Human Resources Business Partner Work From Home jobs

Job Title: Senior HR Business Partner (HRBP) Salary: $100,000 - $125,000 annually Work Schedule: Full-time, in-office (5 days a week), with flexibility for emergency work-from-home situations. Relocation assistance available for the right candidate. Industry: Manufacturing (Pharmaceutical Industry) Experience Required: 3+ years in HRBP or related HR roles with manufacturing experience. Job Description: Our global pharmaceutical manufacturing client is seeking a strategic and experienced Senior HR Business Partner (HRBP) to join their team in Central Islip, NY. This role offers significant growth potential and the opportunity to impact the business by collaborating with leadership to drive key HR initiatives. Responsibilities: Employee Relations: Act as a trusted advisor to management and employees, providing guidance and solutions on employee relations issues to ensure a positive and productive work environment. Talent Management: Support recruitment efforts, onboarding, and employee development programs to ensure the right talent is in place to meet organizational goals. Performance Management: Collaborate with leadership to develop performance improvement plans, drive career development strategies, and enhance employee performance across the business. Workforce Planning: Analyze workforce trends, assess skill gaps, and recommend effective solutions to align talent with organizational needs. Culture & Engagement: Lead initiatives to foster a positive workplace culture and enhance employee engagement, driving overall employee satisfaction and retention. Required Qualifications: Minimum 3+ years of experience as an HR Business Partner or in a similar role, ideally within a manufacturing environment (pharmaceutical or related industries). Proven track record in employee relations, talent management, performance management, workforce planning, and culture enhancement. Strong interpersonal and communication skills, with the ability to build relationships at all levels of the organization. Ability to thrive in a fast-paced, in-office setting with occasional remote work flexibility. Problem-solving skills and the ability to provide strategic HR support to leadership. Preferred Qualifications: Experience working in pharmaceutical manufacturing or a similar regulated environment. Experience in implementing employee engagement and culture-building initiatives. This is an excellent opportunity for an experienced HR professional looking for growth and the chance to make a meaningful impact in a global organization. If you are passionate about HR and manufacturing and meet the requirements, we encourage you to apply! Relocation assistance available for the right candidate.

About the Company - Tyndale is seeking a dynamic HR Business Partner (HRBP) to support our fast-paced Distribution Center and additional locations in Houston, TX. If you're passionate about fostering a positive workplace culture, driving employee engagement, and ensuring operational excellence through people-centric strategies while contributing to a highly successful HR team, this role is for you. Join Tyndale, where we prioritize family-friendly, inclusive, and fun culture while delivering industry-leading FR apparel solutions to our customers. We are a 4x Houston Top Workplace winner (ranked #12 in 2024)! About the Role - As an HR Business Partner, you will serve as a trusted advisor, and consultant to the leadership team and employees in our Distribution Center. You will support and execute HR strategies throughout the entire organization. Reports to HR Director. Your role will include: Responsibilities: Talent Management Partner with leaders to develop and implement workforce planning strategies to meet operational goals. Drive recruitment, onboarding, and retention efforts for DC roles, ensuring a seamless employee experience. Identify and execute opportunities for internal growth and development programs. Employee Relations Act as a resource and advocate for employees, providing guidance on workplace policies and conflict resolution. Promote a culture of inclusion, respect, and collaboration aligned with Tyndale's core values. Engagement & Wellness Initiatives Lead initiatives to enhance employee engagement and satisfaction, including wellness programs tailored to DC employees. Support activities that promote employee recognition and a positive work environment. HR Operations Manage employee data, reporting, and compliance with company policies and state and federal laws. Support payroll and benefits administration, ensuring timely and accurate processing. Identify areas to streamline processes and create efficiencies in the HR function. Leadership Development Collaborate with Distribution Center leaders to coach and mentor employees. Support training programs that develop skills and leadership capabilities across teams. Qualifications: Bachelor's degree in Human Resources, Business Administration, or a related field (Master's degree preferred). Minimum of 6 years of progressive HR experience; PHR or SHRM-CP certification is preferred. Working knowledge of multiple human resource disciplines, including compensation practices, organizational diagnosis, employee relations, diversity, performance management, and federal and state respective employment laws. Bilingual in Spanish/English required. Onsite 2 days a week to our Houston DC, and 1 day a week to our City Centre office required (must be local to the Houston area). Strong ability to work effectively in a hybrid work environment Strong knowledge of employment laws, HR best practices, and compliance requirements. Previous corporate recruiting experience filling a variety of positions required. Experience supporting warehouse or distribution operations is highly desirable. Proven ability to handle sensitive information with discretion and professionalism. What We Offer Competitive compensation and benefits, including medical, dental, and vision plans. Health & Wellness: Comprehensive medical, dental, and vision insurance with competitive premiums. Paid parental leave. Mental health support through an EAP and partial reimbursement on copays, fertility support, and robust wellness programs with annual reimbursements. Work-Life Balance: Many positions with Tyndale offer hybrid onsite + remote work schedules, generous PTO, paid holidays + a floating holiday, and more. Financial Compensation: Competitive salary, 401(k) with match, and bonus opportunities. Career Growth & Development: Training/certification/tuition reimbursement programs and demonstrated paths for knowledge share and internal promotion opportunity. Culture & Perks: Family-owned values, award winning culture, team-engagement events, casual dress code, company-sponsored charitable events and activities, and an inclusive workplace that values collaboration and integrity. Opportunities for professional growth in a supportive, people-first organization. A chance to be part of a family-oriented company that values integrity, collaboration, and quality. Diversity Powers Success At Tyndale, growth is in our DNA. We believe that our success and strength lie in the diversity of our people and our commitment to foster an environment welcoming of different backgrounds, perspectives, and experiences. We believe that when our members embrace a sense of belonging and are celebrated for their uniqueness, we create an innovative, stronger, and more resilient business-one that reflects the diverse communities we serve. By cultivating a culture of inclusion, we deepen our understanding of both our members' and customers' unique needs, enabling us to develop the best-in-class solutions for today's protective apparel challenges. As we continue to grow, we are committed to maintaining an inclusive future, where every team member has equal opportunity to succeed and grow with us. We invite you to join our Tyndale family, and together, let's create a workplace where diversity thrives, inclusion is celebrated, and everyone truly belongs. All qualified candidates, including those with disabilities, are encouraged to apply. If you need assistance completing our application process or would like to request interview accommodations, please reach out to *****************************. Apply at tyndaleusa.com/careers today and help us create a workplace that inspires success, every day.

