Human Resources Business Partner jobs at L3Harris - 1126 jobs

The TSUBAKI name is synonymous with excellence in quality, dependability and customer service. U.S. Tsubaki Automotive, LLC is an international tier-one supplier of high-speed chain drive systems to the automotive industry. The Human Resources Manager is responsible for the design, planning and implementation of human resources programs and policies for staffing, compensation, benefits, immigration, employee relations, training, and health and safety. Ensures human resources strategies align with organizational business goals. Evaluates human resources processes and strategies to determine improvements to be made and reports findings to top management. Ensures that project/department milestones/goals are met and adhere to approved budgets. Essential Duties and Responsibilities: The essential duties and responsibilities of this job are included but not limited to this job description - other tasks may be assigned and expected to be performed. Develops and manages recruitment, training, and onboarding procedures Oversees benefits administration, compensation-wage structure, and performance management systems Manages legal compliance, adherence to Company policies, and disciplinary actions Manages employee health and safety programs Administers and manages plant security requirements Advises management regarding appropriate resolutions to employee relations Manages the activities of the Human Resources Department Requirements: Bachelor Degree Required in Business Administration or related Human Resources field of study Equivalent combination of training and 5-10 years of HR manager/supervisory experience HR Certification preferred Demonstrates excellent verbal and written communication skills Demonstrates excellent analytical skills Ability to read and interpret legal documents Ability to collect, analyze and interpret data Ability to write effective reports Proficiency in computer software including MS Word, Excel, Power Point, and HRIS software systems Exhibits required in-depth Human Resources Management knowledge and skills Understands, responds to and supports good employee relationships Strong in-depth knowledge of problem solving and course of action techniques Ability to understand and support complex employee needs and requests Ability to prioritize, coordinate, and think creatively/critically in high stress situations Ability to lead, work in, and foster team related activities Ability to influence others outside the work group Exhibits a sense of urgency regarding work assignments Learn more about U.S. Tsubaki at: ************************* U.S. Tsubaki offers a competitive compensation and benefits package, including health benefits effective on date of hire, dental and vision benefits effective on the first of the month following date of hire, Paid Time Off ("PTO"), 10 paid holidays, generous 401(k) match and profit sharing, annual bonus potential, life insurance, short and long-term disability, flexible spending accounts, commuter benefits, education reimbursement, home and auto insurance discounts, and pet insurance. The estimated salary range is meant to reflect an anticipated salary range for the position. We may pay more or less than of the anticipated range based upon market data and other factors, all of which are subject to change. Individual pay is based on location, skills and expertise, experience, and other relevant factors. Tsubaki is an Equal Opportunity Employer - Minorities/Females/Veterans/Disability PM21 PIac94fcd17099-37***********3

