Human Resources Business Partner jobs in Berkeley, CA

Position Location: This role is open to candidates currently based in the U.S. and willing to relocate to San Francisco, California or Tampa, Florida. We are looking for an experienced and proactive HR Specialist to support our operations. The ideal candidate will work closely with business leaders to ensure effective HR strategies are in place, from recruitment and onboarding to employee relations and organizational development. OUR COMPANY: Shining 3D is a world-class technology company offering 3D digital solutions with offices in China and Germany, and U.S.. Shining 3D's technology spans cover every 3D imaging process and technology with innovative solutions, including: 3D scanning, reverse engineering, inspection, styling, design, analysis, digital manufacturing, and health care applications. Our wide range of products and services as well as our advanced training program are intended for companies in a wide array of markets, including, but not limited to: consumer-end products, automotive, aerospace, dental, biomechanics, education, heritage preservation & architecture, and multimedia industries, among others. Shining 3D has developed and sells, both directly and indirectly, 3D scanners, photogrammetry systems and 3D printers. For more information, please visit SHINING 3D on the web at ****************** ESSENTIAL FUNCTIONS: Recruitment & Staffing Manage workforce planning, talent acquisition, and staffing for assigned departments, including needs analysis, recruitment coordination, data analysis, candidate assessment and selection, offer management, and onboarding preparation and orientation. Onboarding & Probation Management Oversee new hire onboarding processes, probationary period tracking, evaluations, confirmation procedures, and performance reviews. Collaborate with training colleagues to implement new hire training programs, mentorship initiatives, and facilitate smooth integration of new employees. Employee Relations & Support Understand business strategies and objectives, delve into departmental needs, actively gather HR requirements through interviews with department heads and employees, and assist the HR Director in executing relevant HR initiatives. Manage employee offboarding, conduct exit interviews, and maintain ongoing turnover risk assessments. Interpret and participate in performance management policies and practices. Training & Culture Development Assist in organizing team-building activities as needed. Work with training colleagues to promote corporate culture within overseas subsidiaries, enhancing employee awareness and engagement. Organize and manage training programs tailored to the needs of overseas subsidiaries. HR Project-Based Work Participate in quarterly and annual department meetings; handle year-end talent reviews and workforce analytics. Maintain and update job descriptions and refine department and role responsibility statements. REQUIREMENTS: Bachelor's degree or higher in Human Resources, Psychology, Business Administration, or related fields. 5+ years of experience in human resources, demonstrating proficiency in multiple HR functions, particularly in two or more core areas. Bilingual communication skills in English and Mandarin Chinese. Excellent interpersonal skills, communication abilities, and a strong ability to drive initiatives forward. BENEFITS: Health/Dental/Vision insurance 100% covered by company. 401(k) matched. Transportation allowance if work in office. Food, snack, coffee supply. Birthday gift card. Festival gifts. Team-building activities.

Senior Manager of People Operations & Compliance The Senior Manager of Talent Operations & Compliance is a strategic leader responsible for ensuring that Rubicon's people practices are operationally sound, legally compliant, human-centered, and scalable across our nonprofit programs, Landscape division, and for-profit entity. This role manages the backbone systems, policies, and compliance functions that support a thriving workplace, while maintaining flexibility to meet the specific regulatory and business needs of multiple operating models. The Senior Manager of Talent Operations & Compliance is a systems expert, compliance steward, a thought partner to the Chief Talent Officer and an engaged member of Rubicon's senior leadership team. This role will help shape the operational strategies that advance Rubicon's mission-driven and entrepreneurial work. Reporting directly to the Chief Talent Officer, the Senior Manager will supervise Talent operations staff (including Payroll & Benefits and HR Generalist roles) and serve as the business integrator between Talent, Finance, IT, and program leaders. This position will partner deeply with the leadership of Rubicon's Landscape Division and for-profit subsidiary to ensure consistent application of policies, proper classification, prevailing wage compliance, and seamless people operations across all areas of the organization. RESPONSIBILITIES Operational Excellence Oversee and continuously improve HR systems and workflows, ensuring accuracy, efficiency, and employee-centered service. Leverage technology tools such as Power Automate and Power BI to streamline HR operations workflows, automate repetitive processes, and build real-time dashboards that enhance data visibility, compliance tracking, and decision-making. Partner with Finance and IT to integrate HRIS systems with payroll, benefits, and compliance platforms. Manage HR Operations budgets, vendor relationships, and service contracts for Talent Division operations across nonprofit, Landscape, and for-profit entities. Ensure effective management of employee records, data privacy, and secure documentation practices across all business areas. Compliance and Risk Management Ensure full compliance with all federal, state, and local employment laws and regulations (FMLA, CFRA, ADA, ACA, COBRA, wage and hour, EEOC, OSHA, etc.)-tailored to nonprofit and for-profit contexts. Maintain and regularly update the Employee Handbook, Code of Conduct and HR policies to reflect legal changes, organizational values, and industry best practices. Proactively monitor compliance specific to prevailing wage requirements, federal contracting obligations, and commercial labor standards within the Landscape Division. Lead Rubicon's compliance audits, including nonprofit, for-profit, and grant-related audit activities. Policy Development & Integration Draft and embed clear, actionable HR policies and SOPs that are applicable across Rubicon's organizational structure. Co-create training and deliver communication campaigns to ensure understanding and implementation at all levels. Business Integration Leadership Act as the liaison between HR, Finance, IT, Program and Landscape Leadership, to ensure system alignment and operational continuity. Translate HR operational needs into business processes that work across multiple legal and regulatory frameworks. Lead system changeovers, data conversions, testing, cutovers, and hypercare phases for major HRIS and payroll initiatives. Supervision & Team Leadership Directly supervise and coach Payroll & Benefits Manager and HR Generalist to their next level aligned with Rubicon's leadership competencies. Build a collaborative, accountable, high service-minded Talent Operations team across nonprofit, Landscape, and for-profit environments. Organizational Leadership Actively participate as a member of Rubicon's Senior Leadership Team, contributing insights on workforce trends, operational excellence, and organizational risk mitigation. Prepare clear, concise, and actionable reports on HR operational metrics, compliance activities, workforce analytics, and audit findings for internal leadership, auditors, and external stakeholders. Analyze HR operational and workforce data to identify trends, gaps, and risks, and make strategic, data-driven recommendations for continuous process improvements and system enhancements. COMPETENCIES 7 years of progressive HR operations and compliance experience. 3 years of supervisory experience leading HR operational staff. Strong project management skills, with the ability to scope, plan, implement, and close projects independently and collaboratively. Strong knowledge of HRIS system management, data governance, payroll integration, and audit procedures. Experience managing departmental budgets and vendor relationships, including contract negotiation, service evaluation, and cost optimization. Understanding of labor and employment law compliance, wage and hour regulations, multi-entity payroll management. Exceptional ability to communicate for resonance across diverse audiences and ability to translate technical compliance and system needs into user-friendly, mission-aligned processes. KEY ROLE-BASED COMPETENCIES Strategic & Systems Thinking: Ability to connect organizational strategy with operational implementation across nonprofit and business contexts. Operational Implementation: Highly organized with a focus on delivering accurate, timely, and high-quality outcomes. Change Management: Skilled at leading system transitions and organizational change with empathy and accountability. Risk Awareness: Proactive identification of compliance vulnerabilities and implementation of preventative solutions. Equity Lens: Ability to embed diversity, equity, inclusion, and belonging principles into compliance and operations practices. Collaborative Leadership: Builds strong partnerships across programs, operations, and leadership teams. Design thinking: Experience applying design thinking principles to create user-centered HR policies, processes, or system improvements. Lifelong Learner: Active engagement in professional development through industry associations, certifications, or ongoing HR/compliance training. COMPENSATION AND BENEFITS $90,000-$100,000 Annually Medical, Dental and Vision health plans. Kaiser and Sutter Health options. 3 weeks paid vacation and sick leave, 13 paid holidays. 4 days paid restorative holiday between Christmas and New Years. Employer sponsored and matched retirement plan. Pre-tax transportation and flexible spending accounts. About Rubicon An $18M non-profit Rubicon, provides direct services at eight locations in Alameda and Contra Costa counties and operates a growing commercial landscape social enterprise program that is a leader in sustainable practices. Rubicon transforms East Bay communities by equipping people to break the cycle of poverty. Recognized as a national leader in workforce development, Rubicon provides individualized one-on-one career advising, job search support, financial education, wellness and legal services, to very low-income people who face significant barriers to achieving economic mobility. Rubicon is a 2022 Great Place to Work, on a journey towards becoming a high-road employer and an anti-racist organization. We are committed to systems change and advocacy through efforts like expanding and deepening Employee Resource Groups; the launch of an internal Racial Justice Task Force; and implementation of talent and culture supports that acknowledge and facilitate healing from the direct and indirect effects of racial trauma. Rubicon actively recruits staff members with a diversity of culture, thought, and lived experiences who are not only highly skilled, but who consistently demonstrate a commitment to our vision of an East Bay without poverty and are passionate about this work. Rubicon is proud to be an Equal Employment Opportunity/Affirmative Action Employer and values diversity of culture, thought, and lived experiences. We seek talented, qualified individuals regardless of race, color, religion, sex, pregnancy, marital status, age, national origin or ancestry, citizenship, conviction history, uniform service membership/veteran status, physical or mental disability, protected medical conditions, genetic characteristics, sexual orientation, gender identity, gender expression regardless of physical gender, or any other consideration made unlawful by federal, state, or local laws. Rubicon uses E-Verify to validate the eligibility of our new employees to work legally in the United States. #J-18808-Ljbffr

