Human resource officer work from home jobs - 172 jobs

A consulting firm for social impact organizations is seeking a Principal HR Consultant to serve as a trusted advisor for nonprofit clients. You will lead employee relations, performance management, and compliance. The ideal candidate has over 8 years of HR experience, strong knowledge of employment law, and a passion for equity-focused practices. This is a remote position available to candidates in the US, requiring Eastern Time Zone availability. #J-18808-Ljbffr

Employee Relations Partner 100% remote - Boston Area only Working hours: 8:30-5, flexible Type of contract - temp to perm potential Contract Duration: 3 months to start Compensation: $40- $55 depending on experience, looking for 3-5 years Must use own equipment for this position. Top 3 must haves: experience in HR related investigation, Employee relations skills such as conflict resolution and manager guidance, understanding of employment law JOB OVERVIEW: Under the direction of the Director of Human Resources-Employee Relations, the Employee Relations Partner is responsible for advising managers and HR Business Partners (HRBPs) at Brigham & Women's Hospital (BWH) regarding employee relations situations and the interpretation of personnel policies, State/Federal and employment laws. The incumbent will provide comprehensive internal employee consultation throughout BWH, may be asked to prepare responses to internal and external complaints, conduct investigations, write reports and present findings and recommendations. The incumbent will develop and evaluate overall employee relations trends/themes and proactively make recommendations to address root cuses. The incumbent will assess and conduct training on employee relations and will partner with the HRBPs to implement recommendations to address employee relations issues. The incumbent may need to partner with MGB Centers of Execellent (COEs) including the Employee Relations/ Labor Relations team as well as the Office of General Counsel, as needed. 1. Advises HRBPs, Managers and Executives system wide concerning employee relations issues around concerns in scope of workplace violence, discrimination, harassment, substance abuse, abusive conduct, reductions in force, diversion, privacy breach etc. 2. Conducts sensitive, confidential, objective and thorough investigations. Prepares reports of the findings, presents findings to specific audiences, and makes recommendations to address root cause issues.Consults, as needed and/or directed, with ER/LR COE, HRBPs, and HR Leadership as appropriate. 3. Partners with Sr. Employee Relations Consultant to develop and evaluate overall employee relations trends/themes across organization and system to understand and address root causes. 4. Works with HRBPs, Learning & Organizational Development, Employee/Labor Relations, and local Employee Relations colleagues to address root causes. Educates employees, managers, and leaders at all levels about effective management practices and leadership styles. 5. Using data and analytics, provides guidance and direction to managers to enhance diversity and inclusion efforts, support workplace culture, and improve employee engagement 6. Partners with system ER/LR COE and Office of General Counsel to assist with the preparation of a response to complaints filed with the MCAD, EEOC or other relevant agencies. May be required to attend and/or testify at hearings and arbitrations as appropriate. 7. Consults with HRBPs and managers concerning the processing of problem resolution cases, assists with gathering all required documentation and takes lead on problem resolution cases directly related to investigations that the ERP conducted, as necessary. 8. Partners with ER/LR Center of Excellence to creates, customizes, and presents workshops concerning employee relations issues, such as Harassment, Progressive Discipline, Employment and Labor Laws, Workplace Violence and ADA/FMLA to managers and HR professionals. 9. Conducts complex climate surveys to assess the general environmental tone within a department or between departments to determine areas of employee concern. Partners with ER/LR, HRBP and Manager to develop action plans to address issues. 10. Manages Interactive Dialogue for requests for Reasonable Accommodations in partnership with Occupational Health, HRBPs, and Operational leadership, and partners with ER/LR as necessary on complex cases. 11. Maintains a current body of knowledge of employment and labor laws. 12. Assists with the development, updating, and interpretation of employee relations policies and procedures. 13. Develops and maintains positive and effective working relationships with all colleagues. 14. May be asked to support and partner in HRBP responsibilities as needed including, but not limited to, areas of Organizational Change and Development, data analytics and dashboard management, intervention and coaching, policy interpretation and communications, training development, committee participation, etc. 15. Using independent judgment, escalates issues to senior leadership as needed. 16. Performs other duties and projects as assigned Requirements: Bachelors degree or equivalent experience, plus two to three year's in Employee Relations/Labor Relations Consultant or Human Resources Business Partner Level role or equivalent experience to be qualified for Senior Employee Relations/Labor Relations Consultant or Senior HR Business Partner. Must have experience with employee relations issues and/or investigations. Case management system experience is preferred.

At Submittable, we are transforming how organizations create social impact. Our platform empowers thousands of mission-driven organizations, from nonprofits to government entities, to make a difference in their communities and beyond. In 2024, our innovative software helped organizations worldwide run 30,000 programs, welcomed 1.2 million applicants, and facilitated the distribution of more than $10 billion in funding through our products on behalf of our clients. We are on a mission to help organizations accelerate their impact, so we are proud to partner with organizations focused on Equity & Social Justice, Children & Education, Creative & Arts, Health & Wellness, Economic Justice & Opportunity, and Environment & Climate. At Submittable, technology and purpose converge, offering a unique opportunity to contribute to meaningful change. We are seeking a Director of Human Resources to oversee all aspects of our people strategy, ensuring that Submittable attracts, develops, and retains exceptional talent. As a strategic partner and hands-on leader, you will collaborate across the company to shape a supportive, high-performing culture by building and refining strategies, processes, programs, and policies that help our business achieve its goals while staying true to our mission and values. Reporting to the CFO, this role combines strategic leadership with hands-on execution across all areas of HR, including talent acquisition, employee relations, performance management, total rewards, compliance, engagement, and people development. How You'll Make an Impact Advise and partner with the executive team on organizational design, workforce planning, and leadership development to support company growth Build scalable people programs that strengthen performance, engagement, and accountability across the organization Oversee recruiting and hiring efforts to ensure we attract top talent and maintain a healthy, diverse pipeline across all teams Evolve recognition, feedback, and career progression frameworks that support employee growth and retention Ensure HR operations, policies, and systems are efficient, compliant, and aligned with business needs Leverage people analytics, data, and metrics to assess organizational health and guide actionable, data-informed decisions Lead, mentor, and develop the HR team to drive operational excellence, align priorities with business objectives, and deliver measurable results Skills & Experience We Hope You Bring 8+ years of progressive HR experience, with at least 4+ years leading HR teams across all HR functions - B2B SaaS or Technology company experience preferred Demonstrated experience building and leading high-performing cross-discipline HR teams, with the ability to coach, influence, and develop leaders across the organization Deep knowledge of and experience leading full cycle recruiting, hiring, and onboarding efforts Proven ability to think strategically and commercially, aligning HR initiatives with overarching business goals and driving organizational performance at an executive level Demonstrated expertise in organizational design, transformation, and change management, with the ability to analyze complex workforce needs, and implement effective structures and programs to support business growth Exceptional consultative skills, with the ability to influence and advise senior leaders, providing strategic insights that drive HR initiatives and organizational effectiveness Outstanding interpersonal and communication skills, with a collaborative approach that fosters teamwork and builds strong relationships across all levels of the organization Preferred: Experience managing HR initiatives across global teams, leveraging cross-border collaboration frameworks to drive workforce alignment and engagement. Strong analytical and problem-solving skills, with the ability to leverage data to inform strategic decisions and measure the success of HR initiatives Work Location & Time Zone: This is a remote, U.S.-based role - you must live and reside in the U.S. full-time. This position is open to individuals residing in the Central or Eastern Time Zones, or those living locally in Missoula, Montana. Due to team alignment and collaboration needs, we are unable to consider candidates located in the Pacific Timezone at this time . Salary Details: The annual salary range for this position is $142,375-$201,000. Actual compensation is based on factors such as the candidate's skills, qualifications, and experience. We also have a location-based compensation structure; there may be a different range for candidates in other locations. We are interested in every qualified candidate eligible to work in the United States; however, we cannot accommodate scholastic or employment visas at this time . In addition, we are not able to consider applicants who reside in the following states: Alaska, Delaware, Louisiana, Maine, New Mexico, North Dakota, Oklahoma, Rhode Island, Vermont, West Virginia, and Wyoming. Why Submittable? Joining Submittable means becoming part of a forward-thinking, mission-driven company that values innovation, collaboration, and growth. We empower organizations working for social good with technology that accelerates their work, amplifies their impact, and drives meaningful change. At Submittable, you'll find a supportive, dynamic work environment where your contributions directly influence our success. If you thrive in a fast-paced, evolving environment and are excited to be part of a company dedicated to social impact, we invite you to apply! Benefits: We are proud to offer highly competitive benefits to our full-time employees, including: Comprehensive health and life insurance with optional HSA, FSA, and DCA accounts 401(k) plan with employer match starting day one Equity stock options to share in our success Flexible hours, remote work options, and generous vacation and sick leave Paid parental leave for mothers, fathers, and adoptive parents Professional development stipends to support your career growth Opportunities to participate in community outreach and volunteer programs Monthly company-sponsored happy hours and gatherings to connect and unwind Our Commitment to Inclusion & Belonging At Submittable, we believe technology is a force for good, driving social impact and enabling corporate social responsibility on a global scale. To achieve this, we are committed to fostering a workplace that values inclusion and belonging as central pillars of our culture. We embrace the strength of our diverse community by creating a safe space where employees feel empowered to share ideas, celebrate unique experiences, and learn from one another. By prioritizing inclusion, we aim to build an environment where everyone can bring their authentic selves to work and make innovative contributions that enable our customers to tackle complex challenges and spread more good. As a globally used platform, we are dedicated to hiring and supporting employees who represent a range of backgrounds, experiences, and perspectives. This includes diversity in ethnicity, sexual orientation, gender, religion, ability, culture, and socioeconomic background. Our Approach to AI in our Hiring Process We believe that Artificial Intelligence (AI) can be a powerful tool for good. We are committed to leveraging AI technologies responsibly, ensuring their use is equitable, fair and safe. To ensure fairness and accurate skill assessment, we do not allow the use of AI tools (including note takers, transcription tools, or recordings) during take home tests or interviews. For additional information regarding the use of AI in hiring please review our AI Guidelines & Policies. Need accommodations? Let your recruiter know early so we can support you.