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

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

Job Description Ready to make a difference? Our employees design, integrate, and test the world's next generation communication and electronic warfare systems for the United States DoD and international customers. You will be among the brightest minds, working on the aerospace and defense industry's most difficult problems. Drawing strength from our differences, we're innovating for the future. We put our customers first - exemplified by our mission: "We Protect Those Who Protect Us." Sound like a team you want to be a part of? Come build your career with us. We are seeking a Senior HR Transitional Project Manager to support our Operations team as a Project leader that manages our overall portfolio of movement within our operations teams from an HR Lens. The role will report to Director, HR- Operations. In this role, you will develop and execute talent strategies and deploy organizational effectiveness tools that attract reward, engage, retain, and develop our talented workforce through a project manager lens, influencing and leading our teams through significant changes. This position has the responsibility for the leadership and management oversight of a project team assuring that project's financials, schedule, and technical objectives are met and that the highest level of customer satisfaction is achieved while meeting all contractual commitments. This role will require strong cross functional leadership and customer management to operate in this dynamic environment balancing program execution as well as supporting new business initiatives. The candidate must be able to work effectively and collaboratively with Engineering, Operations, and all Program Office functional leadership to assure deliveries continue to exceed customer commitments and achievement of financial commitments to the company. Additionally, the candidate will participate in the support of new business and in the development of proposals. Primary Responsibilities: Create and execute an agile people strategy across assigned sites that advances critical business priorities and supports the attraction, development and retention of our talent - while embracing the future of work. Quantify business results via metrics review. Leverage process improvement/lean manufacturing tools and methodology to align with business needs. Orchestrate key talent movement while building high performance teams and robust succession fostering a future-ready organization. Review Cross-functional talent pipeline and strategy for today and the future work Collaborate with the broader HR network (i.e. Employee & Labor Relations, Talent Acquisition, Talent Management) to develop and deploy strategies that address business and client group needs. Partner with leaders to evaluate the effectiveness of their teams and their organizational design. Facilitate workshops to re-evaluate existing structures, where needed. Lead change management efforts and new leader onboarding/assimilation activities, as required. Counsel / coach functional leaders on matters concerning development of their organization to enhance effectiveness and potential. Connect leaders to the right resources to support their own development and the development/effectiveness of their teams. Serve as a member of the Operations & Central Functions HR team, actively partnering with other team members to drive innovative, strategic, and consistent people strategies across all of Electronic Systems. Accountable for all aspects of assigned program's execution (cost, schedule, technical performance, quality, risk management, and customer engagement) throughout all the Life Cycle Management (LCM) phases, ensuring program commitments are met while having the authority to make cogent and timely decisions related to the project. Acts as the primary point of contact between BAE Systems and suppliers, and key customer stakeholders. Improves our work environment by promoting teamwork, wellness, workplace flexibility, modeling good behaviors, and increasing leadership engagement. Because of the need for consistent, in-person collaboration and/or the requirement to perform all work onsite due to the nature of this particular role, it will be performed fulltime on site. This means work will be conducted on location at a BAE Systems facility 100% of the time. Required Education, Experience, & Skills Bachelor's Degree and 10+ years of relevant experience OR Advanced Degree in a related field and minimum 8+ years of relevant experience OR in absence of a degree,12+ years of relevant experience is required. Must be willing to travel up to 30%. Must