Human resources business partner jobs in Austin, TX

Whether you're a recent grad or a seasoned professional, you can experience meaningful career growth at Rosendin. Enjoy a true sense of ownership as you work with a proven industry leader on some of the most exciting and high-profile projects in the nation. We offer a wide range of job opportunities, competitive compensation, full benefits, an Employee Stock Ownership Plan and more. Why Rosendin?Committed. Innovative. Engaged. If you're looking to take your career to the next level and work with some of the best and brightest in the industry, we want to hear from you. Since our founding over 100+ years ago, Rosendin has been driven to positively impact the communities where we live and work. We are an organization built on integrity and we have a culture that empowers people, embraces diversity, and inspires everyone to do their best. As one of the largest EMPLOYEE-OWNED electrical contractors in the United States, you will have the unique benefit of being a shareholder at a company that is experiencing tremendous growth and success. When our people succeed and fuel our success, we reward them. We'd love to have you as a shareholder! YOUR NEXT OPPORTUNITY: The HR Business Partner (HRBP) is responsible for aligning business objectives with employees and management in designated business units. The position formulates partnerships across the HR function to deliver value-added service to management and employees that reflects the business objectives of the organization. The HRBP maintains an effective level of business literacy about the business unit's financial position, its midrange plans, its culture and its competition. WHAT YOU'LL DO: Conduct weekly meetings with respective business units. Consult with line management, providing HR guidance when appropriate. Analyze trends and metrics in partnership with the HR group to develop solutions, programs, and policies. Maintain in-depth knowledge of legal requirements related to day-to-day management of employees, reducing legal risks, and ensuring regulatory compliance. Partners with the legal department as needed/required. Provide day-to-day performance management guidance to line management (e.g., coaching, counseling, career development, disciplinary actions). Work closely with management and employees to improve work relationships, build morale, and increase productivity and retention. Provide HR policy guidance and interpretation. Develop contract terms for new hires, promotions, and transfers. Provide guidance and input on business unit restructures, workforce planning and succession planning. Identify training needs for business units and individual executive coaching needs. Participate in evaluation and monitoring of training programs to ensure success. Follows up to ensure training objectives are met. The duties and responsibilities are intended to describe the general nature and scope of work being performed by this position. This is not a complete listing and other duties will be assigned based on the position's role within the business unit. WHAT YOU'LL NEED TO BE SUCCESSFUL: Proficient in Microsoft Office Suite (Outlook, Word, Excel, etc.); Oracle preferred Influence others (particularly leaders) and partner across the organization Excellent verbal and written communication skills Excellent interpersonal and customer service skills Excellent organizational skills and attention to detail Ability to comprehend, interpret, and apply the appropriate sections of applicable laws, guidelines, regulations, ordinances, and policies Acquire a thorough understanding of the organization's hierarchy, jobs, qualifications, compensation practices, and the administrative practices related to those factors Excellent time management skills with a proven ability to meet deadlines Strong analytical and problem-solving skills Prioritize and manage multiple tasks, changing priorities as necessary Work under time pressure and adapt to changing requirements with a positive attitude Self-motivated, proactive and an effective team player Interact effectively and professionally with all levels of employees, both management and staff alike, vendors, clients, and others WHAT YOU BRING TO US: Bachelor's degree required; advanced degree in HR, Business, Organizational Development, or Industrial and Organizational psychology preferred Minimum 8 years' experience resolving complex employee relations issues Working knowledge of multiple human resource disciplines, including compensation practices, organizational diagnosis, employee and union relations, diversity, performance management, and federal and state respective employment laws SHRM Certified Professional (SHRM-CP) or SHRM Senior Certified Professional (SHRM-SCP) credential preferred Can be a combination of education, training and relevant experience TRAVEL: Up to 25 % as needed WORKING CONDITIONS: General work environment - sitting for long periods, standing, walking, typing, carrying, pushing, bending. Work is conducted primarily indoors with varying environmental conditions such as fluorescent lighting and air conditioning Noise level is usually low to medium; it can be loud on the jobsite. We fully comply with the ADA and applicable state law, including considering reasonable accommodation measures that may enable qualified disabled applicants and employees to perform essential functions. Occasional lifting of up to 30 lbs. Rosendin is committed to creating a diverse environment and is proud to be an Equal Opportunity Employer. Employment decisions are considered regardless of race, color, religion, sex, sexual orientation, gender identity, national origin, disability, veteran status, pregnancy, age (over 40), or any other categories protected by applicable federal, state, or local law. YOU Matter - Our Benefits ESOP - Employee Stock Ownership 401K Annual bonus program based upon performance, profitability, and achievement 17 PTO days per year plus 10 paid holidays Medical, Dental, Vision Insurance Term Life, AD&D Insurance, and Voluntary Life Insurance Disability Income Protection Insurance Pre-tax Flexible Spending Plans (Health and Dependent Care) Charitable Giving Match with our Rosendin Foundation Our success is rooted in our people. We all come together around long-term vision and a sense of shared ownership. As a group, we do whatever it takes to ensure the success of our business…and your career. Rosendin Electric is committed to creating a diverse environment and is proud to be an Equal Opportunity Employer. Employment decisions are considered regardless of race, color, religion, sex, sexual orientation, gender identity, national origin, disability or veteran status.

