Director of human resources jobs in Vacaville, CA

Job title: Jr. Human Resources Consultant Reports to: Director of Consulting Services Classification: Non-Exempt, Full-time You could be just the right applicant for this job Read all associated information and make sure to apply. **Applicants not currently located in the Sacramento, CA area will not be considered for this position. Summary: Silvers HR, part of The Larkin Company, is seeking a motivated and talented Junior Human Resources Consultant to join our dynamic team. The successful candidate will collaborate with experienced HR professionals and contribute to various aspects of HR consulting projects, including employee relations, performance management, wage and hour compliance, leave of absence guidance, and management skills training. This role presents an excellent opportunity to develop your skills and expertise within a supportive and engaging work environment. Silvers HR has been a trusted partner for over two decades, providing top-tier human resources consulting services to a diverse array of clients throughout California. Our team of experienced professionals is dedicated to delivering customized, credible solutions that prioritize our clients HR needs. At Silvers HR, we take pride in our commitment to excellence and our deep understanding of the unique challenges faced by businesses in California. Our wide range of services include employee relations counseling, HR policy development, management training, employee assessments, and much more. As a member of our dynamic team, you'll have the opportunity to work alongside industry experts and contribute to the ongoing success of our clients. We foster a supportive and collaborative work environment where your professional growth and development are encouraged. Join Silvers HR and become part of a respected and established company that has been making a difference in the HR consulting industry for over 20 years. Essential Job Duties and Responsibilities Provide guidance and industry expertise to clients on the full spectrum of HR functions, such as employee relations, wage and hour compliance, performance management, and management skills training. Offer consultation to clients on employee relations issues, leave of absence programs, employee handbook policies, and employee performance management, researching best practices and making relevant recommendations. Coach clients on effectively interpreting and enforcing employment and wage and hour laws, policies, and procedures, ensuring compliance. Develop and review documents, letters, and policies for clients to communicate their practices and policies, ensuring compliance with state and federal regulations. Assist in performing HR Practices Reviews to assess clients' HR practices and identify areas for improvement, offering tailored training and resources. Facilitate the creation of customized employee handbooks using the Silvers HR template, ensuring alignment with clients' unique business needs. Develop a deep understanding of clients' business models and statuses to provide personalized advice on employment activities. Efficiently organize and manage client work plans, deliverables, and timelines, maintaining strong relationships with client management at all levels. Contribute to the Silvers HR Newsletter publication by researching and writing articles on relevant HR topics. Generate timely and accurate reports, including client activities and work status updates. Qualifications: Bachelor's degree in Human Resources, Business Administration, or related field. Professional certification in HR (SPHR, PHR, PHRca, or SHRM-SCP or SHRM-CP) is preferred but not required. Minimum 3 years, preferably 5 years, of Human Resources experience, focusing on California employment laws and regulations, recruiting, employee relations, onboarding/offboarding, training and/or performance management. Ability to research and provide guidance on basic HR issues. Excellent communication both verbal and written, interpersonal, and presentation skills. Strong analytical, problem-solving, and decision-making abilities. Familiarity with HR software and technology tools. Ability to prioritize tasks and manage multiple projects simultaneously. Exceptional written communication skills, demonstrating the capacity to articulate ideas, concepts, and information clearly, concisely, and accurately. xevrcyc This includes creating well-structured documents, such as reports, proposals, and correspondence, while maintaining proper grammar, punctuation, and style. PI11a56e43994b-38

