Director of human resources jobs in Santa Maria, CA - 2,090 jobs

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.

We are a fast-growing, global aesthetics pharmaceutical company establishing and scaling our U.S. commercial organization. We are seeking a Director, Human Resources to serve as the HR business partner for the U.S. field sales organization during a critical phase of growth. Reporting to the Head of People, this role will partner closely with U.S. Sales, Marketing, and Medical leadership to execute people programs, support field managers, and provide hands‑on HR leadership across recruitment, benefits, performance management, and employee relations in a geographically distributed sales organization. This is a highly visible, hands‑on role for an HR leader experienced in supporting field‑based commercial teams in regulated healthcare environments. Key Responsibilities Serve as the HR business partner to U.S. field sales and commercial organization, supporting a geographically distributed workforce. Execute global people strategy for the U.S. commercial organization in partnership with the Head of People. Lead full‑cycle recruiting for field sales and commercial roles, including territory expansion and growth hiring. Own employee relations for U.S. commercial organization, including investigations, performance management, disciplinary actions, and manager coaching. Coach field sales leaders and people managers on performance, engagement, corrective action, and organizational change. Administer and supportsales incentive compensation programs, in partnership with Sales Operations and Finance. Own U.S. benefits administration, working with brokers and vendors to manage renewals, employee communications, and ongoing support. Ensure compliance with U.S. employment laws and internal policies, including wage and hour, leave management, and field‑specific considerations. Partner cross‑functionally with Finance, Legal, and Sales Operations on headcount planning, workforce strategy, and employee‑related risk management. Oversee HR vendors and systems supporting the field organization, including payroll, HRIS, recruiting, and benefits providers. Leverage HR metrics and insights to support leadership decisions and continuous improvement. Qualifications Bachelor's degree in Human Resources, Business Administration, or related field required; advanced degree preferred. Minimum of 8-10 years of progressive HR experience, including HRBP experience supporting field sales organizations in biotech, pharma, medical device, aesthetics experience preferred. Significant experience managing employee relations in a field‑based environment, including investigations and corrective action. Hands‑on experience with sales incentive compensation administration and field‑facing HR programs. Strong working knowledge of U.S. employment law across multiple states. Proven ability to partner with senior commercial leaders while executing within established people strategy. Comfortable traveling to support field leaders and employees as needed. Hands‑on, adaptable HR leader who thrives in a fast‑growing, entrepreneurial organization. Compensation The most likely base pay range for this position is $165,000 to $190,000 per year. Several factors, such as experience, tenure, skills, and particular business needs, will determine an individual's exact level of compensation. Base salary is only one element of employee compensation at Hugel Aesthetics. Total compensation may include base salary, bonuses, and equity awards. Why Join Hugel Aesthetics This is a unique opportunity to play a critical role in scaling a U.S. field sales organization within a growing aesthetics company with a strong global foundation. You'll work closely with commercial leadership and the Head of People to support managers, build strong employee relations practices, and enable high performance across the field. Location Newport Beach, CA (with regular travel to support the field organization) #J-18808-Ljbffr