Galvanize Therapeutics is a biomedical platform company operating at the convergence of engineering, biology, and healthcare delivery, aiming to deliver life-changing solutions to patients and their doctors. We design and develop Pulsed Electric Field Systems to achieve meaningful and lasting therapeutic outcomes for patients. The HR Business Partner (HRBP) will play a pivotal role in shaping our success by strategically partnering with our commercial business unit and its leadership team. The HRBP will serve as the trusted advisor on human resources-related matters, translating business needs into solutions that drive performance, engagement and critical talent development. This role requires a strong understanding of business operations, a proactive approach to HR challenges and the ability to influence and lead change effectively. Responsibilities include managing the recruitment program, onboarding and offboarding activities, performance management, training and development, employee relations and helping to foster employee engagement. Key Responsibilities Collaborate with commercial hiring managers to support the full recruitment lifecycle, including job postings, candidate sourcing, resume review, interviews, and offer coordination. Partner with leaders to understand business goals and provide HR guidance and solutions. Act as a primary point of contact, ensuring timely and accurate responses. Assist with regular company-wide rhythm of the business cycles (merit planning, promotion planning, and performance reviews) Coach and advise managers on employee relations, performance management, and organizational effectiveness and conduct investigations, as needed. Analyze HR metrics to identify trends, diagnose root causes and recommend solutions to business leaders. Continuously assess and improve HR workflows and systems to enhance efficiency and accuracy. Support the implementation of company-wide HR programs and change management efforts. Maintain up to date knowledge of HR best practices and ensure compliance with employment laws and internal policies. Foster a positive work culture in which employees are engaged, motivated and feel appreciated. Key Requirements Education and Training: Bachelor's degree in Human Resources or another related field. Masters degree or HR certification (PHR/SPHR, SHRM-CP/SCP) is a strong plus. Skills and Experience: Minimum of 5 years' experience in HR Business Partnering and supporting a field-based Sales Organization. Working knowledge of multiple human resource disciplines, including but not limited to employee relations, recruiting, performance management, and federal and state employment laws. Excellent written and verbal communication skills, with strong business acumen. Analytical and problem-solving skills. Demonstrated track record of managing processes and programs that resulted in improved efficiency and measurable results for the organization. Proficient in HRIS systems (TriNet, BambooHR, Rippling) and Microsoft Office Suite. Preferred Experience: Experience in Life Sciences of MedTech. Experience working in a public company environment. While we offer flexibility, this role is not remote. Being onsite three days, a week is required and essential for effective collaboration and maintaining team connection. Position Reports To: Director, Human Resources This role pays between $140,000 and $155,000 per year, and your actual base pay will depend on your skills, qualifications, and experience. Galvanize Therapeutics is an Equal Employment Opportunity Employer. We provide equal employment opportunities to all qualified applicants and employees, and prohibit discrimination and harassment of any type, without regard to race, sex, pregnancy, sexual orientation, gender identity, national origin, color, age, religion, protected veteran or disability status, genetic information or any other status protected under federal, state, or local applicable laws. We will consider for employment qualified applicants with arrest and conviction records in accordance with fair chance laws.

Associate Director of Human Resources - Up to $225k base + bonus We're currently working with a global professional services firm to appoint a Director of HR to lead their people strategy and operations in the Bay Area. This is a senior leadership role supporting a high-performance population across multiple functions, working closely with firm leadership to align HR strategy with business objectives. Key responsibilities include: Acting as the strategic HR partner to senior leadership, advising on organizational design, culture, and employee engagement. Leading the full talent lifecycle: recruitment, onboarding, performance management, learning & development, and offboarding. Ensuring compliance with all relevant employment laws and internal policies. Driving strategic HR programs and change initiatives in alignment with global priorities. Experience required: 10+ years of progressive HR experience, with 5+ years leading teams. Background in a fast-paced, matrixed environment (e.g. professional services, legal, consulting, or financial services). Deep understanding of employment law, employee relations, and talent strategy. Data-driven, commercially-minded, and solutions-oriented. This is a unique opportunity to shape HR strategy within a global, high-performance environment that values innovation, collaboration, and leadership.