Do you want to be a part of a cutting-edge and rapidly expanding real estate firm? Are you looking to step into the strategic side of HR and be central to developing employee engagement and DEI initiatives? LHH has partnered with one of Atlanta's premier real estate investment and development firms in the search for an HR Business Partner who wants to do just this! The ideal candidate brings about 7 years of general HR experience in a corporate setting, is able to step straight into a fast-paced environment covering all aspects of general HR, and is also looking for an opportunity to break into the strategic side of human resources down the line. You will work hand-in-hand with business leaders to ensure that HR practices align with strategic goals, helping the organization to attract, develop, and retain the talent needed for long-term success. You will also provide both strategic and hands-on HR guidance in areas such as organizational development, leadership coaching, change management, and project management. You will also oversee performance management, employee relations, compensation, and the creation of learning programs, fostering a culture of excellence and engagement. Onsite (work from home on Fridays) 17 days of PTO, 2 floating holidays, and 13 companyholidays Company-paidemployee medical, dental,vision, life insurance, and disability insurance Pet insurance HSA with employercontribution Vested 6% 401k match Company-sponsored gym memberships Key Responsibilities: Work closely with employees, managers, and leadership to provide strategic HR insights that align with the organization's goals, including with workforce planning and organizational design, employee engagement initiatives, DEI initiatives, Lead performance management programs, including goal-setting, coaching, and development, ensuring alignment with business and HR goals. Drive initiatives to strengthen employee engagement, performance, and alignment with company values and objectives. Champion and drive cultural programs that promote a high-achieving, inclusive, and cooperative workplace environment. Lead and support organizational change management efforts, guiding the business through transformations such as restructuring, M&A, or business process changes. Oversee and manage intricate, high-stakes, and/or delicate confidential inquiries concerning employee matters and complaints, compiling investigative reports, and advising HR leadership and General Counsel on the appropriate actions to take. Ensure compliance with employment laws, regulations, and company policies; identify and mitigate organizational risk related to HR matters. Resolve conflicts advising on disciplinary actions when necessary. Foster a culture of open communication and transparency, ensuring that employee concerns are handled in a timely and respectful manner. Coach managers and leaders - supporting their growth and development as effective people leaders - setting clear performance expectations, providing feedback, and aligning the above processes with organizational goals Utilize HR metrics, data, and analytics to drive decision-making and support business strategy. Monitor key data points such as turnover, engagement, and retention, using data to recommend actions and track progress against HR and business goals. Provide senior management with insights into workforce trends and potential areas of concern or opportunity. Anticipate HR needs within the business, proactively identifying potential challenges and opportunities, and advising on effective solutions. Drive large-scale HR initiatives or projects, including talent management programs, employee engagement surveys, leadership training, learning and development programs, or compensation strategy redesign. Continuously assess HR processes, programs, and HR tech stack to ensure effectiveness, proposing improvements and innovations where necessary. Qualifications: Bachelor's degree in Human Resources or a related field from an accredited institution. Minimum of 7-10 years of experience in Human Resources Certification in HR (e.g., SHRM-CP, SHRM-SCP, PHR, SPHR) is preferred. Proven track record of successfully partnering with senior leadership on complex HR initiatives and driving organizational change. Strong experience consulting and guiding leaders in HR areas including performance management, employee relations, compensation, and talent management. Exceptional interpersonal and communication skills, with the ability to influence at all levels of the organization. Strong problem-solving and conflict resolution skills. HRIS experience with the ability to interpret data for decision-making. Ability to manage multiple priorities in a fast-paced, dynamic environment. Project management and delegation skills. Detail-oriented, logical, and methodical approach to problem-solving, with a demonstrated track record of delivering actionable insights and recommendations. Exceptional written and verbal communication. Experience managing the Culture Amp platform is preferred. Experience with DEI programming desired.

Ultimate Staffing Services is assisting a client in the Heights area of Houston that is seeking a strategic Bilingual Sr. Human Resources Business Partner (English & Spanish). The position provides a hybrid work schedule, allowing for a blend of in-office and Work from Home (WFH) days. Compensation ranges from $75,000 to $90,000, depending on experience. Responsibilities Oversee talent acquisition processes, ensuring a seamless and positive experience for candidates. Manage employee relations by addressing concerns and facilitating resolutions in a supportive manner. Implement performance management strategies to enhance employee productivity and growth. Develop and execute organizational development initiatives aligned with company objectives. Ensure compliance with employment laws and regulations, maintaining up-to-date knowledge of industry standards. Partner with leadership to develop and execute people strategies that support the company's growth and employee success. Provide guidance and support to management on HR-related matters. Foster a positive and inclusive work environment that promotes employee engagement. Qualifications Bachelor's Degree. Bilingual English/Spanish. 4+ years of Human Resources experience as a Human Resources Business Partner. PHR/SHRM certification preferred. Schedule 9:00 AM - 6:00 PM, Monday - Friday, with a hybrid schedule (3 days onsite, 2 days WFH). Benefits The position offers a competitive salary along with a comprehensive benefits package, including health insurance, retirement plans, and opportunities for professional development. Additional Details Ultimate Staffing Services values diversity and is committed to creating an inclusive environment for all employees. Candidates from diverse backgrounds are encouraged to apply. All qualified applicants will receive consideration for employment without regard to race, color, national origin, age, ancestry, religion, sex, sexual orientation, gender identity, gender expression, marital status, disability, medical condition, genetic information, pregnancy, or military or veteran status. We consider all qualified applicants, including those with criminal histories, in a manner consistent with state and local laws, including the California Fair Chance Act, City of Los Angeles' Fair Chance Initiative for Hiring Ordinance, and Los Angeles County Fair Chance Ordinance. For unincorporated Los Angeles county, to the extent our customers require a background check for certain positions, the Company faces a significant risk to its business operations and business reputation unless a review of criminal history is conducted for those specific job positions.

Our client, Freepoint Commodities, is seeking a Global Director of Human Resources to be part of their management team, with a focus on Employee Relations. In this position, you'll oversee a global team with 4 direct reports, leading employee relations, ensuring best practices are consistently applied. In addition, you'll manage HR operations and benefits, and work with global teams to ensure compliance and with regulatory and policy requirements. As Global Director of Human Resources, you will engage with various levels of management, providing expert guidance to the Executive Leadership Team. The role is designed for someone who is passionate about employee relations and maintaining an optimal work culture, as well as committed to making a meaningful impact within the organization. This Global Director of Human Resources will work a hybrid schedule of 4 days/week onsite (Monday-Thursday) in the Stamford, CT office- work from home on Fridays. ESSENTIAL RESPONSIBILITIES: General Manage Global HR Team to include direct reports in US, Singapore, and London Ensure legal compliance and maintain in-depth knowledge of legal requirements related to day-to-day management of employees, reducing legal risks and ensuring regulatory compliance in all global jurisdictions. Ensure HR operations, policies, and practices are efficient, compliant, and scalable, enabling the company to grow while maintaining a high level of employee engagement. Champion company culture though values and leadership as an Employer of Choice Support Executive Leadership Team and provide HR advisory services to leaders across the business Onboarding- Benefits and Payroll Provide “white glove” treatment for all facets of employee lifecycle Manage HR Benefits for US Operations to include open enrollment, benefit changes and requests and all related communications. Provide escalation for complex benefits issues, offering advanced troubleshooting and resolution while working with benefits broker and vendors. Provide global benefits strategy to elevate total rewards, ensuring offerings meet business goals and talent strategies. Support international health & wellness program renewals and implementations Integrating benefits, wellbeing and work-life solutions to provide a cohesive associate experience Review bi-weekly US payrolls that are processed by 3rd party administrator. Support international payroll processes, leverage technology to consolidate transactions and reporting Work with CFO on Annual Bonus Process Recruitment Oversee global talent acquisition and processes Act as point of contact for outside recruitment agencies and act as liaison for the business units and applicants Oversee recruitment, onboarding, and retention efforts to attract and retain top talent that aligns with the company's values and strategic goals. Manage US Immigration and Visas Employee Relations and Performance Management Provide coaching and advice on key areas such as leadership, management and team dynamics Primary point-of-contact on employee relations issues Direct HR staff on annual Internship Program Manage annual performance appraisal program REQUIREMENTS: 15+ years of experience in the HR field, particularly Employee Relations, with significant experience in the financial services industry required Strong leadership, communication, and interpersonal skills with the ability to build relationships across all levels of the organization Experience with benefits, advanced bonus structure performance management, and legal compliance Strong Excel skills required Knowledge of Workday a plus

What's Awesome About Our Client? Work with a mission-driven healthcare company that positively impacts patients' lives and enhances their quality of care Foster a positive, inclusive work environment, collaborating with leadership and employees across all departments Company constantly looking to raise the bar for both their employees and their families Leadership that encourages and supports new initiatives, creativity, and growth Why this job - Senior Manager/Director of Human Resources The Senior Manager or Director of Human Resources is a strategic partner and advisor, leading the HR team and driving innovative programs, such as talent acquisition, employee relations, engagement, learning and development, performance management, and more. You will develop scalable policies, processes, and systems to support organizational growth, maintain the HRIS (UKG), and ensure data integrity. The role connects HR data to business outcomes and equips leaders to effectively manage remote teams, foster communication, and promote teamwork. In this leadership role, you will foster a culture of feedback and growth and champion diversity, equity, and inclusion. This is an exciting opportunity to lead employee engagement and drive the company's mission forward. What You'll Actually Do: Develop and implement human resource strategies that align with the company's objectives and foster a high-performance culture Lead and manage a small team, fostering opportunity for continued learning and growth Develop and implement scalable, people-focused HR policies, processes, and systems Oversee internal recruiting for both corporate and remote office clinicians Assist with troubleshooting HR system access and resolving minor workplace conflicts Coordinate activities that encourage regular and effective communication with employees Ensure confidentiality and professionalism when handling sensitive concerns To Be Successful in This Role, You Will Need: Bachelor's Degree in Human Resources, Business Management or related field 8+ years of human resources experience Experience working for a small to mid-market company (100-500 employees), blending corporate and hourly staff Management or supervisory experience is required Foundational experience in talent acquisition is needed Certifications such as PHR/SHRM-CP a plus Proven experience in leading payroll review and processing, with strong attention to detail and accuracy Experience within healthcare a bonus Quantitative/analytical mindset Professional and strong communication skills Strong sense of urgency and deadline awareness/ability to pivot in a dynamic environment Where and How Much: Target Compensation $135K - $150K DOE + up to 10% bonus 100% REMOTE Unlimited PTO | Solid Benefits Package | 401k with match

