Director of human resources jobs in Danville, CA - 569 jobs

A rapidly growing AI technology firm in San Francisco is seeking a Senior HR Business Partner to support leadership and drive effective people strategies as they scale from 150 to 1,000 employees. This role requires extensive HR experience and the ability to navigate the complexities of growth in a high-performance environment while embedding company values in leadership practices. The compensation ranges from $200K to $260K with equity offers. #J-18808-Ljbffr

WTW has an enterprise-wide, global service offering with “client ready” teams of experienced Mergers & Acquisition (M&A) practitioners. Our goal is to fully leverage the considerable number of M&A engagements within other segments of the company into broader, cross-segment due diligence and integration projects, as well as divestitures, spin-offs and joint ventures. To achieve this goal, our M&A team consists of consultants with various backgrounds and experiences to best serve our clients. They not only respond to market demand, but will create new demand in the market through their thought leadership and industry experience. As a Senior Director for the Global HR Mergers & Acquisitions team, your primary role will be to generate M&A revenue throughout the company. You will be responsible for expanding business with existing clients as well as successfully identifying and winning business from new clients. You will work with a broad array of business and selling professionals throughout the company and will be a member of the core M&A Team. The Senior Director Global HR M&A role reports into the Global M&A Leader and is responsible for leading a core team of 25 individuals with connections into over 200 other WTW experts in North America. WTW embraces a flexible work environment and supports employees working remotely, hybrid, or in office. The Role Execute sales processes and activities in your assigned region: Lead and develop new business opportunities, including client relationship building Lead generation activities through multiple sales channels Tailor sales processes as necessary to accommodate style and culture preferences as appropriate Timely lead tracking, reporting and knowledge sharing of wins and losses Participate in internal and external speaking and vendor demonstration events to generate leads Support local, divisional and national sales and marketing efforts including sponsoring user groups, where appropriate Work with senior executives to explore business issues related to M&A, business transformation and/or broader organizational change issues and develop practical, short, medium and long-term solutions Design and lead the implementation of complex client projects with a focus on M&A engagements Serve as a lead member of client delivery team and deliver high-quality consulting solutions Maintain first-hand knowledge about all of our products and services and key competitors' strengths, weaknesses and selling tactics: Collaborate with colleagues from other segments to fully understand the broad array of services we offer and how they can help our clients Provide input on how to best position our services both internally and externally Manage teams of consultants and client personnel (often across multiple organizations and time zones) to achieve project objectives Ensure appropriate hand-off to client delivery team through effective communication of sales process, scope and deliverables, as well as client relationships Maintain ongoing relationships with clients to solicit feedback on services and open opportunities to expand revenue Accountability as part of a team for creating and executing business strategy to penetrate the local and division markets and introduce new clients to the firm in order to meet annual revenue goals: Consistently deliver approximately 500-800 hours of client work each year Consistently generate approximately $3 million to $5 million in consulting sales annually (usually as part of sales teams with shared sales credit) Identify opportunities to cross-sell new products and services Coordinate with existing sales and Client Development Group teams to identify, develop and close strategic sales opportunities Build relationships with internal and external sources to maximize the penetration of key target accounts Qualifications The Requirements 10+ years of business experience managing mergers, acquisitions and/or divestitures for multinational companies with a specific focus on HR, preferably within a client servicing environment Proven ability to generate and grow revenue Proven achievement of individual sales and utilization goals An understanding of sales management theory and its application to individual behavior Proven ability to sell and deliver management consulting services to senior business leaders through individual contributions as well as by leading consulting team Provide experience working within and leading virtual teams Track record of success in managing key client relationships Experience in managing large, diversified teams and projects and producing quality deliverables on time and within budget Deep knowledge of mergers & acquisitions preferred Significant knowledge and understanding of HR programs and processes Exceptional client relationship management skills Strong analytical skills; the ability to synthesize data and develop insights and combine this with creativity Strong market presence with polished and well developed written and oral communication skills Superior ability to influence and collaborate with senior management and work across all levels of an organization Flexibility with regard to travel that can range from 5-25% An undergraduate degree is required; Advanced degree in related field preferred This position will remain posted for a minimum of three business days from the date posted or until a sufficient/appropriate candidate slate has been identified. Compensation and Benefits Base salary range and benefits information for this position are being included in accordance with requirements of various state/local pay transparency legislation. Please note that base salaries may vary for different individuals in the same role based on several factors, including but not limited to location of the role, individual competencies, education/professional certifications, qualifications/experience, performance in the role and potential for revenue generation (Producer roles only). Compensation The base salary compensation range being offered for this role is $180,000 - $280,000 USD. This role is also eligible for an annual short-term incentive bonus. Company Benefits WTW provides a competitive benefit package which includes the following (eligibility requirements apply): Health and Welfare Benefits Medical (including prescription coverage), Dental, Vision, Health Savings Account, Commuter Account, Health Care and Dependent Care Flexible Spending Accounts, Group Accident, Group Critical Illness, Life Insurance, AD&D, Group Legal, Identity Theft Protection, Wellbeing Program and Work/Life Resources (including Employee Assistance Program) Leave Benefits Paid Holidays, Annual Paid Time Off (includes paid state /local paid leave where required), Short-Term Disability, Long-Term Disability, Other Leaves (e.g., Bereavement, FMLA, ADA, Jury Duty, Military Leave, and Parental and Adoption Leave), Paid Time Off (Washington State only) Retirement Benefits Contributory pension plan and Savings Plan (401k). Certain senior level roles may also be eligible for non-qualified Deferred Compensation and Deferred Savings Plans. Pursuant to the San Francisco Fair Chance Ordinance and Los Angeles County Fair Chance Ordinance for Employers, we will consider for employment qualified applicants with arrest and conviction records. EOE, including disability/vets EOE, including disability/vets #J-18808-Ljbffr

Employment Type Full time Department Corporate Functions People Compensation Zone 1: NY $138K - $230K • Offers Equity • Offers Bonus The People Team at Chainalysis is dedicated to enabling growth, building an inclusive environment, and providing the benefits and perks that help our employees balance work, life, and happiness. Our job is to make sure Chainalysis has the right talent and framework in place to grow both quickly and thoughtfully. We're looking for a strategic, energetic Human Resources Business Partner to advise and partner with our R&D team. You'll support our leaders to ensure we have the right people in the right roles, align on organizational and people strategies, and use data to develop best practices. In this role, you'll: Build influential partnerships with the organization's senior management globally to execute the HR strategies that foster organizational and people effectiveness Understand business objectives and translate them to an HR agenda that continues to drive global improvement, productivity, and development within teams and across the company Develop a deep understanding of the business, serving as a thought leader on people and organizational topics within your dedicated team as well as cross-functionally Coach business leaders on employee relations matters including performance management, feedback, and career pathing, and mediating when needed Collaborate with the Talent Acquisition and Finance on strategic headcount planning, identifying critical roles, and succession planning Partner with People Operations to develop People programs We're looking for candidates who: Have strong HR expertise and a proven track record of being an influential thought partner to the business Are skilled in the facilitation and management of change, with the ability to and build support for ideas and initiatives Possess a strong ability to identify, analyze, resolve, or refer complex issues in support of a positive work environment Experience working across global employment laws and HR practices; familiarity with Denmark and Israel is ideal. Interpret policies and regulations to ensure fair and equitable resolution of issues Can manage several complex projects simultaneously while working to meet deadlines Can develop strong relationships with stakeholders at all levels of the organization across time zones Are innately curious and have a high sense of urgency that translates into a drive for results Nice to have experience: High-growth startup experience Familiarity working with employees in US, UK, Denmark and Israel in particular is a plus About Chainalysis Blockchain technology is powering a growing wave of innovation. Businesses and governments around the world are using blockchains to make banking more efficient, connect with their customers, and investigate criminal cases. As adoption of blockchain technology grows, more and more organizations seek access to all this ecosystem has to offer. That's where Chainalysis comes in. We provide complete knowledge of what's happening on blockchains through our data, services, and solutions. With Chainalysis, organizations can navigate blockchains safely and with confidence. You belong here. At Chainalysis, we believe that diversity of experience and thought makes us stronger. With both customers and employees around the world, we are committed to ensuring our team reflects the unique communities around us. We're ensuring we keep learning by committing to continually revisit and reevaluate our diversity culture. We encourage applicants across any race, ethnicity, gender/gender expression, age, spirituality, ability, experience and more. If you need any accommodations to make our interview process more accessible to you due to a disability, don't hesitate to let us know. You can learn more here. We can't wait to meet you. Compensation Range: $138K - $230K #J-18808-Ljbffr

