledge. Our team is small, highly motivated, and focused on engineering excellence. This organization is for individuals who appreciate challenging themselves and thrive on curiosity. We operate with a flat organizational structure. All employees are expected to be hands-on and to contribute directly to the company's mission. Leadership is given to those who show initiative and consistently deliver excellence. Work ethic and strong prioritization skills are important. All employees are expected to have strong communication skills. They should be able to concisely and accurately share knowledge with their teammates. ABOUT THE ROLE: The HR Business Partner team is a key partner in helping scale the organization and support its talented employees. We work closely with senior leaders and their teams with the full lifecycle of an employee from onboarding, career development, recognition, performance management, org design and more. We help steer important decisions, and operate with urgency in ensuring that all of our teams are able to perform at their very best. In this role you will support both Technical and Non-Technical teams. RESPONSIBILITIES: • Strategize with managers on talent from recruitment strategy and skill needs, to employee relations, rewards and recognition, and employee morale and satisfaction., • Regularly track people data and identify trends and patterns on hiring, attrition, employee feedback, and compensation., • Partner with compensation and benefits teams in administering and evaluating our rewards programs, and ensuring employees are educated and familiar with our offerings. Identify areas we can continue to enhance and improve., • Provide partnership in organizational design through re-orgs, management changes, leveling & titles, and data & reporting., • Give critical and direct feedback to managers on areas of opportunity so they can continue to grow and lead at a high level. Understand their organizations and products, to better help influence your recommendations and guidance. BASIC QUALIFICATIONS:, • 4+ years as an HR generalist/HRBP with exposure/experience across other fields w/in HR or related discipline., • Experience working in a fast-paced, high growth, dynamic business environment; experience in the tech industry and supporting technical teams highly desired., • Strong problem-solving, critical/analytical thinking abilities., • Outstanding interpersonal and influencing skills; demonstrated ability to develop relationships and influence at multiple levels within the organization., • Demonstrated ability to partner with team members outside of the US on global issues., • Excellent communication (verbal and written) skills and organizational consulting skills.PREFERRED SKILLS AND EXPERIENCE:, • You are motivated by complexity and challenges., • You are comfortable in ambiguity and can pull relevant components out of complex situations to connect the dots and make sound decisions, • You are a high energy person and like fast paced, dynamic environments that evolve before they have to., • You are competitive and like to win - together. You thrive off working with smart, creative people that challenge you to perform at a higher level and draw the best out of you., • You have a high learning agility and press in to understand people dynamics, new business models and talent processes. COMPENSATION AND BENEFITS: $110,000 - $140,000 USD Base salary is just one part of our total rewards package at SpaceXAI, which also includes equity, comprehensive medical, vision, and dental coverage, access to a 401(k) retirement plan, short & long-term disability insurance, life insurance, and various other discounts and perks. ITAR REQUIREMENTS: • To conform to U.S. Government export regulations, applicant must be a (i) U.S. citizen or national, (ii) U.S. lawful, permanent resident (aka green card holder), (iii) Refugee under 8 U.S.C. § 1157, or (iv) Asylee under 8 U.S.C. § 1158, or be eligible to obtain the required authorizations from the U.S. Department of State. Learn more about the ITAR here. SpaceXAI is an equal opportunity employer. For details on data processing, view our Recruitment Privacy Notice.

Job Description Our client is a fast-paced, research- and technology-focused organization with teams across multiple locations. They are looking for an HR Business Partner to support managers and employees across a broad range of people matters. This is a hands-on role for someone who can build credibility quickly, handle sensitive situations with sound judgment, and help leaders make practical decisions in a constantly evolving environment. The HRBP will be part of a collaborative People team and will work closely with Recruiting, Talent Development, Legal, Compliance, Workplace, and business leaders. Position details: • Partner directly with managers on employee relations, performance concerns, coaching, organizational changes, and team effectiveness., • Support employees and managers throughout the employee lifecycle, including onboarding, internal transfers, leave administration, development, and offboarding., • Help managers prepare for and navigate difficult conversations, performance feedback, and employee concerns., • Support annual HR processes, including performance reviews, merit and bonus planning, compensation changes, mobility, and HRIS transactions., • Work with internal People partners on engagement, retention, succession planning, and employee development initiatives., • Create and maintain practical HR processes, manager guidance, and employee communications., • Ensure employment documentation, internal policies, and people practices are handled consistently and in accordance with applicable laws., • Identify process gaps and recommend improvements that make the employee and manager experience more effective., • Serve as a trusted, confidential resource for employees and leaders., • Support additional People Operations projects as business needs arise. Ideal candidate: • Bachelor's degree in Human Resources, Business, or a related field., • 5+ years of experience in HR Business Partner, HR Generalist, or People Operations roles., • Experience supporting a range of HR functions, including employee relations, performance management, onboarding, talent development, compensation, and recruiting., • Background in a high-growth, fast-changing, or highly technical environment. Experience in financial services, technology, professional services, or another complex industry is preferred., • Strong judgment and the ability to handle confidential matters with professionalism and discretion., • Ability to coach and influence leaders at different levels of an organization., • Clear, direct communication style and strong relationship-building skills., • Comfortable working through ambiguity and managing multiple priorities without losing attention to detail., • Working knowledge of employment law and general HR compliance requirements., • Experience using HR systems such as Workday, Greenhouse, Culture Amp, or similar platforms., • A collaborative approach and interest in building broad People Operations experience across areas such as benefits, payroll, mobility, immigration, and compensation.

Job Description Senior Manager, HR Business Partner Temporary: Approximately 3 months Schedule: Hybrid, 3 days/week in office Focus: HR Business Partner / HR Generalist / Employee Relations About the Role We are looking for an experienced Senior HR Business Partner to help support the launch of a new HR Shared Services model supporting employees and leaders across the Americas. This role will serve as a key point of contact for HR-related questions and employee matters, helping triage requests, provide guidance, and determine when issues need to be escalated to senior HR leadership or specialized HR teams. What You’ll Do • Provide day-to-day HR support to employees and managers across the organization., • Manage and triage incoming HR requests through a ticketing system., • Advise and coach managers and senior leaders on employee relations and HR matters., • Support performance management, organizational effectiveness, and talent-related initiatives., • Help leaders navigate complex employee situations while balancing business needs, employee experience, and risk., • Review and resolve routine HR matters within established policies and processes., • Identify complex or high-risk situations and escalate them appropriately., • Partner with senior HR leaders and Centers of Excellence (COEs) when specialized support is needed., • Help establish and improve processes within the new HR Shared Services operating model. What We’re Looking For • 4–7 years of HR Generalist experience, ideally supporting both corporate and non-exempt employees., • Previous HRBP and Employee Relations experience., • Strong experience with performance management, organizational effectiveness, and talent management., • Experience advising and coaching senior leaders and managers on HR-related matters., • Strong judgment and ability to handle sensitive and confidential employee situations., • Comfortable working in a fast-paced environment and managing multiple HR requests at once., • Strong communication, problem-solving, and relationship-building skills., • Experience working in an HR Shared Services or ticketing environment is a plus. Ideal Background The ideal candidate will be a Manager or Senior Manager-level HR Generalist/HRBP who can step in quickly, work independently, and help establish a new HR operating model. This person should be comfortable working with both employees and senior leaders and have strong employee relations and coaching experience. Work Authorization: Candidates must be authorized to work in the United States without current or future employer sponsorship. Sponsorship is not available for this position.

Job Description At Portage Point Partners (Portage Point), you are not a cog in a legacy machine, you are shaping strategy, influencing outcomes and being rewarded for driving impact. Backed by New Mountain Capital, Portage Point is recognized for accelerated growth and is consistently featured in rankings from Inc.5000, The Financial Times and Consulting Magazine. This recognition is a testament to our focus on excellence, intensity and pace and ability to attract blue chip talent committed to delivering best-in-class outcomes. Our cross-functional platform spans the full business lifecycle and offers middle market clients integrated solutions across Transaction Advisory Services (TAS), Valuations (VAL), Transaction Execution Services (TES), Office of the CFO (OCFO), Performance Improvement (PI), Interim Management (IM), Investment Banking (IB) and Turnaround & Restructuring Services (TRS). The Delivery Enablement (DE) team supports internal stakeholders by providing a robust operational backbone across TAS, Valuations, TES, OCFO, PI, IM, IB and TRS. The team includes Talent Acquisition, Human Resources (HR), Marketing, Data Analytics, Finance & Accounting and Delivery Excellence. As Portage Point continues to grow, the DE team is laser focused on scalability, quality and automation. The Human Resources Business Partner (HRBP) at Portage Point offers an exciting opportunity for a driven and dynamic professional to play a pivotal role in shaping the employee experience within a fast-paced, entrepreneurial environment. This role is ideal for someone who thrives on building strong relationships across all organizational levels and enjoys balancing strategic advisory work with hands-on HR operations. The HRBP will serve as a trusted advisor to Practice Line Leaders (PLLs), functional leaders and team members while owning the operational backbone of the employee lifecycle across benefits, compliance and performance management. Reporting directly to the Head of Human Capital Management (HCM), the HRBP will collaborate closely with a small, agile team to execute high-impact initiatives and contribute meaningfully to Portage Point’s continued growth and success. Responsibilities • Serve as a trusted advisor to Practice Line Leaders (PLLs), functional leaders and managers on performance management, employee relations, team effectiveness, organizational design and succession planning, building deep knowledge of each practice line’s business and talent needs, • Lead employee relations matters end to end, including accommodations, investigations, performance concerns and separations, engaging external counsel where appropriate, • Partner with the HCM team to drive the semi-annual performance management cycles end to end, including goal setting, calibration and ownership of the performance management system (Lattice), and refine the career framework, job architecture and competency frameworks across practice lines, • Own the employee lifecycle from onboarding through offboarding, including a tailored executive onboarding program, and establish the documentation and standards that support consistent execution in partnership with the HCM team in India, • Lead total rewards in partnership with the Head of HCM, the benefits broker, Accounting & Finance, spanning benefits and open enrollment, retirement plans, leaves of absence, benchmarking compensation and year-end recommendations, • Own HR compliance across Portage Point’s multi-state footprint, including labor law monitoring and postings, policy and handbook updates, HR audits (e.g., I-9, FLSA, EEOC) and internal immigration processes managed with external counsel, • Partner with the Chief Compliance Officer (CCO) on broker-dealer and FINRA requirements, including registration administration, Form U4 and U5 filings and internal reviews, • Champion operational excellence by streamlining and automating HCM processes and leveraging AI solutions in partnership with the Data Analytics team on HR dashboards that deliver accurate, actionable insight, • Support employee engagement and Learning & Development initiatives, including the annual engagement survey from design through action planning, • Provide coaching and mentorship to junior team members across the HCM team, • Support talent acquisition and firm-building initiatives, • Contribute to a high-performing, inclusive and values-driven cultureQualifications, • Bachelor’s degree from a top undergraduate program in HR or a related field, • Located in or willing to relocate to Chicago, Dallas or New York, • Invested in a team-based culture, motivated to collaborate in office four days per week, • Six plus years of HR experience within professional services, investment banking or private equity; at least four years in an HRBP role or similar, • Proven ability to lead performance management cycles end to end, including goal setting, calibration and competency framework development, plus experience building career frameworks and job architecture, • Proven track record managing complex employee relations matters end to end, including accommodations, investigations and separations, with experience supporting flight-risk assessment and retention planning for senior talent, • Strong understanding of HR compliance across a multi-state footprint, including labor laws, immigration and regulatory reporting (I-9, FLSA, EEOC); broker-dealer or FINRA exposure is a plus, • Hands-on benefits and total rewards experience, including open enrollment, retirement plans, leaves administration and market survey participation to support compensation recommendations, • Demonstrated ability to build and scale HR infrastructure in a high-growth environment, including documenting processes for consistent execution across a globally distributed team, with a focus on automation and AI, • Experience with HR tools and systems; exposure to Lattice (performance management system) and TriNet or a comparable HRIS is a plus, • Strong executive presence and communication skills, • Proven ability to thrive in lean, fast-moving teams, • High attention to detail, responsiveness and an ownership mindset, • Track record of success in high-pressure environments In accordance with pay transparency laws in the City of New York and the State of California, Portage Point provides a good-faith cash compensation range for this position. This range represents the cash compensation (base plus bonus) that the firm reasonably expects to pay upon hire, based on good-faith and reasonable estimate at the time of posting. The final compensation within this range will depend on the candidate’s qualifications, education, training, experience and location. In addition to cash compensation, Portage Point may offer comprehensive benefits and equity participation, which are not reflected in the pay range above. We may use artificial intelligence (AI) tools to support parts of the hiring process, such as reviewing applications, analyzing resumes, or assessing responses and identifying potential inconsistencies or verification signals in application materials based on available information. These tools assist our recruitment team but do not replace human judgment. Final hiring decisions are ultimately made by humans. If you would like more information about how your data is processed, please contact us.

Job Description Maven Clinic is the world's largest virtual clinic for women and families on a mission to make healthcare work for all of us. Through Maven Enterprise, the company partners with more than 2,300 employers and health plans to provide end-to-end women's and family health programs spanning fertility and family building, maternity and newborn care, parenting and pediatrics, and menopause and midlife — improving clinical outcomes, reducing healthcare costs, and expanding equitable access to high-quality care at scale. Through its consumer platform, Maven provides direct access to virtual care across 30+ specialties, as well as dedicated hormone and GLP-1 care programs purpose-built for women. Founded in 2014 by CEO Kate Ryder, Maven Clinic has raised more than $425 million from leading healthcare and technology investors including General Catalyst, Sequoia, Dragoneer Investment Group, Oak HC/FT, StepStone Group, Icon Ventures, and Lux Capital. Recognized for innovation and industry leadership, Maven has been named to the TIME100 Most Influential Companies, CNBC Disruptor 50, Fast Company's Most Innovative Companies, and FORTUNE Best Places to Work. Learn more at mavenclinic.com An award-winning culture working towards an important mission – Maven Clinic is a recipient of over 30 workplace and innovation awards, including: • TIME 100 Most Influential Companies (2023, 2026), • Fortune Change the World (2024), • CNBC Disruptor 50 List (2022, 2023, 2024), • Fortune Best Workplaces for Millennials (2024), • Fortune Best Workplaces in Health Care (2024), • Fast Company Most Innovative Companies (2020, 2023), • Fortune Best Workplaces NY (2020, 2021, 2022, 2023, 2024) Maven Clinic is looking for an Sr. HRBP to support our business through people partnership and talent program delivery. This role will partner closely with managers and leaders on team engagement, performance management and employee relations. The ideal candidate is a proactive and collaborative people partner who is comfortable navigating ambiguity, solving problems thoughtfully, and building strong relationships across the organization. As an Sr. HRBP at Maven, you will: • Partner with the HRBP team, managers and functional leaders to support employee engagement, team performance, and organizational effectiveness, • Advise managers on employee relations, performance management, development conversations, and team dynamics, • Manage employee relations issues and investigations for the teams you support, • Execute core people programs including performance reviews, compensation cycles, engagement survey action plans, and talent planning processes, • Analyze people trends and employee feedback to identify insights and actions, • Use people analytics, business insights, and employee feedback to identify trends, assess organizational health, and drive engagement and retention strategies, • Partner cross-functionally with Recruiting, People Operations, Legal, and Finance to support consistent employee processes and experiences, • Identify process improvement opportunities and contribute to scaling people practices across the organization, • Use AI tooling to automate manual workflows and increase your strategic impact, • Build trusted relationships with employees and managers through responsive, thoughtful partnership, • Contribute to broader People Team initiatives and cross-functional projects as needed We're looking for you to bring: • 5+ years of experience in HR Business Partner, People Operations, Talent Management, or related HR roles, • Experience partnering with managers and cross-functional teams in a fast-paced environment, • Strong attention to detail with organizational rigor around data management and documentation, • Strong communication, relationship-building, and problem-solving skills, • Ability to manage multiple priorities and operate effectively in ambiguity, • Enthusiasm for a start-up environment, • Working knowledge of performance management, employee relations, and talent processes, • Analytical mindset with comfort using people data and insights to inform recommendations, • Strong judgment, empathy, and ability to build trust across all levels of the organization, • Healthcare or healthcare technology experience is a plus, but not required. What is essential is a curiosity and business acumen to inform your understanding of the teams you support., • This role will support our Operations team in addition to other parts of the business, which includes front-line workers directly interfacing with our members. Experience supporting a front-line workforce is a plus but not required. The base salary range for this role is $140,000 - $165,000 per year. You will also be entitled to receive equity and benefits. Individual pay decisions are based on a number of factors, including qualifications for the role, experience level, and skillset. This role is only open to candidates in the NYC-metropolitan area and will require you to be in-office for 3 days each week (Tuesday, Wednesday, Thursday). While flexibility will always be core to Maven's policies, we also believe in the power of in-person connection. Our hybrid work policy was created with both principles in mind. This role requires active work authorization in the US. At Maven we believe that a diverse set of backgrounds and experiences enrich our teams and allow us to achieve above and beyond our goals. If you do not have experience in all of the areas detailed above, we hope that you will share your unique background with us in your application and how it can be additive to our teams. Benefits That Work For You Our benefits are designed to support your health, well-being and career development, helping you thrive both personally and professionally. We remain focused on providing a competitive benefits package for our employees. On top of standards such as employer-covered health, dental, and insurance plan options, we offer an inclusive approach to benefits: • Maven for Mavens: access to the full platform and specialists, including care for mental health, reproductive health, family planning and pediatrics., • Whole-self care through wellness partnerships, • Hybrid work, in office meals, and work together days, • 16 weeks 100% paid parental leave and new parent stipend (for Mavens who've been with us for 1 year+), • Annual professional development stipend and access to a personal career coach through Maven for Mavens, • 401K matching for US-based employees, with immediate vesting These benefits are applicable to Maven Clinic Co., US-based, full-time employees only. 1099/Contract Providers are ineligible for these benefits. Maven is an affirmative action and equal opportunity employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, disability, age, sexual orientation, gender identity, national origin, veteran status, or genetic information. Maven is committed to providing access, equal opportunity and reasonable accommodation for individuals with disabilities in employment, its services, programs, and activities. Maven Clinic interview requests and job offers only originate from an @mavenclinic.com email address (e.g jsmith@mavenclinic.com). Maven Clinic will never ask for sensitive information to be delivered over email or phone. If you receive a scam issue or a security issue involving Maven Clinic please notify us at: security@mavenclinic.com. For general and additional inquiries, please contact us at careers@mavenclinic.com.