be authorized to work in the U.S. without sponsorship now or in the future. BAE Systems, Inc. will not offer sponsorship for this position. Strong Human Resources expertise or management background Strong success in Change Management: Ability to navigate and facilitate change within teams and organizations, ensuring minimal disruption and maximum adoption of new processes or systems. Highly experienced in developing and implementing comprehensive succession planning strategies to identify, develop, and prepare future leaders to assume key roles within the organization, ensuring continuity and minimizing disruption to business operations. Proven experience serving as a coach to senior leaders for their organization on HR matters relating to organizational strategies and business imperatives. Successful, proven past performance in leading and managing multi-discipline project teams. Expertise in project management, earned value management, risk management, and supply chain & subcontract management. Business acumen, be innovative, adapt well to change and work collaboratively with strategic influence to drive initiatives across a matrixed environment. Deep knowledge of HR fundamentals (talent acquisition, total rewards, performance management, organizational change, learning and development, and organization effectiveness). Proven track record of leading with a proactive, hands-on approach to problem-solving, delivering practical solutions and driving tangible results. Experience working in a manufacturing/operations environment. Experience working in a matrixed environment. Ability to build relationships and influence. Preferred Education, Experience, & Skills Experience in an HR Business Partner role supporting an organization with a population of 500+ employees. Experience managing projects large in scope and geographical areas PMP Certification Preferred Pay Information Full-Time Salary Range: $134640 - $228888 Please note: This range is based on our market pay structures. However, individual salaries are determined by a variety of factors including, but not limited to: business considerations, local market conditions, and internal equity, as well as candidate qualifications, such as skills, education, and experience. Employee Benefits: At BAE Systems, we support our employees in all aspects of their life, including their health and financial well-being. Regular employees scheduled to work 20+ hours per week are offered: health, dental, and vision insurance; health savings accounts; a 401(k) savings plan; disability coverage; and life and accident insurance. We also have an employee assistance program, a legal plan, and other perks including discounts on things like home, auto, and pet insurance. Our leave programs include paid time off, paid holidays, as well as other types of leave, including paid parental, military, bereavement, and any applicable federal and state sick leave. Employees may participate in the company recognition program to receive monetary or non-monetary recognition awards. Other incentives may be available based on position level and/or job specifics. About BAE Systems Electronic Systems BAE Systems, Inc. is the U.S. subsidiary of BAE Systems plc, an international defense, aerospace and security company which delivers a full range of products and services for air, land and naval forces, as well as advanced electronics, security, information technology solutions and customer support services. Improving the future and protecting lives is an ambitious mission, but it's what we do at BAE Systems. Working here means using your passion and ingenuity where it counts - defending national security with breakthrough technology, superior products, and intelligence solutions. As you develop the latest technology and defend national security, you will continually hone your skills on a team-making a big impact on a global scale. At BAE Systems, you'll find a rewarding career that truly makes a difference. Electronic Systems (ES) is the global innovator behind BAE Systems' game-changing defense and commercial electronics. Exploiting every electron, we push the limits of what is possible, giving our customers the edge and our employees opportunities to change the world. Our products and capabilities can be found everywhere - from the depths of the ocean to the far reaches of space. At our core are more than 14,000 highly talented Electronic Systems employees with the brightest minds in the industry, we make an impact - for our customers and the communities we serve. This position will be posted for at least 5 calendar days. The posting will remain active until the position is filled, or a qualified pool of candidates is identified.

