<h3>In Brief</h3>
We're a rapidly growing startup on a mission to make healthcare proactive by empowering physicians, nurses, and care team members with real-time data to save lives. You'll own full-cycle recruiting across the company, with a primary focus on engineering, data science, and AI/ML, and help us build a recruiting operation that finds and signs top-tier talent efficiently.

<h3>Who We Are</h3>
<a href="https://jobicy.com/company/bayesian-health" target="_blank" rel="noopener">Bayesian Health</a>'s mission is to improve patient outcomes by empowering clinicians with the insights they need to make the right decision for the right patient at the point of care. We're a diverse team of clinicians, engineers, AI experts, product designers, and performance improvement leaders committed to enabling smarter, patient-specific care delivery through unlocking the power of data.
We're funded by top tier tech and biotech investors: Obvious Ventures, Andreessen Horowitz, American Medical Association's venture arm, Catalio Partners, and LifeForce Capital. Recent recognitions include Forbes AI Top 50, World Economic Forum Tech Pioneer, Time Best Inventions, and BioTech AI Company of the Year. Read more about our peer-reviewed research in Nature Medicine associating our products with improved patient outcomes.

<h3>About the Role</h3>
This is a 6-month fixed-term role with the option to convert to full-time. Technical hiring is the primary focus, and you'll also own hiring across the rest of the company, including sales, client success, and clinical roles. When a search needs a recruiter, you take it, whatever the function.
This role is built on proactive sourcing and market mapping. The best candidates for our roles don't always apply on their own, so you'll spend real time finding them, reaching out, and earning their interest. You'll also protect the integrity of our hiring process, building identity and work history verification into how we screen.
You'll be our dedicated recruiter, so you'll set the baselines for time to fill, candidate response time, and offer acceptance, and then own improving them. Candidates judge us by how we treat them. No one waits for an answer, and when something inside our own process is slowing a candidate down, you'll find it and fix it. We would rather give someone a clear no quickly than leave them guessing.
You'll also help shape how we recruit. If the role converts to full-time, you'll help build and scale the recruiting function as we grow.

<h3>What You'll Own</h3>
Full-Cycle Recruiting Across the Company
Own searches from intake to signed offer, with a primary focus on engineering, data science, and AI/ML. Take on sales, client success, clinical, and other searches as the business needs them. Map the market, build target lists, and run proactive outbound sourcing so your pipelines don't depend on inbound applicants. Build and run talent-community and brand-awareness initiatives, creating recruiting content, job promotion, and outreach assets that raise awareness of our roles. Design and execute proactive sourcing campaigns tailored to specific audiences, using timely market insights to reach talent when they’re open to new <a href="http://opportunities.Build" rel="nofollow ugc noopener" target="_blank">opportunities.Build</a> verification into your process so we can spot fraudulent or misrepresented candidates early.
Hiring Manager Partnership
Run intake meetings that pin down qualifications and competencies. Hold a regular pipeline review with each hiring manager, and partner on feedback, calibration, offer negotiation, and closing.
Candidate Progression and Speed
Keep every candidate moving and every search on pace. Respond to candidates and hiring managers quickly, manage scheduling, and spot stalled pipelines early. Own time to fill for your searches, and keep candidates engaged from first contact through their start date.
Recruiting Operations and Process Design
Manage our ATS end-to-end, including stage design, automation, sequencing, templates, tags, and reporting, and keep it current so no step depends on someone's memory. Keep improving our workflows, structured interviews, and scorecards, tying them back to defined competencies. Train and onboard hiring managers on ATS best practices, sourcing and compliance. Expand interviewer training and calibration so we have an adequate number of interviews to scale with our pipeline. Partner with the People team on offer development and on selling candidates on the opportunity.
Analytics
Publish recruiting analytics that show funnel health and guide improvements.

<h3>What You'll Bring</h3>
<ul>
<li>
Deep sourcing expertise, with a track record of filling technical roles through proactive outbound and market mapping, not inbound applicants
</li>
<li>
High follow-through: running many searches at once, responding fast, keeping your commitments, and reducing time to fill, with specific examples you can describe
</li>
<li>
A willingness to do whatever it takes to close a search, including the administrative work
</li>
<li>
A candidate-first approach, with clear communication at every stage and no one left waiting for an update
</li>
<li>
Comfort recruiting across technical and non-technical roles, and taking on searches outside your usual lane
</li>
<li>
Experience spotting and screening out fraudulent or misrepresented candidates, such as verifying identity and work history
</li>
<li>
6+ years of recruiting experience, including technical recruiting across engineering, ML/AI, and data roles, from entry-level through staff
</li>
<li>
3+ years recruiting in an early-stage or high-growth startup environment
</li>
<li>
Experience designing recruiting operations, including workflows, structured interviews, scorecards, and rubrics tied to competencies
</li>
<li>
Evidence that you improve processes rather than work around them, something you found broken, changed, and measured
</li>
<li>
Working knowledge of a modern ATS (Ashby preferred), including automation, reporting, and pipeline hygiene
</li>
<li>
A track record of inclusive recruiting practices and building diverse talent pipelines

</li>
</ul>
<h3>Nice to Haves</h3>
<ul>
<li>
Hands-on use of AI tools for sourcing and communication, with sound judgment about where automation is worth using
</li>
<li>
Experience recruiting in health tech or other regulated domains
</li>
<li>
Experience hiring for AI/ML specializations, such as MLOps, model development, deployment, and validation
</li>
<li>
Experience recruiting for sales, client success, or clinical roles
</li>
<li>
Experience with Ashby recruiting software
</li>
</ul>
Life at Bayesian
We're a small, mission-driven team building AI tools that help clinicians catch life-threatening conditions earlier. We work remotely but stay closely connected in real time. We believe that closer collaboration helps us move faster for the hospitals and patients who depend on us.
Our values guide how we work every day:
<ul>
<li>
Patients at the center. We hold ourselves to a high bar for excellence and impact.
</li>
<li>
Hard problems, real breakthroughs. We pursue new ideas even when it's uncomfortable.
</li>
<li>
No surprises, clear signals. We communicate clearly and honestly, so teams and customers can trust us.
</li>
<li>
Whole people, shared respect. We treat teammates with respect and make space to grow.
</li>
<li>
Truth seekers, stronger together. We debate openly and align around shared goals.
</li>
</ul>
<h3>What We Offer</h3>
<ul>
<li>
Medical, Dental &amp; Vision: Benefits-eligible from day one. Coverage through Anthem Blue Cross Blue Shield, including an HSA-eligible option, plus dental and vision through Guardian/VSP. Bayesian covers the majority of your premium and a meaningful share of your dependents' coverage. Enrolled members also get access to One Medical for same-day and 24/7 virtual primary care.
</li>
<li>
Life &amp; Disability: Life insurance, short-term disability, and long-term disability, fully company-paid.
</li>
<li>
401(k): A company retirement plan with your choice of investment approach.
</li>
<li>
Wellbeing: Free mental health support through Spring Health, plus additional wellness resources including pet care benefits and more.
</li>
<li>
Time Off: Generous PTO that grows with tenure, paid sick time, paid holidays, and occasional company-wide self-care days.
</li>
<li>
Equity: Equity is part of the picture when you convert to full-time, so you share directly in what we build together.
</li>
<li>
Team Retreats: A fully paid annual company retreat to connect with the team in person.
</li>
<li>
Equipment: A MacBook and ongoing reimbursement for internet and phone costs from day one. A one-time home office stipend begins when you convert to full-time.
</li>
</ul>
Team: People
Reports to: Head of People
Level: Senior Individual Contributor
Employment Classification: Fixed-Term with Benefits (6 months, with the option to convert to full-time)
FLSA Status: Exempt
Location: Remote - US Only
Salary: $155,249 - $176,055 total cash (base plus target bonus)
Candidates based in certain high-cost cities may be eligible for a geographic premium.
Equity: Eligible upon conversion to full-time
Synchronous Hours: 11a-5p ET (8a-2p PT)
Bayesian Health provides equal employment opportunities to all employees and applicants without regard to race, color, religion, sex, sexual orientation, gender identity or expression, national origin, age, disability, genetic information, veteran status, or any other characteristic protected by applicable federal, state, or local law.
Bayesian Health is committed to providing reasonable accommodations to qualified individuals, including for disability, pregnancy-related conditions, and religious practice. If you need accommodation during the application or interview process, contact careers@bayesianhealth.com.
Candidates must have current, unrestricted authorization to work in the United States. Bayesian Health does not provide visa sponsorship for this position. Bayesian Health participates in E-Verify.
This job posting describes the general nature of the role. Employment with Bayesian Health, if offered, is at-will, and duties may evolve over time.
Document last reviewed: October 2026.

Senior Recruiter

About the Job:
<a href="https://jobicy.com/company/launchdarkly" target="_blank" rel="noopener">LaunchDarkly</a> is looking for a Director, People Operations to lead the operating model, service delivery, and continuous improvement of People Operations and Talent Acquisition operations across the employee and candidate lifecycles.
Reporting to the Senior Director, People Operations, you will lead a connected portfolio spanning global People Operations, Talent Acquisition Operations, employee and candidate experience, compliance-related workflows, operational governance, and team capability for a growing global company. You will translate business and People priorities into clear ownership, scalable processes, strong controls, and a reliable operating rhythm.
This role will work in close partnership with the Director, People Programs, Systems &amp; Analytics. The Director, People Operations will own operational outcomes, service delivery, process execution, and stakeholder partnership. The Director, People Programs, Systems &amp; Analytics will own managing the strategy and roadmap for People programs, systems, analytics, AI, data governance, and change enablement. Together, these leaders will create a practical, integrated People operating model that is trusted by employees, candidates, managers, HRBPs, and business leaders.
Responsibilities:
People Operations Leadership 
<ul>
<li>Establish the global People Operations operating model across the employee lifecycle, including onboarding, offboarding, employee data changes, employment documentation, employee support, contingent workforce processes, international operations, and related service delivery. </li>
<li>Manage the activities of the People Operations and Talent Acquisition Operations teams, creating clear expectations, effective prioritization, strong collaboration, and a culture of ownership and continuous improvement.</li>
<li>Establish service standards, escalation paths, operating rhythms, and ownership models that make it easy for employees, managers, HRBPs, and cross-functional partners to get the right support.</li>
<li>Own operational readiness and execution for policies, compliance-related workflows, employment agreements, audits, immigration and mobility processes, accommodations, background checks, and other high-risk employee lifecycle activities in partnership with Legal and relevant subject-matter experts.</li>
<li>Improve the consistency, quality, and equity of the employee experience across U.S. and international processes while accounting for local requirements and operational complexity.</li>
<li>Build scalable documentation, self-service resources, controls, and standard operating procedures that reduce avoidable manual work and improve accuracy.</li>
<li>Manage key People Operations vendors and partnerships, including service quality, contracts, issue resolution, risk management, and performance against expectations.</li>
<li>Serve as an escalation point for complex People Operations issues, using sound judgment, discretion, and a strong understanding of employee trust and business risk.</li>
</ul>
Talent Acquisition Operations
<ul>
<li>Establish the operating model for Talent Acquisition Operations, including recruiting intake, role setup, approvals, job posting workflows, interview coordination, interview loop management, candidate communications, offer process support, and recruiting operations reporting.</li>
<li>Partner with Talent Acquisition leadership to improve recruiter and coordinator capacity, operating discipline, candidate experience, hiring-manager partnership, and consistency across recruiting workflows.</li>
<li>Establish clear ownership and service standards across recruiting operations, including intake quality, scheduling, interview readiness, candidate handoffs, and offer-to-onboarding transitions.</li>
<li>Identify opportunities to simplify and strengthen Greenhouse and connected recruiting workflows in partnership with the Director, People Programs, Systems &amp; Analytics and technical partners.</li>
<li>Support scalable recruiting programs, vendor management, executive recruiting operations, contingent recruiting processes, and other Talent Acquisition priorities as the business evolves.</li>
<li>Use recruiting and operational signals to surface bottlenecks, clarify tradeoffs, and recommend improvements to hiring velocity, quality, candidate experience, and team capacity.</li>
</ul>
Partnership with People Programs, Systems &amp; Analytics
<ul>
<li>Partner with the Director, People Programs, Systems &amp; Analytics to maintain one integrated roadmap across People Operations, Talent Acquisition Operations, People programs, systems, analytics, and AI.</li>
<li>Translate operational pain points and stakeholder needs into clear requirements, process improvements, system enhancements, reporting needs, and measurable outcomes.</li>
<li>Jointly define operating metrics, service-level expectations, data requirements, and success measures for employee and candidate lifecycle processes.</li>
<li>Ensure new systems, workflows, programs, and automation are operationally sound, documented, adopted, and supported after launch.</li>
<li>Partner on data quality, process governance, access controls, reporting definitions, and responsible use of automation and AI involving employee or candidate information.</li>
<li>Create a disciplined operating rhythm for prioritization, dependency management, risk review, decision-making, and communication across the People portfolio.</li>
</ul>
Cross-functional Partnership and Change
<ul>
<li>Partner closely with HRBPs, Recruiting, Finance, Legal, IT, AppEng, TechOps, Payroll, Workplace, Internal Communications, and external vendors to deliver reliable People and Talent processes.</li>
<li>Lead change adoption for operational changes, including stakeholder alignment, communications, training, readiness, issue management, and post-launch improvement.</li>
<li>Bring structure to ambiguous work, identify root causes, and make practical decisions that balance employee experience, candidate experience, compliance, speed, scalability, and cost.</li>
<li>Represent People Operations and Talent Acquisition Operations in cross-functional planning, business reviews, and executive discussions.</li>
<li>Build strong relationships with business leaders and managers so People processes are understood, usable, and aligned to business needs.</li>
</ul>
Qualifications:
<ul>
<li>15+ years of experience in People Operations, HR Operations, Talent Operations, shared services, or a similarly complex People function, including 5 years leadership experience across both employee and candidate lifecycle operations. </li>
<li>Demonstrated success designing or scaling a global People Operations or Talent Acquisition Operations operating models at both small as well as medium-to-large sized companies.</li>
<li>Experience leading and developing teams across multiple operational disciplines, with a track record of creating clarity, accountability, and strong service delivery.</li>
<li>Strong understanding of employee lifecycle operations, recruiting operations, HR compliance, employee data, HR systems, recruiting systems, and cross-functional dependencies.</li>
<li>Experience with Greenhouse or an equivalent recruiting system, including workflows, approvals, reporting, integrations, or process improvement.</li>
<li>Experience improving operational controls, documentation, self-service, service delivery, data quality, and process consistency at scale.</li>
<li>Experience designing, managing, or improving integrations across HR systems and connected People tools to support reliable data flows and scalable operations.</li>
<li>Experience partnering effectively with Legal, Finance, IT, Payroll, HRBPs, Recruiting, and business leaders on sensitive or high-impact work.</li>
<li>Sound judgment when handling confidential employee and candidate information, compliance-related matters, escalations, and employee experience risks.</li>
<li>Strong program management, prioritization, change leadership, written communication, and executive communication skills.</li>
<li>Ability to use data and operational metrics to diagnose issues, set priorities, measure outcomes, and communicate recommendations.</li>
<li>Willingness to remain close enough to the work to understand process details, remove barriers, and personally solve complex problems when needed.</li>
</ul>
About You:
<ul>
<li>You are a thoughtful, service-oriented People leader who combines operational discipline with empathy and care.</li>
<li>You create clarity in complex environments and are comfortable making decisions when ownership, process, or information is incomplete.</li>
<li>You see the connections between People Operations, Talent Acquisition, systems, data, compliance, and employee experience.</li>
<li>You are hands-on enough to understand how work gets done and strategic enough to build a model that scales.</li>
<li>You build trust through sound judgment, transparency, follow-through, and respect for confidential information.</li>
<li>You are collaborative and pragmatic, with a strong instinct for root-cause analysis and continuous improvement.</li>
<li>You care about creating consistent, equitable, and people-centered experiences for employees, candidates, managers, and internal partners.</li>
</ul>
What Success Looks Like:
<ul>
<li>People Operations and Talent Acquisition Operations have clear ownership, service standards, escalation paths, and operating rhythms.</li>
<li>Employees, candidates, managers, HRBPs, and business leaders experience more consistent, responsive, and equitable support.</li>
<li>Core employee and candidate lifecycle processes are documented, measurable, scalable, and supported by appropriate controls and self-service resources.</li>
<li>People Operations and Talent Acquisition Operations teams are engaged, capable, and organized around the highest-value work.</li>
<li>Greenhouse and connected workflows support a reliable, efficient, and high-quality recruiting experience in partnership with the People systems function.</li>
<li>The People team has a clear, integrated roadmap across operational execution, programs, systems, analytics, and AI, with well-managed dependencies and decisions.</li>
<li>Operational risks, data-quality issues, manual work, and process fragmentation are identified early and reduced over time.</li>
<li>People leaders and business partners trust the function to deliver practical solutions, communicate clearly, and follow through on commitments.</li>
</ul>
Pay:
Target pay ranges based on Geographic Zones* for Level M4:
<ul>
<li>Zone 1: San Francisco/Bay Area or NYC Metropolitan Area, Boston, Seattle - $191,800 - $263,670**</li>
<li>Zone 2: Irvine, LA, Monterey, Santa Barbara, Santa Rosa, Austin, Portland, Philadelphia, Chicago - $172,600 - $237,270*</li>
<li>Zone 3: All other US locations - $163,000 - $224,070**</li>
<li>All Zones Inclusive of a 15% Bonus Target</li>
</ul>
LaunchDarkly operates from a place of high trust and transparency; we are happy to state the pay range for our open roles to best align with candidate needs. Exact compensation may vary based on skills, experience, and location. Restricted Stock Units, health, vision, dental, and mental health benefits are provided in addition to salary.
About LaunchDarkly:
Modern software delivery was supposed to be the foundation for a thriving digital business but reality has proven otherwise. Slow, inefficient development cycles, costly outages, and fragmented customer experiences are preventing developers from building their best software. The LaunchDarkly platform helps developers innovate on new features faster while protecting them with a safety valve to instantly rewind when things go wrong. Developers can target product experiences to any customer segment and maximize the business impact of every feature. And by gradually rolling out new application components, they escape nightmare "big-bang" technology migrations. 
The LaunchDarkly platform was built to guide engineers to the next frontier of DevOps by:
<ul>
<li>Improving the velocity and stability of software releases, without the fear of end customer outages</li>
<li>Delivering targeted experiences by easily personalizing features to customer cohorts</li>
<li>Maximizing the business impact of every feature through the ability to experiment and optimize</li>
<li>Coordinating the release and optimization of software to provide consistent experiences across mobile platforms and device types</li>
<li>Improving the effectiveness and productivity of engineering teams, by providing insights into engineering cadence and stability</li>
</ul>
At LaunchDarkly, we believe in the power of teams. We're building a team that is humble, open, collaborative, respectful and kind. We are an equal opportunity employer and value diversity at our company. We do not discriminate on the basis of race, religion, color, national origin, gender, gender identity, sexual orientation, age, marital status, veteran status, or disability status. LD invites any applicant to review our written Affirmative Action Plan. To do so, contact People Ops at hr@launchdarkly.com. 
Do you need a disability accommodation?
Fill out this <a href="https://docs.google.com/forms/d/e/1FAIpQLSdYb_7upYMtdRVXzvXGHGfQw0pU2FNma-6Rwp-I6NjKm7SYNw/viewform" rel="nofollow ugc noopener" target="_blank">accommodations request form</a> and someone from our People Operations team will contact you for assistance. 
Your safety matters to us. To protect yourself from potential scams, LaunchDarkly recruiters will only contact you from @<a href="http://launchdarkly.com" rel="nofollow ugc noopener" target="_blank">launchdarkly.com</a> email addresses or via LinkedIn from "Verified Recruiter" accounts. Be cautious of emails from other domains. Legitimate LaunchDarkly recruiters will never ask for money, fees, or banking information before making a job offer. LaunchDarkly will never make a job offer without conducting a formal interview process. Our interview process does not involve asking detailed questions by email. If you are ever unsure about a communication that you receive, don't click any links—visit<a href="https://launchdarkly.com/careers/" rel="nofollow ugc noopener" target="_blank"> Careers | LaunchDarkly</a> directly for confirmed job openings and links to apply.
Please notify us of any fraudulent representation by sending an email to careers@launchdarkly.com.

