Director of human resources jobs in Richmond, CA

The BBSI HR Generalist is responsible for successfully assisting BBSI Human Resources Consultants in providing a full range of HR support to business owners to maximize client management of human capital and positively impact client company success and profitability. This position reports to the Business Partner and works in partnership with other positions within the business unit and branch. POSITION SUMMARY: The BBSI HR Generalist is responsible for successfully providing a full range of HR support to business owners to maximize client management of human capital and positively impact client company success and profitability. REPORTING RELATIONSHIPS: This position reports to the Area Manager and works in partnership with other positions within the business unit and branch. DUTIES AND RESPONSIBILITIES: Provide HR consultation and deliverables to small and mid-sized businesses. Develop and deliver HR policies, procedures and programs to meet the business owner needs laid out in the client plan of action. Collaborate with other Human Resources Generalists and Consultants in the administration and delivery of HR guidance, training, and support to clients. Autonomously support clients with situational HR guidance as issues and concerns arise. Partner with Payroll Specialist and other Human Resources professionals to streamline the client onboarding process. Support multiple business units with administrative functions using human resources expertise and experience. Gather and present client renewal details prior to client renewal meetings. In some branches, may be responsible for payroll processing in order to serve as payroll relief and backup for Payroll Specialists. In some branches, provide administration of workers' compensation claims with partners at Third Party Claims Administrator. Continued self-development of HR knowledge, coupled with mentoring from senior level Human Resources Consultant. SPECIAL REQUIREMENTS: Ability to complete high-volume workload, meet critical deadlines and work through constantly changing priorities with enthusiasm and autonomy Consult with identified clients on all aspects of human capital management on tactical and dynamic levels Excellent written and verbal communication skills Intermediate level knowledge of all MS Office applications Willing to travel via automobile roughly 30% of time - primarily local, with some overnight possible. QUALIFICATIONS: Bachelor's degree A minimum of 5-10 years of HR generalist experience with decision making authority PHR, SPHR, CP or SCP strongly preferred Prior experience in, or exposure to payroll processing, or an aptitude or ability to learn how to process payroll, including knowledge of wage and hour laws. Additional operations or business experience outside of HR is a plus Demonstrated ability to write, develop and deliver successful presentations and facilitate trainings to individuals and groups at all levels of an organization Salary and Other Compensation: The starting salary range for this position is $75,000-90,000 annually. Factors which may affect starting pay within this range may include geography, skills, education, experience, certifications and other qualifications of the candidate. This position is also eligible for incentive pay in accordance with the terms of the Company's plan. Benefits: The Company offers the following benefits for this position, subject to applicable eligibility requirements: medical insurance, health savings account, flexible savings account, dental insurance, vision insurance, 401(k) retirement plan, accidental death and dismemberment, life insurance, voluntary life insurance, voluntary disability insurance, voluntary accident, voluntary critical care, voluntary hospital indemnity, legal, identity & fraud protection, commuter benefits, pet insurance, employee stock purchase program, and an employee assistance program. Paid Time Off: 40 hours of paid sick leave annually (additional sick/front loading/accrual, if any, based on state or regional requirements); vacation accrues up to 80 hours in the first year, up to 120 hours in years 2-4, and up to 160 hours in the fifth year; 6 paid holidays annually, 4 paid volunteer days annually. Diversity and Inclusion are critical parts of our corporate culture. BBSI strives to create a workplace where everyone feels included and empowered to bring their full, authentic selves to work, and is treated fairly. BBSI is an equal opportunity employer and makes employment decisions on the basis of merit. If you meet the above requirements, we welcome the opportunity to learn more about you. For more information, visit us at www. bbsi.com Please apply via this posting and not by contacting our local or corporate offices. Click here to review the BBSI Privacy Policy: *********************************** “California applicants: to see how we protect your data, visit our website at ***********************************************************

We're hiring a Project Manager to lead high-impact HR and HRIS projects from initiation through delivery. This role will drive a Workday modernization program, focused on process redesign and usability improvements across a global suite of HR functional modules. You will partner closely with project sponsors and a PMO to ensure delivery is on time, within budget, and aligned with program requirements. Key Responsibilities: Project Governance Own and drive overall project success through structured governance Lead project reviews, manage issue resolution, and drive scope/change control Planning & Execution Build and manage detailed project plans in collaboration with sponsors and cross-functional teams Track milestones, dependencies, and deliverables to ensure objectives are met Risk & Quality Management Proactively identify and mitigate risks and blockers Provide regular status updates, progress reporting, and escalation to leadership as needed Vendor & Cross-Functional Coordination Manage external vendors/consultants including onboarding, coordination, and invoicing support Lead tactical discussions across multiple business units to ensure alignment and execution Stakeholder & Workforce Collaboration Influence and collaborate with cross-functional teams to maintain alignment on goals and outcomes Communicate clearly with stakeholders at all levels, including executive leadership Resource Allocation Allocate resources effectively across multiple workstreams to optimize outcomes and timelines Documentation & Reporting Create and maintain key project artifacts (project plans, status reports, RAID logs, deliverable trackers, meeting notes) aligned with structured PM standards Required Qualifications: 8+ years of program/project management experience delivering complex, cross-functional initiatives Experience leading HRIS projects; Workday experience strongly preferred Strong vendor management skills and ability to partner with vendor project leads in a coordinated PMO model Excellent written and verbal communication skills; proven ability to present succinctly to executive leadership Strong analytical and problem-solving skills; ability to manage ambiguity in dynamic environments Experience working in a complex, global environment Proficient with Google Workspace, Slack, Zoom, and Asana PMP certification preferred Bachelor's degree preferred Regards, Gaganpreet Singh Lead - Talent Acquisition **************

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

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.

Our mission at Oura is to empower every person to own their inner potential. Our award-winning products help our global community gain a deeper knowledge of their readiness, activity, and sleep quality by using their Oura Ring and its connected app. We've helped millions of people understand and improve their health by providing daily insights and practical steps to inspire healthy lifestyles. Empowering the world starts with living our values and empowering our team. As a quickly growing company focused on helping people live healthier and happier lives, we ensure that our team members have what they need to do their best work - both in and out of the office. This is a hybrid position for candidates located in the San Francisco Bay Area. The role requires regular time in our San Francisco office (at least 1 day per week, depending on business needs), along with occasional domestic and international travel. This job involves regular interaction and collaboration with Oura colleagues in Finland and across the US. Finland is in the Eastern European Time Zone, which is 10 hours ahead of US Pacific Time; for example, 7 AM in San Francisco is 5 PM in Finland. Standard office hours in Finland are 9 AM to 5 PM. For this role, applicants should expect regular meetings between the hours of 6 AM and 9 AM Pacific, and be open to occasional meetings even earlier, or sometimes, very late in the evening Pacific time. Occasional travel to Finland, once or twice a year, is also expected for this role. Reporting to the Chief People Officer, this role will be a member of the People Leadership Team, collaborating to strengthen Oura's People function to support the company as we grow and scale. This role will be responsible for optimizing and scaling current processes, ensuring they are efficient, effective, and globally applicable. You will draw on your deep expertise to review existing systems and technology applications, identify opportunities for improvement, and drive the implementation of new solutions, while continuing to build your knowledge, incorporating new technologies to great advantage. The ideal candidate will be a seasoned HR professional with a proven track record of success in a fast-paced, dynamic environment. This role will lead a small team; the ideal candidate will lead through influence and excel through collaboration. What you will do: Process Optimization: Formalize and standardize HR processes across the organization, ensuring they are efficient, scalable, and compliant with different local and global regulations. Global HR Operations: Develop and implement strategies to effectively manage HR operations in multiple geographic locations, considering cultural differences and legal requirements. System and Technology Assessment: Evaluate existing HR systems and technology applications to identify areas for improvement and make recommendations for future investments. Technology Implementation: Drive the implementation and ongoing management of new HR technology solutions, ensuring they align with the company's strategic objectives and support efficient and fair HR operations across our locations. Cross-Functional Collaboration: Partner with People Team colleagues and other departments, including Legal, Security and IT, to identify and address HR-related challenges, ensuring that our policies and practices are cohesive and support the overall business strategy. Data Analytics: Leverage data analytics to measure HR performance, identify trends, and inform strategic decision-making. Team Leadership: Build and lead a high-performing team of HR professionals, providing mentorship, coaching, and development opportunities. This Space Intentionally Left Blank: Oura is growing and changing quickly; this role will evolve as the company does. We would love to consider you for this role if you have: Extensive experience in HR operations; the successful candidate will likely have at least 15 years of experience, including at least 5 years of experience as an HR operations leader Demonstrated success in supporting high-growth companies and navigating the complexities of scaling an organization beyond 1,000 people International experience, including familiarity with different employment laws and practices, and movement between countries Strong analytical and problem-solving skills with the ability to analyze data and draw meaningful insights Excellent communication skills, with proven ability to engage and motivate diverse global audiences using a range of tools Experience as a people manager Bonus points for: Experience leading through growth and significant corporate transitions, e.g., M&A, IPO Experience working in a large, scaled, global company environment (over 5,000 people); you've seen and lived what great looks like at scale Experience in different HR functions, in addition to operations, e.g., HRBP, talent acquisition, compensation Benefits At Oura, we care about you and your well-being. Everyone here at Oura has a ring of their own and we are continually looking to improve employee health. What we offer: Competitive salary and equity packages Health, dental, vision insurance, and mental health resources An Oura Ring of your own plus employee discounts for friends & family 20 days of paid time off plus 13 paid holidays plus 8 days of flexible wellness time off Paid sick leave and parental leave Oura takes a market-based approach to pay. US locations are categorized based on a cost of labor index for that geographic area. While most offers will be closer to the starting range, successful candidates' pay will be determined based on job-related skills, experience, qualifications, work location, internal peer equity, and market conditions. These ranges may be modified in the future. $270,000-$300,000 As the holiday season approaches, we want to inform you that response times and the holiday process may be slightly extended due to business team schedules. We truly appreciate your patience and understanding during this period and remain committed on keeping you informed as we review applications. Thank you for considering a role at OURA - we look forward to learning more about you! Oura is proud to be an equal opportunity workplace. We celebrate diversity and are committed to creating an inclusive environment for all employees. Individuals seeking employment at Oura are considered without regard to age, ancestry, color, gender (including pregnancy, childbirth, or related medical conditions), gender identity or expression, genetic information, marital status, medical condition, mental or physical disability, national origin, protected family care or medical leave status, race, religion (including beliefs and practices or the absence thereof), sexual orientation, military or veteran status, or any other characteristic protected by federal, state, or local laws. We will not tolerate discrimination or harassment based on any of these characteristics. We will work to ensure individuals with disabilities are provided reasonable accommodation to participate in the interview process, to perform essential job functions, and to receive other benefits and privileges of employment. Disclaimer: Beware of fake job offers! We've been alerted to scammers posing as ŌURA recruiters, especially for remote roles. Please note: Our jobs are listed only on the ŌURA Careers page and trusted job boards. We will never ask for personal information like ID or payment for equipment upfront. Official offers are sent through Docusign after a verbal offer, not via text or email. Stay cautious and protect your personal details. To all recruitment agencies: Oura does not accept agency resumes. Please do not forward resumes to our jobs alias, Oura employees, or any other organization's location. Oura is not responsible for any fees related to unsolicited resumes.