DRS Daylight Solutions business provides industry-changing mid‑infrared laser light technology for government and commercial markets, including defense and security; life sciences; and industrial process control. As a mid‑IR technology pioneer, Daylight Solutions has delivered more mid‑IR systems to more applications worldwide than any other company. Job Summary As a member of the leadership team for DRS Daylight Solutions the HR Director manages human resources activities in compliance with Company philosophy, objectives and legal requirements. Recommends and leads the implementation of HR programs, policies, procedures, and practices that focus on attracting, retaining, and developing the employee base for DRS Daylight Solutions. Coordinates activities closely with other HR team members across the businesses. The HR Director will report directly to the Senior Vice President/General Manager for DRS Daylight Solutions. Job Responsibilities Lead and shape the HR function for the Daylight sites, partnering closely with business leadership to deliver people strategies that support growth, performance, and culture. Act as a trusted advisor to leaders and employees, providing guidance across employee relations, talent acquisition, learning and development, compensation and benefits, performance management, and workforce planning, in collaboration with Corporate HR and Legal. Champion compliance and integrity, ensuring adherence to employment laws and regulations while thoughtfully managing employee relations matters, investigations, and risk mitigation. Design and implement impactful HR programs and initiatives that attract, develop, engage, and retain top talent, including succession planning, leadership development, training, and employee engagement efforts. Build and sustain a positive, inclusive workplace culture, promoting employee engagement, open communication, and alignment with the organization's mission and values. Oversee HR operations and resources, including budgeting, staffing strategy, and development of the HR team, while serving as a knowledgeable resource and coach to leaders and employees. Qualifications Bachelor's degree and 10 years required with a minimum of five years of experience in an HR leadership role or an equivalent combination of experience and training that provides the required knowledge, skills and abilities. In‑depth knowledge of Human Resources policy and general knowledge of other HR disciplines. Ability to identify, analyze, develop solutions and make decisions on complex or unique issues which address the Company's business needs. High energy level, comfortable managing multifaceted projects in conjunction with daily activities in a fast‑paced environment. Strong communication and interpersonal skills. Special skills required: conflict resolution, negotiation, influencing, delivering business presentations, coaching, and counseling. Government contracting experience in an HR leadership role preferred. Experience working with an HRIS system application to include ADP and SuccessFactors preferred. The salary range for this position is ($150,500/year - $203,000). This range reflects the good faith estimate of pay the employer is willing to offer at the time of posting. Several factors can influence the pay scale, including but not limited to: Federal contract labor categories and contract wage rates, collective bargaining agreements, geographic location, business considerations, scope, and responsibilities of the position, local or other applicable market conditions, and internal equity. Other factors include the candidate's qualifications such as prior work experience, specific skills and competencies, education/training, and certifications. In addition to base pay, employees may be eligible for: annual performance‑based bonuses, equity awards, and overtime pay (for non‑exempt employees as applicable). Our benefits package includes comprehensive health insurance (medical, dental, vision), employer matching 401(k) retirement plan, paid time off including vacation, holidays, and sick leave (including state‑mandated paid sick leave), parental leave benefits, tuition reimbursement, professional development support, and life and disability insurance coverage. Taking care of our people is a top priority at Leonardo DRS. We are proud to offer competitive salaries and comprehensive benefits, including medical, dental, and vision coverage, a company contribution to a health savings account, telemedicine, life and disability insurance, legal insurance, and a 401(k) savings plan. We champion wellness programs that focus on physical, emotional, and financial well‑being. We develop our talent by offering programs and activities to support career‑growth, professional development, and skill enhancement. And we understand there is more to life than work, and the importance of offering flexible work schedules with our 9/80 program, competitive vacation, health/emergency leave, paid parental leave, and community service hours. Some employees are eligible for limited benefits only. Leonardo DRS, Inc. and its subsidiaries provide equal opportunities to all employees and applicants for employment and prohibit discrimination and harassment of any type without regard to race, color, religion, age, sex, national origin, disability status, protected veteran status, or any other characteristic protected by federal, state, or local laws. Our Vision. To be the leading mid‑tier defense technology company in the U.S. Our Values. The Leonardo DRS culture is defined by our Core Values and Principles: Integrity, Agility, Excellence, Customer Focus, Community & Respect, Innovation. We strive to uphold them in all aspects of our business practices to inspire our employees and provide outstanding support for our customers. #J-18808-Ljbffr