Ready to make a difference? Our employees design, integrate, and test the world s next generation communication and electronic warfare systems for the United States DoD and international customers. You will be among the brightest minds, working on the aerospace and defense industry s most difficult problems. Drawing strength from our differences, we re innovating for the future. We put our customers first exemplified by our mission: We Protect Those Who Protect Us. Sound like a team you want to be a part of? Come build your career with us. We are seeking a Senior HR Transitional Project Manager to support our Operations team as a Project leader that manages our overall portfolio of movement within our operations teams from an HR Lens. The role will report to Director, HR- Operations. In this role, you will develop and execute talent strategies and deploy organizational effectiveness tools that attract reward, engage, retain, and develop our talented workforce through a project manager lens, influencing and leading our teams through significant changes. This position has the responsibility for the leadership and management oversight of a project team assuring that project s financials, schedule, and technical objectives are met and that the highest level of customer satisfaction is achieved while meeting all contractual commitments. This role will require strong cross functional leadership and customer management to operate in this dynamic environment balancing program execution as well as supporting new business initiatives. The candidate must be able to work effectively and collaboratively with Engineering, Operations, and all Program Office functional leadership to assure deliveries continue to exceed customer commitments and achievement of financial commitments to the company. Additionally, the candidate will participate in the support of new business and in the development of proposals. Primary Responsibilities: + Create and execute an agile people strategy across assigned sites that advances critical business priorities and supports the attraction, development and retention of our talent while embracing the future of work. Quantify business results via metrics review. + Leverage process improvement/lean manufacturing tools and methodology to align with business needs. + Orchestrate key talent movement while building high performance teams and robust succession fostering a future-ready organization. Review Cross-functional talent pipeline and strategy for today and the future work + Collaborate with the broader HR network (i.e. Employee & Labor Relations, Talent Acquisition, Talent Management) to develop and deploy strategies that address business and client group needs. + Partner with leaders to evaluate the effectiveness of their teams and their organizational design. Facilitate workshops to re-evaluate existing structures, where needed. Lead change management efforts and new leader onboarding/assimilation activities, as required. + Counsel / coach functional leaders on matters concerning development of their organization to enhance effectiveness and potential. Connect leaders to the right resources to support their own development and the development/effectiveness of their teams. + Serve as a member of the Operations & Central Functions HR team, actively partnering with other team members to drive innovative, strategic, and consistent people strategies across all of Electronic Systems. + Accountable for all aspects of assigned program s execution (cost, schedule, technical performance, quality, risk management, and customer engagement) throughout all the Life Cycle Management (LCM) phases, ensuring program commitments are met while having the authority to make cogent and timely decisions related to the project. + Acts as the primary point of contact between BAE Systems and suppliers, and key customer stakeholders. + Improves our work environment by promoting teamwork, wellness, workplace flexibility, modeling good behaviors, and increasing leadership engagement. Because of the need for consistent, in-person collaboration and/or the requirement to perform all work onsite due to the nature of this particular role, it will be performed fulltime on site. This means work will be conducted on location at a BAE Systems facility 100% of the time. **Required Education, Experience, & Skills** + Bachelor s Degree and 10 years of relevant experience OR Advanced Degree in a related field and minimum 8 years of relevant experience OR in absence of a degree,12 years of relevant experience is required. + Must be willing to travel up to 30%. + Must be authorized to work in the U.S. without sponsorship now or in the future. BAE Systems, Inc. will not offer sponsorship for this position. + Strong Human Resources expertise or management background + Strong success in Change Management: Ability to navigate and facilitate change within teams and organizations, ensuring minimal disruption and maximum adoption of new processes or systems. + Highly experienced in developing and implementing comprehensive succession planning strategies to identify, develop, and prepare future leaders to assume key roles within the organization, ensuring continuity and minimizing disruption to business operations. + Proven experience serving as a coach to senior leaders for their organization on HR matters relating to organizational strategies and business imperatives. + Successful, proven past performance in leading and managing multi-discipline project teams. + Expertise in project management, earned value management, risk management, and supply chain & subcontract management. + Business acumen, be innovative, adapt well to change and work collaboratively with strategic influence to drive initiatives across a matrixed environment. + Deep knowledge of HR fundamentals (talent acquisition, total rewards, performance management, organizational change, learning and development, and organization effectiveness). + Proven track record of leading with a proactive, hands-on approach to problem-solving, delivering practical solutions and driving tangible results. + Experience working in a manufacturing/operations environment. + Experience working in a matrixed environment. + Ability to build relationships and influence. **Preferred Education, Experience, & Skills** + Experience in an HR Business Partner role supporting an organization with a population of 500 employees. + Experience managing projects large in scope and geographical areas + PMP Certification Preferred **Pay Information** Full-Time Salary Range: $134640 - $228888 Please note: This range is based on our market pay structures. However, individual salaries are determined by a variety of factors including, but not limited to: business considerations, local market conditions, and internal equity, as well as candidate qualifications, such as skills, education, and experience. Employee Benefits: At BAE Systems, we support our employees in all aspects of their life, including their health and financial well-being. Regular employees scheduled to work 20 hours per week are offered: health, dental, and vision insurance; health savings accounts; a 401(k) savings plan; disability coverage; and life and accident insurance. We also have an employee assistance program, a legal plan, and other perks including discounts on things like home, auto, and pet insurance. Our leave programs include paid time off, paid holidays, as well as other types of leave, including paid parental, military, bereavement, and any applicable federal and state sick leave. Employees may participate in the company recognition program to receive monetary or non-monetary recognition awards. Other incentives may be available based on position level and/or job specifics. **Senior HR Transitional Project Manager** **119994BR** EEO Career Site Equal Opportunity Employer. Minorities . females . veterans . individuals with disabilities . sexual orientation . gender identity . gender expression