Achieving our goals starts with supporting yours. Grow your career, access top-tier health and wellness benefits, build lasting connections with your team and our customers, and travel the world using our extensive route network. Come join us to create what's next. Let's define tomorrow, together. Description At United, we fly into airports around the entire world. And we need a whole team of people to keep things running in tip-top shape! From the exceptional service at the check-in counter to the departure gate, and even behind the scenes making sure your checked bags arrive with you, our Airport Operations team keeps operations at our airports running smoothly every single day. Job overview and responsibilities The Manager - Operations Control serves as the primary management control oversight of gate planning, daily schedule integrity, and flight process activities, all while ensuring local station requirements are met and United's core4 principles are upheld. Operations Control Managers must be able to function interchangeably as planners overseeing the hub gating plan and as flight process overseers / problem solvers within a given area of responsibility (a pod of approximately 10-20 gates). * Responsible for preplanning prior to shifts/banks and ensuring readiness for gates, crews, maintenance, WX/ATC, and staffing Monitor flight activities within pod (including pre-arrival, arrival, ground-servicing, and departure activities) for exceptions and process failures with a given area of responsibility and engage with other team members as needed to resolve operational challenges * Create hub gating plans that meet operational, customer, and employee needs and adapt them as needed to dynamic changes in the operational environment * Maintain thorough situational awareness about any events that may impact gating and parking plans * Make tactical decisions as needed and escalate significant operational challenges to the SOC shift manager * Provide consistent, ongoing strategic gate planning communication and operational updates with all departments, service partners and external agencies * Primary liaison with NOC Dispatch and Ops Managers regarding real time updates to the hub schedule and notable flight-level events * Work with all stakeholders to ensure accurate flight following (FLIFO) information is maintained * Responsible for supporting the station safety culture through strategic communication and engagement * Responsible for coordinating analysis and communication of field conditions during irregular operations * Responsible for partnering with local station and Network Planning in developing future flight schedules Qualifications What's needed to succeed (Minimum Qualifications): * Bachelor's degree or 4 years of relevant work experience * 2+ years of airline management experience * Proven track record for decisive action backed by strategic planning, continuous improvement, analytical thinking, goal-directed leadership and service-oriented performance * Ability to lead peers and other leaders utilizing a philosophy focused on Safety, Caring, Dependability and Efficiency to reach best outcomes for the airline * Proven track record for decisive action backed by strategic planning, continuous improvement, analytical thinking, goal-directed leadership and service-oriented performance * Able to consistently manage both controlled and uncontrolled environments while making informed strategic and tactical decisions * Strong interest and desire to develop training skills and knowledge * Excellent communication and interpersonal skills, with the ability to engage and connect with diverse learners * Organized and detail-oriented, with the ability to manage multiple tasks and priorities * Must be legally authorized to work in the United States for any employer without sponsorship * Successful completion of interview required to meet job qualification * Reliable, punctual attendance is an essential function of the position What will help you propel from the pack (Preferred Qualifications): * Bachelor's degree * Extensive knowledge of operations, management and logistics * 1+ years of leadership experience with projects * Experience in schedule design and schedule planning * Experience working with operational programs such as Inform Real Time Stands, Unimatic, IOM, and similar programs * Project management * Excellent written and oral communication skills * Ability to conform to shifting priorities, demands and timelines through analytical and problem-solving capabilities The base pay range for this role is $75,211.20 to $91,924.80. The base salary range/hourly rate listed is dependent on job-related, factors such as experience, education, and skills. This position is also eligible for bonus and/or long-term incentive compensation awards. You may be eligible for the following competitive benefits: medical, dental, vision, life, accident & disability, parental leave, employee assistance program, commuter, paid holidays, paid time off, 401(k) and flight privileges. United Airlines is an equal opportunity employer. United Airlines recruits, employs, trains, compensates and promotes regardless of race, religion, color, national origin, gender identity, sexual orientation, physical ability, age, veteran status and other protected status as required by applicable law. Equal Opportunity Employer - Minorities/Women/Veterans/Disabled/LGBT. We will ensure that individuals with disabilities are provided reasonable accommodation to participate in the job application or interview process, to perform crucial job functions. Please contact JobAccommodations@united.com to request accommodation.

We are seeking an experienced HR Director to partner with technical leaders at Facebook. In this role, you will:Lead engineering strategy and support organizational growth Leverage data-driven insights to inform people decisions Communicate effectively with technical leaders and stakeholders Ideal candidates will have proven experience working with data, a deep understanding of technology, and a passion for driving organizational relevance and innovation. **Required Skills:** HR Director, Facebook Responsibilities: 1. Manage a team of Human Resource Business Partners 2. Partner with business and functional HR leaders globally to develop and lead effective people strategies and programs that enable Meta Facebook to scale effectively globally 3. Lead the delivery of the Company's people practices including talent assessment and planning, organization design and development, performance management, and leadership development, and contribute as a global HR leader to the ongoing development of these practices 4. Use data insights to make evidence-based people decisions for attraction, performance, and engagement 5. Provide direct support and coaching to the Meta Facebook leadership team, and work closely with each of them and their respective teams as a trusted partner, bringing insight and advice relating to people, teams and the development of their organizations as they scale 6. Together with business leaders create an environment which is open and connected and which expects the highest standard of behavior and ethical conduct throughout our company 7. Provide leadership in development, execution and facilitation of employee relations efforts 8. Lead an HR Business Partner team, developing market leading HR capabilities and careers by creating an environment that stimulates creativity and supports their ongoing development 9. Provide global leadership to deliver against the people needs of the company 10. Work closely on critical cross-functional initiatives with cross-functional leaders of teams **Minimum Qualifications:** Minimum Qualifications: 11. 15+ years of experience operating in an HRBP/business-facing role 12. 15+ years of experience as a Human Resource Leader working at both a strategic and executional level 13. Operator and track record of scaling global teams 14. Experience as a people manager and organizational leader, with business acumen and experience understanding strategic organizational issues 15. Experience operating in a matrix organization, and cultivating relationships globally **Preferred Qualifications:** Preferred Qualifications: 16. Experienced working with tech organizations and leaders **Public Compensation:** $227,000/year to $292,000/year + bonus + equity + benefits **Industry:** Internet **Equal Opportunity:** Meta is proud to be an Equal Employment Opportunity and Affirmative Action employer. We do not discriminate based upon race, religion, color, national origin, sex (including pregnancy, childbirth, or related medical conditions), sexual orientation, gender, gender identity, gender expression, transgender status, sexual stereotypes, age, status as a protected veteran, status as an individual with a disability, or other applicable legally protected characteristics. We also consider qualified applicants with criminal histories, consistent with applicable federal, state and local law. Meta participates in the E-Verify program in certain locations, as required by law. Please note that Meta may leverage artificial intelligence and machine learning technologies in connection with applications for employment. Meta is committed to providing reasonable accommodations for candidates with disabilities in our recruiting process. If you need any assistance or accommodations due to a disability, please let us know at accommodations-ext@fb.com.