Director, People Operations

Our Sales, Customer Success, Support, and Partnerships teams are often the first people a founder or business owner talks to at Mercury, and the people who help them as their company grows. Who we hire onto those teams shapes how customers experience Mercury.
We're looking for a Senior Recruiter to help build and scale those teams. You'll own full-cycle searches across our go-to-market organization, from high-volume roles like Sales Development Representatives to specialized roles in Customer Success and Partnerships. You'll partner closely with GTM leaders and hiring managers, run searches end to end, and help improve how our recruiting team operates as we grow.
This role is a good fit for someone who is organized, proactive, and comfortable owning their work. You should enjoy learning a new business quickly, work well with autonomy, and care about giving every candidate a thoughtful experience.
<h3>What you'll do</h3>
<ul>
<li>Own full-cycle recruiting for Sales, Customer Success, Support, Partnerships, and Business Development, from sourcing to close</li>
<li>Run kickoffs and calibration sessions with hiring managers to define what a strong candidate looks like, and adjust the search as you learn</li>
<li>Identify and engage strong candidates through sourcing and inbound channels, using funnel data to decide where to spend your time</li>
<li>Communicate clearly and consistently with stakeholders on pipeline health, progress, blockers, and recruiting timeline</li>
<li>Represent Mercury to candidates, sharing our mission, culture, and what it's like to join a growing GTM organization</li>
<li>Contribute to recruiting processes, tools, and documentation across the team</li>
<li>Own offer strategy and closing for your searches</li>
</ul>
<h3>What you'll need</h3>
<ul>
<li>4+ years of full-cycle recruiting experience, ideally including GTM roles such as sales, customer success, or account management, in-house or at an agency</li>
<li>Strong organization and attention to detail, with experience managing several searches at once, including high-volume and complex or high-priority roles</li>
<li>Strong sourcing skills and ability to write compelling outreach</li>
<li>Ability to work with recruiting data, such as pass-through rates and time to hire, to plan searches and explain trade-offs</li>
<li>Experience influencing hiring managers and senior leaders with data and clear communication</li>
<li>A track record of owning searches end to end with minimal oversight</li>
<li>Comfort operating in ambiguity and improving processes when they aren't working</li>
</ul>
<h3>Nice to have</h3>
<ul>
<li>Experience recruiting at a fintech, SaaS, or high-growth startup</li>
<li>Familiarity with Greenhouse, Gem, or similar recruiting tools</li>
</ul>
Mercury values diversity &amp; belonging and is proud to be an Equal Employment Opportunity employer. All individuals seeking employment at Mercury are considered without regard to race, color, religion, national origin, age, sex, marital status, ancestry, physical or mental disability, veteran status, gender identity, sexual orientation, or any other legally protected characteristic. We are committed to providing reasonable accommodations throughout the recruitment process for applicants with disabilities or special needs. If you need assistance, or an accommodation, please let your recruiter know once you are contacted about a role.
#LI-AS1<div class="content-pay-transparency"><div class="pay-input"><div class="description">Total Rewards The total rewards package at Mercury includes base salary, equity (stock options/RSUs), and benefits.
Our salary and equity ranges are highly competitive within the SaaS and fintech industry and are updated regularly using the most reliable compensation survey data for our industry. New hire offers are made based on a candidate’s experience, expertise, geographic location, and internal pay equity relative to peers.
Our target new hire base salary ranges for this role are the following:</div><div class="title">US employees in New York City, Los Angeles, Seattle, or the San Francisco Bay Area:</div><div class="pay-range">$132,400&mdash;$165,500 USD</div></div><div class="pay-input"><div class="title">US employees outside of New York City, Los Angeles, Seattle, or the San Francisco Bay Area: </div><div class="pay-range">$119,200&mdash;$149,000 USD</div></div><div class="pay-input"><div class="title">Canadian employees (any location):</div><div class="pay-range">$125,100&mdash;$156,400 CAD</div></div></div>

Senior Recruiter - GTM

Job Description: Group HR Business Partner FTC &#x2013; 12 months maternity cover - start Sept 2026 Remote UK Reporting line: This role reports to the Global Group HRBP, who reports to the CHRO. Location: Remote role (with occasional travel as required). Role purpose: Provide functional HRBP support to Global Group functions, partnering with leaders, managers and employees to deliver a consistent, proactive employee experience across a global organisation. Coach managers through people processes, promote our benefits offering, and identify practical improvements to how we work. How You&#x2019;ll Work: <ul><li> Be the accessible point of contact for leaders, managers and employees, providing trusted day-to-day guidance and coordinating the right support. </li><li> Build close working relationships with all HR partners (globally/regional/site HR, TA, Reward, Talent &amp; Development) to ensure joined-up delivery, consistent policy application, and strong governance across locations. </li><li> Partner with the UK Country Lead and UK HR colleagues to align UK policies and processes with global standards, balancing consistency with local requirements. </li></ul> Morgan Advanced Materials is a business rich in history and innovation. Founded in the UK in 1856, we have grown into a global organisation with 70 sites in 18 countries. Our model to serve our customers where they need us has led to a diversified product range using our unparalleled expertise in ceramic and carbon materials, which we exploit to solve difficult problems for our customers across a diverse range of markets. We are a purpose driven organisation. Our purpose is to use advanced materials to make the world more sustainable and to improve the quality of life. We deliver on that purpose through the products that we make, and the way that we make them. We help our customers push the limits of their processes and products to meet the demanding requirements they face, from higher process temperatures to higher product performance to increasing miniaturisation. Key Figures: Revenue &#xA3;1,100.7m (2024), ~8,000 employees, manufacturing in 20+ countries, and a global customer portfolio. A UK PLC with head office located in Windsor, Berkshire UK. Listed on London Stock Exchange; Member of the FTSE 250 Index. Responsibilities What You&#x2019;ll Do: <ul><li> Partner with functional leaders to translate business priorities into a practical people plan (capability, organisation health, resourcing and talent). </li><li> Support workforce planning and resourcing, partnering with TA and regional HR teams to forecast demand and coordinate critical hiring activity. </li><li> Use people data and insight to identify trends and risks (e.g., ER hotspots, retention, capability, wellbeing), recommend actions, and track progress. </li><li> Facilitate the Your Voice engagement survey for supported functions: analyse results, compare to previous years, share clear insights, and support action planning and follow-through. </li><li> Apply sound judgement and governance: ensure consistent application of policies and ER principles, managing cases to resolution and escalating to the Global Group HRBP for guidance on complex or high-risk matters. </li><li> Support managers and employees across the full employee lifecycle, providing clear guidance, handling queries, and resolving issues with the right HR partners globally. </li><li> Promote our employee benefits and wellbeing offering, proactively signposting resources and programmes and partnering with Reward &amp; Benefits to drive understanding and uptake. </li><li> Guide, coach and upskill managers through core people processes (performance, absence, probation, ER), using regular catch-ups and a clear people cadence to progress actions and improve manager capability. </li><li> Demonstrate strong digital competence, identifying opportunities for digitalisation and automation (tools, workflows, self-service, reporting) to improve efficiency, data quality and the manager/employee experience. </li><li> Maintain high standards of HR administration and record-keeping: keep HRIS data accurate and audit-ready, and manage secure, well-organised employee files in line with policy. </li><li> Drive continuous improvement of HR ways of working for the function (process simplification, manager self-service, governance), using insight and feedback to implement practical, efficient solutions. </li><li> Coordinate functional inputs to annual cycles (performance, reward, talent and engagement), partnering with Global Group HRBP and specialist teams (Reward, Talent &amp; Development) to deliver consistent outcomes. </li><li> Support functional change activity (org changes, consultation, operating model shifts), ensuring stakeholder alignment across regions and effective communication. </li></ul>Qualifications What You&#x2019;ll Bring: <ul><li> CIPD Level 5 qualification (and ambition to study at Level 7) or equivalent, with a clear aspiration to grow and continually learn. </li><li> Experience in an HR generalist/HR advisory role, with exposure to supporting stakeholders across multiple sites, functions, or geographies. </li><li> Typically 3+ years&#x2019; experience in an HR role (generalist, advisory, HR operations or junior HRBP), with evidence of building credibility with managers and employees. </li><li> Comfort working across time zones and cultures, with the ability to influence without direct authority and build trusted global partnerships. </li><li> Strong working knowledge of UK employment legislation and HR best practice, able to interpret requirements and apply them in practice&#x2014;explaining options, risks and recommended actions to managers and the business. </li><li> Demonstrated capability in stakeholder management and delivery of people initiatives in a matrix/global environment. </li><li> Solutions-driven with a growth mindset: seeks feedback, takes ownership, and continuously improves ways of working. </li></ul>Competencies: <ul><li> Business acumen: Understands the business context and anticipates people implications. </li><li> Driven for results: Delivers at pace with strong follow-through. </li><li> Customer focus: Builds trust and delivers a great employee experience. </li></ul>Why Join Morgan Advanced Materials? <ul><li> Join a values-led team that prioritises safety, integrity, collaboration and ambition. </li><li> Develop your HRBP capability with opportunities to learn, grow and gain global exposure. </li><li> Do meaningful work that supports people and business performance. </li></ul>Morgan Advanced Materials is an Equal Opportunity Employer. We are committed to creating an inclusive environment for all employees and applicants. We do not discriminate based on race, religion, gender, sexual orientation, gender identity, age, disability, national origin, veteran status, or any other l egally protected status. Ind-1

HR Business Partner - Maternity Cover

Senior Payroll AdvisorSalary: &#xA3;35,000 &#x2013; &#xA3;40,000 + benefitsLocation: RemoteContract: 18 Month FTC **Please only apply if you have experience using IRIS Payroll Professional software** JGA Recruitment Group is delighted to be working with a leading professional services organisation to recruit a Senior Payroll Advisor on a 18-month fixed-term contract. This is a fantastic opportunity for an experienced payroll professional to join a client-focused payroll bureau, managing a portfolio of complex payrolls across multiple sectors. You&#x2019;ll take ownership of end-to-end payrolls while acting as a senior technical point of contact for clients and colleagues. The role offers exposure to complex payroll areas including payrolled benefits, share schemes, Teachers&#x2019; Pensions, international assignments and complex pension arrangements. The Role As Senior Payroll Advisor, you&#x2019;ll manage a varied portfolio of client payrolls across weekly, monthly and annual cycles. This is a hands-on and technically focused position where you&#x2019;ll be expected to provide advice, resolve complex queries, support junior colleagues and contribute to the continued development of the payroll bureau. Key Responsibilities<ul><li>Manage end-to-end weekly, monthly and annual payrolls across complex client portfolios</li><li>Process payrolls involving payrolled benefits, share schemes, Teachers&#x2019; Pensions and expatriate payrolls</li><li>Manage variable and complex pay structures across multiple sites, brands and legal entities</li><li>Handle HMRC correspondence, RTI submissions, statutory filings and year-end processes</li><li>Complete P60 production and payroll reconciliations</li><li>Administer auto-enrolment and complex pension schemes</li><li>Operate IRIS Payroll Professional at an advanced level</li><li>Support payroll system implementations, parallel runs and new client onboarding</li><li>Advise clients on holiday pay, Working Time Regulations and statutory payments</li><li>Act as a senior point of contact for complex client queries</li><li>Mentor and support junior payroll team members</li><li>Contribute to payroll best practice and continuous improvement</li></ul> About YouThe successful candidate will have strong payroll experience, ideally gained within a payroll bureau or client-facing professional services environment. You&#x2019;ll have excellent technical knowledge and the confidence to deal directly with clients on complex payroll matters. Ideally, you will have:<ul><li>Strong end-to-end UK payroll experience</li><li>CIPP qualification or equivalent experience</li><li>Advanced knowledge of payroll systems</li><li>Strong understanding of UK payroll legislation and compliance</li><li>Experience with complex pensions, expatriate or international payroll</li><li>Experience managing multiple client payrolls simultaneously</li><li>Strong knowledge of auto-enrolment and statutory requirements</li><li>Excellent attention to detail</li><li>Strong communication and client relationship skills</li><li>Good Excel skills, including formulas and payroll data analysis</li></ul> Privacy NoticeJGA Recruitment Group Ltd (&#x201C;We&#x201D;) are committed to equality of opportunity for all applications regardless of age, disability, sex, gender reassignment, sexual orientation, pregnancy and maternity, race, religion or belief, and marriage and civil partnerships. We strongly encourage suitably qualified applicants from a wide range of backgrounds to apply. We are also committed to protecting and respecting your privacy. We are a specialist Payroll and HR recruitment agency and recruitment business as defined in the Employment Agencies and Employment Businesses Regulations 2003.

Senior Payroll Advisor

The Vacancy We are looking for a HR Advisor to join our team at RSK Group company. This is a full time and permanent position that will support our Testing Inspection, Certification and Contracting Division and Environmental Solutions - Infrastructure Founded in 1989, RSK Group has grown to one of the market leaders in environmental consultancy services to a global client list. We have grown to more than 200 businesses and 17,000 staff across 4 UK Divisions. We are seeking an experienced HR Advisor to work remotely (adhoc travel is expected) and support the senior members of the team on projects and onboarding new acquisitions. The role is primarily supporting key stakeholders and contribute to driving the overall HR strategy forward. Responsibilities: <ul><li>Effectively and efficiently lead, manage and co-ordinate disciplinaries, appeals, grievances, sickness absence, merger&#x2019;s, mobility, restructuring, redundancies, TUPE and a range of employment and employee relations matters ensuring legislation, policy and best practice are followed</li><li>Coach, support, mentor, challenge and upskill managers in the application of HR policies and practices and on a wide range of employment related issues, promoting best practice and encouraging greater ownership. This will include providing advice and guidance on HR issues in order to minimise risk and financial exposure</li><li>Mentor and support less experienced team members in their duties to support the delivery of the HR strategy, identifying any specific training needs</li><li>Be responsible for ensuring that absenteeism is managed through the absence management policy for both short and long term cases, including occupational referrals as applicable</li><li>To ensure maximum flexibility and to reflect the Company&apos;s evolving needs, you may be asked to perform additional tasks that may be reasonably expected within your level of capability without additional remuneration. </li></ul>Qualifications and Experience: <ul><li>Proven experience in HR Advising within a complex organisations.</li><li>CIPD Level 5, or another relevant HR Qualification.</li><li>Excellent knowledge and understanding of employment legislation and able to advise and articulate these.</li><li>Full UK Driving Licence.</li><li>Understanding and experience of M&amp;A and TUPE would be advantageous </li></ul>#HR #RSKfamily #Recruitment The Company RSK is a global leader in sustainable solutions focusing on environmental, engineering, and technical services. Working together, we address societal challenges aligned with the United Nations Sustainable Development Goals, offering integrated solutions across sectors such as water, energy, food, infrastructure, cities, mining, and waste management. We are committed to fostering an inclusive workplace that welcomes individuals from all backgrounds, experiences, and perspectives. We firmly believe that embracing and celebrating the diversity in our workforce makes us a stronger and more innovative company. By providing workplace adjustments, we make it easier for people to confidently explore and pursue our career opportunities and recognise that flexibility is key to fostering a dynamic and thriving workplace. Many of our office-based positions benefit from a flexible working arrangement, allowing our team members to achieve a balance between professional and personal commitments. We actively encourage applications from candidates of all genders, races, ethnicities, ages, neurotypes, religions or beliefs, sexual orientations, and those with disabilities. Since the beginning, our philosophy has remained the same: employ, develop and reward talented individuals. People are crucial to our company, and we recognise that our success hinges on our colleagues&apos; growth. We&apos;re committed to preserving RSK&apos;s people-first culture, promoting innovation, and fostering a supportive and caring environment for collaboration. At RSK, we want you to be part of our successes and help you reach your career aspirations. We take pride in offering employees fulfilling and challenging careers by promoting ongoing growth and empowering individuals to excel. If you&apos;re passionate about making a difference, join us as we work together to build a brighter, more equitable, and sustainable future for all. Do you have what it takes?

HR Advisor

Company Overview: Flowserve is a global manufacturer of pumps, valves, seals, and aftermarket services, delivering comprehensive flow control solutions that support essential industries such as energy, clean water, and pharmaceuticals. If you&apos;re looking for a culture built on ingenuity, innovation, and excellence, Flowserve offers the opportunity to put your experience in motion. Whether you&apos;re an individual contributor or a people leader, you&apos;ll find meaningful opportunities for professional growth, competitive rewards, and a workplace grounded in our core values: People, Safety, Integrity, Ownership and Ingenuity. At Flowserve, we&apos;re inspired by what we can achieve together&#x2014;creating extraordinary flow control solutions that strengthen today&apos;s world while building tomorrow. Your Role and Impact We are seeking an experienced Payroll Team Lead to provide payroll expertise and lead our payroll operations with main focus on the German-speaking region. This role will be responsible for overseeing the payroll process, ensuring accurate and timely payroll delivery, conducting and tracking ongoing data audits, and maintaining employee tax setup and compliance requirements. The ideal candidate brings extensive payroll experience, a solid understanding of employment tax requirements, and proven leadership experience in managing and developing a payroll team. Ideally, the role will be based in the Czech Republic or Poland and it&#xB4;s a remote role. Key Responsibilities <ul><li>Lead and oversee international payroll processes, including manual checks and issue resolution.</li><li>Supervise, coach, and develop the payroll team.</li><li>Ensure payroll tax compliance, handle notices, audits, and amendments.</li><li>Maintain accurate payroll and employee tax data, including expatriates and foreign nationals.</li><li>Manage third&#x2011;party payroll/tax vendors and partnership with internal stakeholders.</li><li>Drive continuous process improvements and escalate complex issues as needed. </li></ul>Required Qualifications <ul><li>Bachelor&#x2019;s degree in finance field.</li><li>Strong international payroll knowledge with 5&#x2013;7 years&#x2019; experience.</li><li>Fluent German is a must. Additionally, proficiency in either English or Hungarian is required, with a strong preference for English.</li><li>High attention to detail, analytical thinking, and ability to create/maintain payroll controls.</li><li>Excellent communication, customer service, and problem&#x2011;solving skills.</li><li>Proven leadership abilities with strong organizational and time&#x2011;management skills. </li></ul>Preferred Qualifications <ul><li>Advanced knowledge of Excel and Microsoft Office; knowledge of ERP systems (Workday, Kronos, Celergo, Horizon) is an advantage </li></ul>What We Can Offer You At Flowserve, we offer a range of benefits designed to support you and your family at every stage of life. We want to provide the resources you need to invest in your physical, mental, and financial well-being&#x2014;regardless of where you work or your career stage. Our benefits may include: <ul><li>Competitive salary</li><li>Remote work </li></ul>Benefits may vary depending on the role, location, grade level, and/or applicable collective bargaining agreement. If this sounds like you and you are interested in a growth mindset role with a global leader in the fluid control industry, then click APPLY with your English CV and one of our Talent Acquisition team with get in touch with you soon. \ Req ID : R-21717 Job Family Group : Human Resources Job Family : HR Payroll EOE including Disability/Protected Veterans. Flowserve will also not discriminate against an applicant or employee for inquiring about, discussing or disclosing their pay or, in certain circumstances, the pay of their co-workers. Pay Transparency Nondiscrimination Provision If you are a qualified individual with a disability or a disabled veteran, you have the right to request a reasonable accommodation if you are unable or limited in your ability to use or access flowservecareers.com as result of your disability. You can request a reasonable accommodation by sending an email to employment@flowserve.com. In order to quickly respond to your request, please use the words &quot;Accommodation Request&quot; as your subject line of your email. For more information, read the Accessibility Process.