Job DescriptionPosition Overview As the independent administrator of the Consolidated Tape Plan, DataCT LLC ensures the unified administration of Tapes A, B, and C, supporting transparency and operational efficiency across market data reporting. This senior shared-services Human Resources role provides strategic and operational HR leadership across the organization, overseeing HR administration, onboarding, benefits, recruiting coordination, employee records, policy and handbook governance, performance management, compensation cycles, and training and development. The role requires a seasoned HR professional capable of advising leadership, ensuring regulatory alignment, and building scalable people practices in support of DataCT’s operating model. The role reports to the CAO. DataCT operates under the independence, governance, and transparency framework established in the CT Plan and the Administrator RFP. All staff are expected to uphold the independence of the Administrator function, avoid actual or perceived conflicts of interest, and support the governance reporting obligations of the Operating Committee of CT Plan LLC. Core Responsibilities • Lead HR operations under a shared-services model, ensuring effective administration, onboarding, benefits delivery, and employee support aligned with organizational priorities., • Partner with senior leaders, hiring managers, and external recruiting partners to support workforce planning, recruiting execution, and talent acquisition priorities., • Oversee employee records, HR policies, and handbook governance to promote consistency, compliance, and operational discipline., • Guide performance management, compensation cycle coordination, and training and development initiatives that support organizational capability and employee growth.Qualifications, • 10+ years of progressive HR experience, including senior generalist, HRBP, or people operations leadership roles with responsibility for both strategic advisory work and hands-on execution., • Demonstrated success supporting small to mid-sized, regulated, and professional services organizations where sound judgment, discretion, and operational rigor are essential., • Strong working knowledge of New York employment law, HR compliance requirements, employee relations practices, and policy governance., • Proven ability to advise executives and senior stakeholders with credibility, balance, and practical business orientation., • Experience building or maturing HR processes, policies, and programs in environments that require both structure and flexibility., • Excellent communication, organizational, and problem-solving skills, with the ability to manage sensitive matters with professionalism and confidentiality.Location Requirement This position requires regular, in-person physical presence at DataCT's principal offices in New York City. DataCT's core staff, CT Plan stakeholders, SIP Processors, auditors, and principal service providers are concentrated in the New York metropolitan area, and on-site collaboration is essential to the Administrator function. Compensation and Benefits • Base Salary Range - $160,000-190,000 (commensurate with experience, qualifications, skills, education, internal equity, and market data)., • Eligible for performance-based incentives consistent with the role level., • Compensation is set in accordance with the DataCT Resourcing Experience and Expertise Classification Framework., • Full benefits package including medical, dental, vision, 401(k) with employer match, life insurance, disability coverage, and paid time off.Reporting Structure Reports to: CAO About DataCT DataCT LLC is a Delaware limited liability company headquartered in New York, New York, formed as a single-purpose, independent, member-owned entity to serve as the Administrator of the U.S. Consolidated Tape Plan (the CT Plan). DataCT LLC is responsible for the unified administration of Tapes A, B, and C under the CT Plan, acting on behalf of CT Plan LLC under the Administrator mandate. DataCT is currently engaged under an Interim Services Agreement and is transitioning to the definitive Administrator Services Agreement with CT Plan LLC. The organization is building toward a full operating state of approximately 25 employees and is expected to be fully operational by April 2027. Equal Opportunity DataCT LLC is an Equal Opportunity Employer. DataCT is committed to building a diverse and inclusive workforce and does not discriminate on the basis of race, color, religion, sex (including pregnancy, childbirth, and related conditions), sexual orientation, gender identity or expression, national origin, age, disability, genetic information, military or veteran status, marital or familial status, citizenship or immigration status, or any other characteristic protected by applicable federal, state, or local law. DataCT LLC is committed to building a diverse, accountable, and independent organization in service of the CT Plan, its Operating Committee, and the broader U.S. market-data community. The Human Resources Business Partner is a key contributor to that mission. #hc252882

Job DescriptionOur mission: eliminating every barrier to mental health. Spring Health is a global mental health company on a mission to eliminate every barrier to mental health. We're building a world where getting support is simple, personal, and built around the person, so care can continue through every job, move, health plan, and life stage. Our AI-native platform helps us deliver personalized support across self-guided tools, coaching, therapy, medication management, and specialty care. With outcomes independently validated by JAMA Network Open and the Validation Institute, Spring Health reaches more than 170 million people worldwide through leading employers, health plans, and partners. As an AI-native company, we believe technology should expand the reach, quality, and humanity of care. Every Spring Health team member is expected to use AI tools thoughtfully, apply human judgment to AI outputs, and keep building AI fluency in ways that support their role and our mission. We're hiring a temporary Senior People Business Partner (PBP) to provide parental leave coverage on our People Business Partner team. Each role is a fixed-term assignment of approximately four months. The PBP will step into an established client group - Revenue, R&D, or G&A functions - and serve as the day-to-day People partner for managers and employees in that function while the incumbent PBP is on leave. This is a continuity role, not a build role. Success looks like managers and employees experiencing no drop-off in support, in-flight People cycles landing on schedule, and a clean handback when the incumbent returns. It's a strong fit for an experienced PBP who can ramp fast, operate with judgment in ambiguity, and is genuinely comfortable inheriting someone else's context rather than reshaping it. This temporary role operates on a hybrid model with 2-3 days per week required in-office at our NYC HQ. What you'll do: • Serve as the primary People point of contact for your assigned client group, partnering with managers and employees on performance, development, engagement, and organizational questions, • Own employee relations matters end-to-end — intake, investigation, documentation, and resolution — escalating complex or high-risk situations appropriately, • Coach managers through day-to-day people situations: performance concerns, team dynamics, difficult conversations, and org changes already in motion, • Carry in-flight People programs across the finish line, including performance cycles, talent reviews, compensation planning, and engagement survey follow-through, • Partner with COE teams (Talent Acquisition, Total Rewards, People Ops & Employee Experience, Compliance, Legal) to execute programs within your client group, • Support org changes, role changes, onboarding, and offboarding for your function, • Maintain clear documentation and a running handover record so the returning PBP can pick things up cleanly, • Flag risks and open items early rather than absorbing them quietly What success looks like in this role: • Managers and employees in your client group report consistent, responsive support throughout the coverage period, • In-flight People cycles and programs complete on time with no slippage attributable to the transition, • Employee relations matters are resolved or cleanly escalated, with complete documentation, • The returning PBP receives a thorough, well-organized handback with no surprises What you'll bring: • 6+ years of progressively responsible HRBP or People Generalist experience, • Demonstrated ability to ramp quickly and operate independently within an existing client group — you've stepped into unfamiliar contexts and been effective within weeks, • Strong employee relations depth, including investigations, documentation, and risk assessment, • Practical command of core HR disciplines: performance management, manager coaching, org design fundamentals, and compensation basics, • Working knowledge of labor and employment law, • Excellent written and verbal communication; credible with individual contributors, managers, and senior leaders alike, • Comfort with people data, analytics and reporting to inform recommendations, • High EQ and discretion in handling sensitive information, • Sound judgment about what to decide, what to escalate, and what to leave for the returning PBP, • Working knowledge of Google Workspace (Docs, Sheets, Slides, Forms) Nice to have: • Prior experience in interim, fractional, or leave-coverage HRBP assignments, • Experience supporting Revenue (Sales, CS, Partnerships), R&D (Product, Engineering, Data), or G&A (Finance, Legal, Marketing, People) client groups, • High-growth startup or technology company experience, • Exposure to HR technology or People analytics platforms The target base salary range for this position is $129,780 - $164,450. Individual pay may vary from the target range and is determined by a number of factors including experience, location, internal pay equity, and other relevant business considerations. We review all employee pay and compensation programs annually using Radford Global Compensation Database at minimum to ensure competitive and fair pay. Not sure if you meet every requirement? Research shows that women and people from historically underrepresented communities often hesitate to apply for roles unless they meet every qualification compared to other similarly-qualified candidates. At Spring Health, we are committed to fostering a workplace where everyone feels valued, empowered, and supported to Thrive. If this role excites you, we encourage you to apply. Our privacy policy: https://springhealth.com/privacy-policy/ Spring Health is proud to be an equal opportunity employer. We do not discriminate in hiring or any employment decision based on race, color, religion, national origin, age, sex, marital status, ancestry, disability, genetic information, veteran status, gender identity or expression, sexual orientation, pregnancy, or other applicable legally protected characteristic. We also consider qualified applicants regardless of criminal histories, consistent with applicable legal requirements. Spring Health is also committed to providing reasonable accommodations for qualified individuals with disabilities and disabled veterans. If you have a disability or special need that requires accommodation, please let us know.

Job DescriptionRaphael & Associates is a globally recognized third-party claims administrator and independent claims adjusting firm, known for delivering exceptional service. We understand the importance of staying agile in a dynamic market and pride ourselves on tailoring our solutions to meet the unique needs of each client. While the work we do as a claims organization is complex, our mission is clear: to deliver outstanding service, attract and retain top-tier professionals, and leverage industry-leading technology to drive results. Join Our Team As a leader in the industry, we offer dynamic and rewarding career opportunities for individuals who are driven to make an impact. Our culture is built on collaboration, innovation, and a shared commitment to excellence. We value professionals who bring creativity, vision, and a proactive, results-oriented mindset. We are seeking experienced, motivated, and forward-thinking individuals to join our team and contribute to our continued success. The Opportunity The Human Resources Business Partner (HRBP) serves as a strategic partner to leaders and employees, providing guidance and support across the full employee lifecycle. This role is responsible for strengthening employee engagement, supporting organizational effectiveness, and ensuring consistent and effective HR practices. The ideal candidate will have strong experience in employee onboarding, offboarding, exit interview strategies, employee relations, performance management, and HR process improvement. This individual will work closely with leadership and managers to identify workforce needs, resolve employee issues, improve the employee experience, and support the organization’s overall people strategy. HR Business Partnership • Partner with leaders and managers to understand business objectives and develop HR strategies that support organizational goals., • Provide guidance and coaching on employee relations, performance management, workplace concerns, and HR policies., • Serve as a trusted resource to employees and leadership, fostering a positive, professional, and inclusive workplace., • Analyze workforce trends and recommend solutions to improve engagement, retention, productivity, and organizational effectiveness., • Support organizational changes, restructurings, and other workforce initiatives.Employee Onboarding & Integration, • Own and continuously improve the employee onboarding experience from offer acceptance through successful integration into the organization., • Partner with hiring managers and internal departments to ensure new hires have the resources, information, systems access, and support needed for a successful start., • Develop and maintain onboarding processes, checklists, communications, and orientation materials., • Evaluate onboarding effectiveness through employee and manager feedback and implement improvements as needed., • Partner with leaders to establish effective 30/60/90-day onboarding plans and milestones.Employee Offboarding & Exit Interview Strategy, • Develop and manage a consistent and professional employee offboarding process., • Conduct or oversee exit interviews to obtain meaningful feedback regarding the employee experience., • Develop exit interview strategies to identify trends related to turnover, leadership, compensation, culture, career development, workload, and other retention factors., • Analyze exit interview results and turnover data to identify opportunities for organizational improvement., • Provide leadership with regular reporting and actionable recommendations based on employee feedback and identified trends., • Maintain confidentiality while appropriately escalating significant concerns or recurring organizational issues., • Partner with leadership to develop retention strategies based on employee feedback and turnover trends.Employee Relations, • Manage and investigate employee relations matters while ensuring fairness, consistency, and compliance with company policies and applicable employment laws., • Coach managers through performance concerns, disciplinary matters, conflict resolution, and other challenging employee situations., • Assist with workplace investigations, documentation, and resolution of employee concerns., • Promote consistent application of HR policies and practices across the organization.Performance Management & Employee Development, • Support performance management processes, including goal setting, performance reviews, coaching, and performance improvement plans., • Partner with managers to identify employee development, career progression, and succession planning opportunities., • Support programs that strengthen employee development, engagement, and retention., • Help leaders build high-performing teams through effective feedback, development, and accountability.HR Programs & Process Improvement, • Evaluate and improve HR processes to increase efficiency, consistency, and the overall employee experience., • Develop and implement HR programs that support organizational effectiveness, employee engagement, and retention., • Maintain accurate employee records and HR documentation., • Utilize HR metrics and reporting to support data-driven decision-making and identify areas for improvement., • Partner with HR leadership on special projects and organizational initiatives.Compliance, • Maintain current knowledge of federal, state, and local employment laws and regulations., • Ensure HR practices and processes are consistently applied, documented, and compliant with applicable requirements., • Partner with HR leadership and internal resources on compliance-related matters.Qualifications, • Bachelor’s degree in Human Resources, Business Administration, or a related field preferred., • 5+ years of progressive HR experience, preferably in an HR Business Partner or similar role., • Demonstrated experience partnering with managers and leaders to address organizational and employee needs., • Strong experience managing employee onboarding and offboarding processes., • Proven experience developing or managing exit interview programs and analyzing employee feedback., • Strong employee relations and conflict-resolution experience., • Experience with performance management, employee engagement, and retention initiatives., • Strong knowledge of HR policies, practices, and employment regulations., • Excellent communication, interpersonal, organizational, and problem-solving skills., • Ability to handle sensitive and confidential information with discretion., • Strong analytical skills with the ability to translate HR data and employee feedback into actionable recommendations., • Proficiency with Microsoft Office and HRIS systems., • SHRM-CP, SHRM-SCP, PHR, or SPHR certification., • Experience developing and implementing employee lifecycle programs., • Experience using HR metrics, engagement surveys, turnover data, and exit interview results to identify organizational trends and opportunities., • Experience working in a fast-paced, growing, or multi-location organization., • Experience partnering with senior leadership on workforce strategy and organizational development.Benefits and Perks We are an organization that values and recognizes the contributions of our team members. We offer a competitive compensation and benefits package commensurate with experience, including base salary, performance-based incentives, paid time off, comprehensive medical, dental, vision, and life insurance, as well as a 401(k) plan with company matching. Raphael & Associates is an Equal Opportunity Employer. We are committed to building an equitable, collaborative and diverse workforce throughout our organization by providing equal employment opportunities to all employees and applicants without regard to race, color, religion, sex, national origin, age, disability, genetic information, veteran status, or any other legally protected characteristic. This policy extends to all aspects of our employment practices, including but not limited to, recruiting, hiring, discipline, terminations, promoting, transferring, compensation, benefits, training, leave of absence, and other terms, conditions, and benefits of employment. The above is intended to describe this job's general requirements. It is not to be construed as an exhaustive statement of duties, responsibilities, or physical requirements. Nothing in this job description restricts management's right to assign or reassign duties and responsibilities to this job at any time. Reasonable accommodations may be made to enable individuals with disabilities to perform essential functions. Powered by JazzHR XCLBgApyXD