D3 Search is actively recruiting a Human Resources Manager for a highly ranked and respected international law firm with an office located in Palo Alto, CA (94306) Human Resources Manager Note: 5-7 years previous HR experience in a law firm is REQUIRED. Location/Map: Palo Alto, CA (94306) Employment Status: Full-time | direct hire employment opportunity. Exempt role. Employer Work Model: Flexible hybrid 3/2 work model. Essential Functions: Serves as direct line report for Northern California lawyers and business services personnel Responsibilities include but not limited to, salary administration, employee performance management, merit increase and bonus recommendations Respond to inquiries regarding policies (including compliance), procedures and firm programs Advise other managers on appropriate resolution of employee relations issues In partnership with the HR Coordinator & Student Recruitment team, responsible for student recruitment for the Northern California offices. This includes, 2L and 1L recruitment, summer associate programs, on campus events etc. Strategic partner with both the Office Managing Partner and Director of Administration HR Business Partner to Employee & Benefits Practice Area across the US Qualifications: Education/Training/Certifications: Bachelor's degree in a related field. An equivalent combination of education and/or experience may be considered in lieu of the degree when the experience has been directly related to the functions of the job Professional Experience: Five to Seven years in a Human Resources position in a law firm required Technical Skills: Experience with Microsoft programs including Word and Excel Familiar with HR software Familiar with current laws affecting benefits, hiring, wage and hour issues and conduct Performance Traits: Strong written and verbal communication skills, able to communicate effectively and in a professional manner with all levels of the Firm and outside vendors Ability to work in a diverse team environment and effectively support the demanding needs of the Firm Ability to work under pressure, meet deadlines with shifting priorities Must be a self-starter with a high level of initiative Strong customer service skills, able to anticipate needs and exercise independent judgment Strong attention to detail, organizational skills and the ability to handle multiple projects Maintains confidentiality and exercises discretion Exercises solid strategic thinking and problem-solving skills Salary/Compensation: Annual salary range 139-184K (DOE/DOQ). Benefits Overview: Competitive compensation and comprehensive benefits, including medical/dental/vision/life/and AD&D insurance, 401(k) savings plan, back-up childcare and eldercare, generous paid time off (PTO), as well as opportunities for professional development and growth. If interested in this full-time/direct hire Human Resources Manager role with this highly ranked and respected international law practice located in Palo Alto, CA (94306), and you meet the above qualifications/requirements, please contact the following D3 rep.: Domenic Ferrante | D3 Search 📬******************** 📌 **************** D3 Legal Search LLC (aka D3 Search), and its clients are equal opportunity employers. Pursuant to local ordinances, we will consider qualified applicants with criminal histories in a manner consistent with the requirements of the Fair Chance Initiative for Hiring Ordinance.

Role: We are supporting our client in the search for an experienced Human Resources Manager/Business Partner to oversee HR operations for their Northern California offices. This is a high-visibility role with broad scope, covering lawyer and business services talent across recruiting, onboarding, compensation, performance management, and employee relations. The role also serves as a strategic HR business partner to a key national practice group. This is an excellent opportunity for an HR professional who thrives in a dynamic legal environment, enjoys leading with both strategy and execution, and values partnership with business leaders. Key Responsibilities: Act as the HR lead for the Northern California region, supporting attorneys and business services professionals Manage full employee lifecycle, including compensation, performance management, and employee relations Serve as HR business partner to a core practice group across the U.S., providing tailored support and guidance Collaborate with the firm's Student Recruitment team on summer associate hiring and on-campus initiatives Provide counsel to firm leadership and office management on all people-related matters Lead and mentor junior HR team members Ensure compliance with HR policies and employment law standards Requirements: Bachelor's degree in HR, Business, or related field 5-7 years of HR experience in a law firm or professional services environment Proven ability to handle sensitive matters with discretion and sound judgment Strong knowledge of employment laws, compensation practices, and HRIS tools Exceptional interpersonal and communication skills Demonstrated leadership and the ability to drive HR initiatives independently Why Join? Be a trusted advisor to senior leadership in a firm that values strategic HR partnership Operate in a culture defined by collaboration, high standards, and professional development Enjoy a hybrid schedule with competitive pay, comprehensive benefits, and long-term career growth opportunities Apply now or reach out to a member of the Oakleaf US team for a confidential conversation.

Flagship Facility Services, Inc. is looking for an HR Business Partner with a solid generalist skill set and experience including strengths in labor relations and field operations. The successful candidate will possess strong planning, organizational, analytical, communication, collaboration skills, and have demonstrated the ability to effectively manage multiple projects in an extremely fast-paced environment. *Must be fully bilingual in Spanish and English. Benefits: 401(k) Dental Insurance Flexible Schedule Health Insurance Paid time off Vision Insurance Essential Functions Conducts weekly meetings with operation leadership. Consults with line management, providing HR guidance when appropriate. Analyzes trends and metrics in partnership with the HR group to develop solutions, programs, and policies. Manages and resolves complex employee relations issues. Conducts effective, thorough, and objective investigations. Maintains 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. Provides day-to-day performance management guidance to line management (e.g., coaching, counseling, career development, disciplinary actions). Works closely with management and employees to improve work relationships, build morale, and increase productivity and retention. Provides HR policy guidance and interpretation. Act as the first level of support to trouble-shoot HR applications and systems, and HR-related report writing problems encountered by users. Develop and nurture productive partnerships with internal and external stakeholders. Help customers and partners meet their business objectives by pro-actively providing timely employee information reports. Performs other related duties as assigned. Knowledge and Skills Strong process orientation, analytical and problem-solving skills, and attention to detail. Excellent customer orientation, interpersonal and verbal/written communication skills. Excellent project/time management and organization skills and ability to work under dynamic deadlines. Computer proficiency with Microsoft Office products and comprehensive knowledge/experience with HRIS systems a must. Report development and analysis required. Functional guidance skills for administrative support needs. Education and Work Experience Bachelor's degree in business preferably in Human Resources Management. Human Resources or equivalent education and/or experience. HR certification a plus. A minimum of 5 years customer-centric, business-aligned, operationally oriented Human Resources Business Partner experience. Service industry experience preferred. A minimum of 3 years of Union experience. Work Environment Small-to-large office environment Fast paced office environment. The noise level in the work environment is usually moderate. Exposed to a combination of normal office type environments and shop environments. Physical Demands The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. While performing the duties of this job, the employee is occasionally required to stand, walk, sit, use hands to finger, handle, or feel objects, tools or controls, reach with hands and arms, climb stairs, balance, stoop, kneel, crouch, talk or hear. Physical requirements include stooping, standing, climbing, and occasionally lifting of a minimum of 40 lbs. of office or facilities equipment. Specific vision abilities required by the job include close vision, distance vision, color vision, peripheral vision, depth perception, and the ability to adjust focus.