A Core HR functional consultant in Oracle Cloud HCM Applications responsible for working closely with the business partners / business to support and deliver system solutions. This will require thorough understanding of end-to-end business processes of Oracle Cloud HCM Applications. The person will provide hands on guidance on business requirements development, support, system design and delivery. The ideal candidate should have prior Oracle Fusion HCM implementation consulting experience, with expertise in implementing Oracle Global Core HR module. Candidate will be part of teams Oracle Fusion HCM implementations for clients. Responsibilities Implement and Support Oracle Cloud HCM production systems. Gather business requirements, document those, do fit gap analysis and map them to Oracle Cloud HCM application. Engage business users spanning multiple business units and ensure cohesive articulation of business goals and processes to ensure effective technology solutions. Do system configurations, create functional design documents, develop and document test scripts. Conduct requirement and design workshops, manage and run conference room pilots and user testing and training workshops. Work with all stakeholders to monitor and track progress of workstreams to ensure successful go-live. Co-ordinate with the onshore functional and technical team as needed for all project deliverables throughout the different phases of the implementation. Mandatory Skills At least 10+ years of Implementation / Support experience in implementing Oracle HCM Applications. At least 3 implementations of Oracle Cloud HCM applications, working as a Core HR lead functional consultant. Understanding of the unified Oracle HCM solution and the touch points with other HCM modules (e.g. Talent, Absence, Payroll, Recruiting etc.). Expertise in configuration of Enterprise structures and Core HR foundational setups. Ability to configure self-service transactions, approval workflows and notifications. Experience with Oracle HCM Security setup including roles and security profiles. Ability to work independently and manage multiple tasks on assignments. Strong written and verbal communication skills, including presentation skills. Strong problem solving and troubleshooting skills with the ability to exercise mature judgment. Ability to work well in a team environment. Academic Qualifications Bachelor's degree or the equivalent combination of education plus relevant experience. #J-18808-Ljbffr

About Aegis AI Aegis AI is building the next generation of email security-powered by AI agents that think and act like human analysts. Our mission is to keep users safe. Our agents stop Phishing and Spam attacks before they reach employees, using hundreds of specialized models that collaborate autonomously across inboxes. Our team was founded by the Google security leaders who built Gmail and Chrome Security. Backed by Accel and Foundation Capital, we're transforming how enterprises protect their people from modern social engineering threats. The Role As our first Head of People, you will be the architect of the culture and talent engine at Aegis AI. We are at a critical inflection point, scaling a team of world-class AI engineers, security researchers, and go-to-market experts. You won't just be "running HR"-you will be a strategic partner to the founders, ensuring we hire the top 0.1% of talent and build an environment where they can do the best work of their lives. You will design the systems for how we recruit, grow, and retain a high-performance team that operates with the speed of a startup and the technical rigor of a top-tier security lab. Responsibilities Talent Acquisition & Strategy: Lead the end-to-end recruitment strategy. We are looking for "10x" contributors-ex-founders, deep-learning experts, and security pioneers. You will own the pipeline, candidate experience, and employer branding. Culture & Performance: Define and scale the Aegis AI culture. Implement performance management frameworks that reward high agency, ownership, and technical excellence. Organizational Design: Partner with the Founders to plan the headcount roadmap. Help us navigate the transition from a tight-knit founding group to a high-scale enterprise organization. Employee Experience & Retention: Own everything from onboarding to professional development. Ensure our NYC and SF offices are hubs of collaboration, innovation, and high energy. Compensation & Benefits: Develop a competitive, transparent compensation philosophy (equity, salary, and perks) that attracts the world's best talent while maintaining fiscal responsibility. People Operations: Build the foundational "stack" of HR-compliance, payroll, benefits, and internal policies-ensuring they are frictionless and scalable. Who You Are 8+ Years of People/Talent Experience: You have a proven track record in high-growth tech startups (preferably Series A to C). High Technical Fluency: You can speak the language of AI engineers and Product Managers. You understand what makes a "Google-caliber" engineer or a "GM-style" PM tick. Founder Mindset: Like our PMs, you are expected to behave like a true owner. You are comfortable with ambiguity, move fast, and don't wait for permission to fix a problem. Exceptional Judge of Talent: You have a "nose" for high-potential individuals and know how to sell a vision to elite candidates who have multiple competing offers. Strategic & Operational: You can switch between "big picture" culture design and "in the weeds" operational execution (e.g., closing a candidate or fixing a payroll issue) with ease. On-site Presence: You believe in the power of in-person collaboration and are excited to be a cornerstone of our NYC or SF office culture. Why Join Aegis AI? High-Stakes Mission: We are defending the world's most targeted communication channel against increasingly sophisticated AI-driven threats. World-Class Pedigree: Learn from and work alongside leaders who built the security foundations of the modern web (Gmail & Chrome). Equity & Impact: As an early leader, you will have a significant equity stake and the ability to shape the company's DNA from the ground up. #J-18808-Ljbffr

A growing tech company based in San Francisco is looking for an Associate HR Business Partner to join its expanding Go To Market Team. This role involves collaborating with HR Business Partners, coaching managers, and enhancing team efficacy through streamlined HR processes. Candidates should have 3-5 years of HR experience, strong communication skills, and an analytical mindset. This opportunity includes a competitive salary, benefits, and equity, with a base salary range of $96,000 - $160,000 per year. #J-18808-Ljbffr

Help Build the Future of Healthcare AI Hi! We're Infinitus - the first trusted voice AI platform transforming healthcare. Built by ex-Googlers, startup veterans, and industry pros, our AI boosts productivity, slashes admin burden, and creates new ways to support patients with chronic conditions. We scale connections between patients, payors, and providers - empowering care teams and improving health outcomes. The Mission At Infinitus, our mission is simple: create time for healthcare by making access, adherence, and affordability easier than ever. Using multimodal AI, human-in-the-loop systems, and a rich knowledge graph, we've automated over 5 million calls-saving millions of hours for patients and providers. Backed by top investors like Kleiner Perkins, Google Ventures, and a16z, we're a team that loves to challenge the status quo and move fast at the intersection of AI and healthcare. Your Role We're looking for a strategic and hands-on HR Business Partner to support our Operations team. You'll work closely with leaders and team members to drive core people initiatives-including performance management, organizational design, employee relations, engagement, and development. It will be your job to provide guidance, build scalable programs, and help leaders navigate people challenges as the team grows. This is a hybrid role based out of our San Francisco office where you'll collaborate with the team onsite Mondays, Tuesdays, and Thursdays. Your Impact Serve as the primary People Team partner to Operations leaders and their teams, building strong, trusted relationships at all levels. Own day-to-day people processes for our distributed Operations team. In partnership with leaders, this role will manage employee relations matters, including investigations, disciplinary actions, and performance conversations. Coach and support managers. Partner with cross-functional stakeholders. Analyze trends and metrics to identify opportunities for improvement. Support change management and communication strategies. Promote a culture of feedback, accountability, and inclusion across Operations teams. Ensure compliance with federal, state, and local employment laws and internal policies. Your Skillset Minimum of 5 years' experience in an HR Generalist or HR Business Partner role. Proven ability to coach employees and managers through complex, sensitive, and emotional situations. Proven track record working in startup environments and navigating ambiguity. Ability to thrive in an agile, solution-focused setting and adapt quickly as priorities shift. Strong written and verbal communication skills, with the ability to distill complex HR concepts into clear, actionable guidance. Demonstrated track record of managing multiple priorities, influencing stakeholders, and delivering results in a fast-paced environment. Applied knowledge of federal, state, and local employment laws and regulations. Additional Nice-to-have skills Prior experience supporting hourly or frontline employees in high-volume operations. Familiarity with the HRIS Rippling. Why You'll Love It Here Competitive salary, equity, and 401(k) Wellness stipend & great benefits (medical, dental, vision) Generous PTO & parental leave Bi-annual offsites & a collaborative, mission-driven culture Hybrid work (SF office Mon/Tues/Thurs) + catered lunches (Bay Area Positions only) *Please Note: the above benefits are for salaried employees What to Expect in the Interview Process Apply & meet our recruiting team Virtual Interviews to showcase your skills Final onsite loop to meet the team and get to know us better Curious to Learn More? Read our Blog to hear from Infinauts about what we're building Discover how our company values (CODES) guide us Follow our CEO, Ankit Jain, for industry updates We're building AI agents that tackle healthcare's toughest problems and open new possibilities. Ready to join us? Let's talk! Infinitus Systems is committed to providing an environment of mutual respect where equal employment opportunities are available to all applicants and teammates without regard to race, color, religion, sex, pregnancy (including childbirth, lactation and related medical conditions), national origin, age, physical and mental disability, marital status, sexual orientation, gender identity, gender expression, genetic information (including characteristics and testing), military and veteran status, and any other characteristic protected by applicable law. Infinitus Systems believes that diversity and inclusion among our teammates is critical to our success as a global company, and we seek to recruit, develop and retain the most talented people from a diverse candidate pool. #J-18808-Ljbffr