Luminary Cloud helps engineering companies be more competitive by getting to market faster, creating new, better products, and reducing development risk. We do this with our Physics AI platform, the fastest and easiest way to build and deploy models to understand and instantly predict physical reality with precision. Customers span industries from automotive and aerospace, to leading sporting equipment providers, including Otto Aviation, Joby Aviation, Piper Aircraft and Trek Bikes. Luminary is a Series B company and is headquartered in San Mateo, California. Luminary Cloud is building the future of physics-AI. Our team blends world-class engineering, physics, and product talent, all working together to push the boundaries of real-time simulation. As we scale, we're looking for a Director of HR who can build and lead the systems, structure, and operating rhythms that support a company working at this level. This is a senior, high-visibility role reporting into the executive team. We're looking for someone who can combine strategic thinking with hands-on execution, someone who understands that People Operations is both an infrastructure function and a culture function, and that the way we operate internally is a direct reflection of our values and ambitions. What You'll OwnPeople Strategy & Organizational Architecture Partner with the executive team to design the organizational structure that supports Luminary's technical, product, and commercial objectives. Anticipate future needs as the company grows into new product lines, new verticals, and new geographies. Drive clarity across role definition, leveling frameworks, competencies, and talent calibration. Ensure leadership has the data, insights, and structure needed to make high-quality people decisions. People Operations, Systems & Compliance Build and lead a modern People Ops function with strong process design, operational discipline, and system reliability. Oversee HRIS, payroll, benefits, compliance, and the full people‑ops tech stack-ensuring accuracy, automation, and scalability. Implement clean workflows that reduce friction and allow managers and employees to operate with confidence. Own risk management and compliance across multiple states and global locations as we expand. Create a performance and development framework that aligns with Luminary's culture-clear expectations, high accountability, and meaningful feedback. Coach leaders on people management, communication, and org health. Partner with execs to ensure goals, expectations, and outcomes are aligned across teams. Culture, Values & Internal Communication Protect and evolve the cultural backbone of the company as we grow-direct communication, curiosity, technical excellence, and high integrity. Establish operating rhythms that keep the organization informed and aligned: all‑hands, leadership forums, goal cycles, and written communication practices. Build initiatives that strengthen connection and team cohesion without unnecessary overhead or “culture theater.” Employee Relations & Organizational Health Serve as a trusted executive partner for sensitive matters involving employees, managers, and cross‑team dynamics. Build clear processes for communication, conflict resolution, and issue escalation. Maintain a calm, balanced presence during periods of change or rapid growth. Recruiting Leadership Oversee hiring philosophy, standards, and interview practices, without acting as a recruiter or running pipelines. Ensure hiring is aligned with long‑term org design and company priorities. Support leaders with role clarity and resourcing decisions, while external partners and teams handle execution. What You Bring Executive‑level HR/People leadership experience in a scaling startup; deep‑tech, engineering, or B2B SaaS experience strongly preferred. Strong operational and systems instincts, you think in workflows, clarity, automation, and data. Experience building HR infrastructure across compensation, compliance, benefits, and performance, for 75‑100+ team organizations. A balanced, human approach: direct communication, clear expectations, and empathy where it matters. Comfort working in a fast‑moving environment with highly technical roles and ambitious goals. Excellent judgment and discretion; strong presence with leadership and the board. Why This Role Matters Physics‑AI is a new category, and the team building it needs a stable, well‑designed, and scalable foundation. As Director of HR, you will architect how Luminary operates internally, how we grow, how we communicate, how we lead, and how we take care of our people. This role directly shapes the company's long‑term health, performance, and culture. #J-18808-Ljbffr