We're thrilled that you are interested in joining us here at the Amynta Group! We are seeking an experienced and strategic insurance leader to serve as the Global Head of Contingency, overseeing the underwriting and performance of our Contingency insurance portfolio. This high-impact role is responsible for managing a team of underwriters, driving profitable growth, and strengthening relationships with brokers and insurers. The ideal candidate will bring deep expertise in Event Cancellation, Prize Indemnity, and Weather insurance, a strong commercial mindset, and a proven track record of leadership in a dynamic and evolving environment. Strategic & Financial Leadership Set and execute the strategic vision for the Contingency portfolio, aligning with broader organizational objectives. Identify emerging market trends and evolving customer needs to guide product development and market positioning. Support portfolio profitability through strong P&L oversight and strategic resource allocation. Underwriting & Portfolio Management Underwrite and oversee Event Cancellation, Prize, Bonus, Redemption, and Weather accounts. Release renewal quotes in accordance with established departmental procedures, ensuring accuracy, efficiency, and adherence to compliance and service level standards. Lead the assessment and underwriting of new and renewal risks, ensuring alignment with company risk appetite and pricing strategy. Monitor aggregate exposures, loss ratios, and capacity utilization to inform underwriting decisions and maintain healthy portfolio balance. Ensure underwriting practices support profitable growth, proper risk selection, and alignment with company strategy Proactively stay abreast of system changes and company underwriting guidelines, integrating updates into daily operations. Market Development & Client Engagement Maintain existing broker relationships and recruit new broker partners to expand distribution and drive new business opportunities. Manage insurance market relationships to enhance collaboration, capacity, and competitiveness. Represent the company at key market meetings, industry events, conferences, and seminars as a subject matter expert and thought leader. Develop insight through direct engagement with key brokers, coverholders, clients, and strategic partners. Innovation, Tools & Data Leverage underwriting technology, pricing models, and data analytics to enhance decision-making, pricing accuracy, and operational efficiency. Drive innovation by evaluating and implementing new tools and methodologies that support underwriting modernization. Compliance & Risk Governance Ensure global underwriting practices adhere to applicable legal, regulatory, and internal compliance standards. Promote a culture of ethical conduct, transparency, and operational excellence across the underwriting function. Team Leadership & Development Lead, coach, and develop an international team of underwriters to ensure high performance, engagement, and technical capability. Support training, mentorship, and long-term talent development initiatives. Foster a collaborative, inclusive, and accountable culture that promotes continuous improvement and innovation. Travel Travel to engage with key stakeholders, develop regional market insight, and lead relationship-building initiatives. Requirements 20+ years of experience in Contingency Insurance underwriting, including Event Cancellation, Prize, Bonus, Redemption, and Weather products. Experience establishing in-house insurance binders with domestic and international markets. Proven leadership of high-performing teams and track record of managing profitable global portfolios. Experience managing online Contingency Insurance platforms. Proficiency with carrier rating portals, Microsoft Outlook, Word, and Excel. Strong understanding of international insurance regulations and compliance frameworks. Excellent analytical, strategic, and problem-solving skills. Outstanding communication, negotiation, and relationship-building skills across global markets. Bachelor's degree required; advanced degree or professional designation (e.g., CPCU, ACII) strongly preferred. Interest in sports and live events is a plus, particularly for understanding Contractual Bonus and Prize Indemnity risks. Target Locations: NYC, Atlanta, Boston, Chicago, Indianapolis, San Francisco, Los Angeles, Miami / Ft Lauderdale area preferred Compensation: $250,000 - $300,000. Total compensation (base salary & any applicable bonus plan) for this role will depend on several factors including relevant experience, credentials, skills, geographical location, and knowledge pertaining to this role and industry. Benefits: 18 - 23 days paid time off per year 11 paid holidays Health, dental and vision insurance plan, Short-term disability insurance Long-term disability insurance Basic term life and accidental death and dismemberment insurance A 401(k) plan which includes an employer match Voluntary Life Insurance is also available The Amynta Group (the “Company”) is committed to a policy of Equal Employment Opportunity and will not discriminate against an applicant or employee on the basis of any ground of discrimination protected by applicable human rights legislation. The information collected is solely used to determine suitability for employment, verify identity and maintain employment statistics on applicants. Applicants with disabilities may be entitled to reasonable accommodation throughout the recruitment process in accordance with applicable human rights and accessibility legislation. A reasonable accommodation is an adjustment to processes, procedures, methods of conveying information and/or the physical environment, which may include the provision of additional support, in order to remove barriers a candidate may face during recruitment such that each candidate has an equal employment opportunity. The Company will accommodate a candidate to the point of undue hardship. Please inform the Company's personnel representative if you require any accommodation in the application process.

