Human resources business partner jobs in Fountain Valley, CA - 584 jobs

A global aesthetics pharmaceutical company is seeking a Director of Human Resources to lead HR initiatives in support of its U.S. field sales team. This role involves partnering with sales and marketing leadership, managing recruiting and employee relations, and ensuring compliance with employment laws across states. The ideal candidate will have 8-10 years of HR experience in industries like biotech or pharma, comfort with employee relations, and a strong ability to partner with senior leadership. Competitive compensation is offered, reflecting relevant experience. #J-18808-Ljbffr

Provide counsel to managers and employees on HR matters. - Partner with leaders on organizational design and development needs. - Support leaders in structuring and developing teams to maximize performance and engagement. - Collaborate with the Talen Manager, HR, HR Manager, Global, Talent, Administrative, Skills

YOUR ROLE The HR Manager leads all Human Resources activities for multiple sites and serves as a business partner to the local management teams. He/she works closely with management to develop and implement HR strategies that are consistent with the Regional and Global HR direction. The HR Manager is responsible for talent management, workforce planning, employee relations, compliance, and HR KPIs for scope population. He/she ensures HR initiatives align to business goals, enhance employee engagement, and promote a culture of continuous improvement. WHAT ARE YOU GOING TO DO? HR Leadership Execute the HR strategy and HR program delivery, including organization design, talent, and workforce planning. Serve as a trusted advisor to management team, aligning HR programs with business goals. Collaborate with management team to ensure employees feel engaged and inspired to deliver business results. Directly manage and develop on-site HR team (If applicable). Employee Relations Manages and resolves complex employee relations issues. Conducts effective, thorough, and objective investigations. Develop and implement employee relations strategies to foster a positive and productive work environment. Reinforces company culture by taking a proactive approach to supporting and promoting the company values and culture. Partners with managers and union representatives to find solutions to employee issues and provide a safe environment for employees to bring forward issues and enable resolutions. Talent & Organizational Development Lead succession planning, leadership development, and training initiatives to enhance employee growth for scope population. Identify opportunities for organizational improvement and implement initiatives to enhance employee engagement, productivity, and retention, ensuring consistent application of Group and Ceva principles. Works with talent management teams to attract, engage, and retain top talent required to support the business. Provide expertise in technical and regulatory aspects of employment and owns accountability for talent management responsibilities, including hiring, termination, performance management, rewards, etc. Compliance Ensure compliance and efficiency of HR policies and procedures and labor standards by managers and employees. Model code of ethics and code of conduct; investigating hot-line complaints assigned. 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. HR Operations & Workforce Planning Partner with finance and operations team to oversee headcount and people costs. Work with operations to forecast short-term and long-term staffing needs based on targets and analyzes local staffing needs to take proactive measures to ensure on-time hiring. Support selection, onboarding and integrating new warehouse employees according to the open roles. Assess current workforce skillset against future business requirements; implement and monitor people action plans. WHAT ARE WE LOOKING FOR? Qualifications & Experience 5-10 years of progressive HR leadership experience, with at least 2 years working in the field. Bachelor's degree in human resources, Business Administration, or related field. Strong knowledge of employment laws. Strong data acumen and data analysis skills. HR certification (SHRM-CP, SHRM-SCP, PHR, SPHR) preferred. Industry experience strongly preferred. Experience effectively leading change management exercises. An ability to navigate complex and ambiguous business environments and deliver results. A demonstrated ability to inspire a team. Willing and able to travel as needed for business (up to 25%). WHAT DO WE HAVE TO OFFER? With a genuine culture of recognition, we want our employees to grow, develop and be part of our journey. We offer a benefits package with a focus on your wellbeing. This includes competitive Paid Time Off, 401(k), health insurance and an employee benefits platform that offers discounts on gym memberships and a diverse range of retail, travel, car, and hospitality brands, including important offerings like pet insurance. We are a team in every sense, and we support each other and work collaboratively to achieve our goals together. It is our goal that you will be compensated for your hard work and commitment, so if you'd like to work for one of the top Logistics providers in the world then let's work together to help you find your new role. ABOUT TOMORROW We value your professional and personal growth. That's why we share plenty of career opportunities for you to thrive within CEVA. This role can be the first step on your career path with us. You can stay in the same family, find a new family to grow in (an almost limitless number of options) or find your own path. Join CEVA for a challenging and rewarding career.

Gauntlet leads the field in quantitative research and optimization of DeFi economics. We manage market risk, optimize growth, and ensure economic safety for protocols facilitating most spot trading, borrowing, and lending activity across all of DeFi, protecting and optimizing the largest protocols and networks in the industry. We build institutional-grade vaults for decentralized finance, delivering risk-adjusted onchain yields for capital at scale. Designed by the most vigilant, quantitative minds in crypto and informed by years of research. As of November 2025, Gauntlet manages over $2B in vault TVL, and optimizes risk and incentives covering over $42 billion in customer TVL. We continually publish cutting-edge research that informs our risk models, alerts, and analysis, and is among the most cited institutions - including academic institutions - in terms of peer-reviewed papers addressing DeFi as a subject. We're a Series B company with around 75 employees, operating remote-first with a home base in New York City. As a company, we build institutional-grade vaults that deliver risk-adjusted DeFi yields at scale, powered by automated risk models and off-chain intelligence. Gauntlet curates strategies across Morpho, Drift, Symbiotic, Aera and more, with >$1B in vault TVL and a growing suite of Prime, Core and Frontier vaults. Our mission is to drive adoption and understanding of the financial systems of the future. We operate with a trader's discipline and a risk manager's skepticism: size carefully, stress routinely, unwind decisively. The label equals the package equals the contents. No surprises, just predictable, reliable vaults. We're looking for a Head of Talent Acquisition to run and refine Gauntlet's entire Recruiting function. The ideal candidate has experience with Recruiting and People Management and is excited about building internal processes and programs from the ground up. Responsibilities You will develop and drive Gauntlet's recruiting strategy Develop innovative strategies to find, engage, and hire top crypto talent anywhere in the world Create and execute a diverse and inclusive hiring strategy Analyze and report on progress to team leads regularly Facilitate a positive interview experience for candidates, as well as internal interviewers Develop repeatable processes and leverage automation when possible Train and mentor junior members of the People team and invest in attracting and developing top talent across all roles Hire and train junior employees on Gauntlet's Talent Acquisition Team Qualifications 10+ years of Technical & Business Recruiting experience Experience recruiting for and leading teams that hire highly specialized technical talent, preferably with Crypto experience (though not a requirement) History of building inclusive and diverse teams Deep knowledge across the entire candidate lifecycle, from talent mapping, research, sourcing, interviewing, to closing Demonstrated ability to proactively find and engage pipelines of niche talent Ability to think strategically and proactively, with a data-driven approach to decision-making Benefits and Perks Remote first - work from anywhere in the US & CAN! Regular in-person company retreats and cross-country "office visit" perk 100% paid medical, dental and vision premiums for employees and dependents $1,000 WFH stipend upon joining $100 per month reimbursement for fitness-related expenses Monthly reimbursement for home internet, phone, and cellular data Unlimited vacation 100% paid parental leave of 12 weeks Fertility benefits Opportunity for incentive compensation Please note at this time our hiring is reserved for potential employees who are able to work within the contiguous United States and Canada. Should you need alternative accommodations, please note that in your application. The national pay range for this role is $175,000 - $200,000 base plus additional On Target Earnings potential by level and equity in the company. Our salary ranges are based on paying competitively for a company of our size and industry, and are one part of many compensation, benefits and other reward opportunities we provide. Individual pay rate decisions are based on a number of factors, including qualifications for the role, experience level, skill set, and balancing internal equity relative to peers at the company. #LI-Remote #J-18808-Ljbffr

