Human resources business partner jobs in Greeley, CO

Ent Credit Union exists to improve the financial quality of life of the people we serve. This mission drives us every day, but we are more than our mission. We're also individuals using our unique abilities to make our organization, and the communities we serve, better than they were yesterday. We're a not-for-profit that puts people above profits and actively invests in our community. Our rapidly growing team is expanding our reach to serve more people throughout Colorado. To spread our mission far and wide, we need people like you. If you're interested in a paycheck with a purpose, apply with us today. Our people make the difference, and we truly believe you are our greatest asset. Job Description This is an in-office position based out of Ent Credit Union Northern Operations Center in Westminster. This is not a fully remote eligible position. The HR Business Partner (HRBP) is an important member of the Ent HR team and serves as an expert consultant and trusted strategic business partner on all talent matters. Our HRBPs are integrated "Boots on the Ground" business partners whose primary focus is cultivating effective employee relations. HRBPs collaborate with team members within the HR Core Services Center to resolve general HR questions; their expertise to resolve complex HR concerns. The HRBP is a developing business partner with strong collaboration, planning, problem-solving, and communication skills who has demonstrated the ability to effectively manage multiple tasks and projects. The desired candidate will have experience in several core areas of HR including employee relations, performance management, and leadership coaching. Essential Functions HR Operational Support / Compliance: Provides day-to-day performance management guidance to line management (coaching, counseling, career development, disciplinary actions). Collaborate with recruitment, with a strong focus on acquiring and retaining top talent and on building a pipeline for future needs. Establish and maintain an intimate understanding of the departments and the business as a whole in order to build effective and productive working relationships. Assess business and organizational performance to recommend and drive action through a consultative and trust-building approach. Coach business leaders on HR policies and processes, including talent planning, learning and development, and performance management, to promote engagement and a culture of continuous growth and development. Analyze trends and metrics in partnership with the HR group to develop solutions, programs, and policies. Manage and resolve complex employee relations issues. Conducts effective, thorough, and objective investigations. Maintain in-depth knowledge of legal requirements related to day-to-day management of employees, reducing legal risks, and ensuring regulatory compliance. Partner with the legal department as needed/required. Works closely with management and employees to improve work relationships, build morale, increase productivity, and retention. Provides HR Policy guidance and interpretation. Identify training needs for business units and individual executive coaching needs. Implement and administer the company's human resources policies and practices. Ensure compliance with federal, state, and local employment laws and regulations. Serve as an escalation point for Worker's Compensation & FMLA/FAMLI, and ADA escalations. Support in providing information and a timely response to UI claims. HR Strategic Support / Collaboration: Collaborates with other HR service centers to bring comments / concerns from staff interactions to the department for review. Identify exit data trends and make recommendations to leaders. Succession Planning for Chiefs, Execs, and other leaders. Suggests ways to refine current or create new processes to streamline the manager / employee experience. Assistance with special projects as needed to support new organizational initiatives. Bank Secrecy Act: Remains cognizant of and adheres to Ent policies and procedures, and regulations pertaining to the Bank Secrecy Act. Qualifications Minimum Formal Qualifications for this Position Bachelor's Degree in Human Resource Management, Business Administration, Psychology, Organizational Development or related field. 4+ years' experience as a Human Resources Generalist, HR Business Partner, or other HR-related experience specifically with employee relations, performance management, leadership coaching, training program development, etc. Required 4+ years' of Human Resources experience obtained at a Credit Union or other highly member focused organization. Preferred 2+ years' leadership experience. Preferred Technical or Specialized Knowledge/Skills: Proficient knowledge of employment law including, but not limited to EEO, ADA, ADEA, FLSA, and Federal Contractor / Affirmative Action regulations. Ability to serve as business unit consultant for the purpose of general operational questions relating to all areas of Human Resources. Technically savvy with skills in Microsoft Office (Excel, Word, PowerPoint). Knowledge and practical application of Federal, and local employment laws with a solid understanding of the general body of knowledge surrounding HR. Ability to work independently, resourcefully, and flexibly. Interpersonal, persuasive, written/verbal communication, and conflict resolution skills. Planning, organizational, time management, analytical, and problem-solving skills. Sound judgment and decision-making skills. High attention to detail and accuracy. Ability to effectively multi-task and manage multiple concurrent projects with competing objectives. Ability to coach and influence leaders and employees at all organizational levels to drive performance and engagement. Skilled in handling sensitive employee relations issues with confidentiality and professionalism. Certifications Required: Driver's license with acceptable driving record, Required Professional in Human Resources (PHR), Strategic Professional in Human Resources (SPHR) or similar Human Resources industry certification, Preferred Environmental, Physical and Psychological Requirements Standing - Occasionally Walking - Occasionally Sitting - Frequently Lifting - Rarely (40 Lbs) Carrying - Rarely Pushing - Rarely Pulling - Rarely Balancing - Rarely Stooping - Rarely Kneeling - Rarely Crouching - Rarely Crawling - Rarely Reaching - Occasionally Handling - Occasionally Grasping - Occasionally Feeling - Occasionally Talking - Frequently Hearing - Frequently Repetitive Motions - Frequently Eye/Hand/Foot Coordination - Occasionally Noises louder than normal speaking volume - Occasionally Temperature Changes - Rarely Atmospheric Conditions - Rarely Additional Information The pay range for this position is: $46.88 to $51.82 per Hour (S16) This is an in-office position based out of Ent Credit Union Northern Operations Center in Westminster. This is not a fully remote eligible position. Final compensation for this position will be determined by various factors such as relevant work experience, specific skills and competencies, education, certifications, and internal pay equity. This position is eligible for our corporate bonus program based on company performance. Benefits Summary Sheet At Ent Credit Union, we offer a comprehensive benefits package, including: Health Benefits: Affordable insurance, 24/7 doctor access, and a nationwide provider network. 401(k): 3% automatic contribution after three months, plus up to 6% matching. Paid Time Off: During your first year, enjoy 16 days of paid time off (PTO) plus 9 paid holidays. And it grows from there. Volunteer Time Off: Paid time off to give back to the community. Education Support: Up to $10,000 annually for higher education and assistance for certifications. Exclusive Discounts: Significant savings on home, car, and personal loans. For more information about our outstanding benefits please visit our careers page at ******************** We anticipate this position to close on 12/08/2025. Please submit your application at your earliest convenience to be considered. Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities. The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor's legal duty to furnish information. 41 CFR 60-1.35(c)

RESPEC seeks a Human Resources Business Partner (HRBP) in our Rapid City, SD or Denver, CO location. Big challenges need bold thinkers. If you're someone who sees problems as opportunities, you'll thrive here. RESPEC is 100% employee-owned, which means we take ownership of every challenge. Here, your ideas drive real solutions. Since 1969, we've tackled complex challenges in energy transition, infrastructure resilience, digital transformation, and sustainability. At RESPEC, you'll work alongside clients to take on critical problems. Depending on your expertise, you might design infrastructure in remote locations, develop renewable energy solutions for global projects, or apply data-driven technology to improve mining and water systems. We bring deep technical knowledge, real-world experience, and a commitment to work that matters. If you're looking for a place where your contributions have real impact, you'll fit right in. Job Description The HRBP is the primary resource for creating alignment between HR and talent and business strategy. The HRBP is aligned to market sectors, business leaders, and/or functions to provide HR expertise and consulting for building organizational capability to achieve current and future business objectives by developing proactive HR strategies and practices. The HRBP drives and influences key organizational health and engagement initiatives with the business, provides advice and counsel, and executes key initiatives. The HRBP is an original, creative thinker with the ability to formulate and express a contrarian viewpoint. We do not accept unsolicited resumes from third-party recruiters. Responsibilities: Provide HR partnership and build and maintain effective working relationships with leaders and employees to provide guidance on a variety of HR and business-related issues on strategic and tactical levels Provide day-to-day HR support for assigned business groups: Coordinate recruiting, talent sourcing and interviews Ensure timely completion of hiring and onboarding activities (e.g., issue offer letters, complete pre-employment screening, assist with new hire setup in HRIS & BST) Maintain personnel & benefit files Process various personnel change requests (e.g., position changes, promotions, compensation) Manage and resolve employee relations issues Conduct effective, thorough, and objective investigations Work closely with management and employees to improve work relationships, build engagement, and increase productivity and retention Provide counsel and drive execution on workforce planning and organizational design Train managers on performance management, talent/career development, and employee relations Implement best practices for key HR processes (e.g., performance management, compensation planning, workforce/capability planning, and talent management) Initiate, manage, and drive strategic projects, initiatives, and change management Participate in assigned market sector operational meetings, business reviews, and teambuilding Qualifications The ideal candidate will have the following: Bachelor's degree or master's degree in a related field (e.g., Business Administration, Industrial Organizational Psychology, Human Resources, Organizational Development) 5-10 years of broad-based HR experience with progressive HRBP experience providing advice, counsel, and coaching to senior leaders with the ability to influence and champion effective leadership and change, developing strong business partnerships to support the achievement of business objectives within assigned market sectors Exhibit a strong work ethic and reputation for the highest degree of integrity and mature business judgment SHRM-CP, SHRM-SCP, or HRCI preferred Skilled with computer applications such as Microsoft Office Suite Additional Information Compensation: Salary depends on experience and expertise; typical salary range for this position $79k-$90k, DOEQ. Compensation includes a comprehensive fringe-benefits package. RESPEC is a 100% employee-owned company and employees are eligible for participation in the Employee Stock Ownership Plan (ESOP) after a qualifying period. Featured benefits include: Flexible Work Schedules Paid Parental Leave 401(k) & ESOP (with company match up to 4%) Professional Development and Training Tuition Reimbursement Employee Assistance Program Medical/Dental/Vision Insurance Plans All your information will be kept confidential according to EEO guidelines.