The HR Operations Director is a strategic, solutions-oriented leader responsible for overseeing core HR operational functions including HR systems, data analytics, process optimization, compliance, and support for mergers and acquisitions. This role is central to strengthening the scalability, efficiency, and compliance of our HR infrastructure in a highly regulated and rapidly evolving environment. With a focus on building foundational structure while supporting ongoing transformation, the HR Operations Director shapes the organization's HR operational maturity. The ideal candidate brings deep HR systems expertise, analytical strength, and the ability to operate in a growth-oriented environment. This is a hands-on strategic role that ensures systems, data, and processes enable an excellent employee experience and inform decision-making. While the role will not initially include direct reports, it will evolve into a people-leadership position as the HR department continues its transformation and expands operational capabilities. Chickasaw Nation Industries, Inc. serves as a holding company with multiple subsidiaries engaged in several lines of business (Technology, Infrastructure & Engineering, Health, Manufacturing, Public Safety, Consulting, and Transportation) for the federal government and commercial enterprises. A portion of our profits is used to support Chickasaw citizens. We are proud to support the economic development and long-term viability of the Chickasaw Nation and its people. CNI offers premium benefits eligible on the first day of hire to full time employees; (Medical - Dental - Vision), Company Life Insurance, Short-Term and Long-Term Disability Insurance, 401(K) Immediate Vesting, Professional Development Assistance, Legal Aid Assistance Program, Family Planning / Fertility Assistance, Personal Time Off, and Observance of Federal Holidays. As a federal contractor, CNI is a drug-free workplace and adheres to the Federal Controlled Substance Act. ESSENTIAL REQUIREMENTS Must be able to pass a background check. Experience in government contracting or a highly regulated industry preferred. Strong HRIS expertise, particularly with Workday, including design, optimization, and implementation. Comprehensive knowledge of HR policies, procedures, and methodologies. Demonstrated understanding of federal and state laws, regulations, and compliance standards. Strong business acumen with the ability to align HR operations to organizational priorities. Advanced analytical skills with the ability to translate data into meaningful insights. Demonstrated ability to influence and drive change across a diverse organization. Excellent organizational and operational skills; able to manage multiple initiatives and meet deadlines. Strong verbal, written, and interpersonal communication skills. Exceptional customer service mindset with the ability to build strong partnerships across the organization. Ability to interact with and present to executive leadership. Ability to work independently and collaboratively. Effective at building consensus and coordinating efforts to achieve shared goals. KEY DUTIES AND RESPONSIBILITIES Essential Duties and responsibilities include the following. Other duties may be assigned. Leadership & Strategy Serves as a strategic operational leader focused on building long-term HR infrastructure, systems, and processes to support a scalable and efficient HR function. Drives a continuous improvement mindset by identifying opportunities to simplify, automate, and modernize HR processes. Prioritizes resources, manages workload, and builds scalable solutions that support organizational growth and a consistent HR service delivery model. Establishes operating frameworks and standards to enhance efficiency, clarity, and alignment across the HR function. Partners with executives and senior leaders to design and execute people-focused strategies that drive business results and support contract requirements. Plays a pivotal role in HR transformation efforts, setting the foundation for future team structure and development. Serves as a strategic partner in merger and acquisition planning, due diligence, and integration. Champions the use of HR technology and analytics to elevate decision-making and operational maturity. HR Systems & Technology Strategy Leads the strategic direction, planning, and governance of HR technology in partnership with HR, IT, and Operations leadership. Translates HR business needs into system requirements and partners with IT to design and deliver effective solutions. Serves as the Workday strategic owner and HR decision-maker, ensuring system capabilities align with business processes and employee experience goals. Stays connected to the Workday community to understand updates, new modules, and best practices and advises on adoption opportunities. HR lead for HR system-related initiatives, including enhancements, upgrades, integrations, and configuration work, while ensuring proper prioritization and cross-functional alignment. Collaborates with key stakeholders on HR-related vendor relationships, contract evaluations, and long-term HR technology planning. Partners closely with IT to ensure data integrity, security, performance, and user adoption through training, documentation, and change management. Leads HR's involvement in HR technology modernization efforts, including assessments, RFPs, system implementations, and cross-functional integrations. Data Analytics & Reporting Manage HR reporting needs; data requests from the various areas of the business and deliver consistent operating reports for key stakeholders. Develop frameworks for data governance to improve accuracy, integrity, and accountability across HR systems. Present insights, including trends and risks through data analysis, to key stakeholders and translate data into actionable recommendations for the business. Develop and maintain workforce-driven dashboards and recurring reports to easily access data and interpret findings. Compliance, Audits & Policy Governance Oversee HR compliance obligations including labor law adherence, state/federal regulations, credentialing, recordkeeping, internal process auditing; partner with key HR team members on compliance requirements and document findings. Partner with business stakeholders on external regulatory audits and data requests, developing action plans and responses as needed. Maintain and update HR SOPs and operational guidelines. Lead periodic internal audits related to employee data, documentation, and process effectiveness to ensure compliance; recommend remedial actions. Process Improvement & Operations Standardize, document, and continuously improve HR processes to drive consistency, compliance, and efficiency across the organization. Partner with key stakeholders to streamline workflows and enhance the manager and employee experience. Establish and maintain HR policies and procedures aligned with company goals and regulatory requirements. Stay up to date on new ways of working and support systems to help create efficiencies and opportunities while creating a meaningful employee experience. HR Project Management Provide project management for all major HR projects, including system implementations, policy and process redesign, M&A integrations, compliance initiatives, and operational transformation work; establish strong partnerships with key stakeholders within the project. Establish project plans, timelines, risk mitigation, and communication cadences. Influence and collaborate with cross-functional stakeholders to ensure successful execution. Mergers & Acquisitions Support due diligence efforts and integration planning for M&A activity, focusing on HR systems, data migration, process alignment, and employee experience. Partner with IT, Legal, Finance, and HR stakeholders to ensure smooth transitions and mitigate risk during integrations. Manage project plans and timelines for HR workstreams throughout M&A lifecycle. EDUCATION AND EXPERIENCE Bachelor's degree from four-year college or university; and ten (10) years' related experience and/or training; or equivalent combination of education and experience. Must have a minimum of five (5) years experience in Workday. PHYSICAL DEMANDS Work is primarily performed in an office environment. Regularly required to sit. Regularly required use hands to finger, handle, or feel, reach with hands and arms to handle objects and operate tools, computer, and/or controls. Required to speak and hear. Occasionally required to stand, walk and stoop, kneel, crouch, or crawl. Must frequently lift and/or move up to 10 pounds and occasionally lift and/or move up to 25 pounds. Specific vision abilities required by this job include close vision, distance vision, depth perception, and ability to adjust focus. Exposed to general office noise with computers printers and light traffic. The physical demands described here are representative of those that must be met by an employee to perform successfully the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions of this job. EOE including Disability/Vet The estimated pay range for this role is $107.6K to $150K, with the final offer contingent on location, skillset, and experience. CNI offers a comprehensive benefits package that includes: Medical Dental Vision 401(k) Family Planning/Fertility Assistance STD/LTD/Basic Life/AD&D Legal-Aid Program Employee Assistance Program (EAP) Paid Time Off (PTO) - (11) Federal Holidays Training and Development Opportunities Your application submission will be considered for all potential employment opportunities with Chickasaw Nation Industries (CNI).

Job Title- Vice President, Human Resources Department- Elevate Aviation Group Reports to- President & CFO, Elevate Aviation Group Who we are- Founded in 1995, Elevate Aviation Group is the parent organization uniting Elevate Jet, Private Jet Services (PJS), and Elevate MRO under one standard of aviation excellence. We operate in the space between small operators and faceless corporations - large enough to deliver global capability, yet agile enough to provide true personal service. As we enter our fourth decade, we are revolutionizing how we approach the market, combining decades of operational expertise with emerging technology to deliver certainty, safety, and seamless experiences across every stage of private aviation - from charter to acquisition, management, and maintenance. Summary of position- The Vice President, Human Resources, is responsible for building the talent base that supports the growth plan of one of the nation's strongest private aviation firms. The Vice President will guide best practices for the training and development of aviation professionals, contribute to company growth through acquisition, design benefit plans to drive employee satisfaction, maintain regulatory compliance, mitigate company risk, provide people strategy, and drive a recruiting function that supports the business needs and growth plans. The company has a workforce with deep aviation industry roots, so industry experience is preferred. Essential Duties & Responsibilities- Implement a team member experience that attracts A-level talent and encourages our best people to remain. Manage all departments to team member retention metrics. Support the development of work rules that drive operational success with flight crews, technical and administrative staff. Work with C Suite colleagues to evaluate acquisition targets. Lead the talent management portion of acquisition integration. Assess and create efficiencies in sourcing, developing, and retaining talent. Create performance measurement metrics across all departments. Lead the design of incentive compensation programs that align with company goals. Drive benefits and total rewards program management (including rewards and recognition programs) Lead payroll & tax compliance Lead, mentor, and expand the existing Human Resources staff. Evaluate company policy and procedures for human capital management; suggest improvements and lead the implementation of such plans. Execute offer letters, company policies, incentive compensation programs, and other employee documents with a high level of precision and attention to detail. Lead the benchmarking of compensation and team member development plans across the industry to assure the company remains an employer of choice. Manage policy compliance issues that may arise and general labor rule compliance for the company. Contribute to the annual company budgeting processes, to include incentive compensation programs. Manage compliance with Federal and State regulations to support a distributed national and international organization. Advocate for a well-defined and consistent company culture; act as an ambassador for our brands within our community and industry. Requirements Knowledge, Skills & Abilities- Superior communication skills, particularly a demonstrated capacity to write with precision and clarity. Presentation skills that enable successful interaction at all levels of the organization, including the Board. Analytical ability to evaluate competing talent investments and connect them to overall company ROI. A successful leader who has helped an organization manage rapid growth and integrate acquisitions. Deep knowledge of the legal and regulatory employment environment, ideally including experience in Western Europe as well as North America. Demonstrated experience in HR policy design and implementation, including specific support of flight crew work rules, geographically distributed organizations, work-from-home policy and engagement, and workforce integration to support acquired businesses. Education & Experience- Bachelor's Degree required, Masters in HR or Business Administration preferred. 15+ years of experience in the Human Resources field, ideally including experience in an organization of 200 or more employees. 5+ years in a supervisory capacity. Experience with geographically spread organizations, supporting broad HR functions across all U.S. state and federal requirements as well as international operations. Track record managing vendor selection processes and contract negotiations. The ideal candidate has experience in an organization that delivers a superior service experience to a discerning client list. Schedule & Travel- Schedule will be standard business hours however nights and weekends may be required based on the operational needs of the organization. Travel may be required for this role. Up to 10% Miscellaneous- FLSA Status- full time exempt Lifting requirements- Up to 25lbs U.S. work authorization is a precondition of employment. Applicants must be authorized to work for ANY employer in the U.S., both now and at all future times. We are unable to sponsor or take over sponsorship of an employment Visa at this time.