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. Scope Head of People Rewards and Wellbeing (a.k.a. The Performance Architect) We're on the hunt for a hands-on, numbers-loving hero to join our People & Culture team as our new Head of People Rewards and Wellbeing! This isn't just any HR role - it's a chance to design, build, and protect the very systems that keep our team rewarded, recognized, and ready to change the world. In this brand-new role, you'll take the lead in crafting and managing our total rewards strategy. You've got a strong grasp of compensation programs, from exempt employees to sales incentives and executive pay. Maybe you're not a full-blown expert in equity and variable comp yet - but you've got the curiosity, initiative, and drive to get there fast. You know your way around U.S. benefits and can spot cost trends before they become kryptonite. We're a fast-growing company of 200+ amazing humans, and in our close-knit HR squad, everyone gets to shape the story. If you're ready to flex your superpowers in compensation and benefits while diving into all things People & Culture, we'd love to have you on our team. You'll join an unstoppable crew of HR heroes: • Rick “The Talent Whisperer” Morales - Head of Talent Acquisition & Workforce Planning, finder of exceptional humans. • Gina “The Operations Dynamo” Barres - our master of organization and efficiency (seriously, she runs on pure energy). • Allie “The Austin Avenger” Garza - HR Generalist extraordinaire and fearless commander of our Austin HQ. • Helen “The APAC Guardian” Ng - keeping our global culture thriving across continents. You, our Performance Architect, will bring precision, empathy, and pride to ensuring everyone feels valued and motivated to deliver their best. You know this work isn't just about numbers - it's about people's lives, trust, and wellbeing. And that's what makes you the real hero of this story. Responsibilities Compensation Leadership Design, implement, and manage base salary, bonus, commission, and equity programs that align with company goals and reflect industry best practices. Oversee compensation evaluations for new hires, promotions, internal transfers, and retention initiatives to ensure fairness and consistency. Lead the annual compensation cycle - including merit increases, bonuses, and equity planning - ensuring systems are ready, data is accurate, and processes run efficiently. Model and analyze incentive plans to confirm alignment with business objectives and performance goals. Conduct in-depth compensation analyses and build reports, dashboards, and data models that support decision-making and long-term strategy. Benchmark roles and pay structures by participating in and analyzing results from global and regional Aon/Radford surveys to maintain market competitiveness. Drive pay equity and market studies, leading or contributing to audits that promote fairness, transparency, and compliance. 401 (k) management and development of ESPP Program Ensure global compliance by maintaining alignment of compensation programs with all relevant legal and regulatory requirements. Benefits Strategy Continuously evaluate and enhance our benefits offerings to ensure they stay competitive - and always equal to or better than what others in the market provide. Partner with Gallagher to manage U.S. employee benefits programs, including health, dental, vision, retirement, life insurance, and disability coverage. Collaborate with the APAC HR Lead to align non-U.S. benefit programs, promoting a consistent and equitable global employee experience. Serve as the go-to resource for employees on all things benefits - from enrollment questions to claims support and general inquiries. Work closely with benefit providers to troubleshoot issues, streamline processes, and ensure smooth, high-quality service for employees. Support key benefits milestones, including open enrollment, annual renewals, and employee education initiatives that help team members make the most of their benefits. Education and Experience Bachelor's degree in Human Resources, Finance, Accounting, or a related discipline. Master's degree a plus. Exposure or experience with payroll systems, ideally within a fast-paced or similar industry environment. Deep understanding of compensation and benefits principles, best practices, and compliance requirements. Familiarity with modern HR Information Systems, such as Paylocity (or similar platforms). Strong analytical mindset - skilled at gathering, interpreting, and translating complex data into actionable insights. Meticulous attention to detail with a commitment to accuracy and consistency. Proficient in NetSuite and Microsoft Office Suite, especially Excel for data analysis and reporting. Exceptional communication and collaboration skills, with the ability to build strong partnerships across teams. Trusted professional who handles confidential and sensitive information with discretion and integrity. 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 Human Resources Business Partner (HRBP) serves as a strategic and hands-on partner to assigned business units within our high-energy amusement park environment, aligning HR practices with operational goals. This role is crucial for driving performance through effective talent management, employee development, and HR operational excellence. The ideal candidate has at least five years of experience with a deep specialization in high-volume seasonal recruitment, internal training design and delivery, and proficiency with Enterprise Resource Planning (ERP) systems within the fast-paced amusement park or hospitality industry. Key Responsibilities & Essential Functions: Strategic Talent Acquisition & Volume Recruitment (Seasonal Focus) Lead and execute the full-cycle, high-volume recruitment process for assigned park departments (e.g., Operations, Guest Services, Food & Beverage), focusing heavily on seasonal staffing and year-round professional roles. Develop and implement innovative sourcing and pipeline strategies to attract and retain talent in a competitive market, ensuring adequate staffing levels for peak season demand. Partner with managers to forecast staffing needs, streamline hiring processes, and ensure a seamless, high-touch onboarding experience for new hires. Training, Development, and Culture Design, develop, and deliver essential training programs, including operational safety training, leadership development for seasonal supervisors, and performance management workshops. Serve as the primary Learning & Development liaison, adapting training content to support the park's unique operational needs and culture. Champion employee engagement initiatives and drive a positive, inclusive workplace culture that reflects the brand's commitment to guest experience. HR Systems and Operations Act as a power user and subject matter expert for the Human Resources module within the company's ERP system (e.g., managing timekeeping, scheduling, payroll data integrity, and compliance reporting). Lead process improvements and automation projects by leveraging the ERP system to increase HR operational efficiency, particularly concerning seasonal employee lifecycle management. Ensure accurate data management and generate reports to provide actionable metrics (e.g., seasonal turnover, attendance trends, training completion). Business Partnership & Employee Relations Serve as a trusted advisor to departmental leadership, identifying HR needs and providing counsel on organizational structure, workforce planning, and talent calibration. Manage complex employee relations issues, conduct thorough investigations, and advise managers on performance improvement plans and corrective actions in compliance with labor laws. Facilitate the annual performance review cycle and support compensation decisions for assigned teams. Required Qualifications 5+ years of progressive Human Resources experience, with specialized expertise in high-volume recruitment, training, and HR systems administration. Direct and demonstrable experience within the amusement park, hospitality, tourism, or large-scale event industry is essential. Proven expertise in managing the full employee lifecycle for seasonal and part-time workforces. Strong, hands-on working knowledge of a major Enterprise Resource Planning (ERP) system is required. Bachelor's degree in Human Resources, Business Administration, or a related field. Exceptional communication, consultation, and conflict resolution skills, with the ability to influence at all levels. In-depth knowledge of federal and state employment laws, particularly those related to wage and hour laws and minors. Preferred Qualifications HR Certification (SHRM-CP or PHR). Proficiency in administering Learning Management Systems (LMS). Physical Demand & Work Environments: Ability to stand, sit, use of hands to handle, or feel, reach with hands and arms. Ability to lift and/ or move up to 25 pounds. Ability to squat, bend, twist, push/pull. Ability to stand/walk for long periods. The noise level in the work environment is usually moderate but can be loud during events. Salary commensurate with experience Reasonable accommodation may be made to enable individuals with disabilities to perform the essential functions of this job. EQUAL EMPLOYMENT OPPORTUNITY: COTA strongly supports equal employment opportunity for all applicants regardless of race, color, religion, sex, gender identity, pregnancy, national origin, ancestry, citizenship, age, marital status, physical disability, mental disability, medical condition, sexual orientation, genetic information, or any other characteristic protected by state or federal law.