About The Job DramaBox is seeking an HR Business Partner - Compliance to join our U.S. HR team. You'll ensure compliance with U.S. labor laws, strengthen policies and HR processes, and serve as a trusted partner to managers on performance, training, and culture. This is a hands-on role in a fast-growing entertainment company, ideal for someone who combines compliance rigor with a people-focused approach. About DramaBox DramaBox is a global leader in vertical drama production, pioneering mobile-first storytelling for global audiences. With hubs in Los Angeles, New York, and Asia, we produce high-volume, high-quality content that's redefining digital entertainment. Already a top app internationally, DramaBox is expanding rapidly in the U.S. Key Responsibilities Ensure HR practices and policies comply with U.S. federal, state, and local labor laws (wage & hour, leave, EEO, etc.). Draft, update, and implement HR policies, employee handbook, and SOPs. Support HR compliance reporting (EEO-1, pay equity, wage statements, required postings). Take ownership of personnel file record-keeping in line with federal and California law, ensuring all required documents (offer letters, policy acknowledgments, payroll/benefits forms, performance evaluations, training records, retention timelines, and confidential files such as I-9s and medical/leave files) are complete and audit-ready. Support and document employee relations cases (complaints, disputes, misconduct). Train managers on compliance, workplace conduct, and escalation protocols. Partner with leadership on performance management, workforce planning, and organizational changes. Collaborate with global colleagues to align compliance, culture, and business growth. Qualifications 5+ years HR experience with focus on compliance and employee relations. Strong California labor law knowledge; New York a plus. Policy drafting, compliance reporting, investigations, and ER advisory experience. Excellent communication and documentation skills. Entertainment or creative industry experience preferred. SHRM-CP, PHR, or similar certification strongly preferred. Familiarity with HRIS (Workday, SuccessFactors, ADP, etc.) a plus. Bilingual English/Chinese is a bonus. Scaling environment experience preferred. Why Join Us Be the compliance backbone of a growing U.S. team. Play a strategic HRBP role at the intersection of creativity and business growth. Shape foundational HR policies, processes, and culture during a high-growth stage. Work with global colleagues on high-impact initiatives across the U.S. and Asia.

As you take your first step onto a Western University of Health Sciences campus, each path, each person, each structure comes with a transformative story. WesternU is more than the practice of medicine. We are defined by character and culture. At WesternU, you will discover humanism at the heart of every interaction: a warm welcome, a sincere smile, a positive word, a kind deed, a thoughtful gesture. You will see students work together on case studies; a parade of pets in campus parks; student clubs offering opportunities for career growth and community involvement; and faculty, staff and students designing their future and the future of WesternU. We display a collaborative mindset in how we operate, educate, and serve others. Although, geographically, we are two campuses - as humanists, we are one: to enhance and extend the quality of life in our communities and achieve excellence in everything we do. We attract diverse, professional faculty, staff and students that thrive in an environment of humanistic health care education. Join our team of faculty and staff and make a difference. Position Details Position Title Position Control Number A03663 Type of Position Administration Position Status Full-time Department 1403-COMP/COMP-Northwest Humanism Campus Western University Campus-Pomona, CA Position Location California Job Summary The Director for Humanism is responsible for promoting the core value of Humanism within the college community. Duties include working with the respective college committees to integrate Humanism into academic content such that WesternU students are distinguished by their respective leadership and advocacy to improve health care and health outcomes for patients. This role also takes the lead on fostering a culture of empathy, respect, and ethical engagement within the academic community, which includes collaborating with various stakeholders, including other College Humanism Officer(s)/Director(s) and the Office of Humanism, in the promotion of Humanism on campus. Knowledge, Skills and Abilities Good verbal and written communication skills. Must be able to interact and communicate effectively with faculty, administration, students, and staff. Skills in leadership, supervision of personnel, and personnel growth and development. Project and event development, deployment, and maintenance. Skills to include project charter development, process improvement, project/event design and implementation. Ability to guide staff through complex issues, interpersonal relations, while also allowing team members to grow. Excellent computer skills necessary to set up document formats in Word, Excel, PowerPoint, Outlook, Power BI, Adobe Suite or equivalent and any other software required by this position. Familiarity with common Project Management software packages. Must have a working knowledge of general mathematics, grammar, and punctuation. Committed to working in an organization that values and promotes humanism. Qualifications Education: Bachelor's Degree in related field Experience: 2-4 years of Managerial or Director level experience Preferred Qualifications Education: Master's Degree in related field Key Responsibilities Lead the design, implementation, and evaluation of comprehensive initiatives to support and promote Humanism at COMP and COMP-Northwest. Integrate humanism principles into the curriculum by collaborating with faculty to ensure students are prepared to serve diverse communities and promote health equity. Act as a key leader on the Dean's leadership team, reporting directly to the Dean and providing strategic guidance on humanism efforts. Serve as a direct liaison to the Office of Humanism to align initiatives and set joint goals with other Colleges at WesternU. Organize and lead events that celebrate and promote a culture of Humanism. Posting Details Work Schedule Normal business hours with occasional nights and weekends. We believe in making an impact in the lives of our employees, personally, and professionally. Every employee has different individual and/or family needs. We offer benefits that are both comprehensive and flexible to address your unique needs. We believe work-life harmony is positive and achievable. We offer competitive salaries, generous paid time off, insurance plans, reimbursements, and retirement benefits. Additionally, Our faculty, staff, and administrators are 100% focused on student success. Our University culture creates the context for a nurturing and supportive environment. Faculty, staff, and students can expect to make deep, personal relationships within the University community. As a Faculty, Staff, or Student at WesternU, you can focus on work that you love, be your authentic self, and lead to the future with innovation in health sciences. WesternU's core value of humanism encourages all to bring their whole self in all that they do. We are committed to fostering a culture of respect, equity, collaboration, and fun at all levels for all people! Expected Pay Scale Minimum $85,000.00 Annually Maximum $105,000.00 Annually Physical Demands Do the essential functions of this job require lifting? No The physical demands described here are representative of those that must be met by any employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. Occasional evenings and weekends may be required. Work Environment The employee is frequently required to use hands and talk or hear. The employee is regularly required to stand, walk, sit, and reach with hands and arms. The employee is occasionally required to stoop. The employee must regularly lift and/or move up to 10 pounds and must occasionally move or push by cart up to 25 pounds. Specific vision abilities required by this job include close and color vision, and the ability to adjust focus. Posting Information Posting Number A00920 Posting Date 10/23/2025 Close Date 10/23/2026 Open Until Filled Yes Conditions of Employment - Background Check To secure employment, successful fulfillment of a background check, including a criminal records check, may be required. Western University of Health Sciences will extend a conditional offer of employment, subject to rescission if the background check unveils disqualifying information or if it is found that the candidate deliberately withheld or misrepresented information. Non-completion of the background check to satisfaction may impact the ongoing employment of a current Western University of Health Sciences employee who received a conditional offer for the position. Pay Transparency Act Pay Transparency Act- Western University of Health Sciences is required to provide a reasonable estimate of the compensation range for this role. This range considers various factors in making compensation decisions, including but not limited to experience, skills, knowledge, abilities, education, licensure and certifications, and other business and organizational needs. It is not typical for an individual to be offered a salary at or near the top of the range for a position. Salary offers are determined based on final candidate qualifications and experience. The Expected Pay Scale is defined as the budgeted salary or hourly range that the University reasonably expects to pay for this position. Placement within the Expected Pay Scale is determined by internal equity and relevant qualifications. Equal Opportunity Statement (EEO) It is the policy of Western University to provide equal employment opportunity to all employees and applicants for employment as required by law without regard to age, race, color, national origin ancestry, citizenship, ethnicity, creed, religion or religious creed, sex or gender (including gender identity), marital status, sexual orientation, disability (both physical and mental) including HIV and AIDS, medical condition (cancer and genetic characteristics), pregnancy (which includes childbirth, breastfeeding and medical conditions related to pregnancy, childbirth or breastfeeding), age, genetic information, military and veteran status, or any other applicable protected characteristic as outlined by federal, state, or local laws. This policy applies to all employment practices within WesternU including without limitation, hiring, recruiting, promotion, termination, layoffs, leave of absence, compensation, benefits, and training. WesternU makes hiring decisions based solely on qualifications, merits, and business needs at the time. Required Documents Resume Optional Documents Cover Letter Letter of Recommendation #1 Letter of Recommendation #2 Letter of Recommendation #3 Additional Applicant Document Supplemental Questions Required fields are indicated with an asterisk (*). What is the highest level of education you have completed? Some High School/No Diploma/No GED High School Diploma/GED Some College Coursework Associates Degree Bachelors Degree Masters Degree Doctoral/Professional Degree How did you hear about this employment opportunity? Please provide the name of the website, individual, or organization. Contact 309 E. Second St. Pomona, CA 91766-1854 ************** COMP-Northwest: 200 Mullins Dr. Lebanon, OR 97355-3983 ************** #J-18808-Ljbffr

