Human resources business partner jobs in Austin, TX - 140 jobs

Job Description Please note that Jackson Walker is not currently accepting search firm submissions in connection with this opening. Compliance Manager Department: Human Resources Reports To: Chief Human Resources Officer Location: This role can sit in any of Jackson Walker's office locations. (Dallas / Austin / Houston / San Antonio / Fort Worth) FLSA: Exempt POSITION SUMMARY: The Compliance Manager is responsible for overseeing Jackson Walker's firmwide leave of absence programs and ensuring compliance with applicable federal, state, and local employment laws and Firm policies. This role serves as the subject-matter expert for leave administration, working closely with employees, managers, and HR leadership to deliver a consistent, compliant, and employee-centered leave experience. Reporting directly to the Chief Human Resources Officer, this position plays a critical role in managing regulatory compliance, mitigating risk, and supporting the Firm's commitment to operational excellence and employee well-being. ESSENTIAL DUTIES AND RESPONSIBILITIES: Leave Administration & Program Management Administer all firmwide leave programs, including but not limited to FMLA, ADA accommodations, short-term disability, parental leave, secondary leaves, military leave, and applicable state and local leave programs. Partner with the Benefits Department on long-term disability administration. Serve as the primary point of contact for employees and managers regarding leave eligibility, processes, timelines, and documentation requirements. Review and assess leave requests, determine eligibility, and ensure appropriate documentation is obtained and maintained. Track leave usage, manage return-to-work processes, and coordinate transitional or accommodation needs as applicable. Ensure compliance with federal, state, and local employment laws related to leave, accommodations, and wage and hour considerations as they intersect with leave administration. Monitor legislative and regulatory changes impacting leave administration and recommend policy or process updates as needed. Maintain accurate records and documentation to support compliance, audits, and internal reviews. Partner with HR leadership to address complex leave situations and mitigate potential exposure. Background Checks Coordinate and manage pre-employment background checks through RAI (vendor). Work with PG Leaders to run client-driven background checks. Ensure compliance with federal, state, and local laws (e.g., FCRA) governing background screening. Maintain accurate records and documentation of all background check processes. Communicate results to HR; escalate to HR leadership if needed. Compliance Management Develop, implement, and maintain HR compliance policies and procedures aligned with federal, state, and local regulations. Monitor legislative and regulatory changes; advise leadership on necessary updates. Conduct regular audits of HR processes (e.g., onboarding, payroll, benefits, employee relations) to ensure compliance. Oversee compliance with EEOC, ADA, FMLA, wage and hour laws, and other employment regulations. Provide training and guidance to HR staff and managers on compliance topics and best practices. Ensure compliance with federal, state, and local employment laws related to leave, accommodations, and wage and hour consideration as they intersect with leave administration. Monitor legislative and regulatory changes impacting leave administration and recommend policy or process updates as needed. Maintain accurate records and documentation to support compliance, audits, and internal reviews. Partner with HR leadership to address complex leave situations and mitigate potential exposure. Answer questionnaires and survey questions related to HR policies. Policy Development & Process Improvement Develop, review, and maintain leave-related policies, procedures, and employee communications. Create standardized tools, templates, and workflows to ensure consistent application of leave practices across the Firm. Identify opportunities to streamline leave administration processes and improve the employee experience through automation or system enhancements. Support HRIS system configuration related to leave tracking and reporting. Advisory Support & Collaboration Advise managers and HR business partners on leave-related matters, accommodations, and compliance considerations. Provide guidance on sensitive or complex employee situations requiring discretion and sound judgment. Deliver training and education to managers and employees on leave policies, compliance requirements, and best practices. Reporting & Data Management Prepare reports and metrics related to leave utilization, trends, and compliance for HR leadership. Analyze data to identify patterns, risks, or opportunities for improvement. QUALIFICATIONS: Bachelor's degree in Human Resources, Business Administration, or a related field preferred. Minimum 3 years of experience administering employee leave programs and ensuring compliance with employment laws. Demonstrated experience managing FMLA and multi-state leave programs required; law firm or professional services experience preferred. Strong working knowledge of federal, state, and local leave laws and employment regulations. Excellent organizational and time-management skills with the ability to manage multiple priorities and sensitive matters. Strong analytical and problem-solving skills with sound judgment and attention to detail. Excellent written and verbal communication skills with the ability to explain complex policies clearly and professionally. High degree of discretion and professionalism when handling confidential information. Proficiency in HRIS platforms, leave administration systems, and Microsoft Office 365. WORK CONDITIONS: This position operates in a typical professional office environment with standard equipment. The role requires professionalism, discretion, and the ability to manage multiple priorities while maintaining attention to detail. Occasional extended hours may be required during peak periods or complex leave situations. The above is intended to describe the general content of and requirements for the performance of this job. It is not to be construed as an exhaustive statement of essential functions, responsibilities, or requirements. We are proud to be an Equal Opportunity Employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, national origin, age, veteran status, sexual orientation, gender identity, pregnancy, genetic information, or any other characteristic protected by applicable federal, state, or local law and will not be discriminated against on the basis of disability. It is our intention that all qualified applicants are given equal opportunity and that employment decisions be based on job-related factors. If you require a reasonable accommodation to complete the application or interview process, please contact us at *************************************