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

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

Overview Director of Human Resources - Join Our Dynamic Team at PACE Supply! At PACE Supply, we're more than just a wholeslae distributor in the plumbing and industry-we're a family-oriented company passionate about fostering a collaborative, inclusive, and innovative workplace. We're seeking a visionary Director of Human Resources to lead our HR operations across our multi-state organization, driving a culture of engagement, empowerment, and excellence. Based in the vibrant community of Rohnert Park, CA, this pivotal leadership role will shape the future of our workforce, champion our values, and support our growth across California, Oregon, Hawaii, and beyond. If you're a strategic HR leader with a passion for building high-performing teams and creating a positive work environment, we want you to join our leadership team and make a lasting impact! As our Director of Human Resources, you will: Shape Our Culture: Foster a collaborative, inclusive, and engaging workplace that reflects PACE Supply's core values of integrity, respect, and employee-focused leadership. Lead with Vision: Provide strategic direction to specialized HR teams, overseeing compliance, benefits, talent acquisition, employee relations, Workers' Compensation, Leave of Absence (LOA) administration, and workplace safety. Mentor and Inspire: Guide and develop HR Managers and Branch leadership, empowering them to excel in their roles and align with organizational goals. Drive Operational Excellence: Ensure compliance with multi-state regulatory standards while streamlining HR processes to enhance efficiency and effectiveness. Collaborate with Leadership: Report directly to senior leadership, serving as a trusted advisor on HR strategies, workforce planning, and organizational development. Travel and Connect: Occasionally visit our branch locations in California, Oregon, and Hawaii to build strong relationships and ensure consistent HR practices across our diverse teams. Location: PACE Supply Corporate Office, Rohnert Park, CA (with occasional travel to branch locations). Responsibilities HR Compliance & Policy Implementation Develop and implement standardized HR policies for a multi-state organization with branches in CA, OR, and HI, ensuring compliance with federal, state-specific, and local laws, including Affirmative Action, EEO, and multi-jurisdictional labor requirements. Monitor legislative changes and provide actionable guidance to maintain compliance across diverse regulatory environments. Conduct HR audits (e.g., I-9, wage and hour) and coach HR Managers on corrective actions. Design and deliver compliance training for HR and Branch leadership, tailored to CA, OR, HI, and remote worker jurisdictions. Align HR initiatives with business unit goals, ensuring consistency across branches and divisions. Workers' Compensation, LOA Administration, & Safety Lead HR teams in managing Workers' Compensation and Leave of Absence (LOA) programs, overseeing safety from the perspective of Workers' Compensation and LOA compliance, ensuring adherence to FMLA, ADA, OSHA, and state-specific regulations. Oversee LOA administration, including tracking, documentation, and return-to-work plans. Develop and implement safety programs, conduct audits, and train leadership on hazard prevention to foster a safe work environment. Manage vendor relationships (e.g., insurers, LOA administrators, safety consultants) for cost-effective, compliant service delivery. Employee Relations & Workplace Culture Partner with HR Managers to promote positive employee relations for branch-based and remote employees, providing tools for consistent policy application. Guide Branch leadership on performance management, disciplinary actions, and conflict resolution. Oversee counseling, onboarding, and recognition programs to boost engagement and morale. Drive inclusion and collaboration through team-building initiatives. Talent Acquisition & Retention Collaborate with Talent Acquisition and HR Managers to execute recruitment and retention strategies tailored to branch and remote workforce needs. Analyze exit interview data to enhance retention and engagement. Support succession planning for branch-level leadership roles. Compensation, Benefits, Budget & Expense Management Ensure competitive compensation structures and mentor HR teams on hiring support. Administer benefits programs, including health and welfare benefits (medical, dental, vision, life insurance) and act as a conduit to our third-party vendor for Employee Stock Ownership Plans (ESOPs), ensuring compliance with state-specific (e.g., CA, HI) and federal regulations. Develop and manage HR budgets, approve expenses, and negotiate vendor contracts for cost-effective solutions. Team Leadership & Mentorship Mentor a diverse HR team, fostering accountability, collaboration, and high morale. Optimize HR systems and processes for data integrity and efficiency. Act as a strategic partner to Branch and business unit leadership, aligning HR with organizational goals. Oversee training programs (leadership, employee skills, HR processes) for branch, remote, and business unit employees. Other Duties as Assigned Support special projects, initiatives, or cross-functional efforts as directed by senior leadership, adapting to evolving company priorities. Qualifications Minimum Requirements: Bachelor's degree in Human Resources, Business Administration, or related field (or equivalent experience). 5-7 years of progressive HR experience, including 2+ years in a leadership role with exposure to Workers' Compensation, LOA administration, or employee relations in a multi-state, multi-branch organization (CA, OR, HI). Strong understanding of HR processes, compliance, and benefits, with experience in CA, OR, HI, and remote worker jurisdictions. Proficiency in Microsoft Office Suite and basic HRIS systems. Excellent communication, time management, and organizational skills, with the ability to work independently in a fast-paced environment. Preferred Qualifications: Master's degree in Human Resources, Business Administration, or related field. 10+ years of HR experience, with 5+ years in a leadership role overseeing multi-site operations in CA, OR, HI, and remote workers, managing multiple branches per state. HR certification (e.g., SHRM-SCP, SPHR) strongly preferred. Experience in high-volume HR environments, managing complex Workers' Compensation and LOA processes. Strong proficiency with HRIS systems and advanced skills in vendor management, training delivery, and fostering collaboration. All qualified applicants will receive consideration without regard to race, age, color, sex (including pregnancy), religion, national origin, disability, sexual orientation, gender identity, marital status, military status, genetic information, or any other status protected by applicable laws or regulations. PACE Supply will consider qualified applicants with a criminal history pursuant to employment regulations. Work Environment Pre-Employment Requirements As part of our commitment to providing a safe and secure work environment for our team members and customers, successful candidates must complete the following pre-employment requirements: Background Check: A comprehensive background check will be conducted to ensure candidates meet the necessary criteria for employment. PACE Supply will consider qualified applicants with a criminal history pursuant to California employment regulations. Physical Examination: Candidates will undergo a physical examination to assess their fitness for the position's requirements. Drug Test: A drug test will be administered to ensure a drug-free workplace. Benefit Snapshot: PACE Supply is proud to be an employee-owned corporation. We offer competitive wages, career pathways of growth, and excellent benefits packages that includes medical, dental, and vision care that is available to you within the first 30 days! We also provide our employees with life insurance, sick days, holidays, vacation, two retirement programs of 401(k) and ESOP, and much more. Relocation Benefits NEGOTIABLE Remote Availability NO *Please note that individual total compensation for this position will be determined at the Company's sole discretion and may vary based on several factors, including but not limited to, location, skill level, years and depth of relevant experience, qualifications and other business considerations. PACE Supply is an equal opportunity employer and is committed to providing accommodations for qualified individuals with disabilities. If you require assistance or accommodation due to a disability, please contact the HR Department at **************.

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.