Supervisor Payroll Germany and Austria (m/f/d) - remote role

Introduction As a critical extension of our clients&#x2019; HR teams, we navigate and advise on the intricate paths of global employment with unmatched speed, expertise, and precision. The vision of the Lifecycle team at Remote is not just about maintaining the gold standard in HR practices; it&#x2019;s about elevating it, integrating cutting-edge technology solutions, and enriching customer experiences in over 80+ countries. On this team, your work directly influences our ability to sustain and extend our compliance coverage, continuously enhance our customer journeys, and significantly increase our operational capacity. You&#x2019;re not just part of a team; you&#x2019;re at the forefront of shaping the future of work, ensuring every interaction is fast, intuitive, and profoundly impactful. Dive into a role where your passion for innovation, commitment to excellence, and drive to make a global difference aligns with our mission to empower organizations worldwide to employ anyone, anywhere &#x2014; compliantly. The Lifecycle Specialist, Employee Relations &amp; Transitions manages employee exits for Remote&apos;s external employees with a focus on legal compliance and providing delightful customer service. Additionally, the specialist provides first-level Employee Relations support, guiding clients through workplace concerns and coordinating appropriate resources when needed. As part of a larger employee Lifecycle team, the Specialist is also expected to contribute to process improvements and initiatives in line with Remote&apos;s strategic goals and values. Job Description <ul><li>Manage and resolve end-to-end employee exits across multiple international jurisdictions, prioritizing a superior offboarding experience for Remote&apos;s clients and their employees.</li><li>Provide sound guidance and manage clients&apos; requests on various HR matters, including but not limited to termination, resignation and transfer procedures, employment contracts, and redundancy processes, ensuring legal compliance and best practices.</li><li>Lead and facilitate meetings with clients and external employees, including but not limited to workforce reduction consultation meetings, administrative hearings, negotiations in separations and settlements, providing guidance on terminations, and delivering termination outcomes.</li><li>Influence and negotiate positive outcomes in complex terminations, balancing multiple stakeholders with competing interests.</li><li>Liaise with and coordinate various internal and external stakeholders to ensure compliance in offboarding activities and audits, including but not limited to payroll, legal counsel, government bodies, and trade unions.</li><li>Draft, tailor and administer all termination and supplementary documents with accuracy and attention to detail, ensuring employee records are maintained with strict adherence to privacy and confidentiality regulations.</li><li>Process offboarding on Remote&apos;s internal HRIS platform, collaborating with various internal stakeholders, such as Customer Success, Legal, Payroll, Benefits, Time and Attendance, amongst other verticals, to ensure all aspects of the employee exit are administered correctly and promptly.</li><li>Be the subject-matter expert and respond to internal and external queries on all offboarding matters in conjunction with Lifecycle&apos;s internal stakeholders.</li><li>Navigate clients through Remote&apos;s Employee Relations resources and guides, helping them understand applicable policies and processes.</li><li>Conduct preliminary assessment of workplace concerns, identifying key facts and applicable local regulations.</li><li>Coordinate with internal and external stakeholders to ensure appropriate handling of employee relations matters.</li><li>Support clients in understanding progressive disciplinary approaches and documentation requirements.</li><li>Monitor ongoing employee relations cases, ensuring timely follow-up and coordination with relevant stakeholders.</li><li>Actively identify opportunities for and contribute to process improvements, automation, product development and overall customer and employee experience through the offboarding and employee relations processes. </li></ul>What You Bring <ul><li>Experience as a HR Advisor or HR Business Partner, with generalist HR competencies and exposure across the employee lifecycle.</li><li>Proven experience with a strong background in managing voluntary and involuntary exits (terminations) with care, sensitivity and legal compliance; and providing comprehensive HR support and guidance on employment laws and regulations, spanning various jurisdictions.</li><li>Ability to interpret and apply industrial instruments, analyze complex HR issues, undertake research, provide practical solutions and effectively communicate recommendations to clients and internal stakeholders when operating in ambiguous and unfamiliar environments.</li><li>Basic understanding of employee relations principles, progressive discipline approaches, and workplace investigation fundamentals.</li><li>Excellent communication, influencing, conflict management, and negotiation skills, with the ability to confidently lead difficult conversations to a positive outcome, often where parties have conflicting interests, maintaining professionalism and strict confidentiality.</li><li>Business-level (advanced) proficiency in written and spoken English, with additional languages considered a plus.</li><li>Aptitude and appetite to innovate and optimize processes, continuously identifying and implementing opportunities for automation and championing best practices.</li><li>Efficiency in operations, with an awareness of the importance of thorough record-keeping and data integrity.</li><li>Tech-savvy, with the ability to successfully collaborate asynchronously on various tools, and adapt to new and evolving systems.</li><li>Ability to work autonomously and cohesively in an international team in a fast-paced, asynchronous, remote environment with multiple priorities. Willingness to work flexible hours as needed.</li><li>Proactive and self-motivated with a strong sense of ownership and accountability.</li><li>Demonstrates strong automation and AI capabilities and AI fluency. </li></ul>Practicals <ul><li>You&apos;ll report to: Manager Employee Lifecycle, Employee Relations &amp; Transitions</li><li>Team: Lifecycle, Employee Relations &amp; Transitions</li><li>Location: EMEA </li></ul>Application process <ul><li>1. Interview with recruiter</li><li>2. Take Home Exercise</li><li>3. Interview with future manager</li><li>4. Interview with team members (no managers present)</li><li>5. Interview with Senior Manager</li><li>6. Bar Raiser</li><li>7. Prior employment verification check </li></ul>Benefits Our full benefits &amp; perks are explained in our handbook at remote.com/r/benefits. As a global company, each country works differently, but some benefits/perks are for all Remoters: <ul><li>work from anywhere</li><li>flexible paid time off</li><li>flexible working hours (we are async)</li><li>16 weeks paid parental leave</li><li>budget towards co-working spaces, learning and wellness (including gym memberships)</li><li>mental health support services</li><li>stock options</li><li>home office budget &amp; IT equipment </li></ul>How You&#x2019;ll Plan Your Day (and Life) We work async at Remote which means you can plan your schedule around your life (and not around meetings). Read more at remote.com/async. You will be empowered to take ownership and be proactive. When in doubt you will default to action instead of waiting. Your life-work balance is important and you will be encouraged to put yourself and your family first, and fit work around your needs. If that sounds like something you want, apply now! Conclusion How To Apply <ul><li>1. Please fill out the form below and upload your CV with a PDF format.</li><li>2. We kindly ask you to submit your application and CV in English, as this is the standardised language we use here at Remote.</li><li>3. If you don&#x2019;t have an up to date CV but you are still interested in talking to us, please feel free to add a copy of your LinkedIn profile instead. </li></ul>Not only do we encourage folks from all ethnic groups, genders, sexuality, age, abilities, disability status and any other under-represented group to apply, but we prioritize a sense of belonging. We have 4 ERGs (Women, Disability, Queer, Minorities in Tech) who meet regularly with the People team. During your interviews and beyond, we ask &amp; encourage anybody who needs an accommodation to request one from their recruiter. We will ask you to voluntarily tell us your pronouns at interview stage, and you will have the option to answer our anonymous demographic questionnaire when you apply below. As an equal employment opportunity employer it&#x2019;s important to us that our workforce reflects people of all backgrounds, identities, and experiences and this data will help us to stay accountable. We thank you for providing this data, if you chose to. At Remote, we embrace AI as a valuable tool while prioritizing human creativity and authenticity. We look forward to meeting candidates who balance innovation with genuine expertise and experience. To learn more about Remote&apos;s AI guidelines check see here. Please note we accept applications on an ongoing basis.

Senior Lifecycle Specialist, Employee Relations & Transitions - EMEA

HR Systems Specialist (SAP) &#x2013; 18-Month FTC | Up to 80,000 EUR | 100% Remote DE We&apos;re recruiting on behalf of a large, internationally operating business for an experienced HR Systems Specialist to join their HR Technology team on an 18-month fixed-term basis. Likely to become full-time permanent. This is a great opportunity for someone who wants to work in a collaborative, forward-thinking environment with real scope to contribute to digital HR transformation across a global organisation. The RoleJoining a team of HR systems experts for the company&apos;s SAP HCM &amp; SuccessFactors system. Day-to-day you&apos;ll be:<ul><li>Supporting the Digital HR landscape for 15,000 employees across SAP HCM, SAP SuccessFactors, UKG and Personal Files (experience in SAP HCM OR SuccessFactors is okay, not both - this is a bonus)</li><li>Advising internal stakeholders on system-related solutions and process design</li><li>Maintaining and customising the certificate generation tool</li><li>Acting as the key contact for internal and external auditors, ensuring audit support and documentation</li><li>Supporting key users across the business and ensuring their processes align with standard system functionality</li><li>Contributing to and driving digital HR transformation and process modernisation</li><li>Participating in international HR projects, including taking on (partial) project management responsibility</li></ul> What They&apos;re Looking For<ul><li>A degree in a technical or business-related field, or equivalent practical experience</li><li>Several years&apos; experience working with HR systems in a professional environment</li><li>Strong knowledge of SAP HCM OR experience with SAP SuccessFactors Employee Central desirable and other digital HR Systems.</li><li>Solid understanding of HR processes and HR IT</li><li>Strong analytical and conceptual thinking, with a structured and solutions-focused approach</li><li>Experience working in international, cross-functional teams</li><li>Fluent in German and English (minimum C2 in both)</li></ul> What&apos;s On Offer<ul><li>Salary up to 80,000, depending on experience</li><li>Flexible/mobile working with office presence as needed</li><li>Generous benefits package including bonus, health &amp; wellbeing support, and more</li><li>Access to a global learning platform to develop your skills and career</li><li>A diverse, inclusive culture with strong community and sustainability values</li></ul> Applications must speak both German and English. Equal Opportunity Statement:We are an equal opportunity agency and value diversity in our sourcing. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, gender identity or expression, sexual orientation, national origin, age, disability, veteran status, or any other characteristic protected by law. Our hiring decisions are based solely on qualifications, merit, and business needs. In response to the increasing global demand for businesses to deploy efficient HR/IT and ERP systems, our niche recruitment knowledge and extensive experience within these communities have enabled us to establish reliable connections with professionals across Europe. We successfully collaborate with small enterprises to large corporations across various industries, including Automotive, Manufacturing, Technology, Media, Government, Banking, and Insurance.

HR Systems Consultant

<h3>Talent Acquisition Specialist Snapshot</h3><a href="https://himalayas.app/companies/curvion-blue">Curvion Blue</a> is looking for a Talent Acquisition Specialist who knows how to find, assess, and attract high-performing sales talent.This isn't a traditional HR recruiting role where you're posting jobs, waiting for applications, and hoping the right person wanders into the funnel.You're going to be responsible for building and managing talent pipelines for sales roles across our business, with a heavy focus on identifying A-Players who can perform in high-ticket sales environments.The ideal candidate has experience in Talent Acquisition or recruiting and understands how to source, qualify, interview, and move candidates through a high-volume hiring process.Bonus points if you've actually sold before. Extra bonus points if you've sold high-ticket.We want someone who understands salespeople because they've been one, worked closely with them, or recruited them extensively.<h3>Position Overview</h3>As a Talent Acquisition Specialist, you will own recruiting across <a href="https://himalayas.app/companies/curvion-blue">Curvion Blue</a>'s sales organization and help us continuously build a bench of exceptional talent.You'll work closely with leadership to understand what "great" looks like for each role, then take that profile into the market and find the people who match it.This is a hands-on recruiting role for someone who enjoys sourcing, talking to candidates, assessing talent, and moving quickly.You will be responsible for the full recruiting lifecycle, including sourcing, candidate outreach, screening, interview coordination, candidate evaluation, pipeline management, and offer management.More importantly, you'll become an expert in identifying the difference between someone who sounds like a great salesperson and someone who can actually perform.<h3>Your Core Responsibilities</h3><h3>Talent Sourcing</h3><ul>
<li>Build proactive talent pipelines for closers, setters, sales leaders, and other revenue-generating roles.</li>
<li>Source candidates through LinkedIn, job boards, referrals, communities, databases, and creative outbound strategies.</li>
<li>Develop targeted sourcing strategies based on role requirements and candidate profiles.</li>
<li>Continuously build talent pools rather than starting from zero every time a role opens.</li>
</ul><h3>Candidate Qualification</h3><ul>
<li>Conduct recruiter screens to evaluate experience, communication, motivation, sales ability, and overall fit.</li>
<li>Identify candidates with demonstrated performance rather than relying solely on resume keywords.</li>
<li>Assess candidates against defined scorecards and role-specific success profiles.</li>
<li>Understand sales metrics, quotas, KPIs, close rates, lead flow, revenue, and other performance indicators.</li>
<li>Identify red flags and know when to move a candidate forward versus cut them from the process.</li>
</ul><h3>Sales Talent Acquisition</h3><ul>
<li>Become deeply familiar with high-ticket sales roles and the characteristics of top-performing setters, closers, sales directors, and sales leaders.</li>
<li>Understand the difference between legitimate sales experience and resume fluff.</li>
<li>Build relationships with high-performing sales professionals and maintain a warm talent network.</li>
<li>Help <a href="https://himalayas.app/companies/curvion-blue">Curvion Blue</a> become known as a destination for high-performing sales talent.</li>
</ul><h3>Candidate Experience</h3><ul>
<li>Own candidate communication throughout the recruiting process.</li>
<li>Keep candidates engaged, informed, and moving through each stage.</li>
<li>Represent <a href="https://himalayas.app/companies/curvion-blue">Curvion Blue</a> professionally and enthusiastically.</li>
<li>Create a candidate experience that reflects the level of talent we want to attract.</li>
</ul><h3>Recruiting Operations</h3><ul>
<li>Maintain accurate candidate data and pipeline stages in our ATS.</li>
<li>Track recruiting metrics including pipeline volume, conversion rates, time-to-fill, source performance, and quality of hire.</li>
<li>Coordinate interviews, skills assessments, roleplays, and other evaluation stages.</li>
<li>Partner with hiring managers to continuously improve the recruiting process.</li>
<li>Identify bottlenecks and recommend ways to improve recruiting efficiency.</li>
</ul><h3>Hiring &amp; Onboarding Partnership</h3><ul>
<li>Support offer creation and candidate closing.</li>
<li>Help ensure strong candidates remain engaged through acceptance and start date.</li>
<li>Partner with the team to identify early indicators of successful hires.</li>
<li>Track quality of hire and use performance data to improve future recruiting decisions.</li>
</ul><h3>You SHOULD Apply If</h3><ul>
<li>You have 1+ years of Talent Acquisition, recruiting, or full-cycle recruiting experience.</li>
<li>You have experience recruiting salespeople, preferably revenue-generating roles.</li>
<li>You know how to source candidates rather than relying exclusively on inbound applicants.</li>
<li>You're comfortable conducting candidate screens and making recommendations to hiring managers.</li>
<li>You can quickly identify whether someone's experience actually matches what they're claiming.</li>
<li>You are highly comfortable talking to salespeople.</li>
<li>You understand performance-driven environments and aren't intimidated by metrics.</li>
<li>You can manage multiple open roles without losing track of candidates or details.</li>
<li>You're organized, responsive, and operationally strong.</li>
<li>You're comfortable working in an environment where priorities can move quickly.</li>
<li>You can communicate professionally with candidates at every level.</li>
<li>You're proactive. If you see a recruiting problem, your instinct is to solve it rather than wait for someone to tell you what to do.</li>
</ul><h3>BIG BONUS POINTS</h3><ul>
<li><h3>You have past sales experience.</h3></li>
<li><h3>You have high-ticket sales experience.</h3></li>
<li>You've been a setter, closer, AE, sales manager, or sales leader.</li>
<li>You've recruited high-ticket closers or setters before.</li>
<li>You've worked in coaching, consulting, SaaS, agency, or other performance-driven sales environments.</li>
<li>You understand sales compensation structures and can speak intelligently about earning potential with candidates.</li>
<li>You have an established network of sales talent.</li>
<li>You've recruited for remote sales organizations.</li>
</ul><h3>You SHOULD NOT Apply If</h3><ul>
<li>You only want to work inbound applications.</li>
<li><h3>You don't enjoy outbound sourcing.</h3></li>
<li>You need every step of your day mapped out for you.</li>
<li>You don't like metrics or performance accountability.</li>
<li>You're uncomfortable making judgment calls on candidates.</li>
<li>You struggle to manage multiple priorities simultaneously.</li>
<li>You view recruiting as simply scheduling interviews and forwarding resumes.</li>
<li><h3>You don't enjoy talking to people.</h3></li>
<li>You're looking for a slow-moving corporate environment with six approval layers before anything gets done.</li>
<li>You have never recruited before and are looking for your first opportunity in Talent Acquisition.</li>
</ul><h3>Long-Term</h3>You become one of the people <a href="https://himalayas.app/companies/curvion-blue">Curvion Blue</a> relies on to answer:<h3>"We need five great salespeople. Where are they?"</h3><h3>And your answer is:</h3><h3>"Already working on it."</h3><h3>The Person We're Looking For</h3>We're not looking for someone who simply wants to "work in HR."We're looking for a talent hunter.<h3>Someone who enjoys the chase.</h3>Someone who can look at a LinkedIn profile and immediately start thinking:"This person might be good. Let me find out."You should enjoy talking to people, asking good questions, spotting potential, and figuring out what makes someone tick.You should be competitive enough to care about winning the search, analytical enough to care about hiring quality, and organized enough to keep the machine running.If you've sold before, you'll probably have a natural advantage here because you already understand how to build rapport, overcome objections, create urgency, and influence decisions.If you've sold high-ticket, even better. You already understand the world our candidates operate in.At <a href="https://himalayas.app/companies/curvion-blue">Curvion Blue</a>, we're building revenue engines for our clients. That requires exceptional people.<h3>Your job is to help us find them.</h3><h3>Schedule:</h3><ul>
<li><h3>Monday to Friday</h3></li>
<li><h3>9AM - 6 PM (specific to your time zone)</h3></li>
</ul><h3>Compensation Range: $50K - $80K</h3>Originally posted on <a href="https://himalayas.app">Himalayas</a>

Recruiter - Sales

gTANGIBLE Corporation (gTC), www.gtangible.com, is an S corporation and a registered Government contractor that provides services and solutions in: <ul><li>National Security Programs</li><li>Professional, Administrative, and Management Support</li><li>Mission and Warfighter Support </li></ul>We are a Small Business Administration certified, Service-Disabled Veteran Owned Small Business (SDVOSB) and the founder has years of successful experience in the Government contracting arena. Our leadership team is an exceptional group of Government contracting professionals. gTANGIBLE is in the process of identifying candidates for the following position. Requisition Type: Non-Contingent Position Status: Full Time Position Title: Recruiter/Talent Management Location: Alexandria, VA &#x2013; Remote Work Clearance: Secret Duties And Responsibilities The Recruiter/Talent Management Specialist supports the Recruiting Manager with recruiting and processing candidates for current open positions within the company. Duties include the following: <ul><li>Responsible for recruiting cleared personnel for government security contracts.</li><li>Review incoming resumes, conduct thorough preliminary interviews to verify technical skills and accurately assess clearance status.</li><li>Proactively identify and engage passive talent utilizing specialized platforms like LinkedIn Recruiter, Clearance Jobs, social media and industry networks.</li><li>Completing recruiting process</li><ul><li>Create new job requisitions.</li><li>Post job requisitions to hiring sites.</li><li>Complete interviews</li><li>Collect documentation for security screening process</li><li>Prepare resumes </li><li>Generate offer letters</li><li>Schedule new employees for company onboarding </li></ul></ul>Knowledge And Qualifications <ul><li>Minimum 5 years of experience with recruiting for a Federal Government contracting company or the US Government.</li><li>Bachelor&apos;s Degree or High School Diploma with an additional four years of experience working/supporting the Federal Government, DoW (specifically US Air Force)</li><li>Experience recruiting candidates for cleared program/personnel security and information technology positions. </li><li>Extensive experience using industry job boards and other recruiting tools.</li><li>Thorough understanding of federal clearance hierarchies, SCI and SAP eligibility criteria, and polygraph formats (CI vs. Full Scope).</li><li>Excellent command of English grammar, spelling, punctuation, syntax, and composition.</li><li>Proficiency with Microsoft Office Suite and Adobe.</li><li>Organized, team-oriented, and collaborative.</li><li>Ability to handle multiple time sensitive projects.</li><li>Ability to be flexible, work under pressure, and meet deadlines.</li><li>Ability to analyze and solve problems with professionalism and patience. </li></ul>Equal Opportunity Employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, age, pregnancy, genetic information, disability, status as a protected veteran, or any other protected category under applicable federal, state, and local laws.

