Director of human resources jobs in Cedar Park, 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. 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 on and 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.

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

SUMMARY: This position is directly responsible for the overall administration, coordination and evaluation of the human resource function. Implements human resources strategies by establishing department accountabilities, including talent acquisition, staffing, employment processing, compensation, health and welfare benefits, training and development, records management, safety and health, succession planning, employee relations and retention, and AA/EEO compliance. While remote, Texas residency is required. ESSENTIAL DUTIES AND RESPONSIBILITIES: (Responsibilities include, but not limited to) * Establish and implement HR efforts that effectively communicate and support the company's mission and core values. * Develop HR plans and strategies to support the achievement of the overall business operations objectives. * Develops organization strategies by identifying and researching human resources issues, contributing information, analysis, and recommendations to organization strategic thinking and direction; establishing human resource objectives in line with organizational objectives. * Manage communication and administration of various human resources plans and procedures for all recruiting, orientation, and retention. * Oversee compensation programs to ensure regulatory compliance and competitive salaries. * Oversee the design and development of compensation strategy and programs. * Direct the administration of benefit programs to include: health, retirement, death, disability, and unemployment. * Responsible for information systems that include all employee records and files, automated systems, and personnel and staffing reports. * Evaluate procedures and technology solutions to improve human resources data management. * Recommend and maintain an organizational structure and staffing levels to accomplish company goals and objectives. * Evaluate company culture and provide recommendations on changes to accomplish company goals and objectives. * Evaluate and recommend human resource outsourcing opportunities and identify potential vendors. * Develop and manage annual department budget and perform periodic cost and productivity analyses. * Enhance and/or develop, implement and enforce policies and procedures. * Establish and implement short- and long-range departmental goals, objectives, policies and operating procedures. * Create company strategic training and organizational development plan to meet personal, professional, and organizational needs of company employees. * Update and ensure certification controls are in place. * Adhere to all company policies and procedures. * Accepts other duties as assigned. KNOWLEDGE AND SKILLS: * Provide overall strategic HR leadership to the company. * Ability to analyze and access training and development needs. * Experience in strategic planning and execution. * Experience in design, development and implementation of salary administration plans and benefit programs. * Experience in examining and re-engineering operations and procedures, formulating policy, and developing and implementing new strategies and procedures. * Knowledge of computerized information systems used in human resources applications * Work requires professional written/verbal communication, interpersonal skills, facilitation skills, and ability to motivate teams to produce quality materials within tight timeframes and simultaneously mange several projects. * Superior communication skills with the ability to interact cross-functionally at all levels. * Must excel in a fast-paced, results oriented work environment, and willingness to work a flexible schedule. Management experience with dispersed facilities a plus. * Possess and maintain a valid driver's license and insurable driver record, travel required. COMPETENCIES: * Business Acumen * Ethical Practice * Relationship Management * Leadership and Navigation * HR Expertise PHYSICIAL REQUIREMENTS: * Standard office environment. * Frequent use of keyboard and computer. * Ability to sit or stand for extended periods and perform repetitive tasks. MINIMUM QUALIFICATIONS: * Bachelor's degree required. * Minimum of 15 years of progressive Human Resource experience.

