Company Description: Digital Talent Hub (DTH) is a US based technology consulting and talent solutions company focused on connecting organizations with top technology professionals worldwide. DTH helps clients build local, nearshore, and offshore technology teams across the United States, Canada, Latin America, Europe, and the Middle East &amp; Africa. The company&#x2019;s talent network supports a wide range of specialties, including cloud, infrastructure, DevOps, cybersecurity, data and analytics, AI, enterprise applications, and software engineering. DTH emphasizes understanding each client&#x2019;s goals and tailoring the right talent and delivery model, whether that involves individual experts or entire distributed teams. Its mission is to serve as a global digital talent hub that enables sustainable growth for clients and meaningful careers for technology professionals. Role Description: This is a full-time remote role for a Technical Recruiter at Digital Talent Hub (DTH). The Technical Recruiter will manage the end-to-end recruitment process, including sourcing, screening, interviewing, and guiding candidates through hiring steps for a variety of technology roles. The role involves partnering closely with clients and internal stakeholders to understand position requirements, market conditions, and team dynamics, and then aligning the right technical talent to those needs. Day-to-day responsibilities include building and maintaining talent pipelines, conducting structured interviews, coordinating offer processes, and ensuring a positive candidate experience. The Technical Recruiter will also use data and market insights to advise clients on hiring strategies and contribute to continuous improvement of recruiting processes and tools. Qualifications <ul><li>Candidates should possess strong Full-life Cycle Recruiting and Recruiting skills, including experience managing the entire hiring process.</li><li>Candidates should possess proven Technical Recruiting skills, with familiarity across multiple technology domains and role types.</li><li>Candidates should possess effective Communication skills, including clear written and verbal communication with candidates and clients.</li><li>Candidates should possess skills in stakeholder management, relationship building, and customer-focused service.</li><li>Experience recruiting for distributed, remote, or global teams is beneficial.</li><li>Ability to use ATS, sourcing platforms, and professional networks (e.g., LinkedIn) effectively.</li><li>Strong organizational skills, attention to detail, and the ability to manage multiple requisitions simultaneously.</li><li>Relevant experience in technology staffing, consulting, or in-house technical recruiting; a bachelor&#x2019;s degree or equivalent experience is preferred.</li></ul>

Technical Recruiter

<a href="https://jobicy.com/company/gitlab" target="_blank" rel="noopener">GitLab</a> is the intelligent orchestration platform for DevSecOps. GitLab enables organizations to increase developer productivity, improve operational efficiency, reduce security and compliance risk, and accelerate digital transformation. More than 50 million registered users and more than 50% of the Fortune 100* trust GitLab to ship better, more secure software faster.
The same principles built into our products are reflected in how our team works: we embrace AI as a core productivity multiplier, with all team members expected to incorporate AI into their daily workflows to drive efficiency, innovation, and impact. GitLab is where careers accelerate, innovation flourishes, and every voice is valued. Our high-performance culture is driven by our values and continuous knowledge exchange, enabling our team members to reach their full potential while collaborating with industry leaders to solve complex problems. <a href="https://www.youtube.com/watch?v=OuZIb5zszQI" rel="nofollow ugc noopener" target="_blank">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.
As a Contract Talent Acquisition Sourcer at GitLab, you'll help build strong candidate pipelines for our sales team in the APJ region in a fully remote, distributed company. You'll focus on finding and engaging passive talent for sales roles, while partnering closely with recruiters, hiring managers, and business leaders to understand hiring needs and local market dynamics. 
This is a highly outbound role where your research, outreach, and judgment will directly influence hiring outcomes. You'll also help strengthen sourcing practices by mapping talent markets, building pipelines, and improving how we identify and connect with great candidates in a values-driven environment. In this role, you will primarily focus on engaging with Account Executive talent to build proactive pipelines and benches, in addition to working active requisitions.
Please note this is a 12 month contract. 
<h3>What you'll do</h3>
<ul>
<li>Source, screen and engage passive candidates for sales roles across the APJ region using LinkedIn, online research, and other outbound channels.</li>
<li>Build representative candidate pipelines with meaningful focus on identifying talent from a wide range of backgrounds and experiences.</li>
<li>Partner with recruiters and hiring managers to understand role requirements, business priorities, and ideal candidate profiles.</li>
<li>Map talent markets and gather intelligence on competitors, locations, and candidate pools to inform sourcing strategies.</li>
<li>Assess candidate alignment for specific roles, teams, and GitLab's values, and share clear recommendations with recruiting partners.</li>
<li>Screen and qualify candidates, building and maintaining talent benches across multiple countries in the APJ region to ensure strong pipeline depth and readiness for evolving business needs.</li>
<li>Deliver a strong candidate experience through thoughtful outreach, timely communication, and professional relationship building.</li>
<li>Continuously improve sourcing workflows, outreach approaches, and research methods to increase efficiency and quality.</li>
<li>Maintain accurate activity and candidate data in applicant tracking and recruiting systems, and stay open to learning new tools and processes.</li>
</ul>
<h3>What you'll bring</h3>
<ul>
<li>Relevant experience in recruiting and/or sourcing, including direct experience sourcing passive candidates in a fully outbound environment.</li>
<li>Experience sourcing for Account Executive and other sales roles, ideally within the software industry.</li>
<li>Strong research skills and the ability to identify, map, and engage talent across competitive regional and global markets.</li>
<li>Experience working directly with recruiters and hiring managers to align on hiring needs and adjust sourcing strategies as priorities change.</li>
<li>Clear written and verbal communication skills, with the ability to build trust across teams, candidates, and time zones.</li>
<li>Strong organization skills and comfort managing multiple searches, deadlines, and competing priorities.</li>
<li>Familiarity with applicant tracking systems and recruiting tools. Experience with Greenhouse or LinkedIn Recruiter is ideal.</li>
<li>Comfort working remotely in an asynchronous environment, along with willingness to learn and use tools such as GitLab.</li>
</ul>
<h3>About the team</h3>
The Talent Acquisition team at GitLab helps the company grow by finding people who can contribute to our mission and thrive in our all-remote environment. Within that group, sourcing plays a key role in reaching talent that may not be actively applying, especially in competitive markets and business-critical functions. You'll work with teammates who care deeply about candidate experience, thoughtful partnership, and inclusive hiring practices. The team values clear communication, strong market insight, and steady iteration in how we work. This role is especially important as GitLab continues to grow go-to-market teams in APJ, where strong regional knowledge and effective collaboration across time zones can help teams hire with more focus and confidence.
<h3>How GitLab Supports Full-Time Employees</h3>
<ul>
<li><a href="https://about.gitlab.com/handbook/total-rewards/benefits/general-and-entity-benefits/" rel="nofollow ugc noopener" target="_blank">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" rel="nofollow ugc noopener" target="_blank">Flexible Paid Time Off </a></li>
<li><a href="https://handbook.gitlab.com/handbook/company/culture/inclusion/tmrg-tmag/" rel="nofollow ugc noopener" target="_blank">Team Member Resource Groups</a></li>
<li><a href="https://handbook.gitlab.com/handbook/total-rewards/stock-options/" rel="nofollow ugc noopener" target="_blank">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/" rel="nofollow ugc noopener" target="_blank">Growth and Development Fund</a></li>
<li><a href="https://about.gitlab.com/handbook/total-rewards/benefits/general-and-entity-benefits/#parental-leave" rel="nofollow ugc noopener" target="_blank">Parental Leave</a> </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" rel="nofollow ugc noopener" target="_blank">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. 
Privacy Policy: Please review our <a href="https://handbook.gitlab.com/handbook/hiring/candidate-faq/recruitment-privacy-policy/" rel="nofollow ugc noopener" 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 <a href="https://about.gitlab.com/handbook/people-policies/inc-usa/#equal-employment-opportunity-policy" rel="nofollow ugc noopener" target="_blank">GitLab’s EEO Policy</a> and <a href="https://about.gitlab.com/handbook/labor-and-employment-notices/#eeoc-us-equal-employment-opportunity-commission-notices" rel="nofollow ugc noopener" target="_blank">EEO is the Law</a>. If you have a disability or special need that requires <a href="https://about.gitlab.com/handbook/people-policies/inc-usa/#reasonable-accommodation" rel="nofollow ugc noopener" target="_blank">accommodation</a>, please let us know during the <a href="https://about.gitlab.com/handbook/hiring/interviewing/#adjustments-to-our-interview-process" rel="nofollow ugc noopener" target="_blank">recruiting process</a>.