The Company You'll Join Carta connects founders, investors, and limited partners through world-class software, purpose-built for everyone in venture capital, private equity and private credit. Trusted by 65,000+ companies in 160+ countries, Carta's platform of software and services lays the groundwork so you can build, invest, and scale with confidence. Carta's Fund Administration platform supports 9,000+ funds and SPVs, representing nearly $185B in assets under management, with tools designed to enhance the strategic impact of fund CFOs. Recognized by Fortune, Forbes, Fast Company, Inc. and Great Places to Work, Carta is shaping the future of private market infrastructure. Together, Carta is creating the end-to-end ERP platform for private markets. Traditional ERP solutions don't work for Private Funds. Private capital markets need a comprehensive software solution to replace outdated spreadsheets and fragmented service providers. Carta's software for the Office of the Fund CFO does just that - it's a new category of software to make private markets look more like public markets - a connected ERP for private capital. For more information about our offices and culture, check out our Carta careers page. The Team You'll Work With We are seeking a dynamic HR Leader to join our People team and make a high impact in a fast-paced, collaborative environment. This leader will partner with business executives, People Team leaders, and lead a small team of HRBPs to drive people strategies, support organizational growth, and help shape Carta's culture. You will serve as the primary HR partner to executive and senior leaders in our G&A (People, Legal, Finance) and GTM (Sales & Marketing) organizations. At Carta, we prioritize designing programs and experiences that fit our unique challenges over defaulting to conventional practices. As a key HRBP leader on the team, you'll help develop and execute People strategies that drive organizational effectiveness and foster transparency and high performance. This role requires a leader who thrives in ambiguity, balancing strategic initiatives with hands-on operational support, and consistently problem-solving for executives across the organization. Your ability to adapt, mentor, coach, and influence will make you a pivotal part of Carta's mission. The Problems You'll Solve As a Director, HRBP, you will be the primary HR partner for the G&A and GTM Executive and Leadership Teams. You will focus on balancing immediate operational needs with strategic, scalable program execution. Specifically, you will: * Lead and Develop HRBPs- Lead and develop a small team of HRBPs, ensuring their growth, engagement, and success as strategic partners to the business * Be a Strategic Business Partner - Consult with and advise executive and senior leaders within G&A and GTM to develop and implement effective people strategies that align with business goals and drive organizational performance * Design & Execute People Strategies - Design and implement creative people strategies and solutions that align with business goals and address complex organizational challenges specific to G&A and GTM * Drive Functional Performance - Partner with business leaders to roll out critical People initiatives, including performance management, compensation strategies, benefits, and employee development programs for your client groups. * Enable Organizational Effectiveness - Provide strategic guidance on workforce planning, succession planning, organizational design, and employee movements such as promotions, lateral transfers, and benchmarking * Leverage Data - Utilize data and insights to guide decisions, uncover trends, and improve organizational health within the G&A and GTM functions * Manage Employee Relations & Compliance - Resolve complex employee relations issues while balancing immediate operational needs with long-term growth strategies. Act as a trusted advisor to leadership, maintaining compliance and mitigating legal risks * Coach & Mentor - Coach and mentor managers and executives across all levels to enhance leadership capabilities and influence outcomes that align with organizational success * Champion Culture & Change - Build strong relationships with employees and leaders to champion culture, drive change, and foster a high-performing organization The Impact You'll Have You'll be a trusted advisor and confidante to business leaders and employees across the G&A and GTM organizations, navigating challenges and driving impactful solutions. By deeply understanding the business, you will tackle problems that affect current employees, future hires, and the leaders who support them. This role is a key partnership position, working closely with senior leadership team members to align People strategies with business objectives. About You You are an experienced, empathetic, and results-oriented HR leader with a track record of driving impactful People strategies. You excel in ambiguous, high-growth environments where strategies evolve, and operationally minded. Qualifications: * 12+ years of HRBP or equivalent experience, with 5+ years in a leadership role * Experience in a fast-paced established technology company and startup environment * Demonstrated success partnering with executives and influencing across all levels of an organization * Experience partnering with centers of excellence for larger company wide initiatives * Exceptional coaching skills with the ability to empower and develop individual contributors and executives * Strong organizational skills and the ability to juggle competing priorities effectively * Excellent communication skills-written, verbal, and interpersonal-with a high degree of empathy * Hands-on experience with workforce planning, succession planning, compensation, and employee relations * Familiarity with hybrid and international work environments, and an appreciation for cultural nuances in a global workforce * A demonstrated ability to adapt to shifting strategies and priorities in rapidly growing or evolving organizations Salary Carta's compensation package includes a market competitive salary, equity for all full time roles, exceptional benefits, and, for applicable roles, commissions plans. Our minimum cash compensation (salary + commission if applicable) range for this role is: $225,000 - $300,000 in San Francisco Final offers may vary from the amount listed based on geography, candidate experience and expertise, and other factors. Disclosures: * We are an equal opportunity employer and are committed to providing a positive interview experience for every candidate. If accommodations due to a disability or medical condition are needed, please connect with the talent partner via email. * Carta uses E-Verify in the United States for employment authorization. See the E-Verify and Department of Justice websites for more details. * For information on our data privacy policies, see Privacy, CA Candidate Privacy, and Brazil Transparency Report. * Please note that all official communications from us will come from an @carta.com or @carta-external.com domain. Report any contact from unapproved domains to ******************.

