Director of human resources jobs in Austin, TX

Ambiq's mission is to enable intelligence everywhere by delivering the lowest power semiconductor solutions. Ambiq is a pioneer and a leading provider of ultra-low-power semiconductor solutions based on our proprietary and patented sub- and near-threshold technologies. With the increasing power requirements of artificial intelligence (AI) computing, our customers are relying on our solutions to deliver AI to edge environments. Our hardware and software innovations fundamentally deliver a multi-fold improvement in power consumption over traditional semiconductor designs without expensive process geometry scaling. We began in 2010 by addressing the power consumption challenges of battery-powered devices at the edge, where they were most pronounced. As of the beginning of 2025, we've shipped more than 280+ million units worldwide. Our innovative and fast-moving teams of design, research, development, production, marketing, sales, and operations are spread across several continents, including the US (Austin), Taiwan (Hsinchu), China (Shanghai and Shenzhen), and Singapore. We value relentless technology innovation, a deep commitment to customer success, collaborative problem-solving, and an enthusiastic pursuit of energy efficiency. We embrace candidates who also share these same values. The successful candidate must be self-motivated, creative, and comfortable learning and driving exciting new technologies. We encourage and nurture an environment that fosters growth and opportunities to work on complex, meaningful, and challenging projects, creating a lasting impact and shaping the future of technology. Join us on our quest for enabling billions of intelligent devices. The intelligence everywhere revolution starts here. Scope Head of People Rewards and Wellbeing (a.k.a. The Performance Architect) We're on the hunt for a hands-on, numbers-loving hero to join our People & Culture team as our new Head of People Rewards and Wellbeing! This isn't just any HR role - it's a chance to design, build, and protect the very systems that keep our team rewarded, recognized, and ready to change the world. In this brand-new role, you'll take the lead in crafting and managing our total rewards strategy. You've got a strong grasp of compensation programs, from exempt employees to sales incentives and executive pay. Maybe you're not a full-blown expert in equity and variable comp yet - but you've got the curiosity, initiative, and drive to get there fast. You know your way around U.S. benefits and can spot cost trends before they become kryptonite. We're a fast-growing company of 200+ amazing humans, and in our close-knit HR squad, everyone gets to shape the story. If you're ready to flex your superpowers in compensation and benefits while diving into all things People & Culture, we'd love to have you on our team. You'll join an unstoppable crew of HR heroes: • Rick “The Talent Whisperer” Morales - Head of Talent Acquisition & Workforce Planning, finder of exceptional humans. • Gina “The Operations Dynamo” Barres - our master of organization and efficiency (seriously, she runs on pure energy). • Allie “The Austin Avenger” Garza - HR Generalist extraordinaire and fearless commander of our Austin HQ. • Helen “The APAC Guardian” Ng - keeping our global culture thriving across continents. You, our Performance Architect, will bring precision, empathy, and pride to ensuring everyone feels valued and motivated to deliver their best. You know this work isn't just about numbers - it's about people's lives, trust, and wellbeing. And that's what makes you the real hero of this story. Responsibilities Compensation Leadership Design, implement, and manage base salary, bonus, commission, and equity programs that align with company goals and reflect industry best practices. Oversee compensation evaluations for new hires, promotions, internal transfers, and retention initiatives to ensure fairness and consistency. Lead the annual compensation cycle - including merit increases, bonuses, and equity planning - ensuring systems are ready, data is accurate, and processes run efficiently. Model and analyze incentive plans to confirm alignment with business objectives and performance goals. Conduct in-depth compensation analyses and build reports, dashboards, and data models that support decision-making and long-term strategy. Benchmark roles and pay structures by participating in and analyzing results from global and regional Aon/Radford surveys to maintain market competitiveness. Drive pay equity and market studies, leading or contributing to audits that promote fairness, transparency, and compliance. 401 (k) management and development of ESPP Program Ensure global compliance by maintaining alignment of compensation programs with all relevant legal and regulatory requirements. Benefits Strategy Continuously evaluate and enhance our benefits offerings to ensure they stay competitive - and always equal to or better than what others in the market provide. Partner with Gallagher to manage U.S. employee benefits programs, including health, dental, vision, retirement, life insurance, and disability coverage. Collaborate with the APAC HR Lead to align non-U.S. benefit programs, promoting a consistent and equitable global employee experience. Serve as the go-to resource for employees on all things benefits - from enrollment questions to claims support and general inquiries. Work closely with benefit providers to troubleshoot issues, streamline processes, and ensure smooth, high-quality service for employees. Support key benefits milestones, including open enrollment, annual renewals, and employee education initiatives that help team members make the most of their benefits. Education and Experience Bachelor's degree in Human Resources, Finance, Accounting, or a related discipline. Master's degree a plus. Exposure or experience with payroll systems, ideally within a fast-paced or similar industry environment. Deep understanding of compensation and benefits principles, best practices, and compliance requirements. Familiarity with modern HR Information Systems, such as Paylocity (or similar platforms). Strong analytical mindset - skilled at gathering, interpreting, and translating complex data into actionable insights. Meticulous attention to detail with a commitment to accuracy and consistency. Proficient in NetSuite and Microsoft Office Suite, especially Excel for data analysis and reporting. Exceptional communication and collaboration skills, with the ability to build strong partnerships across teams. Trusted professional who handles confidential and sensitive information with discretion and integrity. **Must be currently authorized to work in the United States for any employer. We do not sponsor or take over sponsorship of employment visas (now or in the future) for this role. What You Need We're seeking passionate technologists who thrive on pushing boundaries, solving complex challenges, and driving transformative solutions. At Ambiq, you'll collaborate with a dynamic team that values relentless innovation, customer-centric thinking, and continuous learning. If you're a self-motivated, creative problem-solver eager to push technological limits and make a meaningful impact in energy efficiency, this is your opportunity to grow, excel, and turn groundbreaking ideas into reality. Most importantly, the successful candidate will be able to live the Ambiq Shared Values: Innovate: We tenaciously find ways to break down the barriers to possible solutions Collaborate: We proactively communicate and encourage each other to be better. Focus: We keep the voice of the customer at the center of everything we do. Learn: We strive for continuous improvement and are always curious. Achieve: We execute on quality and follow through on our commitments.

Talent Acquisition & HR Manager 1st Year Compensation $151,000 OTE ($131k Base + Incentives + Benefits) Your Mission: You'll lead the charge to find the best talent possible for each of our departments and ensure their ongoing experience with Easy Pay Direct matches our company values. You'll also lead the onboarding & ongoing HR related experience for them. It's your job to ensure we source, screen and onboard talent that aligns with our values and has a track record of executing the same or similar KPIs… then show up to manage their EPD experience through typical (and atypical) HR responsibilities. Everything we have built has led us to this moment… and now it's time to scale. In order to do that, we'll need to hire quickly without compromising quality. We're moving from 30-80% growth year over year to 500% and beyond. Do you have a track record of doing this? What you'll do Own, lead and drive the full life-cycle recruiting process, from sourcing to hire Work with leadership to define Job Descriptions & Success Profiles for several roles Manage the candidate experience throughout the process to ensure exposure and alignment with the Easy Pay Direct core values Advise on compensation strategies, helping align our company goals with hiring forecasts and role behaviors Discover and engage passive high quality candidates through creative sourcing techniques Consistently manage pipeline activity and maintain a fast experience, and proactively communicate with the management team on progress Continue to standardize and improve all steps of the recruiting and hiring process - from sourcing to initial training Understand agreements/contracts (non-solicitation/non-compete) relating to employment Stay up-to-date with Industry Trends to increase company and professional brand profile and meet potential candidates Travel to industry events to recruit as needed A few specifics Screen resumes/CV, selects suitable profiles and assesses candidates Post jobs and relevant articles to attract candidates Own, lead, and improve core HR processes including onboarding, offboarding, and employee lifecycle documentation Be the primary point of contact for employee relations issues, ensuring alignment with Easy Pay Direct values and policies Oversee basic HR operations such as benefits administration, leave tracking, and policy enforcement (leveraging external vendors where needed) Maintain and update internal HR policies, ensuring compliance with applicable laws and regulations Partner with leadership to manage performance review processes and drive accountability across teams Develop and execute employee engagement initiatives that enhance culture, retention, and alignment with company goals Maintain accurate employee records, including contracts, compensation details, and compliance-related documentation Who You Are You have 5+ years of recruiting experience, preferably in the payments or technology sector. Ideally in a high growth environment You provide clarity on recruiting vision, strategy and structure to Leadership Team You have experience using an ATS and are excited to systemize the ongoing process as much as possible. You have used creative approaches to reach exceptional talent and are confident in your ability to open dialog and sell this talent on the company value proposition. You are a self-starter, have great communication and interpersonal skills You have the ability to meet assigned hiring deadlines and headcount fulfillment for open positions You have the ability to cold call and communicate effectively to potential candidates You have managed HR responsibilities in the past and are comfortable with the technology to do so This company is built with Rockstar quality people. We are looking for the absolute best. If you don't feel you fit that description - there's no need to apply. We're only as strong as our weakest link and we're actively strengthening the chain. Benefits: Health Insurance 401(K) with company match An office stocked with snacks Downtown office with a shower on site Unlimited upward potential Weekly Company Happy Hours Company Sponsored Social Events About Easy Pay Direct: Easy Pay Direct is a leading e-commerce payments company, enabling entrepreneurs to sell products online. Easy Pay Direct was founded in 2012 by an Entrepreneur who understands the growing demand of e-commerce, with the vision to build a scalable, powerful online business. Located in the heart of Austin, Texas, in the midst of several restaurants, bars, coffee shops and food trucks.