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

We are designing the grid of the future! The Senior Manager of HR Operations is responsible for managing the organization's global human resources business operations functions in accordance with the policies and procedures of EPE. In this role you will ensure consistent, high-quality execution of initiatives that support organizational development, employee engagement, compensation and benefits, and HR programs and policies. The role reports to the Chief People Officer and together this individual will support to ensure that the needs of company people and culture are central to our strategy and core business decisions. Responsibilities How you can make an impact: Employee and Labor Relations Develop and implement of policy, programs, and practices that foster employee engagement and align with organizational core values. Champion and drive positive organizational culture where employees feel heard, engaged, safe, and motivated. Employee Benefits Work with the HR Business operations team to implement and administer competitive benefits and wellness strategies for global staff, ensuring effective communication and streamlined processes. Oversee employee benefit programs including health, life, dental, vision insurance, retirement, and ancillary coverage. Ensure compliance with employment, benefits, and insurance laws and regulations. Oversee North America payroll operations and state tax registration processes. Engagement Develop strategies to motivate, develop, and retain talent. Collaborate with the Chief People Officer to support succession planning. Promote professional development opportunities across the organization. Collaborate with the Learning and Development team in support of organizational training needs. Global HR Manage the global HR Operations team, to elevate team members to achieve high performance and engagement. Partner with the CPO to implement and evaluate global HR priorities and workplans, ensuring alignment with international and organizational standards. Contribute to positioning EPE as a destination employer across its country portfolio. Identify and implement best practices to ensure equity in pay, benefits, and HR policies globally. Assessing and enhancing HR system and processes to ensure accuracy and efficiency throughout the organization. Provide coaching and mentorship to team leaders and supervisors to model organizational culture and values. Qualifications Bring your passion, here's what's needed: Advanced degree in relevant discipline (e.g., HR, law, business administration, labor relations, organizational development, organizational psychology). Proven experience managing remote teams. Minimum of five years leading an HR business operations team with global responsibility. Seven years of experience supporting large, diverse employee populations. Three years of experience managing US and Canada payroll and benefits plans. Strong compliance knowledge in US and Canadian employment law; Global experience preferred. Skilled in supporting supervisory and performance management processes. Willingness to travel as needed. Experience advising senior leadership. Proven success in a trusted advisory role. ESSENTIAL SOFT SKILLS Commitment to EPE's core values: reflection, inclusion, integrity, respect, and transformation. Strong leadership and autonomy in managing client relationships and balancing employee needs. Problem-solving skills with an understanding of organizational dynamics. Proven ability to build, develop and manage high-performing teams. Adaptability to shifting priorities and regulatory requirements. Cross-cultural sensitivity and effectiveness in diverse contexts. High attention to detail and organizational skills. Ability to build coalitions and maintain confidentiality. Business acumen and ability to align HR initiatives with organizational goals. Strong analytical and synthesis skills. Diplomatic, sound judgment, and discretion. Be a part of an innovative team shaping the grid of the future through advanced energy intelligence. For more than half a century, Electric Power Engineers (EPE) has partnered with power and energy clients across the globe, providing consulting expertise and energy intelligence software solutions for complex engineering and grid modeling challenges. As leaders in the renewables space, we are focused on building a modern, secure, and resilient grid. Join us in making an impact on the communities we serve and the environment in which we live. Together we can transform the future of energy. How we support you: Comprehensive health and wellness benefits including medical, dental, and vision with 100% premium coverage for you Generous PTO and paid holidays MyShare Employee Ownership Program Work with industry leaders 401K, up to a 4% match (100% vested from day 1) Location : This position will be located in Austin, TX Travel : Occasional travel may be needed (10% or less) EPE is an equal opportunity/AA/Disability/Veteran employer. The EEO is the Law poster, and its supplement are available using the following links: EEOC is the Law Poster Third-Party Recruiting Notification EPE does not accept unsolicited resumes from third-party recruiters. Any unsolicited third-party resumes forwarded by recruiters to EPE via our career page or to any of our managers or employees will be considered public information, may be treated as a direct application from the person identified in the resume, and will not be eligible for placement fee payment to the agency. EPE will not pay a fee to a third-party recruiter or agency without a previously signed third-party agreement and has not coordinated their recruiting activity with the appropriate member of the Talent Acquisition team. #LI-AR1