Job Description Company Overview: Topaz HR is a dynamic outsourced HR firm serving companies across diverse industries, specializing in a broad spectrum of HR and employee relations projects. Position Overview: The Human Resources Strategic Partner at Topaz HR plays a pivotal role in aligning HR-DOL laws with company policies, drafting essential HR documents, and offering strategic advice to clients. Responsibilities include overseeing the hiring and onboarding processes, creating comprehensive onboarding plans, and providing valuable insights on compliance and practical aspects of the employee journey. Location: The Bronx, NY Job Type: Full Time Schedule: Onsite • Monday – Friday, 9:30 AM - 5:30 PM, • Up to 70% Travel throughout the Five Boroughs. Brooklyn, Manhattan, Queens, The Bronx and Staten Island. Salary: $70,000 - $85,000 USD/Annually Benefits: Health, Vision, Dental, 401(k) (with match) & PTO Key Responsibilities: To perform this job successfully, an individual must be able to perform each essential function satisfactorily. The requirements listed below are representative of the knowledge, skill, and/or ability required. Predictable, reliable, and punctual attendance is an essential function of the job role. • Conducting regular assessments to align HR laws with current company policies and procedures and training., • Drafting a variety of HR documents to meet client needs, job descriptions, offer letters, etc., • Advising and supporting clients on best practices in hiring, compensation management, company culture, performance, terminations, benefits administration, disciplinary action, and leave management (FMLA, PFL, sick leave)., • Overseeing/guiding the hiring and onboarding process for client employees. Qualifications: • Previous HR experience as a Generalist, HRBP, or HR Manager (minimum 3-5 years)., • Strong familiarity with Microsoft Office products (Word, PowerPoint, Excel, Teams, and Outlook)., • Bilingual in English and Spanish. Physical Demands The physical demands and work environment described here are representative of those an employee encounters while performing the essential functions of this job.Sitting for extended periods of time, computer usage including data entry for much of the workday, regular phone communication, handling paperwork and documentation, and participating in meetings. Field position requiring frequent local travel throughout the state and occasional overnight stays. Exciting Opportunities: This role presents an exciting opportunity for a passionate HR professional to stay at the forefront of the evolving world of HR best practices. You will have the chance to interact with multiple industries regularly, making it an ideal position for a goal-oriented individual eager to learn and engage with diverse businesses. Compensation The published salary range is used as a guide to provide prospective candidates with a level of compensation that is competitive with today’s market. The salary range for this position is a good faith estimate that allows for flexibility to align with various levels of experience, education, and performance. EEO Statement Topaz HR is an Equal Opportunity Employer, and we do not discriminate on the basis of race, color, religion, gender, national origin, age, disability, or any other status protected by applicable law. We value and are committed to creating an inclusive environment for all employees. Powered by JazzHR iQ4kVFROA9

Job Description Maven Clinic is the world's largest virtual clinic for women and families on a mission to make healthcare work for all of us. Through Maven Enterprise, the company partners with more than 2,300 employers and health plans to provide end-to-end women's and family health programs spanning fertility and family building, maternity and newborn care, parenting and pediatrics, and menopause and midlife — improving clinical outcomes, reducing healthcare costs, and expanding equitable access to high-quality care at scale. Through its consumer platform, Maven provides direct access to virtual care across 30+ specialties, as well as dedicated hormone and GLP-1 care programs purpose-built for women. Founded in 2014 by CEO Kate Ryder, Maven Clinic has raised more than $425 million from leading healthcare and technology investors including General Catalyst, Sequoia, Dragoneer Investment Group, Oak HC/FT, StepStone Group, Icon Ventures, and Lux Capital. Recognized for innovation and industry leadership, Maven has been named to the TIME100 Most Influential Companies, CNBC Disruptor 50, Fast Company's Most Innovative Companies, and FORTUNE Best Places to Work. Learn more at mavenclinic.com An award-winning culture working towards an important mission – Maven Clinic is a recipient of over 30 workplace and innovation awards, including: • TIME 100 Most Influential Companies (2023, 2026), • Fortune Change the World (2024), • CNBC Disruptor 50 List (2022, 2023, 2024), • Fortune Best Workplaces for Millennials (2024), • Fortune Best Workplaces in Health Care (2024), • Fast Company Most Innovative Companies (2020, 2023), • Fortune Best Workplaces NY (2020, 2021, 2022, 2023, 2024) Maven Clinic is looking for a Senior Director to lead the HRBP function and drive our talent program strategies. This leader will partner closely with executive leadership to shape organizational strategy, strengthen manager effectiveness, and build scalable talent practices that enable higher performance during a period of continued growth. This person will lead a team of highly-skilled HRBPs and serve as HRBP to client groups including the growth team.. The ideal candidate brings deep business partnership experience in fast-paced, high-growth environments, and is equally comfortable operating strategically and driving operational excellence across people programs. This person will bring experience driving AI adoption, utilizing metrics-driven decision-making, and evolving fit-for-purpose solutions to organizational design, talent planning, and learning & development with a focus on business outcomes. As the Senior Director, HRBP you will focus on the following areas: Team & Org Leadership • Lead and develop a team of senior HRBPs; set a high bar for business partnership quality, coach to individual growth, and build team capacity as Maven scales, • Serve as HRBP to our growth team along with senior executive client groups including G&A, providing strategic counsel on organizational design, team effectiveness, and leadership through change, • Lead the approach to sensitive employee relations matters, mitigating risk and ensuring thoughtful, values-aligned decision-making across teams, • Partner with the SVP, People and CFO on workforce planning, ensuring headcount strategy aligns with business priorities, growth plans, and financial targets, • Support executive- and board-level reporting on organizational health, leadership pipeline, and people metrics Talent Programs • Design and deliver Maven's highest-priority talent programs — including performance management, talent reviews, and manager development, • Own retention strategy and execute targeted interventions for critical talent segments, • Lead organizational design work, including spans and layers analysis, team restructures, and role clarity initiatives, • Build and evolve L&D programming, with a focus on manager effectiveness, especially as Maven navigates AI transformation across the business Data, AI & Operational Excellence • Champion scalable, data-informed, and AI-enabled people practices; use people analytics and workforce insights to inform decisions and measure program impact, • Drive AI adoption within the People function — including deploying AI tools in HR workflows such as performance calibration, engagement analysis, manager coaching and workforce planning, • Enable managers to lead effectively through Maven's AI transformation by building the skills, frameworks, and support structures they need Cross-Functional Partnership • Partner closely with People Operations, Recruiting, Employee Experience, Finance, and Legal to ensure clear roles, efficient processes, and consistent employee experience, • Act as a connector across functions — bringing objectivity, empathy, and judgment to complex, cross-cutting people issues We're looking for you to bring: • 10+ years of experience in Human Resources Business Partner, People leadership, or equivalent business operations roles, • 5+ years of people management experience; proven track-record of developing senior talent, • Experience supporting executive leadership teams in high-growth or transformational environments and demonstrated success leading organizational change and scaling teams through rapid growth, • Exceptional relationship-building and influencing skills and ability to establish rapport, quickly build credibility, and engage in executive-level partnerships, • Strong business acumen with the ability to connect people strategy to operational and financial outcomes, • Experience leveraging AI-enabled workflows to drive operational excellence and consistency, and using people analytics and workforce insights to inform strategic decisions, • Excellent communication skills in all forms that exhibit your objectiveness, empathy, patience, and diplomacy, • An entrepreneurial drive, ability to create order from chaos, and willingness to roll up your sleeves to directly solve challenging problems, • Prior healthcare experience is a plus, but not required The base salary range for this role is $234,000 - $275,000 per year. You will also be entitled to receive equity and benefits. Individual pay decisions are based on a number of factors, including qualifications for the role, experience level, and skillset. This role is only open to candidates in the NYC-metropolitan area and will require you to be in-office for 3 days each week (Tuesday, Wednesday, Thursday). While flexibility will always be core to Maven's policies, we also believe in the power of in-person connection. Our hybrid work policy was created with both principles in mind. This role requires active work authorization in the US. At Maven we believe that a diverse set of backgrounds and experiences enrich our teams and allow us to achieve above and beyond our goals. If you do not have experience in all of the areas detailed above, we hope that you will share your unique background with us in your application and how it can be additive to our teams. Benefits That Work For You Our benefits are designed to support your health, well-being and career development, helping you thrive both personally and professionally. We remain focused on providing a competitive benefits package for our employees. On top of standards such as employer-covered health, dental, and insurance plan options, we offer an inclusive approach to benefits: • Maven for Mavens: access to the full platform and specialists, including care for mental health, reproductive health, family planning and pediatrics., • Whole-self care through wellness partnerships, • Hybrid work, in office meals, and work together days, • 16 weeks 100% paid parental leave and new parent stipend (for Mavens who've been with us for 1 year+), • Annual professional development stipend and access to a personal career coach through Maven for Mavens, • 401K matching for US-based employees, with immediate vesting These benefits are applicable to Maven Clinic Co., US-based, full-time employees only. 1099/Contract Providers are ineligible for these benefits. Maven is an affirmative action and equal opportunity employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, disability, age, sexual orientation, gender identity, national origin, veteran status, or genetic information. Maven is committed to providing access, equal opportunity and reasonable accommodation for individuals with disabilities in employment, its services, programs, and activities. Maven Clinic interview requests and job offers only originate from an @mavenclinic.com email address (e.g jsmith@mavenclinic.com). Maven Clinic will never ask for sensitive information to be delivered over email or phone. If you receive a scam issue or a security issue involving Maven Clinic please notify us at: security@mavenclinic.com. For general and additional inquiries, please contact us at careers@mavenclinic.com.

Job DescriptionWhat We Do Gecko Robotics is helping the world’s most important organizations ensure the availability, reliability, and sustainability of critical infrastructure. Gecko's complete and connected solutions combine wall-climbing robots, industry-leading sensors, and an AI-powered data platform to provide customers with a unique window into the current and future health of their physical assets. This enables real-time decision making to increase the efficiency and safety of operations, promote mission readiness, and protect the environment and civilization from the effects of infrastructure failure. Role at a Glance The People Partner is responsible for scaling the People function at Gecko, driving culture and performance across the org, and partnering with department heads and managers to grow our people. You are someone who loves to build things from the ground up and you aren’t afraid to get your hands dirty. You will focus on building and executing on smart processes that enable growth, foster learning and development, build culture, and ensure compliance. You are a leader, collaborator and are able to influence others into action and think creatively about solutions. You are strong at building trust, establishing yourself as an advisor and partner through professional credibility and strong analytical skills. You quickly build deep relationships that will help you influence key priorities. You understand that change is both necessary and hard, and are excited to help grow our People function as we scale What you will do Embed deeply in the performance management process (performance review process, 360 reviews, 1:1's, etc). Actively engage with employees at all stages of the employee life-cycle (new hire, ongoing check-ins, exit interviews, and leaver retrospectives) and synthesize themes and trends to continuously uplevel Gecko's culture and employee experience. Create and lead learning and development initiatives to ensure growth and people development. Drive implementation and adoption of key people and culture analytics to help drive thoughtful, data-driven people decisions with manageable and actionable insights for individual managers and departments. Actively keep up to date and maintain an in-depth knowledge of legal requirements and best practices related to day-to-day management of employees, reducing legal risks and ensuring regulatory compliance across all existing operations. Maintain knowledge of industry trends and employment legislation to ensure that Gecko is in compliance. Ensure we are keeping a pulse on employee needs by communicating essential information with employees, and establishing and developing employee recognition programs. Coach and guide leaders and employees through performance-related concerns with team members. Champion Geckos culture and recommend strategies for upleveling and maintaining our values. About You Required Skills At least 2 years of HRBP experience as a HR Business Partner or People Partner Demonstrated ability to be a problem solver and talent developer General HR Law knowledge Excellent interpersonal and relationship building skills and the ability to conduct group facilitation, and coach and counsel management at all levels Ability to diagnose and successfully handle organizational development issues Ability to critically evaluate processes and systems and subsequently create lightweight but scalable processes Experience with employee relations dispute and complaint resolution Experience at a company with strong learning and development and culture Preferred Skills Experience scaling programs for an organization under 500 employees Experience working in a rapidly growing start-up environment Experience implementing and maintaining Learning and Development programming NYC Pay Transparency Disclosure: Salary Range: $100,000.00 to $185,000.00 annually plus equity and perks. This salary range is based on the current available market data, and represents the expected salary range for this role. Gecko Robotics has minimal hierarchy and few titles, but has broad ranges of experience represented within roles. Should you have compensation expectations that exceed these bands, we'd love to hear from you and would welcome you to reach out to further discuss. Who We Are At Gecko, our people are our greatest investment. In addition to competitive compensation packages, we offer company equity, 401(k) matching, gender-neutral parental leave, full medical, dental, and vision insurance, mental health, ongoing professional development, family planning assistance, and flexible paid time off. Gecko values collaboration, innovation, and partnership, and we believe we do our best work when we're together in person. We’re an office-first culture but understand that sometimes you may need to work from home. Many people are in the office five days a week, others need a bit more flexibility. Ultimately, we care about the outcomes we achieve - and creating a culture of autonomy and trust that enables that impact. Gecko is committed to creating a culture of inclusion and belonging, and we are proud to be an equal opportunity employer. We believe it is our collective responsibility to uphold these values and encourage candidates from all backgrounds to join us in our mission to protect today’s infrastructure and give form to tomorrow’s. All qualified applicants will be treated with respect and receive equal consideration for employment without regard to race, color, creed, religion, sex, gender identity, sexual orientation, national origin, disability, uniform service, veteran status, age, or any other protected characteristic per federal, state, or local law. If you are passionate about what you do and want to use your talents to support our critical mission, we’d love to hear from you. Compensation Range: $100K - $185K

Strong HR business partnering is grounded in both relationships and data. The HRBP is the person who makes all of that real — close to managers and employees, embedded in the business, and using AI-enabled tools and insights to work smarter, move faster, and elevate the human side of HR. HRBP or

HRBP or HR generalist experience, including significant experience partnering with senior GTM leaders in high-growth technology organizations, with exposure to globally distributed teams and hands-on experience supporting organizations across both India and the United States. As the Sr Director, Peo

The Human Resources Business Partner (HRBP) is a critical role supporting HR/People Programs and aligning business objectives with employees and management across the company. Serving as both a strategic partner to business leadership and a first point of contact for employees, this role delivers hi

JOB DESCRIPTION | Human Resources Business Partner (HRBP).Human Resources Business Partner (HRBP).Remote Southern California and Phoenix Areas Only.Senior Director of Human Resources.The Human Resources Business Partner (HRBP) serves as a first point of contact and key advisor to Campus Leadership a

HR Generalist or HRBP background with broad exposure across the employee lifecycle. In addition to providing HR and payroll support, this role will lead HRIS and Payroll implementations for our clients. Optimize HR processes, policies, and systems for efficiency and compliance.

HR Generalist or HRBP background with broad exposure across the employee lifecycle. Manager, Payroll, HRIS/HCM (Client-Facing) @ livingHR. HR is the remote-first, professional services "work agency" created to make work better.