At Norstella, our mission is simple: to help our clients bring life-saving therapies to market quicker-and help patients in need.Founded in 2022, but with history going back to 1939, Norstella unites best-in-class brands to help clients navigate the complexities at each step of the drug development life cycle -and get the right treatments to the right patients at the right time. Each organization (Citeline, Evaluate, MMIT, Panalgo, The Dedham Group) delivers must-have answers for critical strategic and commercial decision-making. Together, via our market-leading brands, we help our clients: + Citeline - accelerate the drug development cycle + Evaluate - bring the right drugs to market + MMIT - identify barrier to patient access + Panalgo - turn data into insight faster + The Dedham Group - think strategically for specialty therapeutics By combining the efforts of each organization under Norstella, we can offer an even wider breadth of expertise, cutting-edge data solutions and expert advisory services alongside advanced technologies such as real-world data, machine learning and predictive analytics. As one of the largest global pharma intelligence solution providers, Norstella has a footprint across the globe with teams of experts delivering world class solutions in the USA, UK, The Netherlands, Japan, China and India. **** We are looking for a talented and passionate Senior HR Business Partner to join the Norstella team and support our dynamic Commercial Global organization. This person will be a strategic partner to the business, working with them to develop and implement plans that align with organizational goals to increase effectiveness and efficiency for the Commercial organization. They will work closely with Commercial leadership to advise on all aspects of HR, including talent management, employee development, and other talent initiatives. **Key duties and responsibilities** + Provide global strategic support and expertise to the whole Commercial Business Unit on organizational design, talent management, change management, and workforce planning. + Collaborate with business unit leaders to provide guidance on organizational and people related strategies. + Partner with Commercial Leaders to build and engage high performing teams. + Engage with finance to ensure close alignment on headcount and compensation. + Support growth and organizational changes by partnering with leadership and talent acquisition on hiring needs and strategies. + Collaborate with the talent acquisition team to ensure effective hiring processes. + Identify training and coaching needs for employees and managers within the business unit. + Advise leadership on succession planning across the organization. + Review the sales policies, processes, rewards and recognition schemes to benchmark and implement the best practices. + Manage change initiatives ensuring appropriate communication and support is provided to managers and employees. + Participate and drive the talent review process in collaboration with managers and leadership. + Support and coach managers on performance management techniques including goal setting, performance appraisals and giving feedback. + Align with Talent Management team to roll out people processes around performance management, compensation, development, etc. + Active involvement in supporting and implementing global HR initiatives. + Utilize data and analytics to develop and implement solutions. + Present reports on metrics, trends and other data relevant to HR. + Perform ad-hoc work and special projects as necessary, to support the growth and retention of talent. + Other duties as assigned. **Key requirements** + Bachelor's degree in HR Management, Business Administration or related degree + At least 8 years of HR experience with at least 5 years' experience performing HR Business Partner responsibilities + Prior experience providing HR support to a commercial/sales organization, at a high-growth company + Ability to analyze data, generate insights and provide recommendations + Excellent verbal and written communications skills + Strong working knowledge of local labor laws and HR practices + Strong leadership skills with the ability to influence and engage stakeholders at all levels of the organization + Strong communication and interpersonal skills, with the ability to build relationships at all levels + Dependable, flexible, and adaptable to new Norstella initiatives and needs + Ability to work independently and collaboratively in a fast-paced, multicultural environment + Dedicated to upholding Norstella's high-quality standards and customer service focus + Strong organizational and problem-solving skills with attention to detail **Our guiding principles for success at Norstella** 01: Bold, Passionate, Mission-First 02: Integrity, Truth, Reality 03:Kindness, Empathy, Grace 04:Resilience, Mettle, Perseverance 05: Humility, Gratitude, Learning **Benefits** + Medical and Prescription Drug Benefits + Health Savings Accounts (HSA) or Flexible Spending Accounts (FSA) + Dental & Vision Benefits + Basic Life and AD&D Benefits + 401k Retirement Plan with Company Match + Company Paid Short & Long-Term Disability + Paid Parental Leave + Open Vacation Policy & Company Holidays _The expected base salary for this position ranges from $135,000to$155,000.It is not typical for offers to be made at or near the top of the range. Salary offers are based on a wide range of factors including relevant skills, training, experience, education, and, where applicable, licensure or certifications obtained. Market and organizational factors are also considered. In addition to base salary and a competitive benefits package, successful candidates are eligible to receive a discretionary bonus._ _Norstella is an equal opportunity employer. All job applicants will receive equal treatment regardless of race, creed, color, religion, alienage or national origin, ancestry, citizenship status, age, physical or mental disability or handicap, medical condition, sex (including pregnancy and pregnancy-related conditions), marital or domestic partner status, military or veteran status, gender, gender identity or expression, sexual orientation, genetic information, reproductive health decision making, or any other protected characteristic as established by federal, state, or local law._ _Sometimes the best opportunities are hidden by self-doubt. We disqualify ourselves before we have the opportunity to be considered. Regardless of where you came from, how you identify, or the path that led you here- you are welcome. If you read this job description and feel passion and excitement, we're just as excited about you._ _All legitimate roles with Norstella will be posted on Norstella's job board which is located at norstella.com/careers. If a role is not posted on this job board, a candidate should assume the role is not a legitimate role with Norstella. Norstella is not responsible for an application that may be submitted by or through a third-party and candidates should proceed with extreme caution if a third-party approaches them about an open role with Norstella. Norstella will never ask for anything of value or any type of payment during or as part of any recruitment, interview, or pre-hire onboarding process. If you are aware of or have reason to believe a job posting purportedly for a role with Norstella is fraudulent or otherwise not authorized by Norstella, please contact the Company using the following email address:_ _[email protected]_ _._ Norstella is an equal opportunity employer. All job applicants will receive equal treatment regardless of race, creed, color, religion, alienage or national origin, ancestry, citizenship status, age, physical or mental disability or handicap, medical condition, sex (including pregnancy and pregnancy-related conditions), marital or domestic partner status, military or veteran status, gender, gender identity or expression, sexual orientation, genetic information, reproductive health decision making, or any other protected characteristic as established by federal, state, or local law.