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

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

We are seeking a seasoned, hands‑on Director of Human Resources to serve as a key member of the leadership team and a trusted advisor to the CEO. This role owns and leads the full HR function, translating business strategy into people strategy while building scalable infrastructure, strengthening leadership capability, and cultivating a high‑performing, values‑driven culture. This is an opportunity for an HR leader who combines strategic perspective with operational execution-someone who can assess, build, and optimize HR systems and programs while partnering closely with executive leadership in a growth‑oriented environment. Key Responsibilities Strategic Leadership & Executive Partnership Partner directly with the CEO and senior leaders to align people strategy with business objectives Serve as a thought partner on organizational design, workforce planning, and leadership development Translate business priorities into practical, high‑impact HR initiatives that drive performance and engagement Provide counsel on complex people matters with sound judgment and discretion HR Operations, Systems & Compliance Lead all core HR functions including employee relations, compliance, performance management, total rewards, and HR systems Ensure compliance with all federal, state, and local employment laws, including multi‑state requirements Own and optimize HRIS and related systems; audit data integrity, documentation, and processes Assess, refine, and scale HR policies, programs, and infrastructure to support organizational growth Talent Strategy & Leadership Development Own the full talent lifecycle including recruiting, onboarding, development, performance management, and succession planning Partner with leaders to strengthen hiring practices, role clarity, and career paths Coach managers on employee relations, performance conversations, and team effectiveness Build leadership capability through structured development programs, feedback mechanisms, and ongoing support Culture & Employee Experience Champion a strong, people‑first culture grounded in accountability, inclusion, and engagement Lead initiatives that enhance the employee experience, retention, and overall organizational health Act as a trusted resource for sensitive and high‑impact employee matters HR Function & Team Leadership Lead, mentor, and develop the HR team, establishing clear goals, accountability, and development pathways Build a service‑oriented, high‑performing HR function that scales with the business Develop and maintain an HR roadmap that prioritizes short‑ and long‑term people and infrastructure initiatives Qualifications 10+ years of progressive HR experience, including senior‑level HR leadership responsibility Proven experience partnering directly with CEOs and executive leadership teams Strong background in employee relations, compliance, organizational development, and HR operations Demonstrated success building or scaling HR infrastructure in a growth environment High level of judgment, discretion, and executive‑level communication capability Bachelor's degree required; advanced degree and/or HR certification (SHRM‑SCP, SPHR) strongly preferred #J-18808-Ljbffr

The HR Manager ensures the integrity and efficiency of HR operations by managing compliance, audits, and compensation frameworks. This role administers performance review processes, benefits reconciliations, and supports investigations and lawsuits through documentation and reporting. The Specialist bridges compliance and operations to ensure HR processes align with state and federal law while supporting employee lifecycle activities. Role and Responsibilities • Partners with Finance on compensation benchmarking and merit review cycles to ensure equity and alignment with budgets • Manages job architecture frameworks and Title Management program • Administers performance review cycles and maintains compensation models and wage bands • Prepares and reconciles employee benefit deductions, reimbursements, 401k contributions, and vendor payments • Manages processing and documenting leaves of absence, including disability, CFRA, FMLA, and other programs • Coordinates Harassment Prevention Trainings, prepares training packets and supports administration of compliance trainings • Responsible for the planning of open enrollment meetings which includes coordination, expertise in benefits programs, education, compliance and data analysis of these events. • Draft HR related newsletters, event communications, and employee announcements • Maintains compliance with state and federal labor laws, workplace postings, and internal audits • Manages offboarding and the administrative checklist for departing employees, including coordinating with IT to revoke system access, handling final payroll and benefits paperwork, and ensuring all company assets are returned • Manages and maintains HR related Standard Operating Procedures (SOPs) • Tracks and administers HR compliance reporting requirements and ensures filings are accurate and timely (EEO, CRD Pay Data, 1095's, 5500's, 401K Audit, 401K Discrimination Testing, etc.) • Provides customer service and support for all employees Qualifications/ Skills • Bachelor's degree in HR, Business, or related field preferred • 3+ years of experience in HR operations, benefits administration, or compliance • Strong knowledge of labor laws and compliance requirements • Experience with compensation frameworks or HRIS systems preferred • Proficient in Microsoft Office and OneDrive • Strong analytical and organizational skills • Bilingual Spanish a plus