Partner with Executive leaders and their leadership teams to align HR strategies with business objectives. This role requires a proactive leader with a deep understanding of the technology function, a passion for driving business results, and a commitment to fostering a people-first culture. VP, Glo

Axion is looking for a Senior HR Business Partner to help shape the next chapter of our growth by building the foundational people infrastructure that will power our team through scale. This is a high-impact, hands-on role for a builder who thrives in fast-moving, unstructured environments and is eager to design programs that don't yet exist. You'll work directly with senior leaders across Product, Engineering, GTM, and Operations to establish core people systems and management practicesfrom the first formal performance review cycle to manager training, goal-setting, and feedback rituals. Your work will ensure our culture scales intentionally as our company grows. This is an opportunity to make a lasting mark by creating the frameworks, processes, and leadership capabilities that define how Axion operates and leads. • Act as a trusted advisor and coach to leaders across Product, Engineering, GTM, and Operations, helping them navigate performance, feedback, and team development challenges., • Partner with the executive team to shape Axion's long-term people strategy advising on culture, engagement, retention, and leadership effectiveness., • Develop foundational people programs including performance management, manager enablement, leveling frameworks, and feedback systems to support scale., • Establish consistent management rhythms such as goal setting, 1:1 frameworks, and review cycles that drive accountability and growth., • Enhance end-to-end employee experience, from onboarding through offboarding, ensuring every touchpoint reflects Axion's values and culture., • Build scalable feedback loops and employee listening mechanisms (e.g., pulse surveys, stay interviews, exit feedback) that turn insight into action., • Develop playbooks, training content, and toolkits that strengthen manager capability and drive consistency across teams., • Collaborate cross-functionally with Recruiting, Finance, and Operations on workforce planning, compensation alignment, and organizational initiatives., • Use people data and qualitative insights to identify trends, flag leadership risks, and inform proactive retention and engagement strategies., • Experience operating as a People Partner or HRBP supporting multiple departments or leadership teams within a high-growth, fast-changing environment., • Proven success building or formalizing people programs from scratch, such as performance reviews, leveling frameworks, or management training., • Strong track record of coaching managers through sensitive employee relations, performance, or organizational challenges. Demonstrated ability to drive clarity and structure in environments with little precedent or process., • Experience collaborating cross-functionally with Recruiting, Finance, and Operations on organizational design and compensation reviews., • Adept at using data and feedback to inform strategic people decisions and measure program effectiveness., • Played a key role in helping a company scale from ~75 to 250+ employees., • Experience building or modernizing performance management, feedback, or promotion processes., • Exposure to technical and engineering teams, understanding their unique rhythms and leadership challenges., • Comfort operating as the first or only embedded HRBP in a scaling organization., • Based in NYC or open to working from our Williamsburg HQ at least 3 days/week. You're a builder and operator who thrives in fast-moving environments where people take ownership. You take pride in getting things done thoughtfully, efficiently, and without drama. You're energized by ambiguity, skilled at bringing clarity, and comfortable moving between strategy and execution. You value feedback in all directions and see collaboration as a competitive advantage. You're low ego but high initiative: you care about collective success more than personal credit. You move quickly, communicate directly, and make decisions grounded in impact and data. You're proactive and create momentum when you see an opportunity. You care about doing things well and helping others do the same. We work with focus and intention, holding ourselves to a high bar while respecting the need for balance. Axion isn't a traditional 9 to 5 job, but it's also not a place that glorifies overwork. We take pride in the work, support each other through hard problems, and make space to recharge. We're a highly collaborative team that stays connected throughout the day, often over Slack. We share feedback freely, communicate clearly, and make decisions quickly so we can keep momentum without unnecessary meetings. If you value openness, iteration, and shared problem-solving, you'll fit right in. Collaborate deeply. Feedback is part of how we build; everyone has a voice, and ideas win on merit. Leave ego at the door. Titles don't define valuecontribution does. Bias toward action. We favor progress over perfection and learn as we go. Communicate with clarity. Direct, transparent, and always in service of the mission. Act like owners. Everyone is accountable for outcomes, not just tasks. Aim for excellence sustainably. We challenge ourselves, support each other, and stay in it for the long game. If you want to help shape a company redefining how manufacturing operates and you thrive in a culture that rewards ownership, speed, and candor you'll feel at home here Work with cutting-edge AI technology making a tangible impact in manufacturing Collaborative, mission-driven team and supportive leadership Generous time off Competitive compensation, equity, and benefits Lunch stipend. And much more Ready to drive the future of manufacturing with AI? Apply today to join our team and help us build the category-defining platform for quality intelligence. Axion is an Equal Opportunity / Affirmative Action employer committed to diversity in the workplace. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, age, national origin, disability, protected veteran status, gender identity, or any other factor protected by applicable federal, state, or local laws.

Integrated Resources, Inc., is led by a seasoned team with combined decades in the industry. We deliver strategic workforce solutions that help you manage your talent and business more efficiently and effectively. Since launching in 1996, IRI has attracted, assembled and retained key employees who are experts in their fields. This has helped us expand into new sectors and steadily grow. We've stayed true to our focus of finding qualified and experienced professionals in our specialty areas. Our partner-employers know that they can rely on us to find the right match between their needs and the abilities of our top-tier candidates. By continually exceeding their expectations, we have built successful ongoing partnerships that help us stay true to our commitments of performance and integrity. Our team works hard to deliver a tailored approach for each and every client, critical in matching the right employers with the right candidates. We forge partnerships that are meant for the long term and align skills and cultures. At IRI, we know that our success is directly tied to our clients' success. Job Title: Employee Relations Specialist/Benefits Manager Duration: 3+ Months Location: Basking Ridge, NJ Roles and Responsibilities: The Employee Relations Specialist will act as the central point of contact for employee relation issues and concerns. The Employee Relations Specialist will act a subject matter expert in the area of employee relations. The Candidate will coach and advise people managers on progressive discipline, ensuring a consistent and aligned approach when managing employee relations across the business. He/she will participate with the HRBPs and senior management in the development and execution of HR strategies and/or programs that enhance employee job satisfaction, productivity and retention. He/she will gather detailed, pertinent information by conducting fact-finding interviews and investigations, interpret the findings, prepare documentation associated with employment claims, and document & track disciplinary actions taken for corrective action, grievances, absence and performance management and organizational changes. In addition, the Candidate will work with Client legal and compliance department on complex employee relations issues. He/she will maintain a positive employee relations environment including enabling management capability, oversight of manager's employee relations activities, maintaining the pulse of employee's ER experience, providing care and professional handling of issues/cases. The ER Specialist will identify employee relations trends and share findings with both the HRBP's and senior management so that proper diagnosis of issues can be determined. Essential Functions Responsibilities % of Time Job Duty and Description 35 Gather information and prepare documentation associated with employee relations issues. Work with people managers to prepare appropriate progressive discipline documentation. Conduct fact-finding interviews and investigations. Work with legal counsel and compliance as needed. Provide expert advice, coaching, and assistance to management to address an array of employee conduct and performance issues and grievances with fluctuating levels of complexity while keeping HRBP's informed of the status, recommendations, and diagnosis of trends that may need attention. In addition, participate in progressive discipline meetings to ensure clarity of message delivered to employee. Interpret findings from investigations, create strategies to resolve issues, and keep managers informed as to commitments made and progress of individual cases. Update HRBP on status of ER cases. Contribute to ER best practice education and policy development and provide counsel and guidance to manager and employees regarding HR policies, procedures, and practices Education & Experience Requirements. Qualifications and Skills: Bachelor's degree required. Qualification in Human Resource Management is preferred. Minimum of 5 years' experience in HR/Employee Relations Experience with Employee Relations in a diverse environment (exempt and nonexempt workforce) Must possess thorough knowledge of Federal and California laws, and skill in applying fundamental HR laws, principles, practices, methods, and techniques for providing advisory services on management-employee relations support that include discipline, appeals, grievances, performance based actions, and unfair labor practice charges. Familiarity with HR Shared Services, HRIS systems, processes and policies Strong knowledge of SAP, MS Word, Excel, PowerPoint and Outlook Key Skills and Competencies. Ability to work in a fast paced and matrixed environment with demonstrated ability to juggle multiple competing tasks and demands with the appropriate sense of urgency. A fast learner and flexible attitude Exhibit a strong business acumen by developing an understanding of Client business and seeing how one's own role and function relates to Client business objectives Strong client/customer focus, coupled with a collaborative style. Ability to handle confidential materials/issues, employee files, salary information, organizational change, grievances, performance reviews Strong attention to detail in composing and proofing materials, establishing priorities, scheduling and meeting deadlines Ability to interact and communicate well with individuals at all levels of the organization and across cultures including the ability to handle difficult conversations. Ability to build authentic relationships by making oneself available to others and listening to and respecting the perspectives and opinions of others. Must possess excellent writing skills for the purpose of composing/drafting correspondence such as: disciplinary/adverse and performance based actions letters (e.g. reprimands, proposal and decisions for suspensions/removals, performance improvement plans, reduction in grade and pay, etc.). Ability to work independently, take initiative and complete tasks to deadlines.

At Audible, we believe stories have the power to transform lives. It's why we work with some of the world's leading creators to produce and share audio storytelling with our millions of global listeners. We are dreamers and inventors who come from a wide range of backgrounds and experiences to empower and inspire each other. Imagine your future with us. Audible's People & Places HRBP team is seeking a Senior Workforce Strategist & HRBP, a hybrid role centered on workforce planning expertise and strategic HR business partnership. You'll serve as a trusted advisor in driving end-to-end workforce planning: building models, running multi-scenario analyses, forecasting, and translating long-range business plans into actionable strategies. You will partner to translate business strategy into talent decisions, driving data informed planning that optimizes size, structure, location and capability. This role is both strategic and hands-on. You'll drive shaping workforce planning strategies alongside Sr HRBPs and business leaders that ensure the right talent, in the right roles, at the right time. You'll partner through org design, coaching and change management as a secondary function. You bring experience in workforce analytics, headcount modeling, scenario planning, and cross-functional collaboration. If you thrive at the intersection of people strategy, data, business insight, and people decisions in a fast-paced, creative environment, and want to be part of Audible's AI-forward strategy and navigate the people side of AI transformation, we'd like to speak with you. As a Senior Workforce Strategist & HR Business Partner, you will... • Drive end-to-end strategic workforce planningheadcount modelling, talent supply/demand analysis, scenario planningto support multi-year business objectives, • Develop and execute 1- and 3-year workforce plans aligned to operational planning cycles, partnering with HR, Finance, and business leadership to ensure the right roles, levels, and locations to deliver on goals, • Drive location strategy decisionsgeographic expansion, consolidation, and distributed team design., • Leverage workforce planning analytics and behavioral insights to deliver data-informed recommendations that accelerate innovation and enhance customer experience at acceptable cost, • Design and implement organization structures that optimize for speed, efficiency, and scalability across tech and non-tech functions, including spans & layers analysis, role ratio optimization, and cost modelling, • Develop AI talent strategies and frameworks, forecasting AI skill needs, • Conduct organizational assessments to identify structural gaps, span of control considerations, talent distribution patterns, redundancies, and opportunities to streamline decision-making and improve overall org health; present recommendations to Audible's C-Suite leaders, • Define and track metrics that influence stakeholders, measure success, and surface workforce trends, informing strategic direction., • Serve as a trusted strategic advisor to senior leaders across tech and non-tech orgs, translating business strategy into people strategy that drives performance and sustainable growth, • Provide candid leadership coaching to help managers build high-performing, inclusive teams, • Lead org design and change management with empathy and rigorfinding creative paths forward when playbooks don't exist, • Anticipate challenges by staying close to the business, diagnosing root causes early, and delivering adaptive, lasting solutions, • Strengthen performance, engagement, and retention through lightweight, scalable processes aligned to how Audible operates, • Drive improvements to talent mechanismspromotion, calibration, succession, and talent reviewin partnership with HRBPs, COEs, and cross-functional leaders, • Partner on leading change management within AI transformation helping teams embrace AI tools while maintaining a people-first approach, • Recognize when solutions require additional technical guidance and advocate for resources by influencing cross-functional teams. About Audible Audible is the leading producer and provider of audio storytelling. We spark listeners' imaginations, offering immersive, cinematic experiences full of inspiration and insight to enrich our customers daily lives. We are a global company with an entrepreneurial spirit. We are dreamers and inventors who are passionate about the positive impact Audible can make for our customers and our neighbors. This spirit courses throughout Audible, supporting a culture of creativity and inclusion built on our People Principles and our mission to build more equitable communities in the cities we call home.

San Francisco, CA - Hybrid At Gusto, we're on a mission to grow the small business economy. We handle the hard stuff payroll, health insurance, 401(k)s, and HR so owners can focus on their craft and their customers. With teams in Denver, San Francisco, and New York, we support more than 500,000 small businesses nationwide and are building a workplace that reflects the people we serve. All full-time employees receive competitive base pay, benefits, and equity (RSUs) because everyone who helps build Gusto should share in its success. Offer amounts are determined by role, level, and location. Learn more about our Total Rewards philosophy. AI is a fundamental part of how work gets done at Gusto. We expect all team members to actively engage with AI tools relevant to their role and grow their fluency as the technology evolves. AI experience requirements vary by role and will be assessed during the interview process. We're looking for a high-ownership People Business Partner to support our Product and Design organizations at Gusto. This role serves as a trusted partner to leaders across some of our most cross-functional, fast-moving teams at Gusto. This role blends high-trust business partnership with hands-on execution. You'll partner with leaders through organizational changes, drive core People programs and operating rhythms, and act as the connective tissue between Product & Design and the broader People team. The leaders you'll support have strong points of view and deep context - you add value by stress-testing their thinking, then making it happen. The ideal candidate is equally comfortable analyzing data to surface a team health trend, running a clean reorg end-to-end, and building a lightweight process that makes a program actually land. This role is designed for someone who operates with high ownership, has a strong bias toward action, and earns trust with follow-through, not slide decks. We're in an active build phase - this role requires someone who arrives ready to construct, not inherit. Gusto's People team is growing and scaling with the company! As our business scales and becomes more complex, and as we add hundreds of new Gusties each year, we need to ensure that our strategies for engagement with our employees are positive, engaging, values-driven and compliant. Here's what you'll do day-to-day: • Build trusted partnerships with Product Management and Product Design leaders - understanding what's happening in their teams, surfacing friction early, and navigating performance management, promotions, leveling, and employee relations matters with good judgment., • Synthesize People data - engagement survey, performance cycles, attrition signals, headcount trends - into clear, actionable reads for Product and Design leaders before they have to ask., • Support and operationalize core talent programs including performance cycles, calibration discussions, promotion processes, and manager enablement., • Reinforce high performance standards, accountability, and clarity around expectations, feedback, and growth across Product Management and Product Design., • Serve as the liaison between Product & Design and Gusto's broader People team (Talent Acquisition, Total Rewards, L&D, People Ops), translating company-wide programs into what they mean for product and design orgs - and surfacing that context back to the center., • When org changes are decided, own end-to-end execution - transition planning, communication sequencing, Workday updates, leader enablement, and follow-through until nothing is left unresolved. Here's what we're looking for: • Relevant Experience: 10+ years of HRBP or People Partner experience, with meaningful time supporting Product Management, Product Design, or similar cross-functional product organizations in a high-growth tech company. Track record of executing complex People initiatives end-to-end - org changes, performance cycles, talent calibrations - owning the process and outcome, not just the advisory role., • High-Ownership Executor: Blends high-trust business partnership with hands-on execution - earns credibility through follow-through, not decks, and owns the details, dependencies, and timeline without being pushed., • Program Partner and COE Integrator: Acts as the connective tissue between Product Management, Product Design, and the wider People team, staying accountable for outcomes while pulling in the right COE capability - and builds those relationships proactively., • Builder & AI-Native: Builds lightweight, scalable People processes and reaches for AI to do it, without waiting for a perfect framework. Knows when to iterate on what AI gives them and when to keep the human in the loop., • High Judgment, Low Bureaucracy: Applies People principles without creating unnecessary process - assesses risk and nuance quickly, and knows when a situation needs a scalable solution versus a good answer now., • Comfortable Navigating Ambiguity and Driving Transformation: Operates effectively without perfect information, brings structure to complexity, and leads through change - ideally at Gusto-scale or larger., • Comfortable in the Data: Willing to dig into survey results, performance or attrition cuts, or comp tools - bringing a clear read to a leader conversation rather than a referral. Our cash compensation amount for this role is between $154,405 - $189,989/year in Denver, between $181,275 - $223,573/year for New York/San Francisco. Final offer amounts are determined by multiple factors including candidate location, experience and expertise and may vary from the amounts listed above. Gusto has physical office spaces in Denver, San Francisco, and New York City. Employees who are based in those locations will be expected to work from the office on designated days approximately 2-3 days per week (or more depending on role). The same office expectations apply to all Symmetry roles, Gusto's subsidiary, whose physical office is in Scottsdale. Note: The San Francisco office expectations encompass both the San Francisco and San Jose metro areas. When approved to work from a location other than a Gusto office, a secure, reliable, and consistent internet connection is required. This includes non-office days for hybrid employees. Our customers come from all walks of life and so do we. We hire great people from a wide variety of backgrounds, not just because it's the right thing to do, but because it makes our company stronger. If you share our values and our enthusiasm for small businesses, you will find a home at Gusto. Gusto is proud to be an equal opportunity employer. We do not discriminate in hiring or any employment decision based on race, color, religion, national origin, age, sex (including pregnancy, childbirth, or related medical conditions), marital status, ancestry, physical or mental disability, genetic information, veteran status, gender identity or expression, sexual orientation, or other applicable legally protected characteristic. Gusto considers qualified applicants with criminal histories, consistent with applicable federal, state and local law. Gusto is also committed to providing reasonable accommodations for qualified individuals with disabilities and disabled veterans in our job application procedures. We want to see our candidates perform to the best of their ability. If you require a medical or religious accommodation at any time throughout your candidate journey, please fill out this form and a member of our team will get in touch with you. Gusto takes security and protection of your personal information very seriously. Please review our Fraudulent Activity Disclaimer. Personal information collected and processed as part of your Gusto application will be subject to Gusto's Applicant Privacy Notice.