San Francisco CA Benefits Medical insurance Dental insurance Vision insurance Life insurance Long‑term disability insurance Short‑term disability/extended sick leave Flexible spending accounts Retirement benefits 403(b) or 401(k) Paid Leave Paid time off benefits (vacation, holiday, etc.) Leaves of absence, including family care, bereavement, etc. Employee Assistance Programs providing counseling. Continuing Education Units Time off to attend courses required to maintain licensure. Tuition reimbursement and much, much more! About the Hospital Our client is a dynamic 250+ bed regional hospital that offers advanced medical technology and light‑filled private rooms with views. The campus provides a 24‑hour emergency room, including special pediatric emergency care provided by doctors board certified in both pediatrics and emergency medicine. General medical and surgical services are offered, as well as key specialty care. Role Overview They have an immediate opening for a Human Resource Partner to help them take their labor relations to the next level! Supports the operating team at the hospital in the achievement of its people related objectives for employee satisfaction, patient or customer satisfaction, labor costs targets, talent development and the development and maintenance of a high performing workforce. Actively participates in development of employee relations programs. Provides assistance in the form of advice and counsel to management regarding: effectiveness of staff, application of human resource practices, policies and procedures, application, and administration of collective bargaining agreements, compliance with employment regulations and laws and resolution of complaints and grievances. Communicates with managers of bargaining unit employees regarding contract interpretation, policy interpretation and compliance. Works on resolution of compliance complaints and closure of compliance corrective action plans. Partners during succession planning, including coaching of management clientele on individual development plans and on‑boarding support for new managers (30‑60‑90 day rounding). Supports management when conducting layoffs, start‑ups, grievance meetings, investigations, complaint resolutions, staff counseling and related progressive discipline activities, talent reviews and local training. Identifies, investigates and resolves grievances, and coordinates with the Center of Expertise (CoE) for resolution of mediated or arbitrated grievances, work environment scans and harassment investigations. Involved in terminations, unemployment hearings, Equal Employment Opportunity Commission (EEOC) charges, and reduction in force planning. Supports management with key initiatives as directed by HR and operational leadership. Facilitates manager and staff access to HR service. Education Bachelor's: Human Resources, Industrial Psychology, Business Administration or related field or equivalent education/experience. Experience 5 years relevant experience - Preference in health care environment. MUST have labor relations experience. For prompt and confidential consideration, please apply below. Click here to apply online #J-18808-Ljbffr

Handshake is the career network for the AI economy. 20 million knowledge workers, 1,600 educational institutions, 1 million employers (including 100% of the Fortune 50), and every foundational AI lab trust Handshake to power career discovery, hiring, and upskilling, from freelance AI training gigs to first internships to full-time careers and beyond. This unique value is leading to unparalleled growth; in 2025, we tripled our ARR at scale. Why join Handshake now: Shape how every career evolves in the AI economy, at global scale, with impact your friends, family and peers can see and feel Work hand-in-hand with world-class AI labs, Fortune 500 partners and the world's top educational institutions Join a team with leadership from Scale AI, Meta, xAI, Notion, Coinbase, and Palantir, among others Build a massive, fast-growing business with billions in revenue The Role We're hiring an HR Business Partner to support Handshake AI. You'll work closely with leaders and employees to help scale our culture, processes, and people programs as we grow. This role will be part traditional HRBP work (performance management, HR support, etc.) and part building processes and systems to help scale the business. We're looking for someone who is comfortable with ambiguity, rapidly changing priorities, and intense operational cultures. This is a great opportunity for someone with business experience looking to transition into the People space (e.g., consultant, BizOps, product) while working in a fast-moving tech environment. Partnering & Advisory Act as a trusted partner to managers on day-to-day people topics - performance, growth, engagement, and team dynamics. Support business leaders in building high-performing, inclusive teams through thoughtful people programs and data-driven insights. Help identify org design and talent needs as the team scales. People Programs & Operations Drive execution of core people processes (performance, compensation, promotions, headcount planning). Support onboarding, learning, and development initiatives. Collaborate with People Ops, Recruiting, and Total Rewards to ensure smooth employee experiences. Employee Experience & Culture Help managers and employees navigate employee relations topics with judgment and care. Gather feedback and insights to inform improvements to our people programs and tools. Design and manage in-person programs and events for the team You Have 5-7 years of HR experience, ideally in a tech or growth-stage environment Strong foundation in core HR functions (employee relations, performance, org change, coaching). Comfort operating in ambiguity and shifting priorities. Clear, empathetic communication and an instinct for balancing people and business needs. Collaborative working style - enjoys partnering across teams. Bonus Points Experience supporting a high-intensity, operational environment Experience working with international entities (e.g., India) Familiarity with compensation frameworks and people analytics tools. Exposure to scaling teams and org change Perks Handshake delivers benefits that help you feel supported-and thrive at work and in life. The below benefits are for full-time US employees. 🎯 Ownership: Equity in a fast-growing company 💰 Financial Wellness: 401(k) match, competitive compensation, financial coaching 🍼 Family Support: Paid parental leave, fertility benefits, parental coaching 💝 Wellbeing: Medical, dental, and vision, mental health support, wellness stipend 📚 Growth: Learning stipend, ongoing development 💻 Remote & Office: Internet, commuting, and free lunch/gym in our SF office 🏝 Time Off: Flexible PTO, 15 holidays + 2 flex days 🤝 Connection: Team outings & referral bonuses Explore our mission, values, and comprehensive US benefits at joinhandshake.com/careers. #J-18808-Ljbffr