CampusWorks is seeking a strategic, customer-focused HR leader to lead the strategic and tactical human resources activities and systems onsite at our partner institution. The Chief Human Resources Officer (CHRO) is responsible for aligning HR and payroll strategy with institutional goals, transforming HR services to enhance operational maturity, and developing strong relationships across the campus community. This role requires deep knowledge of higher education operations, HR systems, and compliance, coupled with the expertise to lead HR teams and initiatives effectively. Serving as both a hands-on HR executive and trusted consultant, the CHRO manages the client relationship onsite while maintaining strong connections with CampusWorks. This leader drives HR best practices to improve service delivery, employee experience, and institutional alignment. Salary: $155,000 - $165,000 a year What you can expect from us, including competitive pay, robust benefits for full-time employees, and professional development opportunities, is described below and in the benefits section. We are an equal opportunity employer and comply with applicable equal employment opportunity laws. Key Responsibilities Strategic HR Leadership - Lead HR and payroll planning and alignment by developing and executing a comprehensive HR Strategic Plan in alignment with institutional priorities. Build and maintain strong relationships with institutional leadership, senior management, faculty, and staff to ensure trust and alignment between HR and the rest of the institution. Provide counsel on workforce planning, organizational design, and employee relations. HR Transformation & Service Delivery - Implement scalable HR and payroll systems, policies, and processes that improve efficiency, compliance, and employee engagement. Lead transformation initiatives to modernize HR service delivery, drawing on experience in higher education. Oversee HR and payroll operations, including recruitment, onboarding, performance management, employee relations, benefits, compliance, and talent development. Change Management & Stakeholder Engagement - Serve as a change leader, guiding the institution through complex organizational change and cultural transformation. Partner with institutional committees and governance structures to ensure HR and payroll initiatives are aligned, approved, and prioritized appropriately. Build employee engagement strategies that foster a culture of trust, accountability, and inclusion. Operational & Compliance Stewardship - Act as a good steward of institutional budgets and resources, delivering HR and payroll initiatives with measurable ROI. Ensure compliance with local, state, and federal employment regulations as well as institutional policies. Provide leadership in vendor negotiations and partnerships related to HR and payroll services and technology. Team Leadership - Lead and develop an HR and payroll team of professional staff, ensuring high performance, collaboration, and service excellence. Mentor institutional HR and payroll professionals and build capacity for sustainable success. Qualifications Bachelor's degree in Human Resources, Business Administration, or related field. 10+ years of progressive HR leadership experience with at least 5 years serving as the head of HR in a college or university setting. Proven expertise in transforming HR services and delivery within higher education. Deep understanding of HR systems (HCM, ATS, payroll/benefits platforms) and compliance requirements. Demonstrated experience leading organizational change and driving cultural transformation. Exceptional leadership traits and highly effective oral and written communication skills. Ability to navigate a politically sensitive environment with multiple constituencies and competing goals. Demonstrated agility to respond to shifting institutional priorities. Preferred Master's degree in Human Resources, Business Administration, or related field. SPHR, SHRM-SCP, or equivalent senior HR certification. Experience with or knowledge of HR service delivery best practices. Experience in ERP optimization and HR technology implementation. What You Can Expect from Us At CampusWorks, we don't just help our clients succeed; we help our employees succeed. Competitive pay, robust benefits for full-time employees, and professional development opportunities are a few of the many reasons that CampusWorks is a great place to build your career. Our employees enjoy: Meaningful work. Our employees often tell us that their work gives them a sense of purpose because it makes a difference in the lives of students and educators. CampusWorks supports onsite and remote work with clients across the United States and in Canada, reflecting evolving client needs and opportunities to contribute to multiple projects and assignments. A CEO who cares. Our leadership fosters a culture that values and supports its people. A virtual and onsite workplace The company maintains a virtual and onsite presence to reduce environmental footprint and serve clients across locations. Flexibility. We value work-life balance and offer both full-time and part-time 1099 consulting opportunities. A company that gives back. CampusWorks supports charitable fundraising initiatives aligned with higher education access goals. About CampusWorks Founded in 1999, CampusWorks helps higher education overcome business and technological challenges to support student success. We work with a range of higher education institutions to tackle problems across the institution, including HR, IT, and other areas. Want to learn more about life at CampusWorks? We invite you to learn more about our culture and work. EEO and Notice CampusWorks provides equal employment opportunities to all employees and applicants without regard to race, color, religion, gender, sexual orientation, gender identity, national origin, age, disability, or other protected statuses in accordance with applicable laws. #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