Why Join Inworld Inworld is the leading provider of AI technology for real-time interactive experiences, with a $500 million valuation and backing from top tier investors including Intel Capital, Microsoft's M12 fund, Lightspeed Venture Partners, Section 32, BITKRAFT Ventures, Kleiner Perkins, Founders Fund, and First Spark Ventures. Inworld provides the market's best framework for building production ready interactive experiences, coupled with dedicated services to optimize specific stages of development - from design and development, to ML pipeline optimization and custom compute infrastructure. We help developers bring their AI engines in-house with a framework optimized for real-time data ingestion, low latency, and massive scale. Inworld powers experiences built by Ubisoft, NVIDIA, Niantic, NetEase Games and LG, among others, and has partnerships with key industry players such as Microsoft Xbox, Epic Games, and Unity. Inworld was recognized by CB Insights as one of the 100 most promising AI companies in the world in 2024 and was named among LinkedIn's Top Startups of 2024 in the USA. We are looking for a strategic and hands-on People Ops/HR Lead to help build the people and HR functions at Inworld. In this role, you will be responsible for creating and managing top-tier people programs including performance management, compensation and benefits, employee relations, and employment law and compliance. Responsibilities Strategic Leadership Develop and execute people operations strategy aligned with the business goals Partner with cross-functional teams, including Talent Acquisition, Finance, and Legal, to ensure synergy across the board Performance Management Empower managers to connect individual performance with our company's goals Lead performance reviews and coach managers to bring out the best in their teams Compensation and Benefits Administer compensation and benefits programs, ensuring they are competitive and rewarding Support employees in the benefits program, including new employees enrollment, annual open enrollment, and offboarding Onboarding and Offboarding Drive seamless employee onboarding ensuring new team members feel welcomed, informed, and equipped to succeed from day one Facilitate offboarding, conduct exit interviews, and advise on termination rights and benefits Employee Relations Serve as a trusted advisor to employees, addressing employee inquiries and grievances Facilitate and administer changes in employment status Culture and Engagement Promote a collaborative and high performance culture Oversee and organize activities and events that foster connection and a sense of belonging Develop and implement programs to enhance employee engagement and retention HR Policies and Compliance Design, implement, and maintain HR policies, procedures, and guidelines to ensure legal compliance Keep our employee handbook up-to-date and relevant with the latest updates Ensure compliance with labor laws and complete mandatory reporting Serve as the primary point of contact for immigration matters, providing guidance and support to employees navigating visa and work authorization processes Requirements Bachelor's degree in Human Resources, Business Administration, or a related field. Master's degree or relevant HR certifications a plus At least 7 years of experience in People Operations, with a focus on performance management, total rewards, and compliance. Experience in a high-growth tech startup is a plus Exceptional people skills and the ability to connect with team members at all levels Knowledge of Federal, California, and local labor laws. Familiarity with Canadian labor laws is a plus Expertise in HR policies and procedures Strategic thinker with strong project management and decision-making skills Adaptable to a fast-paced environment with shifting priorities Excellent communication, critical thinking, and attention to detail Work Location: Hybrid work in Mountain View, with a highly flexible policy (no minimum number of in-office days required). The base salary range for this full-time position is between $170,000 - $250,000 + bonus + equity + benefits.

Our client is a growing, well financed, AI startup based in Palo Alto, looking to make their first dedicated HR hire, where you'll be both a strategic partner and a hands-on operator. You'll help shape culture, manage day-to-day people operations, support leadership on organizational decisions, and develop processes for every aspect of the employee experience. This is an exciting opportunity for an experienced HR professional to take a lead role while still "rolling up their sleeves"! This is a great team that is growing and a hybrid environment with 1-2 days in their Palo Alto office. Key Responsibilities: Develop and implement HR policies, programs, and procedures suited for a growing startup Lead full-cycle recruiting and onboarding in collaboration with team leads Manage employee benefits plans and their administration Support performance management, feedback processes, and professional development Oversee compliance with employment laws and HR best practices Act as a trusted advisor to leadership and a sounding board to employees Help organize team offsites, events, and culture-building moments Requirements: 4+ years of HR experience, ideally in high-growth or startup environments Comfortable wearing multiple hats and building from scratch Strong knowledge of California labor laws and HR compliance Excellent interpersonal and communication skills Passionate about fostering inclusive, people-first cultures

Duties/Responsibilities: Developing and implementing recruitment strategies to attract top talent. Sourcing and screening candidates using a variety of methods, such as job boards, social media, and employee referrals. Conducting phone, online conference and in-person interviews to assess candidate fit. Managing the candidate experience throughout the recruitment process. Collaborating with hiring managers to understand their hiring needs and develop job descriptions. Negotiating job offers and facilitating the onboarding process for new hires. Maintaining accurate and up-to-date candidate data in applicant tracking systems (ATS). Required Skills/Abilities: Recruitment expertise: A strong understanding of the end-to-end recruitment process, including sourcing, screening, interviewing, and onboarding candidates. Candidate sourcing: The ability to identify and attract qualified candidates through various channels such as job boards, social media, networking, and referrals. Candidate assessment: Proficiency in evaluating candidate qualifications, skills, and cultural fit through interviews, assessments, and reference checks. Employer branding: Knowledge of employer branding strategies to effectively promote the organization's reputation and attract top talent. Communication skills: Excellent verbal and written communication skills to effectively engage with candidates, hiring managers, and other stakeholders. Negotiation skills: The ability to negotiate job offers and compensation packages with candidates to ensure a mutually beneficial agreement. Relationship building: Strong interpersonal skills to build and maintain relationships with candidates, hiring managers, and external partners. Data-driven mindset: The ability to analyze recruitment data and metrics to identify areas for improvement and make data-informed decisions. Time management: Effective time management skills to handle multiple recruitment processes simultaneously and meet deadlines. Adaptability: The flexibility to adapt to changing priorities, market conditions, and recruitment trends. Technology proficiency: Familiarity with applicant tracking systems (ATS), recruitment software, and other HR technologies to streamline and enhance the recruitment process. Ethical and compliance awareness: Understanding of legal and ethical considerations in recruitment, including equal employment opportunity (EEO) regulations and data privacy laws. Education and Experience: Bachelor's degree in Human Resources, Business Administration, or a related field. Minimum of 5 years of experience in recruiting or talent acquisition Strong communication and interpersonal skills Knowledge of recruitment best practices and techniques Familiarity with applicant tracking systems (ATS) and other recruitment technologies Ability to work independently and manage multiple priorities in a fast-paced environment Experience working with hiring managers and other stakeholders to understand hiring needs and develop effective recruitment strategies Please note that Fluent both in English and Mandarin is a must. 【Extra point】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. Supervisory Responsibilities: This position has no direct supervisory responsibilities but does serve as a coach and mentor for other positions in the department.