Sierra Space Careers: At Sierra Space, we build the missions and systems that keep our world secure in the domain above Earth. Sierra Space team members share a spirit of innovation and collaboration and a belief that we can deliver on the boldest missions in space today. Together with our customers, we aim to safeguard our nation, sustain human presence in space, and secure the freedom of operations in low Earth orbit and beyond. Our success is measured by the trust of those who rely on what we build and deliver, and our technologies keep the United States and its allies mission-ready throughout space. We are mission-driven, and together, we are an extraordinary team. About the RoleSierra Space is looking for an HR Business Partner to provide leadership in the execution of initiatives that support talent management, performance management, change management, coaching, and organizational design. As an HR Business Partner, you'll be at the heart of our people strategy-driving transformation, empowering leaders, and shaping a high-performance culture. This role will be focused on working with team members across multiple business sectors ranging from technical teams, corporate functions, and business units, reporting to the Director, HRBP. This position will be based in Louisville, Colorado, requiring regular travel between our Louisville and Centennial locations. A successful candidate will have the ability to translate business objectives into human resource capabilities needed to achieve results, as well as have a “can do” mindset, self-motivated to roll-up their sleeves to execute. They will have the ability to navigate high ambiguity, thrive in a fast-paced evolving landscape and excel at pivoting when necessary.About You Our mission is driven by an unyielding commitment to advancing space-based technology in service of our customers and safeguarding national security. We seek individuals who are passionate about innovating beyond boundaries and relentlessly pursuing solutions that protect, preserve and empower - to join us in this critical mission. We're looking for team members who align with our values, mission and goals - while also meeting the minimum qualifications below. The preferred qualifications are a bonus, not a requirement. Key Responsibilities: Partner with business leaders to understand their goals and provide HR support to achieve organizational objectives. Develop and implement HR programs and initiatives that align with business strategies. Support high-priority projects with a blend of tactical and strategic thinking Manage talent management processes, including performance management, succession planning, and employee development. Provide guidance and support to managers on complex employee relations issues, conflict resolution, and disciplinary actions. Ensure compliance with labor laws and regulations, and collaborate as needed to update HR policies and procedures. Develop and facilitate training and development programs to enhance employee skills and knowledge. Analyze HR metrics and data to identify trends and make recommendations for improvement. Support organizational change initiatives and provide guidance on change management strategies. Collaborate with the talent acquisition team to attract and retain top talent. Foster a positive and inclusive work environment through employee engagement initiatives and activities. Maintain accurate and up-to-date employee records in the HRIS system Minimum Qualifications: Requires Bachelor's degree in a related field (or equivalent work experience in lieu of degree or Masters +3 yrs experience). Typically 5+ years of related experience. In-depth knowledge of HR best practices and industry trends. Ability to develop and implement HR programs and initiatives. Experience in talent management, including performance management and succession planning. Strong conflict resolution skills. Ability to handle complex employee relations issues and provide guidance to managers. Familiarly with labor laws and regulations. Experience developing and implementing training and development programs, including facilitation. Excellent communication and interpersonal skills. Demonstrated ability to handle confidential information with discretion. Strong analytical and problem-solving skills. Proven ability to influence and build strong relationships with stakeholders at all levels of the organization. Ability to manage multiple priorities and adapt to changing business needs. Preferred Qualifications: Professional HR certification (e.g., PHR, SPHR, SHRM-CP, SHRM-SCP). Experience with HRIS software, such as Workday, ADP, or similar systems. Strong project management skills and ability to lead HR initiatives. Advanced knowledge of talent management practices and strategies. Experience in organizational development and change management. Proficiency in Microsoft Office Suite (Word, Excel, PowerPoint). Ability to work independently and as part of a team. Experience in developing and delivering training programs tailored to various audiences. Strong organizational and time management skills. Experience in workforce planning and aligning HR strategies with business goals. Ability to analyze complex HR issues and provide strategic solutions. Knowledge of diversity, equity, and inclusion (DEI) initiatives and best practices. Experience in coaching and mentoring managers to enhance their leadership capabilities. Compensation: Pay Range: $94,050.00 - $129,318.75 Your actual base compensation will be determined on a case-by-case basis and may vary based on job-related knowledge and skills, education, experience, internal equity and market competitiveness. IMPORTANT NOTICE: To conform to U.S. Government international trade regulations, applicant must be a U.S. Citizen, lawful permanent resident of the U.S., protected individual as defined by 8 U.S.C. 1324b(a)(3), or eligible to obtain the required authorizations from the U.S. Department of State or U.S. Department of Commerce. Elevate Your Career At Sierra Space, we are committed to your personal and professional development. We empower you to make profound and meaningful contributions and foster a vibrant culture of collaboration, where teamwork ignites breakthrough innovations. We also offer a generous benefit package, including medical, dental, and vision plans, 401(k) with 150% match up to 6%, life insurance, 3 weeks paid time off, and more. Sierra Space is an industry-leading space and defense technology company providing satellites, spacecraft, and enabling mission systems and components. We deliver mission-proven technologies to our customers that safeguard our nation, protect space-based assets and enable space exploration. Application Deadline: This role will remain posted until a qualified pool of candidates is identified. Please note: Sierra Space does not accept unsolicited resumes from contract agencies or search firms. Any unsolicited resumes submitted to our website or to Sierra Space team members not through our approved vendor list or Talent Acquisition will be considered property of Sierra Space, and we will not be obligated to pay any referral fees. Sierra Space Corporation is an equal opportunity employer and is committed to working with and providing reasonable accommodations to applicants with disabilities. If you need special assistance or a reasonable accommodation related to applying for employment with Sierra Space or at any stage of the recruitment process, please contact us.

**Job Summary and Responsibilities** You have a purpose, unique talents and now is the time to embrace it, live it and put it to work. We value incredible people with incredible skills - but your commitment to a greater cause is something we value even more. This is the heartbeat of our organization and your time will be spent in a supportive, team environment with resources to help you flourish and leaders who care about your success. Operates under the auspice of enterprise led HR, meaning, our work will be connected and consistent across our organization with our people being at the center. Our aim is to achieve an incredible associate experience in which our associates, physicians and leaders can flourish and feel part of a connected ecosystem. This role fosters and implements our critical culture, talent and engagement initiatives. This strategic HR role proactively partners with stakeholders to anticipate HR related needs/opportunities and implement and integrate HR strategies to support and enable the business, advise leaders on people related opportunities in collaboration with HR centers of excellence as applicable, and deploying HR and business initiatives in support of the organization's strategies and operations. Using sound change management principles, this role is responsible for engaging stakeholders, facilitating talent strategies using appropriate talent related data and developing plans to address opportunities and challenges. Working collaboratively with operational leaders, key stakeholders and HR centers of excellence, will advise and deploy HR initiatives in alignment with Operational strategy locally, regionally, and enterprise wide. Job Responsibilities (essential functions) + Proven skills in leadership, leadership development theory, change leadership. + Ability to positively influence outcomes to the benefit of the entity, the group and the organization as a whole. + Possess a deep understanding of the business model, anticipate and diagnose organizational needs, connect and deploy team capabilities, and consult with customer groups on operational strategies to improve business performance through people. + Analyzes trends and metrics in partnership with the HR group to develop solutions, programs and policies. + Maintains in-depth knowledge of legal requirements related to day-to-day management of associates and leaders, reducing legal risks and ensuring regulatory compliance. Partners with the legal department as needed/required. + Provides guidance and input on business unit restructures, workforce planning and succession planning. + Provides appropriate HR coaching and advisement to entity Executive team in alignment with entity, group and enterprise-wide goals and objectives. + Engage designated leaders to understand talent needs of the business and deploy actionable steps in alignment with the HR strategy that support the organization's strategic plan. + Implement enterprise‐wide and/or location‐specific People strategies/initiatives. + Ability to develop and lead HR business initiatives in other markets as needed. + Provide HR observations related to departmental issues in meetings and one‐on‐one. + Interpret talent management data for departments and works collaboratively to develop and deploy appropriate initiatives. + Coach designated leaders through change management. + Collaborating with various resources to address engagement, culture and talent opportunities. + Promote and foster a healthy work environment; raise awareness of available programs to assist leaders and associates. + Implement appropriate associate engagement programs. + Interpret and drive departmental action planning as a result of associate engagement results; assess entity/department culture through formal and informal reviews and plan actions with department/entity leadership. + Support effective leader and associate communications. + Support utilization of the HR support model; guide employees to the appropriate channel and ensure proper utilization of HR policies and processes. **Job Requirements** In addition to bringing humankindness to the workplace each day, qualified candidates will need the following: + Bachelor Degree Required. + 7 years of progressive experience in Human Resources to include strategic leadership in Human Resources and/or demonstrated ability to lead projects or initiatives using the 5 leadership behaviors. + Strong demonstrated employee relations skills with thorough knowledge of performance improvement, corrective counseling, investigations, compensation, benefits, strategic business planning, team organization, retention, and recruitment and change management. + Extensive knowledge and experience in state and federal employment laws. + Ability to listen, but also to persuasively convey opinions and recommendations. + Demonstrated attention to detail and ability to multitask. Effective written and verbal communication skills and demonstrated interpersonal skills and ability to interact at all levels. + Ability to be viewed as approachable and objective. Strong business‐fluency skills-operational knowledge and financial acumen. + Demonstrated ability to navigate organizational complexity and manage complex issues in a diverse Physical Requirements Sedentary work - prolonged periods of sitting and exert up to 10 lbs. force occasionally **Where You'll Work** With more than 700 care sites across the U.S. from clinics and hospitals to home-based care and virtual care services CommonSpirit is accessible to nearly one out of every four U.S. residents. Our world needs compassion like never before. Our communities need caring and our families need protection. With our combined resources CommonSpirit is committed to building healthy communities advocating for those who are poor and vulnerable and innovating how and where healing can happen both inside our hospitals and out in the community. **Pay Range** $55.61 - $86.38 /hour We are an equal opportunity employer.

at LeoVegas Group ABOUT THE ROLE We are seeking an experienced HR Business Partner to be a part of our global HR team to be located in our office in Denver. This role establishes a strategic partnership with business leaders, driving people initiatives and ensuring alignment with our global processes and procedures. Acting as a trusted advisor, the HRBP manages complex HR challenges independently, and takes part in operational and strategic HR initiatives both locally and globally. YOU WILL BE RESPONSIBLE FOR: Building strategic partnerships with our leaders to drive the HR agenda. Acting as a key influencer in important people-related decisions, providing trusted advice on labour law and HR best practices. Providing guidance and advice on core HR areas to our leaders and employees. Participating in both global and local HR projects. Supporting leaders in workshops, career development programmes, and engagement initiatives. Identifying gaps in HR processes and proposing innovative solutions to improve effectiveness. Advise on HR compliance requirements for your location OUR SUCCESSFUL CANDIDATE WILL HAVE THE FOLLOWING: ESSENTIAL SKILLS 5+ years of progressive HR experience, with at least 3 years in a Business Partner or Senior HR role. Strong knowledge of U.S. labour law and compliance requirements. Experience advising senior leaders and influencing strategic decisions. Proven ability to lead and deliver change initiatives. Previous experience mentoring or coaching HR professionals. Excellent communication and relationship-building skills, with the ability to influence at all levels. NICE TO HAVES Experience working in a global or multi-site environment is a plus. WHO WE ARE At the core of LeoVegas Group is Team Leo. Our culture is our foundation and is what enables us to innovate, build, and lead as we trailblaze our way through the igaming industry. We're a team of over 2000 innovators, initiators, and groundbreakers working in a fast-paced and agile environment across 19 offices worldwide. BENEFITS Hybrid Work Environment - Flexibility to balance time between the office and remote work. Comprehensive Health Coverage - Medical, dental, and vision insurance options for you and your family. Paid Time Off - Generous vacation, personal leave, and company-recognised holidays. 401(k) Retirement Plan - With company matching contributions. Parental Leave - Paid parental leave to support you and your family. Wellbeing Support - Employee Assistance Programme (EAP) and wellness initiatives. Professional Development - Access to training, learning resources, and career growth opportunities. Team Spirit - A collaborative culture with regular company events, social activities, and celebrations. JOIN US!In our pride, we empower our teammates to find their roar and run with their wildest ideas. We don't wait for things to happen; we pounce and make it happen! Would you be a good fit for the Leo Pride - give us a roar! **As our company working language is English, we'd like to see your CV in English, please** Salary: 91,000 - 113,000 USD