Recruiter/Talent Management

Join Sodexo as a Senior Recruiter supporting our growing Data Center Solutions business. You&apos;ll recruit professionals who lead critical support services for clients building and operating complex data center environments. This fully remote position offers the flexibility to work from anywhere within the continental United States while partnering with teams and leaders across Sodexo&apos;s growing Data Center Solutions business. About The Job In this role, you will help shape the future of Sodexo&#x2019;s workforce by driving innovative talent sourcing, recruitment, and staffing strategies that connect the right people to the right opportunities. You&#x2019;ll play a vital part in elevating the candidate and employee experience, partnering across teams to deliver seamless hiring processes and meaningful career journeys. The role of an individual contributor within the organization focuses on completing specific tasks and projects; contributing directly through their skills and expertise. Performs specialized technical tasks to support operations. Work is primarily achieved independently, however may collaborate with a team. Pay Range: $64600 per year - $100430 per year Incentive Eligibility: Eligible to participate in Sodexo&apos;s incentive plan and earn variable compensation in addition to base salary What&#x2019;s In It For You <ul><li>Bring Sodexo&#x2019;s brand to life through creative campaigns that attract diverse and top- tier talent. </li><li>Lead fast-paced, full-cycle recruitment efforts that make a real impact on business success. </li><li>Oversee staffing operations with precision, ensuring smooth scheduling, compliance, and employee support. </li><li>Leverage cutting-edge technology and data insights to enhance hiring performance and outcomes. </li><li>Build strong partnerships with internal teams and external vendors to align hiring strategies with company goals. </li><li>Deliver an exceptional candidate experience by keeping communication clear, timely, and supportive. </li><li>Be part of a collaborative, inclusive environment where your expertise drives results and fuels continuous improvement. </li></ul>What You&#x2019;ll Bring <ul><li>Expertise in full-cycle recruiting, staffing, or employment branding, with knowledge of sourcing strategies and talent trends. </li><li>Project management and organizational skills to juggle multiple priorities in a fast- paced setting. </li><li>Creative thinking and visual communication abilities to craft engaging campaigns and materials. </li><li>Sharp consulting, influencing, and negotiation skills to build trust and drive talent solutions. </li><li>Attention to detail, adaptability, and resilience to ensure accuracy, compliance, and great experiences. </li></ul>Requirements <ul><li>Education Requirement: Associate&#x2019;s degree or equivalent experience</li><li>Related Experience: 2 years </li></ul>What We Offer Compensation is fair and equitable, partially determined by a candidate&apos;s education level or years of relevant experience. Salary offers are based on a candidate&apos;s specific criteria, like experience, skills, education, and training. Sodexo offers a comprehensive benefits package that may include: <ul><li>Medical, Dental, Vision Care and Wellness Programs </li><li>401(k) Plan with Matching Contributions </li><li>Paid Time Off and Company Holidays </li><li>Career Growth Opportunities and Tuition Reimbursement </li></ul>More extensive information is provided to new employees upon hire. Who We Are At Sodexo, our purpose is to create a better everyday for everyone and build a better life for all. We believe in improving the quality of life for those we serve and contributing to the economic, social, and environmental progress in the communities where we operate. Sodexo partners with clients to provide a truly memorable experience for both customers and employees alike. We do this by providing food service, catering, facilities management, and other integrated solutions worldwide. Our company values you for you; you will be treated fairly and with respect, and you can be yourself. You will have your ideas count and your opinions heard because we can be a stronger team when you&#x2019;re happy at work. This is why we embrace diversity and inclusion as core values, fostering an environment where all employees are valued and respected. We are committed to providing equal employment opportunities to individuals regardless of race, color, religion, national origin, age, sex, gender identity, pregnancy, disability, sexual orientation, military status, protected veteran status, or any other characteristic protected by applicable federal, state, or local law. If you need assistance with the application process, please complete&#x202F;this form.

Keeper is hiring an experienced and collaborative Human Resources Business Partner to support leaders and employees across multiple teams and departments. This role will provide hands-on partnership across employee relations, compensation, performance management, compliance, HR operations, workforce planning and organizational development. This is a 100% remote position from select locations, with an opportunity to work a hybrid schedule for candidates based in the Chicago, IL metro area. Keeper&#x2019;s cybersecurity software is trusted by millions of people and thousands of organizations globally. Keeper is published in 23 languages and is sold in over 150 countries. Join one of the fastest-growing cybersecurity companies and play an important role in supporting our employees, leaders, and continued global growth. About Keeper Keeper Security is one of the fastest-growing cybersecurity software companies that protects thousands of organizations and millions of people in over 150 countries. Keeper is a pioneer of zero-knowledge and zero-trust security built for any IT environment. Its core offering, KeeperPAM&#xAE;, is an AI-enabled, cloud-native platform that protects all users, devices and infrastructure from cyber attacks. Recognized for its innovation in the Gartner Magic Quadrant for Privileged Access Management (PAM), Keeper secures passwords and passkeys, infrastructure secrets, remote connections and endpoints with role-based enforcement policies, least privilege and just-in-time access. Learn why Keeper is trusted by leading organizations to defend against modern adversaries at KeeperSecurity.com. About The Role As a Human Resources Business Partner, you will serve as a trusted HR partner to leadership and employees across the organization. You will provide guidance on employee relations, performance management, compensation, HR transactions, compliance, workforce planning and organizational changes while partnering with Finance, Legal, Recruiting and other cross-functional teams. This role requires strong judgment, discretion, communication skills and the ability to navigate complex employee and business matters across the globe. Responsibilities <ul><li>Act as a primary HR partner to leaders and employees across multiple teams and departments</li><li>Provide guidance and coaching to managers on performance management, team dynamics, employee development and difficult conversations</li><li>Manage employee relations matters, including conflict resolution, investigations, documentation and appropriate follow-through</li><li>Coordinate employee terminations from planning and documentation through the termination conversation, final pay and offboarding</li><li>Lead compensation analysis for offers, promotions, annual reviews and other employee changes in partnership with Finance, Recruiting and leadership</li><li>Review offer letters and employment agreements and partner with Recruiting on compensation strategy</li><li>Guide and approve HR transactions, including job changes, promotions, relocations, leaves, and other employee actions</li><li>Partner with Legal on sensitive employment matters, including risk mitigation, employment-related research, investigations, and contract language</li><li>Ensure compliance with applicable employment laws and practices across the United States, United Kingdom, Ireland, Japan, and other supported regions</li><li>Coordinate with strategic EOR and PEO partners to support employees in countries where Keeper does not have a direct employment structure</li><li>Maintain HRIS integrity and ensure accurate and timely employee records across systems</li><li>Partner with Finance on headcount planning, payroll reconciliations, compensation data, and budget tracking</li><li>Support organizational design, workforce planning, and reorganization efforts through data analysis and leadership alignment</li><li>Help create, communicate, and interpret HR policies, procedures, and guidance for managers and employees</li><li>Build and refine scalable HR processes that improve clarity, consistency, compliance, and the employee experience</li><li>Support employee lifecycle initiatives, HR projects, reporting, and other cross-functional priorities as needed </li></ul>Requirements <ul><li>3+ years of progressive HR Business Partner, HR Generalist, or related human resources experience</li><li>Experience partnering directly with leaders and employees across multiple departments</li><li>Experience managing employee relations matters, investigations, performance concerns, and terminations</li><li>Strong understanding of compensation practices, including offers, promotions, and annual review processes</li><li>Working knowledge of employment laws and HR practices in the United States; international experience preferred</li><li>Experience supporting employees or teams across the United Kingdom, Ireland, Japan, Canada or other international locations</li><li>Experience working with an HRIS and maintaining accurate employee data</li><li>Strong analytical skills and experience working with compensation, headcount, payroll, or workforce data</li><li>Ability to handle sensitive and confidential information with discretion</li><li>Strong communication, coaching, conflict resolution, and interpersonal skills</li><li>Excellent organizational skills and attention to detail</li><li>Comfortable working with and manipulating HRIS reports in Excel/Google Sheets </li><li>Ability to work effectively in a fast-paced, deadline-driven environment</li><li>Flexible and adaptable to shifting priorities</li><li>Ability to work effectively autonomously and as part of a team</li><li>Bachelor&#x2019;s degree in Human Resources, Business Administration, Psychology, a related field, or applicable work experience preferred </li></ul>Preferred Qualifications <ul><li>Experience working in a global technology, SaaS, or cybersecurity organization</li><li>Experience working with EOR or PEO providers</li><li>Experience supporting organizational design, reorganizations, or workforce planning</li><li>Experience with ADP or another HRIS and related payroll systems</li><li>Professional HR certification, such as SHRM-CP, SHRM-SCP, PHR, or SPHR </li></ul>Benefits <ul><li>Medical, Dental &amp; Vision (Inclusive of domestic partnerships)</li><li>Employer Paid Life Insurance &amp; Employee/Spouse/Child Supplemental life</li><li>Voluntary Short/Long Term Disability Insurance</li><li>401k (Roth/Traditional)</li><li>A generous PTO plan that celebrates your commitment and seniority (including paid Bereavement/Jury Duty, etc)</li><li>Above market annual bonuses </li></ul>Keeper Security, Inc. is an equal opportunity employer and participant in the U.S. Federal E-Verify program. We celebrate diversity and are committed to creating an inclusive environment for all employees. Classification: Exempt Keeper Candidate Privacy Notice This notice explains how Keeper Security processes your personal data during recruitment. Depending on the role and location, the Controller of personal data (the organization responsible for determining why and how personal data is processed) will be Keeper Security Inc. (US), Keeper Security EMEA Ltd. (Ireland), or Keeper Security APAC K.K (Japan). <ul><li> Data We Collect </li></ul>Information You Provide <ul><li>Contact details, CV/resume, cover letter</li><li>Employment history, qualifications, work eligibility</li><li>Application responses and uploaded documents </li></ul>Information We Generate <ul><li>Interview notes, assessments, communications</li><li>Scheduling information </li></ul>Information From Others <ul><li>Recruiter/referral information who submit your profile</li><li>References (with your consent, before final offer)</li><li>Public professional profiles</li><li>Background verification (post offer) </li></ul>Voluntary Diversity and Equal Opportunity Information <ul><li>We may ask you to voluntarily provide diversity information including race/ethnicity, gender, disability status and veteran status (US). Providing this information is optional and Keeper collects this data in order to comply with EEOC and similar requirements</li><li> How We Use Your Data</li><li>Assess your application and suitability</li><li>Manage interviews and recruitment workflow</li><li>Consider you for other/future roles (we may seek your consent to keep your information on our systems beyond the retention period specified)</li><li>Comply with employment law obligations</li><li> Legal Basis</li><li>Legitimate Interests (recruitment management, security and integrity of the hiring process)</li><li>Contracting steps (for progressed candidates)</li><li>Legal and regulatory compliance obligations; explicit consent where required</li><li> Who We Share Information With </li></ul>Internal <ul><li>HR, hiring managers, interviewers*, IT support for system administration</li><li>Note - diversity and equal opportunity data is not shared with hiring managers. </li></ul>Third Parties Service providers who assist with: <ul><li>Applicant tracking, recruitment systems and assessment providers</li><li>Background verification vendors (post offer)</li><li>Recruitment agencies (where applicable)</li><li>Tools to support communication, collaboration and to securely store your data </li></ul>Keeper ensures that all our third parties are contractually bound to protect your personal data with adequate safeguards in place. <ul><li> International Transfers </li></ul>Your data may be accessed by Keeper entities globally as needed for the purposes of hiring and decision making. We protect any such data transfer between Keeper entities using appropriate safeguards under applicable data protection laws. <ul><li> Security </li></ul>We implement appropriate technical and organizational measures to protect your data, consistent with our industry leading security standards. <ul><li> Retention </li></ul>We keep your data for 24 months from your last application activity, then delete or anonymize it. Exceptions <ul><li>You opt into our talent database for further retention by providing consent (extended retention)</li><li>You&apos;re hired (transfers to employee records)</li><li> Your Rights </li></ul>You have the following rights and can contact us at the email below to exercise them: <ul><li>Access, correct, or delete your data, subject to applicable law and retention requirements</li><li>Object to or restrict processing</li><li>Withdraw consent (where applicable)</li><li>Request data portability</li><li>Lodge a complaint with your data protection authority </li></ul>If you become an employee, your rights regarding your employee record are governed by our internal Employee Privacy Notice and certain data will be retained as required under relevant laws such as employment or tax law. When you request access to your personal data, some information may be redacted if it includes the personal data of other individuals or information that we must protect in order to preserve their privacy rights. <ul><li> Automated Decisions </li></ul>Keeper does not make hiring decisions using solely automated processing. <ul><li> Contact - Candidates can send privacy questions to: privacy@keepersecurity.com</li></ul>

Human Resources Business Partner

Our Company Adoration Health Overview Human Resources works smart to insure the business has the right talent, focused on the right priorities, at the right time. If you want to make an impact by helping people live their best life, read more below and apply today! This is a remote full time role. Responsibilities <ul><li>Partners with the Recruiting Department, for identifying and filling key vacancies for their region or client group. Also takes a leadership role in the selection of candidates for key positions within the region or department.</li><li>While working with the recruitment teams, helps coordinate and participate in College Recruitment in their Region.</li><li>Works Closely with the VPO&#x2019;s and RPD&#x2019;s regarding workforce planning.</li><li>Monitors and tracks turnover for the region.</li><li>As a strategic partner, the HR Generalist aligns business objectives with employees and management in designated business units.</li><li>Takes a leadership role in succession planning. Partnering with the VPO or Department Head, completes an annual Succession Planning process. Helps to develop a leadership profile for high potentials and helps create development opportunities for these high potentials.</li><li>Implements and conducts training programs and oversees developmental plans for their region.</li><li>Assists the compensation team in creating and modifying job descriptions.</li><li>Monitors and evaluates client employee practices to ensure compliance with regulatory and company policies and to limit potential liability for violations of employment and wage and hour laws.</li><li>Participates in the development and implementation of policies, procedures and initiatives that promote human resource best practices and help achieve the Company&#x2019;s strategic goals.</li><li>Consults with clients regarding the corrective action process for obtaining performance or behavioral change in the workforce. Guides supervisory staff in the separation process for disciplinary reasons and for reduction in force.</li><li>Provides supervisory training in general management topics such as Conducting Performance Evaluations, Coaching, Wage and Hour Regulations, Interviewing Techniques, FMLA, ADA.</li><li>Works with compensation and region to ensure that compensation practices are externally competitive and provide for internal equity. Assists the region with the process of obtaining job change, status change, market adjustments.</li><li>Reviews personnel actions from the region to ensure that actions are warranted, and policies followed.</li><li>Assists the Benefits department with the rollout and communication of new programs and initiatives.</li><li>Performs other tasks as assigned. </li></ul>Qualifications Education/Learning Experience: <ul><li>Required: BA/BS degree or equivalent experience.</li><li>Desired: MA/MBA. </li></ul>Work Experience: <ul><li>Required: Minimum of 7 years of prior generalist experience in HR.</li><li>Desired: Prior experience in participating in EEOC and Department of Labor investigations and charge response; participation in DOL wage and hour audits. </li></ul>Skills/Knowledge: <ul><li>Required: Strong knowledge of compensation, employment law, recruitment, benefits, training, and Microsoft Office Word, PowerPoint, and Excel.</li><li>Desired: Knowledge of HRIS and Microsoft Access. </li></ul>Licenses/Certifications: <ul><li>Desired: SPHR or equivalent. </li></ul>Behavior Competencies: <ul><li>Required: Excellent oral/written communications, analytical thinking, organization and planning, teamwork, adaptability, customer service, and consultative skills. </li></ul>About Our Line Of Business Adoration Health, an affiliate of BrightSpring Health Services, provides quality and compassionate services in the comfort of home, providing support for patients, families, and caregivers in their time of need. Adoration was formed to fill the need for a loving, community-focused, caring organization. We empower patients to live with dignity, find a sense of fulfillment, and celebrate with their families a life well-lived. Our employees and caregivers are proud to be a part of the Adoration team and the mission of our company. For more information, please visit www.adorationhealth.com . Follow us on Facebook and LinkedIn .