With limited and general direction from an Area Director, Human Resources, the Human Resources Manager acts as a business partner with the local management team to effectively manage the human resources function for assigned division(s) while maintaining compliance with industry regulatory agencies and company programs. In addition to administering staffing, training, employee relations, compliance, benefits, and compensation programs at the local level, this role is actively engaged with the implementation of strategic Human Resources initiatives. PRINCIPAL RESPONSIBILITIES: Provides human resources advice and consultation to employees and management, to include coaching and counseling on performance management issues, conflict management, interpretation of employment policies and resolution. Implements, disseminates, and monitors company policies, programs and procedures in the areas of training, compensation, compliance, and benefits to attract, retain, and motivate employees. Oversees recording and maintenance of employee information, such as personal data, compensation, benefits, tax data, attendance, performance reviews or evaluations, disciplinary actions, and terminations/separations of employment. Monitors division compliance with federal, state, and local laws and regulations relating to equal employment opportunity, affirmative action, unemployment compensation and any other employment-related requirements. Coordinates with division operations and corporate/area Human Resources staff regarding all employment activity (i.e., hiring, employee relations, compliance, terminations, etc.) within the division. Assists in conducting and resolving investigations regarding employee complaints and concerns. Participates in local management staff meetings and assists with and influences personnel related decisions. Involved with coaching and counseling managers as it relates to performance management. Identifies training needs and/or gaps and develops training programs as appropriate. Also conducts training sessions, including but not limited to, new hire orientation, classroom training and additional leadership sessions. Performs or assists with necessary Human Resource related audits for specific locations. Implements succession planning and talent management plans to support leadership by identifying current talent and anticipating future needs. May oversee and direct the work of the other Human Resources staff or administrative staff members. Performs other job-related duties as assigned or apparent. This position may require travel by air, car and/or other modes of transportation up to 60% of the time. PREFERRED QUALIFICATIONS: Ability to impact and influence all levels of the Company. Excellent written and verbal communication skills. MINIMUM REQUIREMENTS: High school diploma or G.E.D. Minimum of 3 years of directly applicable experience as an HR Generalist or HR Manager who was involved in all aspects of HR

Director of Human Resources (Santa Clara, CA) LHH is teaming up with an organization in the nonprofit sector in Santa Clara, CA in search of a Director of Human Resources to support strategic HR initiatives and organizational development. This is an exciting opportunity to join a mission-driven organization that values innovation, inclusion, and continuous improvement. The Director of Human Resources will play a key role in shaping the employee experience and driving HR strategies that align with the organization's goals. This position offers a hybrid work schedule and the chance to work closely with executive leadership to influence positive change. The ideal candidate is a seasoned HR professional with at least five years of experience in employee relations and a strong understanding of compliance, performance management, and benefits administration. A background in the nonprofit sector and professional certifications such as PHR or SHRM are preferred. The candidate should be a strategic thinker, a trusted advisor, and a champion of diversity, equity, and inclusion. Key Responsibilities: Serve as a strategic HR leader and advisor to management. Oversee employee relations, compliance, performance management, and benefits. Develop and implement HR policies and procedures. Lead change management and organizational development initiatives. Monitor legal compliance and update policies accordingly. Analyze HR metrics and provide data-driven recommendations. Champion DEI strategies and foster a positive workplace culture. Manage HR systems and benefits programs. Qualifications: Bachelor's degree in HR, Psychology, Business, or related field (Master's preferred). Minimum 5 years of HR experience with a focus on employee relations. PHR or SPHR certification preferred. Experience in the nonprofit sector is a plus. Strong knowledge of employment laws and HR best practices. Job Type: Direct Hire Start Date: As soon as possible Location: Hybrid (3 days in office to start, then 2 days) - Santa Clara, CA Hours: Full-time Salary: $115,000 to $175,000 annually If you have the qualifications above and are interested in this opportunity - please apply today! If you are curious what else is available, please review the LHH website!

Employee Relations Manager Fremont, California Who We Are: Delta, founded in 1971, is a global leader in switching power supplies and thermal management products with a thriving portfolio of smart energy-saving systems and solutions in the fields of industrial automation, building automation, telecom power, data center infrastructure, EV charging, renewable energy, energy storage and display, to nurture the development of smart manufacturing and sustainable cities. As a world-class corporate citizen guided by its mission statement, “To provide innovative, clean and energy-efficient solutions for a better tomorrow,” Delta leverages its core competence in high-efficiency power electronics and its ESG-embedded business model to address key environmental issues, such as climate change. Delta serves customers through its sales offices, R&D centers and manufacturing facilities spread over close to 200 locations across five continents. Delta has 158 sales offices, 72 R&D centers and 48 manufacturing facilities worldwide. Throughout its history, Delta has received various global awards and recognition for its business achievements, innovative technologies, and dedication to ESG. Since 2011, Delta has been listed on the DJSI World Index of Dow Jones Sustainability™ Indices for 11 consecutive years. In 2021, Delta was also recognized by CDP with leadership level ratings for its substantial contribution to climate change and water security issues and named Supplier Engagement Leader for its continuous development of a sustainable value chain. What you would be doing: Independently conduct employee relations (ER) investigations, ensuring a fair and consistent process. Manage and execute disciplinary actions and performance improvement plans (PIP) in collaboration with managers. Ensure compliance with local and international labor laws, company policies, and ethical standards. Serve as a trusted advisor to employees and managers, addressing workplace concerns and resolving conflicts effectively. Organizational Development Conduct organizational assessments to identify areas of development and improvement. Design, develop and implement OD initiatives including change management, leadership development, team building and succession planning, Partner with HR and department leaders to enhance organizational culture and employee engagement. HR Operations & Advisory Provide strategic HR guidance to management, advising on performance management, policy interpretation, and compliance matters. Lead and support employee engagement initiatives to foster a positive and inclusive workplace culture. Manage and oversee the full employee lifecycle, including onboarding, offboarding, and internal transfers. Training & Policy Development Develop and deliver ER and compliance-related training for employees and managers. Regularly review, update, and implement HR policies and procedures to align with business needs and legal requirements. Data & Reporting Generate HR metrics and reports, such as engagement surveys, employee relations trends, and compliance audits. Provide insights to senior leadership based on data analysis, helping drive informed HR decisions. What we require: Bachelor's degree in human resources, Business Administration, organizational development or a related field. 8+ years of HR experience, with a focus on employee relations, compliance, and performance management. 5-7 Years Strong Knowledge in Organizational Development. Experience with performance management, leadership development, and employee engagement strategies. Strong knowledge of organizational theory, adult learning principles, and change management methodologies. Strong knowledge of ER investigations, disciplinary actions, PIP processes, and employment laws. Ability to work independently and handle sensitive issues with discretion and professionalism. Experience using HRIS systems and proficiency in MS Office (Excel, Word, PowerPoint). This role requires someone who is detail-oriented, adaptable, and committed to creating a supportive and efficient environment for employees. A successful People Specialist combines administrative expertise with people skills to foster a positive workplace culture and help employees thrive.

The Human Resources (HR) Manager is responsible for overseeing all aspects of human resources practices and processes within an organization. This role plays a key part in supporting business needs and ensuring the proper implementation of company strategy and objectives through effective management of people and HR initiatives. Key Responsibilities: Develop and implement HR strategies and initiatives aligned with the overall business strategy. Bridge management and employee relations by addressing demands, grievances, or other issues. Manage the recruitment and selection process to attract, hire, and retain top talent. Support current and future business needs through the development, engagement, motivation, and retention of human capital. Oversee and manage a performance appraisal system that drives high performance. Maintain pay plan and benefits program. Assess training needs and coordinate learning and development programs. Ensure legal compliance throughout human resource management. Develop and monitor HR metrics and KPIs. Manage HR staff by recruiting, training, and coaching employees. Desired Skills and Experience Bachelor's degree in Human Resources, Business Administration, or related field. Proven working experience as HR Manager or other HR Executive role. Knowledge of HR systems and databases. In-depth knowledge of labor law and HR best practices. Strong interpersonal and communication skills. Ability to architect strategy along with leadership skills. All qualified applicants will receive consideration for employment without regard to race, color, national origin, age, ancestry, religion, sex, sexual orientation, gender identity, gender expression, marital status, disability, medical condition, genetic information, pregnancy, or military or veteran status. We consider all qualified applicants, including those with criminal histories, in a manner consistent with state and local laws, including the California Fair Chance Act, City of Los Angeles' Fair Chance Initiative for Hiring Ordinance, and Los Angeles County Fair Chance Ordinance. For unincorporated Los Angeles county, to the extent our customers require a background check for certain positions, the Company faces a significant risk to its business operations and business reputation unless a review of criminal history is conducted for those specific job positions.