If you are unable to complete this application due to a disability, contact this employer to ask for an accommodation or an alternative application process. Chief Human Resources Officer Full Time Dir/Exec KPC CORONA, Corona, CA, US 7 days ago Requisition ID: 1494 Salary Range: $180,000.00 To $281,250.00 Annually Chief Human Resources Officer (CHRO) Location: Corona Department: Human Resources Reports to: Executive Leadership Team SUMMARY The Chief Human Resources Officer (CHRO) serves as the executive leader responsible for designing, executing, and evaluating a comprehensive human capital strategy aligned with the organization's mission, values, and long-term business objectives. This role provides vision and strategic direction across all HR domains, including talent acquisition, workforce planning, labor relations, organizational development, learning and leadership development, total rewards, employee experience, change management, and compliance. The CHRO partners closely with the executive team to drive organizational effectiveness, shape culture, and ensure the workforce is capable, engaged, and aligned with system-wide operational priorities across multiple hospitals in a complex healthcare environment. SUPERVISORY RESPONSIBILITIES Provides executive leadership to HR Directors, Managers, and cross-functional HR teams across multiple facilities. Oversees the full scope of HR operations and is accountable for HR service delivery and outcomes for all employees within the division. DUTIES / RESPONSIBILITIES Strategic Leadership & Organizational Alignment Develop and execute an enterprise-wide HR strategy that supports organizational growth, financial performance, and operational excellence. Advise senior leadership on workforce trends, organizational effectiveness, and leadership needs. Lead change-management initiatives that support organizational transformation, system integration, and continuous improvement. Labor Relations & Workforce Compliance Lead labor relations strategy and serve as the executive authority on all union matters, including negotiations, contract administration, and grievance resolution. Ensure system-wide compliance with employment laws, healthcare regulatory standards, and labor obligations. Talent Management, Succession, and Workforce Planning Establish and drive a comprehensive succession planning and leadership development framework. Direct talent acquisition strategies to meet current and future workforce needs. Oversee workforce planning, skills analysis, talent mobility, and staffing optimization across facilities. Compensation, Benefits & Total Rewards Oversee the development and continual refinement of competitive, equitable, and cost-effective compensation and benefits programs. Ensure total rewards programs support performance, retention, and long-term workforce sustainability. Employee Experience, Culture & Engagement Advance a culture of equity, accountability, and organizational well-being. Champion DEI initiatives, employee engagement strategies, and communication frameworks that strengthen workplace culture. Learning, Development & Performance Optimization Provide executive oversight of training, leadership development, and performance management systems. Implement strategies that increase workforce capability and support the organization's transition toward a learning-centered model. General Executive Responsibilities Maintain strong HRIS oversight and lead HR process optimization through technology. Deliver HR metrics, analytics, and dashboards to inform executive decision‑making. Perform additional executive duties as required. REQUIRED SKILLS / ABILITIES Exceptional written, verbal, and executive-level communication skills. Advanced interpersonal, negotiation, and conflict‑resolution abilities. Strong analytical, organizational, and problem-solving capabilities with excellent attention to detail. Demonstrated success leading HR operations across multi‑site or multi‑hospital environments. Required experience in unionized settings, including negotiation and grievance administration. Deep knowledge of federal, state, and local labor/employment laws and healthcare regulations. Proficiency with HRIS systems, data analytics, and modern HR technology platforms. Strong leadership presence, sound judgment, and high emotional intelligence. EDUCATION & EXPERIENCE Master's degree required in Human Resources, Industrial/Organizational Psychology, Business Administration, Public Administration, or related field. Minimum of 15 years of progressive HR leadership experience, with at least 7 years in senior management roles within healthcare or a similarly complex industry. Experience working in a unionized environment is required; healthcare labor relations strongly preferred. #J-18808-Ljbffr

Gilead's mission is to discover, develop, and deliver therapies that will improve the lives of patients with life‑threatening illnesses worldwide. Kite Senior Director, Commercial HRBP The Senior Director, HR Business Partner will support our Global Commercial Organization at Kite. This role will partner with a dynamic, fast‑paced global function of over 500 employees and play a critical role in shaping talent strategies that drive business success. This role reports to the Vice President of Human Resources for Kite Pharma and is based in Santa Monica, CA with a requirement to be on‑site 3-days per week. Key Responsibilities Organizational Development. Partner with clients in planning and implementation of workforce strategies and thoughtful changes in organizational structure or processes to support growth. Drive organizational effectiveness and thoughtful change management. Strategic Advisor. Serve as integrated part of the business, working with and advising leaders to accomplish broader strategic objectives. Partner with cross‑functional leaders to understand how they can better develop and support Kite's operating model and how they might consider realigning organization structures, resource plans, and processes to better align to product team deliverables across pipeline and marketed assets. Talent Acquisition, Assessment and Development. Serve as a strategic business partner with Talent Acquisition, Total Rewards, and Global Mobility to support efforts to attract, develop and retain the best talent. Analyze talent data to recommend solutions to improve performance, retention, engagement, and employee experience. Drive comprehensive talent management, critical capability build, development planning, and key succession planning. Team Effectiveness. Support the build of high‑performing teams through chartering and effectiveness activities. Partner on feedback loops to identify pain points and areas for improvement in ways of working. Assist with clarifying roles and responsibilities as needed. Talent Development, Leadership & Inclusion. Drive leadership and manager capability development. Observe, diagnose, and coach leaders to maximize their impact. Advise leaders on identifying critical roles, pipelining, and developing key talent for future needs and building robust succession plans. Encourage utilization of resources to improve talent and career development. Partner in building and embedding Inclusion & Diversity (I&D) strategies. HR Programs & Services. Partner to ensure seamless delivery of enterprise HR programs to client group. Identify the need for HR programs or strategies to support business goals. Develop and conduct presentations on HR subjects as needed. Basic Qualifications MS/MA and 12+ years of experience in Human Resources OR BS/BA and 14+ years of experience in Human Resources OR High School diploma and 18+ years of experience in Human Resources Preferred Qualifications BS or BA degree, preferably with an emphasis in HR or Business. Master's degree preferred 8+ years of HR business partner experience with in-depth knowledge of HR practices, preferably with some experience in more than one HR function Strong track record of serving as a strategic HR partner for senior executives, HR leaders, and employees at all levels, preferably in life sciences, healthcare or pharma/biotech Strong track record of developing solutions to a wide range of highly complex problems Strong business acumen with the ability to translate business objectives into talent priorities Strong leadership competencies, demonstrating accountability for coaching, developing, progressing and retaining employees while ensuring an inclusive work environment Ability to exercise judgment and independently determine and take appropriate action Excellent active listening skills that encourage employee trust Professional and effective verbal, written, and interpersonal communication skills Strong conflict management and resolution skills Proficient knowledge of employment laws, principles, policies, and procedures Role model for Kite and Gilead core values and People Leader Accountabilities (PLA) People Leader Accountabilities Create Inclusion - knowing the business value of diverse teams, modeling inclusion, and embedding the value of diversity in the way they manage their teams. Develop Talent - understand the skills, experience, aspirations and potential of their employees and coach them on current performance and future potential. They ensure employees are receiving the feedback and insight needed to grow, develop and realize their purpose. Empower Teams - connect the team to the organization by aligning goals, purpose, and organizational objectives, and holding them to account. They provide the support needed to remove barriers and connect their team to the broader ecosystem. #J-18808-Ljbffr