The Senior Human Resources Business Partner serves as a trusted advisor to people leaders, driving business outcomes through people. This role requires an experienced HR professional with strong business acumen and the ability to influence and implement HR strategies that support our UFCU's strategic plan. This role also requires a strong blend of strategic thinking, cross-functional collaboration, operational excellence, and leadership skills to ensure our People function supports UFCU's overall objectives as well as foster a positive employee experience at all levels of the organization. The Senior Human Resources Business Partner is an exempt position and reports to the Director - People. Job Responsibilities Essential Functions Serve as a senior-level HR Business Partner, strategist, and consultant with a focus on high touch experiences regardless of audience Consult with business leaders to identify organizational and people needs, develop action plans, identify deliverables, and present results and recommendations Serve as the voice of the business by partnering with Centers of Excellence (Compensation, Benefits, Talent Acquisition, etc.) to design and shape HR strategies, and ensure effective implementation of programs within their assigned business unit(s) Understand People metrics and data to provide actionable insights and recommendations to leaders on workforce trends, talent management strategies, and organizational health Align business objectives and People programs to achieve business goals and UFCU's strategic objectives, while maintaining organizational culture Develop and maintain strategic partnerships with all levels of leadership Proactively design, lead, execute, and assess effective and impactful employee relations and performance management strategies in partnership with business leaders Identify business requirements and opportunities to enhance People programs, processes, and technologies Partner across the People team to drive organizational effectiveness and change management Ensure compliance with all relevant laws and regulations and uphold ethical standards in all HR practices Other Perform other duties as assigned Adhere to all company policies, procedures and business ethics codes Complete required regulatory training as assigned Maintain strict adherence and compliance with all laws, rules, regulations and internal controls specific to your role, including but not limited to Bank Secrecy Act, Anti-Money Laundering, USA Patriot Act, OFAC and Fair Lending regulations Experience Minimum Requirements Bachelor's degree in Business, Human Resources, or related field. Four (4) years of related experience may be substituted for degree A minimum of 7-10 years of HR experience with at least 3 years in an HRBP capacity Demonstrated in-depth experience and proven knowledge of multi-disciplines of HR, including employee relations, performance management, employment law, HR strategic planning, end-to-end employee lifecycle management, organizational design, process design for operational excellence, and technical aspects of HR Demonstrated senior-level employee relations experience and in serving as a trusted advisor to the executive and senior leadership level Proven track record of strong leadership skills in coordinating and facilitating talent management strategies with functional business partners and colleagues and working with all levels of the organization and with diverse groups Demonstrated experience preparing and delivering effective senior-level presentations, and building a narrative based on collection and analysis of data Demonstrated experience in using sophisticated visualization tools and data management to inform decision making Demonstrated experience and proven knowledge of regulatory, federal, state and local laws which govern employment policies and practices Must be bondable Preferred Qualifications Master's degree Senior Professional Human Resources-related certification Experience supporting Lending or Technology business units Demonstrated experience implementing AI-driven technologies to improve HR effectiveness Demonstrated experience developing and administering detailed HR-related budgets and forecasts utilizing predictive modeling Credit union or financial industry experience Bilingual in English/Spanish Knowledge/Skills/Abilities Familiarity with design thinking, agile frameworks, and/or digital transformations Technically savvy with the ability to easily master new systems and applications Proficient with project planning tools and practices, managing enterprise-wide projects through all stages of a project lifecycle Demonstrated stakeholder management, leadership, and communication skills Exceptional people and relationship skills, with an employee/customer service mentality and a high degree of authenticity, integrity, accountability, and emotional intelligence Exceptional analytical, judgment, and decision-making skills Strong problem solving, priority-setting, and decision-making skills Strong idea generator, with the ability to think creatively and innovatively Ability to demonstrate strong commitment to UFCU's purpose, aspiration and values Ability to effectively navigate the nuances of a large organization with multiple stakeholders and priorities Demonstrated ability to lead major initiatives through the organization and influence decision makers at all levels High level of self-responsibility, willingness to constantly rethink and improve, and motivation to over-achieve goals, even during competing priorities and projects Ability to be proactive, to anticipate and provide alternatives and options to the business Ability to successfully operate simultaneously at a strategic and a tactical level, with a “rolling up your sleeves” approach to execute initiatives Company Core Competencies Demonstrating Member Obsession Puts themselves in the Member's shoes Looks for friction points Makes it personalized and easy Demonstrating Performance Excellence Sets standards for elevating excellence Ensures elevated quality Takes responsibility Conducts continuous improvement Demonstrating Innovation Challenges current thinking Approaches change with a positive mindset Physical Demands The physical demands described are representative of those that must be met by an employee, with or without accommodation, in order 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 regularly required to sit; use hands to finger, handle or feel; reach with hands and arms; and talk or hear. Specific vision abilities required by this job include close vision, distance vision, peripheral vision and ability to adjust focus. Extensive use of the telephone and/or virtual communications platforms to communicate confidential information, requiring the ability to effectively and accurately explain complex information Work Environment The work environment characteristics described are representative of those an employee encounters while performing the essential functions of this job. This position may involve periodic stressful conditions. May occasionally require an adjusted work schedule, overtime, and evening/weekend hours. May occasionally move from one work location/branch to another. Public contact position, requiring appropriate professional appearance. Frequent computer use at a workstation for up to two hours at a time. The noise level in the work environment is usually moderate. INDUFCU

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)