• The individual will manage programs or projects involving HR, learning and cross-functional teams focused on the delivery of programs for the entire organization; focusing on consistent and effective execution through managing projects for corporate initiatives. • Employs company standard tools, templates, and approaches to manage project schedules, deliver status reports, and monitor performance to ensure that project commitments are met. • Assess changes in scope and makes recommendation based on various circumstances. • Ensures all logistical requirements to facilitate learning programs are executed accurately • Organizes project activities that require interdepartmental meetings and communication to ensure communication, understanding of deadlines, assignments and objectives. Program planning and project management • Collaborates with the team to determine new program goals, budget, timeline, resources and implementation approaches. Develops procedures and practices to support program implementation. • Determines, identifies, and manages resources required to implement and deliver programs successfully. • Works with project and business owners to define audiences, establish launch dates, identify communication distribution lists, and coordinates other details in preparation for training launch. • Collaborates with the team to support implementation of learning sessions ensuring all logistical requirements to facilitate learning programs are executed accurately. • Works with cross-functional partners and facilitates communication to resolve problems and enhance learning solutions. • Utilizes excellent communication and analysis skills to coordinate complex activities. • Organizes program activities to ensure communication, understanding of deadlines, assignments and objectives. • Collaborates with the team to determine new program goals, budget, timeline, resources and implementation approaches. Follows procedures and practices to support program implementation. • Assure appropriate processes are implemented and followed. • Analyzes, visualizes, and presents post-program summaries and data in a way that highlights areas of excellence and areas for improvements; develop and implement suggestions for improving the function and future programs. Qualifications • Utilizes excellent communication and analysis skills to coordinate complex activities. • Track record of effectively managing programs to completion Ability to work under tight deadlines and plan, organize and carry out multiple, detailed tasks Team-oriented, collaborative and has strong interpersonal relationship skills at all levels, including management staff and support staff Additional Information Thanks & Regards Praveen K. Paila ************

About Welch Equipment Welch Equipment Company is the premier provider of material handling solutions and represents equipment from the world's #1 manufacturers. Our culture of continuous improvement, or Kaizen, is embedded throughout the organization and is only one of the many “tools” to our success in supporting our employees. Our core values are: Positive Attitude Servant Leadership Kaizen 365 (getting better, together, everyday) Our goal is to provide our employees with the tools needed to build a successful career, not just a job. We provide top notch support for our technicians in the form of manufacturer training, tech support, field service supervisors, on the job training in a controlled environment, cutting-edge technology and leaders trained to support. We are seeking employees who are ready to join a culture of continuous improvement, positive attitude, and servant leadership. If that's you come build your career with us at Welch Equipment Company and let's continue to set the standard! Benefits: Medical, Dental, Vision STD, LTD, and Life insurance Paid Sick Leave and Vacation 401(k) match Compensation Range: $122,090 - $155,050 Work Schedule: The Human Resources Director Position is a full time, 40 hour per week position Brief Position Description (Job Summary): The Human Resources Director is a strategic yet practical leader responsible for managing all aspects of human resources at Welch Equipment. This role ensures the organization attracts, develops, and retains top talent to drive business success, while fostering a positive workplace culture aligned with the dealership's values and operational objectives. The HR Director will collaborate closely with executive leadership, department managers, and employees to deliver effective HR programs and services that promote business growth in the competitive material handling industry. Job Type and Schedule: Full time, M-F 8-hour shift Reports to: President Responsibilities: Strategic HR Leadership Partner with executive leadership to align HR strategy with business objectives. Lead workforce planning, succession planning, and talent management initiatives. Function as a trusted advisor to the leadership team on all people-related matters, including organizational design, succession planning, and change management. Partner with TMHNA Human Resources for alignment opportunities and to leverage best practices and processes. Recruitment & Talent Acquisition Oversee full-cycle recruitment for sales, service, parts, and administrative positions. Build relationships with trade schools, technical programs, and industry networks to attract skilled technicians and material handling professionals. Ensure a diverse and inclusive hiring process. Employee Relations & Culture Foster a positive culture of engagement, teamwork, and safety. Provide guidance on performance management, conflict resolution, and employee development. Ensure compliance with employment laws and dealership policies. Training & Development Identify training needs and develop programs for sales teams, service technicians, and leadership. Promote career development pathways to retain skilled talent. Implement onboarding programs to integrate new hires effectively. Compensation & Benefits Manage competitive pay structures, incentive plans, and benefits administration. Conduct regular market analysis to ensure pay equity and competitiveness. Oversee annual performance review processes and merit programs. Compliance & Safety Create a culture of ethics and compliance that aligns with Toyota Industries Corporation (TICO) standards. Ensure adherence to federal, state, and local employment regulations. Collaborate with the Safety Manager to maintain OSHA compliance and a safe working environment. Maintain accurate HR records and reports. Requirements and KSAs: Bachelor's degree in Human Resources, Business Administration, or related field (Master's preferred). 10+ years of progressive HR experience, with at least 5 years in a leadership role. Experience in a dealership, material handling, construction equipment, or similar industry strongly preferred. Strong knowledge of employment law, HR best practices, and safety regulations. Excellent interpersonal, communication, and leadership skills. Proficiency with HRIS, preferably ADP, and Microsoft Office Suite preferred. SHRM-CP/SHRM-SCP or PHR/SPHR certification preferred.

About Welch Equipment Welch Equipment Company is the premier provider of material handling solutions and represents equipment from the world's #1 manufacturers. Our culture of continuous improvement, or Kaizen, is embedded throughout the organization and is only one of the many “tools” to our success in supporting our employees. Our core values are: Positive Attitude Servant Leadership Kaizen 365 (getting better, together, everyday) Our goal is to provide our employees with the tools needed to build a successful career, not just a job. We provide top notch support for our technicians in the form of manufacturer training, tech support, field service supervisors, on the job training in a controlled environment, cutting-edge technology and leaders trained to support. We are seeking employees who are ready to join a culture of continuous improvement, positive attitude, and servant leadership. If that's you come build your career with us at Welch Equipment Company and let's continue to set the standard! Benefits: Medical, Dental, Vision STD, LTD, and Life insurance Paid Sick Leave and Vacation 401(k) match Compensation Range: $122,090 - $155,050 Work Schedule: The Human Resources Director Position is a full time, 40 hour per week position Brief Position Description (Job Summary): The Human Resources Director is a strategic yet practical leader responsible for managing all aspects of human resources at Welch Equipment. This role ensures the organization attracts, develops, and retains top talent to drive business success, while fostering a positive workplace culture aligned with the dealership's values and operational objectives. The HR Director will collaborate closely with executive leadership, department managers, and employees to deliver effective HR programs and services that promote business growth in the competitive material handling industry. Job Type and Schedule: Full time, M-F 8-hour shift Reports to: President Responsibilities: Strategic HR Leadership Partner with executive leadership to align HR strategy with business objectives. Lead workforce planning, succession planning, and talent management initiatives. Function as a trusted advisor to the leadership team on all people-related matters, including organizational design, succession planning, and change management. Partner with TMHNA Human Resources for alignment opportunities and to leverage best practices and processes. Recruitment & Talent Acquisition Oversee full-cycle recruitment for sales, service, parts, and administrative positions. Build relationships with trade schools, technical programs, and industry networks to attract skilled technicians and material handling professionals. Ensure a diverse and inclusive hiring process. Employee Relations & Culture Foster a positive culture of engagement, teamwork, and safety. Provide guidance on performance management, conflict resolution, and employee development. Ensure compliance with employment laws and dealership policies. Training & Development Identify training needs and develop programs for sales teams, service technicians, and leadership. Promote career development pathways to retain skilled talent. Implement onboarding programs to integrate new hires effectively. Compensation & Benefits Manage competitive pay structures, incentive plans, and benefits administration. Conduct regular market analysis to ensure pay equity and competitiveness. Oversee annual performance review processes and merit programs. Compliance & Safety Create a culture of ethics and compliance that aligns with Toyota Industries Corporation (TICO) standards. Ensure adherence to federal, state, and local employment regulations. Collaborate with the Safety Manager to maintain OSHA compliance and a safe working environment. Maintain accurate HR records and reports. Requirements and KSAs: Bachelor's degree in Human Resources, Business Administration, or related field (Master's preferred). 10+ years of progressive HR experience, with at least 5 years in a leadership role. Experience in a dealership, material handling, construction equipment, or similar industry strongly preferred. Strong knowledge of employment law, HR best practices, and safety regulations. Excellent interpersonal, communication, and leadership skills. Proficiency with HRIS, preferably ADP, and Microsoft Office Suite preferred. SHRM-CP/SHRM-SCP or PHR/SPHR certification preferred.

