Human resources business partner jobs in Simi Valley, CA - 346 jobs

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

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

Job Title: Human Resources Business Partner Duration: 3 months assignment with possible extensions Responsibilities: Strategic Partnership: Consult with leadership on talent reviews, performance management, and organizational development to align with the hospital's strategic plan. Employee Relations: Provide expert interpretation of company policies and Collective Bargaining Agreements (CBAs). Resolve employee relations issues and escalate high-risk concerns appropriately. Program Oversight: Lead initiatives across the HR spectrum, including recruitment, compensation, benefits, leaves, and workers' compensation. Organizational Development: Facilitate training needs assessments and mentor leaders on employee engagement and retention strategies to build morale and productivity. Project Management: Lead HR projects from inception to completion, acting as the primary project manager to ensure organizational improvements are met. Continuous Improvement: Monitor trends and patterns to identify root-cause issues, recommending new approaches to drive continual organizational improvement. Qualifications: Experience: 4+ years of progressive HR experience, including talent acquisition, employee relations, and training/development. Certification (MANDATORY): Must hold a PHR or SPHR certification. Education: Bachelor's degree in a related field or equivalent experience. Industry Knowledge: Experience in an acute care/hospital setting is highly preferred. Skills: Strong ability to interpret complex CBAs, manage high-stakes projects, and advise senior leadership on sensitive employee matters.

Job Title: Human Resources Business Partner Duration: 3 months with possible extension Shift: 1st shift. 40 hours a week Responsibilities: Advises leaders and employees on employee relations concerns to resolve employee relations issues and provide interpretation and explanation of current company policies, procedures, and Collective Bargaining Agreements. Escalates complex and potentially risky issues appropriately. Implements initiatives for continuous improvement for positive employee relations. Monitors trends and patterns. Identifies root cause issues and works with senior leader to proactively address the issues. Recommends new approaches, programs and procedures to affect continual organisational improvement. Facilitates organisational development programs for leaders and employees, and specific teams or work groups. Mentors and guides department leaders on employee engagement strategies and retention efforts. Identifies training needs. Participates in the evaluation, monitoring, and development of training programs by following-up with training participants and leaders to ensure training objectives are met and providing periodic assessments of training courses, employee participation and effectiveness. Partners with leadership and employees to improve work relationships, build morale, increase productivity and retention. Successfully leads and manages HR related projects. Has oversight through project completion. May serve as the project leader/manager. Performs other duties as assigned. Partners with leadership on talent reviews, performance management, and other strategic business objectives of the organisation as directed by HR Senior leadership. Develops and recommends specific action steps to help the leader address identified issues. Requirements:- 4 plus years of progressive experience in Human Resources including talent acquisition, employee relations and communication, training and learning development. Bachelors degree in related field or equivalent experience in Human Resources, preferably in an acute care setting. Certification as a Professional in Human Resources (PHR or SPHR) is a plus.