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

We are seeking an experienced Talent Acquisition 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 Staff Business Dataanalyst 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: Bay Area California: $163,000 - 220,500 Southern California: $144,000 - 195,000 #J-18808-Ljbffr

Our people are the heart of our business. As the world's largest provider of thermal processing services, Bodycote employs thousands of highly skilled staff around the globe, including some of the best engineers, scientists, and technicians in the industry. Come join our team! Summary: Reporting to the Human Resources Manager, you will be responsible for building strong, effective relationships with internal customers while facilitating the transfer of HR requests and solutions across multiple plants, support functions, shared services, and corporate teams. You will actively promote the exchange of HR best practices, anticipate and assess HR needs, and collaborate with the HR department and your designated region to develop integrated solutions that support the organization's business objectives Essential Job Functions (Duties and Responsibilities): Serves as the main HR point of contact for employees and managers across the HR Region. Proactively supports the delivery of HR Processes. Partners with the EHS team to manage workers' compensation issues and drive timely resolution of claims. Builds a strong business relationship with the internal customers, including operations, SSC, support functions, and other regions. Actively identifies gaps, proposes, and implements changes necessary to cover risks. Acts as the performance improvement driver and provokes positive changes in people management. Support and assist the SR HR Manager with succession plans for key talents and key job positions. Manages workers' comp issues in coordination with the safety team and brings timely resolution to claims. Provide day-to-day performance management guidance to management (e.g., coaching, counseling, career development, disciplinary actions). Work closely with management and employees to improve work relationships, build morale, and increase productivity and retention. Manage and resolve complex employee relations issues with support from the Sr. HR Manager. Conducts effective, thorough, timely, and objective investigations. May have access to compensation information of other employees or applicants in this role, and as such cannot disclose the pay of other employees or applicants to other individuals. Assists in the creation and delivery of training plans for all levels of the organization. May have access to proprietary and third-party information necessary to the business, and as such will perform duties in an ethical and professional manner. Responsible for separation processes, including exit interviews, employment documents, payroll coordination, and meetings as employees transition out of Bodycote. Maintain an in-depth knowledge of the legal requirements related to day-to-day management of employees at the states where the sites supported by this role are located, reducing legal risks and ensuring regulatory compliance. Identify training needs for business units and individual executive coaching needs. Participates in the evaluation and monitoring of training programs to ensure success. Follows up to ensure training objectives are met. Build effective relationships with employees and provide seamless HR support to line management. Provide leadership and expertise in the delivery of HR services to your site, including employee relations, compensation, engagement, organizational design/change, recruiting, and selection. Work with the line management team to determine departmental needs and execute accordingly. Lead, leverage, and improve HR processes within the business (Performance Management, Salary Planning/Reward Management, Succession Planning, and Talent Management), and cross-functional communication. Implement and drive HR initiatives that contribute to the development and execution of the 'people agenda' for the business. Partner with line management to deliver leadership that sponsors optimum engagement of employees while actively managing headcount targets and assisting in budget management. Ensure a dynamic pipeline of talent through rigorous performance management, coaching, and development of employees, candid and timely performance feedback. Serve as an employee advocate, balancing fair labor standards. Advise managers on talent management programs, skill gap analysis, and individual career development. Analyze and report on HR data to help shape and influence business decisions. Qualifications: To perform this job successfully, an individual must be able to perform each essential duty satisfactorily. The requirements listed below are representative of the knowledge, skills, and/or abilities required. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. This position must satisfy ITAR compliance requirements; candidates must be U.S. Citizens or Permanent Resident Card Holders. Experience: At least 5 years of hands-on experience in human resources, with a strong history of driving successful initiatives in talent management, employee relations, and performance optimization. Proven ability to lead and influence HR strategies that align with business goals and foster a positive workplace culture. Communication: Strong interpersonal and communication skills, with the ability to effectively collaborate with leadership and employees at all levels. Experience in delivering impactful messages and fostering open, transparent dialogue to drive alignment and engagement across the organization. Education: Bachelor's degree in Business Administration, Human Resources, Organizational Psychology, or a related field, or equivalent practical experience in HR. PHR or SHRM certification preferred. Technical Aptitude: Solid understanding of HR technologies and systems, with the ability to leverage data and tools to enhance decision-making and streamline HR processes. Experience in utilizing HR software, reporting tools, and analytics platforms to drive efficiency and support business objectives. Comfortable adapting to new technologies and staying current with industry trends. Other: Demonstrates a proactive, adaptable mindset and thrives in dynamic environments while managing multiple priorities. Strong problem-solving skills with a collaborative approach to overcoming challenges. Committed to continuous learning, innovation, and enhancing HR practices to drive organizational success. Physical & Mental Demands: The following physical and mental demands consist of, but are not limited to, the following. Ability to work in both a professional office setting and industrial environments. Ability to sit, drive, and travel for extended periods. Must possess the ability to manage multiple priorities and handle stressful situations. Strong analytical and problem-solving skills. This is intended to outline the general nature and scope of the responsibilities and duties of the role. This is not a complete list of responsibilities, duties, and skills required of personnel so classified. Furthermore, the job description does not constitute a written or implied contract for employment. Bodycote reserves the right to revise or change job duties and responsibilities as the need arises. Bodycote is an Equal Opportunity Employer and does not discriminate against current and prospective employees based on race, religious creed, color, national origin, ancestry, physical disability, mental disability, medical condition, genetic information, marital status, sex, gender, gender identity, gender expression, age for individuals over forty years of age, military and veteran status, sexual orientation, or any other basis protected by applicable federal, state and local laws. #LI-MB2