Our values start with our people, join a team that values you! We are the nation's largest off-price retailer with over 2,000 stores, and a strong track record of success and growth. Our focus has always been bringing our customers a constant stream of high-quality brands and on-trend merchandise at extraordinary savings. All while providing a fun and exciting treasure hunt experience. As part of our team, you will experience: Success. Our winning team pursues excellence while learning and evolving Career growth. We develop industry leading talent because Ross grows when our people grow Teamwork. We work together to solve the hard problems and find the right solution Our commitment to Diversity, Equality & Inclusion, and our community. We celebrate the backgrounds, identities, and ideas of those who work and shop with us because our differences make us stronger. We strive to be a positive force in our community. Our Corporate headquarters are in Dublin, CA, we have 3 buying offices in key markets in New York City, Los Angeles, and Boston, and 8 distribution centers nationwide. With 2023 revenues of $20.4 billion, we are a Fortune 500 company who is committed to providing an inclusive work environment with continuous learning opportunities and development for our teams. GENERAL PURPOSE: The HR Business Partner (HRBP) partners with the Business to enable growth by proactively assessing needs and collaborating to develop and deliver talent management solutions and provide quality consultation that maximizes engagement and minimizes risk. The base salary range for this role is $108,800 - $165,950. The base salary range is dependent on factors including, but not limited to, experience, skills, qualifications, relevant education, certifications, seniority, and location. The range listed is just one component of the total compensation package for employees. Other rewards vary by position and location. ESSENTIAL FUNCTIONS: Strategic Partnering: • Build relationships with appropriate business leaders to establish credibility as a trusted advisor to influence and support key strategic and operational decisions • With supervisor support, ensures succession planning, career development and performance management processes and results are aligned with the organization's goals. • Understands the operating model for the Business Partner (BP), and assess impact of any changes on existing talent • Supports development and execution of talent strategy with BP with VP support • Facilitate and/or supports career management and planning in alignment with talent management expectations • Identify and support critical metrics to assess and measure impact and results • Facilitate with HR support organizational change management and help leaders to align communication, behavior, and infrastructure to support the desired changes • Mitigate risk by ensuring appropriate escalation / investigation of performance, conduct and other Associate Relations related matters • Conduct ad hoc and cyclical data analysis (e.g., turnover, compensation, focal outcomes, engagement survey feedback) to inform decisions, surface trends, and support HR strategy execution. Operations and Implementation: • Own or support implementation of cyclical HR processes (e.g., focal planning, talent reviews, offer management) across the IT organization in alignment with enterprise standards. • Review and transition HR-adjacent processes currently owned by IT (e.g., focal cycle coordination, offer workflows) to HR, ensuring a smooth migration and sustainable ongoing ownership within Talent Operations. • Support and drive process improvements that create consistency, increase efficiency, and reduce duplication across client groups; document and scale best practices across teams. • Deliver timely, actionable people analytics and insights to business and HR leaders through reporting, dashboards, and data storytelling. • Build and maintain operational dashboards to monitor key HR metrics (e.g., headcount changes, focal distributions, engagement results) and support decision-making. • Coordinate and track execution of HR initiatives, ensuring effective handoff across HRBP, L&OD, and TA functions as needed. Needs Assessment: • Support supervisor in identifying emerging talent issues they may impact the Business Partners strategy fulfillment • Leverage associate feedback and/or interviews to maintain or build awareness of covered population, issues and challenges • Support HR COE teams as relevant to conduct assessments • Continually support supervisor in assessing the HR implications of client-driven strategic options and proactively communicate Monitor Culture and Drive Change: • Support and facilitate the adoption of HR practices and educate leaders and managers regarding HR capabilities • Support 'One HR' culture, mutual accountability, and respect within HR team. • Support organizational improvements and decision-making in partnership with supervisor to improve corporate talent across the business while balancing both strategic needs and tactical goals. • Support diversity and inclusion initiatives at all levels; fosters a culture of associate engagement. • Support the corporate leadership and corporate functions to embrace organization changes and promote continuous improvement through operational excellence. • Partner with HR Centers of Excellence to provide seamless HR operations support to the client organizations. QUALIFICATIONS AND SPECIAL SKILLS REQUIRED: • At least 5 years of progressive HR experience. • Bachelor's degree or equivalent in Human Resources, Business, Management, Organization Development or related field • SPHR or SHRM-SCP desired • Experience leading projects and helping to foster/create (supporting and fostering) a positive working environment • Experience designing, building, and implementing HR functional programs, policies, tools and procedures • Experienced in managing Associate Relations issues • Experience of successfully managing multiple priorities & projects through successful delivery and implementation under time, budget and political pressure • Proven success in working in a fast-paced growing business environment • Experience working collaboratively to facilitate the delivery of HR support • Strong ability to partner with Human Resources (e.g., compensation, learning & development, and associate relations) desired with a mix of operational, strategic and systems thinking experience • Experience working with a service delivery model that includes shared services desired DISCLAIMER: This job description is a summary of the primary duties and responsibilities of the job and position. It is not intended to be a comprehensive or all-inclusive listing of duties and responsibilities. Contents are subject to change at management's discretion. Ross is an equal employment opportunity employer. We consider individuals for employment or promotion according to their skills, abilities and experience. We believe that it is an essential part of the Company's overall commitment to attract, hire and develop a strong, talented and diverse workforce. Ross is committed to complying with all applicable laws prohibiting discrimination based on race, color, religious creed, age, national origin, ancestry, physical, mental or developmental disability, sex (which includes pregnancy, childbirth, breastfeeding and medical conditions related to pregnancy, childbirth or breastfeeding), veteran status, military status, marital or registered domestic partnership status, medical condition (including cancer or genetic characteristics), genetic information, gender, gender identity, gender expression, sexual orientation, as well as any other category protected by federal, state or local laws.