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

**Candidates must reside in SCAL Market** This senior individual contributor is primarily responsible for serving as a liaison between HR Centers of Excellence and business stakeholders to influence the development and deployment of strategies, programs, policies, and procedures, conducting company human resources support activities, and driving and/or partnering on the development and implementation of organizational change efforts. This position collaborates with HR and business partners to deliver solutions on employee and/or labor relations issues, leads and/or partners on HR investigations based on standard KP or negotiated labor practices, conducts reporting of Company employee information and external benchmarks, and supports and provides consultation to ensure HR compliance. Essential Responsibilities: Practices self-leadership and promotes learning in others by building relationships with cross-functional stakeholders; communicating information and providing advice to drive projects forward; influencing team members within assigned unit; listening and responding to, seeking, and addressing performance feedback; adapting to competing demands and new responsibilities; providing feedback to others, including upward feedback to leadership and mentoring junior team members; creating and executing plans to capitalize on strengths and develop weaknesses; and adapting to and learning from change, difficulties, and feedback. Conducts or oversees business-specific projects by applying deep expertise in subject area; promoting adherence to all procedures and policies; developing work plans to meet business priorities and deadlines; determining and carrying out processes and methodologies; coordinating and delegating resources to accomplish organizational goals; partnering internally and externally to make effective business decisions; solving complex problems; escalating issues or risks as appropriate; monitoring progress and results; recognizing and capitalizing on improvement opportunities; and evaluating recommendations made by others. Serves as first point of contact between HR Centers of Excellence and business stakeholders to influence the development and deployment of strategies, programs, policies, and procedures by partnering with business leaders on strategies and business objectives; assessing HR impact in consideration of changing business strategies; researching and analyzing organizational data and processes to identify trends, root causes, and potential solutions to HR issues; delivering data driven recommendations on HR efforts; coaching and serving as a strategic partner with executive/senior leaders; and aligning and providing solutions in consideration of both HR and business objectives. Conducts company human resources support activities by providing guidance and subject matter expertise to internal and external stakeholders on diverse HR specialties (e.g., equal opportunity/affirmative action, disability management, recruitment and hiring options, compensation, employee benefits, training); identifying and leveraging additional resources and expertise; performing human resources activities; ensuring human resources align with KP standards; and ensuring human resources activities are fully documented. Drives and/or partners on the development and implementation of organizational change efforts by identifying requirements; assessing information to identify solutions to obstacles and mitigating risks; consulting with internal and external stakeholders on change management strategy; providing input in the creation or revision of change management plans; developing communications; communicating regional differences at a national level; and monitoring ongoing impact of organizational changes or efforts on employees. Collaborates with HR and business partners to deliver solutions on employee and/or labor relations issues by providing consultation on employee relations matters (e.g., performance management, employee discipline issues); conducting research and providing advice and assistance on employment related regulations at the State and Federal level; influencing leadership regarding employee relations policies, procedures, and documentation; researching, identifying, and analyzing employee relations concerns; attending arbitration and negotiations; coordinating problem resolution; and escalating issues based on supporting data. Leads and/or partners on HR investigations based on standard KP or negotiated labor practices by coordinating the collection and analysis of quantitative and qualitative data; leading interviews; researching key business issues; identifying potential action steps; creating appropriate documentation; and evaluating and recommending corrective action plans for substantiated allegations. Conducts reporting of Company employee information and external benchmarks by compiling, completing, reviewing, and interpreting reports and analyses; identifying key insights to develop solutions for diverse HR issues; and partnering in the design and implementation of new metrics or reports. Supports and provides consultation to ensure HR compliance by staying abreast of current compliance regulations; providing support and expertise to business partners regarding regulatory changes; and driving the implementation of designated changes. Minimum Qualifications: Minimum three (3) years experience in a leadership role with or without direct reports. Bachelors degree in Human Resources, Business, Social Science, Public Administration or related field and Minimum eight (8) years experience in human resources or business operations. Additional equivalent work experience in a directly related field may be substituted for the degree requirement. Additional Requirements: Preferred Qualifications: Four (4) years health care experience. Four (4) years experience working cross-functionally across departments, functions, or business lines. Primary Location: California,Pasadena,Walnut Center - Regional Offices Scheduled Weekly Hours: 40 Shift: Day Workdays: Mon, Tue, Wed, Thu, Fri Working Hours Start: 08:00 AM Working Hours End: 05:00 PM Job Schedule: Full-time Job Type: Standard Worker Location: Onsite Employee Status: Regular Employee Group/Union Affiliation: NUE-SCAL-01|NUE|Non Union Employee Job Level: Individual Contributor Department: Regional Offices - Pasadena - Medical Office Admin Services - 0806 Pay Range: $144400 - $186780 / year Kaiser Permanente is committed to pay equity and transparency. The posted pay range is based on possible base salaries for the role and does not include the value of our total rewards package. Actual pay determined at offer will be based on years of relevant work experience, education, certifications, skills and geographic location along with a review of current employees in similar roles to ensure that pay equity is achieved and maintained across Kaiser Permanente. Travel: Yes, 20 % of the Time Kaiser Permanente is an equal opportunity employer committed to fair, respectful, and inclusive workplaces. Applicants will be considered for employment without regard to race, religion, sex, age, national origin, disability, veteran status, or any other protected characteristic or status.