Contract Talent Acquisition Sourcer, Sales (APJ)

Since 2019, <a href="https://himalayas.app/companies/mercury">Mercury</a> has been rebuilding banking* for the way modern companies work. We combine thoughtful design with strong engineering to offer checking and savings accounts, cards, payments, credit, treasury and the analytics that tie it all together. Everything we build comes from one belief: finance should be carefully crafted, fast and transparent, and it should stay out of the way so founders can get back to building.That belief only holds up if the right people are building it. Hiring is one of the most important ways we shape <a href="https://himalayas.app/companies/mercury">Mercury</a>’s future. In this role, you’ll directly influence the teams building our products and the experience of our customers. As a Technical Recruiter, you’ll own a focused set of searches from kickoff to close and partner closely with hiring managers along the way. *<a href="https://himalayas.app/companies/mercury">Mercury</a> is a fintech company, not an FDIC-insured bank. Banking services provided through Choice Financial Group and Column N.A., Members FDIC.<h3>What you’ll do</h3><ul>
<li>Own full-cycle recruiting for engineering and data roles, from kick-off to close</li>
<li>Build and maintain strong, healthy pipelines across multiple roles simultaneously</li>
<li>Source candidates proactively and creatively to engage top technical talent</li>
<li>Develop a deep understanding of <a href="https://himalayas.app/companies/mercury">Mercury</a>’s products, engineering challenges, and team needs</li>
<li>Communicate clearly and consistently with stakeholders on pipeline health, progress, blockers, and recruiting timeline</li>
<li>Own offer strategy and closing for your searches</li>
<li>Deliver a candidate experience that's thoughtful and transparent from first touch to final decision</li>
</ul><h3>You should have:</h3><ul>
<li>1-3 years of experience as a technical recruiter supporting engineering or data teams</li>
<li>Strong sourcing skills that go beyond LinkedIn Recruiter</li>
<li>Deep curiosity about the products and teams you support, and a strong understanding of how the roles you hire for drive impact</li>
<li>Strong alignment with <a href="https://himalayas.app/companies/mercury">Mercury</a>’s values and ability to represent them authentically to candidates and your teammates </li>
<li>Enjoy building diverse, inclusive, and high-performing teams, and lead with deep empathy, kindness, and care for the work you do </li>
<li>Have a strong sense of urgency and ownership for the work you do, and be willing to help support hiring efforts across other areas of the business, as needed</li>
</ul><a href="https://himalayas.app/companies/mercury">Mercury</a> values diversity &amp; belonging and is proud to be an Equal Employment Opportunity employer. All individuals seeking employment at <a href="https://himalayas.app/companies/mercury">Mercury</a> 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.<div class="content-pay-transparency">
<div class="pay-input">
<div class="description">
Total Rewards The total rewards package at <a href="https://himalayas.app/companies/mercury">Mercury</a> 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">$107,400—$120,900 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">$96,700—$108,800 USD</div>
</div>
<div class="pay-input">
<div class="title">Canadian employees (any location):</div>
<div class="pay-range">$101,500—$114,200 CAD</div>
</div>
</div>Originally posted on <a href="https://himalayas.app">Himalayas</a>

Recruiter - Technical

Colaboramos con una consultora tecnol&#xF3;gica de referencia en SAP, presente en m&#xE1;s de 45 pa&#xED;ses. Desde su Unidad de Consultor&#xED;a SAP est&#xE1;n reforzando el equipo con dos incorporaciones clave en proyectos de Recursos Humanos para el sector p&#xFA;blico y privado. &#x1F4CD; 100% remoto desde cualquier punto de Espa&#xF1;a &#xB7; 40.000&#x2013;60.000 &#x20AC; brutos/a&#xF1;o seg&#xFA;n perfil y experiencia PERFIL 1 &#xB7; Consultor/a SAP HCM (Sector P&#xFA;blico)Qu&#xE9; har&#xE1;s Analizar, dise&#xF1;ar e implementar soluciones SAP HCM para organismos y entidades p&#xFA;blicas, garantizando el cumplimiento de la normativa vigente y el correcto funcionamiento de los procesos de n&#xF3;mina y administraci&#xF3;n de personal.Qu&#xE9; buscamos<ul><li>4 a&#xF1;os de experiencia en consultor&#xED;a SAP HCM orientada al sector p&#xFA;blico.</li><li>Dominio de la legislaci&#xF3;n laboral, preferiblemente de la Administraci&#xF3;n P&#xFA;blica.</li><li>Experiencia en parametrizaci&#xF3;n de esquemas y reglas de n&#xF3;mina.</li><li>Valorable: certificaci&#xF3;n SAP PSE.</li></ul> PERFIL 2 &#xB7; Jefe/a de Proyectos SAP HCM o SuccessFactors (Sector P&#xFA;blico)Qu&#xE9; har&#xE1;s Liderar y coordinar proyectos de implantaci&#xF3;n de SAP HCM o SuccessFactors en el &#xE1;mbito del sector p&#xFA;blico: gestionar la relaci&#xF3;n con el cliente, cumplir los plazos, controlar el presupuesto y dirigir a los equipos t&#xE9;cnicos y funcionales.Qu&#xE9; buscamos<ul><li>Al menos 4 a&#xF1;os de experiencia en consultor&#xED;a SAP HCM y s&#xF3;lida experiencia en gesti&#xF3;n de proyectos tecnol&#xF3;gicos dentro del entorno SAP (HCM o SuccessFactors).</li><li>Preferiblemente, trayectoria previa en el sector p&#xFA;blico.</li><li>Visi&#xF3;n estrat&#xE9;gica y habilidades de liderazgo.</li></ul> Para ambos perfiles<ul><li>Titulaci&#xF3;n universitaria en Ingenier&#xED;a Inform&#xE1;tica, Administraci&#xF3;n de Empresas, Relaciones Laborales, Derecho, Sistemas de Informaci&#xF3;n o campos relacionados (imprescindible).</li><li>Espa&#xF1;ol fluido e ingl&#xE9;s conversacional (imprescindible).</li><li>S&#xF3;lida base anal&#xED;tica, dominio de la arquitectura SAP y capacidad de trabajar en entornos multidisciplinares.</li></ul> Qu&#xE9; ofrecen<ul><li>Un equipo diverso que respeta las diferencias que nos hacen m&#xE1;s humanos.</li><li>Compa&#xF1;erismo: trabajo en equipo y aprendizaje mutuo.</li><li>Flexibilidad y conciliaci&#xF3;n: el teletrabajo est&#xE1; en su ADN, con flexibilidad horaria y jornada intensiva los viernes y los meses de julio y agosto.</li><li>Aprendizaje continuo: formaci&#xF3;n en idiomas, t&#xE9;cnicas y certificaciones, etc.</li><li>Carrera profesional individualizada, para que llegues hasta donde quieras.</li><li>Autonom&#xED;a: posibilidad de proponer y promover nuevas oportunidades.</li><li>Programa de retribuci&#xF3;n flexible: tickets de guarder&#xED;a, restaurante, transporte y seguro m&#xE9;dico.</li><li>Beneficios exclusivos: descuentos en tecnolog&#xED;a, ocio, viajes y participaci&#xF3;n en iniciativas solidarias y medioambientales.</li><li>Proyecci&#xF3;n internacional: presentes en 45 pa&#xED;ses.</li></ul>