We are looking for an experienced Employee Relations Manager to oversee and manage employee relations matters across our multi - state organization. The Employee Relations Manager will investigate complaints and workplace grievances, provide manager support, oversee performance management, coordinate training and development, and ensure compliance with employment laws and regulations. The Employee Relations Manager will develop and implement HR strategies utilizing HR metrics for decision-making. This position is based out of our corporate office in Irvine, CA and is 100% on-site. Lead sensitive internal investigations regarding alleged policy violations and employee relations matters. Provide guidance and support to managers and employees on various issues, such as grievances, disputes, disciplinary actions, layoffs, and terminations. Partner closely with in-house Counsel regarding sensitive employee relations matters, when necessary. Draft and execute disciplinary letters and investigation reports. Build and facilitate trainings related to management development, performance management and other ER-related topics. Track and analyze data to identify employee relations trends, diagnose issues, and design and implement remediations. Balance organizational risk with employee experience by assessing risks and ensuring alignment with business decisions while maintaining commitment to final outcomes. Oversee and manage the annual performance review process, providing guidance to managers on employee development, and support career growth initiatives. Provide guidance on the interpretation of policies and procedures, counseling, disciplinary action, staffing and performance appraisals Assist in the development and implementation of employee engagement and retention strategies. Provide input and solutions to help improve and/or introduce policies and programs that impact the employee lifecycle, from hiring through offboarding. Provide strategic support, thought partnership and coaching, to all levels of the organization. Ensure compliance with federal, state, and local labor laws, including -specific employment regulations such as CFRA, PAGA, and wage and hour laws. Ensure alignment with accreditation standards and requirements Collaborate with HR teams and business leaders to proactively address employee concerns and mitigate risks. Initiate exit interviews with employees leaving the company to assess overall success of the employment relationship and opportunities for improvement Maintain a high level of confidentiality and professionalism when handling sensitive information. Provide support and back-up to other areas of the Human Resources department as needed. Other duties as assigned Qualifications: 5+ years experience leading complex investigations Excellent communication, conflict resolution, and interpersonal skills, demonstrating an ability to earn trust and work successfully on a broad spectrum of employee relations issues. Experience managing grievances and conducting investigations in a multi-site multi-state organization. Ability to establish and maintain effective working relationships at all levels and across functions within the organization. Ability to remain tactful, and calm, in controversial and/or confrontational situations. Experience designing, implementing, and delivering effective learning strategies and employee development programs. Strong analytical abilities, with the ability to use data-driven insights to form decisions and drive results. Thorough understanding of state and federal employment laws. High attention to detail and ability to manage multiple, competing priorities simultaneously. Strong understanding of key HR concepts and practices (employment law, compliance, engagement, retention, and performance). Bachelors degree in Employee Relations, Human Resources or related field preferred. The Team International Education Corporation (IEC) is the parent company for U.S. Colleges, United Education Institute, Sage Truck Driving Schools and UEI College. Our mission is to drive personal and community transformation by empowering students to make a positive and enduring life change. We are consistently searching for like-minded compassionate professionals who strive to be the best in their respective fields. Our top candidates share our commitment to helping students build the skills to create a future of which they can be proud. We operate with a vigilant focus on five strategies and drivers of success: growth, quality, regulatory compliance, one standard of excellence, and financial effectiveness. Want to join us? Apply Now! At IEC, we don't just embrace diversity we crave it. We have purposefully built a team of talented people not only with different ethnic and cultural backgrounds, but professional diversity as well. We believe that a team of people with diverse backgrounds and experiences bring different perspectives and ideas to the table as we endeavor to help our students succeed. What will you bring? Our students are making an investment in their futures, and joining the IEC team is an investment in your future. We are an employee-owned company with mentorship, training, and career pathways in every department. You chart your own success at IEC. The Perks We are engaged in meaningful, purposeful work that is transforming lives and communities every day. In addition, our team members enjoy a host of perks including ownership in the company. What does that mean? IEC has a structured Employee Stock Ownership Program (ESOP), where employees earn shares of the company every year; the longer you're part of our team, the more shares you earn. When you're ready to retire, IEC buys those shares back so you can live out your retirement dreams. Other employee benefits include Medical, Dental, Vision, Disability and Life Insurance; a generously matched 401(k) plan; and accrued paid-time-off and 10 company holidays every year. The biggest perk of all? The monumental sense of pride as you help students overcome obstacles to improve their lives. We live for that.

Posting Number: A00920 Campus: Department: 1403-COMP/COMP-Northwest Humanism Classification Pay Scale In compliance with SB 1162, Western University of Health Sciences is providing a pay scale for this position. The pay scale reflects the minimum and maximum target for new hire salaries for this position. Within this range, the individual pay is determined by a variety of factors, including but not limited to job-related skills, experience, relevant education or training, and work location. Please note that the compensation details listed reflects the base salary only. Expected Pay Scale Minimum: $85,000.00 Annually Maximum $105,000.00 Annually Job Summary The Director for Humanism is responsible for promoting the core value of Humanism within the college community. Duties include working with the respective college committees to integrate Humanism into academic content such that WesternU students are distinguished by their respective leadership and advocacy to improve health care and health outcomes for patients. This role also takes the lead on fostering a culture of empathy, respect, and ethical engagement within the academic community, which includes collaborating with various stakeholders, including other College Humanism Officer(s)/Director(s) and the Office of Humanism, in the promotion of Humanism on campus. Knowledge, Skills and Abilities Good verbal and written communication skills. Must be able to interact and communicate effectively with faculty, administration, students, and staff. Skills in leadership, supervision of personnel, and personnel growth and development. Project and event development, deployment, and maintenance. Skills to include project charter development, process improvement, project/event design and implementation. Ability to guide staff through complex issues, interpersonal relations, while also allowing team members to grow. Excellent computer skills necessary to set up document formats in Word, Excel, PowerPoint, Outlook, Power Bl, Adobe Suite or equivalent and any other software required by this position. Familiarity with common Project Management software packages. Must have a working knowledge of general mathematics, grammar, and punctuation. Committed to working in an organization that values and promotes humanism. Required Qualifications Education: Bachelor's Degree in related field Experience: 2-4 years of Managerial or Director level experience Preferred Qualifications Education: Master's Degree in related field Posting Information Posting Date: 10/23/2025 Closing Date: 10/23/2026 To Apply To apply, visit **************************************** #J-18808-Ljbffr

Qualifications The ideal candidate will have extensive experience in real estate and / or business litigation and will be responsible for managing their own caseload Juris Doctor (JD) degree from an accredited law school Active license to practice law in the relevant jurisdiction Minimum of 9 years of experience in litigation, preferably with a focus on real estate and/or business litigation Strong understanding of litigation processes and procedures Excellent negotiation and communication skills Benefits Medical / Dental / Vision 401k Flexible Spending Account Health Savings Account Bar Dues Responsibilities The candidate will represent clients in court, prepare legal documents, and provide expert legal advice to ensure the best outcomes for our clients Represent clients in civil litigation matters, primarily focusing on real estate disputes and business litigation Prepare and file legal documents, including pleadings, motions, and discovery requests Conduct depositions and manage the discovery process Provide legal advice and guidance to clients Negotiate settlements and engage in alternative dispute resolution processes when appropriate The annual salary for this position is between 200k-300k Factors which may affect pay within this range may include geography/market, skills, education, experience and other qualifications of the successful candidate.