HR Data Analyst *Location:* Northridge, CA (On-site) *Employment Type:* Full-Time | Permanent *Salary Range:* $62,400 - $83,200 annually Start Date: 2/2/26 *About the Company* We are a leading healthcare organization dedicated to improving the well-being of our members and employees. Our mission is to deliver exceptional service and foster a supportive work environment where innovation and collaboration thrive. We value our employees and offer comprehensive benefits to ensure a healthy work-life balance. If you are passionate about transforming data into actionable insights and want to make an impact in a dynamic healthcare setting, *apply today and join our team!* *Position Overview* The *HR Data Analyst* will support the HR, Member Services, and Patient Assistance Line (PALS) teams, reporting directly to the SVP of Human Resources. This role is responsible for collecting, analyzing, and interpreting HR-related data to enhance organizational efficiency, ensure compliance, and improve service delivery. The ideal candidate will have strong analytical skills, experience with HRIS platforms, and advanced Excel capabilities. *Key Responsibilities* * Develop and maintain HR dashboards for headcount, turnover, and workforce metrics. * Perform labor modeling and trend analysis to support workforce planning. * Generate regular and ad-hoc reports for HR leadership and Finance. * Conduct market compensation analysis and maintain accurate position management data. * Optimize HR systems and reporting processes, ensuring data integrity and automation improvements. * Utilize advanced Excel functions (pivot tables, formulas, Power Query) for data analysis and visualization. * Collaborate with HR and Talent Acquisition teams to ensure consistent data usage and definitions. * Maintain confidentiality and uphold data security standards. *Required Qualifications* * Bachelor's degree in Human Resources, Business, Data Analytics, or related field. * 2-4 years of experience in HR reporting, HRIS analytics, or similar data roles. * Advanced Excel skills (pivot tables, charts, Power Query). * Familiarity with HRIS platforms such as ADP Workforce Now. * Strong attention to detail and organizational skills. * Excellent written and verbal communication skills. *Preferred:* * Knowledge of HR data structures, job classification, and compensation practices. * Certifications such as HRIP or SHRM-CP. *Benefits* * Employer-paid medical, dental, and pharmacy coverage. * Vision insurance and zero co-pay for employed physician visits. * 401(k) retirement savings plan. * Paid vacation, holidays, and sick time. * Tuition reimbursement and CEU cost coverage. * Life insurance, EAP, and behavioral health services. * Business-casual work environment and company celebrations. *Ready to take the next step in your career? Apply now and become part of a team that values innovation, collaboration, and employee well-being!* *Job Type & Location* This is a Permanent position based out of Los Angeles, CA 91325. *Pay and Benefits*The pay range for this position is $62400.00 - $83200.00/yr. Full Time Position Benefits: The success of any company depends on its employees. For us, employee satisfaction is crucial not only to the well-being of our organization, but also to the health and wellness of our members. As such, we are firmly dedicated to providing our employees the options and resources necessary for building security and maintaining a healthy balance between work and life. Our dedication to our staff is evident in our comprehensive benefits package. We offer a very generous mixture of benefits, including many employer-paid options. Health and Wellness: * Employer-paid comprehensive medical, pharmacy, and dental for employees * Vision insurance * Zero co-payments for employed physician office visits * Flexible Spending Account (FSA) * Employer-Paid Life Insurance * Employee Assistance Program (EAP) * Behavioral Health Services Savings and Retirement: * 401k Retirement Savings Plan * Income Protection Insurance Other Benefits: * Vacation Time * Company celebrations * Employee Assistance Program * Employee Referral Bonus * Tuition Reimbursement * License Renewal CEU Cost Reimbursement Program * Business-casual working environment * Sick days * Paid holidays * Mileage Employer will consider for employment qualified applicants with criminal histories in a manner consistent with the requirements of the LA City Fair Chance Initiative for Hiring Ordinance. *Workplace Type*This is a fully onsite position in Los Angeles,CA 91325. *Application Deadline*This position is anticipated to close on Jan 19, 2026. h4>About TEKsystems: We're partners in transformation. We help clients activate ideas and solutions to take advantage of a new world of opportunity. We are a team of 80,000 strong, working with over 6,000 clients, including 80% of the Fortune 500, across North America, Europe and Asia. As an industry leader in Full-Stack Technology Services, Talent Services, and real-world application, we work with progressive leaders to drive change. That's the power of true partnership. TEKsystems is an Allegis Group company. The company is an equal opportunity employer and will consider all applications without regards to race, sex, age, color, religion, national origin, veteran status, disability, sexual orientation, gender identity, genetic information or any characteristic protected by law. About TEKsystems and TEKsystems Global Services We're a leading provider of business and technology services. We accelerate business transformation for our customers. Our expertise in strategy, design, execution and operations unlocks business value through a range of solutions. We're a team of 80,000 strong, working with over 6,000 customers, including 80% of the Fortune 500 across North America, Europe and Asia, who partner with us for our scale, full-stack capabilities and speed. We're strategic thinkers, hands-on collaborators, helping customers capitalize on change and master the momentum of technology. We're building tomorrow by delivering business outcomes and making positive impacts in our global communities. TEKsystems and TEKsystems Global Services are Allegis Group companies. Learn more at TEKsystems.com. The company is an equal opportunity employer and will consider all applications without regard to race, sex, age, color, religion, national origin, veteran status, disability, sexual orientation, gender identity, genetic information or any characteristic protected by law.