About Us: We love going to work and think you should too. Our team is dedicated to trust, customer obsession, agility, and striving to be better everyday. These values serve as the foundation of our culture, guiding our actions and driving us towards excellence. We foster a culture of performance and recognition, allowing us to transform growth as we enable our employees to do the best work of their careers. This role is open to candidates based in or near Austin, TX. Our Austin office is based in the vibrant San Jacinto Center downtown with breathtaking views of Lady Bird Lake. At LogicMonitor, we hire within our Centers of Energy-vibrant locations where our teams connect, collaborate, and innovate. LogicMonitor is seeking an experienced Senior HR Program Manager to design, build, and operationalize programs that elevate the employee experience and strengthen our organizational capability. This role spans Leadership Development, Manager Development, and Employee Development (career growth and mobility) - and includes building frameworks for talent assessment, succession planning, career leveling, and promotions. As we evolve how we grow our people, this role will also ensure that our programs are AI-forward and data-informed - meaning we'll integrate modern technology and insights to make learning more personalized, scalable, and impactful. You'll partner closely with the Head of Global Business Partners (who owns the overall strategy) and work collaboratively across Employee Success, HR Operations, and the business to deliver meaningful, measurable outcomes. Here's a closer look at this key role: Program Design & Delivery Design, build, and launch high-impact leadership, manager, and employee development programs that align with LogicMonitor's culture and business priorities. Refresh existing programs to incorporate AI-enhanced learning tools, adaptive content, and digital coaching experiences that make development more accessible and effective. Ensure programs are measurable, iterative, and scalable, using feedback and data to continuously improve impact. Talent Management Frameworks Build and operationalize frameworks for talent reviews, succession planning, and career leveling. Partner with HRBPs and People Analytics to use data - including AI-driven insights - to identify skill gaps, measure readiness, and support advancement. Help design clear, transparent processes for promotion and career progression, ensuring consistency across the organization. Operational Excellence Develop governance, toolkits, and communication plans to ensure programs run smoothly and consistently across geographies and business units. Partner with HR Operations and Systems teams to integrate AI-enabled process improvements that enhance efficiency and user experience. Build dashboards and metrics to evaluate participation, adoption, and impact. Strategic Collaboration Partner closely with HRBPs, business leaders, and functional experts to align talent initiatives with evolving business needs. Contribute to the development of LogicMonitor's AI literacy and enablement efforts - helping leaders and employees understand how AI can support better learning, management, and performance. Stay current on emerging trends in talent, learning, and technology to ensure our programs remain modern and competitive. What You'll Need: 8+ years of experience in Talent Management, Learning & Development, or Organizational Development, ideally in a high-growth tech environment. Proven success designing and executing global, enterprise-wide development programs. Strong program management and change leadership capabilities. Experience leveraging technology - including AI-based learning tools or analytics - to enhance talent programs. Exceptional collaboration and communication skills, with the ability to influence across all levels. A passion for building a culture of continuous growth, and curiosity about how technology can amplify human potential. Residents of California, click Here to view our California Applicant Privacy Notice. Anticipated Application Close Date: 01/06/25 LogicMonitor is an Equal Opportunity Employer At LogicMonitor, we believe that innovation thrives when every voice is heard and each individual is empowered to bring their unique perspective. We're committed to creating a workplace where diversity is celebrated, and all employees feel inspired and supported to contribute their best. For us, equal opportunity means fostering a truly inclusive culture where everyone has the chance to grow and succeed. We don't just open doors; we invite you to step through and be part of something bigger. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability, or status as a protected veteran. #LI-CB1 #LI-Hybrid #BI-Hybrid LogicMonitor is dedicated to fostering a culture of transparency and fairness, including our commitment to pay transparency. We provide the base salary ranges for all positions posted within the United States. Compensation packages at LogicMonitor for eligible roles include base salary, a variable plan depending on role, along with comprehensive benefits. The range displayed on each job posting reflects the minimum and maximum base salary target for new hires in the position, determined by work location and additional factors, including job-related skills, experience, interview performance, and relevant education or training. LogicMonitor employees in eligible roles are also granted equity based compensation, subject to Board of Director approval. As part of our holistic compensation philosophy, your package will also include, but is not limited to: Comprehensive health, dental and vision coverage, generous parental leave policies, access to our Employee Assistance Program and various Wellness programs, a 401K with company matching, a learning and development stipend, and an unlimited vacation policy. For more information on our benefits, see our careers page. The Base Salary range for this role is:$114,765-$143,430 USD Our goal is to ensure an accessible and inclusive experience for every candidate. If you need a reasonable accommodation during the application or interview process under applicable local law, please submit a request via this Accommodation Request Form. Know your rights: workplace discrimination is illegal. Please click here to review LogicMonitor's U.S. Pay Transparency Nondiscrimination Provision.

Responsible for all employee benefits, recruiting, and ensuring that our institution is compliant with all state and federal laws. Preferred Qualifications At least 10 years of experience working as HR in the Education industry. Has supervised other employees for at least 10 years. Masters degree preferred.

About Us: The insurance broker is a critical, yet under-leveraged asset within the healthcare value chain. Despite being the first point of contact for patients and providing critical guidance on everything from insurance plan selection to care navigation, many still rely on manual workflows and spreadsheets to run their business, and are unable to grow at their desired pace. Gyde is building an AI-native brokerage platform by acquiring traditional agencies and supercharging them with workflow automation, voice and chat AI applications, and predictive product and plan selection guidance. Our vision is to be the premier partner for ambitious agencies, streamlining their operations through the Gyde platform to enable their success in the current regulatory and technological paradigm shift. Our founding team boasts pedigrees from Oscar, Stripe, Vista Equity Partners, Scale AI, and Spark Advisors. Lightspeed led Gyde's Seed financing, with participation from Virtue and Crystal Venture Partners, and angels from Oscar, Uber, and more. Role Summary As Head of Human Resources at Gyde, you will oversee all aspects of our people strategy, ensuring that Gyde attracts, develops, and retains exceptional talent. You'll be responsible for creating a supportive, high-performing culture that aligns with our mission and values. Reporting into the COO, this role combines strategic leadership with hands-on execution across all areas of HR, including talent acquisition, performance management, employee engagement, compliance, and organizational integration. Importantly, you'll work closely with our Value Creation team and play a key role in HR diligence and implementation for all of our acquired assets. Key Responsibilities Leadership Partnership: Act as a trusted advisor to the executive team and managers, providing insight and guidance on organizational design, workforce planning, and leadership development. Talent Acquisition & Workforce Planning: Oversee recruiting and hiring efforts to ensure we attract top talent and maintain a healthy, diverse pipeline across all teams. Performance & Development: Implement effective performance management processes, career development frameworks, and learning opportunities to help employees grow. Compensation, Benefits, & Compliance: Design and manage competitive, equitable compensation and benefits programs while ensuring adherence to labor laws, data protection standards, and HR best practices. Employee Engagement & Relations: Champion initiatives that enhance engagement, satisfaction, and retention. Provide guidance and support on employment relations matters ensuring fairness, consistency, and compliance with company policies and regulations. HR Diligence & Implementation: Lead HR diligence processes for asset acquisitions, assessing organizational structures, talent alignment, and cultural fit. Oversee post-transaction integration efforts to ensure smooth onboarding, policy alignment, and cultural continuity across teams. What you bring and who you are 5-8 years of progressive HR experience at a top consulting or private equity firm Deep understanding of HR best practices, employment law, and compliance requirements. Proven success in building and leading HR teams or functions at growing organizations. Track record of leading HR diligence and implementations at M&A organizations. “Zero-to-one” experience developing and implementing people strategies that drive engagement and performance. Excellent interpersonal, communication, and coaching skills. High adaptability and composure in fast-changing environments. Strategic thinker with the ability to balance long-term vision with operational execution. Empathetic, approachable, and committed to fostering an inclusive workplace. Experience in insurance or healthcare is a plus but not required. Ability to travel ~25% required. What we offer Gyde offers a competitive benefits package to all employees. Compensation: $150k - $200k + Offers Equity Flexible (Unlimited) Paid Time Off Hybrid Work in Austin or NYC Medical, Dental, and Vision benefits for you and your family Retirement Plan (e.g., 401K) Parental Leave