At Gilead, we're creating a healthier world for all people. For more than 35 years, we've tackled diseases such as HIV, viral hepatitis, COVID-19 and cancer - working relentlessly to develop therapies that help improve lives and to ensure access to these therapies across the globe. We continue to fight against the world's biggest health challenges, and our mission requires collaboration, determination and a relentless drive to make a difference. Every member of Gilead's team plays a critical role in the discovery and development of life-changing scientific innovations. Our employees are our greatest asset as we work to achieve our bold ambitions, and we're looking for the next wave of passionate and ambitious people ready to make a direct impact. We believe every employee deserves a great leader. People Leaders are the cornerstone to the employee experience at Gilead and Kite. As a people leader now or in the future, you are the key driver in evolving our culture and creating an environment where every employee feels included, developed and empowered to fulfil their aspirations. Join Gilead and help create possible, together. At Gilead our pursuit of a healthier world for all people has yielded a cure for hepatitis C, revolutionary improvements in HIV treatment and prevention as well as advancements in therapies for viral and inflammatory diseases and certain cancers. We set and achieve bold ambitions in our fight against the world's most devastating diseases, united in our commitment to confronting the largest public health challenges of our day and improving the lives of patients for generations to come. We are seeking a Director, HR Business Partner to partner with the U.S. Commercial organization. The Director will act as a strategic HRBP to Senior Business Leaders and Commercial Vice Presidents adopting a business-focused approach to translate objectives into actionable people plans, emphasizing organizational design, talent management, and capability building. The Director will be a member of the respective business leadership teams and the Global Commercial HRBP team to drive and implement workforce strategies that facilitate business success, promote an inclusive and high-performing culture, and embody Gilead's core behaviors and leadership accountabilities. This role reports to the Executive Director of Human Resources for Gilead U.S. Commercial. This is a hybrid/office based role located in Foster City, California. Specific job responsibilities Directs the planning, development, implementation, administration and budgeting for a portion of a large client group, or a specific geographic area. Challenges are unique and solutions may serve as a precedent for future decisions. Provides support directly to senior management and defines the HR strategy for the client group or groups supported. Advises company management on HR policy and program matters, making or recommending appropriate decisions, which may be significantly complex. Initiates discussions regarding organizational changes and presents each of the HR specialty functional areas (training, compensation, benefits, etc.) when working with management. Within client group, facilitates the management and development of the corporate culture and values, and leads employee and manager engagement initiatives to foster teamwork and enhance employee engagement. Viewed as subject matter expert and maintains contacts with external sources to stay apprised of current trends and new legislative changes. Accomplishes results as an individual contributor or through HR subordinates or specialist employees/CoE. May select, develop and evaluate HR staff to ensure the efficient operation of the function. Develops concepts, techniques, and standards for flawless execution on the delivery of HR services including talent acquisition, performance management, talent reviews, compensation planning, and project management. Develops new applications based on professional principles and theories. Provides analysis and recommendations about the reengineering and optimization of the organizational structure, roles, process and resource allocation, and facilitates change management. Designs, develops and implements communication strategy using various media. Ensures effective communication strategies are in place within the organization and builds two-way communication channels. Proactively questions the decisions of management that impact the long-term direction of the client group. Provides coaching support for site or client group leadership, building skills, knowledge, and competencies to achieve results and make employee-related decisions in a fast changing environment. May be responsible for representing client group or site with labor unions and/or works councils to ensure compliance with relevant labor laws and a favorable climate with employee representative groups. May require strong business knowledge as well as a sophisticated understanding of labor relations and union negotiation rules. Knowledge 12+ years of relevant experience in the HR field and a BA or BS degree, preferably with an emphasis in HR or Business or 10+ years of relevant experience in HR with a master's degree. Works under consultative direction toward long-range goals and objectives. Assignments are self-initiated with very little direct supervision. Excellent verbal, written, and interpersonal communication skills are required. Must possess excellent influencing skills. Requires a thorough knowledge and understanding of Human Resources legislation/employment law, principles, policies, and procedures. Must be able to develop solutions to a wide range of highly complex problems, which require an in depth degree of ingenuity, creativity, and innovativeness. May require experience and ability to manage staff. Must be able to exercise judgment and independently determine and take appropriate action within defined HR policies and procedures. Specific education and experience requirements. People Leader Accountabilities Create Inclusion - knowing the business value of diverse teams, modeling inclusion, and embedding the value of diversity in the way they manage their teams. Develop Talent - understand the skills, experience, aspirations and potential of their employees and coach them on current performance and future potential. They ensure employees are receiving the feedback and insight needed to grow, develop and realize their purpose. Empower Teams - connect the team to the organization by aligning goals, purpose, and organizational objectives, and holding them to account. They provide the support needed to remove barriers and connect their team to the broader ecosystem. The salary range for this position is: $210,375.00 - $272,250.00. Gilead considers a variety of factors when determining base compensation, including experience, qualifications, and geographic location. These considerations mean actual compensation will vary. This position may also be eligible for a discretionary annual bonus, discretionary stock-based long-term incentives (eligibility may vary based on role), paid time off, and a benefits package. Benefits include company-sponsored medical, dental, vision, and life insurance plans*. For additional benefits information, visit: ****************************************************************** * Eligible employees may participate in benefit plans, subject to the terms and conditions of the applicable plans. For jobs in the United States: Gilead Sciences Inc. is committed to providing equal employment opportunities to all employees and applicants for employment, and is dedicated to fostering an inclusive work environment comprised of diverse perspectives, backgrounds, and experiences. Employment decisions regarding recruitment and selection will be made without discrimination based on race, color, religion, national origin, sex, age, sexual orientation, physical or mental disability, genetic information or characteristic, gender identity and expression, veteran status or other non‑job related characteristics or other prohibited grounds specified in applicable federal, state and local laws. In order to ensure reasonable accommodation for individuals protected by Section 503 of the Rehabilitation Act of 1973, the Vietnam Era Veterans' Readjustment Act of 1974, and Title I of the Americans with Disabilities Act of 1990, applicants who require accommodation in the job application process may contact ApplicantAccommodations@gilead.com for assistance. For more information about equal employment opportunity protections, please view the ‘Know Your Rights' poster. NOTICE: EMPLOYEE POLYGRAPH PROTECTION ACT YOUR RIGHTS UNDER THE FAMILY AND MEDICAL LEAVE ACT Gilead Sciences will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, (c) consistent with the legal duty to furnish information; or (d) otherwise protected by law. Our environment respects individual differences and recognizes each employee as an integral member of our company. Our workforce reflects these values and celebrates the individuals who make up our growing team. Gilead provides a work environment free of harassment and prohibited conduct. We promote and support individual differences and diversity of thoughts and opinion. For Current Gilead Employees and Contractors: Please apply via the Internal Career Opportunities portal in Workday. Job Requisition ID R0049454 Job Level Director #J-18808-Ljbffr