Vice President of Human Resources / Head of People Industry: Healthcare Services / Medical Devices Reports to: CEO Our Client is seeking a strategic and hands-on Vice President of Human Resources to lead and scale the people function within a growing organization. This role will serve as a trusted advisor to executive leadership, driving HR strategy while ensuring operational excellence, compliance, and a strong, values-driven culture across clinical, operational, and corporate teams. The ideal candidate brings deep experience in healthcare, DME, or highly regulated environments and has successfully supported growth, change management, and workforce optimization in multi-site organizations. Key Responsibilities People Strategy & Leadership Develop and execute a comprehensive people strategy aligned with business growth, operational scale, and patient-centric outcomes Partner with executive leadership to support organizational design, workforce planning, and succession planning Serve as a strategic advisor on talent, culture, and leadership development HR Operations & Compliance Oversee all core HR functions, including talent acquisition, employee relations, performance management, compensation, benefits, payroll, and HRIS Ensure compliance with federal, state, and local employment laws, including those specific to healthcare and DME (e.g., HIPAA, wage & hour, accreditation requirements) Establish and maintain HR policies, procedures, and internal controls appropriate for a regulated environment Design and implement employee development strategies, including training, leadership development, and succession planning Support organizational effectiveness by aligning talent capabilities with current and future business needs Talent Management & Culture Lead recruiting strategies Drive leadership development, engagement, retention, and performance management programs Champion a culture of accountability, inclusion, and continuous improvement Lead initiatives that promote a positive workplace culture and high employee engagement Qualifications Bachelors degree in Human Resources, Business Administration, or related field (Masters preferred) 10+ years of progressive HR leadership experience, including senior or executive-level roles Prior experience in DME, healthcare services, home health, medical devices, or other regulated industries strongly preferred Proven ability to partner with executive teams and influence at the board or C-suite level Strong working knowledge of employment law, compliance, and HR best practices Experience leading HR in multi-site or high-growth organization Compensation: Salary: $165K-$250K/yr DOE Performance Bonus up to 30% Comprehensive Health Coverage/Insurance Retirement Plan with 4% company match Unlimited PTO