The Senior Human Resources Business Partner serves as a trusted advisor to people leaders, driving business outcomes through people. This role requires an experienced HR professional with strong business acumen and the ability to influence and implement HR strategies that support our UFCU's strategic plan. This role also requires a strong blend of strategic thinking, cross-functional collaboration, operational excellence, and leadership skills to ensure our People function supports UFCU's overall objectives as well as foster a positive employee experience at all levels of the organization. The Senior Human Resources Business Partner is an exempt position and reports to the Director - People. Job Responsibilities Essential Functions Serve as a senior-level HR Business Partner, strategist, and consultant with a focus on high touch experiences regardless of audience Consult with business leaders to identify organizational and people needs, develop action plans, identify deliverables, and present results and recommendations Serve as the voice of the business by partnering with Centers of Excellence (Compensation, Benefits, Talent Acquisition, etc.) to design and shape HR strategies, and ensure effective implementation of programs within their assigned business unit(s) Understand People metrics and data to provide actionable insights and recommendations to leaders on workforce trends, talent management strategies, and organizational health Align business objectives and People programs to achieve business goals and UFCU's strategic objectives, while maintaining organizational culture Develop and maintain strategic partnerships with all levels of leadership Proactively design, lead, execute, and assess effective and impactful employee relations and performance management strategies in partnership with business leaders Identify business requirements and opportunities to enhance People programs, processes, and technologies Partner across the People team to drive organizational effectiveness and change management Ensure compliance with all relevant laws and regulations and uphold ethical standards in all HR practices Other Perform other duties as assigned Adhere to all company policies, procedures and business ethics codes Complete required regulatory training as assigned Maintain strict adherence and compliance with all laws, rules, regulations and internal controls specific to your role, including but not limited to Bank Secrecy Act, Anti-Money Laundering, USA Patriot Act, OFAC and Fair Lending regulations Experience Minimum Requirements Bachelor's degree in Business, Human Resources, or related field. Four (4) years of related experience may be substituted for degree A minimum of 7-10 years of HR experience with at least 3 years in an HRBP capacity Demonstrated in-depth experience and proven knowledge of multi-disciplines of HR, including employee relations, performance management, employment law, HR strategic planning, end-to-end employee lifecycle management, organizational design, process design for operational excellence, and technical aspects of HR Demonstrated senior-level employee relations experience and in serving as a trusted advisor to the executive and senior leadership level Proven track record of strong leadership skills in coordinating and facilitating talent management strategies with functional business partners and colleagues and working with all levels of the organization and with diverse groups Demonstrated experience preparing and delivering effective senior-level presentations, and building a narrative based on collection and analysis of data Demonstrated experience in using sophisticated visualization tools and data management to inform decision making Demonstrated experience and proven knowledge of regulatory, federal, state and local laws which govern employment policies and practices Must be bondable Preferred Qualifications Master's degree Senior Professional Human Resources-related certification Experience supporting Lending or Technology business units Demonstrated experience implementing AI-driven technologies to improve HR effectiveness Demonstrated experience developing and administering detailed HR-related budgets and forecasts utilizing predictive modeling Credit union or financial industry experience Bilingual in English/Spanish Knowledge/Skills/Abilities Familiarity with design thinking, agile frameworks, and/or digital transformations Technically savvy with the ability to easily master new systems and applications Proficient with project planning tools and practices, managing enterprise-wide projects through all stages of a project lifecycle Demonstrated stakeholder management, leadership, and communication skills Exceptional people and relationship skills, with an employee/customer service mentality and a high degree of authenticity, integrity, accountability, and emotional intelligence Exceptional analytical, judgment, and decision-making skills Strong problem solving, priority-setting, and decision-making skills Strong idea generator, with the ability to think creatively and innovatively Ability to demonstrate strong commitment to UFCU's purpose, aspiration and values Ability to effectively navigate the nuances of a large organization with multiple stakeholders and priorities Demonstrated ability to lead major initiatives through the organization and influence decision makers at all levels High level of self-responsibility, willingness to constantly rethink and improve, and motivation to over-achieve goals, even during competing priorities and projects Ability to be proactive, to anticipate and provide alternatives and options to the business Ability to successfully operate simultaneously at a strategic and a tactical level, with a “rolling up your sleeves” approach to execute initiatives Company Core Competencies Demonstrating Member Obsession Puts themselves in the Member's shoes Looks for friction points Makes it personalized and easy Demonstrating Performance Excellence Sets standards for elevating excellence Ensures elevated quality Takes responsibility Conducts continuous improvement Demonstrating Innovation Challenges current thinking Approaches change with a positive mindset Physical Demands The physical demands described are representative of those that must be met by an employee, with or without accommodation, in order to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions While performing the duties of this job, the employee is regularly required to sit; use hands to finger, handle or feel; reach with hands and arms; and talk or hear. Specific vision abilities required by this job include close vision, distance vision, peripheral vision and ability to adjust focus. Extensive use of the telephone and/or virtual communications platforms to communicate confidential information, requiring the ability to effectively and accurately explain complex information Work Environment The work environment characteristics described are representative of those an employee encounters while performing the essential functions of this job. This position may involve periodic stressful conditions. This position will require you to work from the UFCU Plaza 2-3 times each week May occasionally require an adjusted work schedule, overtime, and evening/weekend hours. May occasionally move from one work location/branch to another. Public contact position, requiring appropriate professional appearance. Frequent computer use at a workstation for up to two hours at a time. The noise level in the work environment is usually moderate.

. Duties include, but are not limited to: * Develops, plans, and implements human resource goals and objectives; develops, implements, and administers the City's personnel policies and procedures. * Organizes department resources in accordance with established goals and objectives; evaluates service delivery alternatives and adjusts as deemed appropriate. * Coordinates department activities with those of other City departments as well as outside agencies and organizations; provides staff assistance to the City Manager and City Council; prepares and presents staff reports and other necessary correspondence. * Directs, oversees, and participates in the development of the Department's work plan; assigns work activities, projects and programs; monitors workflow; review and evaluate work products, methods and procedures. * Supervises and participates in the development and administration of the Human Resources Department budget; directs the forecast of funds needed for staffing, equipment, materials, and supplies: monitors and approve expenditures; implements mid-year adjustments. * Advise, counsel and assist operating departments and employees on matters pertaining to City personnel policies and practices. * Performs professional and technical duties related to classification, compensation, recruitment, staff development and benefit administration; prepares related documentation including draft contracts, advertising, job descriptions and training outlines. * Selects, trains, team build, and evaluates assigned staff; provides or coordinate staff training; works with assigned employees to correct deficiencies; implements discipline and termination procedures. * Represents the City to outside groups and organizations; participates in outside community and professional groups and committees; provides technical assistance as necessary. * Coordinate daily benefits processing. Handle enrollments, COBRA, terminations, changes, beneficiaries, disability, accident and death claims, rollovers, distributions, loans, and compliance testing. * Researches and prepares technical and administrative reports and studies; prepares written correspondence as necessary; provides periodic reports on Department activities to City Manager and City Council; attends City Council and other meetings as required. * Assists all City departments regarding budgetary needs for staffing compensation and classification, vehicle and equipment liability, and organizational needs. * Assists accounts payable, accounts receivable, and is considered back-up to the Finance Director. * Oversees and manages the full payroll process for the City, ensuring timely and accurate compensation for all municipal employees. Responsibilities include reviewing and validating time records, coordinating with department supervisors for compliance, and entering or approving payroll data in accordance with City policies, labor agreements, and state/federal regulations.

Job Description The HR Business Partner will serve as a trusted advisor and partner for select functional groups to assist with all areas of HR, including recruiting, employee relations, training and development, program development, performance management, compensation and benefits. The HR Business Partner must have general knowledge in most areas of HR and demonstrate mastery of at least one functional/technical area of human resource management. ESSENTIAL DUTIES AND RESPONSIBILITIES include the following. Other related duties and responsibilities may be assigned. Work with assigned client group(s) in the following areas Partners, consults, and advises supervisors, managers, and directors of assigned client group on HR issues such as organizational structure, staffing needs, compensation, disciplinary action, etc. Recruitment / employment of all levels of employees, including advertising, interviewing, reference checks, drug screening, employment offers and other related activities. Resolves employee relations issues as necessary including employee concerns, counseling, and guiding supervisors & managers on appropriate and effective methods and documenting requirements for various employee relations issues. Accurately processes paperwork for benefits and payroll changes for employees including, medical, dental, 401k, life insurance, and other benefits and departmental transfers/job changes. Conducts new employee orientation as necessary. Responds timely and professionally to employees' questions concerning benefits, policies, compensation, and other HR-related matters and procedures. Performs exit interviews and completes checklists for terminating employees. Maintains responsibility for and administration of at least one functional/technical area of human resource management (HRIS, Benefits Administration, Training & Development, Organizational Effectiveness, Safety, etc.). Cross trains other human resource personnel on processes and procedures pertaining to functional/technical area of expertise. Models respect for others, professionalism, and integrity in their interactions with others. Regular attendance is an essential function of this position. Compliance with applicable Company policies concerning maintaining a drug free workplace is required. Compliance with all Company policies is required, including adherence to Company ISO 9001 Standards Company Affirmative Action Plan and Company Safety procedures Incorporate the Standards of Excellence as outlined by TWMC (Pride, Desire, Teamwork, Attention to Detail, and follow-through) into daily activities in order to create a Total Quality environment through personal commitment to excellence. Other functions as required (non-essential functions) SCOPE, PURPOSE, & FREQUENCY OF CONTACTS To have daily contact with Employees and Managers to provide advice, information and assistance. Also, contact with outside vendors for current and potential services for TWMC. QUALIFICATIONS To perform this job successfully, an individual must be able to perform each essential duty satisfactorily. The requirements listed below are representative of the knowledge, skills, and/or abilities required. EDUCATION and/or EXPERIENCE Bachelor's degree (B. A.) from four-year college or university; and three to five years related experience and/or training; or equivalent combination of education and experience. Working within a manufacturing organization a plus. SKILLS AND ABILITIES Must be able to communicate effectively and professionally with employees at all levels. Must possess high levels of emotional intelligence. Must be able to maintain high level of sensitivity and confidentiality. Must possess and apply advanced level of knowledge in at least one functional/technical area of human resource management; may require advanced computer skills with specific applications, advanced knowledge of benefits regulatory environment, or advanced knowledge of recruiting/staffing strategies and programs. Must be able to effectively use and learn computer programs software and other programs, including Word, Excel, PowerPoint. Experience with UKG (HRIS) or other HRIS is required. LANGUAGE SKILLS English is required; a working knowledge of Spanish is a plus. Ability to read, analyze, and interpret general business periodicals, professional journals, technical procedures, or governmental regulations. Ability to write reports, business correspondence, and procedure manuals. Ability to effectively present information and respond to questions from groups of managers, clients, customers, and the general public. REASONING ABILITY Strong reasoning skill: Ability to solve practical problems and deal with a variety of concrete variables in situations where only limited standardization exists. Ability to interpret a variety of instructions furnished in written, oral, diagram, or schedule form. CERTIFICATES, LICENSES, REGISTRATIONS None required. PHR, SPHR, SHRM-CP or SCP preferred. PHYSICAL DEMANDS The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. While performing the duties of this job, the employee is frequently required to stand; walk; sit; use hands to finger, handle, or feel; reach with hands and arms; and talk or hear. The employee must occasionally lift and/or move up to 10 pounds. Specific vision abilities required by this job include close vision, distance vision, color vision, peripheral vision, depth perception, and ability to adjust focus. WORK ENVIRONMENT The work environment characteristics described here are representative of those an employee encounters while performing the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. While performing the duties of this job, the employee is occasionally exposed to moving mechanical parts. The noise level in the work environment is usually moderate. MANAGEMENT DISCLAIMER TECO-Westinghouse Motor Company's (TWMC) Management reserves the right to revise, change or modify the duties and responsibilities of this position at any time to meet business and organizational needs. This position description may not list all duties for this position. The incumbent in the position may be asked to perform other duties. This position description is not a contract for employment and either the incumbent or TWMC may terminate employment at any time, for any reason. Powered by JazzHR HVo6ff0TLB