At Telecare, we believe the strength of our organization sits in the hands of our leaders. We believe having a strong, capable, and motivated leadership team is of foundational importance to the organization's success. The Vice President, HR Operations is a strategic and operational leader responsible for overseeing HR Compliance, HRIS, and HR Data & Analytics across the organization. This role ensures that Telecare's HR operations infrastructure is compliant, data-driven, and technology-enabled, supporting enterprise-wide workforce strategies and driving operational excellence. The VP will lead the design and execution of scalable systems, programs, and policies that promote compliance with federal, state, and local regulations, optimize HR technology and process efficiency, and leverage workforce data and analytics to inform executive decision-making. Shifts Available:  Full-Time, Monday - Friday Expected starting wage range is $203,934.37 - $251,978.83. Telecare applies geographic differentials to its pay ranges.  The pay range assigned to this role will be based on the geographic location from which the role is performed.  Starting pay is commensurate with relevant experience above the minimum requirements. THE IDEAL CANDIDATE The ideal candidate for the VP HR Operations & Shared Services role is someone that is a strong complement to the Telecare culture and exhibits behaviors that demonstrate alignment with Telecare's values. The ideal candidate is someone who has a successful track record of ensuring HR operations infrastructure is compliant, data-driven, and technology-enabled, supporting enterprise-wide workforce strategies and driving operational excellence. We define operational excellence in 4 key areas: - Clinical Quality and Risk Management Excellence. First and foremost, the care we provide to those we serve is paramount. Demonstrating consistency in care by ensuring staff are well trained, prepared for their work, able to deliver excellent care and respond to the needs of our clients that maximizes clinical outcomes while reducing adverse events within the programs. - Workforce Engagement. Having a workforce that is highly engaged translates into the quality-of-care Telecare is able to provide its clients. Being able to maintain low turnover and have staff that stay and grow with the organization are key measures of success. - Customer Satisfaction. Our customers are important. The VP HR Operations & Shared Services needs to be able to regularly interact with customers and ensure awareness of Telecare's commitment to delivering high quality care and minimizing unintended outcomes. - Financial Security. Knowing how to successfully operate within a budget and drive fiscal responsibility through the organization is vitally important to the organization's success. COMPETENCIES FOR THE IDEAL CANDIDATE The ideal leader for Telecare is someone that has a high level of self-awareness, seeks, and integrates feedback from others and is able to reflect on matters that impact those around them. They know how and when to collaborate, are skilled at navigating complex situations and able to develop the talent and build the team around them to be able to do the same. The ideal candidate will be someone who is passionate and committed to the vision and purpose of Telecare and is able to lead the organization, guided by our values and will bring the following competencies: Proven strategic human resource business partner, with an excellent sense of operations, as well as commercial activities and an appreciation for the interplay between the two Ability to prepare and communicate clear and compelling messages to senior leadership Strong analytical and reasoning abilities Executive presence and excellent interpersonal, oral and written and communication skills Proven ability to recruit, train, and motivate employees in order to balance staffing strength and develop future leaders Ability to establish credibility and be decisive but able to recognize and support the organization's preferences and priorities Results oriented with the ability to balance other business considerations POSITION SUMMARY This role will assist in the planning and development of the appropriate organizational design, architecture and support systems to enhance ongoing compliance improvements and implementation of the HR Service Delivery model. He or she will serve as a thought leader and partner in advancing high performing organizational effectiveness. Additionally, the vice president will also focus on leading overall operational excellence of the compliance, Data Analytics and HRIS COEs as well as the HR centralized support services. This includes developing end to end processes that support satisfying associate experience in the areas of engagement, on-boarding, benefits, use of AI, time management and human resources reporting. They will also be responsible for implementing regular use of lean, continuous improvement process improvement discussions within the Human Resources function to identify workflow, process and opportunities for technology to enable improvement and standardization The Vice President partners closely with HR leadership, Operations, Finance, IT, and Legal to ensure HR operational strategies align with Telecare's mission, values, and business objectives. QUALIFICATIONS Required: Fifteen (15) years Human Resources management experience; with a minimum five (5) years managing people Five (5) years managing teams and supporting corporate clients at the Executive level. Demonstrated experience in running an HR service organization utilizing continuous improvement best practices Bachelor's degree in human resources or related field, Master's degree preferred Broad understanding of the technical and functional components of human resources, including: talent acquisition, talent management, organizational design/development, succession planning, leadership development, compensation; compliance; planning; employee communications; training and development and employee relations Extensive experience implementing and optimizing HRIS/ERP systems and workforce analytics platforms (e.g., Tableau, Qlik), integrating data insights to enhance reporting, talent management, and strategic workforce planning Demonstrated expertise in leveraging analytics, artificial intelligence (AI), and workforce data to shape talent strategies, identify organizational trends, and drive evidence-based decision-making. Proven experience in data wrangling, exploratory data analysis, and the application of advanced analytics and cloud-based technologies (e.g., AWS, Azure, Google Cloud) to build scalable people analytics frameworks, automate HR processes, and ensure data accuracy and governance. Strong command of Microsoft Office products: PowerPoint; Excel, Word A self-starter with high energy level. Proactive, dynamic, making things "happen." Strong strategic thinker and general manager mindset; capable of translating business objectives into tactical action plans and milestones An intelligent, decisive, self-confident and results-oriented individual who possesses a combination of mental flexibility, creativity, analytical ability and sound judgment. Outstanding interpersonal skills and be able to work across functional areas within a company culture that is high performance, self-directing and collegial Ability to build relationships with superiors, peers and subordinates across a large and complex organization Able to lead, energize, and influence a wide spectrum of people to achieve exceptional performance Entrepreneurial spirit, with a hands-on, roll-up-the-sleeves mentality and a structured and pragmatic approach An effective collaborator and relationship builder, able to get results through influencing versus demanding by authority of position; a sought-after advisor Able to facilitate and encourage objective analyses of alternative points of view and be able to articulate the strengths and weaknesses of various business options in order to reach an informed decision Ability and willingness to travel up to 30% Must be at least 18 years of age All opportunities at Telecare are contingent upon successful completion and receipt of acceptable results of the applicable post-offer physical examination, 2-step PPD test for tuberculosis, acceptable criminal background clearances, excluded party sanctions, and degree or license verification. If the position requires driving, a valid driver's license, a motor vehicle clearance, and proof of auto insurance is required at time of employment and must be maintained throughout employment. Additional regulatory, contractual, or local requirements may apply Preferred: SHRM-SCP, SPHR, or certifications in HR technology/analytics ESSENTIAL FUNCTIONS HR Compliance and Operations Develops, implements, and maintains a comprehensive compliance program that encompasses medical, dental, and administrative operations. Creates and updates preventive controls, including policies and training, to ensure compliance with all applicable laws, regulations, and industry best practices, including Anti-Kickback Statute, False Claims Act, HIPAA, Stark Law, and other relevant regulations. Conducts annual risk assessments to identify potential areas of compliance gaps and risk. Develops and implement mitigation strategies to address identified risks. Monitors changes in laws and regulations and ensure the company adapts its compliance program accordingly. Develops and implements a monitoring program that is measurable and data-driven, promoting compliance with key regulatory policies and procedures spanning over a thousand provider offices. Establishes and enhances strong detective controls that will not unduly burden our ability to provide quality care to patients. Employee / Labor Relations / Compliance Ensures compliance with federal & local employment law Complies with all corporate and local policies including Ethics & Compliance Programs Assures accurate record keeping and timely local plan administration Works with corporate compliance team to ensure employee data and records are accurately maintained. Liaison with Telecare Employment Counsel Advises on relevant compliance matters Data Analytics Lead the successful implementation and optimization of the HR ERP system, ensuring alignment with business objectives through development of efficient back-office processes, data integration, and enhanced employee self-service tools that improve user experience and operational effectiveness. Provides data analytics to support the effectiveness of Power BI and a central SQL database within HR Acts as the data visualization and reporting SME using PowerBI, Qlik, Qualtrics and other management systems Provides analytical support on cross functional key projects, such as systems upgrade of Top/UKG, monthly engagement pulse survey, creation of standard work, and confidential projects Proactively partners with talent management and talent acquisition leadership to propose and execute special projects to improve workforce planning and diversity & inclusion HR Leadership/Continuous Improvement Demonstrates the Telecare mission, purpose, values and beliefs in everyday language and contact with the internal and external stakeholders Partners with senior management to identify and address the critical needs of the business and achieve goals that support a long-range people strategy Supports enterprise HR initiatives designed to build a compliant, competitive and cost-effective HR infrastructure Serves as a trusted advisor to executives and the Board Drives integration across Compliance, HRIS, and Data Analytics functions to deliver consistent and efficient HR services Engagement Partners with business leaders on initiatives that engage employees and promote retention of key talent Fosters constructive associate relationships across the operations organization; Understands employee needs and facilitate effective communication channels between leaders and employees Sponsors and drives events and programs designed to increase employee engagement Consults with and advise business managers on disciplinary process and risk assessment on employee relations and performance related issues People Leadership Builds and leads high-performing teams, embedding a culture of compliance, equity, and continuous improvement Champion Telecare's values, ensuring HR operations reinforce a culture of equity, inclusion, and compliance Makes use of management practices that include empowerment of staff, the provision of clear and concise expectations regarding duties assigned employees, frequent feedback focusing on both positive and problematic aspects of work performance and other management practices Promotes and maintains professional and effective relationships and communications within the department and with other departments Duties and responsibilities may be added, deleted and/or changed at the discretion of management. SKILLS Excellent verbal and written communication Attention to detail Critical thinking to aid decision making Flexibility and ability to adapt Commitment to development PHYSICAL DEMANDS The physical demands here are representative of those that must be met by an employee to successfully perform the essential functions of this job. The employee is occasionally required to walk, stand, bend, squat, kneel, twist, reach, lift and carry items weighing 25 pounds or less and do simple grasping, as well as frequently sit and occasionally drive. Visual requirements include computers and books exposure. EOE AA M/F/V/Disability