Thousand Oaks California Exp 5-7 yrs Deg Bachelors Relo Bonus Occasional Travel Job Description Plans, organizes and directs all aspects of the Human Resource function of the hospital; including, but not limited to HR strategies and operations, employee/labor relations, comp and benefits, management and staff education and regulatory compliance, union contract, recruitment, retention, employee health, work comp/employee injuries, HRIS; and establishes, administers & provides interpretation of HR policy/procedures and collective bargaining agreement. Senior Management team member and works in partnership with all of Sr. management to achieve hospital's mission and goals. Supports and assists with facilitation of all FWD and Corporate initiatives. Job Qualifications Include: Demonstrated competence in management and leadership skills. Knowledge of budgetary practices. Experience in human resource management. Ability to communicate effectively: written and orally. Well read and current on changes in the legislative and regulatory environment relating to healthcare and labor law issues. Strong interpersonal skills that reflect a positive attitude and sense of commitment to patients, employees, work associates and the community. Ability to think “globally”. Bachelor's degree or equivalent experience with a minimum of five years' experience in the healthcare field. Position Duties and Responsibilities: 1. Plans and develops a HR program, strategies and establishes methods for implementation. Develops techniques and procedures for and directs the activities of recruitment, retention orientation and training to achieve department objectives. Manages and integrates the various functions of the department, including compensation, benefits, employment, employee relations, training, labor relations and Joint Commission. 2. Develops department goals and objectives, and establishes and implements policies and procedures for department operation. 3. Selects, trains/orients and assigns department staff. Develops standards of performance, evaluates performance, initiates or makes recommendations for personnel actions. 4. Develops and recommends department operating and capital budgets and ensures that the department operates within the budget. 5. Directs the preparation and maintenance of department reports. Prepares periodic reports for senior management, as required. 6. Plans, coordinates, and administers policies relating to all phases of hospital human resources activities. Develops department philosophy, goals and objectives. 7. Ensures that the HR department meets all Joint Commission standards and criteria. 8. Interprets hospital policies and regulations to employees, establishes uniform & consistent application of employment policies and confers with department heads and supervisors to discuss improvement of working relationships and conditions. 9. Responsible for negotiation of all Union Contracts. 10. Initiates and directs surveys related to turnover, wages, benefits, morale and other human resources related issues. 11. Investigates causes of disputes and grievances and recommends corrective action. 12. Plans and implements system of record keeping. Organizes system for maintenance of central personnel files to ensure records are updated. Ensures the security and accuracy of personnel data for the hospital. 13. Administers benefit services and other employer-employee programs. Initiates and implements employee suggestions and performance evaluation system. 14. Maintains professional growth and development through seminars, workshops, and professional affiliations to keep abreast of latest trends in field of expertise. 15. Participates in hospital meetings as required. Performs other related duties as assigned or requested Does this describe you? Does this candidate have hospital experience Does this candidates have union experience Qualifications Does this describe you? Does this candidate have hospital experience Does this candidates have union experience Additional Information All your information will be kept confidential according to EEO guidelines. Direct Staffing Inc