Let's face it, a company whose mission is human transformation better have some fresh thinking about the employer/employee relationship. We do. We can't cram it all in here, but you'll start noticing it from the first interview. Even our candidate experience is different. And when you get an offer from us (and accept it), you get way more than a paycheck. You get a personal BetterUp Coach, a development plan, a trained and coached manager, the most amazing team you've ever met (yes, each with their own personal BetterUp Coach), and most importantly, work that matters. This makes for a remarkably focused and fulfilling work experience. Frankly, it's not for everyone. But for people with fire in their belly, it's a game-changing, career-defining, soul-lifting move. Join us and we promise you the most intense and fulfilling years of your career, doing life-changing work in a fun, inventive, soulful culture. If that sounds exciting-and the job description below feels like a fit-we really should start talking. As the Principal HR Business Partner for R&D, you will serve as a transformational consultant and trusted advisor to our Engineering, Product, and Design leadership, operating at the intersection of human capital strategy, organizational architecture, and technical innovation. This is not a traditional HRBP role-you will architect and lead enterprise-wide people transformations that enable our R&D organization to compete at the forefront of AI-enabled product development. You will be the architect of reinvention for our R&D function, bringing deep consulting acumen and systems-level thinking to drive platform transformations, organizational redesigns, and the strategic adoption of AI and data analytics across our talent practices. You'll mobilize multiple functions to retire low-value practices, scale new workflows, and position BetterUp's R&D organization as an industry pace-setter for innovation velocity and engineering excellence. This role requires someone who can see around corners-spotting shifts in technology, talent markets, and organizational needs before they land-and who can translate those insights into data-backed proposals that fundamentally reimagine how our R&D teams are structured, led, and developed. What you'll do: Strategic Organizational Design & Consulting * Lead large-scale R&D transformations including platform engineering reorganizations, product-led growth initiatives, and technical architecture realignments that require deep understanding of modern software development methodologies * Architect organizational structures that optimize for speed, innovation, and cross-functional collaboration in complex technical environments-from designing dual-track career ladders to creating new specialized roles for emerging technologies * Serve as internal management consultant to VP+ and C-level R&D leaders on the most complex people challenges * Design and execute end-to-end change strategies for major transitions including global expansion, hybrid/distributed engineering model optimization, and cultural transformation initiatives Platform Transformation & Technical Organization Expertise * Guide R&D organizations through platform transformation journeys, understanding the talent implications of establishing platform teams * Translate complex technical initiatives (API strategies, infrastructure modernization, DevOps transformation) into organizational design, capability building, and talent acquisition roadmaps * Assess organizational readiness for platform shifts and proactively design workforce planning, skills development, and team restructuring to accelerate technical transformation outcomes AI & Data-Driven Systems Transformation * Pioneer the adoption of AI and intelligent tooling in all aspects of R&D talent management-from AI-assisted recruiting and skills mapping to predictive attrition modeling and workforce scenario planning * Leverage real-time data and advanced analytics to diagnose systemic organizational health issues, identify leading indicators of performance or engagement concerns, and drive preemptive interventions * Champion responsible AI adoption in talent processes while ensuring ethical use, transparency, and continuous validation of AI-enabled tools and insights Enterprise-Wide Influence & Strategic Planning * Serve as a critical contributor to functional and enterprise strategic planning, bringing deep R&D domain expertise and forward-looking workforce insights to executive-level conversations * Influence ELT discussions on R&D effectiveness, technical talent strategy, innovation velocity, and competitive positioning in the talent market * Shape company-wide people practices by piloting innovative approaches in R&D that can be scaled enterprise-wide-from continuous performance management to radical transparency to skills-based talent models Talent Strategy & Workforce Planning * Develop multi-year talent strategies aligned with R&D product roadmaps, including workforce planning for emerging skill needs (AI/ML, platform engineering, data engineering, etc.) * Design capability frameworks and competency models for technical roles that enable clear career progression, accurate leveling, and strategic hiring decisions * Partner with Talent Acquisition to reimagine sourcing strategies, candidate experience, and hiring processes that attract top technical talent in competitive markets * Guide leadership on complex talent decisions including organizational restructuring, reduction-in-force planning, span-of-control optimization, and succession planning for critical technical roles Leadership Development & Executive Coaching * Provide high-touch coaching and development to VP and Director-level R&D leaders on people leadership, organizational effectiveness, and executive presence * Design and facilitate leadership development programs tailored to the unique challenges of technical leaders (e.g., transitioning from IC to manager, leading through technical uncertainty, building inclusive engineering cultures) * Mentor and develop other HRBPs and People team members, elevating decision-making quality and strategic thinking across the function * Cultivate change resilience in leadership teams during periods of uncertainty, helping technical leaders navigate ambiguity while maintaining team stability and productivity If you have some or all of the following, please apply: * 12+ years of HRBP or consulting experience supporting Engineering, Product, or R&D organizations in high-growth tech companies * Led R&D organizations through platform transformations-technical migrations or organizational platform models * Deep organizational design and consulting expertise including systems thinking, change management, and hypothesis-driven problem-solving * Strategic consultant to C-suite/VP leaders influencing complex decisions through data and business acumen * Advanced people analytics skills with AI fluency for HR applications including implementing AI tools and understanding responsible AI principles * Understanding of modern software development * Credibility with technical leaders and ability to engage in architecture and engineering effectiveness conversations * Global/multi-site experience with distributed engineering teams * High-growth environment experience (Series B through IPO) * Strong executive presence and exceptional communication skills * Self-driven, autonomous, and collaborative in ambiguous, fast-paced environments AI at BetterUp Our team thrives at the intersection of human expertise and AI capability. As an AI-forward company, adaptation and continuous learning are part of our daily work. We're looking for teammates who are excited to evolve alongside technology - people who experiment boldly, share their discoveries openly, and help define best practices for AI-augmented work. These professionals thoughtfully integrate AI into their work to deliver exceptional results while maintaining the human judgment and creativity that drives real innovation. During our interview process, you'll have opportunities to showcase how you harness AI to learn, iterate, and amplify your impact. Benefits: At BetterUp, we are committed to living out our mission every day and that starts with providing benefits that allow our employees to care for themselves, support their families, and give back to their community. * Access to BetterUp coaching; one for you and one for a friend or family member * A competitive compensation plan with opportunity for advancement * Medical, dental, and vision insurance * Flexible paid time off * Per year: * All federal/statutory holidays observed * 4 BetterUp Inner Workdays (*********************************** * 5 Volunteer Days to give back * Learning and Development stipend * Company wide Summer & Winter breaks * Year-round charitable contribution of your choice on behalf of BetterUp * 401(k) self contribution We are dedicated to building diverse teams that fuel an authentic workplace and sense of belonging for each and every employee. We know applying for a job can be intimidating, please don't hesitate to reach out - we encourage everyone interested in joining us to apply. BetterUp Inc. provides equal employment opportunities (EEO) to all employees and applicants for employment without regard to race, color, religion, sex, national origin, disability, genetics, gender, sexual orientation, age, marital status, veteran status. In addition to federal law requirements, BetterUp Inc. complies with applicable state and local laws governing nondiscrimination in employment in every location in which the company has facilities. This policy applies to all terms and conditions of employment, including recruiting, hiring, placement, promotion, termination, layoff, recall, transfer, leaves of absence, compensation, and training. At BetterUp, we compensate our employees fairly for their work. Base salary is determined by job-related experience, education/training, residence location, as well as market indicators. The range below is representative of base salary only and does not include equity, sales bonus plans (when applicable) and benefits. This range may be modified in the future. The base salary range for the role is as follows: New York and San Francisco: $216,000 - $270,000 Austin and Arlington (D.C. Area): $194,400 - $243,000 Protecting your privacy and treating your personal information with care is very important to us, and central to the entire BetterUp family. By submitting your application, you acknowledge that your personal information will be processed in accordance with our Applicant Privacy Notice. If you have any questions about the privacy of your personal information or your rights with regards to your personal information, please reach out to ******************* #LI-Hybrid

About Us: The insurance broker is a critical, yet under-leveraged asset within the healthcare value chain. Despite being the first point of contact for patients and providing critical guidance on everything from insurance plan selection to care navigation, many still rely on manual workflows and spreadsheets to run their business, and are unable to grow at their desired pace. Gyde is building an AI-native brokerage platform by acquiring traditional agencies and supercharging them with workflow automation, voice and chat AI applications, and predictive product and plan selection guidance. Our vision is to be the premier partner for ambitious agencies, streamlining their operations through the Gyde platform to enable their success in the current regulatory and technological paradigm shift. Our founding team boasts pedigrees from Oscar, Stripe, Vista Equity Partners, Scale AI, and Spark Advisors. Lightspeed led Gyde's Seed financing, with participation from Virtue and Crystal Venture Partners, and angels from Oscar, Uber, and more. Role Summary As Head of Human Resources at Gyde, you will oversee all aspects of our people strategy, ensuring that Gyde attracts, develops, and retains exceptional talent. You'll be responsible for creating a supportive, high-performing culture that aligns with our mission and values. Reporting into the COO, this role combines strategic leadership with hands-on execution across all areas of HR, including talent acquisition, performance management, employee engagement, compliance, and organizational integration. Importantly, you'll work closely with our Value Creation team and play a key role in HR diligence and implementation for all of our acquired assets. Key Responsibilities Leadership Partnership: Act as a trusted advisor to the executive team and managers, providing insight and guidance on organizational design, workforce planning, and leadership development. Talent Acquisition & Workforce Planning: Oversee recruiting and hiring efforts to ensure we attract top talent and maintain a healthy, diverse pipeline across all teams. Performance & Development: Implement effective performance management processes, career development frameworks, and learning opportunities to help employees grow. Compensation, Benefits, & Compliance: Design and manage competitive, equitable compensation and benefits programs while ensuring adherence to labor laws, data protection standards, and HR best practices. Employee Engagement & Relations: Champion initiatives that enhance engagement, satisfaction, and retention. Provide guidance and support on employment relations matters ensuring fairness, consistency, and compliance with company policies and regulations. HR Diligence & Implementation: Lead HR diligence processes for asset acquisitions, assessing organizational structures, talent alignment, and cultural fit. Oversee post-transaction integration efforts to ensure smooth onboarding, policy alignment, and cultural continuity across teams. What you bring and who you are 5-8 years of progressive HR experience at a top consulting or private equity firm Deep understanding of HR best practices, employment law, and compliance requirements. Proven success in building and leading HR teams or functions at growing organizations. Track record of leading HR diligence and implementations at M&A organizations. “Zero-to-one” experience developing and implementing people strategies that drive engagement and performance. Excellent interpersonal, communication, and coaching skills. High adaptability and composure in fast-changing environments. Strategic thinker with the ability to balance long-term vision with operational execution. Empathetic, approachable, and committed to fostering an inclusive workplace. Experience in insurance or healthcare is a plus but not required. Ability to travel ~25% required. What we offer Gyde offers a competitive benefits package to all employees. Compensation: $150k - $200k + Offers Equity Flexible (Unlimited) Paid Time Off Hybrid Work in Austin or NYC Medical, Dental, and Vision benefits for you and your family Retirement Plan (e.g., 401K) Parental Leave

