Human Resources Lead jobs at General Electric - 1524 jobs

A premier research institution is seeking a Senior HR Strategy Partner to provide strategic HR consultation within the Human Resources Division. This role involves diagnosing complex personnel challenges and leading HR initiatives to enhance organizational effectiveness. Applicants should have a Bachelor's degree in Human Resources, a minimum of eight years of HR experience, and a proven ability to engage with senior leaders. The position offers a hybrid work schedule and a competitive salary range of $136,000 to $166,000, depending on experience and qualifications. #J-18808-Ljbffr

A leading technology consulting firm is seeking an experienced Oracle Cloud HCM Lead in San Francisco, California. This role involves consulting on best practices, managing configurations, and leading implementations of Oracle Cloud applications. Ideal candidates should possess a Bachelor's degree and at least 5 years of experience with Oracle Cloud HCM, particularly in Core HR and Benefits modules. Strong analytical and communication skills are essential, along with the ability to work in a collaborative, fast-paced environment. #J-18808-Ljbffr

Introduction A career in IBM Consulting is rooted by long-term relationships and close collaboration with clients across the globe. You'll work with visionaries across multiple industries to improve the hybrid cloud and AI journey for the most innovative and valuable companies in the world. Your ability to accelerate impact and make meaningful change for your clients is enabled by our strategic partner ecosystem and our robust technology platforms across the IBM portfolio. Your role and responsibilities Consult on best practices on Oracle Cloud HCM policies Be an expert in the configuration of and management of the Oracle Cloud HCM (Core HR/Benefits/Compensation/ABM/OTL) applications Provide best-practice guidance on business processes and implementation Publish weekly status reports to the project management team Coordinate efforts between other Module resources to implement the best solution for the client Act as Oracle Cloud HCM SME to understand the business requirements and interpret them to appropriate configurations of the Oracle Cloud HCM modules Maintain system related processes and documentation and suggest changes to procedures Assist with continuous process improvement and provide insights into best practices Provide assistance in key system processes Work with technical streams and provide guidance on integrations, conversions and reports Required technical and professional expertise Bachelor degree (or equivalent experience) Minimum 5 years of experience as an Oracle Cloud HCM Lead with 5-7+ years of experience in implementing Oracle Cloud Expertise in Core HR, Benefits, Compensation, ideally experienced with Absence, OTL, Payroll modules also Experience with public sector clients like state governments, counties and cities, considered a plus Experience with monthly and quarterly patch testing/issue resolution, perform impact analysis and testing Ability to lead complete software development lifecycle including analysis, design, configuration, programming and unit testing Assist clients with business requirements and suggest changes for process improvements Produce end-user documentation and facilitate knowledge transfer Demonstrate strong analytical skills, problem solving/debugging skills Able to work in a fast-paced environment with a diverse group of people Capable to work independently, take initiative with minimal supervision yet can participate as a team member with a willingness to help where needed Excellent verbal and written communication , active listening and interpersonal skills Organized and detailed oriented IBM is committed to creating a diverse environment and is proud to be an equal‑opportunity employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, gender, gender identity or expression, sexual orientation, national origin, caste, genetics, pregnancy, disability, neurodivergence, age, veteran status, or other characteristics. IBM is also committed to compliance with all fair employment practices regarding citizenship and immigration status. #J-18808-Ljbffr

A leading technology platform located in Chicago is looking for a Head of Employee Relations to spearhead their ER function. This role requires extensive experience in employee relations and proven leadership skills. The ideal candidate will excel in guiding complex ER issues, developing strategic partnerships, and utilizing data-driven insights to enhance organizational practices. This hybrid position offers a competitive salary range of $222,000 to $261,000 along with comprehensive benefits. #J-18808-Ljbffr

## Vice President, HR Business Partners - Global GTMBoston, MA, USAOur world is transforming, and PTC is leading the way.Our software brings the physical and digital worlds together, enabling companies to improve operations, create better products, and empower people in all aspects of their business.Our people make all the difference in our success. Today, we are a global team of nearly 7,000 and our main objective is to create opportunities for our team members to explore, learn, and grow - all while seeing their ideas come to life and celebrating the differences that make us who we are and the work we do possible.## Vice President, HR Business Partner - Chief Revenue Officer (CRO)## The Vice President, HR Business Partners will serve as the principal strategic advisor to the Chief Revenue Officer (CRO) and the executive leadership of all Go-To-Market (GTM) functions-Sales, Marketing, Customer Success, Revenue Operations, and Partner/Channel organizations. This enterprise-impact role will shape and lead people strategies that accelerate global growth, drive innovation, and enhance customer-centricity across all revenue-generating teams. The ideal candidate is a seasoned HR executive with exceptional business acumen, a commanding executive presence, and a track record of influencing C-suite leaders and driving transformational change in complex, high-growth environments.## Key Responsibilities### Enterprise Strategic Partnership- Serve as a trusted advisor to the CRO and GTM executives, translating business strategy into integrated people plans.- Influence and guide executive decision-making on talent strategy, organizational effectiveness, and leadership alignment.- Leverage advanced people analytics and market intelligence to inform strategic workforce decisions and anticipate future needs.### Organizational Architecture & Workforce Strategy- Lead enterprise-level organizational design and workforce planning initiatives to support evolving GTM models.- Align talent capacity, productivity, and investment with long-term business objectives in partnership with Finance and GTM Operations.- Drive strategic workforce evolution, including capability building, future skills planning, and global talent optimization.### Executive Talent & Leadership Development- Architect and execute leadership development strategies that build bench strength and succession readiness across GTM functions.- Champion executive coaching, performance acceleration, and high-potential talent programs tailored to customer-facing leaders.### Culture Transformation & Change Leadership- Shape and sustain a high-performance, customer-obsessed culture aligned with enterprise values and growth ambitions.- Lead change management strategies for GTM transformation, new market entry, and operating model shifts.- Design and deploy engagement strategies that attract, retain, and inspire top talent in competitive global markets.### Enterprise Collaboration & Influence- Partner with HR Centers of Excellence (COEs)-Talent Acquisition, Total Rewards, Learning & Development, and DEI-to deliver scalable, tailored solutions.- Collaborate across the HRBP network to drive consistency, share best practices, and align on enterprise-wide talent initiatives.## Qualifications- 15+ years of progressive HR leadership experience, including significant tenure as a strategic HRBP in global, high-growth environments.- Deep expertise supporting Sales and GTM functions at the executive level, ideally within SaaS, technology, or B2B enterprise sectors.- Demonstrated success influencing C-suite leaders, driving strategic decisions, and leading enterprise-wide organizational change.- Mastery in organizational development, executive coaching, workforce strategy, and high-performing team design.- Strong analytical and strategic mindset with fluency in data-driven decision-making.- Exceptional communication, executive presence, and stakeholder engagement skills.- Bachelor's degree required; advanced degree preferred.PTC carefully considers a wide variety of factors when determining compensation. The anticipated annual base salary range for this position is between **$211,000 - $275,000**. The salary range reflects a good-faith estimate of compensation at the time of posting. Actual compensation may vary based on a candidate's skills, qualifications, experience, and location. Additionally, candidates may be eligible for a performance-based bonus. Employees also have the opportunity to become a PTC shareholder through our employee share purchase program (ESPP), which allows for the purchase of discounted PTC stock. Certain roles may also be eligible for participation in our equity programs. Employees may be eligible for medical, dental and vision insurance, paid time off and sick leave, tuition reimbursement, 401(k) contributions and employer match, flexible spending accounts, life insurance, disability coverage and, if you are an office-assigned employee, a generous commuter subsidy. All total rewards and benefits programs are subject to applicable plan eligibility and other terms and conditions.For more information about PTC's comprehensive benefits, please visit our .Applications will be accepted on an on-going basis.At PTC, we believe in the power of diverse ideas and perspectives. As a global company that values and respects all identities, cultures, and perspectives, we strive to create an inclusive PTC for ALL through an environment where everyone feels like they belong and are empowered to bring their true, authentic selves to work. Proud to be an Equal Opportunity Employer, we welcome applicants from all backgrounds and hire without regard to race, national origin, religion, age, color, ethnicity, ancestry, marital status, sex (including pregnancy), sexual orientation, gender identity, gender expression, genetic information, disability, veteran status, or any other characteristic protected by local, state, or federal laws, rules, or regulations. It is unlawful in Massachusetts to require or administer a lie detector test as a condition of employment or continued employment. An employer who violates this law shall be subject to criminal penalties and civil liability.Life at PTC is about more than working with today's most cutting-edge technologies to transform the physical world. It's about showing up as you are and working alongside some of today's most talented industry leaders to transform the world around you.We respect the privacy rights of individuals and are committed to handling Personal Information responsibly and in accordance with all applicable privacy and data protection laws. ."You can learn more about who we are, what we do, and what sets us apart by following us on social media. The #lifeat PTC experience is one that we're proud to share and it just keeps getting better.Years of experience* Less than 2 years* 2 - 4 years* 4 - 8 years* 8+ years Top skills Employee EngagementChange ManagementHRISConsulting1. Vice President Human Resources2. Director Human Resources3. Senior Vice President Human Resources4. Chief Human Resources Officer5. Head of Human Resources #J-18808-Ljbffr