Job Title- Vice President, Human Resources Department- Elevate Aviation Group Reports to- President & CFO, Elevate Aviation Group Who we are- Founded in 1995, Elevate Aviation Group is the parent organization uniting Elevate Jet, Private Jet Services (PJS), and Elevate MRO under one standard of aviation excellence. We operate in the space between small operators and faceless corporations - large enough to deliver global capability, yet agile enough to provide true personal service. As we enter our fourth decade, we are revolutionizing how we approach the market, combining decades of operational expertise with emerging technology to deliver certainty, safety, and seamless experiences across every stage of private aviation - from charter to acquisition, management, and maintenance. Summary of position- The Vice President, Human Resources, is responsible for building the talent base that supports the growth plan of one of the nation's strongest private aviation firms. The Vice President will guide best practices for the training and development of aviation professionals, contribute to company growth through acquisition, design benefit plans to drive employee satisfaction, maintain regulatory compliance, mitigate company risk, provide people strategy, and drive a recruiting function that supports the business needs and growth plans. The company has a workforce with deep aviation industry roots, so industry experience is preferred. Essential Duties & Responsibilities- * Implement a team member experience that attracts A-level talent and encourages our best people to remain. Manage all departments to team member retention metrics. * Support the development of work rules that drive operational success with flight crews, technical and administrative staff. * Work with C Suite colleagues to evaluate acquisition targets. Lead the talent management portion of acquisition integration. * Assess and create efficiencies in sourcing, developing, and retaining talent. * Create performance measurement metrics across all departments. * Lead the design of incentive compensation programs that align with company goals. * Drive benefits and total rewards program management (including rewards and recognition programs) * Lead payroll & tax compliance * Lead, mentor, and expand the existing Human Resources staff. * Evaluate company policy and procedures for human capital management; suggest improvements and lead the implementation of such plans. * Execute offer letters, company policies, incentive compensation programs, and other employee documents with a high level of precision and attention to detail. * Lead the benchmarking of compensation and team member development plans across the industry to assure the company remains an employer of choice. * Manage policy compliance issues that may arise and general labor rule compliance for the company. * Contribute to the annual company budgeting processes, to include incentive compensation programs. * Manage compliance with Federal and State regulations to support a distributed national and international organization. * Advocate for a well-defined and consistent company culture; act as an ambassador for our brands within our community and industry. Requirements Knowledge, Skills & Abilities- * Superior communication skills, particularly a demonstrated capacity to write with precision and clarity. * Presentation skills that enable successful interaction at all levels of the organization, including the Board. * Analytical ability to evaluate competing talent investments and connect them to overall company ROI. * A successful leader who has helped an organization manage rapid growth and integrate acquisitions. * Deep knowledge of the legal and regulatory employment environment, ideally including experience in Western Europe as well as North America. * Demonstrated experience in HR policy design and implementation, including specific support of flight crew work rules, geographically distributed organizations, work-from-home policy and engagement, and workforce integration to support acquired businesses. Education & Experience- * Bachelor's Degree required, Masters in HR or Business Administration preferred. * 15+ years of experience in the Human Resources field, ideally including experience in an organization of 200 or more employees. * 5+ years in a supervisory capacity. * Experience with geographically spread organizations, supporting broad HR functions across all U.S. state and federal requirements as well as international operations. * Track record managing vendor selection processes and contract negotiations. * The ideal candidate has experience in an organization that delivers a superior service experience to a discerning client list. Schedule & Travel- * Schedule will be standard business hours however nights and weekends may be required based on the operational needs of the organization. * Travel may be required for this role. Up to 10% Miscellaneous- * FLSA Status- full time exempt * Lifting requirements- Up to 25lbs * U.S. work authorization is a precondition of employment. Applicants must be authorized to work for ANY employer in the U.S., both now and at all future times. We are unable to sponsor or take over sponsorship of an employment Visa at this time.

Job DescriptionWho is Sonar? Sonar helps prevent code quality and code security issues from reaching production, amplifies developers' productivity in concert with AI assistants, and improves the developer experience with streamlined workflows. Sonar analyzes all code, regardless of who writes it - your internal team, gen AI, or third parties - resulting in more secure, reliable, and maintainable applications. Rooted in the open source community, Sonar's solutions support over 30 programming languages, frameworks, and infrastructure technologies. Today, Sonar is trusted by +7M developers worldwide, including teams at the DoD, Microsoft, NASA, MasterCard, Siemens, and T-Mobile. We believe in developing great products that are supported by great internal teams and a strong culture. We are highly committed to and obsessed with the company, users, each other, and our open source community. We have high standards and hold each other accountable for acting with positivity, dedication, thoughtfulness, empathy, and passion daily. We are deliberate with our decisions with high clarity of intention. At the same time, we feel extreme urgency and move forward quickly. And lastly, we are highly effective and operationally efficient. We operate collectively as One Team to accomplish our goals. At Sonar, CODE is more than just an acronym - it's a mindset that defines daily operations. Why You Should Apply: At Sonar, we're a group of brilliant, motivated, and driven professionals working hard to help supercharge developers to build better, faster. Sonar helps to continuously improve code quality and code security while reducing developer toil. This means that developers can focus on doing more of what they love and less of what they don't. Our solutions don't just solve symptoms of problems - we help fix issues at the source - for all code, whether it's developer-written, AI-generated, or from third parties. We have a dynamic culture with employees worldwide and hub offices in the USA, Switzerland, the UK, Singapore, and Germany. Team members should be able to come to work every day, work on a product they are proud of, love what they do, and feel energized by their peers. With our roots deep in the open source community, we're all about the mission: supercharge developers to build better, faster. The Impact You Will Have: We're searching for a forward-thinking global HR executive to join a high-impact people team and guide the organization's people strategy to scale. This role is ideal for a senior HR professional who thrives in a fast-paced environment, excels at shaping culture, and enjoys partnering closely with top leadership to build a strong, high-performing workforce. As the VP of Human Resources, you'll report directly to the CHRO and lead aspects of HR strategy, operations, and organizational development. You'll influence key business decisions, modernize HR practices, and champion initiatives that improve engagement, capability, and overall organizational success. What You Will Do Daily Work hand-in-hand with the CHRO on long-term organizational planning, impact of organizational changes on culture initiatives, and change management and development. Serve as a trusted advisor on HR strategy, risk management, and regulatory alignment. Drive enterprise-level initiatives that elevate performance, productivity, and employee experience. Oversee daily HR leadership teams across benefits, compensation, compliance, operational management, and employee relations. Modernize systems and processes by leveraging HRIS tools, data analytics, and continuous improvement practices. Build and evaluate HR dashboards, operational rigor and metrics to support strategic decision-making. Lead and mentor the HR department, ensuring the team is equipped, empowered, and continuously developing. Promote accountability, and steward a culture of inclusion and collaboration. Ensure HR policies remain compliant with evolving state and federal regulations. Partner with legal counsel on investigations, disputes, and sensitive employment matters. Maintain thorough, confidential documentation and audit-ready records. Support organizational redesign, change management, and cross-functional teamwork. Lead initiatives that reinforce communication, efficiency, and overall operational excellence. The Experience You Will Need: Bachelor's degree in Human Resources, Business Administration, or a related field (Master's or JD highly preferred) Professional certifications such as SHRM-SCP, PHRi or SPHR strongly encouraged 10+ years in progressive HR leadership roles, including executive-level responsibilities Strong background in compliance, organizational development, employee relations, and global strategy High-growth, fast paced technology experience Deep understanding of employment law and HR best practices Exceptional communication, leadership, and relationship-building abilities Demonstrated success driving culture initiatives and leading engaged, high-performing teams Strategic mindset with the ability to forecast needs, manage risks, and influence outcomes Why You Will Love It Here: Our culture and mission set us apart. We have a dynamic work culture that values respect and kindness and embraces the right to fail (and get right back up again!). Great people make a great company. We value people skills as much as technical skills and strive to keep things friendly while still being passionate leaders in our domains. We have a flexible work policy that includes 3 days in-office and 2 days work-from-home each week for those located near our office locations; some locations such as Dubai, India, Japan and Australia operate fully remotely. We have a growth mindset. We love learning and believe continuous education is critical to our success. In an ever-changing industry, new skills are necessary, and we're happy to help our team acquire them. As the leader in our field, our products and services are as strong as our internal team members. We embrace transparency with regular meetings, cascading messages and updates on the growth and success of our organization. Benefits of Working With Sonar: Flexible comprehensive employee benefit package. We encourage usage of our robust time-off allocations. You will receive 25 days of PTO per calendar year (on a pro-rated basis depending on your employment start date), with additional time provided for wellness, life events and holidays. We offer an exciting 401(k) plan that has a 4% match, fully vested on day one of participation. Fully paid parking in the heart of downtown Austin, Texas. Global workforce with employees in 20+ countries representing 35+ unique nationalities. We have an annual kick-off somewhere in the world where we meet to build relationships and goals for the company. Monthly catered events, and team events At Sonar, we believe that our diversity is our strength. We are a global company that values and respects different backgrounds, perspectives, and cultures. We are committed to fostering a diverse and inclusive work environment where everyone feels valued and empowered to contribute their best. We are proud to be an equal opportunity employer and welcome all qualified applicants, regardless of race, color, religion, gender, gender identity or expression, sexual orientation, national origin, genetics, disability, age, or veteran status. All offers of employment at Sonar are contingent upon the precise results of a comprehensive background check and reference verification conducted before the start date. We do not currently support visa candidates in the US. Applications that are submitted through agencies or third party recruiters will not be considered.