About the Role The Vice President, Human Resources will serve as a key strategic partner to the Chief Human Resources Officer and the Executive Team, leading enterprise-wide People and Total Rewards Operations, HR Technology, and Strategic HR Business Partnership. This role will drive the design, transformation, and execution of scalable HR infrastructure, people analytics, and technology solutions to support Tarsus's rapid growth and long-term vision, leading a team of HR professionals. As a member of the HR Leadership Team and Enterprise Senior Leadership Team, this executive will play a critical role in advancing our culture, optimizing organizational capability, and embedding the Tarsus Leadership Competencies into the fabric of our people systems and leadership practices to ensure an optimal employee experience that attracts, retains, and develops best in class talent and drives our pursuit of addressing important diseases with impactful therapeutics. Let's talk about some of the key responsibilities of the role: Enterprise HR Leadership Partner with the CHRO to define and execute the HR strategy aligned with Tarsus's 2030 vision. Lead the People Operations, HR Technology, and HR Business Partnership functions to deliver a best-in-class employee experience through service delivery, data and strategic partnership. Serve as a strategic advisor and thought partner to senior executives, helping shape talent strategies that drive business performance. Foster alignment across HR Centers of Excellence (Talent Acquisition, Talent Development, Total Rewards, DEIB, Culture, and Employee Experience) to drive continuous improvement of HR services and processes. Drive and evolve strategic workforce planning to successfully align people and resources to business strategies for long-term business growth and sustainability. People Operations & Technology Build and scale robust people systems, policies, and processes, ensuring operational excellence, compliance, and data integrity across the employee lifecycle. Oversee the evaluation, implementation, and optimization of HR technology solutions, including HRIS, people analytics, and automation tools, with a focus on employee experience, efficiencies, and reporting and accuracy for all HR processes. Drive process simplification and digital transformation to improve agility, scalability, and efficiency. Develop, implement manage meaningful performance metrics and dashboard analytics that provide actionable insights for workforce planning, engagement, and productivity. Lead process analyses to identify gaps or redundancies, recommending and putting into action processes and programs that streamline, automate, or improve the HR and broader organization. Strategic HR Business Partnership Lead a high-performing HRBP team that supports executives and leaders across functions. Enable organizational effectiveness through workforce planning, organizational design, talent development, and change management. Build leadership capability through coaching, feedback, and alignment with the Tarsus Leadership Competencies. Champion culture, engagement, and inclusion through strategic initiatives that amplify the Tarsus employee value proposition. Leadership & Culture Model enterprise-level leadership consistent with Tarsus Leadership Competencies, including strategic thinking, enterprise collaboration, business acumen, and innovative thinking. Develop succession and capability plans for key enterprise functions. Serve as a visible culture carrier, fostering collaboration, empowerment, and accountability. Factors for Success: Bachelor's degree in Human Resources, Business Administration, or related discipline required; Master's preferred. 20 years of progressive HR experience with at least 10 years in senior leadership roles overseeing People Operations, HR Technology, and Strategic HR Business Partnership. Demonstrated success leading teams and influencing senior executives in a matrixed organization, with strong business acumen and a strategic, execution-oriented mindset. Proven ability to architect, scale, and optimize enterprise HR systems, processes, and digital solutions in high-growth, global environments. Deep expertise in HR technology ecosystems, data analytics, and workforce insights, including implementation of AI solutions that drive measurable business value. Experience building and leading global functions, including organization design, local HR operations, compliance, and scalable HR infrastructure. Track record of creating and implementing standardized, best-practice HR processes and systems that ensure simplicity, scalability, and compliance across US and international operations. Exceptional project and program management capability, including technology design, integration, and governance, with strong analytical and decision-making skills. Proven record of driving change and transformational initiatives that enhance organizational capability and employee experience. Experience in biopharma, life sciences, or similarly complex, regulated industries highly desired; SOX compliance experience required. Exceptional communication and stakeholder engagement skills, with a proven ability to lead through influence. Leadership Competencies - This role requires mastery of the Tarsus Leadership Competencies for Leading the Enterprise, including: Strategic Vision & Systems Thinking - Anticipates long-term implications and integrates enterprise priorities into HR strategy. Enterprise Collaboration - Builds alignment and trust across functions, advancing shared outcomes over individual agendas. Agility & Change Leadership - Navigates complexity with resilience; leads transformational initiatives that drive organizational adaptability. Empowerment & Talent Development - Creates conditions for others to thrive, developing leadership capability across all levels. Innovation & Impact Orientation - Challenges convention and delivers scalable, value-driving HR solutions. A Few Other Details Worth Mentioning: The position will be based in our beautiful Irvine office, complete with a courtyard, snacks, drinks, and occasional catered meals. We provide a hybrid work environment. We are passionate about our culture! Our Tarsans live our values of commitment to patients, empowerment to champion innovation, and teamwork to amplify impact! This position reports directly to the Chief Human Resources Officer Some travel may be required - up to 15% At Tarsus, we understand the importance of attracting and retaining top talent. The expected base pay range for this position is $273,700 - $383,300 plus bonus, stock equity, and comprehensive benefits. The base pay range reflects the target range for this position, but individual pay will be determined by additional factors such as job-related skills, experience and relevant education or training. Our benefits include health, dental and vision insurance benefits to ensure your well-being. We believe in work-life balance and offer generous paid time off, including vacation, holidays, and personal days. For more details regarding Tarsus benefits, please visit: ************************************************ #LI-Hybrid Tarsus Pharmaceuticals, Inc. is an Equal Opportunity Employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex including sexual orientation and gender identity, national origin, disability, protected Veteran Status, or any other characteristic protected by applicable federal, state, or local law.

Hi Tarsan! Thanks for your interest in this position. Please review the details and if role and if it's something that could match your career goals, connect with your current manager and HRBP to discuss if your experience and skills line up. If everything is a go, please apply and the Talent Acquisition team will contact you for an interview so we can also get to know you better. - Your Human Resources Team About the Role The Vice President, Human Resources will serve as a key strategic partner to the Chief Human Resources Officer and the Executive Team, leading enterprise-wide People and Total Rewards Operations, HR Technology, and Strategic HR Business Partnership. This role will drive the design, transformation, and execution of scalable HR infrastructure, people analytics, and technology solutions to support Tarsus's rapid growth and long-term vision, leading a team of HR professionals. As a member of the HR Leadership Team and Enterprise Senior Leadership Team, this executive will play a critical role in advancing our culture, optimizing organizational capability, and embedding the Tarsus Leadership Competencies into the fabric of our people systems and leadership practices to ensure an optimal employee experience that attracts, retains, and develops best in class talent and drives our pursuit of addressing important diseases with impactful therapeutics. Let's talk about some of the key responsibilities of the role: Enterprise HR Leadership Partner with the CHRO to define and execute the HR strategy aligned with Tarsus's 2030 vision. Lead the People Operations, HR Technology, and HR Business Partnership functions to deliver a best-in-class employee experience through service delivery, data and strategic partnership. Serve as a strategic advisor and thought partner to senior executives, helping shape talent strategies that drive business performance. Foster alignment across HR Centers of Excellence (Talent Acquisition, Talent Development, Total Rewards, DEIB, Culture, and Employee Experience) to drive continuous improvement of HR services and processes. Drive and evolve strategic workforce planning to successfully align people and resources to business strategies for long-term business growth and sustainability. People Operations & Technology Build and scale robust people systems, policies, and processes, ensuring operational excellence, compliance, and data integrity across the employee lifecycle. Oversee the evaluation, implementation, and optimization of HR technology solutions, including HRIS, people analytics, and automation tools, with a focus on employee experience, efficiencies, and reporting and accuracy for all HR processes. Drive process simplification and digital transformation to improve agility, scalability, and efficiency. Develop, implement manage meaningful performance metrics and dashboard analytics that provide actionable insights for workforce planning, engagement, and productivity. Lead process analyses to identify gaps or redundancies, recommending and putting into action processes and programs that streamline, automate, or improve the HR and broader organization. Strategic HR Business Partnership Lead a high-performing HRBP team that supports executives and leaders across functions. Enable organizational effectiveness through workforce planning, organizational design, talent development, and change management. Build leadership capability through coaching, feedback, and alignment with the Tarsus Leadership Competencies. Champion culture, engagement, and inclusion through strategic initiatives that amplify the Tarsus employee value proposition. Leadership & Culture Model enterprise-level leadership consistent with Tarsus Leadership Competencies, including strategic thinking, enterprise collaboration, business acumen, and innovative thinking. Develop succession and capability plans for key enterprise functions. Serve as a visible culture carrier, fostering collaboration, empowerment, and accountability. Factors for Success: Bachelor's degree in Human Resources, Business Administration, or related discipline required; Master's preferred. 20 years of progressive HR experience with at least 10 years in senior leadership roles overseeing People Operations, HR Technology, and Strategic HR Business Partnership. Demonstrated success leading teams and influencing senior executives in a matrixed organization, with strong business acumen and a strategic, execution-oriented mindset. Proven ability to architect, scale, and optimize enterprise HR systems, processes, and digital solutions in high-growth, global environments. Deep expertise in HR technology ecosystems, data analytics, and workforce insights, including implementation of AI solutions that drive measurable business value. Experience building and leading global functions, including organization design, local HR operations, compliance, and scalable HR infrastructure. Track record of creating and implementing standardized, best-practice HR processes and systems that ensure simplicity, scalability, and compliance across US and international operations. Exceptional project and program management capability, including technology design, integration, and governance, with strong analytical and decision-making skills. Proven record of driving change and transformational initiatives that enhance organizational capability and employee experience. Experience in biopharma, life sciences, or similarly complex, regulated industries highly desired; SOX compliance experience required. Exceptional communication and stakeholder engagement skills, with a proven ability to lead through influence. Leadership Competencies - This role requires mastery of the Tarsus Leadership Competencies for Leading the Enterprise, including: Strategic Vision & Systems Thinking - Anticipates long-term implications and integrates enterprise priorities into HR strategy. Enterprise Collaboration - Builds alignment and trust across functions, advancing shared outcomes over individual agendas. Agility & Change Leadership - Navigates complexity with resilience; leads transformational initiatives that drive organizational adaptability. Empowerment & Talent Development - Creates conditions for others to thrive, developing leadership capability across all levels. Innovation & Impact Orientation - Challenges convention and delivers scalable, value-driving HR solutions. A Few Other Details Worth Mentioning: The position will be based in our beautiful Irvine office, complete with a courtyard, snacks, drinks, and occasional catered meals. We provide a hybrid work environment. We are passionate about our culture! Our Tarsans live our values of commitment to patients, empowerment to champion innovation, and teamwork to amplify impact! This position reports directly to the Chief Human Resources Officer Some travel may be required - up to 15% At Tarsus, we understand the importance of attracting and retaining top talent. The expected base pay range for this position is $273,700 - $383,300 plus bonus, stock equity, and comprehensive benefits. The base pay range reflects the target range for this position, but individual pay will be determined by additional factors such as job-related skills, experience and relevant education or training. Our benefits include health, dental and vision insurance benefits to ensure your well-being. We believe in work-life balance and offer generous paid time off, including vacation, holidays, and personal days. For more details regarding Tarsus benefits, please visit: https://eb.alliant.com/26tarsusbenefitssnapshot. #LI-Hybrid