Job Description The Director of Employee Experience provides strategic leadership and direct oversight of Human Resources and payroll administration, focusing on creating an exceptional employee experience across the organization. This role combines strategic vision with hands-on execution, driving both people-focused initiatives and operational excellence. The position is responsible for developing and implementing effective HR strategies while ensuring accurate and compliant payroll processing. Reporting to the CFO, this role partners with leadership to support a people-centered culture and operational objectives through excellence in HR service delivery, administrative efficiency, and employee engagement. Essential Job Functions Strategic Leadership & Team Growth Partner with senior leadership to define and execute the Employee Experience strategy in alignment with organizational objectives Advise executives on culture, employee engagement, performance optimization, and change management Lead cultural transformation initiatives that reinforce core values and address organizational challenges Foster an environment of continuous learning and professional growth across administrative teams Culture & Employee Engagement Champion a culture of inclusion, respect, and professional growth, ensuring all employees feel valued, heard, and empowered Design and implement employee engagement initiatives and recognition programs Support leadership in addressing cultural challenges within their teams Human Resources Leadership Develop and execute HR strategies that support organizational goals, enhance employee engagement, and foster a positive workplace culture Contribute to the design of core HR operations, including recruitment, onboarding, benefits administration, performance management, and training programs Create, update, and enforce HR policies and procedures in compliance with employment and labor laws, and organizational objectives Ensure compliance with all relevant employment and labor laws and best practices Team Leadership Directly supervise HR Manager and provide guidance, mentorship, and professional development Build and maintain a high-performing HR team capable of delivering excellent service HR Analytics & Reporting Prepare and analyze HR metrics and reports to inform decision-making and identify trends Track key indicators including turnover, time-to-fill, training completion, and employee satisfaction Support data-driven improvements to HR programs and processes Employee Relations Manage employee relations issues, workplace conflict resolution, and disciplinary processes Promote a respectful, inclusive work environment and serve as a trusted resource for employee concerns Conduct workplace investigations as needed and recommend appropriate actions Performance Management & Professional Development Foster an environment of continuous learning and professional growth across administrative teams Oversee training and professional development programs Support managers in performance management, coaching, and employee development Identify skill gaps and create development opportunities for employees Support succession planning and career pathing initiatives Payroll Administration Oversee all aspects of payroll processing, ensuring accurate and timely compensation Ensure compliance with federal, state, and local regulations and CBA contractual requirements Resolve payroll-related issues and discrepancies promptly and professionally Supervise payroll team and ensure effective operations Collaborate with Accounting and Finance to support budgeting, auditing, and reporting related to payroll expenses Required Knowledge, Skills, and Abilities Education & Experience Bachelor's degree in Human Resources, Organizational Development, or related field required 10 years of progressive HR experience, with at least 5 years in a director/leadership role Certification in SHRM or HRCI, a plus Experience with payroll administration and state employment regulations Proven track record of implementing HR programs and improving HR processes Experience with budget oversight and strategic planning processes preferred Critical Experience Requirements Proven experience in organizational development and implementing strategic change management initiatives A track record of training and developing managers to increase operational efficiency and productivity Demonstrated ability to build and foster positive workplace environments that drive employee engagement Experience mentoring and developing HR managers and teams Strong understanding of California payroll regulations and compliance requirements Substantial experience working with union employee populations and navigating collective bargaining environments Technical Skills Experience with HRIS systems, payroll software, and data analytics preferred Strong knowledge of employment law, HR best practices, and compliance requirements Excellent project management and organizational skills Leadership & Interpersonal Skills Strong business acumen with the ability to align HR strategy with business objectives Skilled in conflict resolution, mediation, and difficult conversations High emotional intelligence and cultural sensitivity Proven ability to build trust and credibility with employees at all levels Excellent written and verbal communication Competencies & Expectations Change Leadership: Drives systematic change that improves effectiveness, culture, and performance HR Expertise: Deep knowledge of HR practices, employment law, and people management Operational Excellence: Ensures efficient, accurate, and compliant HR and payroll operations Employee Advocacy: Balances business needs with fair, equitable treatment of employees Relationship Building: Develops strong partnerships with managers and earns employee trust Clear Communication: Delivers consistent, transparent, and timely information Problem Solving: Addresses complex employee relations issues with sound judgment Team Leadership: Builds and develops high-performing HR and payroll teams Adaptability: Responds effectively to changing business needs and priorities Confidentiality: Maintains highest standards of discretion with sensitive information Collaboration: Works effectively across departments to achieve shared goals Ethical Integrity: Upholds fairness, honesty, and professionalism in all actions Working Conditions Prolonged periods of sitting at a desk and working on a computer Occasional walking through facilities and administrative offices Ability to occasionally lift up to 15 pounds This role requires strong presence, both in person and virtually, to guide teams, implement systems, and promote cultural alignment Hybrid work arrangement available Salary $185-$225K base + 20% yearly bonus + 401k + Insurance + PTO + Vacation + sick days.

ORGANIZATION Advance Health. Empower Youth. Strengthen Communities. That's our mission and what we work to achieve every day. YMCA of the East Bay is a true community hub, where people of all ages and backgrounds can swim, camp, exercise, volunteer, and make an impact in their community. Serving over 68,000 people across Alameda, Contra Costa, and Yolo counties, we envision a world where every child has access and opportunities to learn, teens can reach their full potential, and communities are supported, strong and healthy. Let's build it together! To learn more about the YMCA of the East Bay, please visit ******************** POSITION SUMMARY In alignment with the Mission, Goals, and Values of the YMCA of the East Bay, the Human Resources Director supports the strategic direction of the Association by managing and improving key HR functions. This role serves as a partner to leaders across the Association, ensuring consistent, mission-aligned practices in employee relations, payroll, compensation, compliance, training and development, performance management, talent acquisition support, and HR systems oversight. The Director will lead the daily operations of the HR department, may supervise HR Generalist, Payroll Manager, and other HR staff, and ensures HR programs are effectively implemented while contributing to longer-term strategy under the direction of the Chief Human Resources Officer (CHRO). ESSENTIAL FUNCTIONS Key Responsibilities of the Human Resources Director include: People & Culture Leadership Serve as a trusted advisor to Association leaders on employee relations, performance management, policy interpretation, and workplace concerns. Conduct timely, neutral, and well-documented employee relations investigations. Support Association-wide culture initiatives focused on employee engagement, inclusion, and workforce development. HR Operations & Systems Oversee the HRIS from/Payroll System from a functional HR perspective, ensuring accuracy, data integrity, and optimization. Manage compliance programs and ensure adherence to federal, state, and local labor laws. Oversee unemployment, workers compensation, and leave administration processes. Develop, update, and maintain HR policies, procedures, handbooks and documentation. Remain current with employment laws and regulations and partner with the CHRO to maintain an effective program of compliance. Ensures the timely and accurate submission of data requested by the EEOC, YMCA of the USA, Department of Labor, etc. Talent Acquisition & Development Partner with Operations leadership to support recruitment strategies, onboarding quality, and workforce planning. Oversee and improve new-hire orientation and onboarding processes to ensure consistent employee experience. Develop and deliver training for supervisors and managers on HR policies, leadership skills, and effective team management. Support leadership development and succession-planning efforts initiated by the CHRO. Compensation, Benefits & Performance Support implementation and administration of compensation programs, job descriptions, and salary administration in alignment with Association strategy. Provide guidance to managers on performance improvement plans, job classification, and compensation practices. Team Leadership & Department Management Lead, supervise, develop, and evaluate HR direct reports. Establish department priorities, ensure workflow efficiency, and contribute to annual budgeting for HR operations. Foster a collaborative, inclusive, and service-oriented HR team culture. Association & Mission Support As required, present to the Senior Leadership Team and participate in meetings. Serve as a member of the YMCA management team, building strong relationships across the organization. Participate in special projects as assigned by the CHRO. In coordination with the CHRO, provide oversight to risk management, safety training, and compliance initiatives as needed. MEASURE OF EFFECTIVENESS Consistent, timely, and mission-centered employee relations support. Smooth and accurate HR operations, including HRIS management and compliance reporting. Improved management capability through training, coaching, and support. High-quality onboarding and employee experience across the Association. The development of effective systems that promote engagement, inclusion, and continuous improvement. Growth and development of HR team members. Contribution to a workplace culture that reflects YMCA values and supports a productive, safe workforce. WORK ENVIRONMENT & PHYSICAL DEMANDS Ability to work at a computer for extended periods and communicate through digital tools. Ability to travel between YMCA locations as needed. Occasional lifting of up to 20 pounds may be required. Reasonable accommodation may be made to enable individuals with disabilities to perform essential job functions. LEADERSHIP COMPETENCIES Critical Thinking & Decision Making Communication & Influence Developing Self & Others Emotional Maturity Inclusion Collaboration Program/Project Management Change Leadership Requirements Bachelor's degree in human resources, business administration, or related field. Minimum 7 years of progressive HR experience, including supervisory responsibilities. Strong working knowledge of federal, state, and local employment laws. Experience with HRIS systems required; ADP experience strongly preferred. Demonstrated ability to coach managers, resolve employee issues, and develop HR systems and processes. Strong interpersonal, communication, and presentation skills; able to work with diverse groups. Demonstrated leadership, team-building, and project management capabilities. Ability to work effectively in a highly collaborative, mission-driven environment. Must meet all YMCA requirements for working with minors, including fingerprinting and background check. Previous experience working with unions around contract negotiations is a bonus. Benefits This position offers a competitive salary range of $120,000 - $150,000, and robust benefits. More details can be provided upon request. TO APPLY Please submit a resume online at ***************************************** YMCA of the East Bay is an equal opportunity employer and an organization that values diversity. Recruiting staff to create an inclusive organization is a priority, and we encourage applicants from all backgrounds. Candidates are evaluated solely on their qualifications to perform the work required.