HUMAN RESOURCES MANAGER ******************** COMPANY BH Properties is a privately held commercial real estate investment firm focused on value-add acquisitions in office, industrial, retail, and multi-family properties throughout the Western United States, along with investments in distressed debt and ground leases. The Company is vertically integrated, with offices in Los Angeles, San Francisco, Seattle, Riverside, Phoenix, Dallas, and Houston, and is able to acquire and close transactions without the need for lengthy due diligence periods. Our 31-year track-record and balance sheet allow us to move quickly and creatively, structuring acquisitions to satisfy seller needs in a highly competitive market. Today, the Company owns and operates approximately 10M square feet across 18 states. POSITION The Human Resources Manager is an integral and highly visible role within the Company, working in partnership with Senior Management across all divisions of the Company focused on implementation and management of best practices and policies, recruiting, and engaging regional offices. This position will work in-office in our West LA headquarters. The daily responsibilities of the Human Resources Manager include, but are not limited to: Leading company-wide, full-cycle recruitment activities including drafting, posting and managing job postings across multiple platforms, screening resume submissions, interviewing candidates, coordinating office visit interviews, checking references, coordinating the selection process, negotiating offers of employment, and coordinating with outside recruiters, where applicable. Identifying, recommending, and implementing company-wide employee retention strategies to senior management. Managing work from home tools to improve employee productivity, collaboration, and engagement across the organization. Conducting onboarding activities including new employee orientation, coordination of new hire paperwork, ordering of supplies, and overseeing access to company platforms and resources. Promoting employee training, facilitating professional development, administering recognition programs, semi-annual performance review, and performance management processes. Monitoring completion of time reports, tracking and calculating PTO, and preparing semi-monthly payroll via Paychex. Leading compensation adjustment recommendations to senior management, coordinating bonus calculations, supporting documentation, and initiating payouts. Maintaining all personnel, benefits and training files, in accordance with compliance and HR/legal best practices and in accordance with the Employee Handbook. Assisting with benefits administration including the 401k plan, worker's compensation, group health insurance and COBRA insurance. Processing terminations, revoking systems access, and conducting exit interviews. Leading/co-leading company events, meetings, and leadership retreats. QUALIFICATIONS Bachelor's degree required. 5-7 years of demonstrated HR and/or office management experience. Experience with employee productivity tools preferred. Prior recruitment experience with a staffing agency preferred. Payroll processing experience preferred. Solid organizational skills, including the ability to prioritize and multi-task. Strong computer skills, with advanced knowledge of Microsoft Office Suite, including Word, Excel, PowerPoint, Teams, and Outlook. Ability to communicate effectively and professionally with all levels of the organization, and externally with applicants and outside parties. Ability to work independently and with minimum supervision. Ability to work in a fast-paced environment. Must possess a strong work ethic. Must be a team player. Experience working with a PEO and 401K administrator a plus. COMPENSATION $100,000-$120,000 We offer a generous and comprehensive compensation & benefits package, along with the opportunity for professional growth and development within a well-capitalized, entrepreneurial, and growing investment group. For immediate consideration please submit resume with salary expectations. Resumes submitted with salary requirements will be considered first.

The Greenwich office of a global private investment firm needs a Human Resources Professional for a nine month contract role from December through August (covering an extended maternity leave). This is a hybrid position with 3-4 days/week working from the Greenwich office and the remainder working from home. Responsibilities include: Leverage the Applicant tracking System (Jobvite) to track and manage candidate progress with hiring managers and key stakeholders; Manage new hire benefit orientation and ensure successful benefits enrollment for all new hires; Assist with benefit administration and open enrollment and serve as an additional point of contact for processing of health and welfare benefit transactions to ensure accurate maintenance in HRIS system; Assist with benefit reporting and payroll requirements; Assist with scheduling phone and in-person interviews and administer pre-employment tests (Caliper, Model Tests, etc), as required; Assist with intern and analyst programs including review of resumes, video interviews, super day scheduling, events, etc.; Assist with wellness programs including auditing of gym subsidy program, wellness newsletters, etc.; Provide back up to other team members and work on ad hoc projects, as required. Desired Skills and Experience: Degree preferred, with a minimum 4 years of HR experience, preferably in the financial services industry; Resourceful, well organized, highly dependable, and efficient; Excellent attention to detail with high degree of accuracy; Ability to work independently and in team environment; Sound judgment and knows when to escalate issues; Time management and organizational skills; Strong computer skills - Proficiency in Word, Excel and HRIS required.

About It Girl Agency: It Girl Agency is a boutique influencer management agency specializing in motherhood influencers. We collaborate with leading motherhood creators and brands to create authentic, effective, and sustainable partnerships. As a fast-growing agency, we pride ourselves on delivering unparalleled service to everyone we work with. Role Overview: We are seeking an experienced and dedicated Senior Talent Manager to join our team. This is a part-time, remote role requiring 15-20 hours per week. As Senior Talent Manager, you will oversee all aspects of managing the influencer on your team and their brand collaborations, ensuring seamless communication and execution. Must have 3 years of experience as an influencer talent manager. Key Responsibilities: Serve as the primary point of contact for assigned influencers, managing their schedules, brand deals, and overall strategy. Organize and manage influencers' inboxes to ensure timely and professional communication. Handle all correspondence with brands, negotiating contracts and ensuring deliverables align with expectations. Monitor campaign progress and deadlines, providing updates to both influencers and brands. Develop personalized strategies for each influencer to maximize their growth and income potential. Collaborate with internal teams to ensure alignment with agency goals and values. Stay informed on industry trends, best practices, and opportunities within the motherhood niche. Qualifications: A minimum of 3 years of experience as an influencer talent manager, preferably in the motherhood or lifestyle niche. Proven track record of successfully managing influencer-brand collaborations. Exceptional organizational skills with the ability to multitask and prioritize effectively. Strong communication and negotiation skills. Availability during business hours throughout the week for internal and external communication. Familiarity with influencer tools and platforms is a plus. Compensation and Benefits: Hourly pay plus commission on brand deals. Quarterly and annual performance-based bonuses. Weekly stipends to support your work. Flexible, remote working environment. Why Join It Girl Agency? At It Girl Agency, you'll have the opportunity to work with a passionate team and some of the most influential creators in the motherhood space. We're committed to fostering a supportive and collaborative environment where everyone can thrive. If you're ready to take your talent management career to the next level, we'd love to hear from you!