Job DescriptionDescription: About goop kitchen: goop kitchen is a food delivery and takeout concept born from goop, the modern lifestyle brand founded by Gwyneth Paltrow in 2008. Launched in 2021 as a “delivery-first” restaurant, goop kitchen brings together Gwyneth's clean food vision, a digitally-native marketing strategy, culinary and kitchen operations expertise from some of the world's best restaurants, and class-leading paybacks on small footprint restaurants. goop kitchen provides guests with access to nutritious, fantastic-tasting food whenever and wherever they want it. The brand's core strategic objective is to be our guests' “first choice” in healthy delivered food in all our markets. Position Overview: This position will be responsible for developing and leading people strategies across goop kitchen to support our rapidly growing restaurant operations. This role demands a thoughtful, hands-on HR leader who can balance compliance and structure with culture and innovation. From recruiting and onboarding to training, performance management, and retention, this person will build scalable HR infrastructure that supports our people-first culture and evolving business needs. Key Responsibilities: HR Strategy & Leadership Serve as a strategic HR partner to the leadership team, aligning people strategies with business goals. Lead all HR functions, including recruiting, employee relations, compliance, compensation, and performance management. Develop and implement scalable HR systems, tools, and processes across multiple locations. Guide organizational design and workforce planning to support growth and operational excellence. Talent Acquisition & Retention Oversee full-cycle recruiting for all roles, from hourly team members to corporate staff. Build and maintain a pipeline of high-performing talent for both front-of-house and back-of-house roles. Collaborate with department leads to identify staffing needs and reduce turnover through strategic hiring and engagement practices. Champion employer branding initiatives to position goop kitchen as an employer of choice. Onboarding & Training Design and implement onboarding programs that set employees up for success from day one. Partner with culinary and operations teams to standardize training across kitchens and support ongoing development. Build career pathways and employee development programs that align with performance goals and retention objectives. Culture & Employee Engagement Foster a culture of inclusivity, accountability, and recognition across all teams. Launch and manage initiatives that support employee satisfaction, motivation, and growth. Act as a trusted resource for employees, providing support on issues related to workplace culture, communication, and conflict resolution. HR Compliance & Risk Management Ensure compliance with all federal, state, and local employment laws and regulations across locations. Maintain and update employee handbooks, policies, and procedures in alignment with company values and legal requirements. Manage investigations, documentation, and resolution of employee relations matters with discretion and care. Payroll & Benefits Administration Oversee payroll processes in collaboration with Finance and external providers. Evaluate and manage employee benefits offerings, ensuring competitiveness and alignment with company goals. Partner with leadership to plan and implement annual performance and compensation reviews. HR Systems & Reporting Implement and maintain HRIS platforms to ensure data accuracy, compliance, and usability. Track and report on key HR metrics including turnover, engagement, hiring velocity, and DEI benchmarks. Provide data-driven insights and recommendations to leadership for continuous improvement. Requirements: Qualifications: 10+ years of progressive HR experience, with at least 3 years in a multi-unit restaurant or hospitality environment Deep understanding of employment laws and HR best practices across California, New York and other states. Proven ability to design and scale HR programs in a fast-paced, growth-focused company. Strong leadership, interpersonal, and communication skills. Experience with HR software/systems (e.g., Paylocity) and restaurant platforms (e.g., Toast) is a plus. Passion for food, hospitality, and creating great employee experiences. What We Offer: Competitive salary and benefits package + equity A leadership role in shaping company culture and growth Opportunity to build HR infrastructure in a high-growth, purpose-driven company A dynamic, supportive team that values innovation, ownership, and collaboration

Job Description VP of Human Resources Annual Base Salary: $200,000-$220,000 DOE Employment Type: Full-Time | Onsite This role will lead people strategy for a fast-growing, lifestyle-focused, organic QSR brand rooted in quality ingredients, intentional hospitality, and modern food values. The VP of Human Resources will serve as a hands-on, strategic leader responsible for building scalable HR infrastructure while preserving a mission-driven, people-first culture. This is an opportunity for an HR executive who thrives in growth environments, understands the nuances of multi-unit restaurant operations, and can balance compliance, structure, and operational rigor with warmth, culture, and employee engagement. Key Responsibilities People Strategy & Leadership Act as a strategic partner to executive leadership, aligning people initiatives with brand values, growth goals, and operational needs Lead all HR functions including recruiting, employee relations, compliance, compensation, performance management, and workforce planning Build scalable HR systems and processes that support rapid expansion while maintaining consistency across locations Support organizational design that enables agility, accountability, and long-term sustainability Talent Acquisition & Retention Oversee full-cycle recruiting for hourly, management, and corporate roles in a multi-unit QSR environment Develop talent pipelines that attract mission-aligned candidates passionate about food, wellness, and hospitality Partner with Operations and Culinary leadership to reduce turnover through thoughtful hiring, onboarding, and engagement strategies Strengthen employer brand positioning as a values-driven, lifestyle-oriented workplace Onboarding, Training & Development Design onboarding experiences that immerse new hires in brand values, service philosophy, and operational excellence Partner with Operations to standardize training across kitchens and service teams Create career pathways and leadership development programs that support internal growth and long-term retention Culture & Employee Experience Champion an inclusive, supportive, and high-accountability culture across all teams Launch employee engagement initiatives focused on wellbeing, recognition, and professional growth Serve as a trusted resource for leaders and employees on communication, feedback, and conflict resolution Compliance, Risk & Employee Relations Ensure compliance with all federal, state, and local employment laws across operating markets Maintain and evolve employee handbooks, policies, and SOPs aligned with brand values and legal requirements Manage employee relations matters with discretion, empathy, and consistency Payroll, Benefits & Compensation Oversee payroll processes in collaboration with Finance and external providers Evaluate and manage benefits offerings to ensure competitiveness within the lifestyle and hospitality sectors Partner with leadership on performance reviews, compensation planning, and incentive structures HR Systems & Reporting Implement and manage HRIS platforms to ensure data accuracy, compliance, and usability Track key people metrics including turnover, engagement, hiring velocity, and DEI indicators Provide data-driven insights to leadership to inform decision-making and continuous improvement Qualifications 10+ years of progressive HR leadership experience, preferably within multi-unit restaurants, QSR, or lifestyle brands Strong working knowledge of employment law across California, New York, and additional states Proven ability to scale HR programs in high-growth, fast-paced environments Collaborative leadership style with strong emotional intelligence and communication skills Experience with HR platforms (ADP, Paylocity) and restaurant tech (Toast, 7shifts) a plus Passion for food, wellness, hospitality, and building meaningful employee experiences Compensation & Benefits Competitive base salary: $200,000-$220,000 Annual bonus opportunity up to 20% 401(k) with company match Comprehensive benefits package Career growth opportunities within a mission-driven, expanding brand Equal Employment Opportunity The company is committed to fostering an inclusive and equitable workplace and is proud to be an Equal Opportunity Employer. #AA