Ambiq's mission is to enable intelligence everywhere by delivering the lowest power semiconductor solutions. Ambiq is a pioneer and a leading provider of ultra-low-power semiconductor solutions based on our proprietary and patented sub- and near-threshold technologies. With the increasing power requirements of artificial intelligence (AI) computing, our customers are relying on our solutions to deliver AI to edge environments. Our hardware and software innovations fundamentally deliver a multi-fold improvement in power consumption over traditional semiconductor designs without expensive process geometry scaling. We began in 2010 by addressing the power consumption challenges of battery-powered devices at the edge, where they were most pronounced. As of the beginning of 2025, we've shipped more than 280+ million units worldwide. Our innovative and fast-moving teams of design, research, development, production, marketing, sales, and operations are spread across several continents, including the US (Austin), Taiwan (Hsinchu), China (Shanghai and Shenzhen), and Singapore. We value relentless technology innovation, a deep commitment to customer success, collaborative problem-solving, and an enthusiastic pursuit of energy efficiency. We embrace candidates who also share these same values. The successful candidate must be self-motivated, creative, and comfortable learning and driving exciting new technologies. We encourage and nurture an environment that fosters growth and opportunities to work on complex, meaningful, and challenging projects, creating a lasting impact and shaping the future of technology. Join us on our quest for enabling billions of intelligent devices. The intelligence everywhere revolution starts here. This role will be on-site 5 days a week in NW Austin. Scope HR Business Partner, Culture & Capability (a.k.a. The Talent Transformer) We're looking for a strategic, HR Business Partner with responsibility for shaping culture and building organizational capability across our growing teams to join our People & Culture team. This is a Director level role and designed for someone who loves connecting business strategy to people strategy - a true architect of growth, culture, and leadership. You'll partner with senior leaders across the company to drive organizational effectiveness, elevate talent development programs, and cultivate a culture where every employee can thrive. This role combines strategic HR partnership with ownership of building the capabilities of our employees, offering both high visibility and hands-on influence. As our company continues to expand globally, this is an exciting opportunity to build and scale programs that develop leaders, strengthen engagement, and prepare the workforce for what's next. You'll play a pivotal role in shaping our global people strategy, designing career frameworks, and ensuring that learning, performance, and culture are tightly aligned with our business goals. The ideal candidate brings a blend of strategic vision and hands-on execution - someone who thrives at 30,000 feet but isn't afraid to dive into the details when needed. You're passionate about coaching, organizational design, and cultivating an environment where people feel empowered to do their best work. We're a fast-growing, mid-sized company with over 200 employees - and as a close-knit HR team, we operate on trust, collaboration, and a healthy dose of humor. Everyone contributes across multiple areas of HR, so if you love variety and having real influence in shaping the culture, you'll feel right at home here. You'll join a team of talented HR pros who always have each other's backs: Rick Morales, Head of Talent Acquisition & Workforce Planning, our resident “people whisperer” and talent visionary. Gina Barres, Operations Manager extraordinaire, the engine that keeps everything running smoothly. Allie Garza, HR Generalist and fearless commander of the Austin office. Helen Ng, Regional Leader for APAC and champion of global connection and inclusion. And of course, you - the Culture Champion, and Strategic Partner who will help elevate our People & Culture function to the next level. You'll bring global insight, leadership development expertise, and a passion for unlocking potential at every level of the organization. Responsibilities Strategic Partnership • Serve as a HR partner to business leaders, aligning people strategy with company goals and organizational design. • Understand workforce trends and talent needs and provide actionable insights to guide decision-making. • Use people data and analytics to influence talent strategies and drive measurable impact. Performance & Growth Enablement • Lead and refine the performance management process, ensuring clarity, consistency, and fairness. • Coach leaders and managers on effective feedback, performance conversations, and career development. • Identify and develop high-potential talent, creating growth pathways and succession plans that prepare future leaders. Learning & Development • Design and oversee learning programs that strengthen leadership, onboarding, and professional skills. • Implement scalable learning tools (via Paylocity Learning) and partner with external experts for specialized training. • Align all learning initiatives with business goals and evolving skill needs. Culture & Engagement • Drive engagement efforts, from surveys to meaningful follow-up actions that enhance the employee experience. • Champion DEI and well-being initiatives, fostering an inclusive, supportive, and high-performing culture. • Support change management during organizational growth or transformation, ensuring clear communication and alignment. Education and Experience Bachelor's degree in Human Resources, Business Administration, Organizational Development, or a related field; Master's degree preferred. Executive Coaching degree or certification preferred but not required. 10+ years of progressive HR experience, including leadership roles in HR business partnership, talent development, or organizational effectiveness. Proven ability to partner with senior executives and influence decisions through data, insights, and strong business acumen. Demonstrated success in designing and implementing global people programs, such as performance management, leadership development, and succession planning. Experience working within the semiconductor industry or a related high-tech, innovation-driven environment - comfortable navigating complex, fast-paced, and global business dynamics. Knowledge of learning and development strategies that scale across diverse, international teams. Strong understanding of change management, organizational design, and DEI principles. Skilled in leveraging HR analytics and technology platforms (e.g., LMS, HRIS) to inform strategy and measure impact. Exceptional communication, facilitation, and relationship-building skills - capable of inspiring trust and driving alignment across all levels. A confidential, trusted advisor who leads with empathy, integrity, and a genuine passion for helping people and organizations grow. **Must be currently authorized to work in the United States for any employer. We do not sponsor or take over sponsorship of employment visas (now or in the future) for this role. What You Need We're seeking passionate technologists who thrive on pushing boundaries, solving complex challenges, and driving transformative solutions. At Ambiq, you'll collaborate with a dynamic team that values relentless innovation, customer-centric thinking, and continuous learning. If you're a self-motivated, creative problem-solver eager to push technological limits and make a meaningful impact in energy efficiency, this is your opportunity to grow, excel, and turn groundbreaking ideas into reality. Most importantly, the successful candidate will be able to live the Ambiq Shared Values: Innovate: We tenaciously find ways to break down the barriers to possible solutions Collaborate: We proactively communicate and encourage each other to be better. Focus: We keep the voice of the customer at the center of everything we do. Learn: We strive for continuous improvement and are always curious. Achieve: We execute on quality and follow through on our commitments.

The HR Business Partner will serve as a trusted advisor and partner for select functional groups to assist with all areas of HR, including recruiting, employee relations, training and development, program development, performance management, compensation and benefits. The HR Business Partner must have general knowledge in most areas of HR and demonstrate mastery of at least one functional/technical area of human resource management. ESSENTIAL DUTIES AND RESPONSIBILITIES include the following. Other related duties and responsibilities may be assigned. Work with assigned client group(s) in the following areas Partners, consults, and advises supervisors, managers, and directors of assigned client group on HR issues such as organizational structure, staffing needs, compensation, disciplinary action, etc. Recruitment / employment of all levels of employees, including advertising, interviewing, reference checks, drug screening, employment offers and other related activities. Resolves employee relations issues as necessary including employee concerns, counseling, and guiding supervisors & managers on appropriate and effective methods and documenting requirements for various employee relations issues. Accurately processes paperwork for benefits and payroll changes for employees including, medical, dental, 401k, life insurance, and other benefits and departmental transfers/job changes. Conducts new employee orientation as necessary. Responds timely and professionally to employees' questions concerning benefits, policies, compensation, and other HR-related matters and procedures. Performs exit interviews and completes checklists for terminating employees. Maintains responsibility for and administration of at least one functional/technical area of human resource management (HRIS, Benefits Administration, Training & Development, Organizational Effectiveness, Safety, etc.). Cross trains other human resource personnel on processes and procedures pertaining to functional/technical area of expertise. Models respect for others, professionalism, and integrity in their interactions with others. Regular attendance is an essential function of this position. Compliance with applicable Company policies concerning maintaining a drug free workplace is required. Compliance with all Company policies is required, including adherence to Company ISO 9001 Standards Company Affirmative Action Plan and Company Safety procedures Incorporate the Standards of Excellence as outlined by TWMC (Pride, Desire, Teamwork, Attention to Detail, and follow-through) into daily activities in order to create a Total Quality environment through personal commitment to excellence. Other functions as required (non-essential functions) SCOPE, PURPOSE, & FREQUENCY OF CONTACTS To have daily contact with Employees and Managers to provide advice, information and assistance. Also, contact with outside vendors for current and potential services for TWMC. QUALIFICATIONS To perform this job successfully, an individual must be able to perform each essential duty satisfactorily. The requirements listed below are representative of the knowledge, skills, and/or abilities required. EDUCATION and/or EXPERIENCE Bachelor's degree (B. A.) from four-year college or university; and three to five years related experience and/or training; or equivalent combination of education and experience. Working within a manufacturing organization a plus. SKILLS AND ABILITIES Must be able to communicate effectively and professionally with employees at all levels. Must possess high levels of emotional intelligence. Must be able to maintain high level of sensitivity and confidentiality. Must possess and apply advanced level of knowledge in at least one functional/technical area of human resource management; may require advanced computer skills with specific applications, advanced knowledge of benefits regulatory environment, or advanced knowledge of recruiting/staffing strategies and programs. Must be able to effectively use and learn computer programs software and other programs, including Word, Excel, PowerPoint. Experience with UKG (HRIS) or other HRIS is required. LANGUAGE SKILLS English is required; a working knowledge of Spanish is a plus. Ability to read, analyze, and interpret general business periodicals, professional journals, technical procedures, or governmental regulations. Ability to write reports, business correspondence, and procedure manuals. Ability to effectively present information and respond to questions from groups of managers, clients, customers, and the general public. REASONING ABILITY Strong reasoning skill: Ability to solve practical problems and deal with a variety of concrete variables in situations where only limited standardization exists. Ability to interpret a variety of instructions furnished in written, oral, diagram, or schedule form. CERTIFICATES, LICENSES, REGISTRATIONS None required. PHR, SPHR, SHRM-CP or SCP preferred. PHYSICAL DEMANDS The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. While performing the duties of this job, the employee is frequently required to stand; walk; sit; use hands to finger, handle, or feel; reach with hands and arms; and talk or hear. The employee must occasionally lift and/or move up to 10 pounds. Specific vision abilities required by this job include close vision, distance vision, color vision, peripheral vision, depth perception, and ability to adjust focus. WORK ENVIRONMENT The work environment characteristics described here are representative of those an employee encounters while performing the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. While performing the duties of this job, the employee is occasionally exposed to moving mechanical parts. The noise level in the work environment is usually moderate. MANAGEMENT DISCLAIMER TECO-Westinghouse Motor Company's (TWMC) Management reserves the right to revise, change or modify the duties and responsibilities of this position at any time to meet business and organizational needs. This position description may not list all duties for this position. The incumbent in the position may be asked to perform other duties. This position description is not a contract for employment and either the incumbent or TWMC may terminate employment at any time, for any reason.