Job Purpose Reporting directly to the Vice-President, Partnership Growth, the Regional Director, Partnership Growth will play a critical role in selling and developing business partnerships within their defined market in the Americas. They will be intrinsically motivated, love to win, highly driven, proactive, and passionate, capable of creating their own sales leads as well as rapidly converting centrally-driven enquiries. Success for the Regional Direct Partnership Growth, will open up opportunities across the wider IWG business with the potential to move into general, cross-functional, and international leadership roles. Key Responsibilities Delivering at least 6 new partner locations every year, increasing system revenue by $5 million+ to $10 million+ per annum. Generating awareness and visibility of the IWG partnership proposition in the market by developing B2B connections. Scheduling and conducting weekly target numbers of discovery meetings and proposal meetings with identified prospects, with the intent to grow their pipeline of new partner locations towards commitment and deal signings. Identifying, contacting, and presenting to prospective partners through a range of business development activities including networking, local prospecting, and cold-calling through various tactics such as LinkedIn, brokerage partnerships, and traditional canvassing efforts. Sourcing partners capable of delivering rapid growth of our network through conversion of existing buildings or by quickly securing new buildings. Selling the range of partnership solutions to all prospects, converting interest into commercial negotiations and securing board approval for new partnership deals. Converting commercial discussions into signed contracts with the support of the IWG legal team. Spending a significant amount of time in the field, generating leads, meeting prospective customers and closing deals. Required Skills, Experience & Qualifications Sales and/or B2B business development experience in a fast-growing, dynamic business. Self-starter accustomed to self-generating interest and focusing relentlessly on delivering results. Proven ability to find & convert deals quickly with tenacity and dedication. Demonstrable track record of sourcing & delivering, at pace, multiple deals of a meaningful scale ($250,000+ investment) Self-sufficient, deal-focused and can-do mindset, willing to take risks to succeed. Outstanding communications skills and the ability to present a compelling narrative to a wide variety of audiences, both large & small. Able to work under pressure and to think independently to create interest in a value proposition. Strong business and financial acumen to give others confidence & to give credibility to the selling process What's in it for you? Ability to work remotely or in any of our amazing offices with great facilities A structured, comprehensive induction and ongoing training to help you settle into your new role and grow your career Lots of variety and new challenges - no two days are the same Dynamic working environments Generous benefits (Medical/Dental/RRSP.PTO) and salary $85k + commissions We are a truly global business with 3,400 locations in over 120 countries. This means we can over continual development and opportunities for progression including international mobility A full time, permanent role that you can rely on

Your Opportunity: As TechSource's Human Resources (HR) Director you will lead a team of collaborative, motivated, and knowledgeable HR professionals. You will also originate and lead the company's HR strategies, practices, and objectives that provide an employee-oriented, high-performance culture. In this role you will serve as a strategic partner to our leadership and management teams. Within this scope, you will develop and administer policies and programs, including salary and benefits administration, recruiting, employee relations, and EEO/affirmative action programs. As a federal contractor, TechSource is committed to maintaining compliance with OFCCP requirements and other governmental regulations. In your role you will ensure ongoing adherence to these compliance standards. Furthermore, you will mentor and develop the HR Department staff. Ideally, you will live and work in Albuquerque, NM or Washington, DC (DMV area). However, remote work arrangements may be considered. What You Will Do: Advise, develop, and implement HR strategies and initiatives that align the company mission. Lead and mentor small team of HR professionals with varying levels of experience. Partner with executive leadership to enhance employee engagement, benefit offerings, policies, and foster opportunities to enhance company culture to maintain company status as a top workplace. Develop and implement succession plans for all leadership positions, and design training programs that foster the growth and development of future leaders within the organization. Work closely with Program Managers throughout the company to provide strategic HR guidance and support, ensuring alignment with company goals. Engage with leadership and employees regarding employee relations matters. Work with partners and brokers, alongside other HR team members, to manage compliance requirements, reporting, benefits administration, and 401(k) plan. Oversee task delegation within the team and ensure deadlines are met. Implement strategic improvements and efficiencies in the HR Department. What You Will Need: 15 or more years of professional HR experience, with at least 5 years of experience within the government contracting (GOVCON) industry. 5 or more years of progressive management experience leading and empowering others in an HR environment. Bachelor's degree in business or other relevant discipline. Advanced degree preferred . Extensive knowledge of and experience with HR functions, including benefits administration, recruiting, employee relations, and performance management. Knowledge of and experience with OFCCP requirements. Ability to obtain and maintain a DOE Q clearance. Effective and concise verbal and written communication, problem solver, adaptable, and resourceful. Excellent organizational skills. Advanced knowledge of MS Office. Ability to travel occasionally, up to 20%. PHR, SHRM-CP, or SHRM-SCP certification preferred . Equal Employment Opportunity: At TechSource, we are dedicated to fostering an inclusive environment that celebrates diversity, recognizing that our differences drive innovation, growth, and better results for our customers. We value and respect individuals of all backgrounds, ensuring all feel empowered and valued. All qualified applicants will receive consideration for employment without regard to sex, race, color, religion, gender, age, mental or physical disability, medical condition, genetic information, national origin, ancestry, marital status, veteran status, sexual orientation, gender identity, or any other legally protected status as required by law. What We Offer: We know that employee benefits are important to you. Therefore, we offer full-time employees an attractive suite of benefits including medical, dental, and vision insurance, generous paid time off, and superior paid holidays. Full-time employees also are eligible to contribute to a health savings account and flexible spending accounts, and TechSource provides full-time employees with a sponsored life insurance benefit of 2x salary up to a maximum of $250,000. Furthermore, all employees are eligible to participate in our 401k plan, which TechSource enhances with a generous matching contribution. TechSource is a nationally recognized engineering consultancy specializing in the management and technical delivery of large-scale nuclear and high-technology projects. TechSource provides direct access to hundreds of experts and industry leaders in the nuclear sciences, non-proliferation technologies, accelerator physics, and systems engineering arenas. TechSource's outstanding technical service has earned the company a client retention rate of over 94 percent. TechSource has been recognized as a Top Workplace by both The Washington Post and Albuquerque Journal. TechSource was awarded DOE Small Business of the Year in June of 2024.