Industry: Medical Consulting Services Company Size: Mid-sized Salary: $180K-$220K/Year (DOE) We are seeking a visionary Vice President of Human Resources to join a mid-sized medical consulting services firm entering an exciting phase of transformation. This executive will play a critical role in shaping the organization's people strategy, ensuring compliance, strengthening culture, and driving workforce performance. This is a hands-on leadership role. As a senior member of the leadership team, the Vice President of Human Resources will oversee all HR functions and serve as a strategic partner to executive leadership. This role is responsible for aligning talent strategies with business priorities, modernizing HR systems and practices, and cultivating a culture of engagement, inclusion, and accountability. The ideal candidate is a collaborative, strategic, and people-focused leader with a proven track record of elevating HR operations and enabling organizational growth. Key Responsibilities Strategic Leadership Collaborate with the executive team to design and implement a forward-looking people strategy that supports business objectives. Lead workforce planning, succession management, and organizational development initiatives. Serve as a trusted advisor on employee engagement and development, organizational structure, and change management. HR Operations & Compliance Oversee core HR functions including talent acquisition, performance management, compensation and benefits, employee relations, compliance, and learning & development. Optimize HR systems, processes, and analytics to enhance operational efficiency and support data-driven decision-making. Ensure full compliance with federal and California employment laws, maintaining alignment with industry best practices. Subject matter expert with employment law. Culture, Engagement & Inclusion Champion programs that foster employee engagement, recognition, and continuous learning. Promote a culture of collaboration, engagement and accountability across all levels of the organization. Partner with department leaders to reinforce company values and enhance internal communication. Leadership & Team Development Lead and develop a high-performing HR team focused on delivering strategic value and exceptional service. Introduce innovative approaches to talent development, succession planning, and internal communications. Build strong cross-functional partnerships to improve organizational cohesion and performance. Qualifications Bachelor's degree required; advanced degree or professional certification (SPHR, SHRM-SCP, MBA) strongly preferred. 10+ years of progressive HR leadership experience, including 4+ years in a senior or executive role. Proven success in leading people strategy within complex or multi-site organizations. Deep expertise in California employment law and regulatory compliance. Demonstrated ability to lead cultural transformation and drive employee engagement. Exceptional interpersonal, analytical, and communication skills. Proficiency in HRIS platforms and data analytics tools.

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.

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 Bachelor's 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 ******************** .

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.

Operating in the global marketplace means companies face a variety of different business, cultural, language and regulatory environments. Our Integrated and Global Solutions (IGS) line of business helps the world's most complex companies navigate the challenges of multi-country issues based on context knowledge of trends and innovative multi-client solutions. As an HR Mergers & Acquisition Associate Director, you will be part of the broader IGS team, focused specifically on helping our clients navigate complex transactions. In this role you will be responsible for managing a wide variety of transaction-related projects, leveraging your experience to make recommendations on plan design and management for the full array of M&A projects. In this role you will serve as the project manager and day-to-day communication liaison with our clients, trouble shoot issues, create client deliverables, contribute to client management and new business activities, and participate in the creation of new intellectual capital. You will have the opportunity to generate business by participating in new business activities and expanding existing client engagements, as well as participate in broader benefits and compensation consulting projects within the IGS team. You will have the opportunity to position yourself to grow into a senior relationship management and/or leadership role by serving as the pivotal point of contact on all projects and working alongside industry experts on cutting edge solutions. Qualifications The Role * Deliver superior, consistent project management on transaction-related projects: * Draft statements of work, project plans and budgets involving multiple workstreams and client and consultant teams across geographic boundaries internationally * Serve as the day-to-day project lead, ensuring the progress of the team against established objectives, budget, timeline, deliverables and quality standards * Serve as primary, daily contact to clients located in headquarters as well as overseas offices concerning delivery of services, coordinating with Willis Towers Watson Consultants globally * Manage client expectations and raise appropriate issues to Senior Consultants and Relationship Managers * Develop a trusted advisor relationship with client contacts through effective communication, efficient high quality execution of projects, and proactively advising clients * Meet revenue and billable hour goals as described by manager * Support the generation of new business as part of the broader team * Develop new business opportunities and enhance existing relationships * Directly contribute to clients' success through applying your technical expertise * Building relationships internally and collaborating effectively on cross-functional teams * Participate in special projects including benefit plan strategy and design, plan management and governance strategy, and global financing and funding policies * Serve as mentor to project team associates * Conducting review of client deliverable to ensure alignment to client objectives, leverage of optimal WTW services and solutions, and adherence to WTW professional excellence standards The Requirements * 7 - 10+ years of business experience managing mergers, acquisitions and/or divestitures for multinational companies, preferably within a client servicing environment * Deep knowledge of HR M&A, HR programs and process and experience working with a variety of transaction types including mergers, acquisitions and divestitures * Proven ability to sell and deliver management consulting services to senior business leaders through individual contributions as well as by leading a consulting team * Experience successfully managing multiple projects, large diversified teams and producing quality deliverables on time and within budget * Strong client relationship, interpersonal and team skills with the ability to work independently and on client teams in a fast-paced environment * Proven project management skills, flexibility and ability to diagnose and resolve issues * Strong analytical skills; the ability to synthesize data and develop insights and combine this with creativity * Strong Microsoft PowerPoint and Excel skills * Demonstrated outstanding business acumen * An executive 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 * Enjoys training/mentoring junior staff * Experience working within and leading virtual teams * Flexibility regarding travel and work extended hours as needed * An undergraduate degree is required; Advanced degree in related field preferred 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. Compensation The base salary compensation range being offered for this role is $110,000-$150,000 USD per year. 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: Mental health/emotional wellbeing (including Employee Assistance Program), medical (including prescription drug coverage and fertility benefits), dental, vision, Health Savings Account, Commuter Accounts, Health Care and Dependent Care Flexible Spending Accounts, company-paid life insurance, supplemental life insurance, AD&D, group accident, group critical illness, group legal, identity theft protection, wellbeing program, adoption assistance, surrogacy assistance, auto/home insurance, pet insurance, and other work/life resources. * 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 * Retirement Benefits: Contributory Pension Plan and Savings Plan (401k). All Level 38 and more senior 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. This position will remain posted for a minimum of three business days from the date posted or until sufficient/appropriate candidate slate has been identified. EOE, including disability/vets