TD ThorntonTD Thornton is a premier consulting firm specializing in project management and project controls solutions. Our strong onboarding and training program sets our people up for success. All are welcome to apply, especially those with engineering, construction management, business analytics, scheduling, and project management backgrounds and anyone who truly enjoys teamwork. Job OverviewTitle: Director of Operations and Human ResourcesSector: Professional Services / ConsultingSeniority: Director LevelLocation: Sunnyvale, Bay Area, Hybrid As the Director of Operations and Human Resources, you will serve as a strategic and operational leader responsible for strengthening business operations, advancing people practices, and fostering a people-centered culture. This role supports company leadership in scaling a high-performing professional services organization by driving operational excellence, overseeing HR strategy and execution, and optimizing systems, processes, and performance. The ideal candidate is analytical, adaptable, and equally comfortable working with people, data, and organizational systems. Your Day-to-Day Activities:· Partner with executive leadership to develop and implement operational strategies that support company growth and long-term objectives.· Establish, manage, and continuously improve operational policies, procedures, and systems to ensure consistency, efficiency, and scalability.· Oversee vendor relationships, procurement activities, and contract administration.· Ensure compliance with regulatory requirements, employment laws, and internal company policies. · Lead organizational performance management through internal systems, dashboards, and regular reporting. · Collaborate with Finance to support budgeting, forecasting, expense management, and financial controls. · Manage company assets, IT resources, and internal administrative systems. · Oversee enterprise risk management, including insurance coverage, safety procedures, and business continuity planning. · Provide oversight of marketing coordination and social media activities. · Manage Great Place to Work certifications and company recognition programs. · Lead all aspects of human resources, including onboarding, performance management, compensation, benefits, and employee relations. · Partner with recruiting resources to design and execute talent strategies that attract, retain, and develop top talent. · Manage compensation structures and benefits programs, including merit increases, bonuses, profit sharing, and incentive plans. · Oversee the company's ESOP and partnership agreements in collaboration with senior leadership. · Coach and advise managers on leadership development, performance management, and employee engagement. · Plan and execute company-wide meetings, including all-hands meetings, manager forums, and leadership offsites. · Partner with managers to implement training, learning, and professional development initiatives. · Champion a strong, values-driven culture aligned with the company's mission and goals. · Develop programs that enhance employee engagement, recognition, and retention. · Conduct and analyze employee and client surveys, translating insights into actionable improvements. · Lead change management efforts associated with company-wide initiatives and growth strategies. The Job Requirements:· Bachelor's degree in Business Administration, Human Resources, Operations, or a related field. · 8+ years of progressive experience in operations, human resources, or professional services leadership. · Proven experience supporting executive leadership in scaling an organization. · Strong knowledge of HR practices, employment law, and operational best practices. · Demonstrated ability to manage cross-functional initiatives and lead change. · Excellent communication, leadership, and stakeholder management skills. You'll Stand Out If You Have:· Experience in a consulting or professional services environment. · Experience with ESOP administration or partnership structures. · Strong data and reporting skills with experience using dashboards and performance metrics. · A people-first leadership style paired with strong operational discipline. · A track record of building engaged, high-performing teams and cultures. Compensation & Benefits· Competitive Base Salary· Paid holiday, sick, and vacation time· Medical, Dental, and Vision Coverage· Health Savings Accounts (HSAs)· 401(k) with Company Match· Annual Bonus and Incentive Programs· Tuition Reimbursement· Paid Parental Leave· Flexible Spending Accounts (FSAs)$140,000 - $180,000 a year About TD ThorntonSince 2005, TD Thornton has been helping our clients bridge organizational gaps by providing best-in-class consulting services and staff augmentation. Whether we are part of the contractor's team or serving as an owner's representative, we offer a wide spectrum of construction management support services to help our clients mitigate risks and deliver successful project outcomes. We believe our diversity is part of our strength and are proud to be a woman-owned and minority-owned company. Learn more about us at ****************** and on LinkedIn. By providing your mobile number and opting in via our registration form, you consent to receive text messages (SMS) from TD Thornton. Terms Of Service - TD ThorntonPrivacy Policy - TD Thornton

Job DescriptionPine Park Health: We're building a new model for caring for seniors. Pine Park Health stands-up micro-clinics in senior living communities, providing safer, more convenient urgent and primary care. We're building a value-based care model where we can invest in the health outcomes of our patients. We are a well-funded startup backed by First Round Capital, Google's AI fund, and Y Combinator'and we're growing fast. We've gone from 0 to 20+ care sites in the past year, seen 10x patient growth, and are just getting started. We're looking to expand our motivated, multi-disciplinary team of operators, engineers, and clinicians. If you share our drive for mission-driven care, love collaborating with others to realize a dream and scalable vision, join us! We're building a company to improve the way healthcare is delivered to older adults now and for decades to come. The Director of Human Resources will lead our HR department and is critical in executing our people initiatives, providing great internal support, and driving HR functional excellence and process improvement. We are looking for a people leader who is motivated by building a best-in-class people organization and company, investing in management and people, building systems and processes, and supporting fast growth. Pine Park Health provides field services and we will only deliver on our ambitious mission if we make people- and talent-driven decisions at the heart of what we do. This role will start as a senior individual contributor then grow a team as Pine Park scales.What you'll own Lead all Human Resources efforts at Pine Park, including business partnership, benefits, talent development performance management, and process design Develop new protocols and processes to support scale while maintaining a high bar for quality HR support Own talent development and champion the processes and tools for a strong talent culture, including performance review, compensation strategy implementation, and professional development programming Partner with Pine Park's Head of Talent to create a world-class candidate for new employee experience Own all aspects of employee compliance and administration Lead Pine Park's HR enablement including benefits management, 401k administration, and key attendance tools Routinely evaluate fit for the changing needs of the organization Prepare paperwork, schedule, and facilitate smooth new hire onboarding process Assist managers in responding to associate needs Support in developing and executing HR procedures and policies, providing guidance and best practices Own all aspects of the employee handbook, employee directory, and organizational chart What we're looking for College degree required, masters degree preferred 8-10 years of HR experience Have significant HR experience at business partner level, ideally within a high volume, high growth, and customer-focused environments; field team HR experience a big plus Possess problem-solving and analytical capability; experience in managing and analyzing HR metrics to find root causes and develop short, medium, and long-term plans Have the ability to develop effective working relationships with employees at all levels Strong project management skills and resilient internal/external customer focus Excellent team player, good organizational and interpersonal skills Solid knowledge of California Labor Law Healthcare experience required Pine Park Health is an equal opportunity employer ' we aim to recruit, hire, develop, compensate, and promote regardless of race, religion, country of origin, gender, sexual orientation, age, marital status, veteran status, or disability status.