1 in 4 people in the US have a treatable mental health condition, but most providers don't accept insurance, making therapy too expensive for most people. Headway's mission is to fix this by building a new mental healthcare system everyone can access. We started by solving the biggest barrier to care: insurance. The admin work - credentialing, claims, payment reconciliation - is a nightmare. We've automated that. But we're going further. Over 75,000 providers across all 50 states run their practice on our software, serving over 1 million patients. We are building the best tools for therapists to run their entire practice, reimagining the experience of finding a therapist, and investing in the platform foundations to enable this at scale. We aren't just a billing layer; we are becoming the platform where care actually happens. We're a Series D company with $325M+ in funding (a16z, Accel, Spark Capital, etc.), looking for exceptional people to help us achieve this mission. We want your time here to be the most meaningful experience of your career. Join us, and help change mental healthcare for the better. This role is located in our New York City office and is in person 2-days a week. We're looking for an exceptional HR Business Partner to support our growing Engineering organization. This is a high-visibility, cross-functional role: you'll work closely with HR Business Partner leadership and Engineering leadership to build the people strategy, programs, and policies that let the org scale sustainably. You'll shape and execute people strategies that enable scale, strengthen leadership, and drive Olympic-level performance. You'll act as a trusted advisor and thought partner to managers and employees across the full HR lifecycle: providing counsel on organizational design, performance management, talent planning, and leadership development - balancing near-term priorities with long-term organizational health and cultural integrity. You'll use data-driven insights and sound judgment to identify trends, influence decisions, and lead high-impact initiatives that elevate the employee experience, strengthen manager capability, and ensure our teams are empowered to perform at their best. This role also partners closely with our Centers of Excellence (Total Rewards & Compensation, People Ops, Legal, and Talent Acquisition) so the Engineering org has the support it needs across the entire lifecycle. Strategic Business Partnership: Independently partner with leaders to translate business priorities into actionable people plans. Connect People programs to functional goals, surface patterns across your client group, and escalate insights that inform broader org thinking. Talent Strategy & Performance: Lead performance management and talent review processes with rigor and follow-through within the org. Coach people managers to set clear expectations, deliver feedback, and take early action on performance building their confidence to lead with accountability. Organizational Design & Effectiveness: Partner with leaders to inform org structure decisions, clarify roles and decision rights, and support team health within your defined scope. Use headcount and workforce data to identify talent gaps and support scalable design. Coaching & Manager Development: Build trusted relationships with managers and deliver direct, actionable feedback that shifts behavior and builds capability. Reinforce Headway's cultural principles and managerial expectations through consistent coaching and follow-through. Analytical & Data-Driven Decision Making: Independently build and use people data attrition, engagement, performance patterns to surface insights and influence leadership action. Leverage AI tools to accelerate analysis, synthesize feedback at scale, and draft communications with speed and precision Operational Excellence: Own People programs and projects end-to-end within the org, from planning through execution and follow-through. Balance multiple workstreams without losing precision or quality. Cultural Stewardship & Employee Experience: Model and amplify Headway's values and performance standards. Ensure fairness, inclusion, and consistency in decision-making. Surface patterns in sentiment and proactively strengthen engagement and trust. 58 years of progressive HRBP or HR adjacent/generalist experience (e.g., Chief of Staff, Strategy, Consulting), with a track record of supporting senior executives in high-growth or scaling environments. Independently partner with business leaders you don't wait to be told what's needed, and you know when to escalate and when to run with it. Are data-driven, using both qualitative and quantitative signals to surface insights and support decisions. Build genuine trust with managers through candor, follow-through, and sound judgment. Have solid grounding in core HR processes performance management, org design, talent development and execute them with rigor. Thrive in fast-paced environments where ownership, agility, and operational discipline are the expectation. Are curious about and comfortable using AI tools in your day-to-day work you don't need to be technical, but you should be able to hold a credible conversation with engineering leaders about what AI transformation means for talent, skill gaps, and team design. Model Headway's cultural principles and hold a high bar for performance and accountability. We believe a team's strength is in its people, and we cannot achieve this mission without a team that reflects the diversity of this problem across race, ethnicity, gender, sexuality, age, national origin, religion, family status, disability, military status, and experience. Headway is committed to the full inclusion of all qualified individuals. As part of this commitment, Headway will ensure that persons with disabilities are provided with reasonable accommodations. If reasonable accommodation is needed to participate in the job application or interview process, to perform essential job functions, and/or receive other benefits and privileges of employment, please inform the recruiter when they contact you to schedule your interview. Headway participates in E-Verify. To learn more, click here. A notice to Headway applicants: To protect yourself against phishing and recruitment fraud, please note that Headway only accepts applications through our official careers page at https://headway.co/careers . Headway will never refer you to external websites, ask for payment or personal information, or conduct interviews via messaging apps. All official communication will come from a @ findheadway.com email address. If you are contacted by someone claiming to be from Headway via an unofficial channel, please do not share any information and report it as spam.

As a leading, global financial information services provider, Fitch Group delivers vital credit and risk insights, robust data, and dynamic tools to champion more efficient, transparent financial markets. With over 100 years of experience and colleagues in over 30 countries, Fitch Group's culture of credibility, independence, and transparency is embedded throughout its structure, which includes Fitch Ratings, one of the world's top three credit ratings agencies, and Fitch Solutions, a leading provider of insights, data and analytics. With dual headquarters in London and New York, Fitch Group is owned by Hearst. Fitch Group is currently seeking a Human Resources Business Partner based out of our New York office. A successful HR Business Partner will provide expert HR guidance and delivery to enable business goals and objectives across both global and local contexts. The role will balance broad, global HR coverage and alignment with Fitch Ratings' enterprise priorities, while providing practical, hands-on execution for U.S.-based employees and managers. This includes integrated talent evaluation, development, succession planning, organizational design, workforce planning, staffing, compensation, employee relations, and annual HR processes. They will engage in thoughtful, proactive, and strategic dialogue with their client groups and collaborate effectively with HR Product and Service Delivery partners. In addition to their client responsibilities, as a member of the Fitch Group Global HR team, the HRBP will contribute to the wider HR strategy and culture, helping ensure objectives, ways of working, and employee experiences are aligned across regions. The role requires the ability to translate global HR priorities into clear, consistent, locally relevant execution for U.S.-based employee populations, while partnering with colleagues across HR, Legal, Finance, Risk, Talent Acquisition, Talent, Learning and Development, and Employee Relations. The ideal candidate must be a global, enterprise level thinker with a successful track record in enabling organizational growth through HR products and services. Candidates should demonstrate strong knowledge of strategic Human Resource Management practices as well as a robust understanding of labor legislation and its application across multiple jurisdictions. Ideally, candidates will have held roles in different HR specialty areas (e.g., recruiting, talent, employee relations) and will have experience influencing and motivating those who are outside a direct reporting line. This position will report into the Senior Director for Fitch Ratings, Americas with a matrix reporting line to the Global Head of HR for Fitch Ratings. Critical Skills Needed for the Role: • Translate global HR priorities into practical, consistent execution for U.S.-based employees and managers, while maintaining alignment with broader Fitch Ratings and Fitch Group objectives., • Advise leaders and managers with sound business judgment, using workforce context, HR expertise, and data to recommend clear actions and trade-offs., • Apply practical knowledge of U.S. employment practices, employee relations, performance management, compensation cycles, workforce planning, and annual HR processes., • Manage employee relations matters from intake through resolution, including documentation, manager guidance, escalation of higher-risk issues, and partnership with Employee Relations and Legal as needed., • Use HR reporting, qualitative insights, and business context to identify trends, anticipate workforce issues, and recommend measurable next steps., • Organize and execute cyclical HR activity, employee requests, and ad-hoc priorities with accuracy, responsiveness, and strong follow-through., • Build productive partnerships across HR specialist teams and key functions, including Legal, Finance, Risk, Compliance, IT, Talent Acquisition, Talent, Learning and Development, and Employee Relations., • Handle confidential employee information and sensitive business issues with discretion, sound judgment, and appropriate urgency., • Identify process gaps, recommend practical improvements, and help implement more consistent and effective ways of working., • Communicate clearly and credibly with employees, managers, senior leaders, and HR colleagues, adjusting messages by audience and issue sensitivity. How You'll Make an Impact: • Develop a strong understanding of the business' financial position, goals, priorities, key drivers, and future trajectory so HR solutions are aligned to business needs and employee impact., • Partner with business leaders on talent planning, performance management, succession, workforce and headcount planning, mobility, organizational design, and change initiatives., • Use timely management reporting, workforce analysis, and qualitative insight to identify emerging issues and recommend practical responses., • Collaborate with Ratings Employee Experience HRBPs, Employee Relations, and Legal to resolve employee matters, support investigations, and guide managers through performance management and corrective action processes., • Partner with Talent Acquisition to support hiring strategy, candidate assessment, compensation alignment, and compelling offer development., • Work with Talent, Learning and Development to identify capability needs and support delivery of relevant talent and learning solutions. You May be a Good Fit if: • Minimum of 10 years' professional HR experience, ideally gained in consulting, financial services, or professional services., • Experience partnering with senior executives in a dynamic, fast-changing environment through a thoughtful and constructive approach., • Direct experience supporting organizational transformation, change management, and workforce planning., • Experience supporting global client groups while executing locally relevant HR solutions., • Minimum of a Bachelor's degree; postgraduate HR or business management qualification preferred. What Would Make You Stand Out: • Experience earning the confidence of established senior leadership teams and contributing to strategic business discussions., • Comfort operating in a highly analytical, data-driven management culture., • Creative problem-solving skills and the judgment to navigate employee matters that are complex, sensitive, or ambiguous., • Ability to manage complex, multi-faceted projects while keeping the broader business context in view., • Experience working across international environments with strong professional and cultural awareness. Why Choose Fitch: • Hybrid Work Environment: 3 days a week in office required based on your line of business and location, • A Culture of Learning & Mobility: Dedicated trainings, leadership development and mentorship programs designed to ensure that your time at Fitch will be a continuous learning opportunity, • Investing in Your Future: Retirement planning, financial wellness and tuition reimbursement programs that empower you to achieve your short and long-term goals, • Promoting Health & Wellness: Comprehensive healthcare offerings that prioritize a healthy body & mind, • Supportive Parenting Policies: Family-first policies, including a generous global parental leave plan, designed to help you balance career and family life effectively, • Dedication to Giving Back: Paid volunteer days and support for community engagement initiatives At Fitch, AI is embedded in how we work every daysupporting smarter decision-making, streamlining workflows, and enabling new ways to create value for our business and clients. Intelligent solutions are increasingly part of our day-to-day operations, helping teams work more efficiently and think differently as we continue to evolve. We're looking for colleagues who are comfortable operating in an AI-enabled environmentor who are curious, adaptable, and eager to build their AI literacy over time. We value professionals who embrace technology as part of continuous learning and who are committed to using it thoughtfully to enhance how work gets done. Fitch is committed to providing global securities markets with objective, timely, independent and forward-looking credit opinions. To protect Fitch's credibility and reputation, our employees must take every precaution to avoid conflicts of interests or any appearance of a conflict of interest. Should you be successful in the recruitment process at Fitch Ratings you will be asked to declare any securities holdings and other potential conflicts prior to commencing employment. If you, or your immediate family, have any holdings that may conflict with your work responsibilities, you may be asked to divest yourself of them before beginning work. Fitch is proud to be an Equal Opportunity and Affirmative Action Employer. We evaluate qualified applicants without regard to race, color, national origin, religion, sex, sexual orientation, gender identity, disability, protected veteran status, and other statuses protected by law. FOR NEW YORK AND CHICAGO ROLES ONLY Expected base pay rates for the role will be between $150,000 and $170,000 per year. Actual salaries will be determined on an individualized basis and may vary based on factors including but not limited to education, training, experience, past performance, and other job-related factors. Base pay is one part of Fitch's total compensation package, which, depending on the position, may also include commission earnings, discretionary bonuses, long-term incentives, and other benefits sponsored by Fitch.

This role requires 50% on-site presence in one of our Office Locations. Stripe is a financial infrastructure platform for businesses. Millions of companiesfrom the world's largest enterprises to the most ambitious startupsuse Stripe to accept payments, grow their revenue, and accelerate new business opportunities. Our mission is to increase the GDP of the internet, and we have a staggering amount of work ahead. That means you have an unprecedented opportunity to put the global economy within everyone's reach while doing the most important work of your career. One of the key drivers to our success is an exceptional emphasis on our people. We believe that our competitive advantage lies in our talent and that we can build a sustainable advantage by enabling individuals and teams to contribute their full potential. Stripe is looking for a People Partner (HRBP) to drive that effort across our Technology organization. This includes supporting leaders and senior managers through scale, creating an environment where Stripes of all backgrounds can thrive, aligning our business strategy with our people strategy, using data to develop best practices from 1st principles. As a People Partner, you'll partner with senior business leaders and managers to develop and deliver on our people strategy, advance our company mission and enable leaders to build high impact, healthy teams to deliver outstanding results to Stripe users. • Act as a strategic consultant to leaders, partnering to guide and enable them in aligning their business and people strategies to optimize user and Stripe experience, • Collaborate, develop and drive programs cross functionally to advance the People Strategy for Stripe, • Leverage data, insights and craft to inform design and decisions on strategy, structure and programs and promote org health and productivity, • Advise and coach leaders and managers on org design and strategy, change management interventions and other key organizational initiatives focused on optimizing for efficiency, seamless cross-functional collaboration, and decentralized decision-making, • Support leaders as they execute on global talent and organizational planning, identifying and investing in critical talent and intentionally planning for future business needs and ambitious goals, • Promote a culture guided by our Operating Principles, that continuously elevates the caliber and kindness of Stripes and better ways of working together, • Support the Leadership team and organization through continued growth and evolution We're looking for someone who meets the minimum requirements to be considered for the role. If you meet these requirements, you are encouraged to apply. The preferred qualifications are a bonus, not a requirement. • 10+ years of experience as an HR business partner, preferably with a mix of experience in fast-growing technology companies and more established organizations, • Experience supporting functions within a Technology organization, • Experience partnering and influencing senior leaders to help drive and align their people strategy and increase business results, • Strong analytical and project management skills, proven ability to design clear processes, and a very detail-oriented yet flexible approach to problem solving, • Exceptional communication skills, both written and verbal, • Proven ability to partner and influence across diverse groups and experience levels, • A strategist and scaler, who can connect the dots between where we're going and how we need to nudge the organization to get there, • A partner and connector who builds trusted relationships with managers and leaders by providing deep insights and helping them see around corners, • A business partner who deeply understands Stripe's strategy and aligns it with the organization's structures, initiatives and processes, • A collaborator, who gets energy from working with leaders to create the best possible teams and organizational structures, • A strategic thinker whose decisions are informed by data, experience, and Stripe's operating principles, • A coach who loves building and developing high-impact teams

At The New York Foundling, we trust in the power and potential of people, and we deliberately invest in proven practices. From bold beginnings in 1869, our New York-based nonprofit has supported hundreds of thousands of our neighbors on their own paths to stability, strength, and independence. We help children and families navigate through and beyond foster care. We help families struggling with conflict and poverty grow strong. We help individuals with developmental disabilities live their best lives, and we help our neighbors access quality health and mental health servicescore to building lifelong resilience and wellbeing. Together, our interrelated programs provide a whole-person, whole-family, and whole-life approach that unlocks solutions for a lifetime. The HR Operations Specialist ensures the efficient handling of HR-related administrative processes, supporting both compliance and operational effectiveness. This position enhances the organization's ability to provide seamless human resources support, contributing to overall organizational efficiency and employee satisfaction. • Ensure timely and accurate employment related documentation and compliance to promote good brand and employee satisfaction [E.g. provide verification letters within 3 days of request. Respond to unemployment claims and coordinate witnesses and documentation for hearings. Submit all 15 day suspension PCNs], • Provide responsive and effective front line HR support to ensure a positive employee experience and operational efficiency. [E.g. Answering HR mainline calls, responding to emails, and printing employee IDs], • Process HR transactions and employee rewards for payment and ensure accurate expense coding and timely submission to ensure financial management of HR business transactions. [E.g. Process invoices within14 business days of receipt. Submit all employee reimbursements with proper documentation, Reconcile credit cards monthly], • Monitor and manage HR supplies to equip employees with the tools needed and a comfortable working environment [Manage and order office and kitchen supplies, maintaining appropriate inventory levels.], • Establish and maintain an effective internal audit process to ensure operational and regulatory compliance and update compliance records accordingly. Escalate any findings to HR leadership for appropriate follow-up or action., • Effectively plan, execute and monitor discretionary projects to improve efficiency and support long-term strategic goals while staying within time constraints., • Ensure timely and accurately handling of arrest notifications to support compliance and appropriate HR action. [Monitor daily, ensure all relevant information/documents are stored electronically, notify the appropriate HRBP and AVP within 24 hours of receiving a notification.], • Update HR Dashboard on a monthly basis with key performance metrics including employment verifications, referral bonuses, unemployment claims to provide timely insights into workforce activity and compliance. The New York Foundling is committed to attracting and retaining a diverse employee population, the Foundling will honor your experiences, perspectives and unique identity. Together, our community strives to create and maintain working and learning environments that are inclusive, equitable and welcoming. • Bachelor's degree required, minimum of 2 years experience in an administrative support role, • Strong attention to detail and time management skills., • Ability to maintain confidentiality and handle sensitive information., • Proficiency in Microsoft Office Suite (Excel, Word, Outlook), • Strong written and verbal communication skills Bachelor's Degree from a U.S. accredited educational institution or Credential Evaluation for a non-U.S. educational institution Hiring Impact, Changing Lives Together $60,564 + (Education Additive $3,800)

