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. **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 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. This position will require you to work from the UFCU Plaza 2-3 times each week 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.

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.

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

. 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.

Thrive Pet Healthcare | Remote/Hybrid Thrive Pet Healthcare is a leading network of over 400 veterinary hospitals across the U.S. We believe in providing care that goes beyond medicine-care that supports the people who care for pets. Our team members are passionate about advancing veterinary medicine, building community, and creating an environment where everyone can thrive. About the Role The Talent Management Manager plays a key role in designing, implementing, and managing programs that engage, develop, and retain our team members. This role supports Thrive's mission by driving initiatives in performance management, leadership development, and employee engagement. Reporting to the Senior Director of Talent and Learning, this person will manage the day-to-day operations of our talent programs-bringing structure, creativity, and collaboration to everything they do. The ideal candidate is a hands-on program manager who enjoys turning strategy into action and measuring impact through data and feedback. What You'll Do Program Leadership & Strategy * Lead and manage core talent programs including performance management, succession planning, and employee engagement initiatives. * Track, analyze, and report on key metrics to assess program effectiveness and inform continuous improvement. * Partner with HR and business leaders to align talent strategies with organizational goals and priorities. * Support leadership development and succession planning efforts to build a strong internal pipeline. Collaboration & Communication * Coach and support leaders and HR partners in applying talent practices that strengthen team and organizational performance. * Build strong relationships across departments to ensure alignment and shared ownership of talent initiatives. * Communicate program goals, progress, and outcomes in clear, engaging ways that inspire participation. * Help foster a culture of inclusion, engagement, and growth across the organization. Program Execution & Improvement * Develop and maintain tools, materials, and resources to support program adoption and scalability. * Coordinate leadership development and learning initiatives that build capabilities across Thrive's network. * Collaborate with cross-functional teams to ensure consistent and effective program delivery. * Gather stakeholder feedback and drive continuous improvement to enhance program quality and impact. What We're Looking For * Bachelor's degree in Human Resources, Organizational Development, Business, or related field. * 5-7 years of experience in HR or talent management, with proven success managing programs from concept to completion. * Strong project and program management skills; able to juggle multiple priorities with efficiency and attention to detail. * Excellent communication, relationship-building, and stakeholder management skills. * Ability to thrive in a dynamic, fast-paced, and collaborative environment. * Experience with HR or talent systems (such as Workday) and a data-driven approach to decision-making. Why You'll Love Working Here * A people-first culture that values growth, inclusion, and well-being. * Opportunities to shape programs that directly impact over 10,000 veterinary professionals nationwide. * Comprehensive benefits package, including medical, dental, vision, 401(k), and paid time off. * A collaborative, mission-driven team where your work truly makes a difference. Apply today!

**_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 (***************************************************************************************************************************

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

We're looking for a Senior Staff HR Consultant to join Procore's People Solutions Team. In this role, you'll act as a high-impact strategic problem solver, deployed against the People Leadership Team's most complex, cross-functional priorities. The primary goal of this role is to translate ambiguous, high-stakes business challenges into actionable, scalable People solutions that drive enterprise outcomes. As a Senior Staff HR Consultant, you'll partner closely with People Leadership, Centers of Excellence, and cross-functional stakeholders to scope, architect, and execute high-visibility initiatives. You'll use your strategic thinking, consulting mindset, and execution velocity to deliver results across areas like AI cultural integration, M&A, operating model transformation, and new market entry. This is a unique opportunity to shape how People strategy is delivered at Procore as we evolve toward a more dynamic, product-led operating model-join us and help define what's next. This position reports into the VP of People Analytics, Technology, and Operations and will be based in our Austin office. We're looking for someone to join us immediately. What You'll Do * Lead Just-in-Time Strategic Initiatives: You will act as a "problem-solver" for critical priorities that arise in-year, pivoting quickly to address unforeseen business challenges * Architect Solutions, Not Just Timelines: You will take vague problem statements from leadership (e.g., "How do we prepare our culture for AI?") and translate them into concrete strategic objectives, scoping the initiative and driving it from concept to reality. * Cross-Functional Enterprise Execution: You will lead high-visibility workstreams that span across People, ensuring we achieve intended business outcomes (i.e. M&A integration, operating model transformation, new market entry, etc). * Champion Agile Methodologies: You will operate with an MVP (Minimum Viable Product) mindset, seeking rapid feedback, iterating on solutions, and conducting quarterly reviews of active projects to ensure alignment with business needs. * Partner with Centers of Excellence (COEs): You will partner closely with our COEs to bring structure, strategic thinking, and execution power to high-priority initiatives, ensuring clear ownership and alignment across functions. What we're looking for * Bachelor's degree or equivalent experience; advanced degree preferred. * 8+ years of experience in HR Strategy, Management Consulting, or a related field. * Proven experience leading complex, cross-functional enterprise initiatives; M&A experience is a plus. * Strong analytical and systems-thinking skills, with the ability to leverage data to inform decisions. * Demonstrated ability to operate effectively in highly ambiguous environments. * A consulting mindset with a track record of diagnosing problems and delivering solutions quickly. * Action-oriented, proactive, and comfortable making decisions with imperfect information. * Product-minded approach with a strong focus on user experience and employee impact. Additional Information Base Pay Range: 160,000.00 - 220,000.00 USD Annual For Los Angeles County (unincorporated) Candidates: Procore will consider for employment all qualified applicants, including those with arrest or conviction records, in accordance with the requirements of applicable federal, state, and local laws, including the City of Los Angeles' Fair Chance Initiative for Hiring Ordinance, the Los Angeles County Fair Chance Ordinance for Employers, and the California Fair Chance Act. A criminal history may have a direct, adverse, and negative relationship on the following job duties, potentially resulting in the withdrawal of the conditional offer of employment: 1. appropriately managing, accessing, and handling confidential information including proprietary and trade secret information, as well as accessing Procore's information technology systems and platforms; 2. interacting with and occasionally having unsupervised contact with internal/external customers, stakeholders, and/or colleagues; and 3. exercising sound judgment.