**University of Colorado Anschutz Medical Campus** **Department: ACCORDS (Adult and Child Center for Outcomes Research and Delivery Science)** **Job Title: HR Program Manager** #: 00807688 - Requisition #:38092** Key Responsibilities: + **Recruitment** - Create and coordinate ACCORDS job postings in CU Careers; partner with University HR as necessary. + **Records Maintenance/Documentation** - Create and maintain ACCORDS faculty and staff personnel files per University record retention matrix. + **Process/Policy Documentation** - Create and publish process and policy documents for ACCORDS HR needs. Make available to the ACCORDS community on a timely basis to outline processes for recruiting and hiring/on-boarding and approximate timelines. + **Offboarding/Terminations** - Prepare termination paperwork, including leave separation forms, (calculating vacation payouts and determining sick leave payouts if applicable at time of retirement), resignation acknowledgement letter, and record termination data in the HRMS/HCM system and assisting in the checkout process. + **Leave Management** - Manage and coordinate staff and faculty leave of absences with University HR and faculty affairs. + **Payroll Processing** - Process payroll updates and changes as requested (primarily for administrative staff). + **Guidance/Compliance** - Research, interpret and stay current with multifaceted University HR rules, regulations and policies as required to answer questions that arise. Make recommendations for process improvement as related to ACCORDS human resources and recruiting needs. **Work Location:** Hybrid **Why Join Us:** **Why work for the University?** + Medical: Multiple plan options + Dental: Multiple plan options + Additional Insurance: Disability, Life, Vision + Retirement 401(a) Plan: Employer contributes 10% of your gross pay + Paid Time Off: Accruals over the year + Vacation Days: 22/year (maximum accrual 352 hours) + Sick Days: 15/year (unlimited maximum accrual) + Holiday Days: 10/year + Tuition Benefit: Employees have access to this benefit on all CU campuses + ECO Pass: Reduced rate RTD Bus and light rail service **Qualifications:** **Minimum Qualifications:** + A bachelor's degree in human resources, business, business administration or a directly related field from an accredited institution. + The position requires 4 years of extensive, diverse and progressively responsible human resources experience **Preferred Qualifications:** + SHRM or PHR Certification + Experience working in an academic and/or healthcare environment. + Experience interpreting policies and procedures. **Knowledge, Skills and Abilities:** + Ability to analyze, interpret, and evaluate a broad range of laws, rules, and regulations in order to exercise good judgment in applying them to human resource challenges. + Knowledge of the professional standards, concepts, and practices of recruitment and selection, employee relations, or organizational development and human resource policy. + Ability to communicate effectively, both in writing and orally, including public speaking. + Ability to establish and maintain effective working relationships with employees at all levels throughout the institution. + Thorough knowledge of current management and leadership methods and best practices. **How to Apply:** **Screening of Applications Begins:** **Anticipated Pay Range:** **HIRING RANGE** **Equal Employment Opportunity Statement:** **ADA Statement:** **Background Check Statement:** **Vaccination Statement:** **Qualifications** **Job Category** **Primary Location** **Schedule** **Posting Date** **Unposting Date** **To apply, visit ******************************************************************** (****************************** Copyright 2025 Jobelephant.com Inc. All rights reserved. Posted by the FREE value-added recruitment advertising agency (***************************** HR Program Manager - 38092 University Staff The Human Resources Program Manager is responsible for day-to-day operation of human resources for the Adult and Child Center for Outcomes Research and Delivery Science (ACCORDS), within the School of Medicine. This role oversees the human resources functions including but not limited to hiring, termination, funding distribution changes and leave reporting and processes for ACCORDS ensuring that the programs are in compliance with the rules and regulations of the School of Medicine (SOM), ACCORDS and University of Colorado. This position manages human resources initiatives in support of ACCORDS missions and goals and may periodically supervise student workers and/or interns. Additionally, this role provides excellent internal/external customer service at all levels and establishes and maintains strong working relationships between departments, SOM HR, and the Anschutz/Denver campus. ACCORDS is a dynamic and cutting edge health services research enterprise. The human resource manager must be flexible to adapt to the changing HR needs while providing excellent customer service to our staff, faculty, students and scholars. - This role is eligible for a hybrid schedule of 2-3 days per week on campus and as needed for in-person meetings. ACCORDS is a research center supporting the advancement of health services research and T3-T4 translational research jointly funded by the School of Medicine and Children's Hospital Colorado Research Institute. ACCORDS serves as the focal point for health care professionals, researchers, and analysts from across the Anschutz Medical Campus to foster multidisciplinary collaborations that bring together our campus' diverse skills and talents to pursue health services research and education. In addition, ACCORDS cultivates strong research and educational collaborations with external partners including the University of Colorado School of Public Health, Children's Hospital Colorado, Denver Health, Kaiser Permanente Colorado, UCHealth, as well as other health care delivery systems, community organizations, and state and local government agencies. ACCORDS has programs in Dissemination and Implementation Science, Patient-Centered Decision Making, Education, Community Engagement and Outreach, as well as methodological cores in Qualitative and Mixed Methods, Economic Analysis, Practice-Based Research Networks (PBRNs), Biostatistics for Health Services Research, and Mobile Health & Informatics. We have AMAZING benefits and offerexceptional amounts of holiday, vacation and sick leave! The University of Colorado offers an excellent benefits package including:There are many additional perks & programs with the CU Advantage (******************************************************* URL=************************** . Applicants must meet minimum qualifications at the time of hire. For full consideration, please submit the following document(s):1. A letter of interest describing relevant job experiences as they relate to listed job qualifications and interest in the position2. Curriculum vitae / Resume3. Three to five professional references, including name, address, phone number (mobile number if appropriate), and email address Questions should be directed to: **************************** (******************************************************* URL=****************************) Screening begins on November 11/17/25. The starting salary range (or hiring range) for this position has been established as $61,641 - $78,408.The above salary range (or hiring range) represents the University's good faith and reasonable estimate of the range of possible compensation at the time of posting. This position may be eligible for overtime compensation, depending on the level.Your total compensation goes beyond the number on your paycheck. The University of Colorado provides generous leave, health plans and retirement contributions that add to your bottom line.Total Compensation Calculator (******************************************************* URL=****************************** CU is an Equal Opportunity Employer and complies with all applicable federal, state, and local laws governing nondiscrimination in employment. We are committed to creating a workplace where all individuals are treated with respect and dignity, and we encourage individuals from all backgrounds to apply, including protected veterans and individuals with disabilities. The University will provide reasonable accommodations to applicants with disabilities throughout the employment application process. To request an accommodation pursuant to the Americans with Disabilities Act, please contact the Human Resources ADA Coordinator at ******************************** (******************************************************* URL=********************************) . The University of Colorado Anschutz Medical Campus is dedicated to ensuring a safe and secure environment for our faculty, staff, students and visitors. To assist in achieving that goal, we conduct background investigations for all prospective employees. CU Anschutz strongly encourages vaccination against the COVID-19 virus and other vaccine preventable diseases (******************************************************* URL=*********************************************************************************** . If you work, visit, or volunteer in healthcare facilities or clinics operated by our affiliated hospital or clinical partners or by CU Anschutz, you will be required to comply with the vaccination and medical surveillance policies of the facilities or clinics where you work, visit, or volunteer, respectively. In addition, if you work in certain research areas or perform certain safety sensitive job duties, you must enroll in the occupational health medical surveillance program (******************************************************* URL=************************************************************************************* . Application Materials Required: Cover Letter, Resume/CV, List of References : Human Resources : Hybrid Department: U0001 -- Anschutz Med Campus or Denver - 21628 - SOM-COHO CTR GENERALOPERATIONS : Full-time : Nov 7, 2025 : Ongoing Posting Contact Email: **************************** (******************************************************* URL=****************************) Position Number: 00807688jeid-298a00f4dbb381468c8ca8c5b0aff3b0 The University of Colorado does not discriminate on the basis of race, color, national origin, sex, age, pregnancy, disability, creed, religion, sexual orientation, gender identity, gender expression, veteran status, political affiliation, or political philosophy. All qualified individuals are encouraged to apply.