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

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

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

The Senior Human Resource Generalist is responsible for managing and executing a wide range of HR functions to support the organization's strategic goals and day-to-day operations. This position plays a critical role in talent acquisition, benefits administration, employee relations, compliance, and employee engagement initiatives. The Senior HR Generalist also serves as a key advisor to leadership and a resource to employees across the organization, ensuring HR programs and processes are efficient, legally compliant, and aligned with company culture and values. Bilingual Japanese speaking is required. Salary Range for the role is $120k to $130k. SUPERVISORY RESPONSIBILITIES May oversee the scheduling, assignments, and daily workflow of subordinate HR staff. May assist with and conduct constructive, timely performance evaluations. ESSENTIAL DUTIES AND RESPONSIBILITIES General HR Leadership & Compliance Administer and maintain core HR functions, including recruiting, onboarding, compensation, benefits, employee relations, leave programs, and policy enforcement. Serve as a point of contact for employee inquiries regarding policies, procedures, and workplace issues; escalate complex cases appropriately. Develop and enforce HR policies in compliance with federal, state, and local laws, maintaining up-to-date knowledge of regulatory and best practice changes. Coordinate and attend disciplinary actions, terminations, and internal investigations in accordance with legal and ethical standards. Recruitment & Onboarding Manage the full-cycle recruitment process, including drafting job descriptions, sourcing candidates, conducting interviews, and onboarding new hires. Collaborate with department managers to understand required skills and competencies for roles. Conduct and coordinate background checks, drug tests, employment verifications, and ensure proper documentation for new hires. Facilitate orientation and onboarding to integrate new employees into the organization effectively. Compensation, Benefits & Payroll Conduct market benchmarking and analyze compensation and benefits trends to ensure competitive and market-aligned total rewards strategies. Administer employee benefit programs (medical, dental, vision, life insurance, disability, 401(k), etc.), liaising with brokers and third-party providers as needed. Support annual benefits renewals, open enrollment, and respond to employee benefit questions and claims. Coordinate payroll processing and ensure compliance with wage and hour laws. Performance Management, Training & Development Assist in the development and execution of performance management systems and employee evaluation processes. Monitor training and professional development programs, including compliance training, continuing education, and licensure requirements. Lead or support initiatives for employee engagement, retention, recognition, and morale-building programs. HR Systems, Documentation & Reporting Maintain employee records in the HRIS and file server; audit information regularly to ensure data integrity and compliance. Generate HR reports, metrics, and dashboards for leadership review. Prepare and file compliance documents and reports such as EEO-1, ACA filings, and OSHA logs. Immigration & Global Support Coordinate immigration-related matters and documentation for international employees and work assignments (e.g., visas, sponsorships). Collaborate with global HR teams (e.g., Japan, Germany, Ireland, Israel) to support employee assignments, travel compliance, and cross-border processes. Other Responsibilities Continuously assess administrative needs and propose improvements to enhance HR operations and efficiencies. Participate in cross-departmental projects and serve as a resource for organizational change initiatives. Perform other HR-related duties as assigned by leadership. REQUIRED SKILLS AND ABILITIES Excellent verbal and written communication skills. Strong interpersonal, negotiation, and conflict-resolution skills. Proven organizational and time management capabilities. Analytical thinker with strong problem-solving abilities. Ability to act with integrity, professionalism, and confidentiality. Deep knowledge of employment law, HR compliance, and HR best practices. Proficient in Microsoft Office and HRIS platforms (e.g., Paychex, ADP, Paylocity). EDUCATION AND EXPERIENCE Bachelor's degree in Human Resources, Business Administration, or related field required. At least 3-5 years of progressive human resource experience required; leadership or senior-level experience preferred. SHRM-CP, PHR, or equivalent certification preferred.

A pioneering AI company focused on redefining enterprise AI automation is seeking a Talent Acquisition Leader to build and scale their recruiting function from the ground up. The ideal candidate has over 10 years of recruiting experience in tech and AI environments, strong leadership skills, and a proven track record in startup settings. This high-impact role offers competitive compensation, equity, and the opportunity to shape the future of the company as it expands its workforce. #J-18808-Ljbffr