Pay Range: $125,000-$145,000, plus annual bonus Salary offers are based on a wide range of factors including relevant skills, training, experience, education, and, where applicable, certifications obtained. Market and organizational factors are also considered. Successful candidates may be eligible to receive annual performance bonus compensation. We are proud to offer best-in-class benefits and programs to support employees and their families in living healthy, happy lives. Our pay and benefit plans have been designed to promote employee health in all respects physical, financial, and developmental. Depending on whether it is a part-time or full-time position, some of the benefits offered may include: • Day 1 Medical, supplemental health, dental & vision for FT employees who work 30+ hours, • Best-in-class well-being programs, • Annual, no-cost health assessment program Blueprint for Wellness, • Healthyminds mental health program, • Vacation and Health/Flex Time, • 6 Holidays plus 1 "MyDay" off, • FinFit financial coaching and services, • 401(k) pre-tax and/or Roth IRA with company match up to 5% after 12 months of service, • Employee stock purchase plan, • Life and disability insurance, plus buy-up option, • Flexible Spending Accounts, • Annual incentive plans, • Matching gifts program, • Education assistance through MyQuest for Education, • Career advancement opportunities and so much more! The Human Resources Business Partner (HRBP) partners with business/functional leaders at the mid to senior level to influence the design and execution of the business strategy by providing consultative support and leadership. The HRBP translates the business plan into talent and organizational plans and drives for results by building organizational capability and performance, and liaisons with HR Centers of Excellence and Service Center to ensure optimal HR collaboration and service levels to clients. The HRBP will support client groups that are part of Quest's East Region. The position is hybrid and will require 3 days on site at Quest's Clifton, NJ-based lab. There will be occasional day and overnight travel. Business Relationships • Builds relationships with mid to senior level clients. Is a trusted and credible partner who anticipates needs and proactively recommends solutions., • Serves as an active member of the leadership team in assigned business/function and is able to influence and challenge others at this level, • Has a solid understanding of current and future business trends, both internal and external, • Serves as a coach providing guidance and consultation to leadership Strategy & Planning • Consults with leaders to develop and execute business strategy to build organizational capabilities, behaviors, structures and process. Provides strategic direction and influences at all levels in order to drive implementation of the strategy, • Translates the business plan into talent and organizational plan (e.g. in conjunction with the HR Director (HRBP), contributes to the People Strategy for assigned business to include: organizational re-design, strategic workforce planning, total rewards solutions, succession planning and talent management, organizational development and employee engagement of workforce), • Optimizes transformational change efforts by providing consulting support, guidance and a framework for leading and managing change, • Responsible for succession planning / pipeline to ensure leadership talent in support the business strategy, • Partners with and influences HR Centers of Excellence and HR Service Center to ensure the business is receiving optimal service and value-added programs that are aligned with business strategy., • Uses outcome-based metrics supplied by HR Service Center to identify trends and influence the business Business Based Outcomes • Ensures strong leadership teams in place and plays a key role in recruiting senior level talent, • Drives toward strong organizational performance as evidenced by business measures such as productivity, quality and service, • Drives toward optimal culture that facilitates employees' success., • Drives for high-performance work environment that makes the organization a great place to work and delivers results Required Work Experience: 5+ years of human resources experience Preferred Work Experience: 1-2 years of HRBP experience supporting a client group Knowledge: • Proficiency in MS Office products and HR systems, • Understanding of state and federal labor laws and regulations Education: BA/BS required Skills: • Strong Project and Process Management Skills, • Strong Analytical Skills, • Highly developed and effective leadership and strategic influencing skills, • Ability to work effectively with mid-level to senior members of the organization, • Business acumen, • Strategic agility, • Drive for results, • Decision quality, • Managerial courage, • Organizational savvy Quest Diagnostics honors our service members and encourages veterans to apply. While we appreciate and value our staffing partners, we do not accept unsolicited resumes from agencies. Quest will not be responsible for paying agency fees for any individual as to whom an agency has sent an unsolicited resume. Equal Opportunity Employer: Race/Color/Sex/Sexual Orientation/Gender Identity/Religion/National Origin/Disability/Vets or any other legally protected status.

We're looking for an exceptional People Partner to support our growing Go-to-Market organization, including Sales, Customer Success, Marketing, and GTM Operations, out of our NYC office. This is a high-visibility, cross-functional role: you'll work closely with GTM leadership to build the people strategy, programs, and policies that let the org scale sustainably, not just maintain what already exists. You'll act as a trusted advisor and thought partner to managers and employees across the full HR lifecycle, including employee relations, performance management, org design, coaching, and program design, while partnering closely with specialist teams (Compensation, Benefits, People Ops, Legal, Talent Acquisition) so the GTM org has the support it needs. This role suits someone who sees ambiguity as an opportunity to build rather than an obstacle, and who's energized by working shoulder to shoulder with commercial leaders in a fast-moving environment. • Partner with GTM leadership to translate business priorities into people strategies: org design, workforce planning, and talent development., • Act as the primary HR point of contact for GTM employees and managers, providing guidance on performance management, employee relations, coaching, and policy interpretation, and conducting investigations when issues arise., • Lead and support core HR cycles for your client group: performance reviews, compensation planning, promotion cycles, and engagement surveys., • Analyze people data and GTM-specific metrics (attrition, ramp time, quota attainment correlation, etc.) to identify trends and recommend proactive interventions., • Partner with Talent Acquisition on headcount planning, role scoping, and hiring strategy for GTM roles., • Support org changes, promotions, and role transitions specific to sales/GTM compensation structures (e.g., commission plans, quota-carrying roles)., • Drive change management and communication for company-wide People initiatives within the GTM org., • Coach and develop frontline and senior GTM managers on leadership and people management skills., • 5+ years of HR experience, with at least 2+ years supporting a Sales, Marketing, or broader GTM/commercial client group (experience with sales compensation structures is a strong plus)., • Proven experience as an HRBP or similar strategic HR role, ideally in a high-growth, fast-paced environment (SaaS/tech background preferred)., • Strong understanding of employee relations, performance management, and organizational design principles., • Comfort with data: able to build and interpret people analytics/dashboards and use them to influence decisions., • Excellent judgment and discretion when handling sensitive and confidential matters., • Strong communication and relationship-building skills; able to credibly influence senior commercial leaders., • Working knowledge of NY State and NYC employment law., • Bachelor's degree or equivalent experience. This is an on-site role based in our NYC office, designed for builders who thrive on speed, iteration, and meaningful impact. For this role, the expected base salary range is $200,000 to $250,000. Profound's total compensation package is designed to be competitive and includes base salary, equity, and a full range of benefits and perks. Final compensation will depend on factors such as your skills, experience, qualifications, and location, and will be determined during the interview process. Our recruiting team will share more details about the full compensation package and benefits as you move through hiring. #LI-PRO Note: All official communication from Profound will come from a @tryprofound.com email address. If you're contacted by anyone using a different domain, please disregard and report it as spam.

You will serve as a trusted advisor and strategic partner to two of Collibra's fastest-growing teams, Deasy Labs, our AI unstructured data team, and our Customer Organization inclusive of Customer Engineering, Professional Services, and Support. This is not a traditional HRBP role. You will operate like an internal organizational consultant, identifying problems, interrogating data, forming a POV, and driving solutions without waiting to be told what to do. If you already use AI as a core part of how you work and are energized by building people strategy in a high-growth, AI-forward environment, this role was built for you. This is a hybrid role based in our New York office. Our hybrid model means you'll work from the office at least two days each week. This setup helps us stay connected, work more closely together, and keep making progress as a team. • Partnering with business leaders on workforce transformation as AI reshapes roles and team structures, including role redesign, change management, and helping managers effectively lead hybrid human-AI teams, • Building relationships with leaders to proactively identify, design, and develop targeted People strategies that drive business outcomes, leveraging workforce analytics, AI-assisted insights, and direct business partnership to improve productivity, retention, and organizational health, • Providing strategic business partnership, thought leadership, and coaching at all levels of the organization, • Embedding People programs into business strategies including Performance Management, Learning & Development, Rewards, and Employee Experience in ways that directly support business objectives, • Mitigating risk by proactively aligning compliance practices with country-specific requirements and serving as the primary point of contact for employee relations matters across the United States and, as needed, other supported regions, • 3+ years of experience as an HR Business Partner or People Partner directly supporting a customer-facing or revenue organization such as Customer Success, Sales, Sales Engineering, or Professional Services, • Experience with a global organization, specifically the United States and EMEA, • Familiarity with how AI is changing workforce design, skills requirements, and manager-employee dynamics, • Experience using data to identify insights that drive action, including demonstrated ability to go from data to insight to recommendation to outcome, • Experience adhering to and implementing responsible, ethical AI practices including risk assessment, bias mitigation, and quality and accuracy reviews, • Demonstrated proficiency in leveraging AI tools (e.g., Claude, Gemini, ChatGPT, Copilot) to solve real-world business challenges, drive measurable outcomes, or streamline workflows, • A bachelor's degree or equivalent related working experience is required, • This position is not eligible for visa sponsorship, • A curious, adaptive learner who treats AI as a professional multiplier you are actively building your own AI workflow, not waiting to be trained on it, • Someone who operates like an internal organizational consultant you identify the problem, interrogate the data, form a POV, and drive the solution without waiting to be told what to do, • An effective communicator and critical thinker who demonstrates empathy and experience driving collaborative work across functions and levels, • Experienced in project management and change management with a track record of influencing and strategically solving problems in fast-moving environments, • Someone who thrives in constantly changing environments and builds trusted relationships across teams quickly, • Within your first month, you will have met every individual on the Deasy Labs team, understand the business strategy and how every role contributes, met every Director+ leader in the CCO org, and have a clear picture of organizational talent, • Within your third month, you will own the workforce plan for both Deasy Labs and the Customer Organization and have established trusted relationships with key business leaders across both teams, • Within your sixth month, you will have driven at least one meaningful people strategy recommendation that connects directly to a business outcome for your client groups The standard base salary range for this position is $168,000 - $210,000 per year. This position is not eligible for additional commission-based compensation. Salary offers are based on a combination of factors, including, but not limited to, experience, skills, and location. In addition to base salary, we offer a competitive total rewards package, including bonus potential, equity for eligible roles, a Flex Fund monthly stipend, pension/401k plans, and more. Collibra recognizes and values that everyone has different needs, interests, and life goals. We built our benefits program with flexibility in mind to support you and your loved ones through a diverse range of circumstances and life events. These flexible offerings sit on a foundation of competitive compensation, health coverage, and time off. We create inclusion and belonging through how we onboard, meet, connect, engage, and communicate. Learn more about diversity, equity, and inclusion at Collibra. At Collibra, we're proud to be an equal opportunity employer. We realize the key to creating a company with a world-class culture and employee experience comes from who we hire and creating a workplace that celebrates everyone. With this, we proudly consider qualified applicants without regard to race, color, religion, creed, gender, national origin, age, disability, veteran status, sexual orientation, pregnancy, sex, gender identity, gender expression, genetic information, physical or mental disability, HIV status, registered domestic partner status, caregiver status, marital status, veteran or military status, citizenship status or any other legally protected category. If you have a need that requires accommodation, let us know by completing our Accommodations for Applicants form.

Most companies claim to have the best people. We say to them, "Keep dreaming." Our people are second to none. They set us apart with their entrepreneurial spirit and ambition. They come to us from the likes of Amazon, Microsoft, Nordstrom, Starbucks and the sports world, bringing energy, bold ideas and a willingness to dive into the unfamiliar. It's our people that make BDA the top global Merchandise Agency to work for. This role is based in any of our Regional Merchandise Centers (Dallas, TX, Austin, TX, Indianapolis, IN, New York, NY, Woodinville, WA, Troy, MI, Atlanta, GA) and requires you to work onsite 4 days per week, with 1 day remote. To be considered, you must live within commuting distance, as regular in-person collaboration is a key part of the role. The Sr. HR Business Partner is responsible for providing strategic partnership and consultation to their respective business leaders and units. The Sr. HRBP will advise on the HR aspects of business decisions and ensure alignment with company culture and practices to improve organizational success. This hands-on role provides human resources services in the areas of employee and leadership development, employee relations, performance management, employee engagement to the Sales unit. This position requires working on-site daily with some flexibility. Responsibilities • Act as primary contact for employees and managers. Build a strong business relationship with the internal clients and stakeholders., • Develop a strong understanding of the business. Proactively support the delivery of HR initiatives and processes., • Identify opportunities for HR strategic influence within client groups and set objectives in partnership with leaders accordingly., • Effectively drive leadership development, management/employee coaching, and performance management, • Partner with management teams to assist in optimizing people, strategy, structure, process and culture, and facilitate the delivery of HR services as appropriate, • Conduct regular meetings with leaders to review talent, provide advice and recommendations on performance management, development, organizational design, etc., • Consult with management to address root causes of performance issues, resolving issues with a detailed approach. Counsel management on disciplinary actions ensuring consistency and adherence to policies., • Partner with Sales teams to identify specific talent development needs for the facility and collaborate with the L&D Director., • Identify, evaluate, and participate in human resource policy and program development in partnership with the HR team., • Proactively identify and develop programs, or tools to positively affect morale and retention., • Apply extensive knowledge of human resource principles, concepts, industry practices and standards in the analysis of information and projects., • Assist in the ideation and execution of multiple employee recognition events throughout the year., • Support organizational changes and business initiatives with thoughtful planning, communication, and risk assessment., • Use people data and workforce insights to identify trends, recommend actions, and improve engagement, retention, and organizational effectiveness. (Workday experience is a plus), • Collaborate with Talent Acquisition, Compensation & Benefits, Payroll, People Operations, and other HR partners to deliver a strong and consistent employee experience., • Act as the primary HR partner for leaders and employees across the U.S. sales organization providing strategic and hands-on support across the employee lifecycle., • Coach and advise leaders on organizational design, workforce planning, talent development, performance management, and change leadership., • Lead and support complex employee relations matters, including investigations, performance concerns, grievances, disciplinary processes, absence management, and exits., • Other job duties as assigned. What You Bring • Strong HR business partnering experience at a sales organization., • Strong knowledge of employment practices and HR compliance considerations with the ability to learn and navigate across the U.S., • A proven ability to build credibility with senior stakeholders, influence decisions, and balance employee and business needs with sound judgment., • Excellent communication, collaboration, and relationship-building skills across functions, cultures, and levels of the organization., • A practical, solutions-oriented approach and the ability to manage multiple priorities in a fast-moving environment., • Minimum 7-10 years working in a full-time HRBP role partnering with leaders on people strategies., • Bachelor's degree in Human Resources, Business, or a related field is preferred. HR certifications are a plus., • Periodic travel to other BDA locations as business needs require. Why BDA? BDA is a place where creativity, partnership, and customer care come together. For more than 40 years, we have helped some of the world's most recognized brands create memorable experiences through branded merchandise, gifting, and custom programs. We are proud of the work we do, the relationships we build, and the people behind it all. At BDA, you will find a team that values collaboration, innovation, and a "get it done" mindset while still making space for creativity, growth, and meaningful impact. Our Core Values: • BDA is a Team and a Family, • Always Strive to Be The Best, • Entrepreneurial Spirit, • Tigger Attitude, • Work Hard, Play Hard, • Make It Happen the Best Way, • Total Client Affinity & Advocacy BDA is more than a workplace - it's a family. For more than four decades we've promoted a vibrant and welcoming culture that not only accepts but demands you to be different. The quirky, the bold, the creative and the unique make up the foundation of a company that the most iconic brands in the world look to help tell their story through the power of merchandise. BDA Inc. is an Equal Opportunity Employer. We are committed to creating an inclusive workplace and do not discriminate on the basis of race, color, religion, sex, sexual orientation, gender identity, national origin, age, disability, protected veteran status, or any other characteristic protected by federal, state, or local law.