We are seeking an experienced People Analytics Lead to join our People Data & Analytics team at Intuit. Our team partners closely with Intuit's HR leaders, COEs, and business partners to deliver data-driven insights that shape our people strategies and elevate decision-making across the company. We are looking for a strong people analyst to lead Professional Talent Acquisition Analytics strategy and data workstreams, including AI enabled hiring plan analysis, forecasting, funnel insights, recruiter effectiveness, reporting, dashboards, and data governance. This role is critical to supporting critical P&P priorities related to the Workforce of the Future including: Organization Effectiveness, Compensation Analysis, Site Strategy and Workforce Planning. This individual will deliver actionable insights that strengthen TA's ability to meet business hiring needs. It's critical candidates have a strategic understanding of the talent data ecosystem in order to enable Intuit to deliver on operational excellence and hiring outcomes. This role is critical to supporting Intuit's ongoing transformation of its talent acquisition ecosystem - ensuring that our hiring processes are scalable, insight-driven, and aligned to our mission of powering prosperity for our people and the company. Responsibilities Lead cross-functional TA analytics workstreams focused on hiring forecasting, funnel insights, recruiter productivity, reporting, dashboards, and data governance. Develop deep understanding of Professional TA data structures, recruiting systems, funnel metrics, hiring forecast models, and integrations with data lake tables and marts. Drive analysis across hiring pipelines to identify trends, friction points, and opportunities to improve hiring outcomes. Drive requirements for scaled solutions including automated AI insights, dashboards and reporting solutions that support TA leadership, recruiters, PART, Finance, and business partners. Partner with platform and engineering teams to ensure TA data quality, cleanliness, and readiness for AI and advanced analytics. Identify and scope advanced analytics and AI use cases within Talent Acquisition to elevate insights and predictive capabilities. Collaborate across TA, PART, Finance, and other stakeholders to share knowledge and build scalable, enterprise-ready solutions. Qualifications Bachelor's degree in Data Analytics, Business, Human Resources, Industrial/Organizational Psychology, or a related field. 5+ years of experience in people analytics, HR analytics, or related people data role. Demonstrated expertise in building and interpreting hiring models, including predictive or forecast models. Proven experience partnering closely with Talent Acquisition leadership as well as leading cross-functional analytics initiatives involving multiple stakeholders (HR, technology, and business). Ability to synthesize complex data into clear insights and recommendations for senior leaders. Exceptional attention to detail and a commitment to data integrity, governance, and storytelling. Experience working with Avature or other related ATS systems. Exposure to data governance frameworks or experience establishing data quality standards. Strong communication and stakeholder management skills, with a consultative approach to influencing decisions. Passion for enabling data-driven, equitable people processes that foster growth and inclusion. Intuit provides a competitive compensation package with a strong pay for performance rewards approach. This position will be eligible for a cash bonus, equity rewards and benefits, in accordance with our applicable plans and programs (see more about our compensation and benefits at Intuit : Careers | Benefits). Pay offered is based on factors such as job-related knowledge, skills, experience, and work location. To drive ongoing fair pay for employees, Intuit conducts regular comparisons across categories of ethnicity and gender. The expected base pay range for this position is: #J-18808-Ljbffr