Strava is the app for active people. With over 150 million athletes in more than 185 countries, Strava is where connection, motivation, and personal bests thrive. No matter your activity, gear, or goals, we help you find your crew, crush your milestones, and keep moving forward.Start your journey with Strava today. Our mission is simple: to motivate people to live their best active lives. We believe in the power of movement to connect and drive people forward. We're looking for aDirector, Growth Marketing, Acquisitionto lead Strava's new user growth strategy. This role is responsible for driving incremental new registrations and performance efficiency through a data-rich, performance-led acquisition engine. You'll oversee how Strava attracts and converts new users-across paid media, ASO, affiliate growth, and emerging acquisition channels and formats. This role is critical to building scalable, controllable growth levers that go beyond optimizing what's already working. You'll own high-priority metrics (like New Reg and ROAS), support key initiatives (like brand awareness amplification), and help evolve how we test, measure, and scale into new audiences. This is a strategic, highly analytical role for a leader excited to grow a global community through high-impact experimentation and disciplined execution. We follow a flexible hybrid model that generally translates to half your time on-site in our San Francisco office- three days per week. What you'll do: Lead Strava's end-to-end acquisition marketing strategy-owning the roadmap for how we attract and convert new users across paid media, ASO, affiliate, and new growth channels. Drive performance against core metrics like New Registrations and ROAS, while expanding into new audiences and platforms to future-proof growth. Uplevel our media mix through constant experimentation-testing new formats (e.g. CTV, DOOH), platforms (e.g. TikTok, Reddit), and audience strategies. Partner with Brand Marketing to amplify awareness campaigns and help move users through the funnel-from attention to activation. Manage a high-performing internal team and lead the partnership with our external agency-ensuring strategic clarity, strong execution, and accountability across the board. Collaborate with XFN partners across Analytics, Product, Retention, MarTech, and Design to ensure acquisition efforts are integrated, insight-driven, and set up to scale efficiently. Advance how we test, measure, and operate-improving experimentation frameworks, attribution models, and tooling to maximize growth outcomes. What you'll bring to the team: Strategic vision.You set direction, prioritize ruthlessly, and know how to evolve a channel roadmap in a dynamic org. Analytical depth.You understand ROAS, incrementality, and cohort LTV-and build systems and structures to optimize them. Channel expertise.You have deep experience running acquisition programs across major performance media platforms and bring strong instincts around where and how to scale next. XFN leadership.You build trust and alignment across teams, even when timelines are tight or goals are in tension. Team development.You lead with empathy and high standards-coaching, supporting, and challenging your team to do their best work. Agency management.You know how to guide external partners with clear inputs, feedback, and expectations-and get great results in return. We're excited about you because you have: 10+ years of experience in acquisition or performance media roles A track record of driving new user growth in mobile-first or product-led environments Experience managing 7-figure+ paid media budgets across multiple channels Proven success scaling programs like ASO or affiliate marketing Experience leading external agencies and internal teams with structure and trust Strong XFN instincts across Brand, Product, Analytics, and more Bonus: Experience in subscription, mobile app, or fitness/lifestyle companies Bonus: Familiarity with lifecycle monetization and how acquisition impacts downstream value Compensation Overview At Strava, we know our employees are the most important ingredient to our success, and our compensation and total rewards programs reflect that. We take a market-based approach to pay, and pay may vary depending on the department and your location. Salary ranges are categorized into one of three tiers based on a cost of labor index for that geographic area. We will determine the candidate's starting pay based on job-related skills, experience, qualifications, work location, and market conditions. We may modify these ranges in the future. For more information, please contact your talent partner. Compensation: $208,000 - $245,000.This range reflects base compensation only and does not include equity or benefits. Your recruiter can share more details about the full compensation package, including the range specific to your location, during the hiring process. For more information on benefits, pleaseclick here . Why Join Us? Movement brings us together. At Strava, we're building the world's largest community of active people, helping them stay motivated and achieve their goals. Our global team is passionate about making movement fun, meaningful, and accessible to everyone. Whether you're shaping the technology, growing our community, or driving innovation, your work at Strava makes an impact. When you join Strava, you're not just joining a company-you're joining a movement. If you're ready to bring your energy, ideas, and drive, let's build something incredible together. Strava builds software that makes the best part of our athletes' days even better. Just as we're deeply committed to unlocking their potential, we're dedicated to providing a world-class, inclusive workplace where our employees can grow and thrive, too. We're backed by Sequoia Capital, TCV, Madrone Partners and Jackson Square Ventures, and we're expanding in order to exceed the needs of our growing community of global athletes. Our culture reflects our community. We are continuously striving to hire and engage teammates from all backgrounds, experiences and perspectives because we know we are a stronger team together. Strava is an equal opportunity employer. In keeping with the values of Strava, we make all employment decisions including hiring, evaluation, termination, promotional and training opportunities, without regard to race, religion, color, sex, age, national origin, ancestry, sexual orientation, physical handicap, mental disability, medical condition, disability, gender or identity or expression, pregnancy or pregnancy-related condition, marital status, height and/or weight. We will ensure that individuals with disabilities are provided reasonable accommodation to participate in the job application or interview process, to perform essential job functions, and to receive other benefits and privileges of employment. Please contact us to request accommodation. #J-18808-Ljbffr

Positions located in Scottsdale, San Francisco, Chicago, or New York follow a hybrid work model to allow for a more collaborative working environment.Candidates responding to this posting must independently possess the eligibility to work in the United States, for any employer, at the date of hire. This position is ineligible for employment Visa sponsorship.**Overall Purpose**policies. decisions. **Essential Functions*** **Strategic People Partner:** provide comprehensive strategic guidance to sophisticated cross-functional business teams on the design, structuring, implementation, and scaling of people.* **Mentor and develop leaders:** coach leaders through the full range of the employee journey including thought leadership in organizational design, performance leadership, and managing and navigating difficult conversations.* **Trusted advisor**: act as the department expert on people issues while building mutual trust and respect with senior leaders, acting as an advisor, coach, and thought partner; have the courage to ask tough questions that others might not; help your teams demonstrate effective judgment and empathy* **Change agent**: collaborate with cross-functional teams to effectively communicate organizational changes by advocating for team-specific solutions and facilitating company-wide communications and training.* **Culture champion:** partner with the business to create an amazing place to work where top talent can do the best work of their life. Advocate for our employees, inspire with our values, celebrate our diversity, and deepen our sense of inclusion* **Problem solver:** collaborate across the full HR team to address root causes and solve charged issues with grace and tact; ability to roll up your sleeves and support the organization where needed* **Business Advocate**: deeply understand business priorities, help the business understand how people levers help drive business outcomes; spearhead and advise on people projects and programs that drive the business forward* **Champion Data-Driven Decisions**: become a data-driven strategic partner who leverages people data and analytics to guide leadership and inform business decisions.* Support the company's commitment to risk management and protecting the integrity and confidentiality of systems and data.**Minimum Qualifications*** Education and/or experience typically obtained through the completion of a bachelor's degree in human resources or related field* 12 or more years of relevant business experience with a strong focus in HR and/or team leadership* Experience partnering with and influencing senior leaders to help drive people strategies and increase business outcomes.* Works well in a fast-paced environment, flexible, able to change direction quickly and manage projects through ambiguity and constant change* Highly collaborative team player with a focus on engaging with people, specific to supporting growth.* Expertise in developing deep, trusting relationships with all levels within the organization* Effectively consult (listen, understand, and influence) with people at all levels (including senior leadership) in a qualitative and quantitative manner.* Proactive problem solver. Conceptualize problem spaces as systems and apply a “model thinker” approach.* Ability to consult and recommend solutions to leadership using data and analytics to solve people and business-related problems.* Background and drug screen.**Physical Requirements**Working conditions consist of a normal office environment. Work is primarily sedentary and requires extensive use of a computer and involves sitting for periods of approximately four hours. Work may require occasional standing, walking, kneeling and reaching. Must be able to lift 10 pounds occasionally and/or negligible amount of force frequently. Requires visual acuity and dexterity to view, prepare, and manipulate documents and office equipment including personal computers. Requires the ability to communicate with internal and/or external customers. Employee must be able to perform essential functions and physical requirements of position with or without reasonable accommodation. The base pay scale for this position in: Phoenix, AZ/ Chicago, IL in USD per year is: $225,000 - $300,000. New York, NY/ San Francisco, CA in USD per year is: $248,000 - $330,000. Additionally, candidates are eligible for a discretionary incentive plan and benefits.Some of the Ways We Prioritize Your Health and Happiness * Healthcare Coverage -Competitive medical (PPO/HDHP), dental, and vision plans as well as company contributions to your Health Savings Account (HSA) or pre-tax savings through flexible spending accounts (FSA) for commuting, health & dependent care expenses.* 401(k) Retirement Plan -Featuring a 100% Company Safe Harbor Match on your first 6% deferral immediately upon eligibility.* Paid Time Off - Unlimited Time Off for Exempt (salaried) employees, as well as generous PTO for Non-Exempt (hourly) employees, plus 11 paid company holidays and a paid volunteer day.* 12 weeks of Paid Parental Leave* Maven Family Planning - provides support through your Parenting journey including egg freezing, fertility, adoption, surrogacy, pregnancy, postpartum, early pediatrics, and returning to work. And SO much more! We continue to enhance our program, so be sure to for the latest. Our team can share more during the interview process!Pursuant to the San Francisco Fair Chance Ordinance, we will consider for employment qualified applicants with arrest and conviction records.**CURRENT EMPLOYEES: Apply for open positions via Job Hub in your Workday Account.** for an assistance request.E-Verify***.***## Privacy Notice***Effective:** May 2, 2025*This privacy notice is intended to inform California residents of the personal information we collect, how it's used and disclosed, and the rights you have in regard to such information.Click below for the full privacy notice #J-18808-Ljbffr