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.

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.

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)

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

Mythic Talent is a leading talent management agency dedicated to representing the best and brightest in the entertainment industry. Our innovative approach to talent management, 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 Junior Talent Manager. POSITION OVERVIEW The Junior Talent Manager at Mythic Talent plays a crucial role in supporting the talent management team in developing and managing the careers of our talent roster. This entry-level position provides an excellent opportunity for individuals looking to kick-start their career in the exciting world of talent management. While no prior experience is required, the ideal candidate will have strong communication skills, a passion for talent development, and the ability to thrive in a fast-paced environment. The role involves significant responsibility and requires the exercise of discretion and independent judgment. KEY RESPONSIBILITIES As a Junior Talent Manager, your key responsibilities involve supporting Senior Talent Managers in various aspects of talent representation and career management. Your role will require making decisions on significant matters and contributing to strategic planning of the roster assigned to you and your Senior Talent Manager. Assisting Senior Talent Managers Support senior talent managers in their day-to-day activities related to talent representation and career management. Organize campaigns, coordinate meetings, and assist with client communications for approximately 15-20 talents on the assigned Senior Talent Manager's roster. Make independent decisions regarding prioritizing tasks and managing campaigns for the Senior Talent Manager's roster. Communication Coordination 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. Talent Scouting and Recruitment Support Assist in talent scouting and recruitment efforts by conducting research, identifying potential talent, and assisting with outreach. Help maintain a database of potential talent and contribute to the talent acquisition process. Independently evaluate and recommend potential talent for recruitment based on strategic goals. Database Maintenance Help maintain accurate and up-to-date talent databases, portfolios, and records. Ensure that information is organized, readily accessible, and regularly updated to support talent management activities. Develop and implement processes for efficient database management. Appointment and Travel Arrangements Assist with scheduling appointments, meetings, and travel arrangements for talent as needed. Coordinate logistics and ensure that all arrangements are made in a timely manner. Make autonomous decisions regarding travel and appointment logistics to optimize efficiency. Administrative Support Provide administrative support to senior talent managers, including drafting emails, preparing documents, and managing correspondence. Help streamline administrative processes to ensure efficiency and effectiveness. Implement and refine administrative procedures to support senior managers. Industry Networking Attend meetings, industry events, and talent showcases to network and stay updated on industry trends. Build relationships with industry professionals and stay informed about developments in the talent management landscape. Represent Mythic Talent at events and make decisions on networking opportunities. Creative Brainstorming Collaborate with other team members to brainstorm creative ideas and strategies for talent development and promotion. Contribute innovative solutions and participate in discussions to support talent growth and success. Lead initiatives for creative projects and strategic planning sessions. Ad-hoc Tasks and Projects Handle ad-hoc tasks and projects as assigned by your Senior Talent Manager. Be flexible and adaptable to take on new responsibilities and contribute to team objectives as needed. Independently manage special projects that contribute to the strategic objectives of the agency. By effectively fulfilling these key responsibilities, you will play a valuable role in supporting the talent management efforts at the organization and contributing to the success and growth of the talent represented. MINIMUM REQUIREMENTS Strong communication skills, both written and verbal. Excellent organizational and multitasking abilities. A proactive approach to problem-solving. Ability to work collaboratively in a team environment. Strong attention to detail. Ability to exercise discretion and independent judgment on significant matters. Proficiency in Microsoft Office Suite and Google Suite applications. Demonstrated ability to meet deadlines and work under pressure. Excellent people management skills. Flexible working schedule. PLUSES Bachelor's degree in Marketing, Communications, Business Administration, or related field 1-2 years of experience in talent management, marketing, campaign management, ect. Proficiency with Hubspot Knowledge of marketing principles, strategies, and tactics across various channels, including digital, social media, print, and events Familiarity with Mythic Talents in general Familiarity with industry trends, best practices, and emerging technologies in marketing, advertising, and talent management