Human Resources Manager - People Reports To: VP of Central Services Employment Type: Full Time We're looking for an HR Manager - People to lead the full employee experience-recruiting, onboarding, development, engagement, and beyond. This role is key to building a high-performing and people-first culture through smart HR strategies, day-to-day coaching, and continuous improvement. You'll be a hands-on business partner to managers and employees, helping align our people practices with company goals. What You'll Do (Key Responsibilities) Recruit and onboard new team members through structured, consistent processes Run payroll for hourly employees (accurately and on time) Lead the performance management cycle-from goal-setting to reviews Coach managers on employee relations, engagement, and handling tough conversations Support employee discipline processes-investigations, corrective actions, and conflict resolution Manage employee engagement efforts, including surveys and follow-up action plans Create and run programs for training, development, and career growth Lead employee recognition efforts for milestones and achievements Own internal HR communications-newsletters, announcements, events, etc. Collaborate on cross-functional HR initiatives with deadlines and deliverables Support safety-related training and employee involvement Partner with Operations to build a strong, customer-serving team culture Lead or support change management efforts, including growth and M&A activity Help align our people strategy with business forecasts and succession planning Provide strategic HR insights to senior leadership What You Need (Requirements) 5-10 years of HR experience, with at least 2-3 years in a leadership role Bachelor's degree in HR, Business, or related field (Master's or SHRM-CP/SCP, PHR/SPHR preferred) Experience working in fast-paced, growing, or multi-site environments Background in training, leadership development, and employee engagement Ability to connect with employees across all levels-Millennials, Gen Z, and beyond Strong communication skills-clear, empathetic, and action-oriented Skilled at navigating sensitive issues with discretion, care, and fairness High emotional intelligence and judgment in complex interpersonal situations Spanish-speaking is preferred, but not required What Success Looks Like Engaged, productive teams with strong relationships between managers and employees Consistent people processes that are well-documented and clearly communicated High retention and internal promotion rates Employees understand their journey-what's next, and how to grow Collaborates With HR Manager - Compliance Division Managers Leadership Team Why Work at Rio? At Rio, we build more than structures-we build teams, careers, and futures. We're known for our craftsmanship, safety culture, and strong values. We take pride in delivering top-tier work for our clients, while making sure our people feel respected, supported, and valued. What sets us apart: Family-first culture Locally owned A company that gives back to the community Transparent leadership that actually listens A commitment to doing the right thing, even when it is the hard thing Rio Grande Co. offers a competitive benefits package, including: Profit-sharing and 401(k) plan with company match Paid Sick, Vacation, Jury Duty, and Bereavement Multiple medical plan options FREE virtual healthcare Dental and vision insurance Health Savings Accounts (HSA) and Flexible Spending Accounts (FSA) Company-paid and voluntary life insurance Short-term and long-term disability coverage Accident and supplemental insurance Paid training and career development Employee Assistance Program (EAP) Other value-added employee benefits Additional compensation may include performance-based bonuses or incentives, depending on role-specific goals and company performance. Application Notice Apply early. We review applications as they are received and may fill the position before the posting closes.

Job Summary and Responsibilities You have a purpose, unique talents and now is the time to embrace it, live it and put it to work. We value incredible people with incredible skills - but your commitment to a greater cause is something we value even more. This is the heartbeat of our organization and your time will be spent in a supportive, team environment with resources to help you flourish and leaders who care about your success. Operates under the auspice of enterprise led HR, meaning, our work will be connected and consistent across our organization with our people being at the center. Our aim is to achieve an incredible associate experience in which our associates, physicians and leaders can flourish and feel part of a connected ecosystem. This role fosters and implements our critical culture, talent and engagement initiatives. This strategic HR role proactively partners with stakeholders to anticipate HR related needs/opportunities and implement and integrate HR strategies to support and enable the business, advise leaders on people related opportunities in collaboration with HR centers of excellence as applicable, and deploying HR and business initiatives in support of the organization's strategies and operations. Using sound change management principles, this role is responsible for engaging stakeholders, facilitating talent strategies using appropriate talent related data and developing plans to address opportunities and challenges. Working collaboratively with operational leaders, key stakeholders and HR centers of excellence, will advise and deploy HR initiatives in alignment with Operational strategy locally, regionally, and enterprise wide. Job Responsibilities (essential functions) * Proven skills in leadership, leadership development theory, change leadership. * Ability to positively influence outcomes to the benefit of the entity, the group and the organization as a whole. * Possess a deep understanding of the business model, anticipate and diagnose organizational needs, connect and deploy team capabilities, and consult with customer groups on operational strategies to improve business performance through people. * Analyzes trends and metrics in partnership with the HR group to develop solutions, programs and policies. * Maintains in-depth knowledge of legal requirements related to day-to-day management of associates and leaders, reducing legal risks and ensuring regulatory compliance. Partners with the legal department as needed/required. * Provides guidance and input on business unit restructures, workforce planning and succession planning. * Provides appropriate HR coaching and advisement to entity Executive team in alignment with entity, group and enterprise-wide goals and objectives. * Engage designated leaders to understand talent needs of the business and deploy actionable steps in alignment with the HR strategy that support the organization's strategic plan. * Implement enterprise‐wide and/or location‐specific People strategies/initiatives. * Ability to develop and lead HR business initiatives in other markets as needed. * Provide HR observations related to departmental issues in meetings and one‐on‐one. * Interpret talent management data for departments and works collaboratively to develop and deploy appropriate initiatives. * Coach designated leaders through change management. * Collaborating with various resources to address engagement, culture and talent opportunities. * Promote and foster a healthy work environment; raise awareness of available programs to assist leaders and associates. * Implement appropriate associate engagement programs. * Interpret and drive departmental action planning as a result of associate engagement results; assess entity/department culture through formal and informal reviews and plan actions with department/entity leadership. * Support effective leader and associate communications. * Support utilization of the HR support model; guide employees to the appropriate channel and ensure proper utilization of HR policies and processes. Job Requirements In addition to bringing humankindness to the workplace each day, qualified candidates will need the following: * Bachelor Degree Required. * 7 years of progressive experience in Human Resources to include strategic leadership in Human Resources and/or demonstrated ability to lead projects or initiatives using the 5 leadership behaviors. * Strong demonstrated employee relations skills with thorough knowledge of performance improvement, corrective counseling, investigations, compensation, benefits, strategic business planning, team organization, retention, and recruitment and change management. * Extensive knowledge and experience in state and federal employment laws. * Ability to listen, but also to persuasively convey opinions and recommendations. * Demonstrated attention to detail and ability to multitask. Effective written and verbal communication skills and demonstrated interpersonal skills and ability to interact at all levels. * Ability to be viewed as approachable and objective. Strong business‐fluency skills-operational knowledge and financial acumen. * Demonstrated ability to navigate organizational complexity and manage complex issues in a diverse Physical Requirements Sedentary work - prolonged periods of sitting and exert up to 10 lbs. force occasionally Where You'll Work With more than 700 care sites across the U.S. from clinics and hospitals to home-based care and virtual care services CommonSpirit is accessible to nearly one out of every four U.S. residents. Our world needs compassion like never before. Our communities need caring and our families need protection. With our combined resources CommonSpirit is committed to building healthy communities advocating for those who are poor and vulnerable and innovating how and where healing can happen both inside our hospitals and out in the community.

Windfall is growing, and we are looking for a strategic and hands-on Talent Acquisition Manager to lead and execute our internal talent strategy. This is a high-impact leadership opportunity where you will manage a small team, own the recruiting budget, and serve as the architect for our end-to-end hiring process. Reporting to the VP of Finance and People Operations, you will be crucial to scaling our winning culture. You'll have a unique opportunity to learn fast, grow your knowledge and skills, and lead company initiatives. We're on a mission to change how organizations perceive and use people's data. Our mission is to change how organizations perceive and use people data. We hold true to our core values of: (1) Be an excellent communicator; (2) Operate with transparency; (3) Provide leverage, not optimization; (4) Make a difference every day; and (5) Act with integrity and trust. Responsibilities * Team Leadership & Development: Directly manage, mentor, and develop recruiting team members, providing guidance on best practices, sourcing strategies, and full-cycle recruitment. * Strategic Recruiting & Sourcing: Maintain an active requisition load, with a focus on technical roles (Engineering, Data Science, and Product), while also supporting hiring across Sales, Marketing, G&A, and Customer Success. * Process & Systems Ownership: Serve as the subject matter expert and administrator for the Applicant Tracking System (ATS) (e.g., Lever), ensuring data integrity, optimized workflows, and compliance. * Reporting & Analytics: Develop and present clear, insightful reports and dashboards on key recruitment metrics (e.g., time-to-hire, source of hire, candidate pipeline) to the C-Suite executives to inform business decisions. * Stakeholder Partnership: Develop a strategic recruiting plan in partnership with hiring managers, including Vice Presidents and C-Suite executives, to define roles, develop talent pipelines, and ensure an exceptional candidate experience. * Budget & Vendor Management: Own and manage the Talent Acquisition department budget, including contract negotiation and relationship management for all recruiting tools, platforms, and external agencies. * Driving Culture: Partner with our CEO on a number of culture-driving events in our SF office and influence the new-hire onboarding process. Requirements * 7+ years of total experience supporting the recruiting function for a Software-as-a-Service (SaaS) startup organization or a recruiting agency that supports SaaS organizations. * Minimum of 2 years of experience managing direct reports within a Talent Acquisition or HR function. * A proven background as a full-cycle technical recruiter, with a track record of success sourcing and placing candidates for Engineering and Product roles. * Demonstrated experience managing a department budget, including negotiating and managing contracts for recruiting tools and vendors. * Expert-level knowledge and hands-on administrative experience with an Applicant Tracking System (ATS), including workflow design, reporting, and maintenance. * Ability to partner and influence stakeholders at all levels, including executives, to drive hiring goals and outcomes. * Strong project management skills and comfort with providing timely and clear reports of progress and roadblocks. * High standards, with the flexibility to improvise and move fast in a changing, high-growth startup environment. Additional Information: The range displayed on each job posting reflects the minimum and maximum target for new hire salaries for the position across California. Within the range, individual pay is determined by work location and additional factors, including job-related skills, experience, and relevant education or training. We also offer a comprehensive benefits package, which you can explore on our careers site. California: Base salary range is $155k - $175k + Equity Colorado: Base salary range is $120k - $150k + Equity About Windfall Windfall is a people intelligence and AI company that gives go-to-market teams actionable insights. By democratizing access to people data, organizations can intelligently prioritize go-to-market resources to drive greater business outcomes. Powered by best-in-class machine learning and artificial intelligence, Windfall activates insights into workflows that engage the right people for each respective organization. More than 1,500 data-driven organizations use Windfall to power their business. For more information, please visit ***************** We comply with CCPA. For more information on how we comply, review our privacy notice.