Updated: Sep 11, 2025 Apply Now Share: About Kirkland & Ellis At Kirkland & Ellis, we don't just meet the standard for legal excellence - we set it. Our culture is built on teamwork, ingenuity and an unwavering commitment to continuous growth. We tackle the most sophisticated legal challenges with bold ideas and innovative solutions, powered by the exceptional experience and ambition of our 7,000+ people, including 4,000+ attorneys, across 22 offices worldwide. Our dedicated professionals share our lawyers' commitment to excellence and show up each day to do meaningful work that helps drive global business, investment and innovation forward. What You'll Do The Role Are you a strategic HR leader who thrives in a fast-paced, high-performance environment? Do you excel at guiding people-first strategies while delivering white-glove support across teams? Kirkland & Ellis is seeking an experienced, relationship-driven Associate Director of Human Resources to lead our HR function in the Bay Area with oversight of our Salt Lake City team. This is a high-impact opportunity for a confident HR professional who is energized by both big-picture strategy and day-to-day execution. As a trusted advisor to both our Firm's partners and staff leaders, you'll collaborate across departments to attract, support, and retain exceptional talent. If you have deep HR knowledge, a strong business mindset, and a passion for building engaged, high-performing teams, we'd love to hear from you. In this dynamic leadership role, you'll: * Oversee the full employee lifecycle, from onboarding to performance management and offboarding, ensuring a best-in-class experience for staff and attorneys alike. * Serve as the primary HR leader and business partner for the Bay Area and Salt Lake City offices, advising local leadership and collaborating closely with Firmwide Talent and Centers of Expertise. * Manage a high-performing local HR team-including assistants, coordinators, specialists, and supervisors-through mentorship, development, and thoughtful delegation. * Guide employee relations matters with care and sound judgment, partnering with stakeholders to support a fair and balanced workplace. * Champion talent acquisition efforts by aligning recruiting strategies with business needs and collaborating closely with the Firmwide TA team. * Lead key processes such as performance evaluations, compensation administration, and career development planning in partnership with the Senior Director of Administration and Firmwide HR leaders. * Foster a positive and inclusive culture by supporting staff engagement initiatives and ensuring alignment with Kirkland's high service standards. What You'll Bring We're looking for a seasoned, strategic HR professional with: * A bachelor's degree; PHR or SHRM-CP certification preferred. * At least 10 years of progressive HR experience, including 5+ years in a leadership role within a professional services or similarly complex environment. * Deep knowledge of employment law (federal and local) and a strong foundation in employee relations, compliance, and HR best practices. * Demonstrated ability to lead through influence, develop talent, and drive organizational change. * Exceptional interpersonal and communication skills-you inspire trust, handle sensitive issues discreetly, and build relationships across all levels. * A proactive, analytical mindset with a commitment to continuous improvement and strategic impact. * Proficiency with HRIS platforms and data-driven decision-making. At Kirkland, people are our greatest asset. This role offers the opportunity to lead with purpose, make meaningful impact, and help shape the employee experience at one of the world's leading law firms. Compensation The base salary range below represents the low and high end of the salary range for this position in the Bay Area. This range may differ based on your geographic location and cost of living considerations. At Kirkland & Ellis, we consider compensation more than just a base salary. We offer an exceptional range of flexible benefits including comprehensive healthcare, paid time off, and retirement. We also offer personal support and tailored learning and development opportunities all designed to help you realize your full potential both in life and at work. Compensation Range: * Bay Area: $205,000 - $225,000 How to Apply Thank you for your interest in Kirkland & Ellis LLP. To complete an application and submit your resume, please click "Apply Now." Don't meet every job requirement? That's okay! If you're excited about this role but your experience doesn't perfectly fit every qualification, we encourage you to apply anyway. You may be just the right person for this role or others at Kirkland. Equal Employment Opportunity The Firm will consider for employment qualified applicants with arrest and conviction records and criminal histories consistent with local laws. All employment decisions, including the recruiting, hiring, placement, training availability, promotion, compensation, evaluation, disciplinary actions, and termination of employment (if necessary) are made without regard to the employee's race, color, creed, religion, sex, pregnancy or childbirth, personal appearance, family responsibilities, sexual orientation or preference, gender identity, political affiliation, source of income, place of residence, national or ethnic origin, ancestry, age, marital status, military veteran status, unfavorable discharge from military service, physical or mental disability, or on any other basis prohibited by applicable law. #LI-Hybrid #LI-NK1

Job Description 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.