Consultor/a SAP HCM / SuccessFactors y Jefe/a de Proyectos (Sector Público) | Full Remote | 40–60 K€

Overview Senior Human Resources Advisor &#x1F4CD; Location: Remote, US &#x1F5A5;&#xFE0F; Work Model: Remote About The Role As a Senior Human Resources Advisor, you will serve as a trusted partner to employees and leaders across the organization, delivering expert HR guidance and driving seamless employee lifecycle experiences. You bring a solutions-oriented mindset, a deep understanding of HR practices, and the ability to navigate complexity with confidence and discretion. Your Role Responsibilities? Here&apos;s What You&apos;ll Do. <ul><li>Serve as a primary point of contact for employees and leaders, providing guidance on HR policies, programs, and employee lifecycle processes while resolving moderately complex to complex inquiries and coordinating specialized support as needed.</li><li>Advise leaders on performance management practices, feedback, coaching, and documentation to support employee growth and organizational performance.</li><li>Execute employee lifecycle processes &#x2014; including onboarding, offboarding, organizational changes, and employment updates &#x2014; while continuously identifying opportunities for improvement and greater efficiency.</li><li>Partner with HR Business Partners and Centers of Excellence to execute HR programs, contribute to key initiatives, and drive continuous process improvements.</li><li>Interpret and apply HR policies and practices with a strong understanding of local employment requirements; proactively identify risks and recommend appropriate action.</li><li>Collaborate with HR Advisors to drive consistency and alignment in HR support processes and knowledge sharing across regions and lines of business. </li></ul>Role Essentials You&apos;ll be set up for success if you have: <ul><li>Bachelor&apos;s degree or equivalent experience in Human Resources or a related field.</li><li>Demonstrated experience providing HR support and guidance to employees and managers.</li><li>Experience working with HR systems and maintaining accurate employee data and records.</li><li>Experience administering employee lifecycle processes and applying HR policies and programs.</li><li>Strong knowledge of local employment requirements, including works councils, employee representative bodies, and collective bargaining or consultation obligations in the countries supported. </li></ul>What We&apos;d Like to See Bonus points if you bring: <ul><li>Strong oral and written communication skills with the ability to interact with others with professionalism, discretion, and tact.</li><li>Strong critical thinking and problem-solving skills with a practical, solutions-oriented approach.</li><li>Fluency in English, plus professional proficiency in the primary language(s) of the countries supported (Spanish/Portuguese for LATAM; applicable local languages for EMEA and APAC) .</li><li>Demonstrated ability to handle sensitive information with discretion and maintain confidentiality.</li><li>Strong ability to establish rapport, gain the trust of others, and effectively build consensus across all levels of the organization. </li></ul>About Hyland Hyland is the pioneer of the Content Innovation Cloud&#x2122;, delivering ubiquitous enterprise intelligence to organizations with solutions that unlock actionable insights and drive automation. Trusted by thousands of organizations worldwide, including many of the Fortune 100, Hyland&apos;s solutions create the foundation for a connected, agentic enterprise, where teams harness the power of AI to redefine how they operate and engage with those they serve. For additional information on Hyland&apos;s platform and services, please visit Hyland.com . &#xA9; Hyland. All rights reserved. About Hyland Life #HylandLife Since 1991, it has been Hyland&apos;s mission to help our employees, customers and partners exceed their potential with our industry-leading content services platform . Our employees exude a contagious energy and are passionate about what they do &#x2013; whether it&apos;s helping customers succeed, raising up their fellow Hylanders, or engaging in the communities where they live and work. The #HylandLife hashtag encompasses our employee-centric culture. Our employees live our culture day in and day out by bringing their best self to work. Hyland supports them to do just that through career development resources, wellbeing programs and innovation practices. We thrive on diverse viewpoints and new ideas and believe that a positive, inclusive workplace is imperative to sustainable success. As we&apos;ve grown to a company of nearly 4,000 strong, we have the opportunity to make a significant impact on our communities . We strongly support employee initiatives and align our giving campaigns and programs to organizations that are important to them. Equal Opportunity Statement Hyland is an equal opportunity employer. We value diversity and are committed to providing an inclusive workplace for all employees and applicants. Employment decisions are made without regard to any characteristic protected by applicable laws and regulations. Information collected during the hiring process is used solely to assess qualifications, verify identity, and comply with legal requirements.