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

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

If you are unable to complete this application due to a disability, contact this employer to ask for an accommodation or an alternative application process. Chief Human Resources Officer Full Time Dir/Exec KPC CORONA, Corona, CA, US 7 days ago Requisition ID: 1494 Salary Range: $180,000.00 To $281,250.00 Annually Chief Human Resources Officer (CHRO) Location: Corona Department: Human Resources Reports to: Executive Leadership Team SUMMARY The Chief Human Resources Officer (CHRO) serves as the executive leader responsible for designing, executing, and evaluating a comprehensive human capital strategy aligned with the organization's mission, values, and long-term business objectives. This role provides vision and strategic direction across all HR domains, including talent acquisition, workforce planning, labor relations, organizational development, learning and leadership development, total rewards, employee experience, change management, and compliance. The CHRO partners closely with the executive team to drive organizational effectiveness, shape culture, and ensure the workforce is capable, engaged, and aligned with system-wide operational priorities across multiple hospitals in a complex healthcare environment. SUPERVISORY RESPONSIBILITIES Provides executive leadership to HR Directors, Managers, and cross-functional HR teams across multiple facilities. Oversees the full scope of HR operations and is accountable for HR service delivery and outcomes for all employees within the division. DUTIES / RESPONSIBILITIES Strategic Leadership & Organizational Alignment Develop and execute an enterprise-wide HR strategy that supports organizational growth, financial performance, and operational excellence. Advise senior leadership on workforce trends, organizational effectiveness, and leadership needs. Lead change-management initiatives that support organizational transformation, system integration, and continuous improvement. Labor Relations & Workforce Compliance Lead labor relations strategy and serve as the executive authority on all union matters, including negotiations, contract administration, and grievance resolution. Ensure system-wide compliance with employment laws, healthcare regulatory standards, and labor obligations. Talent Management, Succession, and Workforce Planning Establish and drive a comprehensive succession planning and leadership development framework. Direct talent acquisition strategies to meet current and future workforce needs. Oversee workforce planning, skills analysis, talent mobility, and staffing optimization across facilities. Compensation, Benefits & Total Rewards Oversee the development and continual refinement of competitive, equitable, and cost-effective compensation and benefits programs. Ensure total rewards programs support performance, retention, and long-term workforce sustainability. Employee Experience, Culture & Engagement Advance a culture of equity, accountability, and organizational well-being. Champion DEI initiatives, employee engagement strategies, and communication frameworks that strengthen workplace culture. Learning, Development & Performance Optimization Provide executive oversight of training, leadership development, and performance management systems. Implement strategies that increase workforce capability and support the organization's transition toward a learning-centered model. General Executive Responsibilities Maintain strong HRIS oversight and lead HR process optimization through technology. Deliver HR metrics, analytics, and dashboards to inform executive decision‑making. Perform additional executive duties as required. REQUIRED SKILLS / ABILITIES Exceptional written, verbal, and executive-level communication skills. Advanced interpersonal, negotiation, and conflict‑resolution abilities. Strong analytical, organizational, and problem-solving capabilities with excellent attention to detail. Demonstrated success leading HR operations across multi‑site or multi‑hospital environments. Required experience in unionized settings, including negotiation and grievance administration. Deep knowledge of federal, state, and local labor/employment laws and healthcare regulations. Proficiency with HRIS systems, data analytics, and modern HR technology platforms. Strong leadership presence, sound judgment, and high emotional intelligence. EDUCATION & EXPERIENCE Master's degree required in Human Resources, Industrial/Organizational Psychology, Business Administration, Public Administration, or related field. Minimum of 15 years of progressive HR leadership experience, with at least 7 years in senior management roles within healthcare or a similarly complex industry. Experience working in a unionized environment is required; healthcare labor relations strongly preferred. #J-18808-Ljbffr