Property Description Join the team at Hotel Zephyr - Fisherman's Wharf, located in the heart of San Francisco's iconic waterfront! As a unique and vibrant hotel, we are seeking enthusiastic and motivated individuals to be part of our team. With our innovative and playful nautical-themed decor, Hotel Zephyr offers an exciting and dynamic work environment. As an employee, you will have the opportunity to provide exceptional service to our guests and create memorable experiences. With Fisherman's Wharf as our backyard, you will have access to the city's top attractions and a bustling, energetic atmosphere. Join us and be part of a team that values teamwork, creativity, and a commitment to excellence in hospitality. Apply now and embark on a rewarding career at Hotel Zephyr - Fisherman's Wharf! Overview Are you an experienced and detail-oriented accounting professional seeking a rewarding opportunity in the hospitality industry? Look no further! Join our team as an Accounting Manager and play a pivotal role in managing our financial operations. As an Accounting Manager, you will bring your expertise and enthusiasm to ensure accurate financial reporting, maintain internal controls, and contribute to the overall success of our organization. Summary: Oversee all aspects of the accounting department, including financial reporting, budgeting, and forecasting Implement and maintain effective internal controls to safeguard assets and ensure compliance with regulations Prepare and analyze financial statements, identifying areas for improvement and cost-saving opportunities Collaborate with department heads to develop and monitor department budgets Supervise and mentor a team of accounting professionals, fostering a collaborative and high-performing environment Coordinate and liaise with external auditors and tax professionals Conduct regular financial analysis and provide insightful recommendations to the executive team Stay updated on industry trends and changes in accounting standards to ensure compliance and optimize financial processes Join our team as an Accounting Manager and make a significant impact on our financial success. Your expertise and dedication will contribute to the growth and profitability for our property. Apply now to join our dynamic team and advance your career in hospitality accounting! Qualifications Bachelor's degree in Accounting, Finance or related field One year of accounting experience in the hospitality industry Strong knowledge of Generally Accepted Accounting Principles (GAAP) Experience with financial reporting and analysis Excellent communication and interpersonal skills Advanced proficiency in Microsoft Excel Experience with accounting software and systems, such as QuickBooks and Oracle Ability to prioritize tasks and meet deadlines in a fast-paced environment. Benefits Davidson Hospitality Group is an award-winning, full-service hospitality management company overseeing hotels, restaurants, dining and entertainment venues across the US. A trusted partner and preferred operator for Hilton, Hyatt, Kimpton, Marriott, and Margaritaville, Davidson offers a unique entrepreneurial management style and owners' mentality that provides the individualized personal service of a small company, enhanced by the breadth and depth of skill and experience of a larger company. In keeping with the company's heritage of delivering value, Davidson is comprised of four highly specialized operating verticals: Davidson Hotels, Pivot, Davidson Resorts and Davidson Restaurant Group. In keeping with the company's heritage of delivering value to its owners and team members, Davidson offers a rich benefit program with a variety of benefits designed to enrich the lives and well-being of our team members and their families. Multiple Tiers of Medical Coverage Dental & Vision Coverage 24/7 Teledoc service Free Maintenance Medications Pet Insurance Hotel Discounts Tuition Reimbursement Paid Time Off (vacation, sick, bereavement, and Holidays). 401K Match Working at Davidson is like nowhere else. It's less of a job, more of a calling. It's part career, part revolution. Because whatever you do here, you play a part in helping redefine the way quality hospitality is delivered to our guests, our clients, our partners, and each other. EOE AA- Minorities/Females/Vet/Disability/Gender Identity/Sexual Orientation Davidson Hospitality is a drug free workplace. Pre-employment drug test and background check required. We participate in E-Verify. Salary Range USD $30.36 - USD $30.36 /Hr.

SUMMARY/JOB PURPOSE: Responsible for driving overall employee benefits, immigration, relocation, HR compliance and other programs strategy and effective execution of the programs. Responsible for leading, developing and implementing best in class solutions for benefits delivery and administration, managing vendor relationships, collaborating with cross-functional stakeholders and business leaders, monitoring plan performance, participating in strategy and innovation sessions, owning and driving process improvement in various areas, developing benefit policies and communications, and assisting with other project-based work, as needed. Overall responsibility for advancing and continuously improving employee benefits, operational practices and procedures, immigration & relocation, systems, policies and compliance. Develop and participate in HR projects to accomplish HR initiatives that are aligned with business objectives. ESSENTIAL DUTIES/RESPONSIBILITIES: General Lead, manage, mentor and support team members managing employee benefits, immigration & relocation and HR compliance. Ensure our processes, programs and systems remain in compliance. Be an escalation point for identified issues and concerns related to HR programs, policies, processes and/or system administration. Benefits Responsible for the strategic direction, planning, alignment, design and financial oversight of the benefit plans and programs, including, but not limited to, medical, dental, vision, life, disability, COBRA, Leave of Absences, Flexible Spending Accounts (Section 125), that is consistent with the Company's values. Manage and oversee all benefits related third party vendors including contract negotiation, benefits administration and service levels; including but not limited to medical claims administration, dental claims administration, life insurance and disability vendors, etc. Manage the 401(K) programs, in accordance with federal regulations and established Company procedures, including 5500, SAR, non-discrimination testing and managing Investment Review Committee. Evolve and scale the practices related to leave of absence (LOA), reasonable accommodation to support company growth while ensuring our actions embody how we care for our employees. Ensure all benefit plans are in compliance with all current federal and state regulations/guidelines including government reporting and participant disclosures (5500s, SARs, SMMs, HIPAA, SPDs, etc.). Lead and direct annual benefits renewal and conduct open enrollment, including hosting presentations and health fairs. Partner with broker to develop analysis of key program metrics to understand trends, as well as potential valuable changes that could be made to benefit offerings. Conduct annual assessments and ROI to ensure cost effectiveness. Develop engaging and informative communication and marketing programs designed to keep employees and management knowledgeable about company benefit plans. Partner with other functions in areas such as legal, finance, risk management, and facility management departments, to build new programs, manage risk to the company, and understand legal implications to policy or design changes. Commit to growing and mentoring junior team members. Cultivate potential, provide thoughtful guidance, and create a learning-rich environment for the team. Immigration & Relocation Align mobility initiatives with long-term business goals, anticipate future workforce needs, and navigate complex regulatory landscapes with foresight and agility. Collaborate with our talent acquisition leaders and people leaders to ensure these programs support our talent strategy and long-term organizational growth. Oversee our immigration & relocation programs, ensure the programs are competitive and meet the needs of the business and employees. Manage vendor relationships. Evaluate the effectiveness of the programs using various metrics. Labor Laws and Regulations Compliance Proactively ensure that HR policies and practices are consistently applied and meet relevant labor law and other regulatory requirements and provide recommendations. Ensure consistency of written policies and employee informational materials with each other, as well as with state and federal regulations. SUPERVISORY RESPONSIBILITIES: Supervises staff, including hiring, scheduling and assigning work, reviewing performance, coaching, and recommending salary increases, promotions, transfers, demotions, or terminations. EDUCATION/EXPERIENCE/KNOWLEDGE & SKILLS: Education: Bachelor's degree in related discipline and 13 years of related experience; or Master's degree in related discipline and 11 years of related experience; or PhD degree in related discipline and 9 years of related experience; or Equivalent combination of education and experience. Experience: Minimum 13 years professional level Human Resources experience. Minimum 5 years direct people management responsibility. Minimum of 10 years of benefits experience. Minimum of 2 years of Immigration and relocation experience preferred. Knowledge, Skills and Abilities: Strong PC skills with advanced level required, including MS Office (Word, Excel and PowerPoint), and HRIS (Workday) experience required. Demonstrates strong executive presence-capable of influencing across all levels of the organization, representing the company with poise and clarity, and navigating complex, high-stakes environments. Ability and passion for people management; ability to guide, coach, engage and grow junior team members to form a high functioning team. Strong planning, organizing, teamwork, and results orientation required. Ability to effectively balance multiple priorities under pressure and understands when to right size, where appropriate. Ability to manage ambiguity with confidence and deliver decisions that earn buy-in. Demonstrates strong willingness to collaborate and ability to be a strategic thought partner. Exceptional communication skills, including public speaking, executive briefings, and stakeholder engagement. Effective presentation and communication skills to stakeholders and leadership, both verbal and written. Cultivate strong cross-functional relationships and drive consensus on critical initiatives. Works on problems of diverse scope where analysis of data requires evaluation of identifiable factors. Exercises judgment in selecting methods, techniques and evaluation criteria for obtaining results. Work Environment/Physical Demands: Our office is a modern, open-plan space that foster collaborations and creativity. Teams work closely together, sharing ideas and solutions in a supportive atmosphere. We provide all necessary equipment, including dual monitors and ergonomic chairs, to ensure a comfortable workspace. #LI-MB1 If you like wild growth and working with happy, enthusiastic over-achievers, you'll enjoy your career with us! Our compensation reflects the cost of labor across several U.S. geographic markets, and we pay differently based on those defined markets. The base pay range for this position is $195,000 - $277,000 annually. The base pay range may take into account the candidate's geographic region, which will adjust the pay depending on the specific work location. The base pay offered will take into account the candidate's geographic region, job-related knowledge, skills, experience and internal equity, among other factors.In addition to the base salary, as part of our Total Rewards program, Exelixis offers comprehensive employee benefits package, including a 401k plan with generous company contributions, group medical, dental and vision coverage, life and disability insurance, and flexible spending accounts. Employees are also eligible for a discretionary annual bonus program, or if field sales staff, a sales-based incentive plan. Exelixis also offers employees the opportunity to purchase company stock, and receive long-term incentives, 15 accrued vacation days in their first year, 17 paid holidays including a company-wide winter shutdown in December, and up to 10 sick days throughout the calendar year. DISCLAIMER The preceding job description has been designed to indicate the general nature and level of work performed by employees within this classification. It is not designed to contain or be interpreted as a comprehensive inventory of all duties, responsibilities and qualifications required of employees assigned to the job. We are an Equal Opportunity Employer and do not discriminate against any employee or applicant for employment because of race, color, sex, age, national origin, religion, sexual orientation, gender identity, status as a veteran, and basis of disability or any other federal, state or local protected class.