Press Tab to Move to Skip to Content Link Select how often (in days) to receive an alert: Talent Acquisition Senior Manager Functional Area: Human Resources Career Stream: Talent Acquisition Role: Senior Manager Job Title: Talent Acquisition Senior Manager Job Code: SMG-HRM-TA Direct/Indirect Indicator: Indirect Summary Detailed Description Key Responsibilities: Lead Full Life-Cycle Recruitment for Specialized Engineering: Drive the entire recruiting process for highly technical roles spanning Open Compute Project (OCP) architecture, Data Center Product Design, Compute, Cloud and Multi‑Cloud Architecture and Design, AI/ML Engineering, and advanced cloud networking. Develop and Execute AI/ML & Compute Recruiting Strategy: Design and implement a robust strategy specifically for securing talent in high‑demand fields like Large Language Models (LLMs), Generative AI, and machine learning infrastructure. Target & Pipeline Top‑Tier Candidates: Leverage deep market intelligence and advanced sourcing techniques to proactively identify, engage, and build diverse pipelines of candidates from key competitors in the hardware and cloud ecosystems. Act as a Trusted Technical Consultant: Partner directly with VPs, Directors, and Principal Engineers to conduct consultative intake meetings and influence talent decisions based on real‑time market data. Elevate the Candidate Experience: Manage complex compensation negotiations and effectively articulate the value proposition of working on cutting‑edge, proprietary hardware and software projects. Data‑Driven Predictability: Provide data‑driven reports on pipeline health, time‑to‑fill, and quality of hire to predict staffing needs and ensure hiring goals are met. Champion Process Excellence: Continuously identify opportunities to refine and optimize technical recruiting workflows and tool utilization to increase efficiency and maintain a competitive edge in a fast‑moving market. Team Leadership: Manage and lead a team of specialized recruiters for technical and niche roles, providing mentoring and coaching support. Key Qualifications, Experience & Competencies: Required Experience Five (5) years of dedicated, hands‑on, progressive, full life‑cycle recruiting experience in a high‑growth, multinational technology environment. Five (5) years of dedicated experience recruiting for highly specialized IT Engineering roles. Proven hands‑on experience recruiting in one or more of the following domains: Compute/Data Center Product Design, AI/ML Engineering (R&D), Cloud Networking Architecture, or Cloud/Multi‑Cloud Architecture and Design. Proven ability to successfully headhunt, cold call, source, and close senior and principal‑level technical talent (e.g., Principal Engineers, Technical Architects, Engineering Directors) from top‑tier tech companies. Expert‑level proficiency with Applicant Tracking Systems (ATS) and Candidate Relationship Management (CRM) tools. Preferred Qualifications Specific expertise in recruiting engineers involved with Open Compute Project (OCP) standards. A demonstrable understanding of the competitive landscape for CPU and GPU design talent at the system integration level. Agency experience is an asset. Three years' experience with talent metrics reporting. Demonstrated analytical skills with an aptitude to think holistically and outside of the box. Flexibility to attend occasional conference calls/meetings outside of regular business hours during peak implementation periods. Growth mindset with an openness to new ideas and challenging the status quo. Typical Experience Key Qualifications, Experience & Competencies: (identical to the Required Experience and Preferred Qualifications listed above) Typical Education Bachelor's degree or foreign equivalent in a technical field, Business Administration, Human Resources, or a related field. Physical Demands Duties of this position are performed in a normal office environment. Duties may require extended periods of sitting and sustained visual concentration on a computer monitor or on numbers and other detailed data. Repetitive manual movements (e.g., data entry, using a computer mouse, using a calculator, etc.) are frequently required. Occasional travel may be required. Notes This job description is not intended to be an exhaustive list of all duties and responsibilities of the position. Employees are held accountable for all duties of the job. Job duties and the % of time identified for any function are subject to change at any time. Salary Range The salary range described in this posting is an estimate by the Company, and may change based on several factors, including by not limited to a change in the duties covered by the job posting, or the credentials, experience or geographic jurisdiction of the successful candidate. Salary Range: $140K - $200K Annually Celestica is an equal opportunity employer. All qualified applicants will receive consideration for employment and will not be discriminated against on any protected status (including race, religion, national origin, gender, sexual orientation, age, marital status, veteran or disability status or other characteristics protected by law). At Celestica we are committed to fostering an inclusive, accessible environment, where all employees and customers feel valued, respected and supported. Special arrangements can be made for candidates who need it throughout the hiring process. Please indicate your needs and we will work with you to meet them. COMPANY OVERVIEW: Celestica (NYSE, TSX: CLS) enables the world's best brands. Through our recognized customer‑centric approach, we partner with leading companies in Aerospace and Defense, Communications, Enterprise, HealthTech, Industrial, Capital Equipment and Energy to deliver solutions for their most complex challenges. As a leader in design, manufacturing, hardware platform and supply chain solutions, Celestica brings global expertise and insight at every stage of product development - from drawing board to full‑scale production and after‑market services for products from advanced medical devices, to highly engineered aviation systems, to next‑generation hardware platform solutions for the Cloud. Headquartered in Toronto, with talented teams spanning 40+ locations in 13 countries across the Americas, Europe and Asia, we imagine, develop and deliver a better future with our customers. Celestica would like to thank all applicants, however, only qualified applicants will be contacted. Celestica does not accept unsolicited resumes from recruitment agencies or fee based recruitment services. Nearest Major Market: San Jose Nearest Secondary Market: Palo Alto #J-18808-Ljbffr

The Senior Director of Human Resources serves as a strategic and operational leader responsible for overseeing enterprise-wide HR operations and ensuring strong alignment between Corporate HR and Field HR teams. This role acts as a trusted advisor and right hand to the CHRO, driving execution of the people strategy while serving as a senior business partner to Corporate leaders. This leader ensures consistent HR practices across the organization, translates business strategy into scalable people programs, and provides governance, guidance, and partnership to Field HR Directors supporting regional or operational teams. Location - Ideal candidates will be near a hub of offices, Denver, Phoenix, Houston, Dallas, Carolinas, Florida, Southern California. Hybrid is preferred, 1-2 days Travel - This role will require travel, up to 20%. Compensation - $160-190k + bonus, (no equity, RSUs, stock) Key Responsibilities Strategic Leadership & CHRO Partnership Serve as a key thought partner and extension of the CHRO, supporting enterprise HR strategy, planning, and execution. Lead cross-functional HR initiatives on behalf of the CHRO, ensuring follow-through, accountability, and impact. Prepare insights, analysis, and recommendations for executive leadership, including workforce trends, risks, and opportunities. Represent the CHRO in meetings, forums, and initiatives as needed. Business Partnering (Corporate Leadership) Act as a senior HR Business Partner to Corporate executives and functional leaders. Provide strategic counsel on organizational design, workforce planning, talent strategy, performance management, succession planning, and change management. Partner with leaders to align people strategies with business goals and financial outcomes. Support enterprise-wide initiatives including growth, restructuring, M&A, or transformation efforts. HR Operations Oversight Oversee core HR operations to ensure efficiency, compliance, consistency, and scalability. Ensure strong execution across HR programs including employee relations, compliance, policies, performance management, and workforce analytics. Partner closely with Centers of Excellence (COEs) such as Talent, Total Rewards, HRIS, and DEI to drive integrated solutions. Monitor HR metrics and operational effectiveness; drive continuous improvement initiatives. Field HR Director Liaison & Governance Serve as the primary liaison between Corporate HR and Field HR Directors. Provide guidance, coaching, and alignment to Field HRDs to ensure consistent application of HR policies, practices, and philosophy. Establish clear governance, communication cadences, and escalation paths between Corporate and Field HR teams. Share best practices, identify trends, and address systemic issues across regions or business units. Employee Relations & Risk Management Provide oversight and guidance on complex employee relations matters, investigations, and performance issues. Ensure compliance with federal, state, and local employment laws across multiple jurisdictions. Partner with Legal and Compliance teams to mitigate risk and ensure sound decision-making. Qualifications Required Bachelor's degree in Human Resources, Business Administration, or related field. 10+ years of progressive HR leadership experience, including enterprise or multi-site environments. Demonstrated experience overseeing HR operations and partnering with field or regional HR leaders. Strong background in strategic HR business partnering at the executive level. Proven ability to operate as a trusted advisor to senior leadership. Deep knowledge of employment law, HR best practices, and organizational effectiveness. Experience in field based industries with dispersed employee populations. Preferred Master's degree or MBA. Industry experience in Construction, Retail, Property Management, Real Estate, Telecommunications, Utilities, HVAC, or similar HR certification (SPHR, SHRM-SCP). Core Competencies Executive presence and influence Strategic thinking with strong operational execution Ability to balance corporate strategy with field realities Strong judgment and discretion Change leadership and organizational effectiveness Data-driven decision making