Who We Are Since 1955, we have been on a mission To Passionately Feed Millions Daily with High Quality Food People Enjoy! We are a third-generation family-owned and professionally managed organization with a commitment to strategic growth. We continue to be successful because of talented people, just like you, who choose to join our family and call E.A. Sween home. We pride ourselves on fostering a welcoming, respectful, and rewarding culture where employees are encouraged to bring their whole selves to work each and every day. At E.A. Sween, our team members are seen, heard, and appreciated not just for what they do, but for who they are. We hope you'll join us! What We're Seeking E.A. Sween Company is looking for an experienced and motivated Associate HR Business Partner to provide hands-on HR support within a fast-paced food manufacturing and logistics distribution environment. This role bridges day-to-day HR operations and strategic business needs, supporting leaders and employees while partnering closely with the HR Business Partner. Compensation: The target salary range for this position is $65,000 - $70,000 annually, consistent with our internal compensation framework. This position is classified as Grade 13, with a full pay range of $64,327.67 to $96,545.96. You are eligible for an incentive bonus up to 5% of your annual salary, prorated based on your start date. Final pay will be determined by your experience, skills, internal equity, and available budget. What You'll Do (Responsibilities) Employee Relations & Engagement: • Serve as the first point of contact for employees and supervisors regarding HR-related inquiries, fostering a responsive and supportive environment. • Support investigations and resolution of employee relations matters in partnership with the HR Business Partner. • Help drive employee engagement through recognition programs and culture-building initiatives that reflect E.A. Sween's values. Talent Acquisition & Onboarding: • Collaborate with Talent Acquisition to recruit for hourly and select salaried roles, ensuring alignment with business needs. • Coordinate and enhance onboarding programs to deliver a seamless and welcoming experience for new team members. • Monitor 30/60/90-day check-ins and contribute to retention strategies that support long-term employee success. Performance Management & Development: • Guide leaders through the performance review and merit processes, ensuring consistency and fairness. • Provide coaching to supervisors on effective performance conversations and progressive discipline practices. • Track and support training initiatives, including leadership development and compliance programs. Compensation & Benefits: • Serve as a resource for employees and managers on compensation policies and benefit offerings. • Assist with annual merit cycles and support market data reviews to maintain competitive pay practices. Compliance & HR Operations: • Ensure compliance with federal, state, and local employment laws (e.g., EEOC, FMLA, ADA, FLSA). • Partner with Safety and Operations teams on workers' compensation and Fit for Work programs. • Maintain HRIS data integrity, prepare HR metrics reports, and recommend process improvements. • Support Employee Resource Center (ERC) functions including onboarding coordination, electronic filing, new hire setup, and other administrative HR tasks to ensure accurate records and a seamless employee experience. • Collaborate with the HRBP and ERC team to streamline processes, improve onboarding workflows, and uphold consistency in documentation and compliance standards. Business Partnership: • Work closely with the HRBP and site leadership to understand business goals and workforce needs. • Support projects in labor relations, staffing models, and workforce planning. • Provide HR insights to help drive operational excellence and continuous improvement. What You'll Need (Qualifications) Bachelor's degree in Human Resources, Business Administration, or related field (or equivalent experience). 2-4 years of progressive HR experience in manufacturing and/or logistics/distribution environments. Experience supporting both hourly and salaried employee populations. Strong foundation in HR operations, including employee relations, onboarding, interviewing, and compliance support. Demonstrated ability to partner with leaders under guidance of a senior HRBP to implement HR programs and policies. Ability to balance tactical execution with learning and development toward broader HRBP responsibilities. Strong knowledge of employment law and HR best practices. Excellent communication, facilitation, and relationship-building skills. Ability to handle sensitive information with discretion and confidentiality. Proficiency with HRIS systems (e.g., UKG, Workday) and MS Office Suite. Comfort working in a fast-paced, multi-shift operation. Preferred: • PHR or SHRM-CP certification. • Experience in union or labor relations is a plus. How You'll Find Success at EAS Value People Most of All: Show respect & care, embrace diversity, and empower others. Commit to Safety Everyday: See something say something do something, practice safe behavior, and celebrate safety success. Invest in Our Company to Thrive: Share ideas to improve, learn & grow, and embrace change. Think Before Doing And Act Decisively: Make thoughtful decisions, work together to find solutions, and do what's right. Welcome Constructive Straight Talk: Be honest and respectful even when difficult, be open to ideas and feedback, and ask questions to understand. Serve Up Exceptional Experiences: Provide value to customers, take pride in your work, and help others to be successful. Enjoy What You Do!: Have a positive attitude, Live the Spirit of E.A. Sween, and celebrate success. What We Offer E.A. Sween is proud to offer a comprehensive benefits package designed to support the health, financial security, and well-being of our team members. Benefits include: • Medical, Dental, and Vision Insurance • Paid Time Off (PTO) • 8 Paid Holidays • Company-Paid Life Insurance • 401(k) with Company Match - fully vested after 2 years • Short-Term and Long-Term Disability Plans • Tuition Reimbursement • Employee Recognition Program (Boss Bucks)

This position provides professional consultation in human resources best practices that support the university and/or agency in achieving stated goals and objectives. Employees may serve as lead consultant, program manager and/or project manager; in these roles, employees may supervise staff. Employees understand and can articulate the relationship between HR programs and activities and the organization's successful mission accomplishment. Work involves developing and maintaining productive collaborative work relationships and assessing and responding to apparent and underlying client needs. Employees interpret policies and practices in context of the client's needs and in alignment with the organization's best interests and advise clients regarding decisions that are impacted by laws, policies, and procedures. Employees function with a high level of integrity, independence and participate in policy, service, and/or program development. Employees research, facilitate, negotiate, develop and document innovative solutions to human resources issues tailored to the requirements of the client and the organization. Employees are assigned to one or more specialties, such as: benefits administration; career planning; classification; compensation; employee retention and organizational culture enhancement; employee relations; employment; environment, safety and health; equal employment opportunity; HR Information Systems; international employment; legal compliance; payroll; policy administration; organizational design; staff development; talent management; workforce planning and/or closely related programs. Employees maintain confidentiality within established parameters. Employees may serve as lead consultant, program manager and/or project manager; in these roles, employees may supervise staff. Required Qualifications Bachelor's degree and two years of progressively responsible professional human resources management experience; or an equivalent combination of training and experience. All degrees must be from appropriately accredited institutions.