Human Data Lead - San Francisco We're looking for someone cracked to build and own Huzzle's SF presence. This role sits at the intersection of GTM, relationship-building, and project execution. You'll spend your time meeting AI labs and applied-AI teams figuring out their human-data needs, helping scope solutions, and keeping projects on track. You'll work directly with our CEO and CTO and have real ownership over how we grow the human-data business. What you'll do: Build relationships with AI labs and applied-AI teams across SF Scope custom human-data solutions: talk to customers, figure out what they actually need, turn that into a project plan Co-own delivery: coordinate with our ops team to execute projects on time and on spec Feed product direction: you'll see patterns in what customers need before anyone else does Close deals: you'll own the full cycle from first meeting to signed contract What we're looking for: 1-3 years in human data operations (RLHF, red-teaming, evals, annotation pipelines) Based in SF, energized by meeting people, comfortable in ambiguity Low-ego, high-agency: you see a problem and fix it without asking permission Comfortable presenting to technical and non-technical audiences If this sounds like you, we'd love to chat. About Huzzle: We're VC-backed and went from 0 to mid-7-figure revenue in 10 months. Our team is distributed across London, SF, Berlin, and Delhi. Before expanding into human data, we built one of Europe's largest university career networks and scaled it to 200k users. Compensation: $140-220k base + meaningful equity & commission

We are recruiting a Vice President of Human Resources for our client that is a high performing industrial technology organization on an exciting growth trajectory. As the HR leader, you'll drive the employee experience for team members across multiple locations, with a strong footprint in California. This is a unique opportunity to spearhead HR innovation in a dynamic, multi-site environment that values excellence, agility, and its people. Competitive compensation package includes a base salary of $170K-$200K( DOE), performance-based bonus up to 25%, comprehensive benefits, 401(k) with match, paid time off, and potential equity participation PRIMARY RESPONSIBILITIES: Drive HR strategy aligned with revenue goals, scalability, and organizational growth across multiple locations, including Employee Stock Ownership Plan related initiatives and change management. Ensure full compliance with California-specific employment laws (e.g., FEHA, PAGA, AB 5) and federal regulations to minimize legal and operational risks. Lead recruitment, retention, and performance management for employees, with tailored strategies for California's competitive market and a distributed workforce. Design cost-effective, compliant compensation and benefits programs (e.g., health insurance, 401k, workers' comp), while overseeing payroll, HRIS, and operational metrics. Foster a positive workplace culture through conflict resolution, leadership coaching, and training programs aligned with company goals and California mandates. SKILLS AND QUALIFICATIONS: 10+ years of progressive HR experience, including 5+ years in senior roles within mid-sized companies ($50M-$150M revenue, 100-300 employees). Deep knowledge of California labor laws and proven success managing HR across multi-location operations. Bachelor's degree in HR or related field required; Master's degree or certifications like SHRM-SCP or SPHR strongly preferred. Proficient in HR technologies (HRIS, ATS) with a strong focus on analytics and data-informed decision-making. Combines strategic thinking with hands-on execution, exceptional communication, and the ability to lead a geographically distributed workforce with occasional travel (up to 20%).