The Human Resources Business Partner (HRBP) serves as a strategic and hands-on partner to assigned business units within our high-energy amusement park environment, aligning HR practices with operational goals. This role is crucial for driving performance through effective talent management, employee development, and HR operational excellence. The ideal candidate has at least five years of experience with a deep specialization in high-volume seasonal recruitment, internal training design and delivery, and proficiency with Enterprise Resource Planning (ERP) systems within the fast-paced amusement park or hospitality industry. Key Responsibilities & Essential Functions: Strategic Talent Acquisition & Volume Recruitment (Seasonal Focus) Lead and execute the full-cycle, high-volume recruitment process for assigned park departments (e.g., Operations, Guest Services, Food & Beverage), focusing heavily on seasonal staffing and year-round professional roles. Develop and implement innovative sourcing and pipeline strategies to attract and retain talent in a competitive market, ensuring adequate staffing levels for peak season demand. Partner with managers to forecast staffing needs, streamline hiring processes, and ensure a seamless, high-touch onboarding experience for new hires. Training, Development, and Culture Design, develop, and deliver essential training programs, including operational safety training, leadership development for seasonal supervisors, and performance management workshops. Serve as the primary Learning & Development liaison, adapting training content to support the park's unique operational needs and culture. Champion employee engagement initiatives and drive a positive, inclusive workplace culture that reflects the brand's commitment to guest experience. HR Systems and Operations Act as a power user and subject matter expert for the Human Resources module within the company's ERP system (e.g., managing timekeeping, scheduling, payroll data integrity, and compliance reporting). Lead process improvements and automation projects by leveraging the ERP system to increase HR operational efficiency, particularly concerning seasonal employee lifecycle management. Ensure accurate data management and generate reports to provide actionable metrics (e.g., seasonal turnover, attendance trends, training completion). Business Partnership & Employee Relations Serve as a trusted advisor to departmental leadership, identifying HR needs and providing counsel on organizational structure, workforce planning, and talent calibration. Manage complex employee relations issues, conduct thorough investigations, and advise managers on performance improvement plans and corrective actions in compliance with labor laws. Facilitate the annual performance review cycle and support compensation decisions for assigned teams. Required Qualifications 5+ years of progressive Human Resources experience, with specialized expertise in high-volume recruitment, training, and HR systems administration. Direct and demonstrable experience within the amusement park, hospitality, tourism, or large-scale event industry is essential. Proven expertise in managing the full employee lifecycle for seasonal and part-time workforces. Strong, hands-on working knowledge of a major Enterprise Resource Planning (ERP) system is required. Bachelor's degree in Human Resources, Business Administration, or a related field. Exceptional communication, consultation, and conflict resolution skills, with the ability to influence at all levels. In-depth knowledge of federal and state employment laws, particularly those related to wage and hour laws and minors. Preferred Qualifications HR Certification (SHRM-CP or PHR). Proficiency in administering Learning Management Systems (LMS). Physical Demand & Work Environments: Ability to stand, sit, use of hands to handle, or feel, reach with hands and arms. Ability to lift and/ or move up to 25 pounds. Ability to squat, bend, twist, push/pull. Ability to stand/walk for long periods. The noise level in the work environment is usually moderate but can be loud during events. Salary commensurate with experience Reasonable accommodation may be made to enable individuals with disabilities to perform the essential functions of this job. EQUAL EMPLOYMENT OPPORTUNITY: COTA strongly supports equal employment opportunity for all applicants regardless of race, color, religion, sex, gender identity, pregnancy, national origin, ancestry, citizenship, age, marital status, physical disability, mental disability, medical condition, sexual orientation, genetic information, or any other characteristic protected by state or federal law.

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. 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. INDUFCU

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.