This position provides professional consultation in human resources best practices that support the university and/or agency in achieving stated goals and objectives. Employees may serve as lead consultant, program manager and/or project manager; in these roles, employees may supervise staff. Employees understand and can articulate the relationship between HR programs and activities and the organization's successful mission accomplishment. Work involves developing and maintaining productive collaborative work relationships and assessing and responding to apparent and underlying client needs. Employees interpret policies and practices in context of the client's needs and in alignment with the organization's best interests and advise clients regarding decisions that are impacted by laws, policies, and procedures. Employees function with a high level of integrity, independence and participate in policy, service, and/or program development. Employees research, facilitate, negotiate, develop and document innovative solutions to human resources issues tailored to the requirements of the client and the organization. Employees are assigned to one or more specialties, such as: benefits administration; career planning; classification; compensation; employee retention and organizational culture enhancement; employee relations; employment; environment, safety and health; equal employment opportunity; HR Information Systems; international employment; legal compliance; payroll; policy administration; organizational design; staff development; talent management; workforce planning and/or closely related programs. Employees maintain confidentiality within established parameters. Employees may serve as lead consultant, program manager and/or project manager; in these roles, employees may supervise staff. Required Qualifications Bachelor's degree and two years of progressively responsible professional human resources management experience; or an equivalent combination of training and experience. All degrees must be from appropriately accredited institutions.

Primary Purpose: Responsible for overall management of the district's human resources function. Supports the strategic planning and implementation of human resources programs to include professional, paraprofessional, and auxiliary staffing, wage and salary administration, leave administration, performance appraisal, employee relations, and benefits. Implement legally sound and effective human resources management programs, policies, and practices. Qualifications: Education/Certification: Bachelor's degree in human resources or equivalent Master's degree preferred Special Knowledge/Skills: Knowledge of selection, training, and supervision of personnel Knowledge of wage and salary, benefits, and performance appraisal administration Knowledge of general and education employment law and hearing procedures Ability to implement policy and procedures effectively Ability to use software to develop spreadsheets, perform data analysis, and do word processing Ability to manage budget and personnel Excellent public relations, organizational, communication and interpersonal skills Ability to speak effectively before groups of employees, the school board, and other organizations Experience: 5 years of progressively responsible experience in human resources management or public school administration; 2 years supervisory experience preferred Major Responsibilities and Duties: Human Resources Department Management * Assist in implementing a plan for addressing HR training needs throughout the school district and develop and plan training programs to meet the established needs. Oversee and implement both on-going and special interest training programs. * Direct the day-to-day operations of the human resources division, including planning, development, coordination, and evaluation of operations and implementing department goals and objectives. * Oversee and coordinate employee performance appraisal system and ensure that supervisors have proper training. Assist supervisors and principals with employee counseling, improvement plans, and due-process procedures, where needed. * Assist with selection, training, supervision, and evaluation of HR staff and make sound recommendations relative to assignment, retention, discipline, and dismissal. * Ensure district compliance with federal and state laws and regulations. Employment * Support efforts to work with principals and other administrators to forecast staffing needs and develop staffing plans. Develop and implement recruitment and retention strategies and a screening and selection process for all employees. * Ensure that all teachers are highly qualified for their assignments and all staff hold the appropriate credentials for assignments. * Maintain a system for new employees to acquire appropriate information, support, and training necessary for success on the job. Compensation and Benefits * Oversee and manage the district's compensation program including job descriptions, salary surveys, and position reclassifications. * Implement, administer, and monitor procedures for salary administration and placement of new hires. * Provide oversight of the district's leave, health insurance, optional employee benefits, workers' compensation, and unemployment compensation benefit programs including overseeing relationships with insurance vendors and third party administrators. Employee Relations * Take a proactive role in identifying and responding to employee issues; work in collaboration with district leadership to ensure preemptive and effective employee communications. * Support administration of the employee grievance procedure adopted by the board. Assist CHRO with investigation, analysis, and decision-making process regarding personnel problems and/or other related policy issues, including Title IX complaints. * Interpret policies and procedures and ensure support of directors, officers, employees and other government agencies on employment, record keeping, retirement, grievance and other personnel matters and procedures. * Conduct annual research regarding employee satisfaction, morale, and communications. Monitor employee retention and turnover through analysis of data and exit interviews. Coordinate effective districtwide employee recognition and retention support programs. * Update employee handbook and personnel directory annually and distribute to employees. Ensure procedures are followed to inform employees of personnel policies, procedures, and programs that affect them. Records * Support personnel records management and help ensure compliance with the state records management program. * Compile, maintain, and file all reports, records, and other documents as required. Other * Prepare and deliver written and oral presentations on HR and management issues to employees. * Stay abreast of current research and best practices in human resources management and development in educational and non-education-related settings, and adjust plans, policies and procedures accordingly. * Ensure compliance with local, state and federal employment laws. Stay abreast of state and federal public policy changes that could impact the district. * Follow district safety protocols and emergency procedures. Supervisory Responsibilities: May supervise, evaluate, and recommend hiring and firing of human resources department employees. Mental Demands/Physical Demands/Environmental Factors: Tools/Equipment Used: Standard office equipment including personal computer and peripherals Posture: Prolonged sitting; occasional bending/stooping, pushing/pulling, and twisting Motion: Repetitive hand motions including frequent keyboarding and use of mouse; occasional reaching Lifting: Occasional light lifting and carrying (less than 15 pounds) Environment: May work prolonged or irregular hours; frequent districtwide travel; occasional statewide travel and out-of-state travel Mental Demands: Work with frequent interruptions, maintain emotional control under stress Administrative Paygrade 5, 226 days

Job Description Human Resource Manager Reports to: Head of School Evaluated: Annually FLSA Qualification: 12 Month Exempt Supervises: Nurse, Front Office, IT The Human Resource Manager works directly under the Head of School in partnership with school Directors to oversee the personnel affairs of the school in a wide variety of tasks. Under the direction of the Head of School, the Human Resource Manager designs and implements Human Resource programs in the areas of staffing, compensation, health and welfare benefits, safety and health, succession planning, employee relations and retention, coaching, change management, HR policy, and legal compliance. The Human Resource Manager is responsible for planning, leading, and coordinating the HR department's activities and policies. The Human Resource Manager's responsibilities include: Compliance: Ensuring the organization complies with employment laws and regulations Hiring: Oversee recruiting, interviewing, and hiring new staff and supporting the process Performance: Providing performance evaluation templates and creating systems for continuous feedback and development Benefits: Establishing and managing employee benefits programs, including health, dental, naturopath reimbursement, life, retirement, and disability plans Policies: Developing and implementing HR policies for the organization Budget: Managing and optimizing the HR budget Culture: Fostering a positive culture and promoting employee well-being Labor relations: Managing the balance between the organization and its workforce Training: Providing systems for training and developing staff Dispute resolution: Mediating employee relations issues and assisting with disciplinary actions Communication: Communicating with brokers, vendors, contractors, and insurance carriers Oversee payroll processing, and ensure timely payment of salaries. Essential Functions: Create, manage, and monitor employee policies and procedures that support the school's objectives and fully comply with federal, state, and local laws and regulations. Enhance employee benefit programs; develop programs such as employee recognition, wellness programs, etc. Lead and support leadership and employees in addressing and resolving workplace conflicts, and executing proper disciplinary and termination protocol. Regularly analyze benefits plans for market competitiveness, research, and recommend alternative options as necessary. Consistently promote and perpetuate the school culture and values. Develop HR programs and identify key HR metrics (employee engagement surveys, critical turnover) to analyze and solve problems that impact organizational effectiveness. Partner with leadership to identify and address the critical needs of the school and achieve goals that support a long-range HR strategy. Oversee and direct appropriate health, dental, and life insurance policies for school employees. Oversee and direct an effective school employee retirement plan. Oversee the complete employee life-cycle from recruitment to retirement. Assists leaders in the staff (non-faculty) review process. Professional Requirements BA in human resources, business or a related field. PHR/SPHR or SHRM-CP/SHRM-SCP certification preferred. At least three years of experience and/or training, or an equivalent combination of education and experience. HRIS knowledge is required. Communicator: Strong interpersonal communication skills & ability to communicate well in a variety of venues and mediums. Self-Starter: Ability to take initiative, work independently, and hold oneself accountable. Organized and Deadline-Oriented: Ability to manage multiple projects with converging deadlines while maintaining a positive, can-do attitude. Resourceful: Aptitude for thinking “outside the box,” and finding creative and effective means for meeting goals. Creative: Ability to develop original ideas. Problem-Solver: Capable of finding solutions to challenges Flexible: Willingness to adjust schedules and priorities as needed. Team Player: Ability to work collaboratively and effectively with others. Lifelong Learner: Initiative to learn new skills, techniques, and ways to accomplish projects and goals. Coachable: Willingness to take direction, receive suggestions, and be challenged. Trustworthy: Commitment to abide by a strict code of conduct. Confidential: Must have the ability to keep sensitive information private