Who is Sonar? Sonar helps prevent code quality and code security issues from reaching production, amplifies developers' productivity in concert with AI assistants, and improves the developer experience with streamlined workflows. Sonar analyzes all code, regardless of who writes it - your internal team, gen AI, or third parties - resulting in more secure, reliable, and maintainable applications. Rooted in the open source community, Sonar's solutions support over 30 programming languages, frameworks, and infrastructure technologies. Today, Sonar is trusted by +7M developers worldwide, including teams at the DoD, Microsoft, NASA, MasterCard, Siemens, and T-Mobile. We believe in developing great products that are supported by great internal teams and a strong culture. We are highly committed to and obsessed with the company, users, each other, and our open source community. We have high standards and hold each other accountable for acting with positivity, dedication, thoughtfulness, empathy, and passion daily. We are deliberate with our decisions with high clarity of intention. At the same time, we feel extreme urgency and move forward quickly. And lastly, we are highly effective and operationally efficient. We operate collectively as One Team to accomplish our goals. At Sonar, CODE is more than just an acronym - it's a mindset that defines daily operations. Why You Should Apply: At Sonar, we're a group of brilliant, motivated, and driven professionals working hard to help supercharge developers to build better, faster. Sonar helps to continuously improve code quality and code security while reducing developer toil. This means that developers can focus on doing more of what they love and less of what they don't. Our solutions don't just solve symptoms of problems - we help fix issues at the source - for all code, whether it's developer-written, AI-generated, or from third parties. We have a dynamic culture with employees worldwide and hub offices in the USA, Switzerland, the UK, Singapore, and Germany. Team members should be able to come to work every day, work on a product they are proud of, love what they do, and feel energized by their peers. With our roots deep in the open source community, we're all about the mission: supercharge developers to build better, faster. The Impact You Will Have: We're searching for a forward-thinking global HR executive to join a high-impact people team and guide the organization's people strategy to scale. This role is ideal for a senior HR professional who thrives in a fast-paced environment, excels at shaping culture, and enjoys partnering closely with top leadership to build a strong, high-performing workforce. As the VP of Human Resources, you'll report directly to the CHRO and lead aspects of HR strategy, operations, and organizational development. You'll influence key business decisions, modernize HR practices, and champion initiatives that improve engagement, capability, and overall organizational success. What You Will Do Daily * Work hand-in-hand with the CHRO on long-term organizational planning, impact of organizational changes on culture initiatives, and change management and development. * Serve as a trusted advisor on HR strategy, risk management, and regulatory alignment. * Drive enterprise-level initiatives that elevate performance, productivity, and employee experience. * Oversee daily HR leadership teams across benefits, compensation, compliance, operational management, and employee relations. * Modernize systems and processes by leveraging HRIS tools, data analytics, and continuous improvement practices. * Build and evaluate HR dashboards, operational rigor and metrics to support strategic decision-making. * Lead and mentor the HR department, ensuring the team is equipped, empowered, and continuously developing. * Promote accountability, and steward a culture of inclusion and collaboration. * Ensure HR policies remain compliant with evolving state and federal regulations. * Partner with legal counsel on investigations, disputes, and sensitive employment matters. * Maintain thorough, confidential documentation and audit-ready records. * Support organizational redesign, change management, and cross-functional teamwork. * Lead initiatives that reinforce communication, efficiency, and overall operational excellence. The Experience You Will Need: * Bachelor's degree in Human Resources, Business Administration, or a related field (Master's or JD highly preferred) * Professional certifications such as SHRM-SCP, PHRi or SPHR strongly encouraged * 10+ years in progressive HR leadership roles, including executive-level responsibilities * Strong background in compliance, organizational development, employee relations, and global strategy * High-growth, fast paced technology experience * Deep understanding of employment law and HR best practices * Exceptional communication, leadership, and relationship-building abilities * Demonstrated success driving culture initiatives and leading engaged, high-performing teams * Strategic mindset with the ability to forecast needs, manage risks, and influence outcomes Why You Will Love It Here: * Our culture and mission set us apart. We have a dynamic work culture that values respect and kindness and embraces the right to fail (and get right back up again!). * Great people make a great company. We value people skills as much as technical skills and strive to keep things friendly while still being passionate leaders in our domains. * We have a flexible work policy that includes 3 days in-office and 2 days work-from-home each week for those located near our office locations; some locations such as Dubai, India, Japan and Australia operate fully remotely. * We have a growth mindset. We love learning and believe continuous education is critical to our success. In an ever-changing industry, new skills are necessary, and we're happy to help our team acquire them. * As the leader in our field, our products and services are as strong as our internal team members. * We embrace transparency with regular meetings, cascading messages and updates on the growth and success of our organization. Benefits of Working With Sonar: * Flexible comprehensive employee benefit package. * We encourage usage of our robust time-off allocations. You will receive 25 days of PTO per calendar year (on a pro-rated basis depending on your employment start date), with additional time provided for wellness, life events and holidays. * We offer an exciting 401(k) plan that has a 4% match, fully vested on day one of participation. * Fully paid parking in the heart of downtown Austin, Texas. * Global workforce with employees in 20+ countries representing 35+ unique nationalities. * We have an annual kick-off somewhere in the world where we meet to build relationships and goals for the company. * Monthly catered events, and team events At Sonar, we believe that our diversity is our strength. We are a global company that values and respects different backgrounds, perspectives, and cultures. We are committed to fostering a diverse and inclusive work environment where everyone feels valued and empowered to contribute their best. We are proud to be an equal opportunity employer and welcome all qualified applicants, regardless of race, color, religion, gender, gender identity or expression, sexual orientation, national origin, genetics, disability, age, or veteran status. All offers of employment at Sonar are contingent upon the precise results of a comprehensive background check and reference verification conducted before the start date. We do not currently support visa candidates in the US. Applications that are submitted through agencies or third party recruiters will not be considered.

*** This is where your organization can create a consistent intro to all of your jobs, creating consistency in voice and messaging across all job posts *** C'est ici que votre organisation peut créer une introduction cohérente à tous vos emplois, en créant une cohérence dans la voix et la messagerie dans tous les postes. Team: HR Reporting Relationship: Location: Who are our *INSERT TEAM NAME*? We lead the market through innovation, offer best-in-class and personalised gambling experiences, provide entertainment and a safe responsible gambling experience. What do they do: How do they do it: Essential Skills & Experience: +3 years relevant work experience Graduate degree If you think you have the skills and behaviours required for this role, then apply for a job today with us! Equal Opportunities Employer & Supports Workforce Diversity We are the largest sports betting operator in Romania, with offices in the UK, Poland, Austria, Croatia, Serbia, Cyprus, and Malta. Keeping the ball rolling since 2008, our team now consists of more than 4000 people who are the major driving forces behind our success. In 2016 we stepped up the game and launched our online business. The reason? Offering the best in class, adrenaline-packed entertainment to our customers. Also, to support our retail expansion. To stay on top of our game, our plans are big - expanding our business in Central and Eastern Europe and increasing our market share. World's largest private equity fund, Blackstone Group, recognized our vision. That's why we received a strategic investment of 175 million euros! What's next? Building a better and bigger experience for our customers. And just like all great sportsmen and women, we see every challenge as a chance to prove our talent and every mistake as an opportunity to grow. *** Similar to the introduction that can precede all job descriptions, an outro can also be formatted for consistency on all posts *** Semblable à l'introduction qui peut précéder toutes les descriptions de poste, une outro peut également être formatée pour la cohérence sur tous les messages