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.

OUR COMPANY: EOS IT Solutions is a Global Technology and Logistics company, providing Collaboration and Business IT Support services to some of the world's largest industry leaders, delivering forward-thinking solutions based on multi-domain architecture. Customer satisfaction and commitment to superior quality of service are our top business priorities, along with investing in and supporting our partners and employees. We are a true International IT provider and are proud to deliver our services through global simplicity with trusted transparency. WHAT YOU WILL DO: As a People Business Partner, you will align business objectives with employees and management across designated business units. You will collaborate across the HR function to deliver value-added services that reflect the organization's goals, while maintaining a strong understanding of the business unit's financials, culture, and competitive landscape. This is a temporary hybrid position requiring 10% travel and 3-4 days per week or per month in the Pflugerville, TX office. KEY RESPONSIBILITIES: Conduct weekly meetings with assigned business units. Provide HR guidance to line management. Analyze HR trends and metrics to develop solutions, programs, and policies. Manage and resolve complex employee relations issues; conduct investigations. Ensure legal compliance and reduce risk in employee management. Guide performance management including coaching, counseling, and disciplinary actions. Foster improved work relationships, morale, productivity, and retention. Interpret and advise on HR policies. Develop contract terms for hires, promotions, and transfers. Support international employees with expatriate assignments. Advise on restructures, workforce planning, and succession planning. Identify training needs and support executive coaching. Monitor and evaluate training program effectiveness. Perform other related duties as assigned. ESSENTIAL CRITERIA: Proven experience supporting a California-based employer and knowledge of CA state law. Minimum 6 years of experience resolving complex employee relations issues. Strong knowledge of HR disciplines including compensation, employee relations, diversity, and employment law. SHRM-CP or SHRM-SCP certification (or ability to obtain within one year). Demonstrated success in managing HR projects. Excellent verbal and written communication skills. Strong interpersonal and customer service skills. High attention to detail and organizational skills. Ability to interpret and apply laws, regulations, and policies. Deep understanding of organizational structure and HR practices. Effective time management and deadline adherence. Strong analytical and problem-solving abilities. Proficiency in Microsoft Office Suite or related software. DESIRABLE CRITERIA: Experience mentoring or coaching within HR teams. Exposure to international HR matters and expatriate support. The EOS pay range for this job is a general guideline only and not a guarantee of compensation or salary. Additional factors considered in extending an offer include (but are not limited to) responsibilities of the job, experience, education, knowledge, skills, and abilities, as well as internal equity, market data, or other laws. EOS is committed to creating a diverse and inclusive work environment and is proud to be an equal opportunity employer. We invite you to consider opportunities at EOS regardless of your gender; gender identity; gender reassignment; age; religious or similar philosophical belief; race; national origin; political opinion; sexual orientation; disability; marital or civil partnership status or other non-merit factor. #IND Pay Range$85,000-$95,000 USD

SUMMARY: This position is directly responsible for the overall administration, coordination and evaluation of the human resource function. Implements human resources strategies by establishing department accountabilities, including talent acquisition, staffing, employment processing, compensation, health and welfare benefits, training and development, records management, safety and health, succession planning, employee relations and retention, and AA/EEO compliance. While remote, Texas residency is required. ESSENTIAL DUTIES AND RESPONSIBILITIES: (Responsibilities include, but not limited to) * Establish and implement HR efforts that effectively communicate and support the company's mission and core values. * Develop HR plans and strategies to support the achievement of the overall business operations objectives. * Develops organization strategies by identifying and researching human resources issues, contributing information, analysis, and recommendations to organization strategic thinking and direction; establishing human resource objectives in line with organizational objectives. * Manage communication and administration of various human resources plans and procedures for all recruiting, orientation, and retention. * Oversee compensation programs to ensure regulatory compliance and competitive salaries. * Oversee the design and development of compensation strategy and programs. * Direct the administration of benefit programs to include: health, retirement, death, disability, and unemployment. * Responsible for information systems that include all employee records and files, automated systems, and personnel and staffing reports. * Evaluate procedures and technology solutions to improve human resources data management. * Recommend and maintain an organizational structure and staffing levels to accomplish company goals and objectives. * Evaluate company culture and provide recommendations on changes to accomplish company goals and objectives. * Evaluate and recommend human resource outsourcing opportunities and identify potential vendors. * Develop and manage annual department budget and perform periodic cost and productivity analyses. * Enhance and/or develop, implement and enforce policies and procedures. * Establish and implement short- and long-range departmental goals, objectives, policies and operating procedures. * Create company strategic training and organizational development plan to meet personal, professional, and organizational needs of company employees. * Update and ensure certification controls are in place. * Adhere to all company policies and procedures. * Accepts other duties as assigned. KNOWLEDGE AND SKILLS: * Provide overall strategic HR leadership to the company. * Ability to analyze and access training and development needs. * Experience in strategic planning and execution. * Experience in design, development and implementation of salary administration plans and benefit programs. * Experience in examining and re-engineering operations and procedures, formulating policy, and developing and implementing new strategies and procedures. * Knowledge of computerized information systems used in human resources applications * Work requires professional written/verbal communication, interpersonal skills, facilitation skills, and ability to motivate teams to produce quality materials within tight timeframes and simultaneously mange several projects. * Superior communication skills with the ability to interact cross-functionally at all levels. * Must excel in a fast-paced, results oriented work environment, and willingness to work a flexible schedule. Management experience with dispersed facilities a plus. * Possess and maintain a valid driver's license and insurable driver record, travel required. COMPETENCIES: * Business Acumen * Ethical Practice * Relationship Management * Leadership and Navigation * HR Expertise PHYSICIAL REQUIREMENTS: * Standard office environment. * Frequent use of keyboard and computer. * Ability to sit or stand for extended periods and perform repetitive tasks. MINIMUM QUALIFICATIONS: * Bachelor's degree required. * Minimum of 15 years of progressive Human Resource experience.