COMPENSATION: The expected compensation for this role is $75,000 - $80,000. Total compensation and offer package will include the following: • Medical, Dental and Vision benefits • Employer 401K match • Paid time off The Director of Finance and Human Resources manages all financial aspects of the team and is our go-to person for all employee-related issues. This individual works directly with the team's General Manager and ownership to account accurately for all revenues and expenses while producing detailed and timely financial reports on the state of the business. They are also tasked with strategic planning for staffing, including hiring new personnel and conducting interviews to foster a productive work atmosphere. They will be responsible for enforcing company policies and practices, as well as administering benefits and leave. The Director of Finance & Human Resources will also plan, develop, and coordinate the policies of the team to ensure legal compliance and implementation of the organization's mission and talent strategies. Most important, our Director of Finance and Human Resources will be responsible for promoting our team's values and shaping a positive, friendly, and welcoming culture at our ballpark. The Director of Finance and Human Resources performs a wide variety of small business finance and accounting tasks, as well as human resources responsibilities, including the following: • Pays all outstanding invoices upon receipt of necessary approvals and tracks receipt of all revenues. • Manages cash flow, including the Accounts Payable and Accounts Receivable. • Performs heavy bookkeeping work, including verifying, reconciling, and posting all daily deposits. • Maintains accurate accounting records with the use of QuickBooks accounting software, other internal database software and direct communication with department managers. • Verifies game-day receipts. • Assists the Food and Beverage Director and Merchandise Manager with tracking inventory and drawdown for accurate monthly costs of goods sold (COGS) data. • Reconciles bank accounts on a weekly basis and general ledger balances on a monthly basis. • Calculates and submits monthly sales tax remittances for both the city and the State of California. • Completes all credit applications for new vendors. • Works with the General Manager and ownership to create and update the budget on a monthly basis. • Compiles and tracks budget items for all general ledger accounts. • Manages spending in accordance with approved budgets; and produces weekly, monthly, quarterly, and annual reports, including P and L statements and balance sheets as needed. • Handles payroll by submitting, reviewing, and approving biweekly payroll. • Collaborates with the General Manager and ownership on all insurance related issues, including broker selection, coverage, rates/premiums, and billing arrangements. • Interfaces with the team's bank, accountant, insurance agents and payroll service on a regular basis. • Maintains relationships with state and local agencies responsible for taxes and business licensure. • Oversees preparation and filing of all taxes and tax-related work. • Support full-cycle recruiting activities, including scheduling interviews, conducting phone screens, and reviewing resumes. • Handles all onboarding and benefits support for all employees (full-time and part-time/seasonal). • Scans, organizes, and upload all employee documentation. • Maintains accurate employee records, including job details, promotions and staffing changes. • Facilitates constructive and timely performance evaluations. • Assists with compliance-related tasks, including I-9 audits, recruiting status reports, and other reports. • Drafts and distributes HR-related communications in registers to insurance, benefits, etc. • Works with management to discipline and terminate employees in accordance with company policies. • Helps establish the team's goals and strategies related to staffing, recruiting, and retention. • Develops, coordinates, and implements policies, processes, training, and HR strategies and initiatives aligned with the team's business strategy to support its human resource compliance needs. • Administers human resource programs including compensation, benefits, and leave policies. • Handles disciplinary matters, disputes and investigations. • Identifies staffing and recruiting needs; develops and executes best practices for hiring talent. • Conducts or acquires background checks and employee eligibility verifications. • Implements new hire orientation and employee recognition programs. • Handles employment-related inquiries from applicants, employees, and supervisors. • Performs other duties as required. This position is ideal for a graduate of a finance or accounting program with previous small business finance experience. A strong work ethic and self-driven initiative are keys to this position as the hours can be long, but the environment is fun and fast-paced. QUALIFICATIONS: • Bachelor's degree and bookkeeping experience required, with knowledge of Quickbooks a major plus. • Excellent Excel spreadsheet skills a must. • At least one year of human resource management experience required. • SHRM-CP or SHRM-SCP strongly preferred. • Excellent organizational, leadership, and interpersonal skills combined with a "can do" attitude. • At least one year of human resource management experience required. • Pays great attention to detail. PHYSICAL REQUIREMENTS: • Prolonged periods of sitting at a desk and working on a computer. • Must be able to lift 15 pounds at times. The Modesto Roadsters are an equal opportunity employer. We are committed to treating all applicants and team members fairly based on their abilities, achievements, and experience. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, age, national origin, disability status, protected veteran status, or any other characteristic or classification protected by law.