The Business Development Partner is responsible for increasing Vistage's presence in assigned local territories by developing business and supporting new Chair (Executive Coach) candidates. This remote role engages with potential new members, facilitates business development events, and builds relationships with local centers of influence. The ideal candidate has proven inside and outside sales experience, a consultative approach, and a passion for impacting the business community. This consultative sales professional will model and share best practices, tools, technology, and other resources with our Chairs to attract and retain the best members, contributing to and enhancing the overall Vistage community experience. The Business Development Partner is responsible for meeting territory sales goals to achieve annual growth and revenue targets. This role partners with multiple levels within the Vistage organization, field personnel, and Chairs to develop strategies to grow the business successfully. This position reports to the Regional Senior Vice President. THE COMPANY Vistage is the world's largest CEO coaching and peer advisory organization for small and midsize business (SMB) leaders. We offer the most effective approach for SMB enterprises to achieve better results and grow faster and for SMB leaders to maximize their impact. The 45,000+ members we serve are CEOs, owners and executives of SMB organizations located across the US and in 37 counties worldwide. These SMB executives spend a day or more with Vistage every month, immersing themselves in our comprehensive platform to become better leaders, make better decisions and get better results. Our platform features three core elements: valuable perspectives from a trusted group of peers, professional guidance and meeting facilitation from an accomplished business leader (the Chair), as well as deep insights from subject matter experts. Vistage was founded more than 65 years ago, and we've grown every year since then by innovating to stay on the cutting edge of business and relentlessly delivering value to our members. Our success is demonstrated by Vistage member companies growing 2.2 times faster than non-Vistage peer companies. Learn more about us at **************** VISTAGE EMPLOYEE LIFE Vistage's success is anchored by a unique culture that reinforces employee commitment to the Vistage mission. It is a spirit of collective success and achievement which is also reflected in our workplace. Here's a sample of the employee experience that helps drive our success: Welcome to our home. Our US headquarters sits in the heart of San Diego's UTC area. It features an open, modern aesthetic with lots of collaboration spaces and opportunities to interact with co-workers. We stay fueled up with free snacks and a weekly free lunch day, along with free lattes and nitro cold brew coffee on tap! From our San Diego base, we collaborate with colleagues based across the country and around the world. We sweat the details. Our on-site gym is decked out with Peloton bikes and other top-tier fitness equipment to keep your workout challenging and fresh. Our campus also offers access to an additional gym, volleyball courts, and a scenic office park, perfect for getting in those midday steps! We invest in your career. Each employee has an actionable career progression plan developed through individual collaboration with their manager. We focus on promoting from within, and employee progression plans are complemented by all-staff development days held in our state-of-the-art learning center. Employees also have access to tons of individualized development resources and a generous tuition reimbursement program. We invest in you. Our employee benefits program is one of the most generous you'll find. Fully-paid healthcare is provided for employees through Anthem Blue Cross, along with access to company-subsidized dental, vision, and life insurance coverage available to employees at very low rates. Take care of your financial future with eligibility for 401(k) matching funds after your first month as an employee. Use the free individual investment counseling we provide to help you grow the money you've saved. You'll also start with 16 days of paid time off + 12 paid holidays per year to allow you to relax and recharge; employees receive additional annual paid days off based on tenure. We keep it fun! Whether you're with us in the Padres luxury suite enjoying our summer baseball outing, unwinding during an employee happy hour, or toasting your co-workers at our epic annual holiday party, you'll see that we take having fun as seriously as helping our members succeed! The office vibe is business casual with flexible schedules and the freedom to work from home three days per if you so choose! We value mutual respect and laughter . . . we hate stiff formality. You'll have regular access to Vistage executives-our CEO even buys everyone doughnuts to fuel his informal employee chats! Vistage's culture and sense of mission drive employee loyalty: more than half of our staff has been with the company for five years or longer. Are you ready to start your Vistage journey? RESPONSIBILITIES Business Development: Develop and implement strategies to increase Vistage's presence in priority markets. Engage C-level candidates (CEOs, Key Executives, and Business Owners) from online sources in insightful conversations and presentations to uncover prospects' needs (information exchange) and partner with building Chairs (selection interview) to close. Create and manage sales pipelines and forecasts to meet and exceed regional sales goals. Utilize CRM (Salesforce.com) to manage prospects, sales funnel, and event reporting. Interview new Chair candidates and provide insights to the Executive Recruiter and Regional SVP. Chair Support: Partner with new and recently launched Chairs to develop group build strategies, identify and onboard members, and facilitate Vistage experience meetings. Provide coaching, problem-solving, and educational support to Chairs to ensure their success. Develop and implement coaching strategies to inspire and support Chairs in building a professional services practice. Assist in growing membership for the Chair's practice. Support Chairs via coaching, problem-solving, education, and other forms of personal accountability and development. Event Management: Implement and execute event and meeting strategies to provide high-touch, high-value executive meetings and support content for genuine Vistage group experiences. Facilitate business development events to increase awareness of Vistage and engage with potential new members and Chairs. Relationship Building: Develop key accounts and manage high-level client relationships. Identify, develop, and cultivate relationships with partners. Manage high-level partner relationships. Develop relationships with local centers of influence (such as local chambers and ACG) to increase Vistage's visibility and reach in the community. Collaborate with various team members and departments to coordinate member acquisition efforts and ensure Chair launch success. Consultative Sales: Conduct thorough presentations with business owners and industry leaders to engage in insightful conversations, uncover prospects' needs, and maintain good customer relations until the close. Lead, direct, and design tactics to strengthen the regional sales initiative by incorporating opportunities from both individual regions and the regional sales teams. Partner with field management to identify opportunities for market penetration and make recommendations to the Regional Executive regarding maximizing sales opportunities. QUALIFICATIONS Bachelor's degree or equivalent experience. 7+ years of expertise in business development or related functions. Strong outside sales experience in a solution advisor relationship. Working with independent channels is a plus. Proven experience in consultative sales and business development, preferably in a professional services environment. Previous coaching/development background. Strong understanding of Salesforce CRM tool and proficiency in all Microsoft Office packages (Word, Excel, PowerPoint, Outlook). Excellent presentation skills to a C-level audience. Ability to create trust and build long-lasting, productive business relationships. Strong work ethic with evidence of meeting or exceeding sales or revenue goals. Creative problem-solving skills and the ability to learn new skills quickly. Sophisticated business acumen, emotional intelligence and presence. Strong communication skills with high energy and enthusiasm. TOTAL COMPENSATION RANGE $80,000 - $115,000 Salary + Generous Incentive Package + Company Bonus (salary based in San Diego, CA and Los Angeles, CA) JOB LOCATION Remote in Southern California; including up to 50% travel within the region.

About the Company At BMG Money, we help people solve unexpected financial problems affordably. Our team members draw from many years of experience at leading banks, fintechs, and law firms. We all share one vision-we help employees borrow and improve their financial quality of life. BMG embraces innovation, is committed to quality, and is unafraid to challenge the status quo. Position Overview: We are looking for an experienced and motivated Director, Human Resources to join our growing HR team. Reporting directly to the Head of Human Resources, this role will focus on key HR functions, including employee relations, performance management, compliance, compensation & benefits, office & facilities management, and exit management. This is an excellent opportunity for a Senior HR Manager or HR professional with a strong background in HR operations to take on a director-level position in a collaborative and dynamic HR department. This position is primarily 100% on-site at our office located in Brickell. There are some opportunities to work from home from time to time. Key Responsibilities: 1. Office & Facilities Management Supervise and support the Senior Office Administrator responsible for office and facilities operations, ensuring a well-maintained, safe, and functional workspace. Oversee office space planning, equipment, supplies, and coordination with external vendors for maintenance and repairs. Manage facilities-related health and safety protocols, ensuring compliance with regulations. 2. Employee Relations Support the Head of HR in fostering positive employee relations by addressing concerns, mediating conflicts, and providing guidance on disciplinary actions. Help resolve employee grievances and disputes through fair and consistent processes. Act as a resource for managers and employees on policies related to performance, conduct, and workplace behavior. 3. Performance Management Oversee performance management systems, working closely with managers to set goals, KPIs, and conduct annual performance appraisals. Assist with employee development plans, coaching, and feedback to ensure continuous improvement and career growth. Support the Head of HR in managing promotions, transfers, and internal moves, ensuring they align with performance and company objectives. Participate in conducting employee terminations, ensuring all compliance requirements are met. 4. Exit Management Manage the exit process for employees leaving the company, including conducting exit interviews, overseeing the return of company property, and ensuring final pay and benefits are processed. Ensure the exit process is conducted professionally and in accordance with legal requirements and company policies. Collaborate with the Head of HR to analyze exit interview data to identify trends or areas for improvement. 5. Compliance & Legal Issues Ensure compliance with federal, state, and local labor laws, including workplace safety, employee documentation, and workplace harassment policies. Assist in updating HR policies to ensure compliance with new or changing regulations. Provide guidance on employee-related legal matters, escalating to the Head of HR or legal counsel as needed. Help manage audits related to HR compliance, maintaining accurate records and reports. 6. Compensation & Benefits Management Support the administration of compensation and benefits programs, ensuring they remain competitive and compliant with legal and organizational standards. Coordinate with the payroll team to ensure timely and accurate payroll processing and compliance with wage and hour laws. Assist in monitoring and adjusting benefit offerings to ensure employee satisfaction and retention. Qualifications: Experience: Minimum of 7 years of progressively responsible experience in Human Resources, including direct involvement in employee relations, performance management, compliance, and compensation & benefits. Experience in HR operations and management is preferred. Education: Bachelor's degree in Human Resources, Business Administration, or a related field. Advanced HR certifications (e.g., SHRM-CP, SHRM-SCP) are a plus. Skills & Competencies: Strong knowledge of HR best practices, labor laws, compensation and benefits administration, and employee relations. Excellent communication and interpersonal skills, with the ability to work effectively with employees at all levels. Proven ability to handle sensitive issues with discretion and professionalism. Strong organizational skills with the ability to manage multiple projects and priorities. Proficiency in HRIS, Microsoft Office Suite, and other HR tools. Key Attributes: Collaborative: Ability to work closely with the Head of HR and other HR team members to execute HR initiatives effectively. Problem-Solver: Able to resolve issues related to performance, employee relations, and compliance in a fair and timely manner. Detail-Oriented: Strong attention to detail, particularly when handling sensitive employee information, legal documentation, and HR processes. Adaptable: Ability to navigate change and work in a fast-paced, evolving environment. Ethical & Confidential: Strong sense of integrity and confidentiality when dealing with employee data and organizational matters. Benefits: Benefit offerings include (medical, dental, vision, 401(k)) Flexible Time Off Policy and 10 annual national holidays observed A collaborative and supportive workplace culture