JOB TITLE: Executive Director of Human Resources HOUR STATUS: Exempt REPORTS TO: Chief of Staff PAY GRADE: AP7 DEPT./SCHOOL: Human Resources PRIMARY PURPOSE: Responsible for overall management of the district's human resources function. Lead the strategic planning and implementation of human resource programs to include recruitment and retention, professional and auxiliary staffing, performance appraisal, employee relations, and benefits. Recommend and implement legally sound and effective human resource management programs, policies, and practices. QUALIFICATIONS: Education/Certification: Bachelor's degree in human resources, organizational development, business, educational administration Master's degree or Texas principal's certification (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 Ability to use software to develop spreadsheets, perform data analysis, and do word processing (Skyward Human Resources, Red Rover) 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, or other organizations Experience: Three years successful administrative experience or an equivalent amount of human resource management experience in the private sector MAJOR RESPONSIBILITIES AND DUTIES: Human Resource Department Management Create and execute plan for human resources in alignment with district core values as adopted by the board and the district's strategic plan. Identify current and future needs of the district and align processes and procedures including recruitment, selection, on-boarding, professional and leadership development, training, evaluation, and retention strategies. Create and execute a position control process and establish staffing matrices to ensure appropriate staffing for all campuses and departments to maximize staffing efficiency and productivity. Direct staff budgeting and projections for upcoming school years. Work directly with the payroll department and PEIMS Coordinator to align the departments to meet state requirements and district goals. Determine the HR training needs throughout the school district and develop and plan training programs to meet the established needs. Implement both on-going and special interest training programs. Direct the planning, development, coordination, and evaluation of operations of the human resources department including establishing department goals and objectives. Direct and monitor 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. Select, train, supervise, and evaluate HR staff and make sound recommendations relative to assignment, retention, discipline, and dismissal. Ensure district compliance with federal and state laws and regulations. Employment 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 and have the appropriate credentials for assignments. Provide a system for new employees to acquire appropriate information, support, and training necessary for success on the job. Oversee all aspects of contract administration. Compensation and Benefits Direct the administration of the district's compensation program including job descriptions, salary surveys, and position reclassifications. Serve as a resource to develop, implement, administer, and monitor procedures for salary administration and placement of new hires . 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. Administer the employee grievance procedure adopted by the board. Direct the investigation, analysis, and decision making process regarding personnel problems and/or other related policy issues. 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. Implement and oversee effective districtwide employee recognition programs. Ensure that the employee handbook is created, updated annually, and distributed. Implement procedures to ensure that employees are informed of personnel policies, procedures, and programs that affect them. Budget Develop and administer the human resources budget based on documented needs and ensure that operations are cost effective and funds are management wisely Records Oversee personnel records management and ensure compliance with the state records management program. May serve as designated records management officer. 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 the board, principals, teachers, parents, and community groups. Attend regular meetings of the board. 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. Maintain an atmosphere of internal confidentiality of all matters concerning applicants, employees and former employees. Follow district safety protocols and emergency procedures. Other duties assigned by the superintendent. Supervisory Responsibilities: Supervise, evaluate, and recommend hiring and dismissal of human resource 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 The foregoing statements describe the general purpose and responsibilities assigned to this job and are not an exhaustive list of all responsibilities, duties, and skills that may be required. Copperas Cove ISD does not discriminate on the basis of race, color, national origin, sex, religion, disability, or age in its programs, activities or employment practices. For inquiries regarding the non-discrimination policies, contact: Executive Director of Human Resources, **************, 408 S. Main, Copperas Cove, TX 76522

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

At PDI Technologies, we empower some of the world's leading convenience retail and petroleum brands with cutting-edge technology solutions that drive growth and operational efficiency. By “Connecting Convenience” across the globe, we empower businesses to increase productivity, make more informed decisions, and engage faster with customers through loyalty programs, shopper insights, and unmatched real-time market intelligence via mobile applications, such as GasBuddy. We're a global team committed to excellence, collaboration, and driving real impact. Explore our opportunities and become part of a company that values diversity, integrity, and growth. Role Overview PDI Technologies is seeking a strategic, organized, and people-focused HR Business Partner to join our HR team. The ideal candidate will bring a strong background in human resources, exceptional organizational and administrative skills, and a dedication to delivering excellent service to employees and leaders alike. In this role, you'll collaborate with organizational leaders, stakeholders, and employees to drive initiatives that foster growth, engagement, and a positive workplace culture. If you're passionate about building strong relationships, solving challenges with creativity, and shaping the employee experience, this is a great opportunity to make an impact while advancing your HR career. As an HR Business Partner (HRBP), you will serve as a trusted advisor and strategic partner to managers and department leaders. You'll align business objectives with HR initiatives while providing guidance on talent acquisition, performance management, employee relations, and organizational development. This role requires strong business acumen, excellent interpersonal skills, and the ability to implement HR strategies in a dynamic and evolving environment.Key Responsibilities Partner with department leaders to translate business goals into HR strategies that drive growth, engagement, and retention. Act as a coach and advisor to managers and employees on HR policies, performance management, employee relations, and organizational development. Guide managers through performance review processes, including goal setting, coaching, and development planning. Handle employee relations issues with integrity, conducting investigations and ensuring compliance with laws and policies. Provide tailored support for non-exempt employee populations, addressing scheduling, timekeeping, and workload challenges while helping leaders build programs that promote retention, recognition, and career development. Identify opportunities to enhance the non-exempt employee experience, including improved onboarding, training, and growth pathways. Analyze HR metrics and trends to recommend solutions, programs, and policy updates. Collaborate with HR peers in compensation, benefits, and learning & development to deliver enterprise-wide initiatives. Support organizational change management and ensure smooth adoption of new initiatives. Promote a culture of diversity, equity, inclusion, and belonging. Ensure compliance with all applicable federal, state, and local employment laws, as well as internal policies and Code of Conduct. Perform other related duties as needed. Challenges & Opportunities Navigating a wide range of personalities while maintaining fairness and consistency. Supporting the needs of a fast-paced, high-growth organization. Balancing the unique challenges of non-exempt employees (scheduling, overtime, and workplace demands) with organizational needs. Creating opportunities for engagement, career growth, and recognition among non-exempt employees, ensuring they feel valued and connected to the company's success. Qualifications Bachelor's degree in Human Resources, Business Administration, or related field preferred. 5+ years of progressive HR experience, with at least 2 years as a business partner or advisor preferred. Proven success partnering with senior leaders and cross-functional teams in dynamic environments. Strong knowledge of HR laws, policies, and best practices. Experience supporting non-exempt workforces, including understanding compliance requirements, addressing scheduling challenges, and building initiatives that strengthen retention and career development. Demonstrated ability to handle sensitive and confidential matters with discretion. Strong interpersonal, coaching, and communication skills. PDI is committed to offering a well-rounded benefits program, designed to support and care for you, and your family throughout your life and career. This includes a competitive salary, market-competitive benefits, and a quarterly perks program. We encourage a good work-life balance with ample time off [time away] and, where appropriate, hybrid working arrangements. Employees have access to continuous learning, professional certifications, and leadership development opportunities. Our global culture fosters diversity, inclusion, and values authenticity, trust, curiosity, and diversity of thought, ensuring a supportive environment for all.