Human Resource Business Partner - Hospice

Job Description This is a remote position. Job Overview The Rostering Officer plays a key role in ensuring smooth day-to-day operations through effective coordination of staff schedules. You will be responsible for building rosters that align with participant needs, solving scheduling challenges, and ensuring service continuity. Responsibilities <ul><li>Develop and maintain rosters in line with participant support requirements, service agreements, and staff availability. </li><li>Ensure rostering complies with SCHADS Award provisions, including minimum shift times, breaks, and maximum hours. </li><li>Monitor and action roster changes, including cancellations, shift replacements, and emergency coverage. </li><li>Ensure timely coverage of shifts and monitor staff availability. </li><li>Liaise with support staff and participants to confirm shifts and resolve roster conflicts or queries. </li><li>Ensure appropriate matching of support staff to participants based on skills, preferences, and support needs. </li><li>Approve and confirm staff attendance. </li><li>Collaborate with HR to identify and communicate recruitment needs. </li><li>Work closely with Managers to review and update rosters. </li><li>Train new support staff on Myxa&#x2019;s rostering processes and procedures. </li><li>Complete all reporting activities accurately and on time. </li><li>Ensure quality and compliance requirements are consistently met. </li><li>Maintain confidentiality of information related to participants, staff, and organisational operations. </li><li>Attend staff meetings, training, and supervision sessions as required. </li><li>Actively contribute to service improvement and process enhancement initiatives. </li><li>Participate in after-hours rostering support if required. </li><li>Adhere to Myxa policies and procedures at all times. </li><li>Provide general administrative support as required. </li><li>Perform other duties as directed by the Rostering Coordinator or management team. </li></ul>Requirements Essential: <ul><li>Excellent computer skills and ability to quickly learn new software systems. </li><li>Strong written and verbal communication skills. </li><li>Ability to communicate effectively with a diverse range of people. </li><li>Demonstrated ability to manage time effectively and meet deadlines. </li><li>Strong attention to detail and ability to maintain accuracy under pressure. </li><li>Ability to work independently and respond effectively to changing priorities. </li><li>Practical problem-solving skills and ability to remain calm under pressure. </li><li>Commitment to confidentiality, privacy, and respectful communication with staff and participants. </li></ul>Desirable <ul><li>Experience in rostering or workforce coordination within the disability or health sector. </li><li>Knowledge of SCHADS Award provisions as they relate to staff rostering. </li><li>Understanding of NDIS-funded supports and service delivery models. </li><li>Experience responding to frontline staff and coordinating with multidisciplinary teams </li></ul>check(event) ; career-website-detail-template-2 =&gt; apply(record.id,meta)&quot; mousedown=&quot;lyte-button =&gt; check(event)&quot; final-style=&quot;background-color:#FA6400;border-color:#FA6400;color:white;&quot; final-class=&quot;lyte-button lyteBackgroundColorBtn lyteSuccess&quot; lyte-rendered=&quot;&quot;&gt;

Rostering Officer

Type: 1099 Contract (70/hr) MAY REQUIRE TRAVEL TO NEW MEXICOOverview: <a href="https://himalayas.app/companies/stafford-gray">Stafford Gray</a> is supporting a client engagement requiring a seasoned Oracle HCM Cloud functional consultant with expertise in Core HR and Performance Management. The consultant will work directly with senior client stakeholders to support configuration, business process design, and functional guidance across these modules.<h3>Responsibilities:</h3><ul>
<li>Serve as functional lead for Oracle HCM Cloud Core HR and Performance Management modules</li>
<li>Engage directly with senior client stakeholders to gather requirements and advise on solution design</li>
<li>Configure and support Oracle HCM Core HR and Performance business processes</li>
<li>Translate business requirements into system configuration and process recommendations</li>
<li>Support testing, validation, and stakeholder sign-off</li>
</ul><h3>Requirements</h3><h3>Required Qualifications:</h3><ul>
<li>Proven experience as an Oracle HCM Cloud functional consultant on Core HR and Performance Management</li>
<li>Strong communication skills, comfortable presenting to senior stakeholders</li>
</ul><h3>Preferred Qualifications:</h3><ul>
<li>Oracle HCM Cloud certification</li>
<li>Experience with Talent/Performance calibration cycles</li>
</ul>Originally posted on <a href="https://himalayas.app">Himalayas</a>

HR & Performance Management Functional Consultant

<h3>Company Overview:</h3><a href="https://himalayas.app/companies/allen-control-systems">Allen Control Systems</a> (ACS) is a cutting-edge defense startup founded by two former Navy electrical engineers with a proven track record in robotics and software. We are developing a small, autonomous gun turret that employs advanced computer vision and control systems to precisely target and neutralize small drones and loitering munitions. Our innovative approach requires overcoming significant technical challenges, making this an exciting and dynamic environment for experienced engineers.With an engineering-first culture, ACS values technical excellence and innovation. Backed by our founders’ successful exits from two previous ventures acquired for a combined $180M in 2022, we are committed to ensuring that the groundbreaking technologies we develop have a real-world impact.<h3>Position Overview:</h3>We are seeking an experienced TechnicalRecruiter to support full-cycle recruiting for highly skilled technical professionals across defense, aerospace, and government contracting programs. This role requires deep knowledge of recruiting, and familiarity with DoD environments.<h3>What You’ll Do:</h3><ul><li>Manage full-cycle recruiting for manufacturing, engineering, and operation roles supporting defense and government programs (e.g., manufacturing engineers and technicians, software engineers, computer vision engineers, mechanical engineers, mission operations, and technical operations).</li></ul><ul><li>Partner closely with to understand technical requirements, clearance needs, and program timelines.</li></ul><ul><li>Source candidates through multiple channels including LinkedIn, job boards, referrals, networking events, and direct outreach.</li></ul><ul><li>Screen candidates for technical competency, cultural fit, and eligibility to work on defense-related programs.</li></ul><ul><li>Guide candidates through interview, offer, and onboarding processes, ensuring a high-quality candidate experience.</li></ul><ul><li>Maintain accurate and compliant records in the applicant tracking system (ATS).</li></ul><ul><li>Stay current on defense labor market trends, clearance requirements, and compliance regulations (ITAR, EAR, OFCCP).</li></ul><ul><li>Support employer branding initiatives and represent the organization at recruiting events, career fairs, and industry conferences.</li></ul><h3>What You’ll Need:</h3><ul><li>3–8 years of experience in recruiting, with at least some focus on defense, aerospace, manufacturing, or government contracting.</li></ul><ul><li>Start-up exposure </li></ul><ul><li>Proven experience recruiting for manufacturing, engineering, and business operations. </li></ul><ul><li>Experience working with ATS platforms and sourcing tools (e.g., LinkedIn Recruiter, GreenHouse).</li></ul><ul><li>Excellent communication, negotiation, and stakeholder management skills.</li></ul><ul><li>Ability to manage multiple requisitions in a fast-paced environment.</li></ul><h3>What We Offer:</h3><ul>
<li>Competitive salary</li>
<li>ACS Equity Package</li>
<li>Health, Dental, Vision Insurance</li>
<li>Paid Time Off</li>
</ul><a href="https://himalayas.app/companies/allen-control-systems">Allen Control Systems</a> is an Equal Opportunity Employer, providing equal employment opportunities to all employees and applicants for employment. <a href="https://himalayas.app/companies/allen-control-systems">Allen Control Systems</a> prohibits discrimination and harassment of any type without regard to race, color, religion, age, sex, national origin, disability status, genetics, protected veteran status, sexual orientation, gender identity or expression, or any other characteristic protected by federal, state or local laws.Originally posted on <a href="https://himalayas.app">Himalayas</a>

Technical Recruiter

About GitHub GitHub is the world&#x2019;s leading platform for agentic software development &#x2014; powered by Copilot to build, scale, and deliver secure software. Over 180 million developers, including more than 90% of the Fortune 100 companies, use GitHub to collaborate, and more than 77,000 organisations have adopted GitHub Copilot. Locations In this role you can work from Remote, Germany Overview As the EMEA Labor Relations Consultant, you will be the primary custodian of our relationship with employee representative bodies across Germany, the Netherlands, France, and the UK, while also leading the establishment of new employee representative structures in additional EMEA countries as business needs evolve. Your mission is to foster a culture of&#x202F;mutual respect, transparency, and collaboration. You will act as a dedicated bridge between business leadership and our Works Councils, ensuring that our social dialogue is constructive, legally compliant, and aligned with our shared goal of long-term organizational health. Responsibilities As our EMEA Labour Relations Consultant, you will: <ul><li>Partner with Works Councils and employee representatives to create and deliver against consultation timelines, ensuring that all parties have the information and time needed to fulfill their duties.</li><li>Lead the development of Company Agreements (Betriebsvereinbarungen&#x202F;in DE,&#x202F;Instemmingsaanvragen&#x202F;in NL) with a focus on sustainable outcomes for both the company and our employees.</li><li>Act as a reliable point of contact for employee representatives, providing clear and timely business context to support informed dialogue.</li><li>Manage the co-determination process in Germany (BetrVG) with a focus on collaborative problem-solving. Facilitate discussions regarding modern working practices, IT systems, and health and wellbeing.</li><li>Engaging the Works Councils early in the decision-making process, delivering advisory sessions and facilitating productive consultation as required.</li><li>Facilitate the Social and Economic Committee (CSE) proceedings in alignment local requirements, focusing on maintaining an open channel for employee feedback and local compliance.</li><li>Support our UK employee forums by providing a platform for consultation and information-sharing, ensuring a supportive and heard workforce.</li><li>Lead the establishment of new Works Councils or employee representative bodies in additional EMEA countries as required, including advising on legal requirements, election processes, governance structures, and ongoing engagement models.</li><li>Identify potential areas of friction early and address them through informal dialogue to prevent formal grievances or legal escalations.</li><li>Coach business leaders, design and implement capability-building programmes, and identify training needs to elevate organisational effectiveness.</li><li>Partner with Centres of Excellence to implement scalable, AI-driven labour relations programmes and processes across EMEA. </li></ul>Qualifications Required Qualifications : <ul><li>8+ years work experience in human resources, business programs/processes, or related field</li><ul><li>OR Bachelor&apos;s degree in human resources, business, or related field AND 6+ years work experience in human resources, business programs/processes, or related field </li><li>OR equivalent experience.</li></ul><li>Extensive experience in Labor/Industrial Relations, with a proven track record of maintaining high-trust relationships with employee representative bodies.</li><li>Deep familiarity with the&#x202F;BetrVG (Germany Works Council)&#x202F;and&#x202F;WOR (Netherlands Works Council). </li><li>A foundational understanding of the&#x202F;French Labor Code&#x202F;as it pertains to smaller CSE structures. </li></ul>Preferred Qualifications <ul><li>Exceptional interpersonal skills with the ability to translate complex business needs into respectful, collaborative proposals.</li><li>Strong analytical skills, negotiation, and a passion for digital transformation in HR.</li><li>Professional fluency in&#x202F;English&#x202F;and&#x202F;German&#x202F;is highly preferred; French and/or Dutch language skills would be beneficial but not mandatory. </li></ul>GitHub values <ul><li>Customer-obsessed</li><li>Ship to learn</li><li>Growth mindset</li><li>Own the outcome</li><li>Better together</li><li>Diverse and inclusive </li></ul>Manager fundamentals <ul><li>Model</li><li>Coach</li><li>Care </li></ul>Leadership principles <ul><li>Create clarity</li><li>Generate energy</li><li>Deliver success </li></ul>Who We Are GitHub is the world&#x2019;s leading AI-powered developer platform with 150 million developers and counting. We&#x2019;re also home to the biggest open-source community on earth (and 99% of the world&#x2019;s software has open-source code in its DNA). Many of the apps and programs you use every day are built on GitHub. Our teams are dreamers, doers, and pioneers, leading the way in AI, driving humanitarian efforts around the globe, and even sending open source to Mars (and beyond!). At GitHub, our goal is to create the space you need to do your best work. We&#x2019;re remote-first and offer competitive pay, generous learning and growth opportunities, and excellent benefits to support you, wherever you are&#x2014;because we know that people flourish when they can work on their own terms. Join us, and let&#x2019;s change the world, together. Equal Employment Opportunity GitHub is made up of people from a wide variety of backgrounds and lifestyles. We embrace diversity and invite applications from people of all walks of life. We don&apos;t discriminate against employees or applicants based on gender identity or expression, sexual orientation, race, religion, age, national origin, citizenship, disability, pregnancy status, veteran status, or any other differences. Also, if you have a disability, please let us know if there&apos;s any way we can make the interview process better for you; we&apos;re happy to accommodate!

Senior Labor Relations Manager

HR Manager Job title: HR Manager Department: Operations Reports to: Operations Director Location: Remote, with regular travel across the UK (typically three to five days a month, more when a company joins) Hours: Monday to Friday, 09:00 to 18:00 (40 hours a week) About us Owlis is a UK IT managed services group, backed by private equity, that grows by bringing established regional IT providers together on one platform. Each business keeps its own name and its local relationships. Behind it sits one set of systems, one set of policies, and a group with the depth to support it properly. Together, we look after small and medium-sized businesses across the UK with managed IT, cybersecurity, and AI and transformation services. About the role Our group is growing, and each company that joins brings its own people, contracts and ways of working. HR currently sits with the Operations Director, supported by an external HR consultant. This role gives every employee across the group a dedicated HR lead: someone who handles day-to-day people matters well, helps managers manage, and looks after people when their company joins us. Working closely with the HR Director, the role also owns the delivery of the group people strategy and the annual people process calendar. Core systems <ul><li>Employment Hero (HR, payroll, expenses, onboarding, time off, recruitment), as administrator</li><li>Microsoft 365 (Outlook, Teams, SharePoint for HR files)</li><li>Pension provider portals</li><li>Everwell occupational health</li><li>Benefit platforms</li><li>Pluralsight and Go1 learning platforms (Owlis Academy)</li><li>HR and recruitment trackers (Excel) </li></ul>What you will be doing People strategy and initiatives <ul><li>Own and execute the agreed group people strategy and roadmap, working closely with the Ops Director and external support.</li><li>Support the Ops Director on strategic initiatives, including organisational design and change, workforce planning, talent development and growth, and performance enablement </li></ul>People strategy, process cadence and culture <ul><li>Own the annual people process calendar across the group: PDP cycles, progressions, salary benchmarking and the salary review cycle</li><li>Run the employee engagement survey, share results with leaders and track the agreed actions and execute agreed actions at group level</li><li>Continue embedding the group values in people processes, and support their periodic review </li></ul>Employee relations and advice <ul><li>Advise and support managers on absence, performance, conduct, grievance and flexible working</li><li>Run or support formal processes fairly, keeping clear records</li><li>Take legal/senior advice through the agreed route when a case needs it</li><li>Arrange occupational health referrals and track sickness absence, return-to-work meetings and fit notes</li><li>Handle sensitive information, including health and pay, in confidence and in line with UK GDPR </li></ul>Contracts, policies and records <ul><li>Maintain employment contracts, offer letters and HR letters, under strict version control</li><li>Maintain the group HR policies and local procedures</li><li>Keep HRIS (Employment Hero) records accurate across every group company</li><li>Handle employee subject access requests with the DPO</li><li>Keep HR compliance records current, including mandatory training and driving licence checks for employees who drive for work </li></ul>Payroll, pensions and benefits <ul><li>Gather and check monthly payroll changes, mileage and expenses from each group company and submit payroll inputs in Employment Hero</li><li>Work with the Finance team and Employment Hero&#x2019;s team on payroll queries, reports and year-end</li><li>Administer pension auto-enrolment for each group company, including assessments, statutory notices, opt-outs and re-enrolment</li><li>Administer group benefits and keep benefit records and employee information current </li></ul>Employee lifecycle <ul><li>Run onboarding, administer probation reviews and PDPs in the HRIS</li><li>Support hiring managers with recruitment using our hiring framework: adverts, pre-screening calls, structured interviews, scorecards and offers, and coordinate recruitment agencies within agreed terms</li><li>Run pre-employment checks, including references and right to work, and the new starter checklist so every joiner is ready on day one</li><li>Manage leavers, exit conversations, references and final pay inputs </li></ul>Group companies joining <ul><li>Plan and deliver the effective integration of each newly acquired company into the group structure, including TUPE where it applies, with local leaders and legal advice</li><li>Lead with continuity and clear communication: what stays the same for staff, which new processes apply to them, what needs to change, and when they&apos;ll hear about it</li><li>Update policies and procedures for each company joining, and make sure employees know where to find them and what is different</li><li>Bring each company onto HRIS (Employment Hero), payroll and group policies at a sensible pace, following the group migration process </li></ul>Managers and reporting <ul><li>Coach managers, including on PDPs and 1:1s, and build simple guides they can use without HR in the room</li><li>Manage stakeholders and their expectations effectively</li><li>Report HR measures and risks to the Operations Director monthly</li><li>Manage the HR budget with the Ops Director </li></ul>Outcomes and KPIs <ul><li>In the first 90 days: every group company knows who to go to for HR; monthly payroll inputs and expenses running to cut-off; open employee relations cases reviewed and moving; Employment Hero records, policies and contracts checked across the group, with gaps listed.</li><li>By 6 months: core policies aligned across the group, keeping local practice where it works; managers handling routine people matters with coaching; a repeatable people plan for companies joining the group.</li><li>By 12 months: less reliance on the external HR consultant; consistent onboarding, probation and review cycles across the group; at least one company brought in on the people plan with no avoidable issues. </li></ul>Competencies <ul><li>Clear evidence of leading generalist HR for a business of similar size (100 employees), across casework, policy, systems, payroll inputs and pension administration</li><li>Runs fair, documented employee relations processes, supports the manager to run them, knows when to take legal advice, and balances risk with what the business needs</li><li>Explains the why in terms local leaders understand, keeps local leaders in front, stays proportionate, shows polite persistence and escalates early with a recommendation</li><li>Leads people integration with continuity and communication, prioritises by risk (open cases, contracts, data), respects TUPE limits on changing terms and agrees a clear plan with local leaders</li><li>Explains the restriction on changing terms for a transfer-related reason plainly, offers options and involves legal advice before any change</li><li>Sets clear priorities using legal deadlines, risk and people impact, handles grievances carefully and independently, and communicates trade-offs</li><li>Builds manager capability by coaching rather than doing, with tools and templates managers use without HR in the room</li><li>Tells people early and plainly, with options, and teaches rather than does it for them </li></ul>Essential skills and experience <ul><li>Has run generalist HR as the lead or standalone HR professional for a business or group of around 50 to 250 people</li><li>Has handled employee relations cases end to end, including absence, performance, disciplinary and grievance, within UK employment law</li><li>Writes and maintains employment contracts, policies and HR letters</li><li>Runs day-to-day HR, payroll inputs and pension auto-enrolment administration in an HR information system, such as Employment Hero</li><li>Has supported people through a change of ownership, restructure or TUPE transfer</li><li>Coaches line managers to handle people matters well themselves </li></ul>Desirable skills and experience <ul><li>CIPD Level 5 or above, or working towards it</li><li>Experience across several companies or sites in one group</li><li>Experience in an IT services or technology business</li><li>Has run structured recruitment, including interview design and scorecards</li><li>Handles employee data under UK GDPR, including subject access requests</li><li>Has used Employment Hero specifically</li><li>Comfortable using Claude AI </li></ul>Development We expect the role to grow with the group, potentially into a Head of People role with a small team. CIPD study is supported where it fits the work. Our recruitment process Our process usually has four stages: <ul><li>A short pre-screening call with our HR / Recruitment team.</li><li>A competency interview with the Operations Director and our HR Director.</li><li>A case study presented to the Operations Director and our HR Director.</li><li>A short final call with an Owlis Group executive, after which we aim to make an offer. </li></ul>Any offer is conditional on two satisfactory professional references from employers named on your CV (with a work email address for each), proof of your right to work in the UK and, where required, a DBS check. We are unable to offer visa sponsorship. Please note that this is a job advertisement rather than a full job description. The complete job description will be shared with you alongside your contract of employment. Equal opportunities The Owlis Group is an equal opportunities employer. We welcome applications from everyone and make recruitment decisions on the basis of skills, experience and potential, regardless of age, disability, gender reassignment, marriage or civil partnership, pregnancy or maternity, race, religion or belief, sex or sexual orientation. If you need any adjustments to take part fully in the recruitment process, please let us know and we will be glad to help.