Are you an HR professional with a knack for fostering positive workplace cultures, driving impactful HR strategies, and navigating the complexities of employment laws-all while working from anywhere in the . ? If so, we have the perfect opportunity for you!We're looking for an experienced HR Manager to lead our client's human resources efforts in a fully remote environment. You'll play a pivotal role in shaping people strategies, building a thriving team, and ensuring compliance across the board. This is your chance to make a meaningful impact on an organization that values innovation, inclusivity, and employee growth. Why Join Us? Competitive Compensation: $100,000 - $130,000 annually + performance bonuses️ Comprehensive Benefits: Health, dental, vision insurance, and more. Work-Life Balance: Flexible work schedules and generous paid time off. Growth Opportunities: Professional development to support your career journey. Collaborative Culture: A supportive and inclusive remote work environment. Experience RequirementsWhat You Bring to the Table:Experience: 5+ years in HR, including 2+ years in a management role. Knowledge: Comprehensive understanding of . labor laws and HR best practices. Skills: Strong communication, problem-solving, and organizational skills. Tools: Proficiency with HRIS platforms, Microsoft Office, and remote collaboration tools (. , Slack, Zoom). Certifications: SHRM-CP, PHR, or equivalent certifications (a plus!). Adaptability: Comfortable working and leading in a fully remote environment. Education RequirementsBachelors DegreeResponsibilitiesWhat You'll Be Doing: Driving HR Strategy & LeadershipCollaborate with leadership to align HR initiatives with business goals. Provide insights on workforce planning and help shape our organizational development. Managing Talent Recruitment & RetentionLead the full-cycle recruitment process to attract top-tier talent. Design and implement programs to develop and retain a high-performing workforce. Championing Employee RelationsBe the go-to resource for employee concerns, fostering trust and resolution. Cultivate a culture of inclusivity, engagement, and transparency. Ensuring Compliance & Policy ExcellenceKeep us compliant with federal and state employment laws. Regularly update policies and our employee handbook to reflect best practices. Driving Performance & RecognitionGuide performance appraisals and employee development initiatives. Create programs to recognize and reward exceptional contributions. Overseeing HR OperationsManage HR systems, records, and metrics reporting. Oversee benefits, payroll coordination, and leave management processes. HR Manager (East Coast USA) - JN -112024-5609

We invite you to review our current professional staff openings to learn about the opportunities available across the firm. About Us Skadden, Arps, Slate, Meagher & Flom LLP (Skadden) has forged a reputation as one of the most prestigious law firms in the world by relying on innovation, intellect, teamwork and tenacity to deliver the highest quality advice and novel solutions to our clients' legal issues. By relying on innovation, intellect, teamwork and tenacity, our lawyers deliver the highest quality advice and novel solutions to our clients' legal issues. We are recognized as a global powerhouse for complex transactions, litigation/controversy issues, and regulatory matters, as well as for the open, collaborative relationships we build with clients. Our attorneys, who reflect diverse backgrounds and perspectives, collaborate seamlessly across 50-plus practices and 21 offices in the world's major financial centers. The Opportunity We are seeking a Diversity, Equity & Inclusion Manager (DEI) to join our DEI team in the Washington D.C. office. This position has a hybrid in-office-remote working schedule. The Diversity, Equity & Inclusion Manager oversees the Washington, DC office's DEI strategy and initiatives, including responsibilities for the local DEI Committee, Affinity Networks, and Women's Initiatives Develops, executes and assesses a range of DEI initiatives and processes that promote increased diversity at all levels of the attorney tenure pipeline, through hiring, retention, development, engagement and advancement. Oversees the administration of the Washington, DC Women's Initiative and Affinity Networks, including programming, annual budget planning and consulting with network steering committees. Consults with senior stakeholders, including practice/department leaders, partners, relevant committee chairs and administrative department heads, to support their engagement and effectiveness at managing diverse and inclusive teams. Responsible for providing one-on-one coaching and professional development meetings with Washington, DC office attorneys on career management. Responsible for the Washington, DC office's DEI learning and development programs, including design and delivery of training programs and speaker events. Collaborates with and advises team leaders in Attorney Development, Attorney Engagement, Attorney Recruiting, and Human Resources to embed DEI objectives and awareness across all people team functions. Partners with the Project Manager, DEI & Data Analytics on data reporting, including analysis, management and timely submissions of industry surveys, firm client surveys, timekeeper reports, HRIS and Workday data requests, and other requests for DEI data and metrics. Provides recommendations to align firm processes and policies with the firm's commitment to inclusion and equity. Works with the Assistant Director, DEI to coordinate and oversee department projects, day-to-day operations and long-range plans. Ensures current knowledge of firm policies and practices for staff, current knowledge of industry trends, and continued professional development for staff. Participates in the interviewing, selection and training process. Forecasts financial and budget requirements for the Washington, DC office, prepares related reports, and monitors the budget. Oversees junior employees' work performance and provides guidance in the resolution of problems. Engages in strategic (i.e., long-range) planning by developing departmental goals and supporting objectives for assigned department(s). Demonstrates effective interpersonal, written and verbal communication skills to facilitate effective work relationships with others. Manages Firm resources responsibly. Complies with and understands Firm operation, policies and procedures. Recommends guidelines and practices to promote efficiency, effectiveness, excellent customer service and improved employee relations, in alignment with the Firm's Core Values. Ensures accurate and timely responses to requests for departmental services. Performs other related duties as assigned. Qualifications Current knowledge of industry best practices, trends and techniques Demonstrated experience with leading and supervising others Strong project management skills Excellent analytical, troubleshooting, organizational, and planning skills Ability to identify and create innovative and proactive DEI opportunities High level of resourcefulness and initiative Knowledge of relevant firm computer software programs (e.g., Word, Outlook, Excel, PowerPoint), with the ability to learn new software and operating systems Knowledge and implementation of the annual budget process Ability to administer Firm policies and procedures Ability to use discretion and exercise independent and sound judgment Ability to meet deadlines Ability to handle multiple projects and shifting priorities Demonstrates effective interpersonal and communication skills, both verbally and in writing Demonstrates close attention to detail Ability to handle sensitive matters and maintain confidentiality Ability to organize and prioritize work and delegate effectively Ability to work well under pressure in a demanding and fast-paced environment Ability to work well independently as well as effectively within a team Flexibility to adjust hours and work the hours necessary to meet operating and business needs Education & Experience: Bachelor's Degree or an equivalent combination of related education and experience. Minimum of six years workforce diversity management and talent development experience or other related experience. Culture & Life at Skadden What makes Skadden special is our people and the culture, community and spirit of collaboration we have created. We believe in teamwork and inspiring each other to be our best in an atmosphere that promotes professionalism and excellence in all that we do. We know that inclusion, equity and drawing on the strength of a wide spectrum of diverse talent only make us better and is vital to the firm's success. Our goal is for everyone at the firm to enjoy a challenging career with opportunities for development and growth and to support the well-being of our attorneys and professional staff. Benefits The overall well-being of our team is important to us. We offer generous benefits to help you achieve wellness in all areas of your life. Competitive salaries and year-end discretionary bonuses. Comprehensive health care (medical, dental, vision), savings plan/401(k) and voluntary benefits. Generous paid time off. Paid leave options, including parental. In-classroom, remote, and on-demand learning and professional development opportunities. Robust well-being classes and programs. Opportunities to give back and make an impact in local communities. For further details, please visit: ******************************************************* Skadden is an Equal Opportunity Employer (Disability/Vet/other protected categories). For more information, please visit Skadden.com/careers. The starting base salary for this position is expected to be within the range listed under Salary Details. Actual salary will be determined based on skills, experience (to the extent relevant) and other-job related factors, consistent with applicable law. Salary Details $150,000 - $170,000 EEO Statement Skadden is an Equal Opportunity Employer. It adheres to an equal employment opportunity policy that prohibits discriminatory practices or harassment against applicants or employees based on any legally impermissible factor including, but not necessarily limited to, race, color, religion, creed, sex, national origin, ancestry, age, alienage or citizenship status, marital or familial status, domestic partnership status, caregiver status, sexual orientation, gender, gender identity or expression, change of sex or transgender status, genetic information, medical condition, pregnancy, childbirth or related medical conditions, sexual and reproductive health decisions, disability, any protected military or veteran status, or status as a victim of domestic or dating violence, sexual assault or offense, or stalking. Applicants who require an accommodation during the application process should contact Winnie Feng at **************. Skadden EEO and Affirmative Action Policy Skadden EEO and Affirmative Action Policy Applicants Have Rights Under Federal Employment Law Applicants Have Rights Under Federal Employment Law In accordance with the Transparency in Coverage Rule, click here to review machine-readable files made available by UnitedHealthcare: Transparency in Coverage