Replit is the agentic software creation platform that enables anyone to build applications using natural language. With millions of users worldwide and over 500,000 business users, Replit is democratizing software development by removing traditional barriers to application creation. Role Summary The Sr. Director, Talent Acquisition is a senior leadership role responsible for building and scaling a world-class recruiting organization that enables the company to grow rapidly while maintaining a high bar for talent quality and candidate experience. This role owns the end-to-end recruiting strategy across R&D, GTM, and G&A hiring, and partners closely with executive leadership to translate business priorities into scalable hiring plans. You will design and lead the recruiting operating model, including workforce planning, employer branding, sourcing strategy, interview architecture, and hiring manager enablement. This role blends strategic leadership with hands‑on execution-you'll coach executives, build recruiting infrastructure from the ground up, and step in directly where needed to unblock hiring. As a senior member of the People leadership team, you will shape how we attract talent, assess potential, and build diverse, high‑performing teams during a period of rapid growth. In this role you will… Build and scale the Recruiting function to support aggressive growth across R&D, GTM, and G&A, while maintaining a consistently high hiring bar. Own the company‑wide recruiting strategy, including workforce planning, capacity modeling, prioritization, and hiring roadmap development in partnership with executive leadership. Serve as a trusted advisor to executives and senior leaders on hiring strategy, talent market dynamics, role design, and hiring trade‑offs. Design and implement scalable recruiting processes, including sourcing strategy, interview frameworks, assessment standards, offer architecture, and closing strategy. Build a strong employer brand and candidate experience that clearly communicates our values, culture, and expectations at every stage of the funnel. Develop and enable hiring managers through training, tools, and coaching to improve interview quality, decision‑making, and accountability. Use recruiting data and market insights to drive decision‑making, identify bottlenecks, forecast risk, and continuously improve outcomes. Embed equitable practices into sourcing, interviewing, and selection processes. Partner closely with People Business Partners, Finance, and executive leadership to align hiring plans with org design and budget realities. Build, mentor, and retain a high‑performing recruiting team across sourcers, recruiters, and recruiting operations. Implement lightweight, scalable recruiting infrastructure and operating rhythms that enable speed without sacrificing quality. Continuously assess and evolve recruiting strategy as the company scales, ensuring the function grows ahead of demand rather than in reaction to it. Required skills and experience 12+ years of progressive recruiting experience, including 5+ years leading recruiting teams in a high‑growth tech company. Demonstrated success building and scaling recruiting organizations through periods of rapid growth and change. Deep expertise across R&D, GTM, and G&A hiring, with strong judgment around prioritization and sequencing. Proven ability to influence and advise senior executives on talent strategy, hiring trade‑offs, and market realities. Strong understanding of modern sourcing strategies, interview design, and candidate assessment methodologies. Experience building recruiting processes and infrastructure from the ground up, not just operating mature systems. Highly analytical, with the ability to translate recruiting data into insights, forecasts, and strategic recommendations. Track record of building inclusive hiring practices and improving diversity outcomes in partnership with the business. Exceptional communicator with the ability to align stakeholders, push back when needed, and drive accountability. Strong people leadership skills, with experience developing recruiters into strategic talent advisors. Tools + Tech Stack for this role ATS / Recruiting Systems: Ashby Sourcing & Talent Intelligence: LinkedIn Recruiter, Metaview People Systems: Rippling Collaboration & Communication: Slack, Google Workspace, Notion, Zoom This role may not be a fit if You prefer highly mature recruiting organizations with fully built infrastructure and narrow scope. You are uncomfortable balancing long‑term strategy with hands‑on execution. You prefer reactive recruiting over proactive workforce planning and market‑driven strategy. You avoid challenging senior leaders or influencing difficult hiring decisions. You rely on large recruiting teams-this role builds the function while operating it. This is a full‑time role that can be held from our Foster City, CA office. The role has an in‑office requirement of Monday, Wednesday, and Friday. Full‑Time Employee Benefits Include: 💰 Competitive Salary & Equity 💹 401(k) Program ⚕️ Health, Dental, Vision and Life Insurance 🩼 Short Term and Long Term Disability 🚼 Paid Parental, Medical, Caregiver Leave 🚗 Commuter Benefits 📱 Monthly Wellness Stipend 🧑💻 Autonomous Work Environment 🖥 In Office Set‑Up Reimbursement 🏝 Flexible Time Off (FTO) + Holidays 🚀 Quarterly Team Gatherings ☕ In Office Amenities Want to learn more about what we are up to? Meet the Replit Agent Replit: Make an app for that Replit Blog Amjad TED Talk Interviewing + Culture at Replit Operating Principles Reasons not to work at Replit To achieve our mission of making programming more accessible around the world, we need our team to be representative of the world. We welcome your unique perspective and experiences in shaping this product. We encourage people from all kinds of backgrounds to apply, including and especially candidates from underrepresented and non‑traditional backgrounds. #J-18808-Ljbffr

Head of Talent - oWOW Role Type: Full-Time, Senior Leadership Reports To: CEO oWOW is on a mission to solve America's housing shortage by building housing abundance through innovative design-build systems, industrialized construction, and vertically-integration. We are scaling a platform that delivers high-quality, attainable homes at a quantum improvement in speed and efficiency. We are looking for a Head of Talent who can help us build a world-class team to match the scale of our mission. Role Summary The Head of Talent will build and own the entire talent engine for oWOW. You will recruit exceptional people across development, architecture, engineering, construction, manufacturing, operations, computational design and corporate teams - while designing the systems, culture, and processes that attract, assess, hire, onboard, and retain top performers. This role is for a builder: someone who thrives in high-growth environments, is obsessed with quality of talent, and can scale an org from dozens to hundred+ people over the next 24 month with precision and speed. You will be a strategic partner to the executive team and a core architect of oWOW's long-term success. Key Responsibilities1. Build a High-Performance Recruiting Engine Own full-cycle recruiting for all critical hires across development, design-build, engineering, supply chain, computational design and operations. Design and implement talent acquisition strategies, sourcing systems, and assessment frameworks. Directly source top candidates from target companies and industry verticals. Create recruiting dashboards, funnel metrics, and KPIs for speed and quality. 2. Partner With Leadership to Scale the Organization Work with the CEO to design org structure, headcount plans, and critical role sequencing. Build competency frameworks for development, engineering, construction, and factory operations. Advise leaders on hiring decisions, performance standards, and team design. 3. Establish Clear Outcomes, KPIs & Incentive Structures Translate each role into clear Outcomes, KPIs, and 30/60/90-day expectations. Build scorecards for all positions to align hiring, onboarding, and performance. Develop scalable incentive plans, bonus structures, and performance-linked compensation aligned with company goals. Implement a semi annual performance review system that ties outcomes to compensation and advancement. Ensure every team understands what success looks like, how it's measured, and how they can grow. 4. Build oWOW's Team Brand Build a talent brand that reflects our mission and ambition. Craft compelling job descriptions, outbound messaging, and recruiting campaigns. Represent oWOW at industry events, universities, and talent networks. 5. Build & Own the Onboarding & Culture System Create a world-class onboarding system that makes new hires productive within 30 days. Launch talent development systems (performance reviews, L&D programs, leadership development). 6. Build Talent Infrastructure That Scales Select and implement the right ATS, sourcing tools, and assessment technologies. Build dashboards and workforce analytics for data-driven decision-making. Implement recruiting operations best practices to support rapid growth. Ideal Candidate Profile 6-12+ years in talent acquisition or people leadership, ideally in construction, real estate development, manufacturing, AEC, or high-growth tech. Proven ability to recruit senior leadership, engineering teams, and construction/design-build talent. Strong sourcing, assessment, and organizational design capabilities. Experience designing and implementing KPIs, performance systems, and incentive plans. Process builder who thrives in high-speed, entrepreneurial environments. Mission-driven and energized by solving the housing shortage at scale. Why oWOW Be a foundational leader in a company solving one of America's most urgent problems. Build a world-class talent and performance engine for a vertically-integrated design-build platform. Competitive salary + performance incentives + equity participation.