Senior Human Resources Advisor

Compass Corporate Salary: $210,000 - $230,000 / year Other Forms of Compensation: Annual bonus potential Pay Grade: 19 A Family Of Companies And Experiences As the leading foodservice and support services company, Compass Group USA is known for our great people, great service and our great results. If you&#x2019;ve been hungry and away from home, chances are you&#x2019;ve tasted Compass Group&#x2019;s delicious food and experienced our outstanding service. We have over 284,000 US associates who work in award-winning restaurants, corporate cafes, hospitals, schools, arenas, museums, and more in all 50 states. Our reach is constantly expanding to shape the industry and create new opportunities for innovation. Join the Compass family today! great people. great services. great results. Each and every individual plays a key role in the growth and legacy of our company. We know the next big idea can come from anyone. We encourage developing and attracting expertise that differentiates us as a company as we continue to raise the bar. Job Summary: The Vice President, Human Resources serves as the senior HR leader responsible for workforce strategy, talent, culture, and organizational effectiveness across mission-critical environments that may include data centers, mission-critical and critical environments, facilities management and integrated facilities management, advanced manufacturing, semiconductor and cleanroom operations, life sciences, healthcare facilities, construction, commissioning, capital projects, industrial operations, infrastructure, utilities, and other 24/7 hard-services and engineering operations. This leader partners with Executive Leadership, Operations, Engineering, Facilities, Safety, Finance, and Commercial teams to build the talent, leadership capability, and workforce infrastructure required for 24/7 operations, operational reliability, client commitments, and profitable growth. This role is remote with a preference to be based in the Eastern or Central U.S. Key Responsibilities: Business &amp; Workforce Strategy <ul><li> Develop and execute an integrated HR strategy for mission critical operations aligned with growth, operational, financial, and client objectives.</li><li> Serve as a trusted advisor to the CEO and senior leadership on workforce strategy, organizational design, talent, culture, labor strategy, and organizational effectiveness.</li><li> Build scalable HR practices for a rapidly growing, geographically dispersed, multi-site organization supporting highly technical and operationally complex environments.</li><li> Ensure people strategies reinforce safety, reliability, quality, accountability, client outcomes, and operational excellence. </li></ul>Talent, Leadership &amp; Workforce Capability <ul><li> Develop workforce plans that support 24/7 mission-critical operations, new site launches, expansions, mobilizations, commissioning, and workforce transitions.</li><li> Build strategies to attract, retain, and develop engineering, facilities, maintenance, construction, commissioning, hard-services, technical, and frontline talent.</li><li> Strengthen succession planning, leadership development, career pathways, critical-role coverage, and readiness for continued growth.</li><li> Partner with Operations to anticipate labor-market constraints and create sustainable sourcing, development, and retention strategies. </li></ul>Culture, Employee &amp; Labor Relations <ul><li> Drive a high-performance, safety-focused culture built on accountability, engagement, inclusion, and continuous improvement.</li><li> Provide strategic oversight of employee and labor relations across union and non-union environments.</li><li> Partner with leaders to improve workforce stability, retention, engagement, leadership effectiveness, and the employee experience. </li></ul>Analytics, Transformation &amp; Leadership <ul><li> Leverage workforce analytics to improve staffing, retention, productivity, talent decisions, and operational outcomes.</li><li> Establish key workforce metrics, executive reporting, and governance routines that support timely decisions and accountability.</li><li> Optimize HR processes, systems, and service delivery to support scale, consistency, and field adoption.</li><li> Partner with Operations, Sales, Solutions, Finance, and Commercial leadership on growth, client retention, and new business opportunities.</li><li> Build and lead a high-performing HR organization with the capabilities required to support Support Services growth. </li></ul>Required Qualifications: <ul><li> Bachelor&apos;s degree in Human Resources, Business, or a related field; advanced degree preferred.</li><li> 15+ years of progressive HR leadership experience in complex, multi-site environments.</li><li> Experience supporting 24/7 operations, mission-critical environments, facilities management, technical services, engineering operations, construction, manufacturing, healthcare, or comparable industries.</li><li> Strong experience across talent, organizational development, employee relations, labor relations, workforce planning, and organizational design.</li><li> Experience supporting technical and frontline workforces in competitive labor markets.</li><li> Strong business acumen and demonstrated ability to connect people strategy to operational and financial outcomes.</li><li> Proven ability to influence executives and lead effectively in a matrixed organization.</li><li> Exceptional communication, leadership, and stakeholder-management skills.</li><li> Willingness and ability to travel as needed. </li></ul>Preferred Experience: <ul><li> Experience in data centers, critical environments, integrated facilities management, advanced manufacturing, semiconductor, cleanroom, life sciences, healthcare facilities, construction, commissioning, capital projects, infrastructure, utilities, hard services, or engineering operations.</li><li> Experience supporting hyperscale, colocation, or enterprise data center environments.</li><li> Experience with rapid growth, new site launches, mobilizations, acquisitions, or geographic expansion.</li><li> Experience with workforce analytics, HR technology, and data-driven talent strategies. </li></ul>Apply to Compass Group today! Click here to Learn More about the Compass Story Compass Group is an equal opportunity employer. At Compass, we are committed to treating all Applicants and Associates fairly based on their abilities, achievements, and experience without regard to race, national origin, sex, age, disability, veteran status, sexual orientation, gender identity, or any other classification protected by law. Qualified candidates must be able to perform the essential functions of this position satisfactorily with or without a reasonable accommodation. Disclaimer: this job post is not necessarily an exhaustive list of all essential responsibilities, skills, tasks, or requirements associated with this position. While this is intended to be an accurate reflection of the position posted, the Company reserves the right to modify or change the essential functions of the job based on business necessity. We will consider for employment all qualified applicants, including those with a criminal history (including relevant driving history), in a manner consistent with all applicable federal, state, and local laws, including the City of Los Angeles&#x2019; Fair Chance Initiative for Hiring Ordinance, the San Francisco Fair Chance Ordinance, and the New York Fair Chance Act. Compass Corporate maintains a drug-free workplace. Applications are accepted on an ongoing basis. Associates At Corporate Are Offered Many Fantastic Benefits. <ul><li>Medical</li><li>Dental</li><li>Vision</li><li>Life Insurance/ AD</li><li>Disability Insurance</li><li>Retirement Plan</li><li>Paid Time Off</li><li>Paid Parental Leave</li><li>Holiday Time Off (varies by site/state)</li><li>Personal Leave</li><li>Associate Shopping Program</li><li>Health and Wellness Programs</li><li>Discount Marketplace</li><li>Identity Theft Protection</li><li>Pet Insurance</li><li>Commuter Benefits</li><li>Employee Assistance Program</li><li>Flexible Spending Accounts (FSAs) </li></ul>Associates may also be eligible for paid and/or unpaid time off benefits in accordance with applicable federal, state, and local laws. For positions in Washington State, Maryland, or to be performed Remotely, click here or copy/paste the link below for paid time off benefits information. https://www.compass-usa.com/wp-content/uploads/2023/08/2023_WageTransparency_CorpAndFoodbuy.pdf Certain positions may require Florida Level 2 background screening. Details: https://info.flclearinghouse.com/ Req ID: 1584509 Compass Corporate ERIN S PRINDLE [[req_classification]]