The Human Resources Business Partner (HRBP) serves as a strategic consultant, trusted advisor, and thought partner to business and creative leaders. This role plays a critical part in shaping organizational effectiveness, talent strategies, and people initiatives that drive near-term results and long-term business growth. The HRBP will collaborate with leaders across Blizzard to align business objectives with people strategies that drive performance, engagement, and organizational effectiveness. Operating with influence and agility, this role leverages data-driven insights and cultural awareness to deliver forward-looking solutions in areas such as talent planning, performance management, employee development, mobility, rewards, organizational design, and change management. The ideal partner is a strategic, analytical, and collaborative HR professional who thrives in a dynamic, highly matrixed environment. Key Responsibilities * Build strong consultative partnerships with assigned client groups, serving as a trusted advisor and key HR point of contact for leaders and employees. Provide guidance on policies, procedures, and employment regulations with sound judgment and discretion. * Partner with leaders to define and execute people strategies and initiatives that support both short- and long-term business priorities. Focus on workforce planning, organizational design, succession readiness, and strengthening team structure, leadership capability, and organizational health to drive efficiency and engagement. * Coach and partner with leaders and employees to identify development opportunities, provide actionable feedback, and connect them to resources and programs that build capability, enhance performance, and support retention. * Lead and support change management efforts, equipping leaders to communicate effectively, anticipate impacts, and maintain trust, clarity, and engagement through periods of organizational change. * Partner with leaders on goal setting, performance management, calibration, and development planning to strengthen capability, consistency, and talent outcomes. * Work closely with the Employee Relations and Labor Relations teams to ensure fair, consistent, and transparent resolution of issues; proactively identify and mitigate people-related risks. * Collaborate with leaders and the broader HR organization to develop and implement programs that foster inclusion, belonging, and employee engagement. * Use data and analytics to identify trends, measure impact, and inform decision-making, translating insights into actionable recommendations that shape people and organizational strategies. * Partner with HR Centers of Excellence including Talent Acquisition, Compensation, Benefits, and Learning & Development, to deliver seamless, integrated HR solutions across the employee lifecycle. * Drive clear and consistent communication, ensuring that HR programs, initiatives, and organizational changes are effectively shared and understood across teams. * Actively participate in annual business planning, workforce forecasting, and talent reviews to ensure alignment between people strategies and business outcomes. Player Profile * Minimum of 8 years of progressive HR experience, including proven success as a strategic business partner in a complex, fast-paced, and creative or technical organization. * Deep understanding of organizational design, leadership development, performance management, and workforce planning. * Demonstrated ability to advise and influence leaders, skilled at building trust and credibility at all levels. * Able to translate business objectives into actionable people strategies and deliver measurable outcomes. * Uses analytics and metrics to diagnose issues, measure impact, and inform recommendations. * Exceptional written and verbal communication skills; adept at simplifying complex ideas and presenting to executive audiences. * High level of professionalism, discretion, and judgment in managing sensitive matters. * A team player who partners effectively across HR disciplines and functions to drive holistic solutions. Bonus Points * Proven ability to navigate and partner effectively in union environments and maintaining compliance. * HR experience in entertainment, gaming, or technology industries. * Experience leading or supporting large-scale organizational changes or integrations. * Proficiency in Workday, Excel, and PowerPoint. * PHR/SPHR/SHRM-CP/SHRM-SCP or equivalent certification preferred. * PHR / SPHR certification Our World Activision Blizzard, Inc. (NASDAQ: ATVI), is one of the world's largest and most successful interactive entertainment companies and is at the intersection of media, technology and entertainment. We are home to some of the most beloved entertainment franchises including Call of Duty, World of Warcraft, Overwatch, Diablo, Candy Crush and Bubble Witch. Our combined entertainment network delights hundreds of millions of monthly active users in 196 countries, making us the largest gaming network on the planet! Our ability to build immersive and innovate worlds is only enhanced by diverse teams working in an inclusive environment. We aspire to have a culture where everyone can thrive in order to connect and engage the world through epic entertainment. We provide a suite of benefits that promote physical, emotional and financial well-being for 'Every World' - we've got our employees covered! The videogame industry and therefore our business is fast-paced and will continue to evolve. As such, the duties and responsibilities of this role may be changed as advised by the Company at any time to promote and support our business and relationships with industry partners. Activision is an Equal Opportunity Employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, gender expression, national origin, protected veteran status, or any other basis protected by applicable law and will not be discriminated against on the basis of disability. Rewards We provide a suite of benefits that promote physical, emotional and financial well-being for 'Every World' - we've got our employees covered! Subject to eligibility requirements, the Company offers comprehensive benefits including: * Medical, dental, vision, health savings account or health reimbursement account, healthcare spending accounts, dependent care spending accounts, life and AD&D insurance, disability insurance; * 401(k) with Company match, tuition reimbursement, charitable donation matching; * Paid holidays and vacation, paid sick time, floating holidays, compassion and bereavement leaves, parental leave; * Mental health & wellbeing programs, fitness programs, free and discounted games, and a variety of other voluntary benefit programs like supplemental life & disability, legal service, ID protection, rental insurance, and others; * If the Company requires that you move geographic locations for the job, then you may also be eligible for relocation assistance. Eligibility to participate in these benefits may vary for part time and temporary full-time employees and interns with the Company. You can learn more by visiting *************************************** In the U.S., the standard base pay range for this role is $72,720.00 - $134,460.00 Annual. These values reflect the expected base pay range of new hires across all U.S. locations. Ultimately, your specific range and offer will be based on several factors, including relevant experience, performance, and work location. Your Talent Professional can share this role's range details for your local geography during the hiring process. In addition to a competitive base pay, employees in this role may be eligible for incentive compensation. Incentive compensation is not guaranteed. While we strive to provide competitive offers to successful candidates, new hire compensation is negotiable.

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.