We are seeking an Executive Assistant Business Partner 2 (EABP2) to join Intuit's People & Places Organization, directly supporting the Talent Acquisition (TA) function by acting as a strategic business partner and operational right hand for a VP and up to two Directors in this fast-paced environment. The ideal candidate is an extremely resourceful, high-energy, and enthusiastic individual with strong business acumen and a passion for Customer Obsession, dedicated to ensuring smooth operational execution across complex systems and stakeholders. This loyal, dependable, and self-motivated professional must be seamless under pressure, committed to excellence, and capable of exercising absolute discretion on highly confidential materials while utilizing strong leadership abilities and a great sense of humor in a results-oriented setting. Responsibilities Strategic Partnership & Operations: Serve as the primary operational partner to a VP and up to two Directors, proactively managing complex systems, anticipating business needs, and streamlining processes to ensure the executive team's time is maximized for strategic priorities. Executive Support: Manage complex and ever-changing calendars, travel arrangements (domestic and international), and expense reports with meticulous attention to detail. Communication & Stakeholder Management: Triage and prioritize incoming communication, often acting as a key point of contact. Apply a customer-obsessed mindset to all interactions with internal and external partners. Meeting & Event Management: Plan, organize, and execute leadership team meetings, offsites, team events, and larger TA or People & Places events, including agenda preparation, material distribution, venue logistics, and technology setup. Project Coordination: Assist with tracking key TA projects, initiatives, and deliverables. Follow up on action items and help leaders stay on track with organizational priorities. Culture & Leadership: Act as a team player who leverages strong organizational skills and strong leadership abilities to help the team thrive in a results-oriented environment. Qualifications Experience: 8+ years of experience providing strategic administrative support to senior-level executives (VP, SVP, or equivalent) in a fast-paced, large corporate environment, preferably within Human Resources, Talent Acquisition, or a related function. Organizational Mastery: Possesses a strong ability to organization (highly organized) and excellent time management skills. Teamwork & Collaboration: Proven track record of successfully working as a team player and actively engaging within a large Executive Assistant community to share best practices and ensure seamless cross-functional support. Business Acumen & Operations: Demonstrated ability to understand organizational priorities and processes, acting as an effective operational leader. Discretion & Confidentiality: Proven ability to maintain discretion on highly confidential and sensitive materials and act with integrity at all times. Anticipation & Multi-Tasking: Exceptional strong organizational skills with the ability to prioritize, multi-task, anticipate needs, troubleshoot, and work under pressure. Proactive & Resourceful: Demonstrated success as an extremely resourceful individual who takes initiative and works independently with minimal direction. Technical Proficiency: Strong computer skills with expert-level proficiency in MS Suite (Slides, Sheets, Doc), along with familiarity with collaboration tools (e.g., Slack, SharePoint, Zoom, Concur). Communication: Superior written and verbal communication skills; ability to interact confidently and professionally with all levels of the organization and external partners. 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 for San Diego is: $46-62/hr. #J-18808-Ljbffr

Employment Type Full time Department G&A Compensation $130K - $200K About Tessera Labs Tessera Labs is redefining how enterprises adopt and operationalize Artificial Intelligence. Backed by Foundation Capital and led by a world-class founding team, we build multi-agent AI systems that can automate complex business workflows across platforms like SAP, Salesforce, Workday, Snowflake, MuleSoft, and more. Our mission: Bring real AI automation to the enterprise - with speed, precision, and measurable impact. We move fast, operate with extreme ownership, and build at the frontier of applied AI. Tessera Labs is building cutting-edge AI technology-and we're looking for a Talent Acquisition Leader to build and scale our recruiting function from the ground up. This is a true zero-to-one role for someone who has led technical hiring in fast-moving startup environments and knows how to build teams, processes, and culture from scratch. What You'll Do: Build and lead Tessera Labs' Talent Acquisition function from zero to one Partner with founders and executives on hiring strategy and workforce planning Hire, manage, and develop a high-performing TA team Own full-cycle recruiting for highly technical roles (AI/ML, engineering, product, data) Design scalable hiring processes, interview frameworks, and candidate experience Use data and market insights to guide hiring decisions What We're Looking For: 10+ years of recruiting experience in tech and AI environments Experience using a variety of ATS - Ashby preferred Proven startup experience, ideally early-stage or high-growth Demonstrated success building a TA function from scratch Strong people management and leadership experience Deep expertise hiring technical and AI-focused talent Strategic, hands‑on, and comfortable with ambiguity Why Tessera Labs: Build something meaningful from the ground up High-impact leadership role with executive visibility Competitive compensation + equity + benefits + perks Compensation Range: $130K - $200K #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. 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. 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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