AXA XL is an Equal Opportunity Employer. Senior HRBP, Global Tech & AI UK, France, or US Technology & AI is a newly established function for AXA XL, has 1400 colleagues across 19 countries with a total workforce of around 3000, operating in one of the fastest-changing talent and business environments. With the recent appointment of our Chief Technology & AI Officer, we have a clear focus on our strategic ambition & enterprise transformation, bringing together people, technology, and the future of work. We are seeking a strategic HR Business Partner to partner with senior leaders across the Technology & AI function, translating our strategic ambition into workforce requirements, shaping the organization and building the capabilities needed for the future. As a Senior HRBP within the Global HR Tech & AI team, you will be a strategic workforce architect, executing a forward-looking talent strategy while building robust and trusted business partnerships. This role will also depend on deep, proactive collaboration across our global HR network to deliver the broader AXA XL people strategic initiatives effectively and consistently. You will report to the Global Head of Human Resources, Technology & AI Office. • Strategic workforce planning: Translate our technology & AI strategy into a forward-looking people, organization and workforce agenda, executing our workforce strategy with a core focus on skills and capabilities needed 25 years from now., • Operating model & organization design: Assess profiles and skills to understand our work and outcomes, including build/buy/borrow/automate decisions and the evolving intersection of human talent, automation and AI-enabled work., • External market orientation: Actively engage in emerging Tech & AI talent trends, scarce/new skills, competitor practices and evolving workforce models, across all industries alongside Insurance., • Commercial & enterprise acumen: Understand technology investment, productivity, capacity, location strategy and talent economics while connecting Tech & AI decisions to broader enterprise implications., • Data-driven decision making: Use workforce intelligence, skills data and scenario planning to shape decisions and challenge assumptions, moving to predictive analytics to execute our workforce strategy. We're looking for someone who has these abilities and skills: • Resilience & comfort in ambiguity: Remain effective and ability to pivot when priorities shift, in a transformative landscape where we are solving new emerging business challenges., • Coaching & Executive counsel: Build credibility to challenge senior leaders constructively, to onboard or integrate into a newly formed Tech & AI leadership team, building high performance., • Strategic influence & trust: Build trusted relationships quickly and influence senior stakeholders through credibility, insight, and collaboration., • Change leadership at pace: Create readiness, adoption and sustained behavior change while the workforce evolves., • Learning agility & curiosity: Possess a relentless appetite to understand emerging technologies, workforce trends and the evolution of technology & AI impacts on our people/organization., • Solution oriented: Apply LEAN thinking to look at the problem we are solving for and creating value. Shaping solutions from ambiguity, test, learn, course-correct and keep moving iterate and evolve., • AI & technology fluency: Ability to understand a technical landscape, tools, technology & concepts (GenAI, automation, data, applications, integrations, product model) and the broader technology ecosystem to credibly engage technical leaders and understand workforce implications., • AI-enabled workforce design: Assess our function & work that can be augmented, automated or redesigned and which human capabilities become more important as a result., • Skills-based workforce planning: Challenge current ways of working to be relentless in our pursuit for profiles / capabilities required to execute, with a future-lens, including skills adjacency, reskilling, transferability and targeted acquisition., • Workforce transformation & strategy: Deliver solutions aligning to our workforce strategy, anticipate capability gaps and create practical build/buy/borrow/automate strategies., • Digital adoption & AI enablement: Recognize that deploying technology is not transformation; help leaders create the conditions for success - skills, behaviors, culture and ways of working required., • Responsible AI / people-risk awareness: Understand governance, ethics, bias, privacy, employee relations and emerging regulations to recognize risk and engage Legal, Compliance and Risk appropriately. Inclusion: AXA XL is committed to equal employment opportunity and will consider applicants regardless of gender, sexual orientation, age, ethnicity and origins, marital status, religion, disability, or any other protected characteristic. At AXA XL, we know that an inclusive culture enables business growth and is critical to our success. That's why we have made a strategic commitment to attract, develop, advance and retain the most inclusive workforce possible, and create a culture where everyone can bring their full selves to work and reach their highest potential. Total Rewards: AXA XL's Reward program is designed to take care of what matters most to you, covering the full picture of your health, wellbeing, lifestyle and financial security. It provides competitive compensation and personalized, inclusive benefits that evolve as you do. We're committed to rewarding your contribution for the long term, so you can be your best self today and look forward to the future with confidence. Sustainability: At AXA XL, Sustainability is integral to our business strategy. In an ever-changing world, AXA XL protects what matters most for our clients and communities. We know that sustainability is at the root of a more resilient future. Our 2023-26 Sustainability strategy, called "Roots of resilience", focuses on protecting natural ecosystems, addressing climate change, and embedding sustainable practices across our operations. Who We Are: AXA XL, the P&C and specialty risk division of AXA, is known for solving complex risks. For mid-sized companies, multinationals and even some inspirational individuals we don't just provide re/insurance, we reinvent it. By combining a comprehensive and efficient capital platform, data-driven insights, leading technology, and the best talent in an agile and inclusive workspace, empowered to deliver top client service across all our lines of business ? property, casualty, professional, financial lines and specialty.

New York City, New York At Blank Street, we're on a mission to become the defining food and beverage brand of our generation. From the very beginning, we've set out to add a spark to ordinary experiences through elevated products, attention-to-detail, and a commitment to making every moment memorable. We're motivated by the millions of customers we serve across cities, and know that our potential is unlimited. It all starts with our people and their commitment to make magic happen each and every day. Like the sound of this? Keep reading. The People Operations Partner is a trusted partner to our Operations Team, helping drive a high-performing, people-first culture during a period of growth at Blank Street. This role supports stores across multiple markets, partnering closely with General Managers and Operations Managers to strengthen teams, elevate performance, and support the employee experience. This role blends strategic partnership with hands-on execution and is ideal for someone who thrives in fast-paced environments, builds strong relationships quickly, and operates with sound judgment and professionalism. You'll partner with field leaders on employee relations, performance management, coaching, engagement, and talent development while proactively identifying trends and opportunities across the business. This role is based in-person out of our Brooklyn, NY office, reports to the HRBP Manager, and requires frequent travel across the markets and stores you support. • You're an expert at handling employee relations issues and can navigate them with sound judgment, • You're confident coaching managers, not just giving advice, but helping others actually reach a solution and drive results, • You have a strong grasp of People Ops fundamentals (onboarding, compliance, documentation, investigations) and know how to apply them in real situations, • You're highly organized and detail-oriented, • You're responsive, action-oriented, and follow through, • You're comfortable with ambiguity, pivots, and fast pace, • You're a clear, thoughtful communicator through all mediums, • You genuinely enjoy supporting people and making the job fun Hire ? Get the right people in • Partner with Talent Acquisition and Operations leaders on hiring strategy, interview calibration, and workforce planning across your markets, • Support strong hiring decisions by assessing talent quality, team fit, and long-term potential, • Ensure new hires have a smooth and consistent onboarding experience from offer acceptance through ramp-up, • Proactively identify hiring gaps, staffing risks, and organizational needs within your markets Develop ? Make people better • Coach and support GMs, Shift Leads, and Operations Managers on performance management, accountability, feedback, and team dynamics, • Drive execution of People programs including performance coaching frameworks, engagement action planning, and policy rollouts, • Support internal promotions, succession planning, and leadership development across your markets, • Help leaders navigate difficult conversations confidently, fairly, and consistently Retain ? Keep great people • Lead employee relations matters and investigations from intake through resolution with strong documentation, judgment, and professionalism, • Identify trends in turnover, attendance, engagement, and performance - partnering with Operations leaders to take proactive action early, • Act as a trusted resource for employees and managers, balancing employee experience with business needs, • Build strong relationships across your markets to maintain a clear pulse on team health, morale, and operational challenges Protect the Business ? Make the business run and grow smoothly • Partner cross-functionally with TA, Payroll, Training, Finance, and Operations to support smooth business operations, • Use people data, operational trends, and feedback to identify risks, recommend solutions, and support business decision-making, • 4+ years of HR or People Ops experience, ideally in a fast-paced retail or hospitality environment, • Working knowledge of labor laws and compliance requirements (I-9s, wage & hour, documentation standards), • Proven ability to manage multiple priorities and meet deadlines in a high-volume environment, • Demonstrated ability to stay organized and detail-oriented across multiple workstreams, • Comfortable using HR systems and tools (HRIS, ATS, Google Suite), • Ability to handle sensitive information with discretion and sound judgment, • Must be based in NYC with flexibility to travel throughout the market as needed, • $90,000 - $110,000 annual base salary, • Equity package, • 15 days of paid annual leave (on top of company-observed holidays and sick time), • Three health plan options, with full coverage available for two employee-only tiers, • Commuter benefits, • Parental leave, • Bereavement leave, • Exclusive access to our coveted Regulars program yes, that means free coffee, matcha and more!, • Regular social outings with the team, • Free Blank Street swag

Want to help pets live their best lives? If you want to make a real difference, create an exciting career path, feel welcome to be your whole self and nurture your wellbeing, Petco is the place for you. Our core values capture that spirit as we work to improve lives by doing what's right for pets and people. About Petco: We're proud to be where the pets go to find everything they need to live their best lives for more than 60 years from their favorite meals and toys, to trusted supplies and expert support from people who get it, because we live it. We believe in the universal truths of pet parenthood the boundless boops, missing slippers, late night zoomies and everything in between. And we're here for it. Every tail wag, every vet visit, every step of the way. We are 29,000+ strong and together we nurture the pet-human bond in more than 1,500 Petco stores across the U.S., Mexico and Puerto Rico, 250+ Vetco Total Care hospitals, hundreds of preventive care clinics and eight distribution centers. In 1999, we founded Petco Love. Together, we support thousands of local animal welfare groups nationwide and have helped find homes for approximately 7 million animals through in-store adoption events. Position Purpose: The purpose of the Hospital Operations Manager is to provide daily leadership to our hospital and partner with Hospital Veterinarian(s). The Hospital Operations Manager partners with our retail store partners to provide a smooth and profitable operation by creating a culture of high-quality patient care and exceptional customer service, as well as driving revenue and managing costs. The Hospital Operations Manager represents the mission and values of the hospital and Petco to all clients. Our partners are empowered to do what it takes to create an exceptional client and patient experience. The Hospital Operations Manager coordinates the overall operations of the hospital and cultivates a supportive and collaborative team environment by fostering cohesion and motivation within the team. If you have a passion for pet health and wellbeing, we'd love to have you on our team! Essential Job Functions The essential duties and responsibilities that are required of this position. This section includes the primary accountabilities or duties of the role. The Hospital Operations Manager must be able to perform all the following duties and responsibilities with or without reasonable accommodation: • Lead hospital paraprofessionals to drive operational excellence, efficiency, high standard patient care and excellent client experience., • Create productive, collaborative and seamless relationships with all veterinarians in the hospital to drive a positive culture and cohesive team environment., • Point person for all day-to-day functions of the practice including, but not limited to veterinarian and support partners scheduling, equipment function and maintenance, inventory control and ordering, proper invoicing, patient scheduling, team training, radiological safety program and handling elevated client concerns., • Oversee hiring, training, reviewing, counseling and separation of paraprofessional partners, in partnership with AOM (Area Operations Manager) and Human Resources Business Partner., • Assume scheduling responsibilities for all paraprofessional partners, with the expectation to schedule a minimum of two weeks out. Maintain all hospital partner points in accordance with Petco's punctuality and attendance policy., • Create and maintain doctor's schedule with support from Area or Regional Medical Director as needed., • Review P&L monthly reporting, and partner with Area Operations Manager to increase revenue growth and exceed financial targets set by Finance team., • Escalate partner or client issues to Area Operations Manager, Area Medical Director and/or HRBP as required., • Interface and collaborate with Petco store team to drive a seamless complete care customer experience., • Schedule appointments, provide client education, relay test results to doctor and clients, maintain and update hospital inventory, maintain client/patient records within the practice management system and manage accounts receivable., • Keep hospital environment neat and clean; maintain OSHA standards, perform and maintain regular cleaning of environment based on necessity as well as based on a pre-determined maintenance schedule, • Uphold and enforce all policies of Petco and Vetco Total Care. Other Duties and Responsibilities: • Patient care always comes first., • Any issues with patient clients or hospital partners are dealt with and resolved as they occur, or as soon as is possible., • Exceptional teamwork and commitment to achieve shared goals to benefit the entire company of Petco., • Collaborate with the Retail Team to drive a positive cultural and cohesive team environment, • Provide backup front desk support as needed including answering telephones., • Perform additional duties and special projects as assigned. Nature of Supervision: The incumbent reports to the Area Operations Manager. Planning and Problem Solving: The Hospital Operations Manager must possess excellent planning skills while scheduling the hospital paraprofessional partners in order to ensure adequate coverage while making sure the hospital does not exceed forecasted payroll costs. The Hospital Operations Manager will also play a crucial role in ensuring that day-to-day operation of the hospital is efficient and provides an optimal experience for our patients and guests. Impact: This position will impact the organization by contributing to the growth of productive practice while focusing on a high-quality standard of care. From an overall hospital organizational standpoint, this position is critical to ensuring that we have a cohesive, well-trained, and motivated medical support team. The desired result is the creation of an optimal environment that ensures partner retention, patient well-being, and customer satisfaction. Supervisory Responsibility: This position includes 1 or more direct reports (Veterinary Technicians, Vet Assistants, and Concierge partners) with daily responsibilities that include recruiting, interviewing, hiring, training, mentoring/coaching, assignment delegation and partnering with Human Resources on discipline up to and including termination. Minimum Requirements: • 2-3 years previous experience working in a veterinary practice. In lieu of veterinary experience, must have 2+ years of strong leadership experience., • Must have excellent written and verbal communication skills., • Ability to make decisions, delegate tasks and responsibilities and drive results with hospital partners, • Must be compassionate and sympathetic and be able to maintain a professional attitude and demeanor during emotional and stressful situations., • Must have telephone etiquette and basic computer skills., • Must be a team player willing to continue learning, offer creative ideas and accept continual change., • Basic computer skills i.e. Microsoft Office suite Desired Requirements • 3- 5 years previous experience working in veterinary practice, • Previous P&L management, • Bachelor's degree or equivalent experience, • 3+ years in a management role, including customer service, • Reporting and data analysis experience, • Veterinary Assistant/Technician experience in positions of increased responsibility, • Licensed Veterinary Technician or Certified Veterinary Assistant (not required), • Change agility- Works productively and able to navigate ambiguity or uncertainty while assuming positive intent in a fast-paced and evolving environment., • Desire to Learn - Demonstrates flexibility and resilience in response to obstacles, constraints, adversity, and mistakes. Constructively and resourcefully adapts to changing needs, conditions, priorities or opportunities. Seeks out opportunities to learn from new discoveries, innovations, ways of looking at things, knowledge, and ideas. Invites and incorporates both giving and receiving productive and well-intentioned feedback., • Drive for Results -- Initiate decisive, timely actions to address important issues. Demonstrates a strong sense of ownership and a commitment to achieving meaningful results. Sets challenging, clear goals/targets and expectations for achieving business results. Drives initiatives/efforts while taking personal responsibility to make decisions and execute actions. Work Environment: The majority of job duties are conducted in the Veterinary Hospital. Position requires bending, kneeling, lifting (up to 30 pounds, as necessary) and standing for long periods of time. A large amount of this partner's time will be spent in direct contact with clients and their pets. Contacts: This position will regularly communicate with clients, veterinary specialists, store partners, and companies that provide products and/or services that the practice utilizes. The right candidate will be able to positively represent the hospital and Petco within the professional community and to our guests. Salary Range: $25.00 - $40.00 For a more detailed overview