As a Human Resources Director, you will be responsible for overseeing all HR functions, including talent acquisition, employee relations, performance management, compliance, and organizational development. You will work closely with leadership to design and implement HR policies that align with business goals, ensuring a positive workplace culture. This position requires a strategic mindset, excellent leadership skills, and the ability to navigate a remote work environment effectively. Key Responsibilities: Develop and implement HR strategies that support business objectives and foster a positive company culture. Oversee recruitment, onboarding, and retention strategies to attract and retain top talent. Ensure compliance with federal, state, and local labor laws, as well as company policies. Lead employee engagement initiatives, diversity and inclusion efforts, and professional development programs. Develop and manage compensation and benefits programs to ensure competitive offerings. Handle employee relations issues, performance management, and conflict resolution. Implement HR metrics and analytics to assess and improve workforce productivity and engagement. Partner with department heads to align HR initiatives with business needs. Manage HR technology and tools to streamline HR processes and improve efficiency. Support leadership with organizational change management and workforce planning. Requirements Bachelor's degree in Human Resources, Business Administration, or a related field (Master's preferred). 7+ years of experience in human resources leadership roles. Strong knowledge of employment laws and HR best practices. Experience in remote workforce management and HR technology. Excellent interpersonal, communication, and leadership skills. Ability to develop and execute strategic HR initiatives that align with business goals. Strong problem-solving skills and ability to handle sensitive employee matters confidentially. Preferred Qualifications: HR certification (SHRM-CP, SHRM-SCP, PHR, or SPHR). Experience in the executive search or recruitment industry. Familiarity with HR data analytics and reporting. Benefits Competitive salary range of $110,000 - $150,000 per year, based on experience and qualifications. Performance-based bonuses. Fully remote work environment with flexible scheduling. Comprehensive health, dental, and vision insurance. 401(k) plan with company match. Professional development and leadership training opportunities. A dynamic and inclusive company culture focused on innovation and growth. If you are an experienced HR leader looking to make a meaningful impact in a remote executive search environment, we would love to hear from you! Equal Employment Opportunity and Non-Discrimination Policy Equal Employment Opportunity Statement: Both Keller Executive Search and our clients are Equal Opportunity Employers. For all positions, whether with Keller Executive Search or our clients, qualified applicants will receive consideration for employment without regard to race, skin color, religion, sex, sexual orientation, gender identity, gender expression, national origin, age, protected veteran status, disability, genetic information, or any other legally protected status. Commitment to Diversity: Keller Executive Search and its clients are committed to fostering a diverse and inclusive work environment where all individuals are valued and respected. Reasonable Accommodations: Both Keller Executive Search and our clients are committed to providing reasonable accommodations to individuals with disabilities and pregnant individuals. We engage in an interactive process to determine effective, reasonable accommodations. Compensation Information: For client positions, compensation information is available in the job post. If not provided, it will be shared during the interview process in accordance with applicable laws. When required by law, salary ranges will be included in job postings. Actual salary may depend on skills, experience, and comparison to current employees in similar roles. Salary ranges may vary based on role and location. Compliance with Laws: Both Keller Executive Search and our clients comply with federal, state, and local laws governing nondiscrimination in employment. This policy applies to all employment terms and conditions, including recruiting, hiring, placement, promotion, termination, layoff, recall, transfer, leaves of absence, compensation, and training. Workplace Harassment: Both Keller Executive Search and our clients expressly prohibit any form of workplace harassment based on race, skin color, religion, gender, sexual orientation, gender identity or expression, national origin, age, genetic information, disability, or veteran status. E-Verify Participation: Keller Executive Search and/or our clients may participate in E-Verify. Information about E-Verify participation will be provided during the application process where applicable. Privacy and Pay Equity: California Residents: For more information about the categories of personal information we collect for recruiting and employment purposes, please review our Privacy Policy at ****************************** Colorado, Nevada, New York City, California, and Washington Residents: Compensation information is available in the job post or will be provided during the interview process if not initially available. Both Keller Executive Search and our clients are committed to pay equity and conduct periodic pay equity analyses in accordance with applicable laws. State-Specific Information: Rhode Island: We do not request or require salary history from applicants. Connecticut: We provide wage range information upon request or before discussing compensation. New Jersey: We do not inquire about salary history unless voluntarily disclosed. Veteran Status: Both Keller Executive Search and our clients provide equal employment opportunities to veterans and comply with applicable state laws regarding veteran preference in employment. If you are a veteran, please inform us during the application process. Genetic Information: In accordance with federal and state laws, both Keller Executive Search and our clients do not discriminate based on genetic information. We do not request or require genetic information from applicants or employees, except as permitted by law. Local Laws: Both Keller Executive Search and our clients comply with all applicable local laws and ordinances regarding employment practices in the areas where we operate. Note: This job posting may be for a position with Keller Executive Search or one of our clients. The specific employer will be identified during the application and interview process. Employment laws and requirements may vary depending on the employer and location.

Country: United States of America Remote U.S. Citizen, U.S. Person, or Immigration Status Requirements: U.S. citizenship is required, as only U.S. citizens are authorized to access information under this program/contract. Security Clearance: None/Not Required RTX Corporation is an Aerospace and Defense company that provides advanced systems and services for commercial, military and government customers worldwide. It comprises three industry-leading businesses - Collins Aerospace Systems, Pratt & Whitney, and Raytheon. Its 185,000 employees enable the company to operate at the edge of known science as they imagine and deliver solutions that push the boundaries in quantum physics, electric propulsion, directed energy, hypersonics, avionics and cybersecurity. The company, formed in 2020 through the combination of Raytheon Company and the United Technologies Corporation aerospace businesses, is headquartered in Arlington, VA. The following position is to join our RTX Enterprise Services team: Are you looking for a role that makes an impact across the entire company? Are you excited about driving transformation with our HR functional partners? Then this is the job for you! RTX Enterprise Services (ES) is looking for a highly motivated, business-focused Digital Technologies (DT) HR and Payroll Portfolio Manager to join our Enterprise Services - Applications (ES-Apps) Value Management Office (VMO). The role of the portfolio manager is to ensure successful planning and execution of projects that deliver value to our customers. These projects span the RTX businesses, Corporate Functions, and Enterprise Services, supporting both Enterprise as well as business-specific solutions. This position will be responsible for our portfolio of projects in the Human Resource and Payroll areas. They will have project managers reporting directly to them and make resource assignments to satisfy demand. The Portfolio Manager will work in partnership with our Service Lines to manage initiatives through the project lifecycle. Responsibilities include reporting on health of the portfolio, managing escalated risks and issues, ensuring proper phase-gate rigor, and holding portfolio reviews with various stakeholders. The portfolio manager demonstrates ownership of the portfolio and its ultimate success! What You Will Do: Utilize and improve portfolio management processes, tools, and RTX governance framework. Align the project portfolio with RTX's strategic objectives. Track the performance of all projects in the portfolio, ensuring timelines, budgets, and quality standards are met. Generate and deliver portfolio reporting and status updates to senior leadership. Identify trends, risks, and opportunities across the portfolio and make recommendations for improvement. Manage the allocation of project management resources across projects to optimize capacity and reduce conflicts. Facilitate regular portfolio review meetings with key stakeholders. Drive process improvements across the project management lifecycle. Mentor and support project managers in following best practices and standardized methodologies. Qualifications You Must Have: Bachelor's degree in Business Administration, Information Technology, Engineering, or related field (Master's degree preferred) with 12+ years of experience in project management, with at least 2 years in a portfolio or program management role. Experience with the HR and Payroll functions with proven ability to manage multiple complex projects and portfolios. Proficiency with PPM tools such as Microsoft Project, Planview, or similar platforms. Strong understanding of project management methodologies (Agile, Waterfall, Hybrid) and excellent organizational, analytical, and problem-solving skills. Demonstrated leadership, communication, and stakeholder management abilities. Qualifications We Prefer: Experience in a PMO or strategic planning role is highly desirable PMP, PgMP, or PfMP certification is a plus. What We Offer: Whether you're just starting out on your career journey or are an experienced professional, we offer a robust total rewards package with compensation; healthcare, wellness, retirement and work/life benefits; career development and recognition programs. Some of the benefits we offer include parental (including paternal) leave, flexible work schedules, achievement awards, educational assistance and child/adult backup care. Work Location: Remote As part of our commitment to maintaining a secure hiring process, candidates may be asked to attend select steps of the interview process in-person at one of our office locations, regardless of whether the role is designated as on-site, hybrid or remote. The salary range for this role is 147,000 USD - 295,000 USD. The salary range provided is a good faith estimate representative of all experience levels. RTX considers several factors when extending an offer, including but not limited to, the role, function and associated responsibilities, a candidate's work experience, location, education/training, and key skills.Hired applicants may be eligible for benefits, including but not limited to, medical, dental, vision, life insurance, short-term disability, long-term disability, 401(k) match, flexible spending accounts, flexible work schedules, employee assistance program, Employee Scholar Program, parental leave, paid time off, and holidays. Specific benefits are dependent upon the specific business unit as well as whether or not the position is covered by a collective-bargaining agreement.Hired applicants may be eligible for annual short-term and/or long-term incentive compensation programs depending on the level of the position and whether or not it is covered by a collective-bargaining agreement. Payments under these annual programs are not guaranteed and are dependent upon a variety of factors including, but not limited to, individual performance, business unit performance, and/or the company's performance.This role is a U.S.-based role. If the successful candidate resides in a U.S. territory, the appropriate pay structure and benefits will apply.RTX anticipates the application window closing approximately 40 days from the date the notice was posted. However, factors such as candidate flow and business necessity may require RTX to shorten or extend the application window. RTX is an Equal Opportunity Employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, age, disability or veteran status, or any other applicable state or federal protected class. RTX provides affirmative action in employment for qualified Individuals with a Disability and Protected Veterans in compliance with Section 503 of the Rehabilitation Act and the Vietnam Era Veterans' Readjustment Assistance Act. Privacy Policy and Terms: Click on this link to read the Policy and Terms