Our focus is business owners. Is yours? BBSI helps business owners to focus on their business. We eliminate organizational complexity and bring predictability to the management of their business. We offer outsourced HR, risk management, payroll administration and recruiting to small-and medium-sized businesses. We combine expert knowledge with industry-leading solutions allowing business owners to focus on their core business while building stronger companies. BBSI (Nasdaq) is experiencing a steady rate of growth and is looking for key employees to complement our existing teams. The HR Consultant role provides guidance and support to our business-owner clients and our internal team of experts. This person must demonstrate strong business acumen, and possess an entrepreneurial spirit with a genuine desire to proactively and consistently deliver results for our clients and internal teams. The BBSI HR Consultant supports a multi-million dollar business unit that consults on a broad range of organizational issues. The primary objective of the HR Consultant is to provide guidance, training and support to clients in the areas of strategic human capital management, employment law compliance, employee relations, organizational development, workers' compensation administration and the overall development of best practices in human resources. This position is a full time, exempt position that reports to the Area Manager and works in partnership with other positions within the business unit, branch and corporate office. Requirements Thorough understanding of human resources principles and practices, including employment laws and regulations. This includes self-directed maintenance on knowledge of current laws, events, industry trends and economic factors that may impact BBSI and its clients. Knowledge of HR metrics and ability to benchmark, measure, analyze and articulate the value and ROI of HR initiatives, practices and policies 10+ years' experience in hands-on and strategic HR management Multi-client/units consulting experience a plus Networked with HR associations or related network groups Training, Organizational and Cultural Development experience a must Ability and willingness to enthusiastically “roll up sleeves” and perform administrative work as needed Experience in building an HR department a plus Ability to become a trusted advisor to business owners Additional operations or business experience outside of HR Demonstrated ability to write, develop and deliver successful presentations and facilitate trainings to individuals and groups at all levels of an organization Roughly 80% of time spent out of the office - primarily local - working with clients at their location Bachelor's degree required, advanced degree is a plus SPHR or PHR strongly preferred Extensive Microsoft Office experience Fluency in Spanish and English a plus For individuals with these requirements, this position offers: The stability of working for a publicly traded, growth-oriented company Phenomenal work environment where we work hard, have fun, promote growth and development, and build great relationships with solid business professionals Opportunity to impact the success and growth of client companies and BBSI Knowledge that you are working for a results-oriented organization Experience interacting with professionals in multiple industries Salary and Other Compensation: The starting salary range for this position is $115-125,000 annually. Factors which may affect starting pay within this range may include geography, skills, education, experience, certifications and other qualifications of the candidate. This position is also eligible for incentive pay in accordance with the terms of the Company's plan. Benefits: The Company offers the following benefits for this position, subject to applicable eligibility requirements: medical insurance, health savings account, flexible savings account, dental insurance, vision insurance, 401(k) retirement plan, accidental death and dismemberment, life insurance, voluntary life insurance, voluntary disability insurance, voluntary accident, voluntary critical care, voluntary hospital indemnity, legal, identity & fraud protection, commuter benefits, pet insurance, employee stock purchase program, and an employee assistance program. Paid Time Off: 40 hours of paid sick leave annually (additional sick/front loading/accrual, if any, based on state or regional requirements); vacation accrues up to 80 hours in the first year, up to 120 hours in years 2-4, and up to 160 hours in the fifth year; 6 paid holidays annually, 4 paid volunteer days annually. Diversity and Inclusion are critical parts of our corporate culture. BBSI strives to create a workplace where everyone feels included and empowered to bring their full, authentic selves to work, and is treated fairly. BBSI is an equal opportunity employer and makes employment decisions on the basis of merit. If you meet the above requirements, we welcome the opportunity to learn more about you. For more information, visit us at www. bbsi.com Please apply via this posting and not by contacting our local or corporate offices. Click here to review the BBSI Privacy Policy: *********************************** “California applicants: to see how we protect your data, visit our website at ***********************************************************

Job Description The College Preparatory School Alumni and Parent Relations Manager Full-time Position The College Preparatory School, an independent high school in Oakland, California, seeks a full-time Alumni and Parent Relations Manager. As a member of the Advancement Team, reporting to the Associate Director of Advancement, this role creates and implements strategic alumni and parent engagement programs that meet the needs of alumni and parents, as well as other constituents (friends, grandparents, etc.) and assists the School in realizing its long-term goals and objectives, including maximizing philanthropic support. This position offers the opportunity to deeply engage with the College Prep community and plays a direct role in fostering strong relationships and supporting the School's mission and values. Candidates for this role should have a commitment to working in a diverse and multicultural community and be eager to work in a spirited and intellectual environment. Essential tasks and responsibilities: Develop programs to grow alumni and parent engagement. Serve as principal liaison to the College Prep Parents' Association. Plan and manage events, including Reunion, Grandfriends' Day, regional alumni events, and the annual Advisory Council retreat with the Board of Trustees. Identify, recruit, and support alumni and parent volunteers for College Prep, including as speakers, mentors, donors, and other roles. Write content and produce collateral, including invitations, e-newsletters, social media (LinkedIn), etc,. and other communications related to areas of responsibility. Qualifications and desired characteristics: Three or more years of demonstrated success managing events and volunteers in nonprofit organizations, preferably in independent schools, colleges, and/or universities; Exceptional communication skills, with proven ability to write effectively, speak persuasively, and listen attentively; Demonstrated ability to manage multiple priorities independently while maintaining strong attention to detail in a fast-paced, deadline-driven environment; Ability to network and build relationships with constituents to build partnerships on behalf of the School; Proficiency with Microsoft Office, Google Suite; preferred, not required: Raiser's Edge; Bachelor's degree. Salary Range: $80,000-$95,000/year Founded in 1960, The College Preparatory School is an independent coeducational secondary school created for intellectual risk-takers who want to pursue a purposeful education with kindred peers. The School's mission is to prepare students for productive, ethical lives in college and beyond by fostering a stimulating education within an atmosphere of consideration, trust, and mutual responsibility. College Prep students are engaged and motivated learners who help create a kind, intellectual, and equitable community. As an equal opportunity employer, College Prep welcomes candidates representing diversity of all kinds. We celebrate the inclusivity of our community regarding race, color, religion, national or ethnic origin, gender, sexual orientation, and gender identity. Benefits include medical and dental coverage, a retirement plan for eligible employees, and, most pleasantly and collegially, a prepared lunch every day. College Prep actively encourages lifelong learning and supports the professional development of all of its members. College Prep does not sponsor applicants for work visas. For more information about our school, visit our website at ******************** Job Posted by ApplicantPro