The Human Resources team supports our employee population by providing the structure, care, and development needed for individual employees to be successful in their own careers, which in turn contributes to the overall growth and success of the Company. The Human Resources department is organized in three strategic pillars: • Compensation and Benefits: payroll, health and welfare benefits, retirement plan services, and immigration., • Human Resources Business Partners: performance management, employee relations, recruiting and retaining talent, coaching and counseling., • Talent Development: corporate social responsibility, Diversity, Inclusion & Family, learning and leadership development, internal communications, and employee engagement. As the HR Business Partner, you will contribute to the overall department strategy in a Generalist role capacity. You will be responsible for managing all aspects of the recruiting process, fostering, and maintaining employee relationships through coaching, advising, and negotiating in conflict situations, and assisting in organizational effectiveness efforts. You will deliver HR solutions in several key areas, including recruitment and hiring, internal mobility, employee relations, performance management, labor law compliance, HR operations, and skill development and training. As a strategic member of a cross functional Retail team, you will work closely with the store leadership teams and employees within the Northern Region, as well as partner with other members of the HR team, working collaboratively across all levels to assist in the implementation of people-related services, HR policies, practices, and procedures. The HR Business Partner will support the Northern Region, which currently includes 9 store locations and approximately 140 retail employees. This position is located on site in our New York Corporate Office. About the Role: • Serves as a strategic HR Business Partner for the Northern Region., • Provides hands-on HR support by maintaining both a physical and virtual presence in the respective locations. Is a regular contributor to regional meetings, as well as management/staff meetings at the store-level., • Is aware of all business issues and priorities, and provides focused support, coaching, and guidance to management., • Manages employee relations for the store locations and recommends appropriate employment action to maintain a productive, positive work environment. Empowers store management to manage employee disciplinary actions to ensure consistent, uniform, and fair application of company policies and procedures and governmental laws. With general supervision, conducts investigations, recommends solutions to issues, counsels' employees, advises managers on discipline process and facilitates dispute resolution., • Responsible for HR headcount budget, new headcount requests, and maintenance of organizational charts for region; partners pro-actively with Talent Acquisition Manager on full cycle recruiting processes to meet the various staffing needs within the Region., • Responsible for optimization and implementation of company talent acquisition and management programs and manages in-house talent systems and vendor relationships in collaboration with other HRBP's to ensure that we hire key talent with a focus on the candidate experience. Ensures all regular vacant positions are posted internally and externally, and provides analysis of recruiting processes, employee retention statistics, and other associated HR metrics., • Conducts regular touch base meetings with store leaders to provide HR strategic workforce updates: reviewing store talent, succession planning, provide management team with coaching recommendations to optimize business performance., • Works closely and collaboratively with HRBP team to support with implementing new programs and initiatives that impact employee engagement; supports the VP, HR and Regional VP with special projects, initiatives, and goals to enhance the overall employee experience., • Responsible for the management of the company's annual performance review process and 30/60-day new hire review process. Creates and designs content of the performance reviews in alignment with goals of the company., • Assists in the development and administration of all other projects, programs, procedures, and guidelines aimed at aligning the workforce with strategic goals of the department and company. Supervisory Responsibility: • NO - This position has no direct supervisory responsibilities but does serve as a coach and mentor for other positions. Budget Responsibility: • YES - Manages HR budget sheet with Compensation Manager for recruiting and hiring processes; assists retail management in monitoring payroll budget for location, controlling overtime and staying within budget for salary; creates and maintains budget for recruitment and associated systems. Decision Making Responsibility: • YES - Recruitment and hiring; employee Relations / Dispute Resolution About You: • At least 3 years of experience in a HR Business Partner role, • Experience leading HR functions in a multi-unit environment; high volume, high-traffic, and high-visibility environments preferred, • Experience in luxury retail and/or service-oriented organization; direct retail store experience preferred, • Strong skills in high volume employee relations, talent development, recruiting, and performance management, • Exceptional relationship-building skills to create long-lasting impact to client group, • Solid understanding of HR policies and procedures, Federal and State employment laws, compliance and reporting requirements, • Strong counselling approach and proven ability to influence others and support where needed, • Excellent written and verbal communication skills; comfortable with public speaking, • Strong interpersonal skills with a focus on internal customer service; ability to coach and empower others, • Strong active listening skills, • Demonstrated ability to use technology (i.e., Excel, PowerPoint, Word, HRIS systems) to gather, interpret, organize, and present data, • Sound judgment and critical thinking skills; successful management of multiple projects and competing priorities while balancing the needs for quality with meeting deadlines, • Detail oriented with strong organizational skills; evidence of self-motivation; demonstrated ability to plan, schedule and work both independently and in teams within a service-oriented organization, • Possess business acumen and are operationally sound, • Kind, but effective leadership style. Demonstrates humility, compassion, and approachability in all interactions, • Comfortable with fast paced environment; ability to prioritize effectively and independently, • Bachelor's Degree preferred, • Travel required, store visits to each boutique within Region annually The range for this position is $90,000 - $110,000 annually. Actual rates are determined on the job, location, and individual experience. We are looking for a candidate that has a combination of the above attributes and can perform the key functions of the role with or without reasonable accommodations. Herms is proud to offer a variety of benefits to support the needs of our employees and their families, including: • Commission and bonus incentives based on sales performance, • Medical, Dental, Vision, • Life Insurance and Disability, • Paid time off (annual vacation of 15 days, 11 company holidays, 3 floating holidays, 2 wellbeing days, and sick & safe time), • Paid Parental leave and transition time, • 401(k) and Roth Retirement plan with company matching and profit sharing, • Various voluntary benefits such as flexible spending accounts, fitness reimbursement, voluntary life insurance, • Product discount and EAP resources, • Access to Calm App, Health Advocate, Family Building Support and more! Since 1837, Herms has remained faithful to its artisan business model and humanist values. We place people at the heart of what we do and aspire to make a positive impact on the world. The freedom to create, the constant search for beautiful materials, the transmission of a savoir-faire of excellence and the aesthetic of functionality define the singularity of Herms, a house dedicated to making highly-crafted, beautiful objects made to stand the test of time. An independent, family-owned company, Herms is dedicated to keeping production in France through its 42 workshops, The Herms organization is also a truly global community with a network of 310 stores in 49 countries. Herms employs more than 15,000 people worldwide with over 6,000 of the workforce being Herms craftspeople engaged in making artisanal products, nurturing a 180+ year tradition of creativity and innovation. At Herms, our actions for sustainable development and corporate social responsibility are founded in values passed down by generations of humble artisans who have shaped the story of our house and the integrity of our objects. The roots of Herms' success and longevity lie in a sense of responsibility; a quest for authenticity

Talent Management Associate Over the last 20 years, Ares' success has been driven by our people and our culture. Today, our team is guided by our core values Collaborative, Responsible, Entrepreneurial, Self-Aware, Trustworthy and our purpose to be a catalyst for shared prosperity and a better future. Through our recruitment, career development and employee-focused programming, we are committed to fostering a welcoming and inclusive work environment where high-performance talent of diverse backgrounds, experiences, and perspectives can build careers within this exciting and growing industry. The Talent Management Associate is a key member of the Talent Management team who supports HR Business Partners and assigned client groups through employee lifecycle coordination, annual talent processes, headcount tracking, reporting, and day-to-day talent management support. This role partners closely with HR Operations, Talent Development, Talent Acquisition, Rewards, and Legal to deliver a responsive, accurate, and well-governed employee experience in a fast-paced, evolving environment. The ideal candidate is a self-starter who is process-oriented, highly organized, takes initiative, flexible, and eager to grow in a dynamic HR environment. This role is well suited for someone with foundational HR experience who is motivated to deepen their skills while supporting a fast-paced, evolving organization. Primary Functions & Responsibilities • Support Global/Lead HR Business Partner(s) in delivering HR support to assigned business/client groups, • Assist with routine talent management inquiries for designated employee populations, escalating more complex matters to senior HR Business Partners as appropriate, • Support routine operational HRBP activities, including employee lifecycle changes such as transfers, data updates, promotions, reporting changes, and related coordination, • Provide support for employee transition processes, including relevant documentation, coordination, and exit interviews, • Prepare and maintain monthly and quarterly reporting for relevant business units, including position management, headcount tracking, and hiring-related updates, • Develop working knowledge of relevant employment policies and processes and partner with HR Business Partners, HR Operations, and Legal as appropriate, • Support the Talent Management team with executing projects in support of the strategic agenda and annual priorities, • Support annual HR processes including performance management, promotions and calibration sessions Qualifications Education • Bachelor's Degree required Experience • 3-5 years of experience in Human Resources, • HR Operational experience strongly preferred (Workday experience is a plus), • Strong proficiency in Microsoft Office, including advanced Excel and PowerPoint skills, with the ability to synthesize information into clear, well-structured outputs General Requirements • Highly organized and detail-oriented, with the ability to manage multiple priorities and collaborate effectively across a global matrixed HR and business environment, • Clear and professional communication skills, including the ability to prepare clear written summaries, polished presentations, and concise updates for HRBP and stakeholder discussions, • Comfortable working in a fast-paced, team-oriented environment, with the ability to operate independently and navigate complexity in a global organization, • Flexible, adaptable, and proactive, with a positive, solutions-oriented mindset, • Strong ownership, accountability, and judgment, with the ability to determine when to escalate issues versus resolve independently, • Flexibility in working hours during peak periods and to support time-sensitive business priorities, • Experience leveraging AI tools to improve productivity, analysis, or work product is a plus Reporting Relationships Senior HR Business Partner Compensation The anticipated base salary range for this position is listed below. Total compensation may also include a discretionary performance-based bonus. Note, the range takes into account a broad spectrum of qualifications, including, but not limited to, years of relevant work experience, education, and other relevant qualifications specific to the role. $100,000-$125,000 The firm also offers robust Benefits offerings. Ares U.S. Core Benefits include Comprehensive Medical/Rx, Dental and Vision plans; 401(k) program with company match; Flexible Savings Accounts (FSA); Healthcare Savings Accounts (HSA) with company contribution; Basic and Voluntary Life Insurance; Long-Term Disability (LTD) and Short-Term Disability (STD) insurance; Employee Assistance Program (EAP), and Commuter Benefits plan for parking and transit. Ares offers a number of additional benefits including access to a world-class medical advisory team, a mental health app that includes coaching, therapy and psychiatry, a mindfulness and wellbeing app, financial wellness benefit that includes access to a financial advisor, new parent leave, reproductive and adoption assistance, emergency backup care, matching gift program, education sponsorship program, and much more. There is no set deadline to apply for this job opportunity. Applications will be accepted on an ongoing basis until the search is no longer active.

The Regional Leader of Business Development will oversee all activities of an internal team of BlackLine's Business Development Reps within an assigned Region. This individual is a people leader, responsible for the day-to-day management and adherence to established best practices for their BDR team. This individual is a high performer and individually self-motivated. They stand out from their peers and are the right hand of the Director of Business Development Leader. They encourage and push their team to perform to the best of their ability, modeling best practices when needed. This individual reports to the Leader of Business Development and works with other regional leaders and cross-functionally with Sales and Marketing counterparts. This individual is responsible for furthering and maintaining the two primary Business Development team objectives: fulfilling their regional portion of the Sales and Marketing contract and creating a team of high performing BDRs to be a recognized talent pool within BlackLine. This position regularly communicates with RVPs in Sales, and the respective regional Marketing Programs manager. You'll Get To: • Has additional responsibility and influence on the development of strategy and execution of process within their region, • Conducts interviews and partners with Geo Leader, Talent Acquisition, and HRBP regarding hiring decisions, candidate pool feedback, and interview activity., • Oversees the progression of BDRs through the BDR Matrix to ensure skill growth and team development. Partners with Geo Leader and HRBP regarding Performance Improvement Plan execution and termination decisions., • Lead regional team meetings on a weekly/more frequent basis to reinforce key organizational topics and promote best practices, • Guides, coaches, and drives team to achieve regionally set Qualified Meeting (QM) targets from the Sales and Marketing Contract on a Monthly, Quarterly, and Annual basis, • Manages and maintains regional BDR Metrics. Including, but not limited to:, • Inbound lead follow-up, • Outbound target tracking, • Call and Email activity, • Marketing Campaign follow-up and participation, • Scheduled pipeline Meetings, • Educates and reinforces technology best practices for the team; ensures appropriate technology use and makes recommendations for new tools if needed., • Delivers training both in a group setting and 1:1 to both refresh knowledge and use of existing and new technologies, • Partners cross-functionally with associated RVPs and marketing counter parts to implement decided upon tactics and ensure successful participation by the BDRs to support regional revenue generating activities., • Works with Enablement to onboard and train new hires: BDR and Interns, • Provides hands on training and reinforcement of tactics both in 1:1 and group settings, • Tracks the performance of their assigned team using Tableau and SFDC within the pre-determined framework, • Along with the Geo leader, identifies areas of opportunity to improve performance of the team and individuals as needed, • Performs other duties as assigned., • Provide limited supervision to others through motivation, direction, review and feedback of assigned tasks., • Supervise others work through the planning and scheduling of work, and review and approval., • Supervise/manage/direct the selection, training, development, appraisal and work assignments of personnel., • Candidates must be able to accommodate a hybrid work schedule, which includes working on-site at least three days per week from our New York City office. What You'll Bring: • Years of Experience in Related Field: At least 1 -3 of managing a team, or At least 3 years of experience managing a team of early career employees. Ideally at least 3 years of experience in a business development, sales, or recruiting role, • Education: Bachelor's degree from an accredited college or university, • Technical/Specialized Knowledge, Skills, and Abilities:, • Strong knowledge of Outreach and Salesforce from previous experience with these tools, • Knowledge of Microsoft Office Suite, specifically Excel reporting skills such as building charts and graphs Other:, • Effective communication skills, both written and verbal, with the ability to tailor messaging to the audience (team, external partners, executives), • Have a high level of energy, drive, enthusiasm, initiative, commitment, and professionalism., • Must have an aptitude for leadership, • Ability to guide and motivate employees, through both direct and indirect methods, • Goal oriented at both an individual and team level., • Be a self-starter with solid organizational and planning skills., • Must be open minded and have a willingness to learn., • Must be highly motivated and outgoing with excellent inter-personal skills. We're Even More Excited If You Have: • Have some accounting knowledge (degree or job experience)., • Former Senior BDR Thrive at BlackLine Because You Are Joining: • A technology-based company with a sense of adventure and a vision for the future. Every door at BlackLine is open. Just bring your brains, your problem-solving skills, and be part of a winning team at the world's most trusted name in Finance Automation!, • A culture that is kind, open, and accepting. It's a place where people can embrace what makes them unique, and the mix of cultural backgrounds and varying interests cultivates diverse thought and perspectives., • A culture where BlackLiner's continued growth and learning is empowered. BlackLine offers a wide variety of professional development seminars and inclusive affinity groups to celebrate and support our diversity. BlackLine is an equal opportunity employer. All qualified applicants will receive consideration for employment without regard to sex, gender identity or expression, race, ethnicity, age, religious creed, national origin, physical or mental disability, ancestry, color, marital status, sexual orientation, military or veteran status, status as a victim of domestic violence, sexual assault or stalking, medical condition, genetic information, or any other protected class or category recognized by applicable equal employment opportunity or other similar laws. BlackLine recognizes that the ways we work and the workplace itself has shifted. We innovate in a workplace that optimizes a combination of virtual and in-person interactions to maximize collaboration and nurture our culture. Candidates who live within a reasonable commute to one of our offices will work in the office at least 3 days a week. Salary Range: $143,000.00-$179,000.00 Pay Transparency Statement: Placement within this range depends upon several factors, including the applicant's prior relevant job experience, skill set, and geographic location. In addition to base pay, BlackLine also offers short-term and long-term incentive programs, based on eligibility, along with a robust offering of benefit and wellness plans. We are committed to pay transparency and ensuring candidates have clear information about compensation expectations. For roles that include variable incentive components such as an Incentive Compensation Plan (ICP) or On-Target Earnings (OTE), the compensation structure may follow a split model for example, a 50/50, 70/30, or 60/40 ratio between base salary and variable incentive. BlackLine is committed to creating an inclusive and accessible experience for all candidates. If you require a reasonable accommodation that would better enable your success during the application or interview process, please complete this form. Accommodations: BlackLine is committed to creating an inclusive and accessible experience for all candidates. If you require a reasonable accommodation that would better enable your success during the application or interview process, please complete this form.

DCAS's mission is to make city government work for all New Yorkers. From managing New York City's most iconic courthouses and municipal buildings, to purchasing over $1 billion annually in goods and services for more than 80 City agencies what we do ensures that all agencies can deliver on their mission. Our reach touches every facet of city government and is instrumental to the successful day-to-day operations of the City of New York. Our commitment to equity, effectiveness, and sustainability guides our work providing City agencies with the critical resources and support needed to succeed, including: - Recruiting, hiring, and training City employees. - Managing 56 public buildings. - Acquiring, selling, and leasing City property. - Purchasing over $1 billion in goods and services for City agencies. - Overseeing the greenest municipal vehicle fleet in the country. - Leading the City's efforts to reduce carbon emissions from government operations. When you work at DCAS, you're not just working for one agency, but in service of them all. It's an opportunity to provide impactful support, quality customer service, and help protect the future of New York City for generations to come. Visit our website at nyc.gov/dcas to learn more about the work we do. DCAS Police is responsible for security at DCAS owned, managed and/or leased properties throughout the five boroughs as well as maintaining law and order, ensuring the protection of life and property through the enforcement of the New York City Local Law and New York State Penal Law and all applicable agency rules and regulations. - DCAS Police provides screening of all tenants, visitors, deliveries, parcels, packages and mail delivered to DCAS facilities through the use of x-ray scanning equipment and in the Civic Center area through the use of explosive canine detection. - DCAS Police staff conduct investigations of accidents, building rule violations, criminal complaints, security breaches, and thefts of both city and personal property. - DCAS Police also manages and administers the contract guard agreement to ensure necessary staffing levels and compliance with the contract provisions of DCAS managed properties. Develops and implements corrective and preventive measures. - DCAS Police assists in operational and emergency planning in partnership with other DCAS Lines of Service and other emergency response agencies. Additional responsibilities related to the position include: - Review and track LOS spending, including coordinating with the agency's Purchasing and Budget teams. - Serve a as LOS budget liaison. - Analyze budget needs and submit budget modifications as needed to ensure efficient use of available funding. - Assist Human Resources Business Partner (HRBP) with LOS new hire processing, interview logistics, and finalizing paperwork for candidate selections. - Assist with LOS Purchasing utilizing PASSPort application for actions and FMS for view. - Review and analyze weekly report run of DCAS Police staff meal activity and identify discrepancies. - Track and prepare LOS quarterly reimbursable costs. - Track and update on a weekly basis contractual invoice payments. - Special projects and other analytical duties as needed.

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