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

Senior HR Business Partner page is loaded## Senior HR Business Partnerlocations: New York, NY USA: Newport Beach, CA: Austin, TX USAtime type: Full timeposted on: Posted Todaytime left to apply: End Date: January 26, 2026 (30+ days left to apply)job requisition id: R105449PIMCO is a global leader in active fixed income with deep expertise across public and private markets. We invest our clients' capital across a range of fixed income and credit opportunities, leveraging our decades of experience navigating complex debt markets. Our flexible capital base and deep relationships with issuers have helped us become one of the world's largest providers of traditional and nontraditional solutions for companies that need financing and investors who seek strong risk-adjusted returns.Since 1971, our people have shaped our organization through a high-performance inclusive culture, in which we celebrate diverse thinking. We invest in our people and strive to imprint our CORE values of Collaboration, Openness, Responsibility and Excellence. We believe each of us is here to help others succeed and this has led to PIMCO being recognized as an innovator, industry thought leader and trusted advisor to our clients.**Job Description**The Human Resources Business Partner will serve as a trusted advisor and collaborative partner to senior executives across the Americas market. This role focuses on designing and executing innovative, data-driven talent strategies that attract, retain, and develop top talent aligned with PIMCO's values of Collaboration, Openness, Responsibility, and Excellence.The HR Business Partner will combine deep business insight with creative problem-solving to deliver tailored, sustainable HR solutions that drive organizational success and employee growth. This role requires a client-centric mindset, a passion for continuous improvement, and the ability to influence and inspire at all levels of the organization.**Responsibilities*** Partner closely with business leaders to understand strategic objectives and create people strategies that enable business growth and agility.* Build and maintain trusted advisor relationships across all organizational levels, providing consultative, strategic, and tactical guidance on organizational design, talent management, and workforce planning.* Leverage data and analytics to inform decision-making, identify trends, and measure the impact of HR initiatives.* Champion innovation by identifying opportunities to enhance business impact by fostering a culture open to new ideas and continuous learning.* Coach and mentor managers and senior leaders to strengthen leadership capabilities and drive high performance.* Collaborate effectively with Centers of Excellence (COEs) to align talent programs with business needs and ensure seamless execution of initiatives.* Collaborate closely with the Employee Relations team to mitigate people-related risks, while proactively partnering with business leaders to identify potential risk areas early and implement preventative strategies to address issues.* Lead and drive key HR projects from conception through to successful implementation, ensuring alignment with organizational priorities.* Stay current on emerging HR trends, technologies, and best practices to continuously elevate the HR function.**Requirements*** Bachelor's degree from an accredited institution or equivalent professional experience required.* Minimum of 10 years of progressive HR experience in organizational design, workforce planning, and talent management.* Solid understanding of U.S. labor laws.* Advanced proficiency with technology and a strong analytical orientation; skilled in Microsoft Excel, Outlook, PowerPoint, Workday, and HR analytics tools.* Proven creative and innovative problem-solver, leveraging data-driven insights to address complex challenges.* Demonstrates a client-focused mindset with exceptional interpersonal skills; able to establish credibility and influence a wide range of stakeholders.* Adept at navigating ambiguity and complexity across functions and regions to deliver strategic alignment and impact.* Track record of managing multiple priorities effectively in fast-paced, dynamic environments, supported by strong organizational and project management abilities.* Open to new ideas, quick to learn, and passionate about driving process enhancements and operational efficiency.* Experience in change management and project leadership, particularly leading cross-functional HR initiatives with measurable outcomes.* Excellent verbal and written communication skills, with the ability to adapt messaging to diverse audiences.* Demonstrates a results-driven approach and a proactive attitude, consistently taking initiative to support business and team objectives.* Strong ethical integrity, sound judgment, and dedication to creating an inclusive and respectful workplace culture.PIMCO follows a total compensation approach when rewarding employees which includes a base salary and a discretionary bonus. Base salary is the fixed component of compensation that is determined by core job responsibilities, relevant experience, internal level, and market factors. The discretionary bonus is used to award performance and therefore is determined by company, business, team, and individual performance. Salary Range: $ 150,000.00 - $ 305,000.00Equal Employment Opportunity and Affirmative Action Statement*PIMCO recruits and hires qualified candidates without regard to race, national origin, ancestry, religion (including religious dress and grooming practices), sex (including pregnancy, childbirth, breastfeeding, or related medical conditions), sexual orientation, gender (including gender identity and expression), age, military or veteran status, disability (physical or mental), any factor prohibited by law, and as such affirms in policy and practice to support and promote the concept of equal employment opportunity and affirmative action, in accordance with all applicable federal, state, provincial and municipal laws. The company also prohibits discrimination on other basis such as medical condition, or marital status under applicable laws.*Applicants with Disabilities*PIMCO is an Equal Employment Opportunity/Affirmative Action employer. We provide reasonable accommodation for qualified individuals with disabilities, including veterans, in job application procedures. If you have any difficulty using our online system due to a disability and you would like to request an accommodation, you may contact us at ************ and leave a message. This is a dedicated line designed exclusively to assist job seekers with disabilities to apply online. Only messages left for this purpose will be considered. A response to your request may take up to two business days.* #J-18808-Ljbffr