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

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

Job Description HUMAN RESOURCES DIRECTOR The Organization North Los Angeles County Regional Center “NLACRC” is a private, non-profit agency that is contracted with the State of California, Department of Developmental Services, to provide services to individuals with intellectual and developmental disabilities. NLACRC is one of the largest regional centers in California and has proudly served the San Fernando Valley, Santa Clarita Valley, and Antelope Valley since 1974. We serve individuals across the lifespan from infants and toddlers, school age children, transition-age youth, to adults and aging adults. DEPARTMENT: Human Resources - SFV SCOPE: The Human Resources Director (HRD) serves as NLACRC's senior HR leader with full accountability for the strategy, operations, and outcomes of the Human Resources Department, positioning HR as a strategic partner aligned with NLACRC's Strategic Plan and its mission, vision, and values. SUPERVISION: This position will report directly to the Executive Director. ESSENTIAL DUTIES AND RESPONSIBILITIES: (These are examples of the types of duties that may be performed. Additional duties may be added.) Provides leadership and oversight over all staff functions within the Human Resource department to include, but not limited to, employee engagement, talent acquisition, succession planning, benefits, employment/labor relations, , performance planning and management, , reporting to the Department of Developmental Services and employment law compliance, and policies/procedures and workflow. Provides guidance to senior/executive level management in employee/labor relation areas based on current employment law; consults with counsel on legal issues as needed. May represent the organization at labor-related legal hearings and supports and/or serves as NLACRC's primary liaison with the union for contract negotiations and grievances. Ensures NLACRC's programs are following all applicable regulations, statutes, City/County, State and Federal laws. Develops, maintains, and reports Human Resource key performance indicators (KPIs) for HR functional processes. Deliver forecasting reports to applicable state agencies as needed. Provides consultation on performance management matters to include terminations and serious progressive disciplinary action. Provides recommendations to senior/executive level management based on researched information. In collaboration with Accounting and Finance, oversees the design and development of NLACRC's benefit and compensation programs/strategy to ensure regulatory requirements/competitive salary levels are maintained. Creates NLACRC's strategic recruitment and selection plan. Serves as executive support to NLACRC's Board of Trustees on select committees; attends monthly Board meetings as a representative of executive leadership. Establishes and implements short- and long-range department goals and objectives to support the department. Oversees the Agency's complaint process, and serves as the designated Compliance Officer and primary investigator for the purposes of Whistleblower policy investigations Serves as NLACRC's designated official to review Conflict of Interest reporting statements and mitigate conflicts with acceptable resolutions. Develops and manages the department budget. Performs other duties as assigned. EDUCATION AND/OR EXPERIENCE: A BS/BA degree in a related concentration from an accredited college/university MBA or MA/MS in human resources or related field preferred. Six (6) - ten (10)-plus years of related progressive professional experience in Human Resources management. Senior/Director-VP level professional experience with 1,000+ headcount and $90M+ payroll strongly preferred. Previous union labor relations experience, including adjudicating grievance hearings and labor/management meetings preferred. Prior experience in state/civic and/or regional center system HR management is beneficial but not required. LICENSES and/or CERTIFICATES: SPHR/PHR and/or SHRM-SCP/CP preferred Valid California Driver's License - This position will make regular and routine visits to all NLACRC office locations in the San Fernando Valley, Santa Clarita Valley, and Antelope Valley. EMPLOYMENT GUIDELINES: Experience in strategic planning and execution. Knowledge of contracting, negotiating and change management. Ability to interpret and advise on federal, state and local employment, wage and salary laws and regulations, employee/labor relations, compensation, benefits and best practices in the field. Ability to analyze and assess staff and supervisory training and development needs, to collaborate with Training and Quality management. Knowledge of organizational development theory and practices. Ability to negotiate and manage collective bargaining agreements and grievance processes. Experience in examining and re-engineering operations and procedures, formulating policy and developing and implementing new strategies and procedures. COMPETENCIES Human Resources management Organizational development Conflict resolution Relationship building and management Communication Leadership and navigation Change management ANALYTICAL AND REASONING SKILLS Ability to collect and analyze data and to develop and implement programs. INTERPERSONAL SKILLS Ability to build and cultivate relationships; work cooperatively; establish rapport and gain trust; listen and elicit pertinent information effectively; and interact effectively with people from diverse cultures. WRITTEN AND VERBAL COMMUNICATION SKILLS Ability to speak and write in an organized and effective manner; speak confidently in small-group and large-audience settings; and write with excellent grammar. ORGANIZATIONAL SKILLS Ability to exercise duties in an organized manner; plan, prioritize and complete duties in a timely manner; be detail oriented; and multi-task. LANGUAGE SKILLS None MATHEMATICAL SKILLS Ability to add, subtract, multiply, and divide in all units of measure, using whole numbers, common fractions, and decimals. Ability to compute rate, ratio, and percent and to draw and interpret bar graphs. NLACRC Offers an Excellent Benefits Package: We offer employees a variety of health and dental plans. Health Insurance - NLACRC pays the full cost of coverage for certain Medical plans for employee only. We also provide a generous contribution to additional plans that the employee may select for employee-only or employee and dependents costs. Dental Insurance - NLACRC pays the full cost of the Dental DMO Plan for employees and eligible dependents. We also offer a Dental PPO plan with a low employee monthly contribution for employees and eligible dependents Pre-Tax Flexible Spending Account for eligible health care expenses Pre-Tax Dependent Care Flexible Spending Account for eligible dependent care expenses No cost Life, Accidental Death & Disability, Long Term Disability Insurance for employees No cost Vision plan for employees and eligible dependents Retirement plan - NLACRC is a member of CalPERS which is a defined benefit plan that provides a monthly retirement allowance for eligible employees NLACRC offers two (2) deferred compensation plans - 457 and 403(b) Participate in the Public Service Loan Forgiveness program Paid Time Off - Eligible for 3 weeks of accrued vacation in the first year, 8 hours per month sick time. Education, wellness, and sabbatical time available depending on eligibility. Holidays - NLACRC offers 12 paid holidays throughout the year Many positions are offered a hybrid - remote option after 90 days in-office intro period. Professional Development Opportunities & Growth NLACRC values the professional development of staff! Many Consumer Services Coordinators gain experience and enter into Supervisor, Manager or Director positions. Diversity, Equity, and Inclusion At NLACRC, we value and celebrate diversity! In September 2021, NLACRC launched an initiative to enhance and strengthen our commitment to diversity and belonging. Compensation This position is exempt. Regular Salary - $146,519.43 - $203,937.39 Base Pay Rate / Salary Range Information The actual amount offered within the posted salary/pay rate range will depend on a variety of factors, including degree(s) obtained/education, experience, skills and abilities, and other relevant job-related factors. The lower end of salary range applies to candidates who meet minimum qualifications or have limited years of relevant experience; the higher end of range will apply to seasoned candidates with considerable years of direct relevant experience. NLACRC is an equal opportunity employer. Further, NLARC will consider for employment qualified applicants with criminal histories in a manner consistent with the requirements of the City of Los Angeles' Fair Chance Initiative for Hiring Ordinance.