San Francisco Hotel Amidst the breathtaking views that can be found in any corner of the city, San Francisco has something for everyone. You will find a vibrant culture full of art, historical landmarks, museums, world-class restaurants (including a few gourmet food trucks), music festivals, community fairs and championship-caliber sports teams. In just seven square miles, this coastal city packs in a lot and right in the hustle and bustle of it all is the four-star Omni San Francisco Hotel; an ideal destination for guests and associates alike. The associates at the Omni San Francisco Hotel establish challenging and motivating careers as they receive training and mentoring from a hotel that consistently holds rank at the top of guest service scores. With low turnover, a familial setting and a commitment to development evidenced by its internal promotion rate, the Omni San Francisco Hotel is the perfect place to jumpstart your career. If you seek empowerment, recognition and a diligence to provide superior service, the Omni San Francisco Hotel could be everything you have been looking for. Job Description This position will direct all areas of Human Resources for the Four Diamond-rated Omni San Francisco Hotel is in the heart of downtown. The Director of Human Resources is responsible for overseeing all aspects of the hotel's human capital management, ensuring the recruitment, development, and retention of a skilled and motivated workforce. This position plays a pivotal role in fostering a positive and inclusive work culture while ensuring compliance with employment laws and regulations. Responsibilities Culture Reinforce Omni culture by attending property and department pre-shifts, GEM and ATGT meetings on a rotation basis. Engage with associates by walking around the property several times a day. Drive a strong Omni culture by planning and executing associate events. Promote engagement surveys and ensure participation from our associates. Conduct feedback sessions and implementation of action plans. Ensure the hotel implements effective recognition programs that reward our associates for their hard work and performance. Employee Relations Foster a positive work environment that promotes employee engagement and morale. Provide counsel and assistance to management in regard to associate relations, supervision and administration ensuring coaching is objective, fair and effective. Address associate concerns and ensure fair and consistent application of policies and procedures. Recruitment Collaborate with hiring managers to identify staffing needs and develop a strategic recruitment plan for both management and hourly positions. Attend off-property recruitment events/job fairs. Partner with Shared Services for fulfilling roles and coordinating on-property job fairs. Actively engage in community activities including volunteerism. Form relationships with third party staffing agencies/organizations that assist candidates in finding employment. Administrative Administers compensation policies and programs. Conduct local wage/salary surveys and review/adjust as needed. Monitor wage increases and adjustments. Support Shared Services and act as on-property liaison for benefits and recruitment. Participate in the Hotel's budgeting process, ensuring all associate-related items and labor costs are appropriately budgeted and the department's expenses are in line with expectations. Compliance Ensure compliance with all federal, state, and local employment laws and regulations. Stay abreast of all federal and state laws and keep management advised of changes. Implement changes as needed. Partner with Corporate Director of Labor to respond to EEOC Charges and other government charges. Ensure quarterly self-audits are conducted for Internal Audit and HR Assessment. Partner with Loss Prevention/Corporate Risk to ensure proper handling of worker's compensation incidents/accidents and partner with monthly safety meetings. Maintain accurate and up-to-date employee records, including personnel files, payroll records, and benefits information. Learning & Development Coordinate and/or lead Orientation for new hires to familiarize them with hotel policies, procedures, and standards. Implementation of Omni's hourly training programs and management development programs to include Power of Engagement and Manager orientation. Build the talent bench through continuous and engaged/strategic succession planning. Identify development opportunities for Associates and implement plans to build soft skills of leaders through performance evaluations and feedback mechanisms. Stategic Leadership Develop and implement HR strategies aligned with the hotel's and Omni's overall goals. Act as a key member of the executive committee and serve as a trusted advisor to the General Manager on human capital issues. Qualifications Four or more years of experience as an HR Director or in a similar role within the Hotel/Resort industry. Union experience preferred. Extensive knowledge in Employee Relations, including conducting investigations, crafting responses to government agencies, and managing grievances. Demonstrated ability in leadership fostering employee development, fostering teamwork across departments, and delivering outstanding customer service. Service-oriented and detail-focused with a friendly, approachable demeanor and strong problem solving abilities. Proficient in computer skills, including Microsoft Office and Windows. A bachelor's degree is preferred but not mandatory; equivalent experience will be considered. PHR Certification preferred. Must be able to work a flexible schedule including nights, weekends and holidays. Pay Scale - $130,000.00 - $165,000.00. The pay scale provided is a range that Omni Hotels & Resorts reasonably expects to pay. Actual compensation offered may fluctuate based on a candidate's qualifications and/or experience. Pursuant to the San Francisco Fair Chance Ordinance, we will consider for employment qualified applicants with arrest and conviction records. Omni Hotels & Resorts is an equal opportunity employer - vets/disability. The EEO is the Law poster and its supplement are available using the following links: EEOC is the Law Poster and the following link is the OFCCP's Pay Transparency Nondiscrimination policy statement If you are interested in applying for employment with Omni Hotels & Resorts and need special assistance to apply for a posted position, please send an email to applicationassistance@omnihotels.com . Omni Hotels & Resorts does not discriminate on the basis of any protected category with respect to the payment of wages.

We are dedicated to providing exceptional mental health services for adolescents and their families. Our mission is to empower young people to lead fulfilling lives by offering evidence-based therapeutic programs in a supportive and nurturing environment. We are committed to fostering a positive culture that emphasizes growth, collaboration, and the well-being of both our clients and our staff. Position Overview We are seeking an innovative and strategic individual to lead the development and execution of our human resources function. As we enter an exciting growth phase, this role will be pivotal in building and implementing foundational HR programs that inspire and engage our team members, while bolstering our mission to provide patients with the highest-quality care. The ideal candidate will have experience spanning a range of HR functions, including employee relations, talent management, training and development, recruiting, and compensation and benefits. Experience working with both hourly and salaried teammates in fast-paced environments, preferably in healthcare or related fields, is also required. Key Responsibilities HR Strategy Development: Partner with the COO, CEO, and leadership team to create and implement HR strategies that align with organizational goals and culture, focusing on growth and collaboration. HR Business Partnering: Build and maintain strong relationships with leaders and teams, acting as a trusted advisor on HR-related issues and championing innovative HR initiatives. Training and Development: Design and oversee dynamic programs that promote continuous learning and professional development, emphasizing training for hourly teammates. Compensation and Benefits Strategy: Develop and implement competitive compensation and benefits strategies to attract and retain top talent while ensuring equitable pay structures and comprehensive benefits for all employees. Culture and Engagement: Foster a vibrant workplace culture that enhances employee engagement and well-being through initiatives that build morale, collaboration, and shared purpose. People Operations: Oversee day-to-day HR operations, including employee relations, performance management, and compliance with labor laws and regulations. Recruitment Strategy: Lead innovative recruitment efforts to attract top talent for both hourly and salaried positions, emphasizing diversity and inclusion. Team Leadership: Manage and mentor a team of HR professionals, promoting a culture of high performance, creativity, and continuous improvement. Qualifications Bachelors degree in Human Resources, Business Administration, or a related field; a masters degree or HR certification (e.g., SHRM-SCP, SPHR) is preferred. 7+ years of progressive HR experience, with at least 3 years in a leadership role, ideally within healthcare or a related sector. Proven experience developing employee relations, policies, and programs for both hourly and salaried employees in fast-paced environments. Strong understanding of compensation and benefits strategies, with a track record of creating competitive packages. Excellent communication, interpersonal, and leadership skills, with a passion for fostering a positive organizational culture. Experience with recruiting strategies and talent acquisition processes, with an emphasis on diversity and inclusion. What We Offer Competitive salary and benefits package A supportive and collaborative work environment Opportunities for professional growth and development