Full-time Description ORGANIZATION BACKGROUND: Founded in 1992, After-School All-Stars provides free, daily afterschool programs to school-aged youth in school sites all across the U.S. Our vision is for our All-Stars to be safe and healthy, to graduate high school and go on to college, to find a career they love, and to give back to their communities. A UNIQUE OPPORTUNITY: After-School All-Stars is currently seeking a Vice President of Human Resources to serve as a strategic partner to the President and organizational leadership. Reporting directly to the President, the VP of Human Resources will work closely with Chapter Executive Directors, the Executive team, and leaders across the organization to develop and execute a comprehensive human resources strategy. This role oversees all aspects of HR operations, including talent acquisition and retention, employee relations, compensation and benefits, risk management, training and onboarding, and HR systems, while supporting a multi-state, multi-site nonprofit workforce. DUTIES AND RESPONSIBILITIES: Serve as a strategic partner to the President, Executive team, and Chapter Executive Directors on all human resources matters. Develop and execute a comprehensive HR strategy aligned with ASAS' mission, values, and long-term goals. Lead and manage the Human Resources department, including setting annual objectives, overseeing budgets, and developing HR staff. Ensure effective, compliant HR operations across a multi-state, multi-site nonprofit organization. Oversee talent acquisition, workforce planning, compensation strategy, and pay equity practices. Lead employee development, onboarding, training, and professional growth initiatives. Design and oversee performance management, succession planning, and employee engagement processes. Champion a positive, inclusive organizational culture that supports retention and engagement. Oversee employee benefits, labor relations, and organizational risk management. Ensure HR systems, including Paylocity, are optimized to support organizational effectiveness and data-driven decision-making. Monitor key HR metrics and provide regular reporting to executive leadership and the Board. Ensure compliance with all applicable federal, state, and local employment laws. ADDITIONAL DUTIES: Provide executive oversight of HR systems governance, data integrity, reporting, and continuous improvement. Partner cross-functionally with Finance, Operations, and Development on audits, reporting, and strategic initiatives. Lead and support organizational change management efforts. Represent ASAS in professional HR networks, conferences, and external partnerships as appropriate. Stay informed of emerging HR trends, legal updates, and best practices to strengthen organizational effectiveness. Perform other related duties as assigned in support of the organization's mission and strategic objectives. Requirements APPLICANT REQUIREMENTS: Master's degree in Human Resources, Business Administration, or a related field required. Minimum of ten (10) years of progressively responsible human resources experience, including leadership experience. Nonprofit experience required, with demonstrated experience supporting both full-time and part-time employees. Experience overseeing HR operations across multiple sites and/or states. Proven experience managing and developing HR staff. Strong experience overseeing HR systems and data, with proficiency in Paylocity or a comparable HRIS strongly preferred. Solid understanding of federal, state, and local employment laws and compliance requirements. Demonstrated ability to serve as a strategic advisor to executive leadership. Strong organizational, project management, and analytical skills. Excellent written and verbal communication skills with the ability to influence and build consensus. Ability to handle sensitive and confidential information with discretion and professionalism. High level of integrity, judgment, and emotional intelligence. Flexible and able to adapt to changing organizational priorities in a fast-paced environment. SHRM-SCP or SPHR certification strongly preferred. Proficiency in Microsoft Office Suite required. COMPETENCIES: Strategic leadership and organizational vision Executive presence and consultative approach Strong people management and team development skills Change management and continuous improvement mindset Data-informed decision-making Relationship building and collaboration across diverse teams Sound judgment and problem-solving skills Commitment to equity, inclusion, and organizational culture Ability to balance strategic thinking with hands-on execution SALARY AND BENEFITS: The salary for this position is $150,000 - $170,000, commensurate with the qualifications and experience of the individual candidate. After-School All-Stars promotes a healthy work/life blend and offers a competitive benefits package, including medical, dental, and vision coverage; a 403(b) retirement plan with employer match; paid time off; and 25 paid organizational holidays, including one week at Thanksgiving and two weeks at each calendar year-end. HOW TO APPLY: Please submit a cover letter and resume via the Paylocity portal online. Your cover letter should be in PDF format and indicate how your experience is in direct alignment with the mission and vision of After-School All-Stars. ASAS is proud to be an equal opportunity employer. All qualified applicants will receive consideration for employment without regard to race, color, religion/creed, sex, national origin, disability, genetic information, pregnancy, veteran or active military status, alienage or citizenship status, arrest or conviction record, credit history, salary history, caregiver status, sexual orientation, gender identity, marital or partnership status, familial status, unemployment status, status as a victim of domestic violence, sexual violence or any other status protected by applicable law. Salary Description $150,000 - $170,000 per year

CAKE Mortgage is a cutting-edge wholesale mortgage lender specializing in Non-QM products. We're redefining the lending experience with innovative programs, streamlined processes, and a commitment to speed and precision. As we grow, we're looking for forward-thinking professionals who thrive in fast-paced, collaborative environments. The VP of Human Resources is a key member of the executive leadership team, responsible for shaping and executing the company's global human capital strategy. This role provides visionary leadership to all areas of human resources, including talent acquisition, organizational development, culture and engagement, compensation and benefits, diversity and inclusion, HR operations, and compliance. The VP of HR is a strategic partner to the CEO and Executive Team, helping to drive business performance through people strategies that align with the company's corporate goals and long-term vision. Key Responsibilities Develop and execute a forward-thinking, enterprise-wide HR strategy aligned with business objectives. Serve as a trusted advisor to the CEO and executive team on all human capital matters. Foster a high-performance culture and lead organizational design and change initiatives. Lead efforts in workforce planning, talent acquisition, succession planning, and leadership development. Champion employee engagement, retention, and career development strategies across the organization. Drive leadership and high-potential development programs to build internal capability. Shape and promote a corporate culture that reflects the company's mission, vision, and values. Lead initiatives to enhance employee engagement, well-being, and workplace satisfaction. Promote a diverse, equitable, and inclusive workplace environment. Oversee the development of competitive and equitable compensation and benefits strategies. Align total rewards programs with performance management systems and company goals. Ensure HR practices and policies are compliant with all applicable labor laws and regulatory requirements. Implement systems, data analytics, and HR technologies to drive efficiency and strategic insights. Manage risk and ensure ethical HR practices across the organization. Present HR strategy, metrics, and updates to Executive Team. Advise the Board on executive compensation, succession planning, and governance matters. Requirements Bachelor's degree in Human Resources, Business Administration, or related field; Master's degree or MBA strongly preferred. 10+ years of progressive HR leadership experience, with at least 6 years in an executive-level HR role. Proven experience leading HR strategy in a large, complex, and multi-national corporate environment. Demonstrated success in driving organizational change, culture transformation, and talent development. Strong knowledge of global labor laws, HR compliance, and corporate governance. HR certifications such as SHRM-SCP, SPHR, or equivalent are a plus. Why Join CAKE Mortgage? Be part of a fast-growing company changing the game in Non-QM. Competitive compensation and performance-based bonuses. Collaborative and entrepreneurial culture. Opportunities for career advancement and innovation. Cake Mortgage does not tolerate discrimination of any type. Cake Mortgage offers equal employment opportunity to all qualified persons without regard to race, age, color, religion, sex/gender, gender identity, sexual orientation, marital status, medical condition, military or veteran status, national origin, ancestry, disability, or any other considerations made unlawful by Federal, State, or Local law. Cake Mortgage provides eligible and qualified employees with opportunities to advance. Cake Mortgage is an at will employer. Cake Mortgage is committed to providing employees with a work environment free of discrimination and harassment. Salary Description $125,000.00 to $170,000.00