@HYVE Solutions, missions to help customers, business partners, and employees achieve success through shared goals, strategies, resources and technology solutions. Vice President, Global Human Resources The Vice President, Global Human Resources will have responsibility for all aspects of the global HR functions, including recruiting, staff relations, and talent and performance management. The candidate will report directly to Hyve's COO (Chief Operating Officer) as head of all HR and Recruiting organizations and will be a core member of Hyve's Executive Leadership Team (ELT). Job Responsibilities Translate corporate business goals and objectives into a relevant and impactful HR strategy, maximizing execution and impact. Partner with Hyve's ELT to define and implement effective talent programs (performance management, succession planning, learning, and career pathing) that drive employee engagement and productivity. Collaborate with HRIS to improve tools and create consistency and accuracy of human resources data. Execute and deliver key reporting and metrics to ensure company directives are being met. Ensure that Hyve values are understood and embedded throughout the company. Foster diversity, equity and inclusion in all programs and all geographies. Provide thought leadership and coaching to the ELT leadership team to drive a high-performing culture of accountability and to drive operational excellence. Participate and lead talent reviews and begin to build critical talent pipelines. Drive employee performance by ensuring that appropriate goals and objectives are in place to ensure clear expectations, measures, and timeframes. Actively participate in shaping and developing a shared purpose that encourages collaboration throughout the Human Resources organization including regional locations, and Corporate headquarters. Lead a team of global HR professionals, including manufacturing Plant HR Managers, and serve as an advisor and coach to Plant level and Operations leaders. Continue to raise the bar on talent, ensuring that we source and select the best. Develop strategies to retain high performers and top talent. Job Skills Requirements Engaged, proactive, action-oriented change agent with a passion for talent and for driving performance and accountability. Keen business acumen and the ability to make decisions with a lens on business operations and sustained growth. Executive presence with the ability to quickly develop trust and credibility with the leadership team; serve as a coach and advisor to senior executives. An inspirational and dynamic leader who leads by example and rolls up their sleeves. A strong influencer, one who can constructively challenge the status quo with an ability to think differently to drive business impact. Data-oriented, with the ability to effectively translate numbers into action. A fast-paced, decisive leader with a bias for action, sense of urgency. Operates with a “boots on the ground” mentality and is a visible, credible HR leader with the ability to connect with leaders and employees at ALL levels of the organization. Develops and executes effective strategies for employee engagement in our manufacturing plant environment - the lifeblood of our company. Pragmatic and able to effectively prioritize what's most important. Driven and performance-oriented; willing to push and challenge where necessary; challenge the status quo, while driving meaningful organization change. Education and Experience Requirements Bachelor's degree and 20+ years of experience or Master's with 15+ years of experience 6 years people leadership experience gained through progressive leadership roles. Strong track record leading in an international and matrixed HR team. Global HR leadership experience, with prior experience leading in a manufacturing environment. Demonstrated expertise across a broad spectrum of HR disciplines, including talent management, organizational efficiency, employee engagement, employee relations, project management, and process implementation. Salary $250-$275K Hyve Solutions is committed to working with and providing reasonable accommodations to qualified individuals with disabilities. If you need assistance in filling out the employment application or require a reasonable accommodation while seeking employment, please send an email to: HRBPs_*************************************** @ HYVE Solutions, we believe employees are our greatest asset and we empower them to make a difference in our business. Diversity and inclusion make us all better. Qualified applicants will receive consideration for employment without regard to race, color, religion, sex, national origin, sexual orientation, gender identity, disability or protected veteran status.

Introduction to the job As a Human Resources Business Partner, you'll make a real difference as a key member of the ASML HR Team where you will provide knowledge and expertise while tackling multiple tasks to support growing business sectors. To achieve this, you will be using your unique mix of technical, creative and interpersonal skills. 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. Role And Responsibilities Lead /manage talent selection and onboarding, talent succession and development, employee engagement, employee relations, and organization development and change initiatives. Partner with internal recruiting teams to execute on hiring plans. Coach managers through the employee development process including leadership succession planning, assisting managers create quality employee development action plans, and other special initiatives in support of employee / leadership development. Develop actions, in partnership with the management team, to enhance employee engagement initiatives focused on organizational climate and culture change. Oversee moderately complex level employee relations issues including fact gathering, analysis, recommendations, and performance improvement progress. Coach the manager on conflict resolution and addressing escalations. Guide managers and employees through the annual HR program cycle including performance management, salary planning, employee development, and other related annual programs. Deliver HR support to supervisors/managers with focus on high touch coaching and program support. Assist in facilitating workshops on various HR programs and professional development topics. Gather statistics and metrics (headcount, turnover, talent movement, HR program execution) and provide analysis and recommendations based on the data. Special projects as assigned. Education and experience Bachelor's Degree in Human Resources, Organizational Behavior or related degree and 8+ years of relevant experience. Pro-active thinker with ability to manage multiple projects and priorities. Analytical skills including data and trend analysis and recommending solutions. Highest standards of ethics and good business acumen. Proficient in MS Word, Excel, and PowerPoint and HRIS/SAP or similar. Skills Working at the cutting edge of tech, you'll always have new challenges and new problems to solve - and working together is the only way to do that. You won't work in a silo. Instead, you'll be part of a creative, dynamic work environment where you'll collaborate with supportive colleagues. There is always space for creative and unique points of view. You'll have the flexibility and trust to choose how best to tackle tasks and solve problems. To thrive in this job, you'll need the following skills: Excellent communication skills (verbal and written). Strong interpersonal relationship skills. Conflict resolution skills with attention to details. Ability to work in a fast paced and ever-changing work environment. Other Information This position is located on-site in San Jose, CA .It requires onsite presence to attend in-person work-related events, trainings and meetings and to further ensure teamwork, collaboration and innovation. A flexible workplace arrangement may be available to employees working in roles conducive to remote work (up to two days a week). Routinely required to sit; walk; talk; hear; use hands to keyboard, finger, handle, and feel; stoop, kneel, crouch, twist, reach, and stretch. Occasionally required to move around the campus. Occasionally lift and/or move up to 20 pounds. May require travel (domestic and/or international) dependent on business needs. Specific vision abilities required by this job include close vision, color vision, peripheral vision, depth perception, and ability to adjust focus. The current base annual salary range for this role is currently: $96,375-160,625 Pay scales are determined by role, level, location and alignment with market data. Individual pay is determined through interviews and an assessment of several factors that that are unique to each candidate, including but not limited to job-related skills, relevant education and experience, certifications, abilities of the candidate and pay relative to other team members. The Company offers employees and their families, medical, dental, vision, and basic life insurance. Employees are able to participate in the Company's 401k plan. Employees will also receive eight (8) hours of vacation leave every month and (13) paid holidays throughout the calendar year. For more information, please contact the Recruiter or click on this link Compensation & Benefits in the US. All new ASML jobs have a minimum application deadline of 10 days. Diversity and inclusion ASML is an Equal Opportunity Employer that values and respects the importance of a diverse and inclusive workforce. It is the policy of the company to recruit, hire, train and promote persons in all job titles without regard to race, color, religion, sex, age, national origin, veteran status, disability, sexual orientation, or gender identity. We recognize that diversity and inclusion is a driving force in the success of our company. Need to know more about applying for a job at ASML? Read our frequently asked questions. Request an Accommodation ASML provides reasonable accommodations to applicants for ASML employment and ASML employees with disabilities. An accommodation is a change in work rules, facilities, or conditions which enable an individual with a disability to apply for a job, perform the essential functions of a job, and/or enjoy equal access to the benefits and privileges of employment. If you are in need of an accommodation to complete an application, participate in an interview, or otherwise participate in the employee pre-selection process, please send an email to USHR_Accommodation@asml.com to initiate the company's reasonable accommodation process. Please note: This email address is solely intended to provide a method for applicants to initiate ASML's process to request accommodation(s). Any recruitment questions should be directed to the designated Talent Acquisition member for the position.