Are you a Human Resources professional who is ready to step into the next level in your career? Are you ready to work with a dynamic management team at a special recreation and park district? Are you interested in working in the beautiful North Bay Area? If you answered yes to the questions above and have your SPHR or SHRM-SCP (preferred) certification and seven years experience in human resources with at least two years at the supervisory level, then this exciting position at Greater Vallejo Recreation District could be just what you are looking for. About the Greater Vallejo Recreation District The Greater Vallejo Recreation District (GVRD) was established in 1944 and is an Independent Special Service District and is funded primarily by property taxes paid by residents of the district to provide recreational activities and leisure services to the citizens of Vallejo. The District is managed by a General Manager with oversight by a Five Member Board of Directors. Visit ************ to learn more about the district! The Position GVRD is seeking a Human Resources director who is a solutions-oriented leader with excellent interpersonal skills to oversee and direct the management of all aspects of Human Resources including health and retirement benefits, workers compensation and safety programs, labor relations analytical support, advice and council to department directors and supervisors, compliance with state and federal employment and labor laws and providing advice to the General Manager and Board of Directors on related matters. The Human Resources Director will have the opportunity to revise and modernize policies and procedures, implement a new HR technology system, and develop the team to new and improved standards. The Human Resources Director will be a problem solver and will guide the implementation of all Human Resources policies and procedures for the district. The Human Resources Director reports directly to the General Manager and supervises the Human Resources Coordinator. Duties and Responsibilities Essential and other important responsibilities and duties may include, but are not limited to, the following: Supervises the work of assigned personnel, including assigning and reviewing work, providing guidance, and conducting performance evaluations. Prepares and directs the preparation of a variety of written correspondence, reports, procedures, and other written materials. Monitors changes in laws, regulations, and technology that may affect District operations, and develops policies and procedural changes as required. Provides technical advice to the General Manager and Board of Directors and builds and maintains positive working relationships with employees and other public agencies. Develops and directs the implementation of policies, procedures and work standards for the District, manages the personnel policies, develops and amends policies, provides advice and counsel to supervisors and managers on policies, and maintains the District Policy Manual. Manages and oversees a comprehensive benefits program, including medical, dental, vision and life insurance, 457 retirement plans and CalPERS. Acts as a liaison with benefit carriers and oversees annual open enrollment. Manages and conducts the planning, development, and implementation of the recruitment and selection process to recruit high performing talent. Ensures equal employment opportunity for all candidates. Researches, compiles, analyzes, and evaluates general and statistical information regarding selection procedures, recruitment methods, interviewing, testing, and other practices. Oversees or conducts investigations of alleged harassment or discriminatory conduct, grievance procedures and other complaints. Applies personnel policies, rules, laws, and procedures to proper investigation protocols. Acts as liaison with regulatory agencies to address complaints. Prepares responses and documents, as required. Coordinates with legal counsel. Provides analytical support for labor relations matters and serves as an active member of the District negotiation team as assigned. Participates in meet and confer session with union representatives. Participates on safety committee in an HR consultant capacity; helps with compliance with laws, rules and regulations and district Injury & Illness Prevention Plan. Manages employee recognition and appreciation programs. Performs related work as required. Supervisory Responsibilities Work requires managing and monitoring work performance of an organizational unit (i.e. Human Resources) or key work area including evaluating program/work objectives and effectiveness, establishing broad organizational goals, realigning work, and staffing assignments for the department. Competencies for Successful Performance of Job Duties Knowledge of: Microsoft Word, Excel, Outlook and PowerPoint Human Resources Technology, ADP preferred Principles and methods of human resources management, preferably in the public sector Job classification, analysis, and writing job descriptions Workers' Compensation laws and administration Public retirement systems (CalPERS preferred) Federal, state and local laws and regulations Analytical and statistical methods. Principles and procedures of technical report writing and preparation of correspondence and presentations. Principles, practices, and techniques of human resources in a public agency setting, including recruitment, selection, assessments, equal employment opportunity, and employee orientation Administrative principles and practices of goal setting, performance management, public disciplinary process and evaluation and supervision of staff. Principles and practices of budget development, administration, and accountability Organization and supervisory practices as applied to the development, analysis, and evaluation of programs, policies, and operational needs of the district Skill in: Interpersonal skills necessary to develop and maintain effective and appropriate working relationships Performing a variety of duties, often changing from one task to another of a different nature while under pressure and meeting deadlines Performing basic mathematical functions such as addition, subtraction, multiplication, division, percentages, and ratios Negotiation and mediation Ability to: Meet schedules and deadlines of the work Understand and carry out oral and written directions Accurately organize and maintain paper documents and electronic files Maintain the confidentiality of information and professional boundaries Plan, organize, administer, coordinate, review, and evaluate all areas of a comprehensive human resources management program Develop and implement goals, objectives, policies, procedures, work standards, and internal controls for the department. Interpret, apply, and explain complex laws, codes, regulations, and ordinances Prepare and administer budgets and allocate limited resources in a cost-effective manner Effectively represent the department and the District in meetings with governmental agencies, professional, regulatory, and legislative organizations Research, analyze, and evaluate new service delivery methods, procedures, and techniques Conduct complex research projects, evaluate alternatives, make sound recommendations, and prepare effective technical staff reports Prepare clear and concise reports, correspondence, policies, procedures, and other written materials. Establish and maintain effective working relationships with those contacted in the course of the work. Communicate effectively, both orally and in writing Required Education & Experience Education Bachelors degree in human resources management, public or business administration, organizational development, industrial psychology or related field from accredited college or university. Master's degree preferred. Experience Seven years of experience in human resources management, at least two years of which were at a management level. Public agency experience is highly desirable. License or certificate Possession of or ability to obtain a California driver license Possession of SPHR or SHRM-SCP certification preferred Position Type/Work Hours This is a full-time, exempt position. General days and hours of work are Monday through Friday, 8am to 5pm but can vary depending on need. Evening hours are required to attend board meetings (every other Thursday) and possibly committee meetings and ribbon cutting events. Travel May be required to travel by car to City, County, and State offices on occasion. May also require travel to trainings, conferences, and educational opportunities. Annual Salary $116,002 - $155,515 (DOE) plus a generous benefit package Benefits As a full time, regular employee, you will be eligible to participate in the following group benefits: Health Plan District covers premium for employee plus portion of family coverage Dental/Vision insurance GVRD pays 100% premiums for employee and dependents Term Life Insurance - $100,000 Deferred Compensation 457 Plan optional Holidays 13.5 days per year Sick Leave 12 days annually, with unlimited accrual Annual Leave Executive Leave Educational reimbursement The District participates in CalPERS. Effective January 1, 2013, new members under the Public Employees Pension Reform Act of 2013 (PEPRA) are eligible for CalPERS retirement, 2% at age 62 or if you have prior service credit in the CalPERS Retirement plan, you may qualify as a Classic Member 2% at age 55. GVRD does not participate in Social Security. To Apply Please submit your cover letter and resume to: ***********************. The first deadline for applicant review is December 12, 2025.Type GVRD Human Resources Director in the subject line. For Information or inquiries contact Sue Casey at **************** or Dawn Bullwinkel at ******************** .

For information on this opportunity, or to apply, please go to: Teri Black & Co. Executive Recruiting