This position oversees the strategic direction, planning, coordination, administration, and evaluation of the human resources function at ABoR. The Director is responsible for developing and ensuring effective implementation of plans, systems, policies and processes for workforce planning, talent acquisition, talent development, employee engagement, onboarding, orientation, legal compliance and recordkeeping, employee relations, compensation, and benefits. Essential Duties and Responsibilities: To perform this job successfully, an individual must be able to perform the following satisfactorily; other duties may be assigned. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. Directs the development and administration of company-wide human resources policies and practices in accordance with ABOR objectives and state and federal legal requirements. Manage benefits, compensation, and payroll coordination in collaboration with Finance and external vendors. Design and manage employee engagement surveys and action plans. Develop and implement HR strategies aligned with organizational goals. Oversee performance management processes including goal setting, evaluations, and feedback. Lead the recruitment and hiring strategy to attract top talent. Design and manage onboarding and orientation programs to ensure successful integration of new hires. Identify needs of employee base and implement programs and initiatives that support a healthy organization culture. Ensures all virtual in-person, and hybrid curriculum, required all-hands meetings, training and staff development days are coordinated, organized, and executed, including logistics of hosting, room reservations, IT needs, staff registration, set up and break down. Coordinate, schedule, and provide support for ABoR leaders when engaging in the hiring process, discipline process, and performance evaluation process. Provide customer support to internal stakeholders via all communication channels. Advises and assists senior management on human resources management issues. Keep up with all industry changes and trends. Oversees employee-relations activities and programs including but not limited to employee counseling, interpretation of policies, new employee onboarding and orientation, and employee recognition programs. Reviews and analyzes wage and salary reports and data to establish competitive compensation plans. Lead and oversee management of sensitive staff issues. Manage fast-paced environment and industry changes with ease and proactively disseminate information to employees as needed. Administer all transactions and processes in the HRIS system. Ensure compliance with federal, state, and local labor laws and regulations and fiduciary obligations. Special projects as assigned. Qualifications: The requirements listed below are representative of the knowledge, skill, and/or ability required. Master's degree in human resources, Business Administration, or related field. 7+ years of progressive HR experience, including 2+ years in a leadership role. Experience in a small to mid-sized company (25-100 employees) preferred. Experience with HRIS systems (Paycor preferred). Experience in benefit and retirement plan administration. Experience in employee relations and talent management. Strong knowledge of employment law, HR systems, and best practices. Excellent communication, leadership, and problem-solving skills. High integrity and ability to handle confidential information with discretion. Ability to work in a hybrid work environment, from home and in-person. Ability to appropriately handle normal stress and interaction with others. Ability to demonstrate each of the ABoR Core Competencies.

Job DescriptionSummary This leadership role partners with the executive team to align people strategies with business goals, fostering a high-performance culture in a fast-paced, multi-unit restaurant business. Tacodeli currently operates approximately 15 restaurants across Austin, Dallas, & Houston markets. This position will have 2 direct reports as part of the HR team. KEY RESPONSIBILITIES Training & Development: Design, implement, and oversee comprehensive training programs, including new hire onboarding, ongoing skill development, leadership training, and role-specific certifications. Partner with operations leaders to create career progression pathways, including management-in-training programs, to promote internal growth and retention. Talent Acquisition & Recruitment: Leads talent acquisition, overseeing the recruitment and selection process to ensure the organization attracts and hires qualified candidates. This includes developing recruiting strategies and working closely with hiring leaders Compensation, Benefits, & Performance Management: Researches, develops, and implements competitive compensation, benefits, performance appraisal, and employee incentive programs. Develops and implements performance management to assess employee performance, provide feedback, and establish goals and development plans. Employee Relations & Culture: Manages employee relations and ensures a positive work environment. Serve as a trusted advisor on employee issues, investigations, and conflict resolution. Compliance & Risk Management: Ensures compliance with employment, benefits, insurance, safety, and other laws, regulations, and requirements. Maintains knowledge of laws, regulations, and best practices in employment law, human resources, and talent management. Strategic HR Leadership: Collaborates with executive leadership to define the organization's long-term mission and goals; identifies ways to support this mission and is involved in broader organizational strategies. Identifies key performance indicators for the organization's human resource and talent management functions; assesses the organization's success and market competitiveness based on these metrics. WHAT WE OFFER: Competitive compensation with a quarterly performance bonus program Paid Time Off (PTO) program Health, Dental, Vision 401k enrollment with company match (eligible after 1 year of service) Tuition Reimbursement up to $2,000 (eligible after 1 year of service) Casual work environment - celebrate your authentic individuality Leadership development opportunities - we aim to promote from within our organization REQUIRED KNOWLEDGE, SKILLS & ABILITIES 7+ years of progressive HR experience, with at least 3-5 years in a senior role within the restaurant, hospitality, or foodservice industry (multi-unit experience strongly preferred). Bachelor's degree in Human Resources, Business Administration, or related field; Master's or HR certifications (SHRM-CP/SCP, PHR/SPHR) preferred Proven expertise in training program design and delivery, ideally in high-volume or fast-casual/fine-dining environments Strong knowledge of Texas labor laws, hospitality-specific challenges (e.g., tipped wages, flexible scheduling), and tools like HRIS systems Bilingual (English/Spanish) is a plus in Austin's diverse workforce Excellent leadership, communication, and interpersonal skills; ability to thrive in a hands-on, guest-facing industry Physical/Mental Requirements: Prolonged periods of sitting at a desk and working on a computer. Ability to travel outside of Austin occasionally (primarily to Dallas & Houston) Ability to lift up to 10 pounds frequently and up to 50 pounds occasionally The purpose of this position description is to serve as a general summary and overview of the major duties and responsibilities of the job. It is not intended to represent the entirety of the job nor is it intended to be all-inclusive. Therefore, the position may be required or requested to perform other work duties not specifically listed herein . Management reserves the right to modify, defer or rescind this position description at any time, with or without prior notice.

Responsible for all employee benefits, recruiting, and ensuring that our institution is compliant with all state and federal laws. Preferred Qualifications At least 10 years of experience working as HR in the Education industry. Has supervised other employees for at least 10 years. Masters degree preferred.

This leadership role partners with the executive team to align people strategies with business goals, fostering a high-performance culture in a fast-paced, multi-unit restaurant business. Tacodeli currently operates approximately 15 restaurants across Austin, Dallas, & Houston markets. This position will have 2 direct reports as part of the HR team. KEY RESPONSIBILITIES Training & Development: Design, implement, and oversee comprehensive training programs, including new hire onboarding, ongoing skill development, leadership training, and role-specific certifications. Partner with operations leaders to create career progression pathways, including management-in-training programs, to promote internal growth and retention. Talent Acquisition & Recruitment: Leads talent acquisition, overseeing the recruitment and selection process to ensure the organization attracts and hires qualified candidates. This includes developing recruiting strategies and working closely with hiring leaders Compensation, Benefits, & Performance Management: Researches, develops, and implements competitive compensation, benefits, performance appraisal, and employee incentive programs. Develops and implements performance management to assess employee performance, provide feedback, and establish goals and development plans. Employee Relations & Culture: Manages employee relations and ensures a positive work environment. Serve as a trusted advisor on employee issues, investigations, and conflict resolution. Compliance & Risk Management: Ensures compliance with employment, benefits, insurance, safety, and other laws, regulations, and requirements. Maintains knowledge of laws, regulations, and best practices in employment law, human resources, and talent management. Strategic HR Leadership: Collaborates with executive leadership to define the organization's long-term mission and goals; identifies ways to support this mission and is involved in broader organizational strategies. Identifies key performance indicators for the organization's human resource and talent management functions; assesses the organization's success and market competitiveness based on these metrics. WHAT WE OFFER: Competitive compensation with a quarterly performance bonus program Paid Time Off (PTO) program Health, Dental, Vision 401k enrollment with company match (eligible after 1 year of service) Tuition Reimbursement up to $2,000 (eligible after 1 year of service) Casual work environment - celebrate your authentic individuality Leadership development opportunities - we aim to promote from within our organization REQUIRED KNOWLEDGE, SKILLS & ABILITIES 7+ years of progressive HR experience, with at least 3-5 years in a senior role within the restaurant, hospitality, or foodservice industry (multi-unit experience strongly preferred). Bachelor's degree in Human Resources, Business Administration, or related field; Master's or HR certifications (SHRM-CP/SCP, PHR/SPHR) preferred Proven expertise in training program design and delivery, ideally in high-volume or fast-casual/fine-dining environments Strong knowledge of Texas labor laws, hospitality-specific challenges (e.g., tipped wages, flexible scheduling), and tools like HRIS systems Bilingual (English/Spanish) is a plus in Austin's diverse workforce Excellent leadership, communication, and interpersonal skills; ability to thrive in a hands-on, guest-facing industry Physical/Mental Requirements: Prolonged periods of sitting at a desk and working on a computer. Ability to travel outside of Austin occasionally (primarily to Dallas & Houston) Ability to lift up to 10 pounds frequently and up to 50 pounds occasionally The purpose of this position description is to serve as a general summary and overview of the major duties and responsibilities of the job. It is not intended to represent the entirety of the job nor is it intended to be all-inclusive. Therefore, the position may be required or requested to perform other work duties not specifically listed herein . Management reserves the right to modify, defer or rescind this position description at any time, with or without prior notice.