Director of Site Acquisition - Hyperscale Infrastructure | Dallas, TX or San Francisco, CA Confidential Infrastructure Developer is pioneering the future of AI and high-performance computing by delivering ultra-efficient data centers across North America. As part of an elite team with an ambitious 3GW+ roadmap, we are hiring a Director of Site Acquisition to lead strategic land sourcing for cutting-edge data center developments. If you have a track record of securing utility-ready land for hyperscale or large-scale infrastructure and thrive at the intersection of real estate, utilities, and permitting-this role offers a career-defining opportunity. Why Join Us: Drive transformative projects that support the AI revolution. Influence long-range infrastructure strategy with C-suite visibility. Collaborate with top-tier developers, engineers, and investors. Competitive compensation and long-term growth opportunities. Key Responsibilities Strategic Site Origination Source high-potential land parcels (100-1,000 acres) in regions primed for data center deployment. Evaluate proximity to power infrastructure, fiber access, and water availability. Conduct land due diligence to assess buildability, environmental factors, and development feasibility. Utility and Power Coordination Collaborate with power utilities to determine availability and capacity. Guide interconnection studies and drive grid capacity negotiations (LOIs/MOUs). Align utility delivery timelines with broader project development schedules. Zoning, Permitting & Compliance Navigate complex permitting and rezoning processes. Engage consultants for environmental studies, traffic analysis, and impact assessments. Track regulatory developments and mitigate risks related to water, moratoriums, or permitting delays. Commercial Structuring & Negotiations Lead negotiations on land options, purchases, and lease agreements. Create land ownership structures (SPVs) that align with the investment model. Provide cost breakdowns and financial modeling for prospective acquisitions. Stakeholder Engagement Build trusted relationships with landowners, municipalities, and regulatory bodies. Provide regular progress updates to internal investment and development teams. Maintain pipeline visibility and monitor site conversion metrics. Ideal Candidate Profile 8+ years' experience in land acquisition, site development, or infrastructure real estate. Proven success sourcing land for energy, data center, or industrial projects. Strong network within utility and permitting ecosystems. Deep knowledge of zoning, interconnection, and large-parcel development. Exceptional negotiation, communication, and project tracking skills. Experience in TX and CA markets strongly preferred. Success Metrics MW of developable land secured quarterly. Timely execution of utility MOUs and interconnection deliverables. Site progression rate from LOI to final land control agreement. Cost efficiency per MW and adherence to development timelines. This is a remote-friendly position with a focus on activity within the Greater Dallas, TX and San Francisco, CA regions. About Blue Signal: Blue Signal is an award-winning, executive search firm specializing in various specialties. Our recruiters have a proven track record of placing top-tier talent across industry verticals, with deep expertise in numerous professional services. Learn more at bit.ly/46Gs4yS

Global 15B fast growing technology group seeking best practice leader that would be responsible for leading the development and execution of organization effectiveness, talent management-acquisition, community relations and culture management programs aimed at advancing our mission and enhancing business results. He or she will partner closely with CLIENT's CHRO and C SUITE to ensure our strategy is in close alignment with the philosophy, framework and strategy set by CLIENT. The leader will partner with CLIENT's leadership team (Functional Directors) to ensure advancement of our values-driven workplace culture and actively plan for, address, and forecast future talent and culture needs, inclusive of change management. He or she will also support communications strategies to create alignment and improve collaboration at all levels. Minimum Qualifications · Bachelor's Degree in Business, Human Resources, Organization Development or related degree. · 10-+ years of relevant work experience in strategic and operational human resources leadership roles with an emphasis on talent acquisition, development, employee engagement, employee experience, organizational effectiveness or related HR discipline. Background in a technology disruption industry is a plus. · Excellent interpersonal skills, highly collaborative leader with a track record of effectively leading organization change. · Strong track record of developing, implementing and monitoring broad talent, culture & organization related programs tightly aligned to business and organizational objectives. · Ability to lead through influence and manage multiple key stakeholders within and outside of the organization. · Exceptional communication, listening, presentation, influencing skills. · Strong personal values alignment to Charter's mission, vision and values. · Proficient with the advanced features of Microsoft Office software products (Word and Excel). · Willingness to travel. Preferred Qualifications · Bachelor's in Business Administration, Human Resources, Organization Development or related advanced degree. · Track record of establishing strong community relations in alignment with the organization's mission, vision and values. Major Accountabilities Organization & Culture · Plays a key role in ensuring leadership team effectiveness: planning / setting objectives/ development. · Leads organization design and change management. · Advises division leadership team to build the right organization, talent, culture · Facilitates development and deployment of culture and engagement roadmap in line with CLIENT's mission, vision and values. · Works to ensure cultural changes are embedded across all levels and in alignment with overall business strategy and outcomes. · Influences organizational decision-making by developing and utilizing value-added metrics that links talent, culture and people to short and long-term business objectives. Talent Management & Acquisition · Implements integrated talent management and acquisition solutions to create competitive advantage that align with and leverage CLIENT's talent framework, philosophy and tools. · Includes coaching, individual development planning, talent reviews, succession planning and leadership development processes. · Oversight of succession planning for critical/competitive advantage roles · Facilitates workforce planning for CLIENT to accurately predict and develop talent pipelines to meet our future workforce needs. · Conducts learning needs assessments and partners with corporate talent to develop solutions. · Develops the strategy and has oversight for core learning programs. · Participates in the selection process for VP/Director/Management level new hires or promotions. Communications & Community Relations · Proactively drives effective employee communications and development of key messages in partnership with global leadership team. · Leads the development of crisis communications plan. · Responsible for the development and deployment of the community relations strategy in line with the CLIENT community relations philosophy.

Introduction Stanford University has an immediate opening for the Director for Employer Relations and Outcomes (ERO) in the Stanford Career Education center. This position is part of the Division of Student Affairs, which supports many student experiences outside the classroom in our residences, community centers, student organizations, health center, career education center, and more. We are making significant changes on campus to engage employers as they increase in-person recruiting and student engagement. The university via Stanford Career Education (CareerEd) is building the employer relations to increase student access to internships, jobs, and networking. The ERO Director will focus on employer engagement and strengthen resources that allow Stanford students to translate their student experience into effective career development. Why Apply The university is seeking a well-rounded and experienced professional to manage the ERO team, resources, and employer relations. This person will have demonstrated experience, judgment, and skills to work successfully with a range of stakeholders including employers, campus partners, students, alumni, and the CareerEd team.This is a continuing leadership role with the opportunity to define employer relations during a dynamic time in our regional and national economy and in university recruiting. In addition, the ERO Director will work with colleagues via the Ivy+ and Atlantic Coast Conference, providing and gaining strategic planning to benefit employer relations. This position reports to Assistant Vice Provost and Executive Director for Stanford Career Education, and will be an active partner in the center's leadership team. Responsibilities and Role In this role, you will: Provide strategic management to lead the Employer Relations and Outcomes (ERO) team of Stanford Career Education (aka, CareerEd). Ensure oversight of online systems, employer relationships, and employment opportunities that contribute to the career success of Stanford students and recent alumni. Qualifications Bachelor's degree and eight years of relevant experience, or a combination of education and relevant experience. Advanced computer skills and demonstrated experience with office software, online platforms focused on student- and employer engagement, email applications, and the use of shared file systems, such as Google. Commitment to accuracy, honesty, and integrity in fulfilling this role. Demonstrated experience managing people. Demonstrated experience in using research to provide informed decision making and outcomes reporting. Excellent organizational skills. Strong verbal and written communication skills. Excellent customer service and interpersonal skills. Ability to prioritize, multi-task, and assign work to others. Ability to take initiative and ownership of projects. Ability to routinely and independently exercise sound judgment in decision making. Preferred Qualifications Experience in a higher education setting, with a focus on engagement with external stakeholders. Experience with Handshake or other online portals that engage multiple stakeholders and resources. Experience with managing teams of three to six team members. Working Conditions This is a hybrid position which requires a minimum of 3 days of on-site work per week. This position requires work on evenings and weekends. This position requires a driver's license and the ability to drive a golf cart or vehicle. Consistent with its obligations under the law, the University will provide reasonable accommodation to any employee with a disability who requires accommodation to perform the essential functions of the job. Work Standards Interpersonal Skills: Demonstrates the ability to work well with Stanford colleagues and clients and with external organizations. Promote Culture of Safety: Demonstrates commitment to personal responsibility and value for safety; communicates safety concerns; uses and promotes safe behaviors based on training and lessons learned. Subject to and expected to comply with all applicable University policies and procedures, including but not limited to the personnel policies and other policies found in the University's Administrative Guide, ****************************** . Compensation The expected pay range for this position is $145,901.65 to $151,000 per annum/hour. Stanford University provides pay ranges representing its good faith estimate of the salary or hourly wage the university reasonably expects to pay for a position upon hire. The pay offered to a selected candidate will be determined based on factors such as (but not limited to) the scope and responsibilities of the position, the qualifications of the selected candidate, departmental budget availability, internal equity, geographic location and external market pay for comparable jobs. At Stanford University, base pay represents only one aspect of the comprehensive rewards package. How to Apply To apply, click on the “Apply for Job” button. To be considered, please submit your résumé and a one-page cover letter along with your online application. For full consideration, apply by February 13, 2026. Equal Employment Opportunity Statement Consistent with its obligations under the law, the University will provide reasonable accommodations to applicants and employees with disabilities. Applicants requiring a reasonable accommodation for any part of the application or hiring process should contact Stanford University Human Resources by submitting a contact form. Stanford is an equal employment opportunity and affirmative action employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability, protected veteran status, or any other characteristic protected by law. #J-18808-Ljbffr