About Us Hippocratic AI has developed the only safe, safety-focused Large Language Model (LLM) for healthcare, resulting in the only autonomous patient-facing clinical agents in the industry. We are delivering abundance for the first time in healthcare by bringing deep clinical expertise to every human. No other technology has the potential to have this level of global impact on health. Come join the most capitalized healthcare AI company with the most deployed customers and the broadest platform of applications. Our highly mission-oriented team, coupled with innovative partners like the Cleveland Clinic, Baylor Scott & White, Northwestern, Wellspan, HCA, and Oschner, is building the most transformative company in healthcare in history. Why Join Our Team * Reinvent healthcare with AI that puts safety first. We're building the world's first healthcare-only, safety-focused LLM - a breakthrough platform designed to transform patient outcomes at a global scale. This is category creation. * Work with the people shaping the future. Hippocratic AI was co-founded by CEO Munjal Shah and a team of physicians, hospital leaders, AI pioneers, and researchers from institutions like El Camino Health, Johns Hopkins, Washington University in St. Louis, Stanford, Google, Meta, Microsoft, and NVIDIA. * Backed by the world's leading healthcare and AI investors. We recently raised a $126M Series C at a $3.5B valuation, led by Avenir Growth, bringing total funding to $404M with participation from CapitalG, General Catalyst, a16z, Kleiner Perkins, Premji Invest, UHS, Cincinnati Children's, WellSpan Health, John Doerr, Rick Klausner, and others. * Build alongside the best in healthcare and AI. Join experts who've spent their careers improving care, advancing science, and building world-changing technologies - ensuring our platform is powerful, trusted, and truly transformative About the Role At Hippocratic AI, we move fast, operate with intention, and hold an incredibly high bar for excellence. As our Director of HR Operations, you will be the heartbeat of the People engine. You will architect the systems, policies, programs, and processes that ensure the company scales rapidly without compromising on culture, trust, compliance, or mission. You will act as a critical bridge between the executive team and the broader workforce, responsible for turning people-strategy into actionable, repeatable, and scalable operations. This is a role for someone who loves the craft of People Operations. You are energized by building from scratch, thrive when the stakes are high, and bring calm, precision, and sound judgment to complexity. You combine hands-on execution with strategic leadership, and you see operational rigor as the foundation of an exceptional employee experience. If you want to shape the HR infrastructure of a hypergrowth, mission-driven organization-and care deeply about trust, clarity, and operational excellence-this is the place for you. What You'll Do HR Operations & Systems Ownership * Fully own and administer the People tech stack (e.g., HRIS such as Rippling), ensuring workflows, automations, integrations, data integrity, and reporting are reliable and scalable. * Design processes that feel intuitive, reduce friction, and give every employee confidence that things "just work." * Manage the full employee lifecycle: onboarding, internal transitions, performance changes, promotions, and offboarding. * Maintain confidential employee records and ensure data accuracy and compliance for reporting and audits. * Supervise and mentor any HR or People Ops staff - providing leadership, coaching, and development for the HR team. * Your work will help reinforce a culture of clarity, organization, and operational excellence across the entire company. Compliance, Policies & Risk Management * Ensure organizational compliance with all relevant federal, state, and local labor laws, regulations, and employment standards - particularly critical as the company grows and operates across states. * Own the employee handbook, develop and maintain HR policies and procedures. Update policies as laws change or the company's needs evolve. * Oversee regulatory filings, audits, and HR-related reporting requirements. Total Rewards Operations * Manage benefits administration, compensation workflows, payroll coordination, and rewards programs. Ensure accuracy, consistency, and confidentiality to build trust across the organization. * Use market data and internal analytics to design competitive compensation and benefits plans. Employee Experience & Support * Serve as a trusted, empathetic point of contact for employees - mediating disputes, supporting performance management, advising on disciplinary actions, and fostering an environment of fairness and openness. * Build self-service resources, documentation, and tools so employees feel empowered and supported. Strategic People Operations & Scaling * Collaborate with Finance on headcount planning, budgets, compensation, and growth forecasting. * Work with leadership to align People strategy with business goals, growth trajectories, and scaling plans. * Spot bottlenecks early, propose solutions, and introduce automations that let us scale fast while staying aligned to our core values. * Your work will directly influence how we grow, how we collaborate, and how we maintain a high-performance culture during hypergrowth. Reporting, Data & Analytics * Maintain accurate HR reporting (headcount, turnover, compensation, benefits, compliance metrics, demographics, trends). * Leverage data analytics to inform strategy, detect potential issues (e.g., turnover risk, engagement gaps), and drive continuous improvement in People operations. What You Bring Must Have: * 7+ years in People/HR Operations with at least 2+ years in leadership roles, with meaningful experience in fast-paced, high-growth startups * Bachelor's degree in Human Resources, Business Administration, or a related field (advanced degree preferred). * Experience in regulated industries (healthcare, AI, biotech, fintech) * Deep functional knowledge across HR sub-functions: HR operations, total rewards, performance & talent management, compliance, HRIS, employee relations. * Strong expertise with HRIS/People systems, especially Rippling - ability to design workflows, manage integrations, handle automations, and maintain data integrity. * A deeply hands-on approach-you love rolling up your sleeves and building clean, reliable processes * Strong foundation in multi-state employment (including hourly workforce), labor laws, and regulatory compliance * Demonstrated ability to build scalable People Ops infrastructure in environments that change weekly * High EQ and impeccable judgment-trusted with sensitive information and complex situations * Analytical mindset with strength in data, reporting, accuracy, and quality * A calm, steady presence under pressure and change * Onsite availability in Palo Alto, 5 days/week * A passion for creating a positive culture through operational excellence Nice to Have: * Experience partnering closely with Finance on headcount, compensation, and planning * Experience with global expansion or international HR operations * Background in companies scaling from early-stage (Series C and beyond) through hypergrowth Join us and help build the future of safe, life-changing AI in healthcare. There's never been a more exciting moment to make an impact. * Be aware of recruitment scams impersonating Hippocratic AI. All recruiting communication will come *********************** email addresses. We will never request payment or sensitive personal information during the hiring process. If anything appears suspicious, stop engaging immediately and report the incident.

Job DescriptionAt Rocketship Public Schools, we believe in the infinite possibility of human potential. We believe that every student deserves the right to dream, to discover, and to develop their unique potential and it is our responsibility and our privilege to unleash the potential inside every Rocketeer we serve. Our non-profit network of public elementary charter schools propels student achievement, develops exceptional educators, and partners with parents who enable high-quality public schools to thrive in their community. We are a collective of parents, teachers, leaders, and students working together to transform the future for underserved communities across our country. At Rocketship Public Schools, we are unleashing potential. Position Summary The Associate Director, Human Resources serves as a trusted advisor and strategic partner to regional and school leadership. This role drives organizational effectiveness, cultivates an inclusive and high-performing culture, and proactively anticipates workforce needs to ensure Rocketship remains an exceptional place to work and grow. Operating with high autonomy, the Associate Director of Human Resources makes independent, values-aligned decisions that strengthen leadership capacity, mitigate risk, and drive long-term talent outcomes across schools and regions. Location: Within driving distance of our schools in the Bay Area. This position reports directly to the Regional Executive Director and maintains a dotted-line reporting relationship to the Director of People. This dual-reporting structure ensures this role is deeply embedded in regional priorities while staying aligned with national HR strategy, compliance, and culture. The role serves as a critical liaison between school/regional leadership and the broader People Team, helping to drive strategic initiatives, talent alignment, and operational excellence. Core Competencies Strategic Judgment: Applies sound judgment in complex, high-impact decisions. Influence without Authority: Gains buy-in and alignment across diverse stakeholders. Relationship Building: Develops trust and credibility at every level of the organization. Innovation: Challenges assumptions, designs creative solutions, and drives improvement. Coaching & Development: Elevates leaders and teams through tailored guidance and feedback. Essential Functions Strategic Partnership & Leadership Serve as a thought partner to regional and school leaders, translating organizational strategy into actionable people plans that drive engagement, retention, and performance. Make independent, sound HR decisions; balance compliance with business judgment and empathy. Anticipate workforce trends and recommend proactive strategies to address turnover, leadership readiness, and culture health. Lead and coach leaders through organizational change, conflict, and performance management with discretion and composure. Collaborates with the recruiting team on a weekly basis to review hiring progress, share key updates, and provide regional leadership with timely recruitment insights and data. Relationship Building & Influence Build deep, trust-based partnerships across executive, school, and support teams to influence without authority. Foster strong collaboration with Talent, Program, and other cross-functional partners to align systems and practices. Act as a cultural leader who models open communication, inclusivity, and professional accountability. Maintains key partnerships with the Recruitment team and external talent pipelines, including but not limited to Teach For America and Relay Graduate School of Education. Leadership Development Design and deliver targeted development sessions for school and regional leaders to strengthen performance management, coaching, and compliance acumen. Partner with the Talent team to identify developmental gaps and co-create scalable solutions that enhance the employee experience. Use data and feedback (surveys, exit trends, engagement) to shape culture and inform action planning. Employee Relations & Risk Management Lead and resolve complex employee relations matters with fairness, urgency, and discretion. Conduct objective investigations and provide clear, consistent recommendations. Coach managers on performance management and disciplinary actions, ensuring equitable application of policies and values alignment. Operational Excellence Drive HR project execution and process improvements across regions. Partner with Talent Operations and Legal to ensure compliance with all applicable federal, state, and local employment laws. Use data analytics to identify trends and measure the effectiveness of human resource initiatives. Qualifications Bachelor's degree required; advanced degree or HR certification (PHR/SPHR/SHRM-CP/SCP) preferred. 8+ years of progressive HR experience, including direct HRBP or HR leadership experience in a multi-site organization. Proven ability to make autonomous, strategic HR decisions in complex or ambiguous environments. Advanced critical thinking, problem-solving, and influencing skills. Expertise in employee relations, organizational development, and change management. Exceptional interpersonal and communication skills, with the ability to tailor messages to varied audiences. Deep commitment to Rocketship's mission and values. Additional Details This role is primarily remote, but will require consistent travel to schools based on needs. Travel up to 30% may be required across regions. Requires independent transportation to schools within the region supported. 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 position. Reasonable accommodations may be made to enable individuals with disabilities to perform the functions. While performing the duties of this position, the employee is regularly required to talk, hear, and communicate with both adults and children. The employee frequently is required to use hands or fingers, handle or feel objects, tools, or controls. The employee is frequently required to stand; walk; sit; and reach with hands and arms. The employee must occasionally lift and/or move up to 50 pounds and occasionally climb ladders. Specific vision abilities required by this position include close vision, distance vision, and the ability to adjust focus. The noise level in the work environment is moderate to high. Compensation:Commensurate with qualifications and experience, plus excellent health and wellness benefits, 403b retirement plan, flexible spending account (FSA), and generous paid time off. Rocketship Public Schools provides equal employment opportunities (EEO) to all employees and applicants for employment without regard to race, color, religion, gender, sexual orientation, national origin, age, disability, genetic information, marital status, amnesty, or status as a covered veteran in accordance with applicable federal, state and local laws. Rocketship Public Schools complies with applicable state and local laws governing non-discrimination in employment in every location in which the company has facilities. This policy applies to all terms and conditions of employment, including, but not limited to, hiring, placement, promotion, termination, layoff, recall, transfer, leaves of absence, compensation, and training. Rocketship Public Schools expressly prohibits any form of unlawful employee harassment based on race, color, religion, gender, sexual orientation, national origin, age, genetic information, disability, or veteran status. Improper interference with the ability of Rocketship Public Schools' employees to perform their expected job duties is absolutely not tolerated. Click here for our Sexual Harassment Policy. For questions, concerns, or complaints, please contact Human Resources.