Director of Human Resources Can you imagine a career in fashion as a Director of Human Resources where your Creativity and Purpose collide? Would you like to be where the work you do redefines how employees connect, grow, and thrive within an organization? As our Director of Human Resources, Do you see yourself helping build a culture that fosters engagement , and brings personal connection and community to every team member? Are you looking to work with a brand that values innovation and reinvention , constantly pushing boundaries in how people, culture, and business intersect? We're not just in fashion; we're reshaping the experience of work itself. By joining our team as a Director of Human Resources, you will become part of something Bigger!If you're ready to bring your talent, creativity , and vision to a place where you can truly make an impact as a Director of Human Resources, we want to meet you.Click “Apply” today!The Perks of your Portfolio: $150k to $175k+ salary Solid medical, dental, vision, life, and accident insurance, plus paid time off and 401(k) matching A strong culture, community and inclusive environment Company clothing discounts Your Work Behind the Wardrobe: Drive strategic HR initiatives while managing day-to-day operations. Lead workforce planning, organizational design, and talent forecasting. Oversee recruitment, retention, and employee engagement programs. Shape and scale performance management, learning, and development frameworks. Ensure compliance with federal, state, and local employment laws. Cultivate a culture of inclusion, accountability, and continuous improvement. Our Ideal Fit: 8-12 years of progressive HR experience, including 4-5 years in a leadership role. Proven success in both strategic and operational HR functions. Experience in fashion, apparel, retail, or creative industries preferred. Strong knowledge of HR systems (UKG, Lattice, Workday, or similar). Exceptional communication, leadership, and interpersonal skills. Passion for building culture, mentoring teams, and driving organizational impact. This isn't just another job-it's your opportunity to create workplaces where people can thrive while helping our brand continue to innovate and grow.If you're ready to make a visible impact on culture, people, and business performance, we want to meet you. Click “Apply” today!Keywords: Director of Human Resources, HR Director, Senior HR Manager, Human Resources Leader, Fashion HR, Apparel HR, Retail HR, Creative industry HR, Consumer goods HR, UKG, Kronos, Lattice, Workday, ADP Workforce Now