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

Manage front-end HR issues for respective line of business, including resourcing, manpower planning; Effectively manage and regularly review all recruitment processes, specifically screening, testing, interview arrangement, job offer, pre-employment check, internal sourcing and executive recruitment etc, ensuring that each process is aligned with agreed targets and business requirements; Improve CPH (cost per hire), time to fill and hire quality by reviewing and evaluating the effectiveness of the recruitment channels, selection and screening tools. Continuously explore and develop strategic programs to source and attract, select and hire suitable talents within cost; Perform profound analysis of recruitment situation, update and provide recommendation to management; Provide efficient recruitment services within agreed service lead time to support business strategy of the Company; Keep good relationship and have effective communication with line operations, Migration and Capacity Mangement team, Business partners and other relevant parties, and work closely with all levels of management to satisfy customers' recruitment needs; Identify potential staff for development into key positions as long term succession plan; Arrange learning opportunities, and address training and development needs of the team members; Facilitate the development of staff's skillets via job rotation and multi-skilling to enhance their overall quality; Effectively use the appraisal process; Coach, provide clear direction, counsel and lead by example; Assist other units of HR team and assume related responsibilities as may be necessary; Take initiative to streamline or standardize workflow to optimise efficiency, productivity and recommend ways to enhance hire quality; Ensure the recruitment processes be in line with local labor regulations and the requirements stated in Group GSM and HR FIM; Timely implement internal and external audit recommendations on recruitment process; Conduct a tight control on operational losses, potential frauds through strong internal audit; closely monitor Recruitment vendors' performance to ensure the agreed service standards are met. Qualifications A university or master degree; Minimum 5 years' executive experience in a HR Business related role in a sizeable organization, preferably with exposure to multinational environmental activities; Hands-on experience in Human Resources Management and / or related skills, with good understanding of the business, organisational and contemporary human resources issues; Commercial orientated with an understanding of the bottom-line; Good technical HR Knowledge, evidence of understanding business operations and strong customer orientations; Knowledge of local labour regulations and internal HR practices; A high standard of interpersonal sensitivity, communication and judgement skills; Be flexible and adaptable. Be able to work independently as well as part of a team. Issued by GSC China

About Us We're Proof, a high growth company in the legal tech industry founded in 2017. We've built a best-in-class legal services platform used by thousands of law firms with a sustained average growth rate of over 10%. Our marketplace platform helps law firms and pro se parties access more efficient, transparent, and accessible legal services that are not traditionally available to everyone. Our primary services are Service of Process and E-Filing. We currently support over 3,000 law firms throughout the US and countless pro se parties. We welcome people from all backgrounds who seek the opportunity to help build a future where access to legal services is readily available, affordable, and efficient. Work with us if you have the curiosity, passion, and collaborative spirit to achieve the fundamental change in an outdated industry. Position Overview The Talent Acquisition Lead will be instrumental in establishing and scaling our internal recruiting function while strategically managing partnerships with external recruiting agencies to achieve aggressive organizational staffing objectives. Reporting directly to the Vice President of Human Resources, this is a hands-on "player/coach" role that requires expertise in both strategic program development and execution of full-cycle recruiting. The ideal candidate will be a high-energy, results-oriented leader capable of building efficient internal workflows, personally conducting critical external searches, and fostering strong collaborative relationships with both internal hiring managers and external agency partners. What You'll Do Strategy and Program Development Design, implement, and continuously improve internal talent acquisition processes, systems, and best practices to ensure efficiency, consistency, and compliance. Establish key performance indicators (KPIs) and metrics for the internal recruiting function and external agency performance, regularly reporting on progress and creating actionable insights. Develop a comprehensive sourcing strategy, leveraging technology, professional networks, and market data to build robust talent pipelines for current and future needs. Lead employer branding initiatives related to recruitment, ensuring a positive candidate experience and compelling representation of the company culture. Own the implementation of best practices within the HRIS tech stack to ensure ROI of available tools. Recommend investments in tools and programs to support recruiting goals and track ROI. Execution and Management Player/Coach Role: Personally manage and execute full-cycle recruitment for critical, senior-level, or niche roles, acting as a model for best-in-class recruiting practices. Manage the relationship and performance of external recruiting agencies, acting as the primary point of contact for contracts, fee negotiations, and search assignments. Ensure a seamless integration between internal sourcing efforts and external agency usage, optimizing resource allocation to minimize time-to-hire and cost-per-hire. Coach and mentor internal stakeholders (e.g., Hiring Managers) on effective interviewing techniques, candidate assessment, and talent selection best practices. Implement processes to operate in a highly organized, proactive, and fast-paced environment. Stakeholder Partnership Partner closely with the VP of HR and departmental leaders to forecast staffing needs and translate business goals into actionable recruiting plans. Create a vision for establishing an internal team of direct reports and provide coaching and mentoring across the HR function. Conduct regular meetings with external agencies to review performance, pipeline activity, and align on evolving staffing priorities. What You'll Need Bachelor's degree in Human Resources, Business Administration, or a related field. 5+ years of progressive experience in Talent Acquisition, including 2+ years leading an organization's recruiting strategy. Experience with high volume recruiting of exempt and non-exempt roles, nationwide. Proven experience in a "player/coach" recruiting role, balancing personal requisition load with strategic program development. Compensation & Benefit Details Salary range $90,000-$125,000 dependent on experience and location Full-time, salary position Medical, dental, vision, and 401k are available Flexible time off (paid planned and sick time, and paid holidays) Necessary equipment provided Remote or Hybrid, preference given to those in the Denver, CO area or Detroit, MI area E-Verify This company participates in E-Verify, for more information view the Participation and Right to Work Posters.

The US Talent Acquisition Manager is a hands-on role focused on developing and executing recruiting plans for US-based positions, managing US Talent Acquisition team members, and acting as a hands-on recruiter for key roles or based on the overall hiring needs. This position is responsible for identifying and partnering with key stakeholders to create and implement talent acquisition and sourcing strategies, lead university relations and talent pipeline programs, as well as managing and optimizing recruiting tools and processes for US-based positions. RESPONSIBILITIES: • Manages and oversees full life-cycle talent acquisition process for US-based positions. • Directly manages the US Talent Acquisition team, which includes training the team, managing their ongoing performance, and allocating workload based on the current requisition volume. • Acts as a hands-on recruiter, directly owning and recruiting for open positions, based on hiring needs (including key roles reporting to higher level leaders, and/or when requisition volumes are high). • Owns and executes the rollout of global Talent Acquisition initiatives for US markets and locations. • Builds and executes plans that support effective and efficient recruiting processes and employment branding (e.g. leverages social media) to attract the best talent. • “Owns” relationships with key external vendors used for sourcing executive or hard to find roles and is responsible for negotiating contract terms aligned to business requirements. • Consults with HR Business Partners, Generalists and business leaders to initiate and develop in-depth and innovative recruiting strategies and plans to fill position vacancies or to provide guidance and subject matter expertise for future talent acquisition planning. • Analyzes KPIs against metrics to create and execute plans to achieve ongoing improvement in the talent acquisition experience and outcomes in the US. • Designs and implements external candidate marketing and proactive recruiting programs and processes that attract, assess, select, and retain a qualified, diverse workforce. • Build and implement operational efficiencies and practices that drive strong performance across all recruitment-related metrics including time to fill, quality of hire, cost per hire, and sourcing effectiveness. • Oversees and leads US college recruiting initiatives aligned with the Company's university relations and broader talent pipeline programs. • Recommends and operates within the associated US Talent Acquisition budget. • Performs and supports broader people and culture initiatives and activities as requested or appropriate. QUALIFICATIONS: • 10+ years of progressive HR experience in talent acquisition, with 5 years minimum experience managing a team of professional recruiters. • Demonstrated track record of developing and executing strong playbooks for talent acquisition. • Ability to act in a “hands on” recruiting capacity to fill roles for key positions, as needed. • Strong business acumen, and ability to influence across all levels of an organization. • Advanced verbal and written communication skills. • Demonstrated ability to influence, share, and impart knowledge. • Excellent knowledge of current US talent acquisition trends and practices. • Experience using and optimizing applicant tracking systems to support recruiting operations. • Must possess excellent project management and organization skills in order to balance the overall work of the team and lead several initiatives simultaneously, effectively, and efficiently. • Well-developed experience using multiple recruiting strategies and sources, including advanced use of social networking sites, for passive and active candidate recruitment. • Comfortable working in a global and multi-cultural environment where collaboration, cooperation, consensus building, persuasion, and a team approach to management are the norm. • Ability to build and develop a high performing team of talent acquisition professionals through mentorship, coaching and effective performance management. EDUCATION: • Bachelor's degree in business, management, human resources, or related field required. • Master's degree in human resources or related field preferred. • Relevant HR certification (such as PHR/SPHR or SHRM-CP/SHRM-SCP) preferred.