Vice President, Human Resources - Remote

Description Director of Human Resources Shared Services and Records Mission The Human Resources Director of Shared Services and Records (HRDSSR) is responsible for planning, coordinating, and evaluating the various services, policies, and standard operating procedures (SOPs) for the organization. The HRDSSR will carry out and oversee the HR initiatives while providing advice and counsel to the leadership team. In addition, the incumbent is accountable for service level delivery through the effective management of the team, regular process improvements, and partnering with other functional areas. This leader will be responsible for developing strategies and providing advice on all HR-related subjects, keeping a pulse on employee relations, ensure practices are compliant with regulations, and coordinate the administering of HR services. The HRDSSR will report directly to the MD of HR Operations. Supervisory Responsibilities Lead and oversee a team of HR clerks and managers to support general HR operations and all employment-related compliance matters, processes, and policies. Location: This is a full-time remote position based in Texas, with preference given to candidates who live in Austin, El Paso, Houston, Permian Basin (Midland/Odessa), Rio Grande Valley, San Antonio, and Tarrant County (Fort Worth), or who are willing to relocate. Travel Expectations Up to 20% of the time during the busiest parts of the year Essential Duties What You&#x2019;ll Do &#x2013; Accountabilities <ul><li> Develop and deliver HR KPIs and reporting cadences to continuously enhance effectiveness and efficiencies across the regions</li><li> Improve service delivery in all areas of operations including resource management, building skills and capabilities in the team, and continuously improving processes, systems and the knowledge base via standardization, digitalization, automation and process consolidation</li><li> Establish and deliver a productive and high-quality Continuous Improvement (CI) roadmap, including business process improvement</li><li> Develop and execute against profit plan (budget) objectives and targets annually, and ensure resources deployed optimally</li><li> Engage with senior HR and business leaders on issue escalations and negotiate solutions</li><li> Develop and maintain strong communication and presentation skills, with the ability to speak comfortably and professionally to individuals and groups at all levels of the organization</li><li> Ensure all processes are documented and business continuity plans are in place </li></ul>Additional Duties And Responsibilities <ul><li> Partner with information technology teams to drive innovation and implement new solutions </li></ul>Knowledge and Skills &#x2013; Competencies <ul><li>Make Strategic Decisions: This team member uses data and trends to drive decisions that impact multiple teams, while anticipating risks and planning contingencies for key initiatives. They apply strategic frameworks to clarify challenges and guide coherent action, and they actively support others in strengthening their strategic thinking and decision-making capabilities. </li><li>Manage Work and Teams: This team member builds and maintains systems to track progress toward team goals, ensuring clarity through defined roles and responsibilities. They implement structured processes that support smooth team operations and strategically allocate time and resources to drive goal achievement. </li><li>Grow Self and Others: This team member uses data to assess development needs and designs learning opportunities that align with team goals and individual career growth. They model a growth mindset by being open about their own development and ensure that both personal and team-led learning initiatives are impactful and well-aligned with organizational priorities. </li><li>Build a Culture of Trust: This team member builds trust and drives positive engagement across multiple groups, as reflected in strong feedback and survey results. They proactively address concerns, model transparency and authenticity, and foster collaboration through open, honest communication and shared ownership. </li><li>Communicate Deliberately: This team member communicates a clear and compelling vision that aligns team efforts with organizational goals. They proactively identify and address communication gaps across workstreams, implementing solutions to enhance coordination, while anticipating and resolving stakeholder concerns before they surface. </li></ul>Additional Skills <ul><li> HR Operations Expertise: strong knowledge of HR policies, procedures, and best practices with experience in process improvement and optimization</li><li> People Management: ability to manage and lead a team of HR shared services staff, build effective relationships with other HR functions, and provide coaching and mentoring</li><li> Customer Focus: ability to understand the needs of various stakeholders, deliver high quality service and ensure customer satisfaction</li><li> Project Management: ability to manage complex projects, develop project plans, monitor progress and deliver on time/budget</li><li> Change Management: ability to lead and manage change initiatives, communicate effectively</li><li> Communication: strong verbal and written communication skills to communicate effectively</li><li> Problem-Solving strong analytical skills and ability to identify, analyze and solve complex problems and recommend effective solutions</li><li> Continuous Improvement: strong focus on innovation, CI tools and enhancing HR shared services delivery </li></ul>Required Experience <ul><li> Education: Bachelor&apos;s Degree in HR, Business, or a related field required</li><li> High level of proficiency in Microsoft Excel, PowerPoint, and Word required </li></ul>Preferred Education And Experience <ul><li> Master&apos;s Degree preferred</li><li> At least 3 years of experience in Human Resources</li><li> At least 1 year of successful management experience</li><li> Experience in managing and implementing multiple projects</li><li> Strong business partnership experience</li><li> Experience designing, assessing, deploying and optimizing initiatives</li><li> Strong collaboration skills with experience partnering across HR functions</li><li> Excellent communication and interpersonal skills</li><li> Experience with defining and presenting pipeline metrics and data </li></ul>Physical Requirements <ul><li> Must be able to sit for extended periods of time without leaving the work area. </li></ul>What We Offer Compensation &amp; Benefits: Salaries for people entering this role typically fall between $89,600 and $105,300, commensurate with relevant experience and qualifications and in alignment with internal equity. This role is also eligible for performance pay based on organizational performance and goal attainment. Additionally, we offer medical, dental, and vision plans, disability, life insurance, parenting benefits, flexible spending account options, generous vacation time, referral bonuses, professional development, and a 403(b) plan. You can find more information about our benefits at https://ideapublicschools.org/careers/benefits/. <ul><li> IDEA may offer a relocation stipend to defray the cost of moving for this role, if applicable. </li></ul>Application Process Submit your application online through Jobvite. Please note that applications will be reviewed on an ongoing basis until the position is filled. Applicants are encouraged to apply as early as possible. Learn more about IDEA At IDEA, we use our Core Values to promote human connection and a culture of integrity, respect, and belonging for all Team and Family members. Learn more about our Commitment to Core Values here: https://ideapublicschools.org/our-story/#core-values IDEA Public Schools does not discriminate on the basis of race, color, national origin, age, sex or disability, in admission or access to, or treatment of employment in its programs and activities. Any person having inquiries concerning the organization&apos;s compliance with the regulations implementing Title VI of Civil Rights Act of 1964 (Title VI), Section 504 of the Rehabilitation Act of 1973 (Section 504), or Title II of the Americans with Disabilities Act of 1990 (ADA), may contact IDEA Human Resources at (956) 377-8000.

Director of Human Resources Shared Services and Records (Immediate Opening)