We are seeking a dynamic and experienced Vice President of Human Resources (HR) who also serves as the Facility Security Officer (FSO) to lead both our human resources strategy and security compliance functions. This dual-role executive will oversee the development and implementation of HR initiatives while ensuring compliance with all government security regulations. The ideal candidate has a proven track record in strategic HR leadership and in-depth knowledge of FSO responsibilities, making them uniquely equipped to balance organizational priorities and national security compliance. This position offers one day of remote work per week, Top Secret clearance or higher preferred. Responsibilities:Strategic HR Management:Develop and implement HR strategies aligned with the company's mission, values, and business goals.Oversee recruitment, talent development, performance management, and succession planning programs.Foster a positive workplace culture that promotes employee engagement and retention.Policy Development and Compliance:Ensure HR policies and practices comply with federal, state, and local laws.Address employee relations issues with fairness and consistency.Lead diversity, equity, and inclusion initiatives to enhance organizational culture.Compensation and Benefits:Oversee the design and administration of competitive compensation and benefits programs.Evaluate and recommend improvements to align programs with industry standards and employee needs.Leadership and Team Development:Serve as a trusted advisor to the executive team on HR and organizational matters.Mentor and develop HR team members to foster professional growth and operational excellence.Facility Security Officer ResponsibilitiesSecurity Compliance:Manage the organization's compliance with the National Industrial Security Program Operating Manual (NISPOM).Conduct security training, briefings, and audits for personnel in accordance with government requirements.Oversee and maintain personnel security clearances, including e-QIP submissions and reinvestigations.FSO Operations:Act as the primary point of contact for all security matters with government agencies, including the Defense Counterintelligence and Security Agency (DCSA).Develop and maintain security policies, standard operating procedures (SOPs), and facility clearance requirements.Investigate and report security violations or incidents in compliance with government protocols.Industrial Security Oversight:Manage classified information systems, ensuring compliance with all relevant regulations.Work closely with IT and operations teams to ensure secure handling of sensitive information.Coordinate with subcontractors and partners on security requirements for joint operations. $160,000 - $250,000 a year

HR - PLANO, Texas (Remote) Location: US - Remote Job Title: Vice President of Human Resources : CYPHER Learning is leading the necessary disruption of learning platforms to unleash human potential with modern learning experiences. We exist to ignite lifelong learning passions through personalized, engaging, and limitless learning experiences for all, giving L&D pros and educators more time to teach and train, building human connection into everything we do, and delivering tailored learning experiences that are meaningful and measurable. We are a fast-growing company with a passion for education and technology, and we are seeking a Senior Account Executive to join our team. Position Overview: CYPHER Learning is seeking an experienced and dynamic Vice President of Human Resources (VP of HR) to lead and shape our global HR strategy, drive key people initiatives, and partner with the executive leadership team to align HR efforts with business objectives. This is a hands-on, strategic role that requires a leader who can operate at both a high strategic level and an operational level in a complex, fast-paced, and globally distributed organization. The VP of HR will oversee all aspects of the HR function, including talent management, organizational design, global compliance, and employee experience, while building a scalable HR infrastructure to support our growth. This position requires a strong leader with exceptional communication, collaboration, and problem-solving skills. What You'll Do: * Partner with executive leadership to develop and implement HR strategies aligned with business objectives. * Lead organizational design and workforce planning to meet the evolving needs of a complex and distributed workforce. * Champion a people-first culture, driving initiatives to enhance employee engagement, development, and retention. * Oversee Diversity, Equity, and Inclusion (DEI) programs, ensuring alignment with company values. * Ensure compliance with global employment laws and regulations, managing risks associated with a geographically diverse workforce (US, Qatar, Employer of Record (EOR) platform, and contractors worldwide). * Oversee payroll, benefits, and HRIS systems to optimize efficiency and accuracy. * Develop and monitor HR metrics to measure the effectiveness of programs and inform decision-making. * Lead the design and execution of performance management, succession planning, and leadership development initiatives. * Oversee recruiting efforts to attract and retain top talent, collaborating with the Talent Acquisition team to meet hiring goals. * Drive the implementation of scalable HR programs, policies, and processes to support organizational growth. * Provide strategic oversight for critical HR projects, including global expansion initiatives and system rollouts. * Build, mentor, and develop a high-performing HR team to support the organization's needs. * Foster collaboration across HR, ensuring alignment between strategic and operational activities. * Serve as a trusted advisor to executives, managers, and employees on all HR matters. Your Skills & Experience: * Bachelor's degree in Human Resources, Business Administration, or a related field; Master's degree preferred. * 15+ years of progressive HR experience, with at least 5 years in a leadership role. * Proven experience leading HR in a global organization, including managing remote and international teams. * Strong knowledge of employment laws and regulations in the US and globally. * Exceptional strategic thinking, problem-solving, and decision-making skills. * Demonstrated ability to balance strategic leadership with hands-on operational work. * Outstanding interpersonal and communication skills, with the ability to influence at all levels of the organization. * Experience with Global Employer of Record (EOR) for global workforce management preferred. * Experience with HR technology, payroll systems, and data analytics. * Background in fast-paced, high-growth environments. Our Values: * Curiosity: Continues learning to stay agile and innovative. * Connection: Embracing and celebrating our differences. * Empowerment: Rewarding positive people-centric behaviors and decisions. * Potential: Challenging status quo and pushing for what's possible. * Impact: Making positive impact for our clients and communities around the world. In addition to our core values, CYPHER LEARNING is committed to diversity and inclusion in the workplace and is proud to be an affirmative action and equal-opportunity employer. All qualified applicants will receive consideration for employment at CYPHER LEARNING without regard to race, creed, color, religion, national origin, sex, age, disability, sexual orientation, gender identity or expression, genetic predisposition or carrier status, veteran, marital, or citizenship status, or any other status protected by law. Location PLANO, Texas (Remote) Minimum Experience Executive Compensation 200000

. VP - Human Resources Americas Region page is loaded **VP - Human Resources Americas Region** **VP - Human Resources Americas Region** locations Andover, MA time type Full time posted on Posted 30+ Days Ago job requisition id R11731 Vice President, Human Resources - Americas Region - Andover, MA We are looking for an exceptional Vice President, Human Resources who can be the trusted partner to support the Americas Region. In this position, you will lead the Americas Regional HR team and report to the CHRO. **What you will do:** * Lead and develop a team of experienced HR professionals across the Americas - Argentina, Brazil, Canada, Mexico and the United States. * Drive the execution of HR plans and processes that support the BU's objectives and contribute to overall organizational success. * Provide strategic guidance on people and organizational issues escalated by your team including Employee Relations, Talent Management, Change Management, Performance Management and HR initiatives. * Working with the Talent and Business Partner teams, evolve and embed talent strategies to enable diversity, inclusion, and engagement. Drive initiatives related to organizational design, change management, and culture development to enhance organizational effectiveness. * Identify and advise on opportunities for organizational development, effectiveness improvements, risks and trends related to domestic and international expansion. * Utilize HR data and analytics to assess trends, measure HR program effectiveness, and make data-driven recommendations. **What will you bring to the team, along with your high learning agility is:** * Ability to deliver in a fast paced, high growth, changing environment. * Success working in a collaborative, matrixed environment, and a track record of accomplishments with measurable business impact. * Experience managing change, shaping culture, influencing leadership, developing talent, managing risk and ensuring compliance. * Bachelor's Degree in Human Resources and 15+ years of progressive HR experience, with a strong background in both large and small high-growth organizations. Business or related discipline or equivalent experience (Master's Degree is desired). * Critical thinker with excellent analytical, problem-solving and synthesis skills with the ability to influence stakeholders leveraging relevant analytics. * This position is required to be onsite 4 days/week. * Ability to travel domestically and regionally as required **Physical Demands & Working Conditions:** * Perform activities such as sitting, standing, or typing for extended periods of time * Regularly requires good manual dexterity and coordination * Must be able to communicate information and ideas so others will understand * Must be able to exchange accurate information * Constantly operates a computer and other office productivity machinery * Dedication to safety to mitigate hazards *This position is a hybrid role requiring 4 days onsite weekly with the remainder able to work remotely. Candidates must live within commuting distance to Andover, MA. We are interested in a qualified candidate who is eligible to work in the United States. However, we will not be sponsoring work visas for this position, at this time. MKS is an equal opportunity employer, including disability, veteran status and all categories protected by law. Please review our EOE statements for additional details. MKS is generally only hiring candidates who reside in states where we are registered to do business. #LI-SHE Globally, our policy is to recruit individuals from wide and diverse backgrounds. However, certain positions require access to controlled goods and technologies subject to the International Traffic in Arms Regulations (ITAR) or Export Administration Regulations (EAR). Applicants for these positions may need to be “U.S. persons.” “U.S. persons” are generally defined as U.S. citizens, noncitizen nationals, lawful permanent residents (or, green card holders), individuals granted asylum, and individuals admitted as refugees. MKS Instruments, Inc. and its affiliates and subsidiaries (“MKS”) is an affirmative action and equal opportunity employer: diverse candidates are encouraged to apply. We win as a team and are committed to recruiting and hiring qualified applicants regardless of race, color, national origin, sex (including pregnancy and pregnancy-related conditions), religion, age, ancestry, physical or mental disability or handicap, marital status, membership in the uniformed services, veteran status, sexual orientation, gender identity or expression, genetic information, or any other category protected by applicable law. Hiring decisions are based on merit, qualifications and business needs. We conduct background checks and drug screens, in accordance with applicable law and company policies. MKS is generally only hiring candidates who reside in states where we are registered to do business. MKS is committed to working with and providing reasonable accommodations to qualified individuals with disabilities. If you need a reasonable accommodation during the application or interview process due to a disability, please contact us at: accommodationsat *************** . If applying for a specific job, please include the requisition number (ex: RXXXX), the title and location of the role At MKS, it's all about courage, big ideas, and a serious passion for innovation. Winning here is about exploring possibilities, taking action , and solving our customers' toughest challenges. It's not just a job - it's what you make of it. While you shape your role and make it unique, we invest in you with on-the-job and formal training, as well as educational assistance. Curiosity is key at MKS - ask questions, own your path. Our success comes from celebrating the unique skills, diverse perspectives, and lived experience of employees from over 100 countries. The goal is to make sure that everyone feels that they belong. Diversity isn't just a nice-to-have; making sure everyone feels included is a big deal for us. Our group of ~10,000 employees serves semiconductor manufacturing, electronics and packaging, and specialty industrial markets. With over 3,800 patents, our products are enabling advancements in 5G, renewable energy & storage, artificial intelligence, cloud technology, and big data. We're the behind-the-scenes support for some amazing technology. MKS Instruments enables technologies that transform our world.