The Regional Human Resources Director provides strategic guidance and support to leadership in designated geographic regions regarding best practices on key HR functions including employee relations, affirmative action, employment law compliance, performance management, policy implementation, compensation, succession planning, change management, retention, talent development and conflict resolution. Leads and delivers high quality HR services to all levels of employees. This is a remote position with travel to clinics. Candidates should reside in the Salt Lake City, UT, Denver, CO or Phoenix, AZ area. Essential Duties and Responsibilities include the following. Other duties and tasks may be assigned. Objectively and effectively manage and investigate highly sensitive and complex employee relations issues and provide recommendations for resolution to Leadership. Align HR strategy with business goals; perform as internal consultant to leaders on organizational effectiveness and emerging HR initiatives. Serve as a seasoned change agent with proven ability to drive and influence strong and seasoned business leaders and implement improvements. Build strong working relationships with leadership, management and employees through proactive, thorough and timely response and resolution to all employee relations concerns. Collaborate with and engage with HR subject matter experts including Compensation, Training, Recruiting to execute on strategic plans for assigned business areas. Facilitate meetings, develop and present training programs on HR Related topics as needed. Oversee the performance management process and provide managers with appropriate guidance on documentation, coaching, and performance improvement plans. Provide policy guidance and interpretation of state specific and Federal labor law. Uphold management goals of corporation by leading staff in team concepts and promoting a team effort. Maintain effective personnel management and employee relations, including evaluating the performance of all personnel; approving and submitting all hours worked and counseling and disciplining employees. May recruit, train, develop, and supervise personnel.

Why this company: Work in beautiful offices in San Antonio near a thriving growing area in town Be part of a company that is top 6% globally in the supplier space! Join a company that has been partnering with Deacon for 20+ years Pick one day a week to work remotely! Be a part of a company that continues to be a leader. Key Responsibilities: Lead expertise in exciting projects such as Talent Development and Organizational development initiatives. Create a positive work environment and partner to foster a synergistic team. Be part of large and important projects such as compensation review and succession planning Enhance systems such as HRIS to complete daily tasks for the company Work to provide a robust total rewards package for all team members. Qualifications: 10+ years of HR experience with a strong background in the foundation of all HR functions within progressive HR leadership experience Bachelor's degree is required and an HR Certification is a plus! Bilingual: Spanish and English is required Experience in the manufacturing industry is highly preferred or similar industry! Ability to manage large company projects! Strong interpersonal and leadership skills. Meet Your Recruiter Lauren Costley| Direct: 210.807.5627| lcostley@deaconrecruiting.com

Job DescriptionDescription: Do you thrive in a dynamic HR environment that requires both tactical and strategic thinking? Are you a proactive leader skilled in setting priorities and offering top-notch customer service in human resources management? Join our team at Prescott HR, where you'll be part of a progressive organization serving some of the top companies as clients. Our HR professionals are more than generalists; they're hands-on strategists and tactical experts. In our fast-paced environment, you'll be pivotal in steering our clients towards success, encompassing a full spectrum of HR Generalist responsibilities such as processing payroll, administering benefits, overseeing recruitment and onboarding, managing employee relations, ensuring compliance with labor laws, developing and implementing HR policies, and actively participating in performance management and employee development initiatives. Prescott HR is a premier fractional HR solution provider, acting as the HR department for small- to mid-sized businesses. As a full-service human resources consulting firm, we have been delivering customized HR solutions to nonprofit, corporate, and government contracting clients since 2015. Our expertise lies in being trusted advisors adept in HR policies, labor, and employment law, committed to refining processes and managing employees to bolster the success of organizations. Role Description: This full-time remote role of Human Resources Consultant involves a blend of strategic planning and tactical execution. You'll manage HR policies, employee relations, and HR compliance for our clients, while also providing advisory services on labor and employment law issues. Responsibilities: Work closely with clients to perform initial assessments, set priorities, and devise strategic solutions to meet both immediate and long-term goals. Plan and execute projects with a strong sense of urgency and a proactive approach, ensuring adherence to deadlines and budgets. Tackle problems head-on during project execution, with a focus on high-quality outcomes and customer satisfaction. Offer creative, forward-thinking solutions to meet client needs, establishing yourself as a trusted advisor. Present completed projects to clients in a consultative manner, assisting in implementation plans and project execution. Communicate regularly with leadership about project progress, engaging others as needed for successful completion. What We Offer: Competitive salary of $90,000 - $100,000 per year, plus performance and new business incentives Medical, dental, vision, company-paid life, short-term and long-term disability insurance, HSA and 401(k) with company match Paid time off and holiday pay Opportunities for professional growth and development. A collaborative and supportive work environment. Remote work environment. Prescott HR is an equal-opportunity employer. We celebrate diversity and are committed to creating an inclusive environment for all employees. Requirements: What You Need to Succeed: 7+ years in Human Resources Manager/Director roles, with a firm grasp of HR laws and compliance. Previous experience as an HR Consultant or an HR Department of One Versatility in working with diverse employers (size, industry, etc.) and in small company settings. Active involvement in HR or related associations is preferred. Bachelor's degree or equivalent experience, with PHR/SPHR or SHRM-CP/SCP certification. Strong client relationship, interpersonal, analytical, time management, negotiation, problem-solving, and communication skills. The ideal candidate will be flexible, organized, and have a strong understanding of HR best practices. They must also have experience in payroll processing and be an expert in HR compliance. This role requires excellent communication skills, attention to detail, and the ability to work independently. The consultant must be able to adapt to changing priorities and handle multiple tasks simultaneously.

I have a client located in Dallas, TX who is looking for a HR Director. If you or any of your colleagues are interested in discussing this opportunity please click Apply Now. In this role you will be a HR Director for a client in the manufacturing/distribution industry. This role is responsible for to provide leadership and strategic direction for all HR functions across the organization. This is a direct hire role that must be performed on-site. Job Requirements: Bachelors Degree in HR or Business a requirement 7+ years of experience as a HR Director Must have a background in strategic leadership Must have a background in Manufacturing or Distribution Strong background in compensation design, performance management, compliance, and change management HR certification preferred (PHR, SPHR, SHRM-CP, SHRM-SCP) Must have a background with HRIS platforms and data-driven reporting Background in Change Management and Corporate Communications Payroll, Benefits, Systems & Administration background Compliance, Risk and Reporting background- must be able to do compliance reporting including: EEO-1, CA Pay Data, wage reporting, 401K audit support, OSHA, DOL, and EEOC requirements Talent, Performance, and Development experience Compensation, incentives and workforce planning experience Background with Strategic Leadership and Governance Limited travel but about 20-25% a year #VIS

Job Summary: We are seeking an undergraduate student to join our team as the Director of Human Resources and Volunteer Management. In this role, you will be responsible for managing the organization's recruitment process, volunteer management, and human resources functions. You will play a critical role in ensuring that our organization can attract and retain the best talent and support our mission of advancing scientific research. Responsibilities: Develop and execute a recruitment strategy to attract and onboard qualified volunteers and unpaid staff. Manage the organization's volunteer program, including recruitment, training, scheduling, and recognition. Ensure that all volunteer and staff records are up-to-date and accurate, and maintain compliance with all relevant legal and regulatory requirements. Assist with onboarding new employees, conducting orientation sessions, and maintaining personnel records. Collaborate with other departments and stakeholders to assess staffing needs and develop job descriptions and qualifications. Support the development and implementation of human resources policies and procedures. Other duties as assigned. Qualifications: Currently enrolled as an undergraduate student in a relevant field (e.g., human resources, business administration, organizational psychology). Strong organizational, communication, and interpersonal skills. Demonstrated ability to work independently and manage multiple tasks and priorities. Familiarity with human resources and volunteer management best practices. Passion for non-profit work and commitment to advancing scientific research.