The North American Employee Relations (ER) team supports Field Operations organizations across fulfillment and logistics business lanes. The central objective of our team is to ensure the fair, respectful, and consistent treatment of employees in alignment with Amazon's core values. This role is an Employee Relations Manager who collaborates with field operations managers, HR, and contractors to proactively identify risks and design solutions while also handling crisis‑oriented situations under tight deadlines. Key Responsibilities Detect and mitigate risks by analysing employee and labor relations trends, developing solution‑focused strategies, and sustaining positive workplace relations programs. Manage crisis situations reactively, exercising excellent judgment under severe time constraints. Own large‑scale, network‑wide projects, delivering them on time to improve frontline partner experience. Analyze data and craft persuasive narratives and recommendations to define and measure program success. Produce high‑quality written communications and deliver engaging training sessions. Collaborate with critical stakeholders, building constructive relationships and influencing change. Work independently with minimal supervision in ambiguous situations, persisting over internal and external barriers to drive resolutions. Launch and manage sustainable mechanisms for entire networks. Basic Qualifications 7+ years of employee relations, labor relations, or labor/employment law experience. Knowledge of Microsoft Office applications (Excel, Word, SharePoint, PowerPoint). Bachelor's degree or equivalent. Experience supporting large hourly workforces. Experience analyzing and using metrics to identify improvements in employee practices. Preferred Qualifications Experience prioritising and managing multiple responsibilities. Experience handling confidential information. Experience communicating to a diverse, global audience. Outstanding written and verbal communication skills, extensive public speaking, training, and/or leadership communication. High‑quality judgment, sound decision‑making, and a sense of accountability. Multilingual capabilities. This is a full‑time position that reports to an Employee Relations Principal. The role requires significant domestic travel (up to 50% of the time) and a “Return to Office” commitment of at least three days each week. Compensation and Benefits Base salary range: USD 127,400.00 - 172,300.00 annually (varies by location). Additional compensation includes sign‑on payments and restricted stock units. Benefits include health, dental, vision, life insurance, 401(k) matching, paid time off, and parental leave. Location Salary USA, AZ, Tempe - 127,400.00 - 172,300.00 USD annually USA, CA, San Diego - 127,400.00 - 172,300.00 USD annually USA, CA, Santa Clara - 140,100.00 - 189,500.00 USD annually Equal Opportunity Employer Amazon is an equal‑opportunity employer and does not discriminate on the basis of protected veteran status, disability, or other legally protected status. Los Angeles County applicants: Job duties for this position include working safely and cooperatively with other employees, supervisors, and staff; adhering to standards of excellence; communicating effectively and respectfully; and following all applicable laws and company policies. Criminal history may affect certain job duties. We will consider qualified applicants with arrest and conviction records in accordance with the Los Angeles County Fair Chance Ordinance. If you have a disability and need a workplace accommodation or adjustment during the application and hiring process, please visit ********************************************************* for more information. #J-18808-Ljbffr

The Director of HR is responsible for multi-company post-acquisition integration activities such as aligning HR policies and practices, ensuring smooth transition for employees, and maintaining compliance with federal, state, and local legal requirements during the integration process. The Director HR Operations Integration will provide oversight of site HR operations, driving operational excellence, and creating exceptional value for the organization and employees. YOUR TASKS Manage all HR tasks related to the integration of new employees joining through acquisitions. Oversee strategic HR activities, offering guidance to leadership and employees throughout their transition and first 1-2 years with the company. Develop and execute HR plans to support recruiting, onboarding, training, coaching, planning, performance monitoring, and staff evaluations. Define HR responsibilities, set performance goals, and manage talent acquisition, staffing, employment processing, compensation, benefits, training, records management, safety, succession planning, employee relations, retention, and compliance with AA/EEO, labor relations, and company policies. Collaborate with the VP of HR and HRIS to align employees with appropriate roles, compensation, and career paths within the company. Provide new employees with onboarding related to the company's value proposition, leadership principles, benefits, and offerings. Address complex transition issues with empathy, offering solutions for unique employee situations. Manage employee assimilation processes in collaboration with the HR Operations team, ensuring integration with payroll, timekeeping, and policies. Work with site HR to ensure the completion of onboarding tasks, including I-9 verification, background checks, and drug testing. Ensure consistent implementation of performance management, talent assessment, succession planning, and recognition programs. Disseminate HR policies, procedures, and processes to all employees. Provide guidance to management and HR teams on employee relations, investigations, compliance, safety, compensation, benefits, talent acquisition, and workers' compensation in alignment with company policy. Stay informed of federal, state, and local legislation, ensuring adherence to legal requirements and advising management on necessary actions. YOUR PROFILE Bachelor's degree in Human Resources, Business Administration, Organizational Psychology, or related area of focus is required. A minimum 10 years of total business experience with 7 years of applicable HR Business Partner or HR management experience. Must be bilingual in Spanish, with the ability to engage in professional communication. Strong communication skills and interpersonal effectiveness, including strong relationship building, team building and conflict management experience. Strong leadership experience managing HR teams and executing HR and talent acquisition strategies. Computer savvy (MS PowerPoint, Excel, Word, Outlook, Visio), have excellent presentation, verbal, and written skills, and highly detail-oriented. Business knowledge and experience in driving organizational success through quality best practice HR programs and initiatives. Ability to educate and empower employees through supportive coaching. Solid knowledge of HR compliance requirements, including applicable laws and regulations Knowledge of risk management, liability and Federal Labor Laws. Ability to work across multiple organizations; working closely with HR functions, General Counsel, senior leadership and other stakeholders. Demonstrated organization skills, planning and attention to detail Experience with post-acquisition integration preferred. Multi-site experience in supply chain, retail or other similar industries preferred. PHR or SHRM CP certifications preferred. WE OFFER Medical, Dental, Vision, Life Insurance, and Disability Pay. 401(k) with company matching up to 6%. Paid Time Off, including paid holidays. Flexible Spending Accounts. Voluntary benefits such as legal and financial assistance, pet insurance, and more. Employee Assistance Program. Ongoing employee development opportunities including tuition reimbursement, scholarships, and training. Commuter benefits. Employee engagement activities.

Convergent Science is an innovative computational fluid dynamics (CFD) company. Our flagship product, CONVERGE, is a state-of-the-art CFD software suite used by industry and research organizations around the world to simulate turbulent reacting flows in complex geometries. Convergent Science is headquartered in Madison, Wisconsin, USA, with additional offices in the USA, Europe, and India. Convergent Science is seeking a motivated HR Generalist/Office Manager to join our team. This is an exciting opportunity for someone eager to grow their skills. This position is 100% onsite at our headquarters in Madison, WI. Responsibilities: Maintaining accurate and confidential employee records, HR documentation, and coordinating and administering employee benefits Recruitment and onboarding, including sourcing applicants, screening resumes and onboarding new hires Assisting in developing HR policies, procedures, and manager training Addressing employee concerns, mediating conflicts, and managing disciplinary actions Managing employment law compliance (ADA, FSLA, DOL) and FMLA/leave administration Coordinating travel for employees Overseeing and maintaining all aspects of two office building locations, including managing relationships with vendors (janitorial, HVAC, electrical, property manager, etc.) Requirements: Bachelor's degree in human resources or related field 3-5 years of HR experience Highly organized, detail-oriented, and able to manage multiple priorities efficiently and effectively Excellent written and verbal communication skills Outgoing, creative, and highly self-motivated Payroll processing experience (desirable) Knowledge of immigration processes (desirable) Experience with Accounts Payable/Accounts Receivable (desirable) Benefits: Paid holidays and paid time off Paid time off for company-approved volunteer activities 401k with employer match Health, vision, and dental insurance Short and long-term disability insurance and life insurance Application Instructions Interested applicants should send their resume and salary requirements to *******************. Convergent Science, Inc., is an Equal Opportunity Employer. We are committed to building a diverse team and to creating an inclusive environment for all employees. We believe that diversity and inclusion make our company stronger and our software better. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability, or status as a protected veteran.

with Direct Client Title: Project Manager - HR / Talent Acquisition Partnerships Duration: 12 months Contract We are looking for a talented Partnerships & Events Lead to join our Global Talent Acquisition team specializing in building internal and external coalitions, leading successful strategic programs, and proactively managing a complex ecosystem of partner vendors for our Corporate Human Resources team Must-Have Skills & Experience 5+ years experience in: Project / Program Management HR, Talent Acquisition, or Workforce-related initiatives Strong supplier / vendor management experience SLAs, KPIs, QBRs, dashboards Proven ability to: Lead cross-functional initiatives Influence without direct authority Manage change and risk Data-driven mindset Tracking metrics, ROI, utilization, effectiveness Strong communication & stakeholder management skills