Position Summary The Recruiter leads full-cycle recruiting for professional roles across IDEAL Industries&#x2019; business divisions. In our high-growth environment, this role partners with hiring managers and HR leaders to attract strong talent, make sound selection decisions, and deliver an excellent candidate experience while helping preserve and strengthen our cherished workplace culture. The ideal candidate has at least two years of recruiting or talent acquisition experience, strong sourcing and relationship-building skills, and the ability to manage competing priorities. Experience recruiting in a manufacturing, industrial, engineering, or technology environment is preferred. This is a remote role; candidates located in northeastern Illinois are preferred. Key Responsibilities Recruiting &amp; Partnership <ul><li>Manage full-cycle recruiting for professional, technical, and leadership roles across multiple business units, demonstrating drive for results through timely follow-through and high-quality hiring outcomes.</li><li>Partner with hiring managers and HR leaders to define candidate profiles, recruiting strategies, interview plans, and selection criteria, using collaboration to align stakeholders and move searches forward.</li><li>Screen, interview, and assess candidates, applying sound judgement to recommendations and seeking guidance when situations are new or unclear.</li><li>Coordinate interviews, assessments, offers, negotiations, and candidate communications to create a responsive and professional experience. </li></ul>Sourcing &amp; Continuous Improvement <ul><li>Source and engage active and passive candidates through LinkedIn Recruiter, referrals, networking, industry associations, and other relevant channels.</li><li>Build pipelines for critical and recurring roles and use market data to inform recruiting strategies and workforce planning.</li><li>Demonstrate adaptability by adjusting priorities and sourcing approaches as business needs, market conditions, and stakeholder expectations change.</li><li>Apply a growth mindset by seeking feedback, testing new approaches, and using data and lessons learned to improve recruiting outcomes. </li></ul>Candidate Experience &amp; Recruiting Operations <ul><li>Provide hiring managers with timely updates and practical guidance on talent availability, compensation expectations, and candidate engagement.</li><li>Represent IDEAL Industries&#x2019; culture and values while maintaining clear, respectful communication with candidates.</li><li>Maintain accurate applicant tracking system records, monitor recruiting metrics, and follow applicable employment laws, policies, and procedures.</li><li>Support employer-brand and talent-attraction initiatives as needed. </li></ul>Success Measures <ul><li>Builds strong candidate pipelines and fills roles with qualified talent.</li><li>Balances speed, quality, and stakeholder needs throughout the hiring process.</li><li>Earns trust with hiring managers and provides a consistently positive candidate experience.</li><li>Uses recruiting data, curiosity and feedback to improve results. </li></ul>Qualifications Required <ul><li>Bachelor&#x2019;s degree in Human Resources, Business Administration, Communications, Psychology, or a related field, or an equivalent combination of education and experience.</li><li>At least two years of recruiting or talent acquisition experience.</li><li>Experience sourcing, screening, and engaging candidates for professional roles.</li><li>Strong communication, relationship-building, organization, and follow-through.</li><li>Ability to manage multiple searches and changing priorities.</li><li>Proficiency with applicant tracking systems, LinkedIn Recruiter or similar sourcing tools, and Microsoft Office applications. </li></ul>Benefits IDEAL Industries offers a competitive benefits package, including: <ul><li>Medical, Dental &amp; Vision Insurance</li><li>401(k) with Company Match</li><li>Cash Balance Pension Plan</li><li>Education Reimbursement</li><li>Wellness Programs </li></ul>We also support well-being, community involvement, and work-life balance through: <ul><li>Vacation</li><li>Personal Days</li><li>Volunteer Time</li><li>Holidays</li><li>Parental Leave </li></ul>About IDEAL Industries IDEAL Industries, Inc. is proud to be recognized as one of Best Practice Institute&apos;s Global Top 100 Most Loved Workplaces . We are an Equal Opportunity Employer committed to creating an inclusive environment where all employees can thrive. We know that when you honor relationships, success for all will follow.

Recruiter

Hello, I&#x2019;m Danielle, Senior Director, People Experience at Customer.io! We&apos;re expanding our people team in the United States and seeking a People Partner to support our global team in a fast-paced, innovative environment. This is a great fit for an HR professional with a few years of experience who&apos;s ready to deepen their impact as a partner to the business. The People Partners at Customer.io are advocates for our people, leveraging their skills in data analytics, change management, and industry knowledge. They use these skills to enhance Customer.io&#x2019;s transformation, agility, and efficiency, delivering meaningful outcomes for both our team members and the business. You&apos;ll work alongside a cross-functional team to support talent management, development, retention, and organizational effectiveness. Strong communication, critical thinking, and a foundation in workforce planning will set you up for success. If you&apos;re passionate about contributing to a supportive, high-performing culture, we&apos;d love for you to join our collaborative team. About Customer.io Over 8,000 companies &#x2014; from scrappy startups to global brands &#x2014; use our platform to send billions of emails, push notifications, in-app messages, and SMS every day. Customer.io powers automated communication that people actually want to receive. We help teams send smarter, more relevant messages using real-time behavioral data. Some things you&apos;ll do: <ul><li>Support business alignment: Partner with departmental leaders to understand business needs and help develop plans that build organizational capabilities and support growth.</li><li>Performance management: Own and elevate our review cycles end to end &#x2014; lead the annual and bi-annual processes, guide calibration and compensation decisions, and coach managers to build accountability and develop talent across the team.</li><li>Employee relations: Guide managers and employees through day-to-day questions and concerns with fairness and sound judgment, fostering a positive, respectful work environment.</li><li>Organizational development: Help assess team structures and work with leaders to identify areas for improvement and put changes into practice.</li><li>Change management support: Support organizational change efforts and help build change-readiness across teams.</li><li>Leadership support: Build strong working relationships with managers to understand their needs in the context of business goals, and provide day-to-day partnership and guidance.</li><li>Data analysis: Review and analyze People metrics and analytics (including employee experience and lifecycle data) to spot trends and support informed decisions.</li><li>Employee engagement: Work with leaders to roll out engagement initiatives.</li><li>People programs support: Help develop and implement people programs that foster employee growth and development.</li><li>People team support: Be an active member of the People Experience team, contributing to strong HR capabilities. </li></ul>About you: <ul><li>You&apos;re a self-starter with strong communication and presentation skills.</li><li>You&apos;ve got a knack for creative problem solving and avoid a one-size-fits-all approach.</li><li>You&apos;re a champion for change, supporting leaders and employees through change initiatives.</li><li>You care about employee engagement, team members&apos; well-being, and DEIB, and are eager to help build programs that support them.</li><li>You understand the importance of tailoring programs, strategies, and suggestions to fit different needs.</li><li>You&apos;re agile and adaptable, with a growth mindset for learning new skills. </li></ul>What we&apos;re looking for: <ul><li>HR Experience: 5+ years of progressive HR/People experience, ideally as an HRBP or People Partner supporting multiple teams or functions. You bring real depth across organizational design, change management, performance management, DEIB, culture championing, coaching and development, and people programs such as rewards and recognition. A strong foundation in People data and analytics &#x2014; using metrics to diagnose issues and drive decisions &#x2014; is especially important for this role.</li><li>Business Acumen: Ability to understand performance objectives that drive business outcomes, and to leverage data and analytics to support informed business decisions.</li><li>Experience with Management: Experience partnering with leaders and demonstrating influence and accountability in support of the people agenda.</li><li>Global Perspective: Ability to establish trust, fairness, and credibility with team members, managers, and cross-functional partners in a global environment.</li><li>Collaborative Problem Solver: Ability to work seamlessly with key partners across the People Team, including Recruiting, People Operations, and Total Rewards. </li></ul>Compensation &amp; Benefits We believe in transparency. We are offering a compensation package between $100k - $130k USD, subject to market rate adjustment. In addition to base salary, this role includes an equity grant in the form of stock options, so you share in the success you help build. We know our people are what make us great, and we&#x2019;re committed to taking great care of them. Our inclusive benefits package supports your well-being and growth, including 100% coverage of medical, dental, vision, mental health, and supplemental insurance premiums for you and your family. We also offer 16 weeks paid parental leave, unlimited PTO, stipends for remote work and wellness, a professional development budget, and more. See full benefits here &#x2192; Our Process No gotchas, no trick questions - just a clear, human process designed to help both of us make an informed decision. <ul><li>30-minute video call with a Recruiter</li><li>45-minute video call with the Hiring Manager</li><li>45-minute video call with the Business Leader, Compensation Leader and 2 People Partner Team Members</li><li>Take-Home Assignment + 60-minute Panel Presentation with the People Team Leadership </li></ul>All final candidates will be asked to complete a background check and employment verifications as part of our pre-employment process. Customer.io recognizes the stifling impact of systemic injustice on diverse communities. We commit to using our influence to increase inclusion and equity within the tech industry. We strive to build an inclusive team culture, implement bias-free hiring practices, and develop community partnerships to expand our global impact. Zoom is the only video conference platform that we use, virtual interviews will be conducted using the video capability (i.e., not via the chat), and offers will be extended in writing on official Customer.io letterhead. Please be vigilant in all of your job search activity, and if you have any questions please contact jobs@customer.io. Join us! Check out our careers page for more information about why you should come work with us! We are passionate about our core values of Empathy, Transparency, Responsibility, and Awkwardness and are looking for new coworkers to share and build that passion!