. Duties include, but are not limited to: * Develops, plans, and implements human resource goals and objectives; develops, implements, and administers the City's personnel policies and procedures. * Organizes department resources in accordance with established goals and objectives; evaluates service delivery alternatives and adjusts as deemed appropriate. * Coordinates department activities with those of other City departments as well as outside agencies and organizations; provides staff assistance to the City Manager and City Council; prepares and presents staff reports and other necessary correspondence. * Directs, oversees, and participates in the development of the Department's work plan; assigns work activities, projects and programs; monitors workflow; review and evaluate work products, methods and procedures. * Supervises and participates in the development and administration of the Human Resources Department budget; directs the forecast of funds needed for staffing, equipment, materials, and supplies: monitors and approve expenditures; implements mid-year adjustments. * Advise, counsel and assist operating departments and employees on matters pertaining to City personnel policies and practices. * Performs professional and technical duties related to classification, compensation, recruitment, staff development and benefit administration; prepares related documentation including draft contracts, advertising, job descriptions and training outlines. * Selects, trains, team build, and evaluates assigned staff; provides or coordinate staff training; works with assigned employees to correct deficiencies; implements discipline and termination procedures. * Represents the City to outside groups and organizations; participates in outside community and professional groups and committees; provides technical assistance as necessary. * Coordinate daily benefits processing. Handle enrollments, COBRA, terminations, changes, beneficiaries, disability, accident and death claims, rollovers, distributions, loans, and compliance testing. * Researches and prepares technical and administrative reports and studies; prepares written correspondence as necessary; provides periodic reports on Department activities to City Manager and City Council; attends City Council and other meetings as required. * Assists all City departments regarding budgetary needs for staffing compensation and classification, vehicle and equipment liability, and organizational needs. * Assists accounts payable, accounts receivable, and is considered back-up to the Finance Director. * Oversees and manages the full payroll process for the City, ensuring timely and accurate compensation for all municipal employees. Responsibilities include reviewing and validating time records, coordinating with department supervisors for compliance, and entering or approving payroll data in accordance with City policies, labor agreements, and state/federal regulations.

Join Kimbrough Legal PLLC as Talent & Culture Manager Are you an experienced people-focused HR professional seeking a new challenge? Kimbrough Legal, a leading law firm in Austin, is excited to announce the Talent & Culture Manager position. Join our team and become an integral part of our mission to provide Growth-oriented, Dependability-centered legal services to our valued clients. As Talent & Culture Manager, you'll partner closely with the Director of Operations and Leadership to support efforts on benefits, hiring, employee lifecycle management, compliance, employee engagement, client engagement, firm culture, professional development, networking, training, and performance management. This role offers a mix of strategic and administrative responsibilities and is ideal for someone passionate about creating an inclusive, compliant, and high-performing workplace. The ideal candidate should have 4+ years of HR experience working at a law firm with hybrid employees within the state of Texas. Position Summary The Talent & Culture Manager will lead and support core human resources functions while championing employee engagement, retention, and development. This position blends tactical HR duties with strategic culture-building work to ensure our team members are supported, high-performing, and aligned with our firm's mission. Work Environment 30-40 hours per week Hybrid schedule (2-3 days/week in our Austin office) Collaborative, team-oriented workplace with a focus on results and well-being Why Join Our Team: If you're ready to make a profound impact as a Talent Culture Manager with a thriving law firm and possess the drive to excel in a growth-oriented environment, we invite you to apply. Our firm offers an exceptional opportunity for both personal and professional growth as we continue to evolve and succeed. Embrace the journey of shaping the future of our firm while reaping the rewards of your dedication and expertise. If you're ready to take your legal career to the next level as a Talent Culture Manager, apply now to join our dynamic team at Kimbrough Legal! Recruitment & Onboarding Manage full-cycle recruiting, including job postings, resume screening, interviews, and candidate communications Collaborate with department leads to forecast staff needs and adjust job descriptions Coordinate background checks, offer letters, and onboarding processes to ensure the smooth integration of new hires Own and continuously improve our new hire onboarding experience to reflect the client-first culture HR Administration & Compliance Maintain accurate employee records, HRIS systems, and documentation in compliance with federal and Texas employment laws Support the execution of payroll and benefits administration Ensure firm-wide compliance with labor laws, internal policies, and training requirements (e.g., CLE tracking, employee handbook updates) Employee Relations & Performance Serve as a trusted resource for team members regarding policies, benefits, leave, and workplace concerns Document performance issues and collaborate with leadership to implement improvement plans when needed Assist with regular check-ins and 90-day, annual, and exit reviews Monitor retention data, conduct stay interviews, and recommend proactive engagement strategies Culture, Engagement, & Development Plan and execute firm-wide employee recognition, wellness, and team-building initiatives Support coordination of firm retreats, staff appreciation efforts, and volunteer/service opportunities Collaborate with leadership on professional development programming (CLEs, mentorship, growth plans) Lead efforts to improve diversity, equity, and inclusion across the firm Promote a culture of accountability, transparency, and positivity Strategic Initiatives & Growth Support Analyze HR and team performance data to help guide hiring and culture decisions Partner with the Director of Operations and leadership on talent strategy and organizational planning Participate in strategic projects, including policy updates, internal communication improvements, and efficiency initiatives Ideal Candidate Profile Experience: 3-5 years of HR experience in professional services, legal, or high-growth company preferred Education: Bachelor's degree in human resources, Business, Psychology, or related field preferred, such as SHRM-CP, PHR, or similar certification a plus Skills: Exceptional written and verbal communication, strong attention to detail, tech-savvy (Gusto, Monday, Excel, etc) Mindset: A proactive problem solver who values people, systems, and results and aligns with a mission-driven, collaborative culture

Join our Kestra Talent Network! If you're unable to find what you're searching for but still want to remain connected, you can submit your resume, and we'll get in touch with you if any relevant opportunities arise. In the meantime, feel free to keep up with what we've been up to: LinkedIn opportunities The Kestra Talent Acquisition Team