Position directs and works with human resource employees on recruitment, total compensation, employee relations and training and development. Executes against objectives outlined in the Human Resource Business Plan and delivers services that meet or exceed the needs of employees and enable business success. Ensures compliance with applicable laws and regulations as well as Standard Operating Procedures. CANDIDATE PROFILE Education and Experience • High school diploma or GED; 3 years experience in the human resources, management operations, or related professional area. OR • 2-year degree from an accredited university in Human Resources, Business Administration, or related major; 1 year experience in the human resources, management operations, or related professional area. CORE WORK ACTIVITIES Managing Legal and Compliance Practices • Ensures terminated employee files are retained for the required length of time. • Ensures compliance on all human resource audits. • Ensures proper documentation of all progressive disciplinary action is kept in employee file. • Ensures compliance with key policies (e.g., Sexual Harassment, Non-Harassment, Non-Discrimination, No Solicitation). • Works with the unemployment services provider to respond to unemployment claims. • Attends unemployment hearings and ensures property is properly represented. • Ensures employees are treated fairly and equitably. • Ensures Guarantee of Fair Treatment policy is consistently followed and proper documentation is maintained on all disciplinary issues. • Ensures employees are treated fairly and equitably and that issues are brought to resolution. • Administers property policies fairly and consistently. • Ensures disciplinary procedures and documentation are completed according to Standard and Local Operating Procedures (SOPs and LSOPs) and support the Peer Review Process. Managing Human Resources Communication • Communicates changes to the benefit plans in a timely manner. • Communicates property rules and regulations via an employee handbook. • Coaches managers on progressive discipline process. Managing Staffing and Employee Development Activities • Participates in the interviewing and hiring of Human Resources employee team members. • Ensures performance evaluations and merit increase paperwork are maintained in employee files. • Manages performance appraisal process (e.g., ensures reviews are conducted in a timely manner, increases are processed quickly, and management performance appraisal is completed). Maintaining Employee Relations • Establishes and maintains open, collaborative relationships with employees. • Utilizes an “open door” policy to address employee problems or concerns in a timely manner. • Ensures effective employee communication channels are established and active in departments. • Ensures employees establish and maintain open, collaborative relationships with their team members. • Strives to improve employee retention. • Monitors work environment for signs of union organization. • Solicits employee feedback. • Organizes Spirit to Serve Our Communities events. At Marriott International, we are dedicated to being an equal opportunity employer, welcoming all and providing access to opportunity. We actively foster an environment where the unique backgrounds of our associates are valued and celebrated. Our greatest strength lies in the rich blend of culture, talent, and experiences of our associates. We are committed to non-discrimination on any protected basis, including disability, veteran status, or other basis protected by applicable law. Marriott International considers for employment qualified applicants with criminal histories consistent with applicable federal, state and local law.

California (Hybrid) Job Announcement Information Job Title: Human Resources & Operations Director Term: Full-time, occasional evenings and weekends required Exempt Pay Range: $95,000-$115,000 Reports To: Deputy Director of Strategic Initiatives Organizational Summary The mission of the California Immigrant Policy Center (CIPC) is to uphold the humanity of immigrant communities in California by transforming systems to achieve racial, social, and economic justice. CIPC is a non-partisan, non-profit statewide organization engaging in advocacy, organizing, and strategic communications to uplift immigrant communities. CIPC was formed in 1996 in response to cuts and reforms to public benefits systems nationally that eliminated federal health and public benefits coverage for countless immigrants, identifying the need to uplift and empower a statewide voice on behalf of immigrants in California to counteract the devastating effects of federal policy. Over the past 28 years, CIPC has led groundbreaking campaigns that have vastly expanded protections for California's low-income immigrant populations, including but not limited to the Safe and Responsible Driver Act, the TRUST and TRUTH Acts, CA Values Act, E-Verify Bill, the Health for All campaign, California Earned Income Tax Credit, and One California, the largest investment in legal services protection in the country. Responsibilities Human Resources Management · Develop, implement, and oversee all HR policies, procedures, and programs to support CIPC's mission and organizational goals · Lead recruitment and hiring processes, including job descriptions, sourcing candidates, interviewing, and onboarding · Design and implement comprehensive onboarding and orientation programs for new staff · Manage employee relations, providing guidance and support to managers and staff on HR matters · Oversee performance management processes, including regular evaluations and professional development planning · Administer benefits programs and ensure compliance with applicable laws and regulations · Develop and implement staff retention strategies and initiatives · Lead organizational Justice, Equity, Diversity, and Inclusion (JEDI) initiatives in collaboration with management team and Union Labor Management Compliance Council (LMCC) Operations Management · Direct onsite, day-to-day office and property management of CIPC's statewide offices · Oversee and manage organizational budget and financial operations, including bookkeeping, expense tracking, and financial reporting · Develop and manage organizational policies and procedures to ensure efficient operations and compliance with regulations · Oversee technology infrastructure, working with IT vendors to ensure systems meet organizational needs · Manage vendor relationships and contracts for services across the organization including leading on contract negotiations with third party vendors · Lead major organizational infrastructure and improvement projects · Develop and oversee safety policies and protocols, ensuring compliance with federal, state, and local regulations · Oversee logistical planning and execution of organizational events, retreats, and convenings Leadership & Strategic Planning · Serve as a member of the management team, contributing to strategic planning and decision-making · Represent CIPC at organizational functions, events, and with external stakeholders · Provide strategic oversight for organizational capacity building and growth · Identify operational needs and implement systems improvements to increase organizational effectiveness · Foster a positive organizational culture aligned with CIPC's values and mission Supervisory and Administrative Engagement · Supervise and mentor members of the operations team · Foster a positive and inclusive team environment through regular meetings, clear expectations, and open communication, while ensuring team members have the necessary resources and support for professional growth and success · Provide clear expectations and ensure team members have the necessary tools and resources to succeed in their roles · Support fundraising efforts led by the development team and manage a portfolio of sponsorships and memberships in support of organizational fundraising. · Support the Government Affairs, development, and administrative departments tracking deliverables, lobbying hours, and programmatic activities to support fundraising and development growth. · Other responsibilities as required. Qualifications · Minimum of 10 years of progressive experience in human resources and operations management, with at least 5 years in a senior management role · At least 5 years of nonprofit experience with an understanding of nonprofit finance, governance, and operations · Demonstrated commitment to racial, social, and economic justice · Comprehensive knowledge of HR laws, regulations, and best practices · Strong financial management skills, including budgeting, forecasting, and financial analysis · Experience managing multiple office locations preferred · Proven ability to develop and implement organizational policies and procedures · Strong project management skills with ability to lead complex initiatives · Excellence in team management and staff development · Experience working in diverse, multicultural environments · Occasional night/weekend hours and overnight travel within the state are required. Advance notice will be given · Ability to lift 20-30 pounds, sit and stand for extended periods is required · Proficiency in Microsoft Office Suite, and Google Workspace · Proficiency in non-English languages spoken by Latinx, Asian, Pacific Islander, African, Caribbean, and Middle Eastern communities is a plus · Passionate about immigrant rights and social justice including CIPC's mission and vision COMPENSATION & BENEFITS Pay Range: $95,000-$115,000 Salary commensurate with experience. The California Immigrant Policy Center (CIPC) provides a comprehensive benefits package to its employees, including 100% employer-paid medical, dental, and vision insurance and 75% coverage for dependents, retirement contributions, and paid parking access. CIPC has a generous holiday and time off policy, including personal days and annual summer and winter recesses. CIPC is a unionized workplace and is represented by Immigrant Advocates United-United Auto Workers. This position is not in the bargaining unit. CIPC provides a comprehensive benefits package to its employees: · Paid medical, dental, vision insurance, and life insurance (100% of the full insurance premium for qualified employees and 75% of the premiums for their dependents) · 3% contribution to 401K-retirement plan · Commuter benefit or paid parking access · Monthly reimbursement for cell and internet usage · $1,500 professional development allowance · Generous time off policy o Up to 26 paid holidays a year (includes summer and winter collective breaks) o Vacation: 1st year of service: 10 days, after completion of 1st year: 15 days, after completion of 4th year: 20 days) o 6 personal days per year · 4-week paid sabbatical leave after 7 years of service. APPLICATION INFORMATION Position is open immediately until filled. Please send a cover letter, resume, and writing sample. Please note that we will only be able to respond to short listed candidates. Those candidates will be asked to submit 3 references. The California Immigrant Policy Center (CIPC) is an equal opportunity employer; people of color and individuals from diverse backgrounds are encouraged to apply. CIPC does not discriminate on the basis of race, color, national origin, ethnic background, religion, sex, sexual orientation, age, or disability