Digital Design Resource Manager Duration: 06-12 Months (Possible Extension/Conversion) We are looking for a highly organized and proactive Resource Manager to support the Digital Product Experience team by coordinating design and creative capacity, managing workflow visibility, and ensuring that work moves smoothly across six value streams. This role is the operational hub connecting design and creative with our cross-functional partners, ensuring we assign the right work to the right talent at the right time. You will partner closely with DesignOps, Design Leads, Product Managers, and cross-functional teams to maintain clarity around priorities, capacity, and timelines. Your work will enable designers and creatives to stay focused on delivering high-quality user experiences, while driving predictability and efficiency across the organization. This role is ideal for someone who thrives in a fast-paced environment, values structure and excels at coordinating complex streams of work. Must-Have Skills: Experience with design and creative teams Strong knowledge of product development process and associated workflows/resourcing needs Strong knowledge of Asana (Workfront is a plus) Dealbreaker: Lack of experience with design or creative teams What You'll Do Maintain an accurate, up-to-date picture of design and experience team capacity across all value streams. Match skills and availability with incoming work, collaborating with Design Leads for final assignment decisions. Monitor workload distribution, surfacing risks, bandwidth constraints, and opportunities to rebalance. Oversee the work intake process, ensuring requests are complete, clear, and aligned with value stream priorities. Facilitate regular syncs to ensure work readiness, priority clarity, and accurate staffing needs. Communicate status updates, risks, and changes to appropriate stakeholders. Maintain documentation, dashboards, and reporting related to resourcing, workflow, and project tracking. Support improvements to intake, assignment, and planning processes to increase predictability. Help ensure consistent use of tools such as Figma, Jira, Asana, or Workfront. Provide weekly updates on design utilization, upcoming capacity, and cross-stream demand. Support longer-term forecasting for contractor needs, hiring plans, or load balancing across teams. What You'll Bring 3-5+ years of experience in traffic management, resource management, project coordination, or DesignOps/CreativeOps. Experience working in design, UX, creative, or product development environments. Strong understanding of product experience workflows and Agile/Scrum product development cycles. Exceptional organizational, communication, and stakeholder management skills. Ability to balance multiple priorities and navigate ambiguity with confidence. Familiarity with tools such as Figma, Jira, Workfront, Asana, Airtable, or similar systems for resource & workflow tracking. A collaborative mindset and a passion for improving how teams operate. Additional Details from Intake Call Tools: Asana (required), Workfront (nice to have), Figma, FigJam, PowerPoint Team Structure & Culture: Design & Product Operations team supporting Experience Design & Marketing; scaling environment with opportunities to bring order to complexity Soft Skills: Comfortable with pushback and prioritization; diplomatic but firm; able to manage tradeoffs. About Matlen Silver Experience Matters. Let your experience be driven by our experience. For more than 40 years, Matlen Silver has delivered solutions for complex talent and technology needs to Fortune 500 companies and industry leaders. Led by hard work, honesty, and a trusted team of experts, we can say that Matlen Silver technology has created a solutions experience and legacy of success that is the difference in the way the world works. Matlen Silver is an Equal Opportunity Employer and considers all applicants for all positions without regard to race, color, religion, gender, national origin, age, sexual orientation, veteran status, the presence of a non-job-related medical condition or disability, or any other legally protected status. If you are a person with a disability needing assistance with the application or at any point in the hiring process, please contact us at email and/or phone at: ********************* // ************

The HR Generalist supports our corporate & distribution center teams with end-to-end HR operations, including hiring, onboarding, employee relations, payroll coordination, and compliance. This role requires a bilingual (Spanish/English), detail-driven professional with strong Excel and HR systems experience who can manage multiple priorities in a fast-paced environment. Responsibilities Maintain accurate HR records and ensure compliance with company policies and employment regulations Support recruiting, onboarding, employee inquiries, and engagement initiatives Partner with Payroll using ADP Workforce Now to process employee changes and resolve issues Track attendance, support corrective actions, and process status changes Maintain HR data integrity and produce Excel-based reports and metrics Assist with audits, compliance reporting, and HR process improvement projects Qualifications Bachelors degree in HR, Business, or related field preferred Bilingual Spanish/English (required) Minimum of 2+ years of HR experience; warehouse or distribution environment preferred Advanced Excel skills and proficiency with Microsoft Office Prior HRIS experience required; ADP WFN a plus Strong organizational, communication, and problem-solving skills High level of professionalism and confidentiality