**_What HR Information Systems contributes to Cardinal Health_** Human Resources designs, implements and delivers human resource programs and policies, including recruitment, talent management, diversity and inclusion, compensation and benefits, among others. This function anticipates and plans for long-term human resource needs in alignment with business strategies. HR Information Systems creates, tests and implements HR service delivery strategies and support HR business processes using HR information systems. This job family selects and manages relationships with HRIS vendors, identifies HRIS needs and capabilities, and tests new features of the system as they are implemented. HR Information Systems also processes employee information, maintains employee records and prepares statistical summaries and reports from the HRIS to support management and other internal stakeholders. **_Responsibilities_** + Monitors HR information needs and designs new or modifies existing functional processes to meet changing requirements. + Researches, analyzes, designs, maintains and communicates functional processes & solutions in support of human resource administration and projects. + Analyzes, develops and documents enterprise HR business processes aligned to HR policies and programs. + Understands and analyzes HR data relationships across all business processes and solutions. + Identifies root cause, evaluates enterprise impacts and develops solutions for data and business process breakdowns. + Owns HR data governance by ensuring overall understanding of related policies and that processes and practices incorporate appropriate data protection activity. **_Qualifications_** + Bachelor's degree in related field, or equivalent work experience, preferred + 4-8 years of experience supporting Workday, preferred + Experience with full life-cycle support of Workday modules including requirements gathering, configuration and testing strongly preferred **_What is expected of you and others at this level_** + Applies comprehensive knowledge and a thorough understanding of concepts, principles, and technical capabilities to perform varied tasks and projects + May contribute to the development of policies and procedures + Works on complex projects of large scope + Develops technical solutions to a wide range of difficult problems + Solutions are innovative and consistent with organization objectives + Completes work; independently receives general guidance on new projects + Work reviewed for purpose of meeting objectives + May act as a mentor to less experienced colleagues **Anticipated salary range:** $80,900-127,050 **Bonus eligible** : No **Benefits:** Cardinal Health offers a wide variety of benefits and programs to support health and well-being. + Medical, dental and vision coverage + Paid time off plan + Health savings account (HSA) + 401k savings plan + Access to wages before pay day with my FlexPay + Flexible spending accounts (FSAs) + Short- and long-term disability coverage + Work-Life resources + Paid parental leave + Healthy lifestyle programs **Application window anticipated to close** : 1/21/2026 *if interested in opportunity, please submit application as soon as possible _The salary range listed is an estimate. Pay at Cardinal Health is determined by multiple factors including, but not limited to, a candidate's geographical location, relevant education, experience and skills and an evaluation of internal pay equity._ _Candidates who are back-to-work, people with disabilities, without a college degree, and Veterans are encouraged to apply._ _Cardinal Health supports an inclusive workplace that values diversity of thought, experience and background. We celebrate the power of our differences to create better solutions for our customers by ensuring employees can be their authentic selves each day. Cardinal Health is an Equal_ _Opportunity/Affirmative_ _Action employer. All qualified applicants will receive consideration for employment without regard to race, religion, color, national origin, ancestry, age, physical or mental disability, sex, sexual orientation, gender identity/expression, pregnancy, veteran status, marital status, creed, status with regard to public assistance, genetic status or any other status protected by federal, state or local law._ _To read and review this privacy notice click_ here (***************************************************************************************************************************

Primary Purpose: Responsible for supporting the chief human resources officer (CHRO) in overall management of the district's human resources function. Supports the strategic planning and implementation of human resources programs to include professional and auxiliary staffing, wage and salary administration, leave administration, performance appraisal, employee relations, and benefits. Implement legally sound and effective human resources management programs, policies, and practices. Qualifications/Certifications Bachelor's degree in human resources, organizational development, business, public administration or Education Texas Teacher or Administrator Certification (Preferred) Special Knowledge/Skills: * Ability to interpret and implement policy and procedures * Strong communication, public relations and interpersonal skills * Knowledge of the selection, training and supervision of personnel * Ability to maintain high level of confidentiality * Knowledge of wage, salary and benefits * Ability to interpret data * Knowledge of certification, school employment law and hearings * Ability to manage budget and personnel * Ability to use software to develop spreadsheets, perform data analysis, and do word processing * Ability to speak effectively before groups of employees, the school board, or other organizations Experience: * Must have 2 years of successful administrative experience * Must have 2 years of Human Resource Management experience in the private or public sector Major Responsibilities and Duties: Human Resources Department Management * Assist in implementing a plan for addressing HR training needs throughout the school district and develop and plan training programs to meet the established needs. Oversee and implement both on-going and special interest training programs. * Direct the day-to-day operations of the human resources department, including planning, development, coordination, and evaluation of operations and implementing department goals and objectives. * Oversee and coordinate employee performance appraisal systems and ensure that supervisors have proper training. Assist supervisors and principals with employee counseling, improvement plans, and due-process procedures, where needed. * Assist with selection, training, supervision, and evaluation of HR staff and make sound recommendations relative to assignment, retention, discipline, and dismissal. * Ensure district compliance with federal and state laws and regulations. * Maintain and ensure implementation of the department's section of the District Improvement Plan. Employment * Support efforts to work with principals and other administrators to forecast staffing needs and develop staffing plans. Develop and implement recruitment and retention strategies and a screening and selection process for all employees. * Ensure that all teachers are highly qualified and have the appropriate credentials for assignments. * Maintain a system for new employees to acquire appropriate information, support, and training necessary for success on the job. * Oversee and coordinate employee performance appraisal systems and ensure that supervisors have proper training. Assist supervisors and principals with employee counseling, improvement plans, and due-process procedures, where needed. Compensation and Benefits * Oversee and manage the district's compensation program including job descriptions, salary surveys, and position reclassifications. * Implement, administer, and monitor procedures for salary administration and placement of new hires. Employee Relations * Take a proactive role in identifying and responding to employee issues; work in collaboration with district leadership to ensure preemptive and effective employee communications. * Support administration of the employee grievance procedure adopted by the board. Assist CHRO with investigation, analysis, and decision-making process regarding personnel problems and/or other related policy issues. * Interpret policies and procedures and ensure support of directors, officers, employees and other government agencies on employment, record keeping, retirement, grievance and other personnel matters and procedures. * Conduct annual research regarding employee satisfaction, morale, and communications. Monitor employee retention and turnover through analysis of data and exit interviews. Coordinate effective districtwide employee recognition programs. * Update employee handbook and personnel directory annually and distribute to employees. Ensure procedures are followed to inform employees of personnel policies, procedures, and programs that affect them. Records * Support personnel records management and help ensure compliance with the state records management program. * Compile, maintain, and file all reports, records, and other documents as required. Other * Prepare and deliver written and oral presentations on HR and management issues to employees. * Stay abreast of current research and best practices in human resources management and development in educational and non-education-related settings, and adjust plans, policies and procedures accordingly. * Ensure compliance with local, state and federal employment laws. Stay abreast of state and federal public policy changes that could impact the district. * Follow district safety protocols and emergency procedures. * Demonstrate principles of the Manor ISD People Experience. Supervisory Responsibilities: May supervise, evaluate, and recommend hiring and firing of human resources department employees. Equipment, Software and Platforms Used: Personal computer and peripherals; standard instructional equipment; social media platforms; job posting platforms; design and electronic workflow platforms Working Conditions The working conditions described are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions and expectations. Mental Demands: Maintain emotional control under stress Work with frequent interruptions Physical Demands: Lifting (15-44 pounds) Carrying (15-44 pounds) Sitting Standing Bending/Stooping Kneeling Pushing/Pulling Repetitive hand motions Keyboarding/mouse Speaking clearly Hearing Environmental Factors: Work inside/outside Exposure to noise Work prolonged or irregular hours