If you are an internal applicant, please log into Workday and submit your application via the Jobs Hub. Please click here to apply internally. This role will be located at one of Discovery Land Company's locations: Driftwood Golf and Ranch Club, set outside of Austin, TX. Driftwood Golf and Ranch Club is seeking a Human Resources Manager to join the Human Resources Department. Job Summary The Human Resources Manager will partner with the Director of HR to oversee all on-site HR operations including full lifecycle recruiting in support of workforce planning, onboarding of new employees, benefits administration, employee relations / workers compensation, employee recognition and training, and administration of policies and procedures. This role will oversee 100+ employees, including exempt, non-exempt, seasonal, and year-round. Key Responsibilities • Ensure outstanding service focus by delivering value-add, best in class human resources support to employees and internal customers. • Establish and manage ongoing strong relationships with property level leadership teams. • Partner with the Director of HR to deliver on business-critical HR initiatives and ensure alignment of HR related programs, processes, and projects with strategic business objectives. • Support and coach managers to address and resolve a wide variety of Employee Relations challenges and performance issues. • Adapt, as appropriate, existing HR practices and policies, developing local approaches to manage an effective HR approach. • Enforce consistency with company policies and procedures and participate in policy reviews, influencing where appropriate to improve employee experience. • Work with the Director of HR and leadership to identify training needs, provide training resources, assign, and monitor progress towards completion, and localize content and delivery when possible. • Partner with the Safety and Security team to implement and monitor safety programs and additional risk related or standard operating procedures for employees, including providing training and ensuring compliance. • Partner with hiring managers to execute against talent needs including determining staffing needs, full life cycle recruiting, assisting hiring managers in writing and keeping s up to date. • Organize and manage new employee onboarding including conducting orientation and administering all onboarding paperwork. • Administer offboarding, including working with managers to conduct terminations, both voluntary and involuntary. • Perform benefits administration, communicate benefits information to employees, and partner with insurance brokers for open enrollment implementation. • Partner with payroll to ensure employees are setup correctly and any questions they have are answered in a timely manner. • Develop and maintain knowledge of industry trends and employment legislation to ensure company's compliance. • Ensures all employee information is accurate, up to date and organized, per company standards and in HRIS. • HR Services and Administration o Organizes and manages new employee onboarding, conducting orientation, and administering all onboarding paperwork including benefits enrollment, etc. o Administers offboarding, including working with managers to conduct terminations both voluntary and involuntary, and conducting exit interviews. o Performs benefits administration and communicates benefits information to employees, including as part of onboarding and open enrollment periods. o Creates content and delivers onboarding, compliance, and service training curriculum as requested and in support of corporate initiatives. o Develops informal and formal employee recognition programs within scope of employer brand and culture. • Talent Management o Partners with hiring managers to execute against talent needs including determining staffing needs and reviewing market compensation for key roles. o Responsible for full life cycle recruiting, for both exempt and non-exempt roles, including job posting, phone screens, coordinating candidate interviews, and assisting in the offer letter, background screening and reference check processes. o Oversees the quality of content in the applicant tracking systems. o Assists hiring managers in writing and keeping job descriptions up to date. o Assists with internal mobility and transfer processes. • Employee Relations and Compliance o Maintains compliance with local employment laws and regulations. o Enforces consistency with company policies and procedures and participates in policy reviews, influencing where appropriate to improve employee experience. o Responsible for employee relations, including workers compensation administration and internal investigations as necessary. o Ensures all employee information is accurate, up to date and organized, per company standards and in data systems (HRIS). o Develops and maintains knowledge of industry trends and employment legislation and ensures company's compliance. Skills & Qualifications • Bachelor's degree in Human Resources, business administration, or related field is required. • Club or hospitality industry experience preferred. • Minimum five (5) to ten (10) years' experience in Human Resources leadership positions preferably in a guest-facing or hospitality environment. Leadership experience with talent acquisition, experience with direct source recruitment highly desirable • Experience with Workday is required. • Excellent attention to detail in all things including but not limited to people analytics and metrics, service and process delivery, as well as HR and employee relations delivery. • Excellent written and verbal communication; high quality document and report preparation. • A demonstrated and visible passion for service - we are in the member service business, and we seek an HR professional who is excited to serve our internal team members. • Experience as a trusted advisor to business leaders. • Strategic thinking capabilities: ability to assess situations in the context of business strategy - that translate into execution, action, and results. • Data-driven and analytical: appreciate the importance of using facts and data to advise and influence managers, leaders, and stakeholders. • Strong communication and relationship building skills to effectively support and connect with a diverse team. Additional Requirements • Positive attitude, professional demeanor, and exceptional communication and interpersonal skills to deliver service to members, guests, and team members. • Must be able to work flexible work hours/schedule including evenings, weekends, and holidays. Long hours may be required due to business demands. • Ability to work in a team environment. • Ability to stay calm and focused during the busiest of times. • Ability to read, write, speak, and understand English; additional languages preferred. • Ability to meet the physical demands of the position including, but not limited to, working indoors and outdoors in all weather conditions, standing, walking, and moving for periods of greater than eight (8) hours, and lifting and carrying items sometimes greater than fifty (50) pounds. Benefits • Competitive Pay • Medical, Dental, and Vision Benefits • 401k Contribution • Paid Time Off and Paid Holidays • Employee Meals, Referral Incentives, and Recognition Programs • Professional development and upward mobility opportunities • Work-Family Culture About Us Set against gentle, rolling hills with towering oak trees, native wildflowers, prickly pear cacti, and massive 50-foot cliffs above a flowing creek, Driftwood Golf & Ranch Club is Texas as you've always imagined it. Our private, 800-acre community gives members access to 70 acres of vineyards, a championship 18-hole golf course designed by renowned architect Tom Fazio, and magnificent natural landscapes with dramatic, sweeping views of the Texas Hill Country. Driftwood features two connected parcels: The Ranch, which focuses on a luxurious golf-centered lifestyle; and the Creek, which features the property's most scenic areas, including the vineyard. Located just 25 minutes outside of Austin, our family-forward destination is both rural and refined. A true vision of Texas unlike any other. At Driftwood, our employees use their personal talent, passion, and resources to meaningfully integrate with diverse cultures and communities. All while providing the highest level of member and guest services and contributing to the creation of unforgettable experiences. For more information about our club, please visit: ********************************** Discovery Land Company is a U.S.-based real estate developer and operator of private residential club communities and resorts with a world-renowned portfolio of domestic and international properties. The mission of Discovery Land Company is to create one-of-a-kind environments that provide individuals and families the freedom, security, and resources to learn, grow, and play in some of the most beautiful places in the world. For more information about our company, please visit: ****************************** #LI-SB1