HR Manager - Remote

Im Application Management Service (AMS) betreuen wir &#xFC;ber 120 Kunden mit zertifizierten, ITIL-basierten Services rund um Anwendungen und Anwender. In dieser Rolle ber&#xE4;tst du unsere Kunden remote und entwickelst ihre SAP ERP- und S/4HANA-Systeme im Bereich SAP HCM kontinuierlich weiter. Das erwartet dich <ul><li> Als Teil unseres SAP-HCM-Teams ber&#xE4;tst du unsere Mittelstands- und Konzernkunden, z. B. aus der Energiebranche, remote bei der Anwendung und Weiterentwicklung ihrer SAP-HCM-Systeme </li><li> Dein fachlicher Schwerpunkt liegt auf den Modulen Personaladministration (PA), Personalabrechnung (PY) sowie der Zeitwirtschaft (PT) </li><li> Du analysierst Supportanfragen, behebst St&#xF6;rungen und Schnittstellenfehler und ber&#xE4;tst die Kunden im 2nd- und 3rd-Level-Support </li><li> Du bewertest und optimierst bestehende Anwendungen und entwickelst zukunftsf&#xE4;hige L&#xF6;sungen f&#xFC;r personalwirtschaftliche Prozesse auf Basis von SAP HCM </li><li> Gemeinsam definieren wir j&#xE4;hrlich deinen individuellen Entwicklungsplan zur Vertiefung deiner bestehenden Kompetenzen und zum Ausbau neuer Skills </li></ul> Das bringst du mit <ul><li> Fundierte, praxiserprobte Kenntnisse in SAP HCM, insbesondere in den Bereichen Personaladministration (PA) und Personalabrechnung (PY) </li><li> Erfahrung im Customizing, insbesondere in der Abrechnung (Schemen und Regeln) </li><li> Gute Methoden- und Prozesskenntnisse, z. B. im Lohnsteuer- und Sozialversicherungsrecht sowie idealerweise im Reisekostenrecht </li><li> Verhandlungssichere Deutschkenntnisse (mindestens C1) f&#xFC;r die Beratung unserer Kunden </li></ul> Das bieten wir dir <ul><li> Gleitzeitkonto (40 Std./Woche) mit &#xDC;berstundenausgleich oder Arbeiten in Teilzeit + 30 Tage Urlaub </li><li> Einarbeitung (remote oder vor Ort) mit pers&#xF6;nlicher Begleitung durch erfahrene HCM-Kolleg*innen im Rahmen eines Patenmodells </li><li> Homeoffice M&#xF6;glichkeiten, von einzelnen Tagen bis hin zum Vollzeit Homeoffice </li><li> Weiterbildungs- und Zertifizierungsm&#xF6;glichkeiten mit pers&#xF6;nlicher SAP Learning Hub Lizenz oder in SAP Classroom-Schulungen, die M&#xF6;glichkeit, deine ITIL-Zertifizierung aktuell zu halten sowie pers&#xF6;nliche Entwicklungsm&#xF6;glichkeiten mit gleicher F&#xF6;rderung von Fach- und F&#xFC;hrungskarriere und transparenten Kompetenzprofile </li><li> i.d.R. keine Reiset&#xE4;tigkeit </li><li> Deutschlands gr&#xF6;&#xDF;te SAP Application Management Support Abteilung au&#xDF;erhalb der SAP mit &#xFC;ber 150 Berater*innen </li><li> Duz-Kultur auf allen Ebenen, Social Intranet, monatliche After-Work Veranstaltungen, quartalsweise durchgef&#xFC;hrte Mitarbeitendenbefragung </li><li> Regelm&#xE4;&#xDF;ige Feedback- und Entwicklungsgespr&#xE4;che, z.&#x202F;B. j&#xE4;hrliche Mitarbeitergespr&#xE4;che, und vieles mehr </li><li> F&#xFC;r dein Wohlbefinden: Hansefit, fondsgebundenes arbeitgeberfinanziertes Altersvorsorgemodell, kostenfreie externe Sozial- und Gesundheitsberatung, Zeitwertkonto f&#xFC;r berufliche Auszeiten (E-)Bike Leasing </li><li> Sichere Jobperspektive: unbefristeter Arbeitsvertrag, Vielfalt bei Kunden und Branchen, EWE AG als starker Mutterkonzern </li><li>Einstiegsgehalt: 60.000 - 90.000 &#x20AC; brutto/Jahr - abh&#xE4;ngig von deinem Kompetenzlevel, sowie transparente Gehaltsentwicklung im Rahmen unseres Verg&#xFC;tungssystems</li></ul>

Senior SAP HCM Consultant * - AMS

Le r&#xF4;leOn cherche la personne qui va recruter pour les bo&#xEE;tes phares de l&apos;ecommerce francais.humatter, c&apos;est la fonction RH externalis&#xE9;e d&#xE9;di&#xE9;e et pens&#xE9;e pour accompagner les acteurs de l&apos;e-commerce (ecommer&#xE7;ants/DTC, agences Ads, CRO, CRM, SEO/GEO, etc.). Aujourd&apos;hui, on recherche un profil pour rejoindre l&apos;&#xE9;quipe sur la partie recrutement. Le recrutement, c&apos;est le nerf de leur croissance. Et c&apos;est toi qui le pilotes : mandats de A &#xE0; Z, plusieurs clients en parall&#xE8;le, en direct avec les fondateurs ou les managers.Bien sur, tu n&apos;es pas seul(e) et tu travailles avec un team lead qui t&apos;accompagne sur tous tes mandats. Horaires de travail :&#x1F449; &#xCA;tre align&#xE9;(e) sur la time zone europ&#xE9;enne (+/- 1h avec la France) de nos clients est essentiel. &#x1F60E; Les responsabilitesUn fondateur te dit &quot;il me faut un bon media buyer pour exploser les ventes Q4&quot;. &#xC0; toi de jouer : appel de cadrage, fiche de poste, sourcing multi-canal (LinkedIn, WTTJ, chasse directe), screening, entretiens de qualif, comptes rendus candidats format humatter, shortlist, closing.Tu g&#xE8;res 4 a 6 clients, soit 10-15 mandats en parall&#xE8;le sur des m&#xE9;tiers vari&#xE9;s de l&apos;ecom : CRM, media buying, cr&#xE9;ative startegy, account management, ops, tech, sales, SAV, etc. Tu tiens ton pipe dans l&apos;ATS, tu connais tes chiffres et tes candidats et tu peux d&#xE9;fendre tes recommandations Pour te situer le niveau de jeu : sur un seul client, on a recrut&#xE9; 17 personnes en 8 mois, avec un time-to-hire 25% plus rapide que leur &#xE9;quipe interne. Le profil id&#xE9;alMUST HAVE- tu es une personne curieuse et rigoureuse, avenante, qui sait dire non quand il le faut- tu souhaites par dessus tout apprendre (nouvelles pratiques, nouveaux m&#xE9;tiers, utilisation de l&apos;IA) et &#xE9;voluer dans une structure en croissance- tu utilises d&#xE9;j&#xE0; l&apos;IA dans ton quotidien- tu es orient&#xE9;(e) r&#xE9;sultatNous sommes ouverts aux d&#xE9;butants qui ont soif d&apos;apprendre, de r&#xE9;sultats et qui n&apos;ont pas peur de se tromper VERY NICE TO HAVE- tu as d&#xE9;j&#xE0; recrut&#xE9; (agence, cabinet ou startup) et tu sais mener un process en autonomie compl&#xE8;te- tu as une exp&#xE9;rience en ecommerce et/ou en connais/comprends les m&#xE9;tiers- tu utilises d&#xE9;j&#xE0; l&apos;IA dans ta vie professionnelle &#x1F950; Fran&#xE7;ais NATIF indispensable - C&apos;est la langue principale de nos clients &#x1F60E; Anglais courant &#xE9;crit comme a l&apos;oral - Notre &#xE9;quipe est internationale, et nos clients recrutent dans les deux langues Ce poste n&apos;est PAS pour toi si : - tu as besoin de validations &#xE0; chaque &#xE9;tape- tu n&apos;es pas pr&#xEA;t(e) a suivre les process existants et tu souhaites recruter a ta mani&#xE8;re - le full remote sans manager &#xE0; c&#xF4;t&#xE9; te fait procrastiner- tu veux un seul client, un seul m&#xE9;tier, un seul confort - tu vois le recrutement comme du matching CV plut&#xF4;t que du conseil Les avantages&#x1F4CD; Full remote total et flexibilit&#xE9; r&#xE9;elle : on juge les r&#xE9;sultats, pas la pr&#xE9;sence.&#x1F449; Exposition directe aux fondateurs de bo&#xEE;tes qui scalent : tu apprends le business autant que le recrutement. &#x1F9D1;&#x200D;&#x1F3EB; Tu apprends beaucoup et humatter te met a disposition un stack propre (ATS WTTJ, LinkedIn Payant, Notion, Slack, AI tools), z&#xE9;ro politique interne, impact d&#xE8;s la semaine 1. &#x1F680; Et une vraie perspective : tu int&#xE8;gres une &#xE9;quipe d&#xE9;veloppement, humatter grandit, toi avec. Le processEtape #1 : Echange avec Germain, fondateur (30min)Etape #2 : Mise en situation avec un cas pratique : un vrai sc&#xE9;nario de mandat (60min)Etape #3 : Second &#xE9;change avec Germain optionnel (15-30min)-&gt; Tu rejoins l&apos;aventure humatter &#x1F680;

Talent Acquisition Associate (e-commerce, 100% remote, bilingue FR/EN)

About This Opportunity We&apos;re working with a leading foundational AI lab to find experienced HR generalists who can help train their latest language model on professional document, spreadsheet, and slide deck tasks. We&apos;re looking for HR generalists with 4+ years running HR processes and hiring pipelines to create, evaluate, and refine AI-generated documents, spreadsheets, and slide decks across core workflows: job descriptions and interview scorecards, offer letters and compensation rationale, HR policy and handbook drafting, performance-review templates, candidate-feedback and rejection communications, and headcount and compensation-band trackers. Compensation: $70/hour Commitment: Flexible, 5-20 hours per week (or more if desired) Location: Fully remote, work on your own schedule Start date: ASAP Qualifications <ul><li> 4+ years as an HR generalist, recruiter, or people operations professional</li><li> Direct ownership of writing job descriptions, offer letters, HR policy, or performance-review materials</li><li> Expert-level document, spreadsheet, and slide craftsmanship, with excellent written communication and attention to detail </li></ul>About Ethos Ethos is a new expert network built by a McKinsey/SoftBank/DeepMind team and backed by world-leading investors like General Catalyst. We connect experts with investors and consultancies for paid expert calls, speaking engagements, and advisory opportunities. Key Requirements <ul><li>4+ years as an HR generalist, recruiter, or people operations professional</li><li>Direct ownership of writing job descriptions, offer letters, HR policy, or performance-review materials</li><li>Expert-level document, spreadsheet, and slide craftsmanship, with excellent written communication and attention to detail</li></ul>

Expert Opportunity - HR Generalist ($70/hr, up to $1,400/week)

<a href="https://jobicy.com/company/netbox-labs" target="_blank" rel="noopener">NetBox Labs</a> is seeking a Contract Recruiter to support accelerated hiring across our engineering organization. This is a 6-month, full-time (~40 hours/week) engagement with potential to extend. Reporting to our Senior Manager of Talent Acquisition, you will carry a portfolio of primarily engineering roles from day one, with some flex to support other teams as priorities shift.

<h3>In this role you will:</h3>
<ul>
<li>
Own a portfolio of product and engineer reqs end to end, from intake to signed offer, with flex to support non-technical roles as needed Proactively source and engage passive candidates to build strong, diverse pipelines quickly
</li>
<li>
Run intake with engineering hiring managers to lock scorecards and technical requirements before sourcing starts
</li>
<li>
Source and engage passive engineering talent through GitHub, open source communities, and technical networks to build strong, diverse pipelines quickly
</li>
<li>
Coordinate technical interview loops, facilitate debriefs, and drive timely hiring decisions
</li>
<li>
Hold offers inside approved comp bands and partner with Finance on exceptions
</li>
<li>
Partner with hiring managers across the US, UK, and EMEA on role requirements and priorities
</li>
<li>
Keep Ashby data accurate and report on pipeline health and progress against hiring goals
</li>
</ul>
<h3>The ideal candidate will have:</h3>
<ul>
<li>
5+ years of full-cycle recruiting experience focused on technical roles
</li>
<li>
2+ years working in a fast paced, early stage (&lt;400 employees) startup environment
</li>
<li>
Proven track record of sourcing and closing technical talent, especially with Python, Go, and enterprise software experience
</li>
<li>
Ability to ramp quickly and deliver results with minimal onboarding
</li>
<li>
Experience using Ashby, LinkedIn Recruiter, Wellfound, and other job boards
</li>
<li>
Strong verbal and written communication skills
</li>
<li>
Excellent organization and attention to detail, which are critical to keep up with a high volume of open roles and applicants
</li>
<li>
Ability to work independently and manage multiple roles, applicants, and priorities at once
</li>
<li>
Availability to work during US East Coast or Central business hours for the duration of the contract
</li>
<li>
Desire to get things done and win the best candidates
</li>
</ul>
<h3>About NetBox Labs:</h3>
NetBox Labs helps companies build and manage complex networks. We help customers accelerate network automation by delivering open, composable products and supporting the network automation community.
NetBox Labs is the commercial steward of open source NetBox, the world’s most popular network source of truth, and Orb, the next-generation open source network observability platform. Our products include NetBox Enterprise, a fully supported self-managed NetBox with advanced features, and NetBox Cloud, a secure, scalable, and reliable SaaS edition of NetBox.
NetBox powers thousands of companies, and NetBox Labs is backed by investment from Notable Capital (formerly GGV), Grafana Labs CEO Raj Dutt, Flybridge, IBM, Salesforce Ventures, and Mango Capital.

<h3>Our culture and values: </h3>
<ul>
<li>
We own and solve problems with high attention to detail.
</li>
<li>
Our open source contributors, users, customers &amp; team are all part of our community. When our community wins, we win.
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<li>
We prioritize simplicity and think twice before adding complexity
</li>
<li>
Clear communication helps keep our team aligned and collaborating smoothly.
</li>
</ul>
NetBox Labs is proud to be an equal opportunity employer. We believe diverse teams build better software, and we welcome applicants of every race, color, religion, gender identity, sexual orientation, national origin, age, disability, and veteran status. If you need accommodation at any point in the process, just let us know.

Contract Recruiter

<h3>🌎 About Us</h3><div>At <a href="https://himalayas.app/companies/teamsnap">TeamSnap</a>, we believe when the world connects through sports; the world becomes better. <a href="https://himalayas.app/companies/teamsnap">TeamSnap</a> is a sports and communication platform dedicated to taking the work out of play in youth sports. We also believe our jobs should excite us, our teammates should support us and our bosses should inspire us. We empower our people to bring big ideas and tiny egos, landing us on Outside Magazine’s list of “Best Places to Work" and Built In’s “100 Best Remote-First Places to Work."
</div><div>
<a href="https://himalayas.app/companies/teamsnap">TeamSnap</a> is scaling fast, and our People Experience team needs a specialist who thrives on variety. Someone equally comfortable troubleshooting a benefits question, auditing HRIS data, and helping run orientation for new hires. This role exists to keep the day-to-day HR engine running cleanly across every function: operations, systems, benefits, compliance, and culture. You won't own one lane; you'll be the versatile, hands-on support that makes the whole People Experience team move faster. If you like learning across the full breadth of HR rather than specializing in one piece of it, this is your seat.</div><h3>What You'll Do:</h3><ul><div>
<li>You'll be a first line of support for employee and manager HR questions (policies, benefits, systems, employee lifecycle changes) resolving routine inquiries directly and routing anything complex to the right specialist, so nothing employee-facing falls through the cracks.</li>
<li>You'll support HRIS (Paycor) data integrity across the employee lifecycle, processing new hires or offboarding employees, while updating data accurately and flagging discrepancies before they surface in an audit.</li>
<li>You'll partner closely with Payroll to ensure every employee change (new hires, terminations, compensation adjustments, leaves, and status changes) is communicated and reflected accurately and on time, so paychecks are always right and nothing slips between systems.</li>
<li>You'll own our parental leave practice end-to-end, walking employees through the process from the moment they share their news, coordinating timelines and paperwork, and serving as their main point of contact so they feel supported (not confused) through one of the biggest moments in their life. You'll bring a strong understanding of Paid Leaves and FMLA requirements, ensuring employees receive the full benefits and protections they're entitled to while maintaining clear communication throughout their leave.</li>
<li>You'll own the execution of annual benefits, open enrollment, drafting communications, answering employee questions, uploading rates into our HRIS, and supporting the broker relationship so the process runs smoothly from your seat in the room. This includes coordinating with Finance and Payroll to ensure rates are accurately loaded and communicated to employees.</li>
<li>You'll maintain compliance documentation (I-9s, leave paperwork, training trackers) so our records stay audit-ready across federal, state, and local requirements.</li>
<li>You'll run onboarding, orientation, and culture programming, making sure new <a href="https://himalayas.app/companies/teamsnap">TeamSnap</a>pers feel set up for success and that remote team-building efforts actually land. </li>
</div></ul><h3>What Will Set You Up for Success:</h3><ul><div>
<li>3-5 years of experience in an HR, People Operations, or HR Generalist-type role. You don't need to have done everything here before, but you've touched at least a couple of these areas (employee support, HRIS, benefits, or compliance).</li>
<li>Comfort learning and working inside an HRIS platform (Paycor experience is a plus, not a requirement).</li>
<li>Careful attention to detail. You catch the small things before they become compliance or payroll problems.</li>
<li>Strong service instincts and communication skills. You can walk someone through a sensitive process, like parental leave, with clarity and empathy.</li>
<li>Ability to juggle several different types of work in the same week without losing track of details.</li>
<li>Comfort supporting a remote or distributed team.</li>
</div></ul><h3>Nice-to-haves:</h3><ul><div>
<li>Exposure to benefits administration or open enrollment cycles.</li>
<li>A natural eye for process improvement; you notice where a workflow is clunky and enjoy finding a better way to do it.</li>
<li>Familiarity with I-9 verification, leave administration, or other compliance documentation.</li>
</div></ul><div>
Got cold feet? If you’re thinking you don’t meet 100% of the above qualifications, you should still seriously consider applying. We’re all humans with special talents that go beyond what’s listed here.
<h3>Compensation</h3>
We’re committed to equitable compensation for all <a href="https://himalayas.app/companies/teamsnap">TeamSnap</a>pers. The minimum starting point for this role is $70,000, inclusive of base and bonus, with comp updated based on multiple factors. Our comp is highly competitive in our space and we adjust overall comp based on relevant experience, skills, certifications, and geographic location.
</div><h3>🖥 Location</h3><div>
<a href="https://himalayas.app/companies/teamsnap">TeamSnap</a> is a fully remote company, so you need to be very comfortable working with people who aren’t in the same time zone as you. We are always expanding, but there is a small list of states we do not hire in, including Alabama, Alaska, Delaware, District of Columbia, Hawaii, Iowa, Louisiana, Mississippi, Nebraska, New Mexico, Rhode Island, South Dakota West Virginia and Utah and while we love all parts of the world, we can only hire permanent US residents at this time.</div><h3>🚀 Opportunities to Grow</h3><div>At <a href="https://himalayas.app/companies/teamsnap">TeamSnap</a>, we work hard to provide a culture of trust, accountability, inclusivity, and boundless opportunities to grow, along with the chance to make a lasting impact and have some fun while doing it.</div><h3>🎩 Total Rewards </h3><div>• We're proud to be remote-first. We've been remote since 2009, long before COVID made it cool</div><div>• Unlimited PTO and paid parental leave for ALL parents (not just primary or secondary)</div><div>• 100% premium coverage of medical/dental/vision for you and your family</div><div>• 401K to help you invest for the future</div><div>• $1,500 annual learning and development stipend </div><div>• Travel to fun locations for all-company meetings and team events</div><div>• Generous home office allowance to set you up for success</div><div>• <a href="https://himalayas.app/companies/teamsnap">TeamSnap</a> SWAG to our store upon starting and a $50 credit on every work anniversary thereafter</div><div>• A monthly stipend reimbursement for health &amp; wellness and so much more!</div><div>•<a href="https://himalayas.app/companies/teamsnap">TeamSnap</a> Total Rewards</div><div>🏆 Working at <a href="https://himalayas.app/companies/teamsnap">TeamSnap</a> 
</div><div>At <a href="https://himalayas.app/companies/teamsnap">TeamSnap</a>, you're not a culture fit, you're a culture add. Check out our Culture Playbook and learn how we succeed at being remote-first, what makes our company so unique, and how we're inspired by our people, our customers, and our values.</div><h3>🧡 Inclusion and Diversity</h3><div>Creativity and innovation can't thrive when we're cookie-cutter images of each other. We’re quickly growing more diverse, but there's always room for improvement. We are committed to inclusion and diversity at <a href="https://himalayas.app/companies/teamsnap">TeamSnap</a>, and we hold ourselves accountable for building an environment where everyone feels valued. If you need any disability-related adaptation during the recruitment process, just let us know! We are an Equal Employment Opportunity Employer.</div>Originally posted on <a href="https://himalayas.app">Himalayas</a>