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

Posting Number: A00920 Campus: Department: 1403-COMP/COMP-Northwest Humanism Classification Pay Scale In compliance with SB 1162, Western University of Health Sciences is providing a pay scale for this position. The pay scale reflects the minimum and maximum target for new hire salaries for this position. Within this range, the individual pay is determined by a variety of factors, including but not limited to job-related skills, experience, relevant education or training, and work location. Please note that the compensation details listed reflects the base salary only. Expected Pay Scale Minimum: $85,000.00 Annually Maximum $105,000.00 Annually Job Summary The Director for Humanism is responsible for promoting the core value of Humanism within the college community. Duties include working with the respective college committees to integrate Humanism into academic content such that WesternU students are distinguished by their respective leadership and advocacy to improve health care and health outcomes for patients. This role also takes the lead on fostering a culture of empathy, respect, and ethical engagement within the academic community, which includes collaborating with various stakeholders, including other College Humanism Officer(s)/Director(s) and the Office of Humanism, in the promotion of Humanism on campus. Knowledge, Skills and Abilities Good verbal and written communication skills. Must be able to interact and communicate effectively with faculty, administration, students, and staff. Skills in leadership, supervision of personnel, and personnel growth and development. Project and event development, deployment, and maintenance. Skills to include project charter development, process improvement, project/event design and implementation. Ability to guide staff through complex issues, interpersonal relations, while also allowing team members to grow. Excellent computer skills necessary to set up document formats in Word, Excel, PowerPoint, Outlook, Power Bl, Adobe Suite or equivalent and any other software required by this position. Familiarity with common Project Management software packages. Must have a working knowledge of general mathematics, grammar, and punctuation. Committed to working in an organization that values and promotes humanism. Required Qualifications Education: Bachelor's Degree in related field Experience: 2-4 years of Managerial or Director level experience Preferred Qualifications Education: Master's Degree in related field Posting Information Posting Date: 10/23/2025 Closing Date: 10/23/2026 To Apply To apply, visit **************************************** #J-18808-Ljbffr

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

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