Job DescriptionWindfall is growing, and we are looking for a strategic and hands-on Talent Acquisition Manager to lead and execute our internal talent strategy. This is a high-impact leadership opportunity where you will manage a small team, own the recruiting budget, and serve as the architect for our end-to-end hiring process. Reporting to the VP of Finance and People Operations, you will be crucial to scaling our winning culture. You'll have a unique opportunity to learn fast, grow your knowledge and skills, and lead company initiatives. We're on a mission to change how organizations perceive and use people's data. Our mission is to change how organizations perceive and use people data. We hold true to our core values of: (1) Be an excellent communicator; (2) Operate with transparency; (3) Provide leverage, not optimization; (4) Make a difference every day; and (5) Act with integrity and trust.Responsibilities Team Leadership & Development: Directly manage, mentor, and develop recruiting team members, providing guidance on best practices, sourcing strategies, and full-cycle recruitment. Strategic Recruiting & Sourcing: Maintain an active requisition load, with a focus on technical roles (Engineering, Data Science, and Product), while also supporting hiring across Sales, Marketing, G&A, and Customer Success. Process & Systems Ownership: Serve as the subject matter expert and administrator for the Applicant Tracking System (ATS) (e.g., Lever), ensuring data integrity, optimized workflows, and compliance. Reporting & Analytics: Develop and present clear, insightful reports and dashboards on key recruitment metrics (e.g., time-to-hire, source of hire, candidate pipeline) to the C-Suite executives to inform business decisions. Stakeholder Partnership: Develop a strategic recruiting plan in partnership with hiring managers, including Vice Presidents and C-Suite executives, to define roles, develop talent pipelines, and ensure an exceptional candidate experience. Budget & Vendor Management: Own and manage the Talent Acquisition department budget, including contract negotiation and relationship management for all recruiting tools, platforms, and external agencies. Driving Culture: Partner with our CEO on a number of culture-driving events in our SF office and influence the new-hire onboarding process. Requirements 7+ years of total experience supporting the recruiting function for a Software-as-a-Service (SaaS) startup organization or a recruiting agency that supports SaaS organizations. Minimum of 2 years of experience managing direct reports within a Talent Acquisition or HR function. A proven background as a full-cycle technical recruiter, with a track record of success sourcing and placing candidates for Engineering and Product roles. Demonstrated experience managing a department budget, including negotiating and managing contracts for recruiting tools and vendors. Expert-level knowledge and hands-on administrative experience with an Applicant Tracking System (ATS), including workflow design, reporting, and maintenance. Ability to partner and influence stakeholders at all levels, including executives, to drive hiring goals and outcomes. Strong project management skills and comfort with providing timely and clear reports of progress and roadblocks. High standards, with the flexibility to improvise and move fast in a changing, high-growth startup environment. Additional Information:The range displayed on each job posting reflects the minimum and maximum target for new hire salaries for the position across California. Within the range, individual pay is determined by work location and additional factors, including job-related skills, experience, and relevant education or training. We also offer a comprehensive benefits package, which you can explore on our careers site. California: Base salary range is $155k - $175k + EquityColorado: Base salary range is $120k - $150k + Equity About WindfallWindfall is a people intelligence and AI company that gives go-to-market teams actionable insights. By democratizing access to people data, organizations can intelligently prioritize go-to-market resources to drive greater business outcomes. Powered by best-in-class machine learning and artificial intelligence, Windfall activates insights into workflows that engage the right people for each respective organization. More than 1,500 data-driven organizations use Windfall to power their business. For more information, please visit ***************** We comply with CCPA. For more information on how we comply, review our privacy notice.

Job Summary and Responsibilities You have a purpose, unique talents and now is the time to embrace it, live it and put it to work. We value incredible people with incredible skills - but your commitment to a greater cause is something we value even more. This is the heartbeat of our organization and your time will be spent in a supportive, team environment with resources to help you flourish and leaders who care about your success. Operates under the auspice of enterprise led HR, meaning, our work will be connected and consistent across our organization with our people being at the center. Our aim is to achieve an incredible associate experience in which our associates, physicians and leaders can flourish and feel part of a connected ecosystem. This role fosters and implements our critical culture, talent and engagement initiatives. This strategic HR role proactively partners with stakeholders to anticipate HR related needs/opportunities and implement and integrate HR strategies to support and enable the business, advise leaders on people related opportunities in collaboration with HR centers of excellence as applicable, and deploying HR and business initiatives in support of the organization's strategies and operations. Using sound change management principles, this role is responsible for engaging stakeholders, facilitating talent strategies using appropriate talent related data and developing plans to address opportunities and challenges. Working collaboratively with operational leaders, key stakeholders and HR centers of excellence, will advise and deploy HR initiatives in alignment with Operational strategy locally, regionally, and enterprise wide. Job Responsibilities (essential functions) * Proven skills in leadership, leadership development theory, change leadership. * Ability to positively influence outcomes to the benefit of the entity, the group and the organization as a whole. * Possess a deep understanding of the business model, anticipate and diagnose organizational needs, connect and deploy team capabilities, and consult with customer groups on operational strategies to improve business performance through people. * Analyzes trends and metrics in partnership with the HR group to develop solutions, programs and policies. * Maintains in-depth knowledge of legal requirements related to day-to-day management of associates and leaders, reducing legal risks and ensuring regulatory compliance. Partners with the legal department as needed/required. * Provides guidance and input on business unit restructures, workforce planning and succession planning. * Provides appropriate HR coaching and advisement to entity Executive team in alignment with entity, group and enterprise-wide goals and objectives. * Engage designated leaders to understand talent needs of the business and deploy actionable steps in alignment with the HR strategy that support the organization's strategic plan. * Implement enterprise‐wide and/or location‐specific People strategies/initiatives. * Ability to develop and lead HR business initiatives in other markets as needed. * Provide HR observations related to departmental issues in meetings and one‐on‐one. * Interpret talent management data for departments and works collaboratively to develop and deploy appropriate initiatives. * Coach designated leaders through change management. * Collaborating with various resources to address engagement, culture and talent opportunities. * Promote and foster a healthy work environment; raise awareness of available programs to assist leaders and associates. * Implement appropriate associate engagement programs. * Interpret and drive departmental action planning as a result of associate engagement results; assess entity/department culture through formal and informal reviews and plan actions with department/entity leadership. * Support effective leader and associate communications. * Support utilization of the HR support model; guide employees to the appropriate channel and ensure proper utilization of HR policies and processes. Job Requirements In addition to bringing humankindness to the workplace each day, qualified candidates will need the following: * Bachelor Degree Required. * 7 years of progressive experience in Human Resources to include strategic leadership in Human Resources and/or demonstrated ability to lead projects or initiatives using the 5 leadership behaviors. * Strong demonstrated employee relations skills with thorough knowledge of performance improvement, corrective counseling, investigations, compensation, benefits, strategic business planning, team organization, retention, and recruitment and change management. * Extensive knowledge and experience in state and federal employment laws. * Ability to listen, but also to persuasively convey opinions and recommendations. * Demonstrated attention to detail and ability to multitask. Effective written and verbal communication skills and demonstrated interpersonal skills and ability to interact at all levels. * Ability to be viewed as approachable and objective. Strong business‐fluency skills-operational knowledge and financial acumen. * Demonstrated ability to navigate organizational complexity and manage complex issues in a diverse Physical Requirements Sedentary work - prolonged periods of sitting and exert up to 10 lbs. force occasionally Where You'll Work With more than 700 care sites across the U.S. from clinics and hospitals to home-based care and virtual care services CommonSpirit is accessible to nearly one out of every four U.S. residents. Our world needs compassion like never before. Our communities need caring and our families need protection. With our combined resources CommonSpirit is committed to building healthy communities advocating for those who are poor and vulnerable and innovating how and where healing can happen both inside our hospitals and out in the community.