We are seeking a highly organized and detail-oriented professional to join our HR team as a Manager Talent Operations. This role is responsible for managing all aspects of employee relocation, expense tracking, invoice coding in Oracle, immigration reporting, and budgeting within the HR department. The candidate will also support with fringe budget management and manage the independent contractor setup process, and ensure compliance with company policies and legal regulations. This role is critical to ensuring smooth operations within the HR department, particularly in areas involving relocation, compliance, and budgeting. If you are passionate about creating seamless experiences for employees and have a strong background in HR-related processes, we encourage you to apply! Key Responsibilities: Relocation Management: Coordinate and manage all aspects of employee relocation, including generating relocation agreements and providing end-to-end support for relocating employees. Track and monitor relocation expenses and sign-on bonuses, ensuring compliance with company policies and payback requirements are met. Serve as the primary point of contact for employees during the relocation process, addressing any concerns or issues promptly. Expense and Fringe Payment Management: Oversee fringe benefit payments, ensuring accurate processing and reporting. Track and reconcile HR-related expenses, including relocation costs and sign-on bonuses. Provide regular expense reporting to ensure alignment with departmental budgets. Immigration Reporting and Compliance: Manage and maintain accurate immigration records and reporting in compliance with local, state, and federal regulations. Collaborate with legal and HR teams to ensure timely submission of immigration-related documentation. Oversee the setup process for independent contractors, ensuring compliance with company standards and legal requirements. Serve as the liaison between contractors, HR, and legal teams to streamline onboarding and setup processes. Budgeting and Reporting: Develop and manage all HR department's expense and payroll budgets. Generate detailed reports on expenses, bonuses, and immigration activities for leadership review. Provide insights and recommendations to optimize cost efficiency and improve processes. Completespecial projects on an ad hoc basis. Perform Other Duties as Assigned. Qualifications: Bachelor's degree in Business Administration, Human Resources, or related field (or equivalent work experience). 3+ years of experience in HR operations, relocation management, or expense management. Knowledge of immigration reporting and compliance requirements a plus. Excellent organizational and multitasking skills with keen attention to detail. Strong analytical and problem-solving abilities. Proficiency in Oracle and expense tracking tools. Effective communication and interpersonal skills to work with employees, contractors, and leadership teams. Preferred Qualifications: Experience working with global relocation programs and immigration processes. Familiarity with budgeting and financial reporting tools. Ability to manage multiple priorities and deadlines in a fast-paced environment. Strong customer service skills with a focus on employee satisfaction. High level of integrity and confidentiality in handling sensitive information. Process improvement mindset to identify and implement more efficient workflows. Our Culture & Values We believe that taking care of our people is vital to our success and we strive to offer equitable and transparent practices for all. We prioritize connection, growth, and wellbeing. Our associates are encouraged to bring their authentic selves to work, so they can be their best and achieve their personal and professional goals. We make inclusivity a cornerstone of our culture by welcoming associates with diverse cultures and backgrounds and celebrating them, together. We nurture an open, inclusive environment for all. Our differences-whatever they may be-are valued, explored, and appreciated. Together, we're creating a more just and inclusive company culture where the only criteria for advancement are: The quality of our work The contributions we make to our teams and the business Our ability to lead and connect We firmly believe that working in a culture focused on diversity, equity, and inclusion (DEI) spurs innovation, creates healthy and high-performing teams, and delivers superior customer experiences. Outside of WSI, we recognize the importance of playing a part in our communities through partnerships, collaborations, and commitments to a more just and inclusive world. People First Putting People First means investing in overall well-being and opportunities to grow and advance within the organization. Depending on the position and location, here are a few highlights of what benefits may be available: A generous discount on all WSI brands A 401(k) plan and other investment opportunities Paid vacations, holidays, and time off to volunteer Health benefits, dental and vision insurance, including same-sex domestic partner benefits Tax-free commuter benefits A wellness program that supports your physical, financial and emotional health In-person and online learning opportunities through WSI University Cross-brand and cross-function career opportunities Resources for self-development Career development workshops, learning programs, and speaker series WSI will not now or in the future commence an immigration case or "sponsor" an individual for this position (for example, H-1B or other employment-based immigration). This role is not eligible for relocation assistance. Williams-Sonoma, Inc. is an Equal Opportunity Employer. Williams-Sonoma, Inc. will consider for employment qualified applicants with criminal histories in a manner consistent with the requirements of the San Francisco Fair Chance Ordinance, or other applicable state or local laws and ordinances. The expected starting pay for this position is$95,000-$110,000. Applicable pay ranges may differ across markets. Actual pay will be determined based on experience and other job-related factors permitted by law. In addition to competitive pay, compensation may include a variety of other components like benefits, paid time off, merit, and bonus opportunities. About Us Our Company Founded in 1956, Williams-Sonoma, Inc. is the premier specialty retailer of high-quality products for the kitchen and home in the United States. Our family of brands are Williams Sonoma, Williams Sonoma Home, Pottery Barn, Pottery Barn Kids, Pottery Barn Teen, Rejuvenation, West Elm, Mark & Graham, Outward, and GreenRow. These brands are among the best known and most respected in the industry. We offer beautifully‑designed, stylish and functional products for every area of the home, including the kitchen, living room, bedroom, home office, closet, laundry room and even outdoor spaces. We've seen some big changes since our first brick‑and‑mortar store opened more than half of a century ago. What hasn't changed is our passion for high‑quality products, functional design, outstanding customer service, and enhancing the lives of our customers and the communities where we operate. Today, we're a multi‑brand, multi‑channel, global enterprise supported by state‑of‑the‑art technology and some of the most talented teams in retailing - and we're always looking for new energy and ideas. Job Info Job Identification 14212 Locations 3250 Van Ness Ave, San Francisco, CA, 94109, US #J-18808-Ljbffr

A prominent academic institution in Palo Alto is seeking a Director for Employer Relations and Outcomes to lead the ERO team in enhancing employer engagement and student career development. Candidates should possess a Bachelor's degree, extensive relevant experience, advanced communication skills, and be capable of managing various stakeholders. This hybrid role offers a competitive salary between $145,901.65 and $151,000, demands occasional evening and weekend hours, and emphasizes commitment to diversity and inclusion. #J-18808-Ljbffr