Decisions is a fast-growing, private-equity-backed technology company that provides an integrated workflow and rules platform for business process automation (BPA). Trusted by top Fortune 500 firms and SMBs worldwide, Decisions empowers diverse industries around the globe to streamline and improve their processes, enhancing efficiency and yielding results, regardless of technical expertise. This no-code automation platform seamlessly integrates AI tools, rules engines, and workflow management, enabling the transformation of customer experiences, modernization of legacy systems, and the achievement of automation goals three times faster than traditional software development. We are currently seeking a dynamic and experienced Chief Human Resources Officer to join the executive leadership team. This critical role will be responsible for developing, shaping and leading all HR efforts for the organization, from employee success, people strategy, benefits, and talent acquisition. The Chief Human Resources Officer will drive initiatives that build an inclusive, high-performance culture aligned with our business goals and values. This individual will report directly to our CEO. As the Chief Human Resources Officer, you will architect and execute Decisions end-to-end people strategy that will help the company scale. You'll own payroll, benefits, talent acquisition, onboarding, engagement, performance management, productivity, and retention initiatives-ensuring every phase of the employee lifecycle is aligned to our strategic vision. You will partner with the executive team to build high-performing leaders, embed the Decisions culture across all levels, and define, measure, and report on the KPIs that drive our People agenda. Responsibilities Build, empower, and lead high-impact teams across Employee Success, HR Operations, and Recruiting, ensuring operational excellence in every aspect of the People function. Act as a thought partner to the CEO and executive team on organizational design, change management, and global workforce planning. Partner with the executive team and senior leadership to align people programs with evolving business priorities and long-term vision. Drive adoption, continuous improvement, and innovation in performance management, raising the bar for individual and team achievement across the company. Assess and enhance people processes using modern analytics, HR technologies (such as Rippling & Greenhouse), and data-driven insights. Champion new approaches and fresh ideas for engagement, retention, manager development, and employer branding-constantly innovating toward a best-in-class employee experience. Foster a vibrant, inclusive culture through energetic leadership, authentic communication, and processes that support growth, accountability, and belonging. Oversee total rewards strategy to ensure competitiveness, fairness, and alignment with business goals. Ensure HR practices comply with relevant laws and regulations across all geographies while aligning with ethical and cultural standards. Qualifications Bachelor's degree in Human Resources, Business Administration, Organizational Psychology, or a related field-Master's preferred. Proven experience as a Senior HR Leader (VP/Head of People, Chief People Officer, or equivalent) in a high-growth, B2B SaaS or technology company. Proven experience building and scaling HR functions from scratch in a dynamic, fast-paced environment. Deep knowledge of employment law, HR compliance, and best practices for a global workforce. Strong track record in developing equitable compensation, performance, and development frameworks. Passion for culture-building and driving alignment around mission, values, and business goals. Excellent communication, emotional intelligence, and executive presence. Experience leading through transformation, mergers, and growth. Passion for creating an employee-centric workplace that balances performance and purpose. Voluntary Self-Identification For government reporting purposes, we ask candidates to respond to the below self-identification survey. Completion of the form is entirely voluntary. Whatever your decision, it will not be considered in the hiring process or thereafter. Any information you do provide will be recorded and maintained in a confidential file. As set forth in Decisions's Equal Employment Opportunity policy, we do not discriminate on the basis of any protected group status under any applicable law. If you believe you belong to any of the categories of protected veterans listed below, please indicate by making the appropriate selection. As a government contractor subject to the Vietnam Era Veterans Readjustment Assistance Act (VEVRAA), we request this information in order to measure the effectiveness of the outreach and positive recruitment efforts we undertake pursuant to VEVRAA. Classification of protected categories is as follows: A "disabled veteran" is one of the following: a veteran of the U.S. military, ground, naval or air service who is entitled to compensation (or who but for the receipt of military retired pay would be entitled to compensation) under laws administered by the Secretary of Veterans Affairs; or a person who was discharged or released from active duty because of a service-connected disability. A "recently separated veteran" means any veteran during the three-year period beginning on the date of such veteran's discharge or release from active duty in the U.S. military, ground, naval, or air service. An "active duty wartime or campaign badge veteran" means a veteran who served on active duty in the U.S. military, ground, naval or air service during a war, or in a campaign or expedition for which a campaign badge has been authorized under the laws administered by the Department of Defense. An "Armed forces service medal veteran" means a veteran who, while serving on active duty in the U.S. military, ground, naval or air service, participated in a United States military operation for which an Armed Forces service medal was awarded pursuant to Executive Order 12985. Select... Voluntary Self-Identification of Disability Form CC-305 OMB Control Number 1250-0005 Expires 04/30/2026 Why are you being asked to complete this form? We are a federal contractor or subcontractor. The law requires us to provide equal employment opportunity to qualified people with disabilities. We have a goal of having at least 7% of our workers as people with disabilities. The law says we must measure our progress towards this goal. To do this, we must ask applicants and employees if they have a disability or have ever had one. Disability is a condition that substantially limits one or more of your major life activities. Completing this form is voluntary, and your answer is confidential. No one who makes hiring decisions will see it. If you want to learn more about the law or this form, visit the U.S. Department of Labor's OFCCP website at ****************** Disabilities include, but are not limited to: Alcohol or other substance use disorder (not currently using drugs illegally) Autoimmune disorders (e.g., lupus, rheumatoid arthritis) Blind or low vision Cancer (past or present) Cardiovascular or heart disease Celiac disease Cerebral palsy Deaf or serious difficulty hearing Diabetes Disfigurement Epilepsy Gastrointestinal disorders Intellectual or developmental disability Mental health conditions Missing limbs or partial limb loss Mobility impairment Nervous system conditions Neurodivergence Paralysis Pulmonary or respiratory conditions Short stature Traumatic brain injury PUBLIC BURDEN STATEMENT: According to the Paperwork Reduction Act of 1995 no persons are required to respond to a collection of information unless such collection displays a valid OMB control number. This survey should take about 5 minutes to complete. #J-18808-Ljbffr

Decisions is a fast-growing, private-equity-backed technology company that provides an integrated workflow and rules platform for business process automation (BPA). Trusted by top Fortune 500 firms and SMBs worldwide, Decisions empowers diverse industries around the globe to streamline and improve their processes, enhancing efficiency and yielding results, regardless of technical expertise. This no-code automation platform seamlessly integrates AI tools, rules engines, and workflow management, enabling the transformation of customer experiences, modernization of legacy systems, and the achievement of automation goals three times faster than traditional software development. We are currently seeking a dynamic and experienced Chief Human Resources Officer to join the executive leadership team. This critical role will be responsible for developing, shaping and leading all HR efforts for the organization, from employee success, people strategy, benefits, and talent acquisition. The Chief Human Resources Officer will drive initiatives that build an inclusive, high-performance culture aligned with our business goals and values. This individual will report directly to our CEO. As the Chief Human Resources Officer, you will architect and execute Decisions end-to-end people strategy that will help the company scale. You'll own payroll, benefits, talent acquisition, onboarding, engagement, performance management, productivity, and retention initiatives-ensuring every phase of the employee lifecycle is aligned to our strategic vision. You will partner with the executive team to build high-performing leaders, embed the Decisions culture across all levels, and define, measure, and report on the KPIs that drive our People agenda. Key Objectives Build, empower, and lead high-impact teams across Employee Success, HR Operations, and Recruiting, ensuring operational excellence in every aspect of the People function. Act as a thought partner to the CEO and executive team on organizational design, change management, and global workforce planning. Partner with the executive team and senior leadership to align people programs with evolving business priorities and long-term vision. Drive adoption, continuous improvement, and innovation in performance management, raising the bar for individual and team achievement across the company. Assess and enhance people processes using modern analytics, HR technologies (such as Rippling & Greenhouse), and data-driven insights. Champion new approaches and fresh ideas for engagement, retention, manager development, and employer branding-constantly innovating toward a best-in-class employee experience. Foster a vibrant, inclusive culture through energetic leadership, authentic communication, and processes that support growth, accountability, and belonging. Oversee total rewards strategy to ensure competitiveness, fairness, and alignment with business goals. Ensure HR practices comply with relevant laws and regulations across all geographies while aligning with ethical and cultural standards. Specialized Experience Bachelor's degree in Human Resources, Business Administration, Organizational Psychology, or a related field-Master's preferred. Proven experience as a Senior HR Leader (VP/Head of People, Chief People Officer, or equivalent) in a high-growth, B2B SaaS or technology company. Proven experience building and scaling HR functions from scratch in a dynamic, fast-paced environment. Deep knowledge of employment law, HR compliance, and best practices for a global workforce. Strong track record in developing equitable compensation, performance, and development frameworks. Passion for culture-building and driving alignment around mission, values, and business goals. Excellent communication, emotional intelligence, and executive presence. Experience leading through transformation, mergers, and growth. Passion for creating an employee-centric workplace that balances performance and purpose. Voluntary Self-Identification For government reporting purposes, we ask candidates to respond to the below self-identification survey. Completion of the form is entirely voluntary. Any information you provide will be recorded and maintained in a confidential file. Decisions does not discriminate on the basis of protected status under applicable law and complies with Equal Employment Opportunity (EEO) regulations. As set forth in Decisions' Equal Employment Opportunity policy, we do not discriminate on the basis of any protected group status under any applicable law. This data helps measure outreach and recruitment efforts where required by law. If you belong to any protected categories, you may indicate so on the form. #J-18808-Ljbffr