Comptroller - Human Resources Manager (Director III-IV) (00054989) Organization: COMPTROLLER OF PUBLIC ACCOUNTS Primary Location: Texas-Austin Work Locations: Lyndon B Johnson Building (304-00001) 111 E 17th Street Austin 78774 Job: Management Employee Status: Regular Schedule: Full-time Standard Hours Per Week: 40. 00 Travel: Yes, 10 % of the Time State Job Code: 1622 1623 Salary Admin Plan: B Grade: 28 B29 Salary (Pay Basis): 11,083. 33 - 12,850. 00 (Monthly) Number of Openings: 1 Overtime Status: Exempt Job Posting: Dec 19, 2025, 3:32:03 PM Closing Date: Ongoing Description Applications must be filed at ************** taleo. net/careersection/ex/jobdetail. ftl?job=00054989We endeavor to maintain timely communication with all applicants by updating application statuses as promptly as possible. For the most accurate and up-to-date information about your application, please log in to the CAPPS application portal regularly to monitor status changes or updates. Please note that this job posting can be closed without notice and earlier than the closing date indicated in the posting if a suitable candidate is found. We encourage applicants to submit and complete the application promptly. Are you ready to grow and make a positive impact? If you are seeking to gain knowledge, build your career, and network among goal-oriented professionals, this is the place for you!Innovation, collaboration, and a commitment to excellence drive the culture here at the Comptroller's Office. We take pride in the work we do serving as State's accountant, tax collector, treasurer, and much more! The Comptroller's office serves virtually every citizen in the state. As Texas' chief tax collector, accountant, revenue estimator, treasurer and purchasing manager, the agency is responsible for writing the checks and keeping the books for the multi-billion-dollar business of state government. Our agency workforce is as diverse as the people of Texas we serve. We value our employees and take our collective commitment to public service very seriously. Personal development opportunities are strongly encouraged through available workshops, teambuilding exercises, and on the job training. We offer flexible scheduling that helps employees maintain a healthy work-life balance. Click here to see an inside look at the Texas Comptroller's office. About The Division:Join Human Resources as a Human Resources Manager! Work involves managing and overseeing Human Resources and provides strategic leadership, planning, and development of the agency's HR services, including staffing, classification, employee relations, performance management, benefits, state and federal employment laws, and workers' compensation. Provides sound and competent technical human resources management consulting advice and expertise to agency staff at all levels. Works collaboratively with legal counsel, Executive, and senior leadership to ensure HR policies and procedures are in-line with the agency's overall strategic direction. Represents the Texas Comptroller and the agency in a professional manner by working and communicating knowledgably with various external organizations, individuals, and/or the general public. Plans, oversees, directs, and assigns the work of staff that provides support to the functional areas of the agency. Monday through Friday, 40 hours a week with occasional evening, weekend hours and holidays. Hours may change based on business need. Salary: · Director III: $11,083. 33-$11,833. 33· Director IV: $12,250. 00-$12,850. 00 Qualifications Minimum QualificationsDirector III:· Bachelor's degree. · 5 years of experience with human resources management. · 3 years of experience supervising employees. Director IV:· Bachelor's degree. · 7 years of experience with human resources management. · 4 years of experience supervising employees. Preferred QualificationsDirector III:· Bachelor's degree in human resources, Organizational Development, Business, or Public Administration. · 1 year of experience in project management. · Experience with human resources management with the Texas State Government. · Experience with the Texas Centralized Accounting & Payroll/Personnel System (CAPPS). Director IV:· Bachelor's degree in human resources, Organizational Development, Business, or Public Administration. · 2 years of experience in project management. · Experience with human resources management with the Texas State Government. · Experience with the Texas Centralized Accounting & Payroll/Personnel System (CAPPS). Substitutions· One additional year of the full-time minimum experience as stated above may substitute for each year (30 semester hours) of the required education, with a maximum substitution of 120 semester hours (four years). Licenses and Certifications· A valid Texas (or state of residency) driver's license, current proof of automobile insurance and a satisfactory driving record are a condition of employment. · The following professional certifications are preferred: Professional Human Resources (PHR) or Senior Professional Human Resources (SPHR) and/or SHRM-CP, SHRM-SCP. In this role you will:· Provides direction and managerial guidance to division employees:o Directs and oversees activities of the Human Resources Division staff and programs, and provides direction, guidance, and assistance to the agency and others regarding human resources management. o Monitors work performance conducts staff evaluations and resolves employee issues in accordance with agency policy. o Directs and supports all aspects of personnel recruitment, training, and management for the division. o Oversees the preparation and development of forms, letters, and electronic media used in the division to communicate with employees, vendors, state agencies, other government officials, and the public. o Serves as a model, mentor and motivator to employees that exemplifies and supports the agency's core values of integrity, responsibility, innovation, fiscal accountability, customer responsiveness, teamwork, excellence, professional conduct and adherence to agency policies. o Ensures the professional development of division personnel through activities such as classroom/virtual training, on-the-job training, job rotations, knowledge transfer, special assignments and projects. · Performs ongoing planning functions to meet performance targets and improve operations while following division and agency policy and procedure:o Establishes division goals and objectives consistent with agency strategic planning, and plans, develops and approves schedules, priorities, and standards for achieving goals and objectives and directs evaluation activities. o Establishes performance measures and communicates expectations to division managers. o Develops, monitors, evaluates and identifies the progress in meeting division goals, key performance measures, and implements techniques for evaluating program activities, and establishing corrective action plans. o Evaluates division operations to identify short, medium, and long-term goals and objectives. o Oversees the development, submission, and management of the division budget and coordinates the preparation of the annual business plan. o Resolves all internal division operational issues. o Emphasizes customer service within the division and implements creative solutions to enhance customer satisfaction relative to internal processes and procedures. o Analyzes proposed and/or new legislation to determine the impact on agency or division operations. o Reviews guidelines, procedures, rules, and regulations, and monitors compliance. o Participates as necessary in the development and review of Agency policy. o Effectively manages multiple priorities and respond to letters, memos, and requests for information in a timely manner. · Represents the agency or division, when appropriate, at meetings, business meetings, hearings, trials, legislative sessions, conferences, and seminars or on boards, panels, and committees. · Advises agency management on appropriate matters as needed. · Develops and maintains effective communication and working relationships with the Comptroller, Deputy Comptroller, other members of Executive Administration, agency management staff, individuals from other state agencies, legislative staff, and the general public. · Acts as liaison with other state agencies, vendors, and government officials regarding the administration of the division and, when appropriate, the agency. · Monitors the performance of vendors to ensure services are provided in an appropriate and timely manner. · Performs special projects and other related duties as assigned. Maximize Your Earnings!At the Comptroller's office, we know potential employees are looking for more than just a paycheck. The agency offers a strong benefits package for you and your family. Insurance, retirement plans, and a flexible work schedule are just the start. See our benefits offering If you are seeking to gain knowledge, build your career, and network among goal-oriented professionals, this is the place for you!Important Note to the Candidate: Salary is contingent upon qualifications. If you are scheduled for an interview and require any reasonable accommodation in our interview process, please inform the hiring representative who calls you to schedule your interview. Whenever possible, please give the hiring representative sufficient time to consider and respond to your request. MILITARY PREFERENCETo receive MILITARY PREFERENCE, you are required to provide proof by attaching the necessary documentation to this job application. *********** sao. texas. gov/CompensationSystem/JobDescriptionsClick on the occupational category for the position. Additional MOS can be found at the State Auditor's Office, Military Crosswalk Guide. The Texas Veterans Commission provides helpful employment information. Go to: *********** texasskillstowork. com, *********** onetonline. org, *********** sao. texas. gov/CompensationSystem/JobDescriptions/ or www. careeronestop. org for assistance translating your military experience and training courses into civilian job terms, qualifications/requirements and skill sets. Applications submitted through Work in Texas:Work In Texas (WIT) applicants must complete supplemental questions to be considered for the position. To complete the supplemental questions please go to CAPPS Recruit to register or login and access your profile. The Comptroller's Office is proud to be an equal opportunity workplace. We are committed to equal employment opportunity regardless of race, color, ancestry, religion, sex, national origin, sexual orientation, age, citizenship, marital status, disability, gender identity. Resumes will not be accepted in lieu of completed applications. The application must contain the necessary information in the work history for the applicant to qualify for the position. An applicant must be eligible to work in the United States to be hired at the Comptroller's office and must remain eligible, without sponsorship or any assurance of financial or other assistance from this agency, during the term of their employment.

Who We Are Since 1955, we have been on a mission To Passionately Feed Millions Daily with High Quality Food People Enjoy! We are a third-generation family-owned and professionally managed organization with a commitment to strategic growth. We continue to be successful because of talented people, just like you, who choose to join our family and call E.A. Sween home. We pride ourselves on fostering a welcoming, respectful, and rewarding culture where employees are encouraged to bring their whole selves to work each and every day. At E.A. Sween, our team members are seen, heard, and appreciated not just for what they do, but for who they are. We hope you'll join us! What We're Seeking E.A. Sween Company is looking for an experienced and motivated Associate HR Business Partner to provide hands-on HR support within a fast-paced food manufacturing and logistics distribution environment. This role bridges day-to-day HR operations and strategic business needs, supporting leaders and employees while partnering closely with the HR Business Partner. Compensation: The target salary range for this position is $65,000 - $70,000 annually, consistent with our internal compensation framework. This position is classified as Grade 13, with a full pay range of $64,327.67 to $96,545.96. You are eligible for an incentive bonus up to 5% of your annual salary, prorated based on your start date. Final pay will be determined by your experience, skills, internal equity, and available budget. What You'll Do (Responsibilities) Employee Relations & Engagement: * Serve as the first point of contact for employees and supervisors regarding HR-related inquiries, fostering a responsive and supportive environment. * Support investigations and resolution of employee relations matters in partnership with the HR Business Partner. * Help drive employee engagement through recognition programs and culture-building initiatives that reflect E.A. Sween's values. Talent Acquisition & Onboarding: * Collaborate with Talent Acquisition to recruit for hourly and select salaried roles, ensuring alignment with business needs. * Coordinate and enhance onboarding programs to deliver a seamless and welcoming experience for new team members. * Monitor 30/60/90-day check-ins and contribute to retention strategies that support long-term employee success. Performance Management & Development: * Guide leaders through the performance review and merit processes, ensuring consistency and fairness. * Provide coaching to supervisors on effective performance conversations and progressive discipline practices. * Track and support training initiatives, including leadership development and compliance programs. Compensation & Benefits: * Serve as a resource for employees and managers on compensation policies and benefit offerings. * Assist with annual merit cycles and support market data reviews to maintain competitive pay practices. Compliance & HR Operations: * Ensure compliance with federal, state, and local employment laws (e.g., EEOC, FMLA, ADA, FLSA). * Partner with Safety and Operations teams on workers' compensation and Fit for Work programs. * Maintain HRIS data integrity, prepare HR metrics reports, and recommend process improvements. * Support Employee Resource Center (ERC) functions including onboarding coordination, electronic filing, new hire setup, and other administrative HR tasks to ensure accurate records and a seamless employee experience. * Collaborate with the HRBP and ERC team to streamline processes, improve onboarding workflows, and uphold consistency in documentation and compliance standards. Business Partnership: * Work closely with the HRBP and site leadership to understand business goals and workforce needs. * Support projects in labor relations, staffing models, and workforce planning. * Provide HR insights to help drive operational excellence and continuous improvement. What You'll Need (Qualifications) * Bachelor's degree in Human Resources, Business Administration, or related field (or equivalent experience). * 2-4 years of progressive HR experience in manufacturing and/or logistics/distribution environments. * Experience supporting both hourly and salaried employee populations. * Strong foundation in HR operations, including employee relations, onboarding, interviewing, and compliance support. * Demonstrated ability to partner with leaders under guidance of a senior HRBP to implement HR programs and policies. * Ability to balance tactical execution with learning and development toward broader HRBP responsibilities. * Strong knowledge of employment law and HR best practices. * Excellent communication, facilitation, and relationship-building skills. * Ability to handle sensitive information with discretion and confidentiality. * Proficiency with HRIS systems (e.g., UKG, Workday) and MS Office Suite. * Comfort working in a fast-paced, multi-shift operation. Preferred: * PHR or SHRM-CP certification. * Experience in union or labor relations is a plus. How You'll Find Success at EAS * Value People Most of All: Show respect & care, embrace diversity, and empower others. * Commit to Safety Everyday: See something say something do something, practice safe behavior, and celebrate safety success. * Invest in Our Company to Thrive: Share ideas to improve, learn & grow, and embrace change. * Think Before Doing And Act Decisively: Make thoughtful decisions, work together to find solutions, and do what's right. * Welcome Constructive Straight Talk: Be honest and respectful even when difficult, be open to ideas and feedback, and ask questions to understand. * Serve Up Exceptional Experiences: Provide value to customers, take pride in your work, and help others to be successful. * Enjoy What You Do!: Have a positive attitude, Live the Spirit of E.A. Sween, and celebrate success. What We Offer E.A. Sween is proud to offer a comprehensive benefits package designed to support the health, financial security, and well-being of our team members. Benefits include: * Medical, Dental, and Vision Insurance * Paid Time Off (PTO) * 8 Paid Holidays * Company-Paid Life Insurance * 401(k) with Company Match - fully vested after 2 years * Short-Term and Long-Term Disability Plans * Tuition Reimbursement * Employee Recognition Program (Boss Bucks)