PIMCO is a global leader in active fixed income with deep expertise across public and private markets. We invest our clients' capital across a range of fixed income and credit opportunities, leveraging our decades of experience navigating complex debt markets. Our flexible capital base and deep relationships with issuers have helped us become one of the world's largest providers of traditional and nontraditional solutions for companies that need financing and investors who seek strong risk-adjusted returns. Since 1971, our people have shaped our organization through a high-performance inclusive culture, in which we celebrate diverse thinking. We invest in our people and strive to imprint our CORE values of Collaboration, Openness, Responsibility and Excellence. We believe each of us is here to help others succeed and this has led to PIMCO being recognized as an innovator, industry thought leader and trusted advisor to our clients. Job Description The Human Resources Business Partner will serve as a trusted advisor and collaborative partner to senior executives across the Americas market. This role focuses on designing and executing innovative, data-driven talent strategies that attract, retain, and develop top talent aligned with PIMCO's values of Collaboration, Openness, Responsibility, and Excellence. The HR Business Partner will combine deep business insight with creative problem-solving to deliver tailored, sustainable HR solutions that drive organizational success and employee growth. This role requires a client-centric mindset, a passion for continuous improvement, and the ability to influence and inspire at all levels of the organization. Responsibilities * Partner closely with business leaders to understand strategic objectives and create people strategies that enable business growth and agility. * Build and maintain trusted advisor relationships across all organizational levels, providing consultative, strategic, and tactical guidance on organizational design, talent management, and workforce planning. * Leverage data and analytics to inform decision-making, identify trends, and measure the impact of HR initiatives. * Champion innovation by identifying opportunities to enhance business impact by fostering a culture open to new ideas and continuous learning. * Coach and mentor managers and senior leaders to strengthen leadership capabilities and drive high performance. * Collaborate effectively with Centers of Excellence (COEs) to align talent programs with business needs and ensure seamless execution of initiatives. * Collaborate closely with the Employee Relations team to mitigate people-related risks, while proactively partnering with business leaders to identify potential risk areas early and implement preventative strategies to address issues. * Lead and drive key HR projects from conception through to successful implementation, ensuring alignment with organizational priorities. * Stay current on emerging HR trends, technologies, and best practices to continuously elevate the HR function. Requirements * Bachelor's degree from an accredited institution or equivalent professional experience required. * Minimum of 10 years of progressive HR experience in organizational design, workforce planning, and talent management. * Solid understanding of U.S. labor laws. * Advanced proficiency with technology and a strong analytical orientation; skilled in Microsoft Excel, Outlook, PowerPoint, Workday, and HR analytics tools. * Proven creative and innovative problem-solver, leveraging data-driven insights to address complex challenges. * Demonstrates a client-focused mindset with exceptional interpersonal skills; able to establish credibility and influence a wide range of stakeholders. * Adept at navigating ambiguity and complexity across functions and regions to deliver strategic alignment and impact. * Track record of managing multiple priorities effectively in fast-paced, dynamic environments, supported by strong organizational and project management abilities. * Open to new ideas, quick to learn, and passionate about driving process enhancements and operational efficiency. * Experience in change management and project leadership, particularly leading cross-functional HR initiatives with measurable outcomes. * Excellent verbal and written communication skills, with the ability to adapt messaging to diverse audiences. * Demonstrates a results-driven approach and a proactive attitude, consistently taking initiative to support business and team objectives. * Strong ethical integrity, sound judgment, and dedication to creating an inclusive and respectful workplace culture. PIMCO follows a total compensation approach when rewarding employees which includes a base salary and a discretionary bonus. Base salary is the fixed component of compensation that is determined by core job responsibilities, relevant experience, internal level, and market factors. The discretionary bonus is used to award performance and therefore is determined by company, business, team, and individual performance. Salary Range: $ 150,000.00 - $ 305,000.00 Equal Employment Opportunity and Affirmative Action Statement PIMCO recruits and hires qualified candidates without regard to race, national origin, ancestry, religion (including religious dress and grooming practices), sex (including pregnancy, childbirth, breastfeeding, or related medical conditions), sexual orientation, gender (including gender identity and expression), age, military or veteran status, disability (physical or mental), any factor prohibited by law, and as such affirms in policy and practice to support and promote the concept of equal employment opportunity and affirmative action, in accordance with all applicable federal, state, provincial and municipal laws. The company also prohibits discrimination on other basis such as medical condition, or marital status under applicable laws. Applicants with Disabilities PIMCO is an Equal Employment Opportunity/Affirmative Action employer. We provide reasonable accommodation for qualified individuals with disabilities, including veterans, in job application procedures. If you have any difficulty using our online system due to a disability and you would like to request an accommodation, you may contact us at ************ and leave a message. This is a dedicated line designed exclusively to assist job seekers with disabilities to apply online. Only messages left for this purpose will be considered. A response to your request may take up to two business days.

About the role We're looking for a strategic, people-first Talent Acquisition Program Manager to shape the employee staffing experience. and manage the full recruitment process from front to end. You'll own the recruiting process from end to end - building systems, programs, managing vendors, and ensuring we bring in exceptional talent quickly and efficiently. You'll work at the intersection of culture, performance, feedback, development, employee listening, change management, and engagement - designing talent acquisition programs that create a cohesive, empowering employee journey. This role reports directly to the Human Resources Director and you will partner cross-functionally with all of the organizational leaders to ensure hiring goals are met, while building a recruiting infrastructure that supports rapid expansion. This position will be based in Round Rock, TX and is in office position. Key responsibilities include: Lead and manage the full recruitment lifecycle across all departments. Design and deliver employee‑centric programs: Turn big‑picture staffing goals into clear plans, milestones, and communications that drive adoption and impact. Own and optimize the company's ATS, recruiting tools, and vendor relationships. Review and prioritize high volumes of applicants, coordinating timely feedback loops. Draft, post, and refine job descriptions to attract top talent. Build efficient interview and selection processes that improve speed and candidate experience. Communicate with clarity: Craft concise, engaging communication plans and messages that build understanding, alignment, and buy‑in at all levels. Provide weekly updates, data insights, and hiring metrics to leadership. Qualifications: 5-7+ years of experience in recruiting or talent acquisition, ideally within fast-paced manufacturing, or clean energy companies. Proven ability to design, implement, and measure talent acquisition and initiatives at scale. Excellent stakeholder management: You build trust, influence without formal authority, and collaborate across diverse teams and time zones. Exceptional communication and stakeholder management skills - able to influence at all levels. 3-5 years of Staffing Agency Management Experience in creating tools and documents to capture the recruiting process and ensure ongoing communication with the hiring manager and the candidate. This includes post hire activities Ability to manage multiple projects in a fast‑paced, collaborative environment. Proven success managing high-volume recruitment in dynamic, growth-oriented environments. 3-5 Years of maintaining Employment Law Compliance Experience with ATS systems, vendor management, and process optimization. Based in or willing to relocate to Austin, TX (Headquarters). Preferred Qualifications Workforce Analysis Background UKG HRIS System Retention Program Development Recruiting Manager background Powered by JazzHR lPjaqSLALa