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)

Human Resources Generalist - Skilled Nursing Community Rosewood Heights Nursing & Rehabilitation Are you an experienced HR professional who thrives on balancing multiple priorities while keeping compliance, recruiting, and employee engagement at the forefront? At Rosewood Heights Nursing & Rehabilitation, we're seeking a skilled HR Generalist/HR Business Partner to be the driving force behind our human resources operations and help us fulfill our mission to Make Lives Better . In this role, you'll handle the full spectrum of HR responsibilities - from compliance and recruiting to payroll and employee relations - all while fostering a positive, service-focused culture in our skilled nursing community. What You'll Do: Lead full-cycle recruiting to attract, hire, and onboard top talent who share our mission and values. Champion compliance by ensuring strict adherence to federal, state, and company employment laws, regulations, and policies. Manage payroll processing and maintain accurate, up-to-date HRIS records. Support leaders with employee relations, performance management, and workplace investigations. Foster an environment of engagement, accountability, and trust for all team members. Serve as the go-to HR resource for managers and staff, providing clear guidance and support. Maintain the highest standards of confidentiality, integrity, and professionalism. What We're Looking For: 3+ years of HR Generalist experience (healthcare or skilled nursing highly preferred). Proven expertise in HR compliance and full-cycle recruiting. Strong organizational skills with the ability to multi-task in a high-volume, fast-paced environment. Working knowledge of HR operations, payroll, and employee relations. Bachelor's degree in human resources or related field preferred (or equivalent experience). Experience using Paycor HRIS systems is a plus! Exceptional interpersonal, communication, and problem-solving skills. What's In It for You: Medical, dental, vision, and well-being benefits. Competitive pay plus bonus opportunities. 401(k) with company match. Tuition reimbursement and career development programs. Cell phone reimbursement. Quarterly HR bonus eligibility. PTO accrual starting on day one. Paycheck advance option. Touchstone Emergency Assistance Foundation grants. A supportive workplace where your voice matters and your work is valued. Who We Are: The Enclave is proudly part of Touchstone Communities, a Texas-based organization committed to providing Best-In-Class care to our patients, residents, and veterans. Our team is built on compassion, integrity, and purpose - and we're looking for professionals who want to be part of something meaningful. If you're ready to take ownership of your HR career and make a real difference, we invite you to Join Team Touchstone today.

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.

Administration - District Level/Assistant Director of Human Resources Date Available: 12/15/2025 Attachment(s): * Assistant Director of Human Resources.pdf

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.