People Operations Specialist

Job: People Business Partner Location: United States, Remote This is a fully remote opportunity and can be worked from any location in the United States. ABOUT THE COMPANY: Salesloft is building the next era of enterprise revenue, one where teams make confident decisions powered by AI and real signals. By combining our scale, insights, and AI innovation, we&apos;re building the industry&apos;s first Predictive Revenue System, enabling humans and AI to work together to make smarter decisions and drive consistent growth. With thousands of customers using our platforms every day, we have an unmatched view into how revenue is actually won: the Revenue Context that reveals what happens, when, and with what outcome. This gives us a unique opportunity to transform an entire category and set a new benchmark for how modern revenue teams operate. Join us to help transform how companies around the world run revenue, and build the platform that will guide leading revenue teams into the future. THE OPPORTUNITY: As a People Business Partner (PBP), you are the strategic people advisor to the leaders in your respective business units. You own the outcomes in partnership with your key stakeholders: the people strategy, the risk, and the quality of every program that touches your teams, your time goes to advising, calibrating, and solving. You&apos;ll regularly partner with Talent Acquisition, Total Rewards, Benefits, and Legal. On a day-to-day basis, you will be responsible for: <ul><li>Talent Strategy &amp; Workforce Architecture. Partner closely with department leaders to design and execute forward-looking talent strategies, including comprehensive workforce planning, advanced organizational design, and robust succession planning.</li><li>Trusted Advisor &amp; Coach. Act as a trusted partner to executives, directors, and front-line managers on team design, growth, and people decisions, and help drive the people strategy for your population.</li><li>Change Management &amp; Organizational Agility: Spearhead strategic change management initiatives to support business transformation, rapid scaling, and continuous operational improvement across your dedicated client groups.</li><li>Lead calibration. Run talent calibration and review conversations for your entire population, lead promotion calibration, manage leadership communications, and make sure growth and development stay a priority for managers.</li><li>Drive engagement. Review engagement results with leaders at every level, align on action plans, and make sure they get done, including working directly with front-line managers.</li><li>Own employee relations. Oversee complex employee relations matters, including thorough investigations, ensuring strict adherence to fairness, risk mitigation, and continuous alignment with our core cultural values.</li><li>Evidence Over Ego. Analyze workforce trends and HRIS metrics to formulate and recommend data-driven action plans that tangibly improve employee engagement and retention. </li></ul>What We&apos;re Looking For You&apos;re a credible, business-minded People Partner, embedded within the business, who can build trust with a front-line manager and a senior executive on the same day. You give candid advice, balance empathy with sound judgment, and make good decisions under pressure. You also delegate well and are comfortable with a model that separates strategic ownership from administration. If you want to learn more, do more, and become more, this role offers real scope and visibility. THE TEAM Our PBPs and Shared Services work as one team on a shared goal, and each role has clear ownership. We are results-oriented and warm, we take on hard problems together, and we hold ourselves to a high bar for accountability, empathy and execution. Values: Move as One, Evidence over Ego, Lead from the Front, Make Your Mark, Customer-Inspired THE SKILL SET: <ul><li>4+ years of progressive HR experience, including 2+ years as an HR Business Partner or equivalent supporting a technology or SaaS organization.</li><li>Experience partnering with department leaders on workforce planning, organizational design, and succession planning.</li><li>Strong ability to advise executives, directors, and front-line managers on team design, growth, and people decisions, and shaping people strategy for a defined population.</li><li>Competent in leading leaders through organizational change, including business transformation, rapid scaling, or restructuring.</li><li>Facilitation experience in running talent and promotion calibration, and reinforcing growth and development with managers.</li><li>Analyze engagement results to bring insights to leaders and drive action plans through completion, including with front-line managers.</li><li>Demonstrated depth in employee relations: leading complex investigations, recommending outcomes, and executing terminations, with a focus on fairness, risk mitigation, and alignment with company values.</li><li>Strong analytical skills, with the ability to turn workforce and HRIS data into recommendations that improve engagement and retention.</li><li>Excellent written and verbal communication, sound judgment, and discretion with confidential information.</li><li>Experience supporting Sales, Customer Success, Product, or Engineering teams is preferred </li><li>Experience with HiBob or a similar HRIS, plus Google Workspace is preferred </li><li>Experience with global mobility, supporting teams internationally, engagement survey action planning, or high-growth and private-equity-backed environments is preferred. </li><li>HR certification (SHRM-CP/SCP, PHR/SPHR) is preferred. </li></ul>At Salesloft, we are committed to creating an inclusive and supportive workplace where everyone belongs and can thrive. We focus on culture add, not culture fit, and believe our teams are made stronger by the unique perspectives, experiences, and identities each person brings. We are proud to be an Equal Opportunity Employer and provide employment opportunities to all employees and applicants without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, age, disability, veteran status, pregnancy, or any other characteristic protected by law. If you&#x2019;re excited about this role even though your experience may not perfectly match every requirement, we encourage you to apply. We are actively hiring across multiple geographies and would love to welcome passionate, curious, and mission-driven individuals to our growing team. Explore our open roles and consider joining us! Please note that all official communication regarding job opportunities at Salesloft will come from @ salesloft.com email address. If you receive messages on LinkedIn or other job platforms claiming to be from Salesloft, they may not be legitimate. To verify the authenticity of any job-related communication, please visit our official Careers Page. We may use artificial intelligence (AI) tools to support parts of the hiring process, such as reviewing applications, analyzing resumes, notetaking, or summarizing responses. These tools assist our recruitment team but do not replace human judgment &#x2014; all hiring decisions are made by people. If you would like more information about how your data is processed or prefer to opt out of any AI-assisted tools, please let your recruiter know. Opting out will not impact your experience or consideration. It is Salesloft&#x2019;s intent to pay all Lofters competitive wages and salaries that are motivational, fair and equitable. The goal of Salesloft&#x2019;s compensation program is to be transparent, attract potential employees, meet the needs of all current employees and encourage employees to stay with our organization. Actual compensation packages are based on several factors that are unique to each candidate, including but not limited to skill set, depth of experience, certifications, and specific work location. The total compensation package for this position may also include performance bonus, benefits and/or other applicable incentive compensation plans. Base Pay Range $85,000&#x2014;$95,000 USD

People Business Partner

<h3>About Us</h3>
<a href="https://jobicy.com/company/wrapbook" target="_blank" rel="noopener">Wrapbook</a> is the AI platform for production finance. We’re building a system of action that puts finance teams in control of their whole production, from payroll, to spend, to accounting. 
Built for feature films, TV, and commercials, Wrapbook is trusted by teams at Netflix, Paramount, Anonymous Content, and more. With backing from Andreessen Horowitz, Bessemer Venture Partners, and Jeffrey Katzenberg's WndrCo, our team of 350+ is using AI to transform how finance teams work and empower them to do more with less.

<h3>The Opportunity — (Remote - USA / CANADA)</h3>
We are looking for a Senior Sales Operations &amp; Compensation Manager to serve as the embedded operational partner to our Sales organization. Reporting to the Head of Revenue Operations, you'll own the Salesforce data layer, forecasting cadences, compensation administration, and deal desk processes that power Wrapbook's go-to-market engine across SMB, Mid-Market, and Enterprise segments. This is a high-autonomy role where your work directly impacts revenue predictability — you'll be the person Sales leadership leans on to turn data into accountability, process into pipeline, and comp plans into performance.

<h3>What You'll Do</h3>

Salesforce Data Ownership &amp; Hygiene
<ul>
<li>
Own the Salesforce data layer for Sales: object model accuracy, field definitions, pipeline data integrity, and the hygiene processes that keep opportunity data trustworthy.
</li>
<li>
Build and maintain SFDC reports for Sales — pipeline views, stage conversion, rep activity, attainment — serving as the primary Salesforce reporting resource for Sales leadership and frontline managers.
</li>
<li>
Define and enforce data entry standards across the Sales org; build the accountability loops (process, tooling, or workflow) that sustain hygiene over time without manual correction.
</li>
<li>
Partner with the GTM Systems Architect on SFDC configuration changes, flow updates, and object model evolution driven by Sales process needs.
</li>
<li>
Serve as the Sales-side data partner to the GTM Insights &amp; Analytics Manager, ensuring Salesforce objects and fields are correctly structured as upstream inputs to Snowflake and the BI layer.
</li>
</ul>
Forecasting &amp; Pipeline Cadences
<ul>
<li>
Own the Sales forecast process operationally: run the weekly pipeline and forecast review cadence, partner with frontline managers to validate SFDC data (deals, close dates, eGPV, stage accuracy), and ensure action items are followed through.
</li>
<li>
Prepare pipeline review materials — pulling from SFDC reports — that surface trends, risks, slippage, and coverage gaps by segment for Sales leadership discussion.
</li>
<li>
Proactively flag forecast risks and data quality issues; escalate coverage shortfalls and drive cross-functional conversations when pipeline generation is off track.
</li>
<li>
Partner with the GTM Insights &amp; Analytics Manager on forecast accuracy improvement: they bring the BI modeling and historical analysis; you bring the SFDC data discipline and process accountability.
</li>
<li>
Support GTM MBR and QBR cadences with consistent, SFDC-sourced reporting inputs and segment-level operational narrative.
</li>
</ul>
Sales Compensation Design &amp; Administration
<ul>
<li>
Own end-to-end compensation administration for the Sales organization — plan documents, quota assignments, attainment tracking, payout calculations, approval processes and dispute resolution.
</li>
<li>
Partner with the Head of Revenue Operations and Finance to support annual comp plan design, ensuring plans are aligned to GTM strategy, bookings goals, and crediting rules for both standard and non-standard deal structures.
</li>
<li>
Maintain the compensation administration platform as the system of record, ensuring calculation accuracy, auditability, and clean data lineage from deal close to payout.
</li>
<li>
Manage the full comp calendar — plan communication, quota letter distribution, mid-year adjustments, and commission statement delivery.
</li>
<li>
Administer SPIFs and accelerators; track performance and report outcomes to Sales leadership and Finance.
</li>
<li>
Build and maintain comp infrastructure that scales with headcount growth and plan complexity — modular, documented, and auditable.
</li>
</ul>
Sales Process &amp; Deal Desk Operations
<ul>
<li>
Own the documentation and operationalization of Sales processes and methodology — ensuring consistent execution from prospecting through close.
</li>
<li>
Partner with Sales leadership and Enablement to drive process adoption and accountability, with clear feedback loops on where breakdowns occur in the funnel.
</li>
<li>
Own the deal desk process for standard and non-standard pricing: define the approval matrix, set and enforce SLAs, resolve bottlenecks, and ensure contract and implementation handoffs execute without friction.
</li>
<li>
Identify process gaps and prioritize improvements in partnership with the GTM Systems Architect; translate Sales business requirements into system changes.
</li>
<li>
Optimize the Marketing → Sales → Implementation → Customer Success handoff, reducing friction at each transition point.
</li>
</ul>
Operating Cadences &amp; GTM Rhythm
<ul>
<li>
Own the weekly pipeline and forecast review end-to-end: preparation, facilitation, and follow-through.
</li>
<li>
Track open headcount and hiring progress across the Sales org; flag capacity and coverage risks to RevOps and Sales leadership.
</li>
<li>
Partner with Sales leadership on bookings planning — coordinating inputs from segment leads, validating against historical data, and stress-testing plan assumptions.
</li>
<li>
Support segment performance reviews by preparing SFDC-sourced operational inputs; partner with GTM Insights for the analytical narrative layer.
</li>
</ul>
<h3>What You'll Have</h3>
We're looking for a Salesforce-native Sales operator who combines system precision with process ownership — someone whose SFDC data is clean enough to trust, whose comp statements arrive on time and without errors, and whose forecast reviews actually improve rep behavior.
Core Experience &amp; Mindset
<ul>
<li>
5–8 years in Sales Operations, Revenue Operations, or Business Operations in a B2B SaaS environment.
</li>
<li>
Deep Salesforce ownership experience — object model design, data hygiene management, and SFDC as the system of record for Sales.
</li>
<li>
Direct experience owning sales compensation administration — plan design support, attainment tracking, payout calculation, and dispute management.
</li>
<li>
Proven ability to own a forecasting cadence: running the process, driving data discipline in CRM, and delivering reliable roll-ups to leadership.
</li>
<li>
Comfortable building and maintaining SFDC reports and dashboards for Sales leadership and frontline managers.
</li>
<li>
Working knowledge of how Salesforce data flows into downstream systems — sufficient to partner effectively with Analytics Engineering and GTM Insights without owning those layers. Familiarity with modern data stack tooling (Snowflake, dbt, Fivetran, or equivalent) is a plus.
</li>
<li>
High ownership orientation — identifies what needs to be done and does it without being directed.
</li>
<li>
Strong cross-functional communicator: fluent in a forecast review with a sales manager and a comp dispute conversation with Finance in the same week.
</li>
<li>
Comfortable in a fast-moving, build-mode environment with limited process inheritance.

</li>
</ul>
Salesforce &amp; Technical Fluency
<ul>
<li>
Advanced Salesforce experience — object model design, reporting, dashboards, pipeline management, data hygiene, Flows.
</li>
<li>
Salesforce Administrator Certification (Plat-Admn-201) — strongly preferred.
</li>
<li>
Familiarity with how SFDC data is modeled in Snowflake/dbt as downstream inputs — sufficient to collaborate with the GTM Insights Manager and Analytics Engineering.
</li>
<li>
Comfort working across adjacent tools: comp administration tools, spreadsheet modeling, and BI platforms (Omni/Looker) as a consumer or contributor.
</li>
<li>
Familiarity with compensation administration platforms — or demonstrated ability to manage comp with high accuracy in a structured non-tool environment.
</li>
</ul>
<h3>Why Join Us</h3>
At Wrapbook, creativity meets technology — and not just in the product.
In addition to a competitive salary and all the benefits you can expect from a fast-growing technology company, you'll get access to a team of creative problem solvers and the chance to see your contributions make large impacts. Benefits include:
<ul>
<li>
Unlimited Paid Time Off
</li>
<li>
Work from anywhere in Canada and USA
</li>
<li>
Health and Dental benefits
</li>
<li>
Up to $1500 towards IT set up for your home
</li>
<li>
Up to 2% matching RRSP / 401K
</li>
<li>
Learning and Development opportunities
</li>
<li>
Up to $50 USD / $66.50 CAD towards Internet/Cell phone service

</li>
</ul>
<h3>Our Pledge to Fostering an Inclusive and Safe Workplace</h3>
Wrapbook pledges to be a harassment- and discrimination-free space for everyone, regardless of age, disability, ethnicity, gender identity or expression, nationality, neurotype, personal appearance, political affiliation, professional background, race, religion, or sexual identity or orientation.

<h3>Apply Now</h3>
Have we got your attention? Submit your application today and a member of our Talent team will be in touch with you shortly!
#LI-Remote

Senior Sales Operations & Compensation Manager

<div class="content-intro">
<h3>About Us</h3>
Our leading SaaS-based Global Employment Platform™ enables clients to expand into over 180 countries quickly and efficiently, without the complexities of establishing local entities. At G-P, we’re dedicated to breaking down barriers to global business and creating opportunities for everyone, everywhere.
Our diverse, remote-first teams are essential to our success. We empower our Dream Team members with flexibility and resources, fostering an environment where innovation thrives and every contribution is valued and celebrated.
The work you do here will positively impact lives around the world. We stand by our promise: Opportunity Made Possible. In addition to competitive compensation and benefits, we invite you to join us in expanding your skills and helping to reshape the future of work.
At G-P, we assist organizations in building exceptional global teams in days, not months—streamlining the hiring, onboarding, and management process to unlock growth potential for all.
</div><h3>About Us</h3>Our leading SaaS-based Global Employment Platform™ enables clients to expand into over 180 countries quickly and efficiently, without the complexities of establishing local entities. At G-P, we’re dedicated to breaking down barriers to global business and creating opportunities for everyone, everywhere.Our diverse, remote-first teams are essential to our success. We empower our Dream Team members with flexibility and resources, fostering an environment where innovation thrives and every contribution is valued and celebrated.The work you do here will positively impact lives around the world. We stand by our promise: Opportunity Made Possible. In addition to competitive compensation and benefits, we invite you to join us in expanding your skills and helping to reshape the future of work.At G-P, we assist organizations in building exceptional global teams in days, not months—streamlining the hiring, onboarding, and management process to unlock growth potential for all.<h3>About The Position:</h3>We are seeking an energetic, high-impact Talent Acquisition Partner to join our global team. This is a full-lifecycle recruiting role requiring a strong balance of execution, candidate engagement, and cross-functional collaboration. You will focus primarily on scaling our Go-To-Market (Sales, Revenue, Marketing) and corporate operations teams (HR Operations, Payroll, Finance) across international markets. Based in Ireland (or compatible EMEA hours), you will play a key role in connecting with candidates and hiring managers across regions, guiding candidates through complex global offer details and sales compensation structures.<h3>What You Will Do:</h3><ul>
<li>Full-Cycle Execution: Manage end-to-end recruiting across GTM and non-tech business functions—from kickoff calls and sourcing to interviewing, offer negotiations, and pre-onboarding alignment.</li>
<li>Sales Comp &amp; Offer Communication: Confidently present and explain variable compensation models, including sales incentive plans, commission tiers, and quota structures to revenue-focused candidates.</li>
<li>Global Compliance Navigation: Work alongside local HR and legal guidelines to ensure offer letters, employment terms, and hiring checks comply with local country regulations.</li>
<li>Proactive Sourcing: Use targeted sourcing techniques to identify and engage qualified passive candidates in competitive SaaS and professional services markets.</li>
<li>Hiring Manager Partnership: Consult with hiring managers to set clear role expectations, refine job descriptions, and keep interview loops moving efficiently.</li>
<li>Cross-Team Collaboration: Partner with HR Operations, Payroll, Compensation, and Finance to ensure seamless process handoffs, budget tracking, and local compliance alignment.</li>
<li>Pipeline Tracking: Maintain real-time ATS hygiene to give leadership visibility into pipeline health and recruiting metrics.</li>
</ul><h3>What We Are Looking For:</h3><h4>Minimum Requirements:</h4><ul>
<li>3+ years of full-lifecycle recruiting experience, with a focus on non-technical roles including GTM/Sales, Marketing, or corporate functions (HR Ops, Payroll, Finance).</li>
<li>Location &amp; Time Zone: Based in Ireland (or compatible EMEA hours) to align with global stakeholders and candidate pipelines.</li>
<li>Sales Incentive Familiarity: Demonstrated ability to clearly walk sales and revenue candidates through variable incentive, OTE, and commission plan mechanics.</li>
<li>Global Hiring Exposure: Direct experience navigating cross-border hiring, international employment considerations, and local compliance checks.</li>
</ul><h4>Preferred Requirements:</h4><ul>
<li>Experience working within a fast-paced global SaaS, Tech, or Professional Services environment.</li>
<li>Hands-on proficiency with modern recruiting tools and ATS platforms (Greenhouse strongly preferred).</li>
<li>Proven capability in advanced sourcing methodologies (Boolean, targeted market mapping) for niche or international markets.</li>
</ul>The target gross fixed pay range for this position is €50,000 EUR – €65,000 EUR per annum (equivalent to an hourly rate of approximately €24.04 – €31.25 EUR/hr based on a standard 40-hour workweek), dependent on candidate experience and local market alignment.<div class="content-conclusion">
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Our ranges are established using objective market benchmarking data for this level of work. Final placement within the range is determined by gender-neutral criteria, including the candidate's relevant skills, experience, and specific qualifications for the role.
Actual compensation for this position may vary and will depend on multiple factors such as relevant qualifications, experience, education, and geographic location. For Full-Time Regular Employees, this position is also eligible for additional compensation as follows:
<ul>
<li>Sales Roles: This position is eligible for a commission structure in addition to base salary.</li>
<li>Non-Sales Roles: This position is eligible for an annual bonus which is paid dependent on various factors, including and without limitation, individual and company performance in addition to base salary.</li>
</ul>
<h3>Benefits </h3>
<div>G-P values its employees and offers excellent benefits and perks including generous paid parental leave, flexible time off, spending accounts, medical insurance, dental insurance, vision insurance, sabbatical after 5 years and more.</div>
<div>Individuals residing, or applying to work, in theUnited States: California or Philadelphia,Pennsylvania,please review the following additional information: G-P will consider qualified applicants with arrest or conviction records in accordance with the California Fair Chance Act, Los Angeles City Fair Chance Act Ordinance, Los Angeles County Fair Chance Act Ordinance, and San Francisco Fair Chance Act Ordinance. Los Angeles applicants can review additional information regarding the Los Angeles City Fair Chance Act here:Fair Chance Initiative for Hiring Ordinance, and Philadelphia applicants can review information pertaining to Philadelphia’s Fair Criminal Record Screening Standards Ordinance here:Fair Chance Poster. Any consideration of a candidate’s background check with arrest or conviction records will include an individualized assessment based on the factors required by applicable law, including the candidate’s specific record and the duties and requirements of the specific job.</div>
</div></div></div></div></div></div></div></div></div></div></div>
<h3>G-P. Global Made Possible.</h3>
G-P is a proud Equal Opportunity Employer, and we are committed to building and maintaining a diverse, equitable and inclusive culture that celebrates authenticity. We prohibit discrimination and harassment against employees or applicants on the basis of race, color, creed, religion, national origin, ancestry, citizenship status, age, sex or gender (including pregnancy, childbirth, and pregnancy-related conditions), gender identity or expression (including transgender status), sexual orientation, marital status, military service and veteran status, physical or mental disability, genetic information, or any other legally protected status.
G-P also is committed to providing reasonable accommodations to individuals with disabilities. Individuals with disabilities are encouraged to apply for these positions. If you need an accommodation due to a disability during the interview process, please contact us at .
</div>Originally posted on <a href="https://himalayas.app">Himalayas</a>