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

Cybercrime is rising, reaching record highs in 2024. According to the FBI's IC3 report total losses exceeded $16 billion. With investment fraud and BEC scams at the forefront, the message is clear: the real estate sector remains a lucrative target for cybercriminals. At CertifID, we take this threat seriously and provide a secure platform that verifies the identities of parties involved in transactions, authenticates wire transfer instructions, and detects potential fraud attempts. Our technology is designed to mitigate risks and ensure that every transaction is conducted with confidence and peace of mind. We know we couldn't take on this challenge without our incredible team. We have been recognized as one of the Best Startups to Work for in Austin, made the Inc. 5000 list, and won Best Culture by Purpose Jobs two years in a row. We are guided by our core values and our vision of a world without wire fraud. We offer a dynamic work environment where you can contribute to meaningful impact and be part of a team dedicated to enhancing security and fighting fraud. As a Talent Acquisition Manager, you will play a critical role in shaping and optimizing our talent acquisition strategies. You will focus on improving recruitment operations, developing best practices, and enhancing the overall candidate experience. This role will also involve managing the full recruitment lifecycle, leveraging technology, data-driven insights, and innovative sourcing strategies to attract top talent and support the company's long-term growth. This role will report to the Director of People & Culture. Who we're looking for: - You have experience in HR, Talent Acquisition, and Recruitment Operations, with a strong track record of success in full-cycle recruiting, ideally in tech.- You understand that finding the right talent is a big responsibility and are excited by that.- You're passionate about employer branding and candidate experience.- You're resilient and adaptable. You embrace change and take charge of your own growth.- You're a strategic thinker and trusted advisor who builds strong relationships with hiring managers and candidates.- You're a problem solver who thrives on efficiency, constantly looking for ways to streamline processes.- You're self-motivated and self-disciplined. You simply want to do a good job because that's how you work. What you'll do: - Manage Full Recruitment Lifecycle: Own and execute end-to-end recruiting, from req creation to candidate close.- Partner with Hiring Managers: Collaborate closely with hiring managers to understand their hiring needs, define job requirements, and provide strategic guidance on attracting top talent.- Optimize Recruitment Technology & Processes: Leverage and enhance our ATS (Lever) and other tools to improve workflows, scheduling, and reporting.- Develop & Standardize Recruitment Best Practices: Establish and refine scalable processes, training, and resources to ensure consistency and inclusivity in hiring.- Implement Effective Talent Strategies: Identify and implement innovative sourcing strategies and hiring approaches to attract a diverse and high-quality talent pool.- Drive Data-Driven Decision Making: Utilize recruiting data and market insights to provide strategic recommendations and improve hiring outcomes.- Enhance the Candidate Experience: Develop initiatives to improve candidate engagement, communication, and employer brand representation throughout the hiring process.- Strengthen Employer Branding Efforts: Manage and optimize our Built In and Glassdoor profiles to ensure an accurate and compelling representation of our company culture.- Support Compensation & Offer Decisions: Partner with hiring managers, Director of People, and CFO to develop competitive and equitable offers, ensuring alignment with market trends and internal equity. Not sure if you check all the boxes? Apply anyway!We know that great talent comes in many forms, and we value potential just as much as experience. If you're excited about this role and believe you can grow into it, we'd love to hear from you. We're looking for people who are eager to learn, adapt, and solve challenges-so if that sounds like you, don't let a checklist hold you back! What we offer: - Health, dental, and vision Insurance (including a $0 option)- 401k with matching and no waiting period- Equity- Wellness reimbursement of $300/year- Remote worker reimbursement of $300/year- Life insurance- Parental leave- Flexible vacation- 12 company-paid holidays- No work on your birthday- A beautiful office with lots of parking- An award-winning culture- Competitive pay. We aim to meet or lead the market and use Carta Total Compensation to benchmark our roles against our peer group (companies of similar valuation and industry within our market and geography). Starting salary for this position will be shared during the first screening call. The recruitment process: - Screening call with hiring manager- Second call with hiring manager - Take-home assignment- People Team interview- CEO interview- Stakeholder interview Change doesn't happen overnight, and the same goes for us here at CertifID. We PROGRESS collectively and individually as we grow, abiding by our core values. Protect the Customer, Raise the Bar, Operate with Urgency, Grow with Grit, Ride the Wave, Enthusiasm Spreads, Stay Connected, Send It.We may use artificial intelligence (AI) tools to support parts of the hiring process, such as reviewing applications, analyzing resumes, or assessing responses. These tools assist our recruitment team but do not replace human judgment. Final hiring decisions are ultimately made by humans. If you would like more information about how your data is processed, please contact us.

Primary Purpose: Responsible for overall management of the district's human resources function. Supports the strategic planning and implementation of human resources programs to include professional, paraprofessional, 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: Education/Certification: Bachelor's degree in human resources or equivalent Master's degree preferred Special Knowledge/Skills: Knowledge of selection, training, and supervision of personnel Knowledge of wage and salary, benefits, and performance appraisal administration Knowledge of general and education employment law and hearing procedures Ability to implement policy and procedures effectively Ability to use software to develop spreadsheets, perform data analysis, and do word processing Ability to manage budget and personnel Excellent public relations, organizational, communication and interpersonal skills Ability to speak effectively before groups of employees, the school board, and other organizations Experience: 5 years of progressively responsible experience in human resources management or public school administration; 2 years supervisory experience preferred 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 division, including planning, development, coordination, and evaluation of operations and implementing department goals and objectives. * Oversee and coordinate employee performance appraisal system 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. 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 for their assignments and all staff hold the appropriate credentials for assignments. * Maintain a system for new employees to acquire appropriate information, support, and training necessary for success on the job. 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. * Provide oversight of the district's leave, health insurance, optional employee benefits, workers' compensation, and unemployment compensation benefit programs including overseeing relationships with insurance vendors and third party administrators. 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, including Title IX complaints. * 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 and retention support 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. Supervisory Responsibilities: May supervise, evaluate, and recommend hiring and firing of human resources department employees. 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; frequent districtwide travel; occasional statewide travel and out-of-state travel Mental Demands: Work with frequent interruptions, maintain emotional control under stress Administrative Paygrade 5, 226 days

Job DescriptionSalary: up to $60k + competitive commission + bonuses + benefits Talent Acquisition Manager Industry: Construction, Engineering & Renewable Energy Type: Full-Time Salary: up to $60k + competitive commission + bonuses + benefits About Us Just Construction Inc. is the US arm of a well-established recruitment business with deep roots in the construction industry. Were building something different a trusted name in talent that genuinely understands what makes this industry tick. As we expand across the States, were looking for a Talent Acquisition Manager to help lead the charge. You wont just be filling jobs youll be building the engine behind our growth. The Role As our first dedicated Talent Acquisition Manager, youll work closely with the leadership team to define and execute our US hiring strategy. From attracting top-tier talent to shaping our internal recruitment processes, youll play a pivotal role in building our reputation and results. This isnt a tick-the-box TA role this is about influencing growth, culture, and future capability. What Youll Be Doing Partnering with Leadership to define hiring plans aligned with business goals Managing full-cycle recruitment across sales, operations, and strategic hires Building employer brand visibility, especially across the construction sector Creating scalable hiring processes and talent pipelines for future growth Advising on recruitment tools, systems, and best practices Supporting DEI initiatives and ensuring inclusive hiring standards Representing Just Construction Inc. at industry events, career fairs, and outreach activities Contributing to culture youll help shape how we hire and who we become Were Looking For Experience in recruitment or talent acquisition (agency or internal) Strong communication and stakeholder management skills Ability to recruit across levels, from junior hires to leadership Confidence in using data and insights to improve hiring outcomes A hands-on approach youre not afraid to roll up your sleeves A passion for the construction sector is a big plus What Youll Get Competitive salary + performance-based bonus structure Equity incentive opportunity as we grow Clear path to Head of Talent or broader leadership roles Autonomy and trust we want your input, not micromanagement A business that genuinely values people and long-term partnerships Access to senior leadership and real influence over hiring strategy Team culture that balances professional ambition with a good laugh Ready to Help Us Build It? This is a chance to be at the beginning of something ambitious to help shape a US recruitment business the right way. Whether youre an Internal TA pro ready for your next challenge or an agency recruiter looking to move in-house and own more wed love to hear from you.

Administration - District Level/Assistant Director of Human Resources Date Available: 12/15/2025 Attachment(s): * Assistant Director of Human Resources.pdf