Director, HR and Administrative Staffing - Austin, TX Must have Staffing Industry experience Our client a National leader seeks a dynamic, hands-on Director to build and lead their Austin branch, focused on clerical, HR, and administrative staffing. This is an opportunity to start fresh-hire, coach, and scale a team, while driving revenue and owning your market. If you're a seasoned staffing leader with a strong work ethic, street smarts, and a passion for developing talent, we want to talk. Why This Role? This isn't a plug-and-play seat. It's a leadership opportunity to build something meaningful, shape a culture, and grow your own branch-with the backing of a successful staffing infrastructure and leadership team who's ready to invest in your success. The Opportunity: Build a team, creating a culture of collaboration, mentorship, and results and act as a Player/Coach-manage your own book of business while hiring, training, and growing a high-performing team. Hire, onboard, and develop junior-to-senior level recruiters and account executives. Drive performance and profitability through team mentorship and your own production. Manage client relationships, lead business development, and deliver staffing solutions across contract and direct hire. Shape a strong team culture grounded in shared values, camaraderie, and accountability. What We're Looking For: Proven experience in staffing or search (contract, temp, or direct hire). Prior leadership or team-building experience strongly preferred. Must be comfortable starting with a lean team and building from the ground up. Strong interpersonal skills-relatable, down-to-earth, and a natural team-builder. Willingness to produce individually while managing others. Strong work ethic, grit, and the ability to connect with people from all backgrounds. Compensation Structure: 70k-100k +base depending on experience and an aggressive upside incentive. Contact ***************** for details. Job Number 7443

International Women's Initiative (IWI) is an organisation which raises awareness of the threats to the human rights of women across the globe and to promote and assist in the achievement of gender equality. Since 2012, IWI has worked to eradicate and educate on human rights violations against women. We take our values very seriously and believe that we cannot one day have equality without transparency, collaboration, inclusiveness, integrity, or tenacity. As an organisation which is run 100% by volunteers, we are looking for a HR Manager who can help lead IWI while ensuring we remain true to our mission and goals. : - Support the development and implementation of HR initiatives and systems - Provide counselling on policies and procedures - Be actively involved in recruitment by preparing job descriptions, posting ads and managing the hiring process - Create and implement effective on boarding plans - Develop training and development programs - Assist in performance management processes - Support the management of disciplinary and grievance issues - Maintain employee records (attendance, HR data etc.) according to policy and legal requirements - Review employment and working conditions to ensure legal compliance Qualifications Knowledge of HR functions (benefits, recruitment, training & development etc.) Understanding of labor laws and disciplinary procedures Proficient in MS Office; knowledge of HRMS is a plus Outstanding organisational and time-management abilities Excellent communication and interpersonal skills Problem-solving and decision-making aptitude Strong ethics and reliability BSc/BA in business administration, social studies or relevant field; further training will be a plus HR Credentials (e.g. PHR from the HR Certification Institute) Additional Information ABOUT IWI International Women's Initiative's (IWI) mission is to raise awareness of the threats to the human rights of women across the globe and to promote and assist in the achievement of gender equality. Learn more at ************************************* All your information will be kept confidential according to EEO guidelines. Time Commitment: The minimum commitment is an average of 10 hours per week including a weekly one on one meeting with supervisor. How to Apply: Please apply through smartrecruiters. You must apply with a CV and cover letter that outlines why you think you are suitable for this position (please refer to the requirements for this position). Additionally please stipulate how many hours you are able to contribute to IWI a week. If your application does not fulfil these requirements it will not be considered.

PIMCO is a global leader in active fixed income with deep expertise across public and private markets. We invest our clients' capital across a range of fixed income and credit opportunities, leveraging our decades of experience navigating complex debt markets. Our flexible capital base and deep relationships with issuers have helped us become one of the world's largest providers of traditional and nontraditional solutions for companies that need financing and investors who seek strong risk-adjusted returns. Since 1971, our people have shaped our organization through a high-performance inclusive culture, in which we celebrate diverse thinking. We invest in our people and strive to imprint our CORE values of Collaboration, Openness, Responsibility and Excellence. We believe each of us is here to help others succeed and this has led to PIMCO being recognized as an innovator, industry thought leader and trusted advisor to our clients. Job Description The Human Resources Business Partner will serve as a trusted advisor and collaborative partner to senior executives across the Americas market. This role focuses on designing and executing innovative, data-driven talent strategies that attract, retain, and develop top talent aligned with PIMCO's values of Collaboration, Openness, Responsibility, and Excellence. The HR Business Partner will combine deep business insight with creative problem-solving to deliver tailored, sustainable HR solutions that drive organizational success and employee growth. This role requires a client-centric mindset, a passion for continuous improvement, and the ability to influence and inspire at all levels of the organization. Responsibilities * Partner closely with business leaders to understand strategic objectives and create people strategies that enable business growth and agility. * Build and maintain trusted advisor relationships across all organizational levels, providing consultative, strategic, and tactical guidance on organizational design, talent management, and workforce planning. * Leverage data and analytics to inform decision-making, identify trends, and measure the impact of HR initiatives. * Champion innovation by identifying opportunities to enhance business impact by fostering a culture open to new ideas and continuous learning. * Coach and mentor managers and senior leaders to strengthen leadership capabilities and drive high performance. * Collaborate effectively with Centers of Excellence (COEs) to align talent programs with business needs and ensure seamless execution of initiatives. * Collaborate closely with the Employee Relations team to mitigate people-related risks, while proactively partnering with business leaders to identify potential risk areas early and implement preventative strategies to address issues. * Lead and drive key HR projects from conception through to successful implementation, ensuring alignment with organizational priorities. * Stay current on emerging HR trends, technologies, and best practices to continuously elevate the HR function. Requirements * Bachelor's degree from an accredited institution or equivalent professional experience required. * Minimum of 10 years of progressive HR experience in organizational design, workforce planning, and talent management. * Solid understanding of U.S. labor laws. * Advanced proficiency with technology and a strong analytical orientation; skilled in Microsoft Excel, Outlook, PowerPoint, Workday, and HR analytics tools. * Proven creative and innovative problem-solver, leveraging data-driven insights to address complex challenges. * Demonstrates a client-focused mindset with exceptional interpersonal skills; able to establish credibility and influence a wide range of stakeholders. * Adept at navigating ambiguity and complexity across functions and regions to deliver strategic alignment and impact. * Track record of managing multiple priorities effectively in fast-paced, dynamic environments, supported by strong organizational and project management abilities. * Open to new ideas, quick to learn, and passionate about driving process enhancements and operational efficiency. * Experience in change management and project leadership, particularly leading cross-functional HR initiatives with measurable outcomes. * Excellent verbal and written communication skills, with the ability to adapt messaging to diverse audiences. * Demonstrates a results-driven approach and a proactive attitude, consistently taking initiative to support business and team objectives. * Strong ethical integrity, sound judgment, and dedication to creating an inclusive and respectful workplace culture. PIMCO follows a total compensation approach when rewarding employees which includes a base salary and a discretionary bonus. Base salary is the fixed component of compensation that is determined by core job responsibilities, relevant experience, internal level, and market factors. The discretionary bonus is used to award performance and therefore is determined by company, business, team, and individual performance. Salary Range: $ 150,000.00 - $ 305,000.00 Equal Employment Opportunity and Affirmative Action Statement PIMCO recruits and hires qualified candidates without regard to race, national origin, ancestry, religion (including religious dress and grooming practices), sex (including pregnancy, childbirth, breastfeeding, or related medical conditions), sexual orientation, gender (including gender identity and expression), age, military or veteran status, disability (physical or mental), any factor prohibited by law, and as such affirms in policy and practice to support and promote the concept of equal employment opportunity and affirmative action, in accordance with all applicable federal, state, provincial and municipal laws. The company also prohibits discrimination on other basis such as medical condition, or marital status under applicable laws. Applicants with Disabilities PIMCO is an Equal Employment Opportunity/Affirmative Action employer. We provide reasonable accommodation for qualified individuals with disabilities, including veterans, in job application procedures. If you have any difficulty using our online system due to a disability and you would like to request an accommodation, you may contact us at ************ and leave a message. This is a dedicated line designed exclusively to assist job seekers with disabilities to apply online. Only messages left for this purpose will be considered. A response to your request may take up to two business days.