People Partner

Join the Cleveland Clinic team, where you will work alongside passionate caregivers and provide patient-first healthcare. Cleveland Clinic is recognized as one of the top hospitals in the nation. At Cleveland Clinic, you will receive endless support and appreciation and build a rewarding career with one of the most respected healthcare organizations in the world. As a Senior Compensation Consultant, you will lead complex compensation initiatives focused on job evaluation, internal equity, market reviews, survey participation, and overall compensation analysis to develop consistent and equitable pay programs, ensure compliance with state and federal regulations, and maintain market competitiveness across relevant labor markets. In this role, you will serve as a subject matter expert in compensation administration, manage large projects and processes and may assist in the development and guidance of other compensation caregivers. You will provide expertise in Executive Compensation, Incentive Programs, International Compensation, Sales Compensation, and other specialized areas. This position will work on compensation programs, particularly incentive compensation, by reviewing and applying eligibility criteria, completing scoring and award calculations, maintaining compensation rules and structures, and partnering on specialized compensation initiatives. This role will support projects, programs, and initiatives including incentive compensation, the Mission Impact Plan, physician compensation, international compensation review, and Workday Extend. You will manage incentive compensation work and the build-out of the incentive program in Workday Extend, including technical compensation processes tied to system configuration. A caregiver in this role works remotely from 8:00 a.m. &#x2013; 5:00 p.m. This role prefers candidates who reside in Ohio, Florida, or Nevada. A caregiver who excels in this role will: <ul><li>Consult with Human Resource Services, Talent Acquisition and management across the organization to identify/resolve compensation-related initiatives and issues for assigned client groups.</li><li>Manage the Executive Compensation process</li><li>Lead major, complex Compensation projects and participate in a variety of Human Resource related projects.</li><li>May consult on Workday solutions specific to the Compensation function</li><li>Interface with Human Resources representatives to ensure appropriate level of understanding and administration capability relative to the broad spectrum of both direct and indirect compensation programs.</li><li>Perform audits of various Compensation programs and the application of the programs to ensure compliance with internal policies as well as local, state and federal laws and guidelines.</li><li>Analyze various market and legal trends to determine whether Compensation programs are market-competitive and are compliant with current legal regulations.</li><li>Mentor and train lower-level analysts.</li><li>Other duties as assigned </li></ul>Minimum qualifications for the ideal future caregiver include: <ul><li>Bachelor&apos;s degree in Business Administration, Human Resources or related field</li><li>10 years of Compensation experience</li><li>Critical thinking skills, decisive judgment and the ability to work with minimal supervision </li></ul>Preferred qualifications for the ideal future caregiver include: <ul><li>Master&apos;s degree</li><li>Certified Compensation Professional (CCP)</li><li>Professional in Human Resources (PHR) or Senior Professional in Human Resources (SPHR) certification </li></ul>Physical Requirements: <ul><li>Requires ability to sit for extended periods of time, normal or corrected vision; dexterity sufficient to perform work utilizing a personal computer.</li><li>Ability to perform duties in multiple facilities and locations. </li></ul>Personal Protective Equipment: <ul><li>Follows standard precautions using personal protective equipment as required. </li></ul>Pay Range Minimum Annual Salary: $84,200.00 Maximum Annual Salary: $128,412.50 The pay range displayed on this job posting reflects the anticipated range for new hires. A successful candidate&#x2019;s actual compensation will be determined after taking factors into consideration such as the candidate&#x2019;s work history, experience, skill set and education. The pay range displayed does not include any applicable pay practices (e.g., shift differentials, overtime, etc.). The pay range does not include the value of Cleveland Clinic&#x2019;s benefits package (e.g., healthcare, dental and vision benefits, retirement savings account contributions, etc.).