Diversity, equity, and inclusion (DEI) initiatives have become increasingly important as organizations strive to create a more equitable and inclusive workplace for all employees. These initiatives are designed to address discrimination, biases, and marginalization issues, while fostering a culture of respect and inclusion. This article explores various examples of DEI initiatives in action and discusses the most promising practices for creating an effective DEI program. **Key Takeaways** * Diverse hiring practices can significantly increase the representation of underrepresented groups within an organization. * Employee resource groups provide valuable support, leadership opportunities, and foster cross-group collaboration. * DEI training programs are essential for educating employees at all levels about diversity, equity, and inclusion. * Creating an inclusive workplace culture promotes a sense of belonging and encourages open dialogue among employees. * Mentorship and sponsorship programs are effective in supporting the career advancement of diverse employees. **Diverse Hiring Practices** **Partnering with Diverse Recruitment Agencies** Organizations can promote diversity and implement inclusion initiatives by implementing fair and equitable recruitment and hiring practices. This can include developing inclusive job descriptions and advertising with a focus on equity, actively recruiting from underrepresented candidates to ensure adequate representation of women and minority employees. In addition, human resources can collaborate with diversity managers in implementing blind resume review processes to reduce bias in the hiring process. **Attending Job Fairs Focused on Underrepresented Communities** Attending job fairs that focus on underrepresented communities is a proactive approach to diverse hiring. These events provide a platform to connect with a wide range of candidates from various backgrounds, ensuring a more . **Building relationships** at these fairs can lead to a more diverse talent pool and foster a culture of inclusion from the outset. **Implementing Blind Recruitment Processes** refers to a recruitment and hiring process that is unencumbered by biases related to a candidate's age, race, gender, religion, sexual orientation, or other personal characteristics. This process focuses solely on the skills and qualifications of the candidates, thereby promoting a fairer hiring process. Techniques such as blind resume screening and skill-based assessments are commonly used to achieve this. > Inclusivity doesn't start when you enter the office-it begins during the hiring process. Here are a few strategies your recruitment team can adopt to eliminate biases from the get-go: > Conduct a thorough review of existing hiring practices and identify potential biases. > Establish diversity goals and metrics for hiring. > Train recruiters and hiring managers on unconscious bias and inclusive interviewing techniques. > Create diverse interview panels to mitigate bias. > Implement blind resume screening processes to focus on skills and qualifications. > Regularly evaluate and refine hiring practices to ensure ongoing improvement. > **Employee Resource Groups** (ERGs) are voluntary, employee-led groups that bring together individuals with shared characteristics or experiences, such as women, LGBTQ+ employees, or people with disabilities. They provide a sense of community and support, fostering a more inclusive workplace. **ERGs enhance employee engagement, retention, and morale.** **DEI Training Programs** **Mandatory Training for All Employees** DEI training programs are essential for fostering an inclusive environment. **Start DEI training programs for all employees.** These programs should cover topics such as unconscious bias, cultural competency, and the importance of diversity. Establish channels for employees to provide feedback on training and educational programs to continually improve them. **Specialized Workshops for Leadership** DEI training that is role-specific can help all employees identify where they may be bringing bias into the workplace and how they can better support the DEI goals of the company. Invite experts or guest speakers to conduct workshops and seminars on DEI topics. This specialized training is crucial for leadership roles to ensure they are equipped to promote and sustain DEI initiatives. **Continuous Learning Opportunities** Provide educational resources, articles, books, and videos that promote understanding of DEI issues. DEI education can also be company-wide, with events designed to commemorate, acknowledge, and celebrate different cultures and identities. Establishing continuous learning opportunities helps in > DEI initiatives aim to create a more inclusive environment where all individuals feel valued, respected, and empowered to achieve their full potential. > **Inclusive Workplace Culture** Creating an inclusive workplace culture is essential for fostering . **Inclusive cultures make people feel valued and proud of their culture.** By acknowledging the differences that may exist in your workforce, you can more consciously introduce inclusion efforts and diversity initiatives in your organization. **Mentorship and Sponsorship Programs** are essential components of a comprehensive DEI strategy. These initiatives help underrepresented employees access valuable networks and opportunities, fostering career growth and satisfaction. **Pairing Diverse Employees with Mentors** Mentoring programs pair experienced employees with less experienced ones to provide guidance, support, and career development. **They help underrepresented employees access valuable networks and opportunities.** Companies that encourage mentorship often have happier employees who stay at the organization longer. **Offering Sponsorship for Career Advancement** Sponsorship goes a step further than mentorship by having senior leaders actively advocate for their protégés. This can include recommending them for high-visibility projects or promotions. Sponsorship is crucial for career advancement, especially for underrepresented groups. **Creating Networking Opportunities** Networking opportunities are integral to mentorship and sponsorship programs. These can include: * : Conversations that propel career growth. * Group events: Facilitating connections among employees. * Workshops: Providing platforms for skill development and mutual learning. > Integrating mentorship into diversity efforts promotes mutual learning and respect, enhancing the overall workplace culture. > **Flexible Work Policies** **Implementing Remote Work Options** Offering flexible work hours and telecommuting options to employees with caregiving responsibilities or other obligations is a that needs to filter down from the board chairs. **A company can take meaningful action to enrich its employees' lives by considering employee feedback.** **Offering Flexible Hours** Flexible work hours can significantly improve work-life balance for employees. This approach allows employees to manage their time more effectively, catering to personal needs and responsibilities. **Providing Parental Leave and Family Support** Organizations can promote diversity and inclusion by changing their policies and procedures. This can include implementing action against discrimination and anti-harassment policies, creating family-friendly policies, and providing accommodations for employees with disabilities. In return, these changes will surely have a positive impact on diversity standards that the organization is aiming for. > By developing mentorship and sponsorship programs and aggressively searching out and elevating talented individuals from underrepresented talents to the roles of senior leaders, you can support workplace diversity. > **Community Engagement Initiatives** **Partnering with Local Organizations** Partn