**_What HR Information Systems contributes to Cardinal Health_** Human Resources designs, implements and delivers human resource programs and policies, including recruitment, talent management, diversity and inclusion, compensation and benefits, among others. This function anticipates and plans for long-term human resource needs in alignment with business strategies. HR Information Systems creates, tests and implements HR service delivery strategies and support HR business processes using HR information systems. This job family selects and manages relationships with HRIS vendors, identifies HRIS needs and capabilities, and tests new features of the system as they are implemented. HR Information Systems also processes employee information, maintains employee records and prepares statistical summaries and reports from the HRIS to support management and other internal stakeholders. **_Responsibilities_** + Monitors HR information needs and designs new or modifies existing functional processes to meet changing requirements. + Researches, analyzes, designs, maintains and communicates functional processes & solutions in support of human resource administration and projects. + Analyzes, develops and documents enterprise HR business processes aligned to HR policies and programs. + Understands and analyzes HR data relationships across all business processes and solutions. + Identifies root cause, evaluates enterprise impacts and develops solutions for data and business process breakdowns. + Owns HR data governance by ensuring overall understanding of related policies and that processes and practices incorporate appropriate data protection activity. **_Qualifications_** + Bachelor's degree in related field, or equivalent work experience, preferred + 4-8 years of experience supporting Workday, preferred + Experience with full life-cycle support of Workday modules including requirements gathering, configuration and testing strongly preferred **_What is expected of you and others at this level_** + Applies comprehensive knowledge and a thorough understanding of concepts, principles, and technical capabilities to perform varied tasks and projects + May contribute to the development of policies and procedures + Works on complex projects of large scope + Develops technical solutions to a wide range of difficult problems + Solutions are innovative and consistent with organization objectives + Completes work; independently receives general guidance on new projects + Work reviewed for purpose of meeting objectives + May act as a mentor to less experienced colleagues **Anticipated salary range:** $80,900-127,050 **Bonus eligible** : No **Benefits:** Cardinal Health offers a wide variety of benefits and programs to support health and well-being. + Medical, dental and vision coverage + Paid time off plan + Health savings account (HSA) + 401k savings plan + Access to wages before pay day with my FlexPay + Flexible spending accounts (FSAs) + Short- and long-term disability coverage + Work-Life resources + Paid parental leave + Healthy lifestyle programs **Application window anticipated to close** : 1/21/2026 *if interested in opportunity, please submit application as soon as possible _The salary range listed is an estimate. Pay at Cardinal Health is determined by multiple factors including, but not limited to, a candidate's geographical location, relevant education, experience and skills and an evaluation of internal pay equity._ _Candidates who are back-to-work, people with disabilities, without a college degree, and Veterans are encouraged to apply._ _Cardinal Health supports an inclusive workplace that values diversity of thought, experience and background. We celebrate the power of our differences to create better solutions for our customers by ensuring employees can be their authentic selves each day. Cardinal Health is an Equal_ _Opportunity/Affirmative_ _Action employer. All qualified applicants will receive consideration for employment without regard to race, religion, color, national origin, ancestry, age, physical or mental disability, sex, sexual orientation, gender identity/expression, pregnancy, veteran status, marital status, creed, status with regard to public assistance, genetic status or any other status protected by federal, state or local law._ _To read and review this privacy notice click_ here (***************************************************************************************************************************

The Human Resources Business Partner (HRBP) serves as a strategic consultant, trusted advisor, and thought partner to business and creative leaders. This role plays a critical part in shaping organizational effectiveness, talent strategies, and people initiatives that drive near-term results and long-term business growth. The HRBP will collaborate with leaders across Blizzard to align business objectives with people strategies that drive performance, engagement, and organizational effectiveness. Operating with influence and agility, this role leverages data-driven insights and cultural awareness to deliver forward-looking solutions in areas such as talent planning, performance management, employee development, mobility, rewards, organizational design, and change management. The ideal partner is a strategic, analytical, and collaborative HR professional who thrives in a dynamic, highly matrixed environment. Key Responsibilities * Build strong consultative partnerships with assigned client groups, serving as a trusted advisor and key HR point of contact for leaders and employees. Provide guidance on policies, procedures, and employment regulations with sound judgment and discretion. * Partner with leaders to define and execute people strategies and initiatives that support both short- and long-term business priorities. Focus on workforce planning, organizational design, succession readiness, and strengthening team structure, leadership capability, and organizational health to drive efficiency and engagement. * Coach and partner with leaders and employees to identify development opportunities, provide actionable feedback, and connect them to resources and programs that build capability, enhance performance, and support retention. * Lead and support change management efforts, equipping leaders to communicate effectively, anticipate impacts, and maintain trust, clarity, and engagement through periods of organizational change. * Partner with leaders on goal setting, performance management, calibration, and development planning to strengthen capability, consistency, and talent outcomes. * Work closely with the Employee Relations and Labor Relations teams to ensure fair, consistent, and transparent resolution of issues; proactively identify and mitigate people-related risks. * Collaborate with leaders and the broader HR organization to develop and implement programs that foster inclusion, belonging, and employee engagement. * Use data and analytics to identify trends, measure impact, and inform decision-making, translating insights into actionable recommendations that shape people and organizational strategies. * Partner with HR Centers of Excellence including Talent Acquisition, Compensation, Benefits, and Learning & Development, to deliver seamless, integrated HR solutions across the employee lifecycle. * Drive clear and consistent communication, ensuring that HR programs, initiatives, and organizational changes are effectively shared and understood across teams. * Actively participate in annual business planning, workforce forecasting, and talent reviews to ensure alignment between people strategies and business outcomes. Player Profile * Minimum of 8 years of progressive HR experience, including proven success as a strategic business partner in a complex, fast-paced, and creative or technical organization. * Deep understanding of organizational design, leadership development, performance management, and workforce planning. * Demonstrated ability to advise and influence leaders, skilled at building trust and credibility at all levels. * Able to translate business objectives into actionable people strategies and deliver measurable outcomes. * Uses analytics and metrics to diagnose issues, measure impact, and inform recommendations. * Exceptional written and verbal communication skills; adept at simplifying complex ideas and presenting to executive audiences. * High level of professionalism, discretion, and judgment in managing sensitive matters. * A team player who partners effectively across HR disciplines and functions to drive holistic solutions. Bonus Points * Proven ability to navigate and partner effectively in union environments and maintaining compliance. * HR experience in entertainment, gaming, or technology industries. * Experience leading or supporting large-scale organizational changes or integrations. * Proficiency in Workday, Excel, and PowerPoint. * PHR/SPHR/SHRM-CP/SHRM-SCP or equivalent certification preferred. * PHR / SPHR certification Our World Activision Blizzard, Inc. (NASDAQ: ATVI), is one of the world's largest and most successful interactive entertainment companies and is at the intersection of media, technology and entertainment. We are home to some of the most beloved entertainment franchises including Call of Duty, World of Warcraft, Overwatch, Diablo, Candy Crush and Bubble Witch. Our combined entertainment network delights hundreds of millions of monthly active users in 196 countries, making us the largest gaming network on the planet! Our ability to build immersive and innovate worlds is only enhanced by diverse teams working in an inclusive environment. We aspire to have a culture where everyone can thrive in order to connect and engage the world through epic entertainment. We provide a suite of benefits that promote physical, emotional and financial well-being for 'Every World' - we've got our employees covered! The videogame industry and therefore our business is fast-paced and will continue to evolve. As such, the duties and responsibilities of this role may be changed as advised by the Company at any time to promote and support our business and relationships with industry partners. Activision is an Equal Opportunity Employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, gender expression, national origin, protected veteran status, or any other basis protected by applicable law and will not be discriminated against on the basis of disability. Rewards We provide a suite of benefits that promote physical, emotional and financial well-being for 'Every World' - we've got our employees covered! Subject to eligibility requirements, the Company offers comprehensive benefits including: * Medical, dental, vision, health savings account or health reimbursement account, healthcare spending accounts, dependent care spending accounts, life and AD&D insurance, disability insurance; * 401(k) with Company match, tuition reimbursement, charitable donation matching; * Paid holidays and vacation, paid sick time, floating holidays, compassion and bereavement leaves, parental leave; * Mental health & wellbeing programs, fitness programs, free and discounted games, and a variety of other voluntary benefit programs like supplemental life & disability, legal service, ID protection, rental insurance, and others; * If the Company requires that you move geographic locations for the job, then you may also be eligible for relocation assistance. Eligibility to participate in these benefits may vary for part time and temporary full-time employees and interns with the Company. You can learn more by visiting *************************************** In the U.S., the standard base pay range for this role is $72,720.00 - $134,460.00 Annual. These values reflect the expected base pay range of new hires across all U.S. locations. Ultimately, your specific range and offer will be based on several factors, including relevant experience, performance, and work location. Your Talent Professional can share this role's range details for your local geography during the hiring process. In addition to a competitive base pay, employees in this role may be eligible for incentive compensation. Incentive compensation is not guaranteed. While we strive to provide competitive offers to successful candidates, new hire compensation is negotiable.