Talent Acquisition Partner, Temporary

<div class="content-intro">About <a href="https://himalayas.app/companies/10a-labs">10a Labs</a>: <a href="https://himalayas.app/companies/10a-labs">10a Labs</a> is the safety and threat-intelligence layer trusted by frontier AI labs, AI unicorns, Fortune 10 companies, and leading global technology platforms. Our adversarial red teaming, model evaluations, and intelligence collection enable engineering, safety, and security teams to stay ahead of evolving threats and deploy AI systems safely.</div>About the Role: We are hiring a Technical Recruiter to architect and scale our talent engine and strengthen core people operations. This is a high-ownership role focused primarily on recruiting exceptional technical and mission-driven talent in competitive markets. You will build talent pipelines across engineering, red teaming, research, product, operations, and specialized technical roles, and design the systems that enable them to succeed once hired. You will work directly with leadership to shape hiring strategy and ensure we consistently hire exceptional talent.<h3>What You’ll Own:</h3><ul>
<li>Talent Acquisition</li>
<ul>
<li>Own full-cycle recruiting, including sourcing, interviewing, and onboarding.</li>
<li>Build and execute proactive sourcing strategies for highly competitive AI and engineering markets.</li>
<li>Develop structured interview processes and evaluation rubrics. </li>
<li>Partner with hiring managers to define performance profiles and talent gaps.</li>
<li>Drive candidate experience and closing strategy. </li>
<li>Track recruiting metrics and continuously improve funnel performance and ATS workflows. </li>
<li>Partner with leadership on workforce planning and hiring prioritization.</li>
</ul>
<li>People Operations &amp; Infrastructure</li>
<ul>
<li>Contribute to improvements of structured onboarding programs</li>
<li>Support performance review cycles and feedback systems.</li>
<li>Implement and document SOPs for core processes.</li>
<li>Coordinate with external vendors, legal counsel, and service providers. </li>
<li>Identify bottlenecks and test new tools or workflows to boost efficiency.</li>
<li>Contribute to and own other cross-functional, operational projects as the company continues to scale.</li>
</ul>
</ul><h3>Required Qualifications:</h3><ul>
<li>
3+ years in recruiting and operations, ideally at a high-growth startup.</li>
<li>Bachelor’s degree or equivalent professional experience. </li>
<li>Demonstrated success recruiting both technical (e.g., ML engineers, software engineers, data scientists, etc.) and non-technical (e.g., researchers, threat investigators, etc.) roles in competitive markets.</li>
<li>Strong outbound sourcing capability.</li>
<li>Experience designing and implementing hiring processes, SOPs, onboarding programs, and process improvements. </li>
<li>Comfort rolling up your sleeves, operating in ambiguity, and building systems from scratch. </li>
<li>Exceptional verbal and written communication skills.</li>
<li>Familiarity with HR management systems, job boards, and applicant-tracking systems.</li>
<li>Comfort working in fast-moving, high-impact environments, such as startups, AI research labs, or security-focused teams. </li>
</ul><h3>Desired Qualifications</h3><ul>
<li>Experience recruiting in AI, cybersecurity, or mission-driven domains.</li>
<li>Experience recruiting in the US and internationally.</li>
</ul><h3>Benefits</h3><ul>
<li>Competitive salary: USD $90k to $120k</li>
<li>Room for growth with demonstrated success</li>
<li>Comprehensive medical, dental, and vision insurance</li>
<li>401(k) plan</li>
<li>Unlimited PTO </li>
<li>Professional development stipend</li>
<li>Remote work environment</li>
</ul>Thank you for submitting your application. If there's a good fit, a member of the <a href="https://himalayas.app/companies/10a-labs">10a Labs</a> team will reach out to discuss next steps.Originally posted on <a href="https://himalayas.app">Himalayas</a>

<div class="content-intro">GitLab is the intelligent orchestration platform for DevSecOps. GitLab enables organizations to increase developer productivity, improve operational efficiency, reduce security and compliance risk, and accelerate digital transformation. More than 50 million registered users and more than 50% of the Fortune 100* trust GitLab to ship better, more secure software faster.
The same principles built into our products are reflected in how our team works: we embrace AI as a core productivity multiplier, with all team members expected to incorporate AI into their daily workflows to drive efficiency, innovation, and impact. GitLab is where careers accelerate, innovation flourishes, and every voice is valued. Our high-performance culture is driven by our values&nbsp;and continuous knowledge exchange, enabling our team members to reach their full potential while collaborating with industry leaders to solve complex problems. <a href="https://www.youtube.com/watch?v=OuZIb5zszQI">Co-create the future with us</a> as we build technology that transforms how the world develops software.
*Fortune 500® is a registered trademark of Fortune Media IP Limited, used under license. Claim based on GitLab data. Fortune 100 refers to the top 20% ranked companies in the 2025 Fortune 500 list, published in June 2025. Fortune and Fortune Media IP Limited are not affiliated with, and do not endorse products or services of GitLab.</div><h4>An overview of this role</h4>
As the Senior People Business Partner, Engineering, you'll be a strategic partner to senior Engineering leaders, including VPs and Senior Directors, helping them navigate change, mature their organizations, and build a healthy, high-performance culture. You'll focus on Engineering-specific challenges such as evolving job architecture and leveling, supporting executive leadership transitions, and driving consistency in how we develop, calibrate, and grow Engineering talent across distributed teams. In this role, you'll work globally, with a particular focus on supporting leaders across regions, and help make complex transformations clear and manageable for leaders and their teams.
You'll report into the PBP organization and work closely with peers across the team, including current and former Engineering PBPs, to shape how GitLab's Engineering function operates as we continue to grow. You'll be expected to build trust quickly with senior Engineering leaders, contribute to Engineering-wide processes such as calibrations and offsites, and help bring cohesion to a leadership team that includes both tenured GitLab team members and newer leaders. This role is a good fit if you enjoy a fast-paced tech environment, are comfortable with ambiguity and change, and want to make a visible impact on how Engineering teams are structured, supported, and set up to deliver results.
What You’ll Do&nbsp;&nbsp;
<ul>
<li>Partner with senior Engineering leaders, including VPs and Senior Directors, to understand their organizations, priorities, and challenges, and translate these into clear people and business priorities.</li>
<li>Drive and support job architecture changes in Engineering, including the introduction of new levels, to help leaders adopt and mature consistent role expectations and career paths.</li>
<li>Lead and facilitate key Engineering people processes, such as calibrations, in close partnership with the PBP team and cross-functional partners such as Talent Management.</li>
<li>Advise and coach Engineering leaders on topics such as organization design, change management, and navigating global teams, including regional considerations in EMEA.</li>
<li>Work closely with other PBPs and Talent partners to share insights, align on approaches, and provide a consistent, high-quality experience for Engineering leaders and their teams.</li>
<li>Use data and qualitative feedback to identify trends in the Engineering organization and recommend actions that improve effectiveness, engagement, and performance.</li>
<li>Support the planning and execution of Engineering offsites and other key forums so leaders can align on priorities, make decisions, and move work forward efficiently.</li>
<li>Drive key talent initiatives aligned with business outcomes.</li>
</ul>
What You’ll Bring&nbsp;
<ul>
<li>Experience as a People Business Partner or in a similar role supporting Engineering or technical organizations, ideally in a fast-paced tech environment of comparable size and complexity.</li>
<li>A track record of partnering with senior leaders, including Senior Directors and VPs, building trusted relationships, influencing decisions, and providing clear, data-informed guidance.</li>
<li>Experience supporting globally distributed teams, including working across multiple regions and time zones and navigating regional differences such as those in EMEA.</li>
<li>Demonstrated ability to help organizations navigate through change or transformation, such as job architecture updates, leadership transitions, or shifts in team structure and culture, while balancing strategic work such as organizational design, leadership effectiveness, and culture initiatives with hands-on execution of core People processes.</li>
<li>Strong coaching, communication and collaboration skills, including working asynchronously and partnering cross-functionally with Talent Acquisition, Total Rewards, and other People teams.</li>
<li>Openness to learning GitLab's ways of working and applying transferable experience from related domains, such as Product or IT, while developing a deeper understanding of Engineering needs.</li>
<li>Strong business acumen.</li>
</ul>
About the team
The Engineering People Business Partner (PBP) team supports GitLab's Engineering teams globally to build a high-performing, scalable, and globally distributed organization. You'll partner closely with senior leaders whose teams are based across the US and EMEA. You'll also collaborate asynchronously with other PBPs, Talent Management, and cross-functional partners to support organization design, performance and calibration processes, and ongoing culture and leadership development. The team is focused on maturing Engineering's people practices, creating cohesion across leaders at different stages in their GitLab journey, and helping the organization navigate major transformations in structure, ways of working, and leadership.
You can expect quarterly travel for Engineering and PBP offsites and collaborative forums. This role also requires significant working-hours overlap with US Central or East Coast time zones to support the team's global operations. Candidates based in other locations who can accommodate these hours are welcome to apply.<div class="content-pay-transparency"><div class="pay-input"><div class="description">The base salary range for this role’s listed level is currently for residents of the&nbsp;United States only. This range is intended to reflect the role's base salary rate in locations throughout the US.&nbsp;Grade level and salary ranges are determined through interviews and a review of education, experience, knowledge, skills, abilities of the applicant, equity with other team members, alignment with market data,&nbsp;and geographic location.&nbsp;The base salary range does not include any bonuses, equity, or benefits. See more information on our <a class="waffle-rich-text-link" href="https://about.gitlab.com/handbook/total-rewards/benefits/general-and-entity-benefits/" data-sheets-formula-bar-text-link="https://bit.ly/GLBeneUS" data-sheets-formula-bar-text-style="font-size:12px;color:#1155cc;font-weight:normal;text-decoration:underline;font-family:''Arial'';font-style:normal;text-decoration-skip-ink:none;">benefits</a> and <a class="waffle-rich-text-link" href="https://about.gitlab.com/handbook/stock-options/" data-sheets-formula-bar-text-link="https://bit.ly/GLequity" data-sheets-formula-bar-text-style="font-size:12px;color:#1155cc;font-weight:normal;text-decoration:underline;font-family:''Arial'';font-style:normal;text-decoration-skip-ink:none;">equity</a>. Sales roles are also eligible for incentive pay targeted at up to 100% of the offered base salary.</div><div class="title">United States Salary Range</div><div class="pay-range">$115,200&mdash;$194,400 USD</div></div></div><div class="content-conclusion"><h4>How GitLab Supports Full-Time Employees</h4>
<ul>
<li><a href="https://about.gitlab.com/handbook/total-rewards/benefits/general-and-entity-benefits/">Benefits to support your health, finances, and well-being</a></li>
<li><a href="https://handbook.gitlab.com/handbook/people-group/time-off-and-absence/time-off-types/#flexible-paid-time-off-pto">Flexible Paid Time Off&nbsp;</a></li>
<li><a href="https://handbook.gitlab.com/handbook/company/culture/inclusion/tmrg-tmag/">Team Member Resource Groups</a></li>
<li><a href="https://handbook.gitlab.com/handbook/total-rewards/stock-options/">Equity Compensation &amp; Employee Stock Purchase Plan</a></li>
<li><a href="https://handbook.gitlab.com/handbook/people-group/learning-and-development/growth-and-development/">Growth and Development Fund</a></li>
<li><a href="https://about.gitlab.com/handbook/total-rewards/benefits/general-and-entity-benefits/#parental-leave">Parental Leave</a>&nbsp;</li>
</ul>
Please note that we welcome interest from candidates with varying levels of experience; many successful candidates do not meet every single requirement. Additionally, studies have shown that people from <a href="https://about.gitlab.com/company/culture/inclusion/#examples-of-select-underrepresented-groups">underrepresented groups</a> are less likely to apply to a job unless they meet every single qualification. If you're excited about this role, please apply and allow our recruiters to assess your application.
<hr>
Country Hiring Guidelines: GitLab hires new team members in countries around the world. All of our roles are remote, however some roles may carry specific location-based eligibility requirements. Our Talent Acquisition team can help answer any questions about location after starting the recruiting process.&nbsp;&nbsp;
Privacy Policy: Please review our <a href="https://handbook.gitlab.com/handbook/hiring/candidate-faq/recruitment-privacy-policy/" target="_blank">Recruitment Privacy Policy.</a> Your privacy is important to us.
GitLab is proud to be an equal opportunity workplace and is an affirmative action employer. GitLab’s policies and practices relating to recruitment, employment, career development and advancement, promotion, and retirement are based solely on merit, regardless of race, color, religion, ancestry, sex (including pregnancy, lactation, sexual orientation, gender identity, or gender expression), national origin, age, citizenship, marital status, mental or physical disability, genetic information (including family medical history), discharge status from the military, protected veteran status (which includes disabled veterans, recently separated veterans, active duty wartime or campaign badge veterans, and Armed Forces service medal veterans), or any other basis protected by law. GitLab will not tolerate discrimination or harassment based on any of these characteristics. See also&nbsp;<a href="https://about.gitlab.com/handbook/people-policies/inc-usa/#equal-employment-opportunity-policy" target="_blank">GitLab’s EEO Policy</a>&nbsp;and&nbsp;<a href="https://about.gitlab.com/handbook/labor-and-employment-notices/#eeoc-us-equal-employment-opportunity-commission-notices" target="_blank">EEO is the Law</a>. If you have a disability or special need that requires&nbsp;<a href="https://about.gitlab.com/handbook/people-policies/inc-usa/#reasonable-accommodation" target="_blank">accommodation</a>, please let us know during the&nbsp;<a href="https://about.gitlab.com/handbook/hiring/interviewing/#adjustments-to-our-interview-process" target="_blank">recruiting process</a>.</div>

Senior People Business Partner, Engineering

Job Seekers can review the Job Applicant Privacy Policy by clicking here (http://ryder.com/job-applicant-privacy-policy) . Job Description We are hiring a Recruiter I to support Ryder Supply Chain Solutions. Apply here today to speak with a Recruiter about the position and perks of joining our Ryder Ever Better Team. <ul><li> Pay Type: Exempt/Salary</li><li> Salary Range: $58,000 - $62,000</li><li> Schedule: Monday-Friday</li><li> Full Life Cycle Recruiting experience, required.</li><li> Fully Remote- Temp to Perm </li></ul>When Fortune 500 businesses and new startups need supply chain solutions, they look to our industry-leading logistics experts. At Ryder, there is more to being a supply chain professional than working on some of the nation&#x2019;s biggest brands. We make sure you are also getting the diverse experience, advancement opportunities, all from an industry-leading Fortune 500 company. Apply Here With Ryder Today We want YOU to join our family made up of Proud Women and Men in Logistics who work alongside Military Reserve and Veterans we hire every day! Click here to see all Opportunities at Ryder: Ryder Jobs and Careers | Work at Ryder (https://ryder.com/careers) EEO/AA/Female/Minority/Disabled/Veteran Summary Includes sourcing, screening, interviewing, offer (negotiation &amp; acceptance) completion of contractor hiring administrative processes, and on-boarding of new contractors. Essential Functions <ul><li>Role will be responsible for administrating defined external/internal recruitment processes to ensure accounts are fully recruited and developing/managing relationships with Dedicated Senior Operations Team, Hiring Managers, Human Resources, and recruitment team-mates</li><li>Recruiters are also responsible for recruitment updates and keeping the management team informed of market conditions affecting contractor recruitment</li><li>Performance will be measured, in part, upon KPI measures, execution of recruitment strategies which include advertising methods, job fairs, remote recruitment techniques, maintenance of recruitment materials, and keeping the management team informed of recruitment progress and issues affecting recruiting</li><li>Meet Customer Satisfaction objectives with full recruitment of all assigned accounts </li></ul>Additional Responsibilities <ul><li>Performs other duties as assigned. </li></ul>Skills And Abilities <ul><li> Strong verbal and written communication skills., Required</li><li> Ability to manage multiple assignments and tasks, set priorities, and adapt to changing conditions and work assignments., Required</li><li> Demonstrates customer service skills., Required </li></ul>Qualifications <ul><li>H.S. Diploma/GED, Required</li><li>2 years or more in experience Full life-cycle recruiting experience, Required</li><li>Proficient in Microsoft Office products Microsoft Office (Access, Excel, Word, Power Point, and Outlook) Intermediate, Required </li></ul>Travel <ul><li>Yes, 0-10% </li></ul>Job Category: Recruitment Our Culture &amp; Commitment At Ryder, you&#x2019;re trusted to make an impact&#x2014;while enjoying room to grow and having a voice that&#x2019;s heard. Our culture is built on respect, collaboration, and shared pride in doing great work rooted in innovation and safety. Your Voice. Your Success. The Future We Build Together. Compensation Information The compensation offered to a candidate may be influenced by a variety of factors, including the candidate&#x2019;s relevant experience; education, including relevant degrees or certifications; work location; market data/ranges; internal equity; internal salary ranges; etc. The position may also be eligible to receive an annual bonus, commission, and/or long-term incentive plan based on the level and/or type. Compensation ranges for the position are below: Pay Type Salaried Minimum Pay Range Maximum Pay Range: Benefits Information For all Full-time positions only : Ryder offers comprehensive health and welfare benefits, to include medical, prescription, dental, vision, life insurance and disability insurance options, as well as paid time off for vacation, illness, bereavement, family and parental leave, and a tax-advantaged 401(k) retirement savings plan. Ryder is proud to be an Equal Opportunity Employer and Drug Free workplace. All qualified applicants will receive consideration for employment without regard to race, religion, color, national origin, sex, sexual orientation, gender identity, age, status as a protected veteran, among other things, or status as a qualified individual with disability. Important Note Some positions require additional screening that may include employment and education verification; motor vehicle records check and a road test; and/or badging or background requirements of the customer to which you are assigned. Security Notice For Applicants Ryder will only communicate with an applicant directly from a [@ryder.com] email address and will never conduct an interview online through a chat type forum, messaging app (such as WhatsApp or Telegram), or via an online questionnaire. During an interview, Ryder will never ask for any form of payment or banking details and will never solicit personal information outside of the formal submitted application through www.ryder.com/careers . Should you have any questions regarding the application process or to verify the legitimacy of an interview or Ryder representative, please contact Ryder at careers@ryder.com or 800-793-3754. Current Employees If you are a current employee at Ryder, please click here (https://wd5.myworkday.com/ryder/d/task/2998$46522.htmld) to log in to Workday to apply using the internal application process. Job Seekers can review the Job Applicant Privacy Policy by clicking here (http://ryder.com/job-applicant-privacy-policy) . \#wd

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