Be Part of Our Next Chapter For over almost 60 years, our solutions have enabled impactful connections between some of the world's leading brands and their customers. And while we've already done a lot of work we're proud of, we're just getting started! We're a global technology company focused on creating dynamic, smart, personalized and engaging customer experiences powered by our range of digital hardware, our proprietary content management system and our industry leading signage solutions. (For example: If you've ordered in-store or in the drive‑thru at McDonald's somewhere in the world in the last few years, chances are you've interacted with our digital solutions.) We work in over 50 global markets and have 9 offices around the world, with a global headquarters proudly located in our founding home of Sydney, Australia. Coates Group has the values of a family‑owned business and the innovative spirit of a start‑up, both of which fuel our purpose - Creating Connections. Empowering Partnerships. Always Evolving . Through hard work, dedication and creativity, we've become industry leaders who have won awards and set records while remaining focused on continual growth and evolution. We are a 2x Australia Good Design Award winner and successfully completed the largest hardware deployment in Quick Service Restaurant history. We are curious, charismatic, authentic and we value and leverage the diversity of our crew. We are imaginers, kindness enthusiasts, experts, creators, thinkers, challengers, collaborators and over‑achievers. And together, as a Crew, we are revolutionizing the way the world's leading brands leverage technology to drive the best customer experiences. This role is one of embedment, engagement and management, supporting the business in cultivating and maintaining a people and performance centric culture at Coates. Through the collaborative design and deployment of impactful learning and development programmes, tools and resources and close engagement with the business to guide and coach the embedment of leadership practices and processes that drive performance, the role aims to help elevate leadership capability and behavioural consistency, in order to positively impact organisational performance, employee engagement, career progression, diversity and culture. The ODBP will also operate as an agile SME to both the P&C team and the business, engaging directly with business clients and in collaboration with PCBPs, as needed, to embed, coach, educate and advise around core capability and org design principles. Accountabilities Increased Leadership Bench Strength and Impact Support global design and lead local execution and embedment of leadership programmes through facilitation, coaching and ongoing feedback to PCBPs and global OD lead. Leverage leadership lifecycle (recruitment, onboarding, promotion, etc.) to increase OD touch points and elevate leadership accountability, impact and profile, contributing to leadership @Coates being considered a prestigious position. Complement corporate process milestones (goal setting, performance reviews, etc.) with timely and relevant leadership workshops, consulting and governance. Job Architecture Governance and Rigor Establish and embed local org design principles and practices that balance global job architecture integrity with recruitment agility. Build and consult on Job Families and Role Charters, both internally to P&C as well as the business. Provide coaching, guidance and structured frameworks that improve organisational maturity in outcomes‑based role definitions. Segment Organizational Effectiveness Partner with PCBPs to support segment initiatives - change management, critical capability uplifts, Segment LT effectiveness, skills assessments, engagement shifts. Segment implementation of development experiences and resources, aligned to local capability and outcome needs. Local adaptation and execution of DEIB initiatives (committees, celebrations, workshops, etc.). Maximise utilisation of OD platforms and tools, such as LinkedIn Learning, HiBob, SharePoint, Playbooks, repositories, etc. Internal (P&C) Capability and Impact Uplift Identify, scope and apply development initiatives that elevate P&C impact - e.g. interviewing impact, trusted advisor, org design principles, adult learning theory, coaching frameworks, etc. Develop tools, resources, frameworks, etc. that assist in elevating P&C maturity and impact. Innovate in the integration of OD related technology to improve the learning experience and impact. Talent Planning Effectiveness Embed Talent planning and development activities, processes, tools (succession, critical roles, business continuity, HiPo programmes, etc.). Develop and embed agreed frameworks and expectations around performance and potential identification. Educate business on talent management principles and ensure consistent and objective TM practices across segment. Capabilities Ability to engage and collaborate across all stakeholder groups at all levels of seniority. Facilitation and presentation skills. Strong organisational techniques and ability to prioritise. Exemplary written and verbal communication skills. Ability to operate and thrive autonomously. Adaptability and agility, enthusiasm for change. Commercial and operational mindset. Qualifications Bachelor's or Master's degree in Organisational Development, HR or relevant discipline coupled with previous experience implementing OD programmes. Minimum 3 years' experience in People and Culture function with experience in designing and implementing OD programmes and practices that shift culture and capability. Demonstrated experience in implementing diagnostic tools and assessments (360, personality profiling, engagement, etc.). Experience in developing and facilitating learning interventions that accommodate for various degrees of leadership maturity and corporate rigour. $100,000 - $120,000 a year About Coates We are industry leaders who have won awards and set records. We are a 2x Australia Good Design Award winner and we successfully completed the largest hardware deployment in Quick Service Restaurant history. We are led by a forward‑thinking CEO who has demonstrated a true passion for people and making Coates a place where people genuinely enjoy working. Our growth plans enable a focus on providing rapid career advancement opportunities for our talent. Together, we are creators, allowing us to make our purpose a reality - to create immersive brand experiences for everyone. Join a Crew that Cares Be part of a global team of talented, ambitious, creative people that value integrity, individuality and inclusivity. (Ask us about our Equality + Empowerment Initiatives). The benefits include an annual market‑competitive bonus programme and our “Thrive Programme” which includes a suite of flexible work options because we're strong believers that you should never miss an important life or work moment. Thrive also provides dedicated time to prioritise our health and wellbeing (think virtual Yoga or meditation sessions), a Global Wellness paid day off to recharge as well as a “Give Back Day” to allow our Crew an opportunity to make an impact in the community. Be inspired To Be More We skip the red tape and aim to always stay nimble. We're proud of where we've been and are energized by where we're going. We encourage ideas and perspectives because we know the more we have, the better we are. We work hard but have fun along the way. We push the boundaries but keep it real and authentic. We believe in the values that got us here are the ones that will continue to lead us forward. We are excited by what we've accomplished, but know the best is yet to come. Coates Group is an Equal Opportunity Employer and does not discriminate on the basis of race, colour, creed, national or ethnic origin, gender, religion, disability, age, political affiliation or belief, disabled veteran, veteran of the Vietnam Era, or citizenship status (except in those special circumstances permitted or mandated by law). Fraud Alert: Employment Scam Advisory It has come to our attention that unauthorised individuals are impersonating our company and reaching out to job seekers through fraudulent emails, falsely claiming to represent Coates. These emails often request personal information and appear to come from domains that are not affiliated with our organisation, such as coatesgroupcareer.com. We take this matter very seriously. Coates has reported these incidents to law enforcement and is cooperating with the ongoing investigation. We are committed to protecting the integrity of our recruitment process and the privacy of our applicants. Please be advised of the following: - Coates does not operate or communicate through any domain resembling "@coatesgroupcareer.com" - We do not contact employment candidates via email to solicit personal or financial information - All applications for employment must be submitted through our official website ******************************* or directly through our LinkedIn profile Coates Group - All emails from us will come from our official domain, which is [at]coatesgroup[dot]com or via our Applicant‑Tracking System (ATS) email address, which is no‑reply[at]hire.lever[dot]co - If you receive any suspicious communications purporting to be from Coates, we urge you not to respond, do not click any links, and do not provide any personal information. Your safety and trust are of the utmost importance to us. Thank you for your vigilance. #J-18808-Ljbffr