Join us at Gradient, where our purpose is to revolutionize home comfort while championing environmental sustainability. Our mission is to combat the escalating challenge of climate change by redefining how homes are heated and cooled. Today, the environmental impact of heating and cooling systems surpasses that of the entire transportation sector, and without intervention, this trend is set to escalate drastically. At Gradient, we believe that ensuring comfortable living spaces shouldn't come at the cost of our planet. We envision a future where every individual can enjoy the luxury of a comfortable home without contributing to carbon emissions. Our high-efficiency, low-carbon heat pump is just the beginning of our journey toward fully decarbonizing buildings. By joining Gradient, you'll be at the forefront of a movement to make sustainable living accessible to all, ensuring healthier communities and a brighter, greener future. This role is required to be onsite in our San Francisco HQ 5 days per week. The estimated salary for this role is $70,000 to $80,000 USD per year + equity. An individual's compensation will vary on a number of factors including but not limited to geography, skills, education, experience and unique qualifications where applicable. Overview: We are looking for a highly organized, proactive, and friendly Office Manager / HR Coordinator to be the backbone of our San Francisco headquarters. This hybrid role requires a full-time onsite presence and is essential for ensuring a smooth and productive office environment while providing critical support to the Human Resources function. You will be the go-to person for everything from keeping the office running seamlessly to supporting our employees with HR, payroll, and benefits needs. Responsibilities: Office Management & Facilities Office Operations: Manage the day-to-day functions of the San Francisco office, ensuring it is a clean, organized, and welcoming environment for all employees and visitors. Vendor Management: Coordinate and manage relationships with all office service vendors (e.g., cleaning, catering, utilities, security, equipment maintenance, and IT support). Facilities Coordination: Act as the primary point of contact for building management for maintenance, repairs, and facility-related issues, ensuring immediate onsite resolution when necessary. Inventory & Supplies: Manage office supply and kitchen inventory, ordering, and stocking, ensuring cost-effective purchasing decisions and maintaining organized physical storage. Mail & Shipping: Oversee incoming and outgoing mail, shipments, and logistics. Event Planning: Plan and execute internal employee events, team lunches, and company-wide meetings (both in-office and off-site). Health & Safety: Ensure compliance with all onsite office health, safety, and security procedures. Human Resources & People Operations HR Administration: Assist the HR Manager with various administrative tasks, including maintaining accurate employee records (physical and digital), filing, and data entry. Onboarding & Offboarding: Coordinate the in-person new hire onboarding experience, including preparing welcome kits, physically setting up workstations, managing necessary paperwork, and assisting with offboarding logistics. Payroll Support: Serve as a key administrator for the payroll process, including collecting and verifying timesheets, processing new hire and termination paperwork, and coordinating with the HR Manager to ensure accurate and timely payroll execution. Benefits Administration: Assist with the administration of employee benefits programs (health, dental, vision, 401k), including enrollment, status changes, and answering general employee benefits questions. Compliance: Support the HR Manager in maintaining compliance with federal, state, and local employment laws, including posting required notices and assisting with audits. Culture & Engagement: Contribute to maintaining a positive, engaging, and mission-driven company culture by being a visible and accessible resource for all onsite employees. Requirements: 2+ years of experience in an Office Manager, HR Coordinator, Administrative Assistant, or similar role, preferably within a fast-paced startup or technology environment. Must be able to work full-time, onsite at the San Francisco headquarters. Proven experience managing office facilities, vendor relationships, and budgets. Familiarity with HR processes, including new hire onboarding, benefits administration, and basic employment compliance. Experience or strong working knowledge of HRIS platforms. Excellent organizational and time management skills with a strong ability to manage multiple priorities simultaneously. Exceptional communication (written and verbal) and interpersonal skills. High degree of integrity, discretion, and professionalism when handling confidential information. A passion for Gradient's mission to combat climate change and decarbonize buildings. Bonus Qualifications A bachelor's degree in Business Administration, Human Resources, or a related field. Basic understanding of San Francisco or California-specific employment regulations. Benefits Equity Medical/vision/dental/life/disability insurance 401k Paid parental leave Professional Development Stipend Commuter benefits Flexible PTO We are committed to building a diverse and inclusive company. We seek to create a culture where everyone can belong because we believe that people do their best work when they can show up every day as their authentic selves. We welcome people of different backgrounds, experiences, abilities, and perspectives. Gradient is an equal opportunity employer. We do not make hiring or employment decisions on the basis of race, religion, color, national origin, gender, gender identity, sexual orientation, age, marital status, veteran status, disability status, or genetic information, in compliance with applicable federal, state and local law.

The Oshman Family JCC (OFJCC) is one of the nation's foremost Jewish Community Centers, located in the heart of Silicon Valley. With more than 400 employees, a dynamic campus, and a vibrant membership, the OFJCC is a hub of Jewish life, cultural engagement, early childhood education, camps, fitness, and community programs that serve thousands each week.Salary Range: $190,000 - $220,000/Annual We are seeking an exceptional Chief Human Resources Officer (CHRO) to join our executive management team. This role is central to building an engaged, mission-driven workforce and ensuring the OFJCC continues to thrive as an inclusive, innovative, caring workplace. The CHRO oversees all aspects of the Human Resources function including compensation, benefits, staffing, compliance, employee relations, employee engagement and staff development. The CHRO serves as strategic partner to the CEO, COO and executive management team, shaping organizational culture and aligning HR strategy with the JCC's mission while maintaining agency-wide policies and keeping the OFJCC in compliance with local, state and federal laws. This is not a remote position. Key Responsibilities Lead all aspects of human resources, including recruitment, talent management, employee relations, compensation, benefits, training and development, performance management, employee engagement and events, compliance, and HR operations Manage a team of HR professionals Shape organizational culture and align HR strategy with the JCC's mission and growth Foster a workplace culture rooted in Jewish values of community, learning, and respect, while embracing the diversity of Silicon Valley Develop innovative HR practices that attract, support, and retain top talent Plan, devise and execute multiple employee events focused on fun, learning and engagement Oversee HR systems and data to ensure operational excellence, efficiency, and compliance Advise leadership on workforce planning, compensation, and employee relations Translate vision into action - ensuring our people and organizational infrastructure scale with growth Serve as a visible, trusted advisor to employees at all levels Qualifications Bachelor's Degree or equivalent; MBA and SPHR or SHRM certifications preferred Minimum of 8 years Human Resources experience with at least 4-5 years at the senior management level Proven ability to work with all levels of management Proficient in Microsoft suite Excellent communication, relationship-building, and change management skills. Ability to communicate information clearly (written and oral) Ability to effectively manage conflict Demonstrated track record of motivating and energizing others Proven track record in organizational development, talent strategy and culture-building Experience managing HR functions in complex, multi-departmental organizations (nonprofit or mission-driven environments preferred) Strong knowledge of Federal and California employment law, HR compliance, and best practices required Strategic and creative thinker with a hands-on approach Commitment to the OFJCC's mission and values and enthusiasm for strengthening Jewish communal life Why Join the OFJCC? Play a pivotal leadership role in one of the largest Jewish Community Centers in the country Collaborate with an energetic, values-driven leadership team Be part of a passionate team making a real difference Lead transformative HR initiatives in a collaborative environment Work in a vibrant campus environment serving children, families, fitness enthusiasts, and learners of all ages If you are a visionary HR leader who thrives on both strategic and hands-on work, and you are inspired to help shape the future of a cornerstone Jewish community institution, we invite you to apply.