Primary Purpose: Work with the Chief of Human Resources to manage district human resource activities to ensure legally sound and effective human resource management practices. Responsible for wage and salary administration, leave administration and employee communications. Maintain computerized/automated data base systems as it relates to payroll and other personnel functions. Qualifications: Education/Certification Master's Degree Preferred Special Knowledge/Skills: Knowledgeable of professional and paraprofessional certification/permits, FMLA, hiring procedures/government requirements, and PEIMS Proficient technology skills (word processing, data base management, and file maintenance) and payroll/accounting skills Effective communication and interpersonal skills to work with all levels of employees Ability to take initiative for projects Ability to interpret policy, procedures and data Knowledge of school employment law and hearing procedures Experience Three years of related work experience Major Responsibilities and Duties: Employment * Oversee the district application and screening process and ensure that the district is represented as an attractive employer. * Help facilitate the contract renewal and nonrenewal process. * Plan, evaluate, and administer equal employment opportunity provisions and work cooperatively with others to ensure compliance with federal and state laws and regulations. * Assist supervisory personnel in conducting due-process procedures. Certification Oversee the necessary processing for issuance and renewal of state certificates and permits. * Assist Chief of Human Resources with the certification of teachers and paraprofessionals. * Maintain accurate and updated lists of teachers with certification deficiencies. * Assume responsibility of the preparation of applications for teacher certification that are to be mailed in a timely basis to the State Board for Educator Certification and/or universities. * Request deficiency plans from universities/employee when necessary for employees with certification deficiencies. * Maintain contact with SBEC to keep current on certification policies and procedures. Records, Reports, and Correspondence * Serve as the primary custodian of all employee records (physical and computer) * Process and maintain applications for personnel positions, conduct Criminal Record Check and maintain posting notices/website. * Process all required paperwork for new employees. * Request credentials for new personnel. * Respond to credential requests from other school districts. * Complete and file Service Records on a regular basis. * Maintain and enter accurate employee information in the Personnel data base. * Review personnel certificates and prepare appropriate permits if required. * Respond to requests for salary verification and employee information/lists (current and past employees) from outside agencies in a timely manner. * Prepare and distribute the Personnel Directory and updates to the Employee handbooks. * Compile and enter personnel data for PEIMS. * Generate and develop query reports to obtain specific information that will assist the Chief of Human Resources in making decisions relative to personnel needs in preparing various state and local reports. * File all correspondences generated by the certification and records office. Accounting/Compensation * Implement procedures for administering salary, leaves and other forms of compensation that effectively implement policies adopted be the board. * Administer the teacher salary schedule and ensure compliance with the state minimum salary schedule requirements. * Administer the exempt and nonexempt compensation programs and ensure compliance with federal wage and overtime laws. * Work with the Executive Director of Finance and Operations to provide cost analysis of salary and wage adjustments for the budgeting process. * Prepare Salary, Payroll transmittal, and Substitute Report * Initiate and administer salaries/wages for all new and current employees in accordance with Board policy, state, and federal regulations and appropriate accreditations standards. * Prepare and maintain individual and compiled salary records of all personnel. * Gather and organize data relative to stipends and supplemental pay. * Monitor leave of absence balances for all employees and report any discrepancies to the Chief of Human Resources. * Initiate appropriate corrections/adjustments and present monthly docks to Business Office in a timely bases. Other * Attend training sessions as approved by the Chief of Human Resources. * Receive, sort, and distribute mail and other documents. * Maintain confidentiality of information. * Serve as liaison between Human Resources Office and Business Office (payroll). * Answer incoming calls and disseminate information. * Coordinating Workers Comp leave with business office. * Keep track of NCLB requirements and Highly Qualified Status of Teachers and Aides, reporting compliance on an annual basis to TEA. * Complete annual Surveys from TASB, NCLB and others. * Staffing numbers - Review master schedules and elementary campus staff to report to the Chief of Human Resources staffing numbers. * On a yearly basis determine financial impact of different raise percentages and adjust teacher scale and pay grades appropriately. * Disseminate information every semester to all employees regarding application for Aide Exemption and fill out appropriate paperwork for eligible employees. * Oversee the processing and responses to all unemployment claims. * Process all new Sick Leave Bank applicants in September, process requests and present them to Sick Leave Bank Board, send Disposition of request to member and communicate with business office regarding reimbursement. Equipment Used: Personal computer, on line system, typewriter, microfilm reader, printer, copier, and fax machine Working Conditions: Mental Demands/Physical Demands/Environmental Factors: Tools/Equipment Used: Standard office equipment including personal computer and peripherals Posture: Prolonged sitting; occasional bending/stooping, pushing/pulling, and twisting Motion: Repetitive hand motions including frequent keyboarding and use of mouse; occasional reaching Lifting: Occasional light lifting and carrying (less than 15 pounds) Environment: May work prolonged or irregular hours; occasional districtwide travel Mental Demands: Work with frequent interruptions; maintain emotional control under stress Occasional districtwide and statewide travel; frequent prolonged and irregular hours. The foregoing statements describe the general purpose and responsibilities assigned to this job and are not an exhaustive list of all responsibilities and duties that may be assigned or skills that may be required.

Join our AWL Talent Network! Don't see what you're looking for, but want to stay connected? Submit your resume and we'll be in touch with any opportunities that might be a fit. In the meantime, feel free to keep up with what we've been up to: Follow us on LinkedIn and Glassdoor Check out our Employee Testimonials on the Muse Track our open opportunities and see our cool videos The AWL Recruiting Team

Mythic Talent is a leading talent management company dedicated to representing the best and brightest in the entertainment industry. Our talent-first approach, coupled with our strong relationships with brand clients, sets us apart in the industry. As we continue to grow, we are seeking a motivated and enthusiastic individual to join us as a Talent Manager for Nights and Weekends. POSITION OVERVIEW The Talent Manager - Nights & Weekends role at Mythic Talent is a key player in ensuring the successful execution of marketing campaigns for our brand clients. This role requires a strong understanding of influencer marketing dynamics, excellent communication and organization skills, and the ability to thrive in a fast-paced environment. You will be the primary liaison between Talent and Campaign Managers on nights and weekends, ensuring successful execution of campaign deliverables and talent activations. You will work closely with talent, talent managers, campaign managers, sales, and brand clients to coordinate campaign activities, and ensure all deliverables, deadlines, and client expectations are met by talent. Primary Work Schedule: Wednesday - Friday 4pm - 12am PST and Saturday - Sunday | 10am - 6pm PST Please note that this schedule is subject to change depending on work demands KEY RESPONSIBILITIES Talent & Campaign Management Coordinate with talent the implementation of marketing campaigns across various channels, including digital, social media, print, events, and more. Serve as the primary liaison between activating talent and campaign managers - maintaining open lines of communication through Discord, email, messaging platforms, and sometimes phone. Collaborate with cross-functional teams (Campaign Management, Sales, Talent, etc.) and external partners to ensure seamless execution and timely delivery of campaign elements and deliverables. Manage activation details and deliverables for talents to ensure campaigns and projects run smoothly and timely. Communication & Availability Liaise with clients and partners, providing regular updates on campaign progress, addressing feedback and concerns, and ensuring overall client satisfaction and campaign success for both Mythic Talent. Facilitate communication between talent, clients, and internal team members to ensure smooth execution of projects and engagements. Serve as a liaison to relay information accurately and efficiently. Exercise discretion in managing and resolving communication issues and conflicts. Project Management Utilize project management tools and methodologies to effectively manage talent deliverables, timelines, tasks, and resources. Coordinate with internal stakeholders and external vendors to ensure all deliverables are completed on time and within budget. Performance Monitoring & Reporting Track key performance metrics (e.g., engagement, impressions, revenue generation) to gauge the impact of talent's activities. Provide regular updates and reports to senior leadership on talent projects, successes, challenges, and growth opportunities. Conflict Resolution & Problem-Solving Use appropriate discretion in escalating any issues, disputes, or emergent challenges involving talents, sponsors, or campaign deliverables. Collaborate with internal departments and external partners to swiftly resolve conflicts, maintaining professional relationships and minimizing disruptions. Perform additional related duties as assigned. EXPECTATIONS Professionalism: Maintain a high level of integrity, confidentiality, and accountability when working with talents and external partners. Adaptability: Be flexible and resourceful in responding to industry shifts, last-minute scheduling changes, or unexpected issues. Communication: Provide clear, consistent, and timely communication to talents, teammates, and leadership. Results Orientation: Meet or exceed performance targets, including revenue goals, client satisfaction, and talent retention. QUALIFICATIONS Education: Bachelor's degree in Business, Communications, Talent Management, or a related field or equivalent work experience Experience: At least 3 years of experience in talent management, campaign management, influencer marketing, or a related field Experience working with various tiers of talent or clients, including high-profile individuals Skills: Strong project management, relationship-building, and communication skills Ability to organize and prioritize multiple projects in a fast-paced environment Proficiency in CRM or project management software, as well as standard office tools Willingness to adapt to flexible schedules and quickly respond to real-time challenges Physical Demands Able to sit and/or stand for the duration of the workday Able to use a keyboard, headset, and computer monitor for the workday MINIMUM REQUIREMENTS At least 1 year of experience working with streamer talent At least 1 year of experience with streaming platforms - Twitch, YouTube, Kick Proven track record of successfully managing talent marketing campaigns and associated deliverables on social platforms, such as: Instagram, Twitter Strong project management skills with the ability to prioritize tasks and meet deadlines in a fast-paced environment Excellent communication skills, both written and verbal, with the ability to effectively collaborate with cross-functional teams and external stakeholders Proficiency with Discord Proficiency in Microsoft Office Suite and/or Google sheets, slides, documents, etc. Analytical mindset with the ability to interpret data and metrics to drive campaign optimization and performance Ability to adapt to changing priorities and work independently with minimal supervision Attention to detail and a focus on delivering high-quality results Familiarity with industry trends, best practices, and emerging technologies in marketing and advertising Flexible working schedule. PLUSES Bachelor's degree in Marketing, Communications, Business Administration, or related field Proficiency with Hubspot Knowledge of marketing principles, strategies, and tactics across various channels, including digital, social media, print, and events Experience working with budgets and managing financial aspects of marketing campaigns Familiarity with Mythic Talents in general