About the Team Our Executive Operations team includes Executive Business Partners and Administrative Business Partners, who serve as trusted advisors and collaborators to OpenAI's executives and leaders, focused on strong communication and operational excellence across teams. With a focus on elevating the impact and efficiency of leadership, we anticipate needs, streamline processes, and provide comprehensive support to ensure our executives can focus on high-impact initiatives. We are pivotal in driving success and achieving key milestones by cultivating strong relationships and leveraging our deep understanding of business objectives. With a commitment to excellence and a proactive approach, we are dedicated to empowering our executives and contributing to the overall growth and success of the company. Our leadership team reflects OpenAI's culture and core values and is a mission-driven, kind, and thoughtful group. We take pride in creating a work environment that fosters collaboration, open communication, and authenticity, making OpenAI an excellent place to work for highly accomplished professionals. About the Role: This role is part of a shared hiring pathway for ABPs at OpenA I. Rather than hiring directly for a single team, we evaluate candidates holistically and identify the best fit across the organization as you advance. This ensures alignment between your skills, interests, and where our needs are greatest. We seek a proactive, friendly, and meticulous Administrative Business Partners to join our Executive Operations team. You will support complex calendar/schedule management for leaders and key team members across departments, handle expenses, organize team offsites or meetings, and manage travel arrangements. This role demands a high level of coordination for both internal and external meetings, working closely under the guidance of our Executive Business Partners. In this role, you will: Efficiently manage and organize calendars for multiple leaders, ensuring an optimal schedule that accommodates internal and external commitments. Take charge of coordinating internal meetings, including scheduling, forecasting, and resolving scheduling conflicts. Plan and organize comprehensive travel itineraries, ensuring smooth and efficient travel experiences for leaders. Process and manage expense reports, ensuring timely submission and adherence to company policies. Assist in the planning and executing team offsites and other events, contributing to team building and strategic planning initiatives. Work closely with the broader executive operations team, facilitating effective communication and collaboration within the team and with external partners. You might thrive in this role if you: 4-6 years of administrative experience in a fast-paced environment. Proven track record of managing internal meetings, scheduling, and conflict resolution. Experience in managing travel arrangements, including flight/transportation and lodging. Proficient in Google Suite for calendaring and communication. Exceptional organizational skills and attention to detail. Strong communication and interpersonal skills. Workplace and Location: This role is based in San Francisco, CA. We use a hybrid work model of 3 days in the office per week and offer relocation assistance to new employees. We are not able to consider remote applicants at this time. About OpenAI OpenAI is an AI research and deployment company dedicated to ensuring that general-purpose artificial intelligence benefits all of humanity. We push the boundaries of the capabilities of AI systems and seek to safely deploy them to the world through our products. AI is an extremely powerful tool that must be created with safety and human needs at its core, and to achieve our mission, we must encompass and value the many different perspectives, voices, and experiences that form the full spectrum of humanity. We are an equal opportunity employer, and we do not discriminate on the basis of race, religion, color, national origin, sex, sexual orientation, age, veteran status, disability, genetic information, or other applicable legally protected characteristic. For additional information, please see OpenAI's Aff… Policy Statement. Background checks for applicants will be administered in accordance with applicable law, and qualified applicants with arrest or conviction records will be considered for employment consistent with those laws, including the San Francisco Fair Chance Ordinance, the Los Angeles County Fair Chance Ordinance for Employers, and the California Fair Chance Act, for US-based candidates. For unincorporated Los Angeles County workers: we reasonably believe that criminal history may have a direct, adverse and negative relationship with the following job duties, potentially resulting in the withdrawal of a conditional offer of employment: protect computer hardware entrusted to you from theft, loss or damage; return all computer hardware in your possession (including the data contained therein) upon termination of employment or end of assignment; and maintain the confidentiality of proprietary, confidential, and non-public information. In addition, job duties require access to secure and protected information technology systems and related data security obligations. To notify OpenAI that you believe this job posting is non-compliant, please submit a report through this form. No response will be provided to inquiries unrelated to job posting compliance. We are committed to providing reasonable accommodations to applicants with disabilities, and requests can be made via this link. OpenAI Global Applicant Privacy Policy At OpenAI, we believe artificial intelligence has the potential to help people solve immense global challenges, and we want the upside of AI to be widely shared. Join us in shaping the future of technology. #J-18808-Ljbffr

At Lyft, our purpose is to serve and connect. We aim to achieve this by cultivating a work environment where all team members belong and have the opportunity to thrive. People are our greatest asset and it is our responsibility to ensure everyone is operating at their best. Lyft is looking for a strategic People Business Partner to work with our Driver, AV and Fleet Operations teams. This is an exciting role partnering with the teams that make Lyft an amazing experience for our riders and drivers, as well as support the team building a human-centered, hybrid Lyft future with human drivers and autonomous vehicles. The ideal candidate has experience in fast-paced, dynamic environments and can help streamline and implement operational processes across the People Business Partnerships (PBP) team. We are seeking someone who can thrive in ambiguous situations, while fostering a collaborative, open, and fun culture! Responsibilities: Partner closely with business leaders to advise on people-related strategy and decisions, including employee engagement, talent management, compensation, organizational design, and change management. Cultivate a deep understanding of Lyft's business and apply that knowledge to provide insight and drive organizational effectiveness, talent planning, and talent development outcomes. Serve as a thought partner and coach for senior leaders to grow their leadership capability. Enable high-performing leadership teams, and as a result highly engaged, high-performing organizations delivering on Lyft's purpose and strategy. Partner with senior leadership teams to drive analysis, insights, and improvement in key people metrics and outcomes. Provide deep expertise in the development of scalable programs and policies that reflect hourly operational workforce needs Partner closely with colleagues in the Talent Acquisition, Learning & Development, Team Member Experience, Culture & Belonging, Total Rewards and broader People Business Partnership teams. Responsible for taking moderately complex and ambiguous projects from start to finish and delivering high quality results for agreed upon outcomes Champion Culture & Belonging efforts in support of Lyft's strategy and goals. Manages multiple concurrent workstreams, prioritizing work with minimal guidance, and operating with moderate autonomy and judgement. Hone your already-strong communication skills, and support good change management through open, honest, and timely communication. Experience: 5+ years of professional HR experience, preferably as an HR Business Partner, bonus if that's partnering with hourly operations functions Experience supporting managers and team members globally with varying complexities Independent, organized, and passionate about detail A team player. Excellent at building relationships within your team and across teams A motivated and active learner. If you don't understand something, you figure out a way to learn about it, and you aren't afraid to ask when you need help A track record of owning projects or programs end to end, including, but not limited to, communications and change management Excellent multi-tasking skills and ability to juggle multiple projects and deadlines at once Superb written and verbal communication skills A passion for people, a strong sense of personal integrity, and a desire to do the right thing Proven ability to think critically and anticipate issues before they arise, and proactively suggest big-picture solutions Benefits: Great medical, dental, and vision insurance options with additional programs available when enrolled Mental health benefits Family building benefits Child care and pet benefits 401(k) plan to help save for your future In addition to 12 observed holidays, salaried team members have discretionary paid time off, hourly team members have 15 days paid time off 18 weeks of paid parental leave. Biological, adoptive, and foster parents are all eligible Subsidized commuter benefits Lyft Pink - Lyft team members get an exclusive opportunity to test new benefits of our Ridership Program Lyft is an equal opportunity employer committed to an inclusive workplace that fosters belonging. All qualified applicants will receive consideration for employment without regards to race, color, religion, sex, sexual orientation, gender identity, national origin, disability status, protected veteran status, age, genetic information, or any other basis prohibited by law. We also consider qualified applicants with criminal histories consistent with applicable federal, state and local law. Lyft highly values having employees working in-office to foster a collaborative work environment and company culture. This role will be in-office on a hybrid schedule - Team Members will be expected to work in the office 3 days per week on Mondays, Wednesdays, and Thursdays. Lyft considers working in the office at least 3 days per week to be an essential function of this hybrid role. Your recruiter can share more information about the various in-office perks Lyft offers. Additionally, hybrid roles have the flexibility to work from anywhere for up to 4 weeks per year. #Hybrid The expected base pay range for this position in the San Francisco area is $108,000 - $135,000. Salary ranges are dependent on a variety of factors, including qualifications, experience and geographic location. Range is not inclusive of potential equity offering, bonus or benefits. Your recruiter can share more information about the salary range specific to your working location and other factors during the hiring process. Total compensation is dependent on a variety of factors, including qualifications, experience, and geographic location. Your recruiter can share more information about the salary range specific to your working location and other factors during the hiring process. #J-18808-Ljbffr