Senior Compensation Consultant

<div class="content-intro">
<a href="https://himalayas.app/companies/givedirectly">GiveDirectly</a> has delivered more than $1B in cash directly to 2+ million people living in poverty across 15 countries since 2011. We believe cash transfers are one of the most scalable, cost-effective, and dignified forms of aid, with the research to back it up. Our work has been covered by The Economist, NPR, TED, and The Washington Post. We are one of Time100’s Most Influential Companies of 2026.
Our culture is candid, analytical, and non-hierarchical. We support high ownership and real professional growth. Curious about what it's really like to work here? Read our values and hear from the people who do. If they resonate, this could be a great fit!
</div><h3>About this Role </h3><a href="https://himalayas.app/companies/givedirectly">GiveDirectly</a>'s People Operations team owns global payroll, employee lifecycle, HR data, and total rewards delivery for a workforce spread across more than 20 countries. As the team has grown, so has the case for additional capacity at the leadership level to help own the operating engine that keeps payroll, service delivery, and people data running well every day. This role is that operating engine. The Senior Manager, People Operations will manage a team of Associates and Coordinators (3 in total for now). You'll own end-to-end payroll delivery, the ticketing system and employee lifecycle (onboarding, offboarding, transfers), HRIS data quality, and execution of the annual compensation cycle and mobility transactions. You'll be the first point of contact for country HR teams on operational payroll, data, and ticketing matters, and you'll build depth across your team so critical knowledge doesn't sit with one person. This is a hands-on, builder's role. You'll set the operating model for your areas (cadence, controls, service standards) and be accountable for the outcomes, not just for delivering against someone else's plan. Job Type: Full-timeReports to: Senior Manager, People OperationsLevel: Senior ManagerLocation: Remote, with a requirement to overlap with an East Africa timezone by at least 3 hours, and meaningful overlap with US Eastern hours. We can only employ people in certain places at the moment, so it's worth checking our current list of eligible countries to see if yours is included. If you're based elsewhere, it's not an automatic no, but do flag it early with your recruiter. We are unable to sponsor or take over sponsorship of employment visas in the U.S. or U.K. at this time.Travel Requirements: Must be able to travel ~3-4 times per year to one of our countries of operation for team retreats and oversight.<h3>What you'll do</h3><ol>
<li>
Team leadership and delivery:<ul>
<li>Lead, coach, and develop a team, setting clear priorities, standards of work, and ownership across payroll, service delivery, people data, and lifecycle operations</li>
<li>Build depth and cover across the team so critical knowledge is not concentrated in one person, and establish clear escalation paths for absences and peak periods</li>
<li>Define the operating model for your areas, including cadence, controls, service standards, and how work is prioritized against the function roadmap</li>
<li>Serve as the first point of contact for country HR teams on operational payroll, data, lifecycle, and ticketing matters</li>
</ul>
</li>
<li>
Global payroll:<ul>
<li>Own end-to-end payroll delivery for all global staff across entities and employer of record arrangements, ensuring accurate and timely processing of salaries, benefits, and deductions</li>
<li>Own the payroll calendar, approvals, controls, and reconciliation, partnering with Finance on month-end, accruals, and people cost reporting</li>
<li>Manage payroll providers operationally, including service quality, issue resolution, invoicing, and migrations</li>
<li>Maintain current knowledge of payroll and statutory requirements across all operating locations, and drive the changes needed to stay compliant</li>
<li>Run annual bonus administration end to end, ensuring calculations are accurate and payments are made within designated timelines</li>
</ul>
</li>
<li>
People operations service delivery and employee lifecycle: <ul>
<li>Own the ticketing system and its operating rhythm, including triage, assignment, SLA performance, and reporting</li>
<li>Own onboarding, offboarding, transfers, and role changes as designed processes rather than a series of transactions, and be accountable for the experience they produce</li>
<li>Analyze trends and root causes of recurring issues and deliver structural fixes rather than repeat workarounds</li>
<li>Drive the implementation of tools that improve functionality and user experience</li>
<li>Act as the escalation point for complex or high-priority tickets, providing direction and ensuring timely resolution</li>
</ul>
</li>
<li>
People data and systems: <ul>
<li>Own HRIS operations and data quality, including the method for preventing inaccurate data entering the system at source</li>
<li>Own the people systems roadmap covering workflows, automation, integrations, and reporting infrastructure, partnering with IT and Finance on delivery</li>
<li>Run the audit and reporting cycle, and maintain reporting standards in practice</li>
<li>Produce the people reporting that leadership decisions rely on</li>
</ul>
</li>
<li>
Total rewards and mobility operations: <ul>
<li>Execute annual compensation cycles, salary adjustments, and increase rollouts accurately and on time</li>
<li>Own benefits administration across all locations, including renewals, enrollments, and issue resolution</li>
<li>Produce the analysis behind compensation decisions, including benchmarking, compa ratio and cost modelling, and equity audits</li>
<li>Execute mobility transactions end to end, including payroll and entity transfers, contract issuance, location-based pay changes, work permit and employer of record administration, and the supporting trackers and records</li>
</ul>
</li>
<li>
Other tasks:<ul>
<li>Participate in cross-functional initiatives and organizational projects, representing People Operations requirements</li>
<li>Perform all other duties that may be assigned to you from time to time by the Senior Manager, People Operations and stakeholders</li>
</ul>
</li>
</ol><h3>What you'll bring: </h3><ul>
<li>6+ years of professional experience in People Operations, HR operations, or global payroll, including at least 2 years managing a team</li>
<li>Direct experience running multi-country payroll and people operations, ideally including Sub-Saharan Africa and employer of record arrangements</li>
<li>Demonstrated ownership of an HRIS, including an implementation, migration, or significant data quality turnaround</li>
<li>A systems and process mindset, with the ability to point to workflows you have automated, simplified, or eliminated</li>
<li>Working knowledge of employment and statutory requirements across multiple jurisdictions, with sound judgment on compliance risk and a clear sense of when to decide and when to escalate</li>
<li>Strong analytical skills, including comfort with compensation and cost modelling and advanced spreadsheet ability</li>
<li>Ability to liaise remotely with a wide range of people at all levels and across different cultures, and to act with credibility, tact, and diplomacy</li>
<li>Strong stakeholder management skills, with the ability to communicate technical people operations content to non-specialist audiences</li>
<li>Comfort operating with incomplete guidance and shifting priorities, and strong time management across competing deadlines</li>
<li>Professionally proficient in English</li>
<li>Experience in a global non-profit, international development organization, or mission-driven company with an Africa presence preferred</li>
<li>Familiarity with employer of record and contractor models across multiple countries (Oyster, Remote, or similar) preferred</li>
<li>Aptitude to learn new software tools such as Slack, BambooHR, Jira, and Asana, and comfort with AI-assisted tools to streamline people operations workflows</li>
<li>
Exceptional alignment with <a href="https://himalayas.app/companies/givedirectly">GiveDirectly</a> Values and active demonstration of our core competencies: emotional intelligence, problem solving, project management, follow-through, and fostering inclusivity. We welcome and strongly encourage applications from candidates who have personal or professional experience in the low-income and/or historically marginalized communities that we serve.</li>
</ul><h3>Compensation</h3>At <a href="https://himalayas.app/companies/givedirectly">GiveDirectly</a>, we strive to pay our employees generously and equitably. We use an accredited third party salary aggregator to calculate what we believe to be competitive pay based on role, location, and cost of living. We also have a no negotiation policy to ensure we are paying staff equitably across roles. Read more about our compensation philosophy here.Unless otherwise noted, the benefits stipend may be used to cover benefits or taken as additional taxable income.<h3>United States</h3><ul>
<li>
Base Salary: $114,660</li>
<li>
Bonus at Target Performance: 10% (~$11,466, with potential for upside. For reference, with the organization’s current performance multiplier, this amount would be $13,415 in 2025)</li>
<li>Estimated Total Compensation at Target: $126,126+</li>
<li>
Annual Benefits Stipend: $21,393</li>
</ul><h3>United Kingdom</h3><ul>
<li>
Base Salary: £77,600</li>
<li>
Bonus at Target Performance: 10% (~£7,760, with potential for upside. For reference, with the organization’s current performance multiplier, this amount would be £9,079 in 2025)</li>
<li>Estimated Total Compensation at Target: £85,360+</li>
<li>
Annual Benefits Stipend: £2,760</li>
</ul><h3>Kenya</h3><ul>
<li>
Base Salary: $83,820</li>
<li>
Bonus at Target Performance: 10% (~$8,382, with potential for upside. For reference, with the organization’s current performance multiplier, this amount would be $9,807 in 2025)</li>
<li>Estimated Total Compensation at Target: $92,202+</li>
<li>
Annual Benefits Stipend: $8,453</li>
</ul>This role is fully remote, so if you are not based in the US, UK or Kenya, we will share an estimated salary benchmark for the country you are based in during the hiring process. Originally posted on <a href="https://himalayas.app">Himalayas</a>

Senior Manager, People Operations

<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>

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.

Remote HR jobs

Companies hiring for HR

HR in other regions

Other categories

Remote HR jobs

Companies hiring for HR

Related searches

HR in other regions

Other categories