ICON is looking for a Manager to lead enablement programs and recruiting operations in support of our Talent Acquisition team. In this role, you will own strategic initiatives across the talent acquisition function and manage operational aspects of the full recruiting lifecycle. You'll drive efficiency and hire quality by championing and analyzing new programs and initiatives within the talent acquisition space. This role is based on site on ICON's Austin, TX campus and reports to the Vice President of People. RESPONSIBILITIES Own all recruiting operations processes including driving strategy, building documentation and resources as well as oversight of execution. Manage analysis and reporting of all Talent Acquisition metrics. Propose and design programs within the Talent Acquisition function to drive quality of hire, time to fill and other key metrics. Manage the offer approval and extension process. Serve as the primary point of contact for employer branding initiatives in liaison with the marketing team. Own ATS (Greenhouse) operations and processes. Manage on site interview coordination and facilitation. Support work visa/immigration processes. MINIMUM QUALIFICATIONS 7+ years of talent acquisition operations experience with a focus on driving measurable improvement. Demonstrated data literacy with proficiency in data visualization in Excel. Strong ability to problem solve independently. Experience working directly with executive level hiring managers. Experience mapping, improving, and creating new workflows and business processes. Strong attention to detail. PREFERRED SKILLS AND EXPERIENCE Relevant academic experience preferred. Experience with Greenhouse ATS. Experience with Google Workspace. Experience with Workday. ICON is an equal opportunity employer committed to fostering an innovative, inclusive, diverse and discrimination-free work environment. Employment with ICON is based on merit, competence, and qualifications. It is our policy to administer all personnel actions, including recruiting, hiring, training, and promoting employees, without regard to race, color, religion, gender, sexual orientation, gender identity, national origin or ancestry, age, disability, marital status, veteran status, or any other legally protected classification in accordance with applicable federal and state laws. Consistent with the obligations of these laws, ICON will make reasonable accommodations for qualified individuals with disabilities. Furthermore, as a federal government contractor, the Company maintains an affirmative action program which furthers its commitment and complies with recordkeeping and reporting requirements under certain federal civil rights laws and regulations, including Executive Order 11246, Section 503 of the Rehabilitation Act of 1973 (as amended) and the Vietnam Era Veterans' Readjustment Assistance Act of 1974 (as amended). Headhunters and recruitment agencies may not submit candidates through this application. ICON does not accept unsolicited headhunter and agency submissions for candidates and will not pay fees to any third-party agency without a prior agreement with ICON. As part of our compliance with these obligations, the Company invites you to voluntarily self-identify as set forth below. Provision of such information is entirely voluntary and a decision to provide or not provide such information will not have any effect on your employment or subject you to any adverse treatment. Any and all information provided will be considered confidential, will be kept separate from your application and/or personnel file, and will only be used in accordance with applicable laws, orders and regulations, including those that require the information to be summarized and reported to the federal government for civil rights enforcement purposes. Internet Applicant Employment Notices

Part-time Description FitLab is building the next evolution of Nike Studios, powered by world-class trainers, premium programming, and a culture of movement. The Assistant Talent Manager (ATM) is a critical on-the-ground leadership role that supports trainer performance, culture, and consistency across Austin studios. This role ensures our teams feel supported, our programming is executed at a high level, and our studios maintain a strong bench of high-performing coaches. The ATM partners closely with the Senior Manager, Studio Talent to uphold brand standards, reduce trainer churn, and maintain a best-in-class member experience across all Austin locations. We're committed to helping our members become their best selves with the most exciting and impactful fitness experience around. Here's how you will make that possible: A strong communicator with coaching experience and a deep understanding of the Nike Studios training philosophy. A culture-builder who can support, mentor, and guide trainers while maintaining brand standards. A highly organized leader with strong follow-through and accountability Someone who thrives in a fast-paced, multi-studio environment and can serve as the local talent point of contact. A coach who can model the Nike Studios standard on the floor while helping others rise to it. Requirements Maintain a network of high-performing trainers in Austin. Lead recruiting efforts, including sourcing, auditions, and hiring in direct partnership with the Senior Talent Manager. Collaborate with the Senior Manager, Studio Talent regarding onboarding experience for all new trainers, ensuring seamless integration into Nike Studios' coaching standards and culture. Conduct structured class reviews and coaching feedback. Support in quarterly trainer goal-setting and performance reviews in tandem with the Senior Manager, Studio Talent Maintain a deep understanding of new formats, updates, and training expectations. Serve as the primary point of contact for trainer programming questions and provide clear feedback and improvement suggestions to the Experience Team for all Austin studios. Collaborate with the Senior Manager, Studio Talent to ensure full class coverage in Austin studios. Help manage sub requests and confirm all staffing updates are reflected appropriately in internal systems. Teach 5-15 classes per week, consistently modeling Nike Studio coaching standards. Be the first line of defense for subbing. Ensure proper usage, maintenance, and reporting of equipment and technology, including TVs, audio, and apps. Partner with Tech and Senior Manager, Studio Talent to troubleshoot or escalate any tech or equipment issues. Support cleanliness and floor readiness by ensuring trainers uphold studio standards. Support trainers and studios for corporate or community events. Act as on-ground leadership liaison when events require local trainer coordination. Other job related duties as assigned. Physical demands and work environment: The physical demands and work environment characteristics described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. This role is required to safely demonstrate and perform various exercise movements with and/or without the use of equipment and have the ability to transport equipment (up to 100 lbs.) Ability to perform a physical activity for duration of a class, which may include, but not limited to, standing, walking, climbing, balancing, and kneeling The noise level in the work environment is usually moderate. To complete the essential functions this role, candidates must be able to communicate with members and/or co-workers in spaces with moderate to loud levels of volume Follow established departmental policies, procedures, safety protocols and procedures This job posting is for a position in a fitness studio owned and operated by FitLab Inc. and not Nike. Fitlab has a license to use Nike's logos and marks in its studio operation and programming. However, Fitlab is a separate company and a separate employer from Nike. If you are hired for the job described in this posting, Fitlab will be your employer, not Nike. Nike will not receive a copy of your employment application and it will have no involvement in any employment decisions, including whether you receive an interview for the job or whether you are hired. Salary Description $26.00 - $30.00/hour