At Globe Life, we are committed to empowering our employees with the support and opportunities they need to succeed at every stage of their career. We take pride in fostering a caring and innovative culture that enables us to collectively grow and overcome challenges in a connected, collaborative, and mutually respectful environment that calls us to help Make Tomorrow Better. Role Overview: Could you be our next Manager, Workday HR Admin & Product Owner? Globe Life is looking for a Manager, Workday HR Admin & Product Owner to join the team! In this role, you will serve as a key strategic business leader at the intersection of HR process, people, and technology - driving innovation, efficiency, and excellence in our people systems. This role will partner with business leaders and IT to enhance the vision for Workday's HCM functionality, ensuring workflows align with business objectives, meet compliance requirements, and deliver excellent employee experience. Acting as the voice of the customer within HR Technology as the Product Owner, the Manager will collaborate closely with HR leaders, IT technical teams, and stakeholders to translate strategic priorities into scalable Workday solutions that enable data-driven decisions and operational success. As the Manager of the HR Admin team, this role will lead and develop Workday administrators, each specializing in specific workstreams such as Core HCM, Compensation, Benefits, Learning, Talent, and Payroll. The Manager will oversee productivity, ensuring their collective work aligns to a unified product vision and consistently delivers value-driven support to the organization. This is a remote / work-from-home position. What You Will Do: Product Owner Responsibilities: Own and prioritize the product backlog for Workday HCM features based on business value, stakeholder feedback, and technical dependencies. Translate business requirements into detailed user stories with clear acceptance criteria and definition of final deliverables. Collaborate directly with development and configuration teams to ensure user stories are well-defined and actionable. Facilitate sprint planning, backlog refinement, and sprint reviews to maintain development velocity and quality. Conduct regular stakeholder demos and gather feedback to validate deliverables and inform backlog priorities. Make tactical product decisions within the established product roadmap and strategy. Coordinate user acceptance testing and validate that delivered features meet acceptance criteria. Manage release coordination with IT teams to ensure proper testing and deployment processes. Serve as the primary point of contact between HR stakeholders and the technical delivery team. People Leadership Responsibilities: Lead and develop a team of Workday HR administrators across Core HCM, Compensation, Benefits, Talent, Learning, and Payroll modules. Set clear performance expectations and provide regular coaching and feedback to team members. Conduct performance reviews and create individual development plans aligned with career growth objectives. Foster cross-functional collaboration and knowledge sharing among team members to build expertise across modules. Ensure team adherence to governance standards, security protocols, and best practices. Manage team capacity and workload distribution to optimize delivery and prevent burnout. Recruit, onboard, and retain top talent for the Workday administration team. What You Can Bring: Bachelor's degree in business administration, computer science, or related field. 3-5 years Workday HCM experience with hands-on configuration and administration. 2-3 years of leadership experience with technical or HR teams. Workday certification, preferred. Knowledge of employee lifecycle, compensation planning, benefits administration, talent management, and payroll operations. Knowledge of data privacy, compliance requirements, and security protocols. Understanding of Workday APIs, data flows, integration requirements, and system architecture principles. Scrum, sprint planning, backlog management, and user story writing. Able to translate business needs into technical language and specifications. Relationship and expectation management across multiple departments. Able to balance competing priorities based on business value, technical constraints, and stakeholder priorities. Understanding of UAT processes and validation of acceptance criteria. Understanding of HR processes and compliance requirements. Experience creating clear requirements, process maps, and decision logs. Able to translate between technical and business stakeholders. Successful record of leading teams through system updates and process improvements. Development of team members' technical, professional, and specialized functional skills. Able to facilitate successful cross-training programs. Applicable To All Employees of Globe Life Family of Companies: Reliable and predictable attendance of your assigned shift. Ability to work designated hours based on the position specifications. How Globe Life Will Support You: Looking to continue your career in an environment that values your contribution and invests in your growth? We've curated a benefits package that helps to ensure that you don't just work, but thrive at Globe Life: Competitive compensation designed to reflect your expertise and contribution. Comprehensive health, dental, and vision insurance plans because your well-being is fundamental to your performance. Robust life insurance benefits and retirement plans, including company-matched 401 (k) and pension plan. Paid holidays and time off to support a healthy work-life balance. Parental leave to help our employees welcome their new additions. Subsidized all-in-one subscriptions to support your fitness, mindfulness, nutrition, and sleep goals. Company-paid counseling for assistance with mental health, stress management, and work-life balance. Continued education reimbursement eligibility and company-paid FLMI and ICA courses to grow your career. Discounted Texas Rangers tickets for a proud visit to Globe Life Field. Opportunity awaits! Invest in your professional legacy, realize your path, and see the direct impact you can make in a workplace that celebrates and harnesses your unique talents and perspectives to their fullest potential. At Globe Life, your voice matters.

The HRIS Manager serves as a strategic leader and subject matter expert responsible for the vision, implementation, and continuous improvement of Lincoln's HRIS platform (Dayforce). This role drives digital transformation across HR operations, ensuring systems are optimized for scalability, data integrity, compliance, security, and exceptional user experience. The HRIS Manager acts as both a strategic partner and technical leader, working closely with HR, IT, Finance, and business stakeholders to enable smarter, data-driven HR operations. Essential Duties and Responsibilities Serve as the primary subject matter expert and "owner" of the HRIS platform (Dayforce), including system configuration, security administration, and business process design Oversee daily operations, upgrades, integrations, and troubleshooting to ensure optimal system uptime and performance Manage system configuration, user access permissions, role-based security, and workflow customization Ensure data integrity, privacy, and compliance with all relevant laws and company policies through regular audits and policy updates. Develop and deliver advanced analytics, dashboards, and predictive workforce insights for leadership. Closely partner with Finance on headcount reporting and business requirements Automate HR processes and workflows to improve efficiency and reduce manual tasks. Lead end-to-end lifecycle management of HR systems, including system selection, design, integration, scalability, and performance optimization. Support implementation and administration of ERP Implementation, integrating systems across Finance, IT, HR and Workforce Management. Lead cross-functional projects, including system rollouts, upgrades, and integrations while partnering with HR, IT, Finance, and other senior stakeholders to shape cross-functional initiatives that elevate data-driven decision-making and employee experience. Develop and lead system training, change management, and communication strategies to drive user adoption and maximize ROI. Manage vendor relationships, contract negotiations, and platform roadmaps to ensure value, innovation, and service excellence. Perform other duties and responsibilities as assigned. Qualifications 8+ years experience of progressive HR technology leadership experience in a complex or multi-location organization. Dayforce experience strongly preferred. Bachelor's degree in Human Resources, Business Administration, Information Systems or related field. Master's degree preferred. 4-6 years of relevant experience (in addition to the experience otherwise required) may be accepted in place of a degree. Expertise in workforce analytics, building dashboards, and digital HR transformation. Proven success in driving system strategy, change management, and cross-functional collaboration at a leadership level. Strong analytical, problem-solving, and communication skills with the ability to influence at all levels of the organization. Demonstrated leadership in managing teams, budgets, and vendor partnerships within a dynamic business environment. While this role is largely remote, this individual will attend meetings 1-2 times quarterly in the nearest Lincoln office To perform this job successfully, an individual must be able to perform each essential duty satisfactorily. The requirements listed above are representative of the knowledge, skill, and/or ability required. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. About Lincoln Property Company Lincoln Property Company (“Lincoln”) is one of the largest private real estate firms in the United States. Offering a fully integrated platform of real estate services and innovative solutions to owners, investors, lenders and occupiers, Lincoln supports the entire real estate lifecycle across asset types, including office, life science, retail, industrial, data center, production studio, healthcare, government, universities, and mixed-used properties, throughout the United States, United Kingdom, and Europe. Lincoln's combined management and leasing portfolio on behalf of institutional clients includes more than 562 million square feet of commercial space. In addition to providing third-party real estate services, Lincoln has completed over 164 million square feet of development since its inception in 1965 and has another $19.5 billion currently under construction or in the pipeline. For more information, visit: ************ All job offers are contingent on completion of a background check and proof of eligibility to work in the United States. By submitting your information or resume in response to this opportunity, you acknowledge that your personal information will be handled in accordance with the companies privacy policy. Lincoln Property Company does not accept unsolicited resumes from third-party recruiters unless they were contractually engaged by Lincoln Property Company to provide candidates for a specified opening. Any such employment agency, person or entity that submits an unsolicited resume does so with the acknowledgement and agreement that Lincoln Property Company will have the right to hire that applicant at its discretion without any fee owed to the submitting employment agency, person or entity. At this time, we are not working with any agencies.