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

HUMAN RESOURCES DIRECTOR The Organization North Los Angeles County Regional Center “NLACRC” is a private, non-profit agency that is contracted with the State of California, Department of Developmental Services, to provide services to individuals with intellectual and developmental disabilities. NLACRC is one of the largest regional centers in California and has proudly served the San Fernando Valley, Santa Clarita Valley, and Antelope Valley since 1974. We serve individuals across the lifespan from infants and toddlers, school age children, transition-age youth, to adults and aging adults. DEPARTMENT: Human Resources - SFV SCOPE: The Human Resources Director (HRD) serves as NLACRC's senior HR leader with full accountability for the strategy, operations, and outcomes of the Human Resources Department, positioning HR as a strategic partner aligned with NLACRC's Strategic Plan and its mission, vision, and values. SUPERVISION: This position will report directly to the Executive Director. ESSENTIAL DUTIES AND RESPONSIBILITIES: (These are examples of the types of duties that may be performed. Additional duties may be added.) Provides leadership and oversight over all staff functions within the Human Resource department to include, but not limited to, employee engagement, talent acquisition, succession planning, benefits, employment/labor relations, , performance planning and management, , reporting to the Department of Developmental Services and employment law compliance, and policies/procedures and workflow. Provides guidance to senior/executive level management in employee/labor relation areas based on current employment law; consults with counsel on legal issues as needed. May represent the organization at labor-related legal hearings and supports and/or serves as NLACRC's primary liaison with the union for contract negotiations and grievances. Ensures NLACRC's programs are following all applicable regulations, statutes, City/County, State and Federal laws. Develops, maintains, and reports Human Resource key performance indicators (KPIs) for HR functional processes. Deliver forecasting reports to applicable state agencies as needed. Provides consultation on performance management matters to include terminations and serious progressive disciplinary action. Provides recommendations to senior/executive level management based on researched information. In collaboration with Accounting and Finance, oversees the design and development of NLACRC's benefit and compensation programs/strategy to ensure regulatory requirements/competitive salary levels are maintained. Creates NLACRC's strategic recruitment and selection plan. Serves as executive support to NLACRC's Board of Trustees on select committees; attends monthly Board meetings as a representative of executive leadership. Establishes and implements short- and long-range department goals and objectives to support the department. Oversees the Agency's complaint process, and serves as the designated Compliance Officer and primary investigator for the purposes of Whistleblower policy investigations Serves as NLACRC's designated official to review Conflict of Interest reporting statements and mitigate conflicts with acceptable resolutions. Develops and manages the department budget. Performs other duties as assigned. EDUCATION AND/OR EXPERIENCE: A BS/BA degree in a related concentration from an accredited college/university MBA or MA/MS in human resources or related field preferred. Six (6) - ten (10)-plus years of related progressive professional experience in Human Resources management. Senior/Director-VP level professional experience with 1,000+ headcount and $90M+ payroll strongly preferred. Previous union labor relations experience, including adjudicating grievance hearings and labor/management meetings preferred. Prior experience in state/civic and/or regional center system HR management is beneficial but not required. LICENSES and/or CERTIFICATES: SPHR/PHR and/or SHRM-SCP/CP preferred Valid California Driver's License - This position will make regular and routine visits to all NLACRC office locations in the San Fernando Valley, Santa Clarita Valley, and Antelope Valley. EMPLOYMENT GUIDELINES: Experience in strategic planning and execution. Knowledge of contracting, negotiating and change management. Ability to interpret and advise on federal, state and local employment, wage and salary laws and regulations, employee/labor relations, compensation, benefits and best practices in the field. Ability to analyze and assess staff and supervisory training and development needs, to collaborate with Training and Quality management. Knowledge of organizational development theory and practices. Ability to negotiate and manage collective bargaining agreements and grievance processes. Experience in examining and re-engineering operations and procedures, formulating policy and developing and implementing new strategies and procedures. COMPETENCIES Human Resources management Organizational development Conflict resolution Relationship building and management Communication Leadership and navigation Change management ANALYTICAL AND REASONING SKILLS Ability to collect and analyze data and to develop and implement programs. INTERPERSONAL SKILLS Ability to build and cultivate relationships; work cooperatively; establish rapport and gain trust; listen and elicit pertinent information effectively; and interact effectively with people from diverse cultures. WRITTEN AND VERBAL COMMUNICATION SKILLS Ability to speak and write in an organized and effective manner; speak confidently in small-group and large-audience settings; and write with excellent grammar. ORGANIZATIONAL SKILLS Ability to exercise duties in an organized manner; plan, prioritize and complete duties in a timely manner; be detail oriented; and multi-task. LANGUAGE SKILLS None MATHEMATICAL SKILLS Ability to add, subtract, multiply, and divide in all units of measure, using whole numbers, common fractions, and decimals. Ability to compute rate, ratio, and percent and to draw and interpret bar graphs. NLACRC Offers an Excellent Benefits Package: We offer employees a variety of health and dental plans. Health Insurance - NLACRC pays the full cost of coverage for certain Medical plans for employee only. We also provide a generous contribution to additional plans that the employee may select for employee-only or employee and dependents costs. Dental Insurance - NLACRC pays the full cost of the Dental DMO Plan for employees and eligible dependents. We also offer a Dental PPO plan with a low employee monthly contribution for employees and eligible dependents Pre-Tax Flexible Spending Account for eligible health care expenses Pre-Tax Dependent Care Flexible Spending Account for eligible dependent care expenses No cost Life, Accidental Death & Disability, Long Term Disability Insurance for employees No cost Vision plan for employees and eligible dependents Retirement plan - NLACRC is a member of CalPERS which is a defined benefit plan that provides a monthly retirement allowance for eligible employees NLACRC offers two (2) deferred compensation plans - 457 and 403(b) Participate in the Public Service Loan Forgiveness program Paid Time Off - Eligible for 3 weeks of accrued vacation in the first year, 8 hours per month sick time. Education, wellness, and sabbatical time available depending on eligibility. Holidays - NLACRC offers 12 paid holidays throughout the year Many positions are offered a hybrid - remote option after 90 days in-office intro period. Professional Development Opportunities & Growth NLACRC values the professional development of staff! Many Consumer Services Coordinators gain experience and enter into Supervisor, Manager or Director positions. Diversity, Equity, and Inclusion At NLACRC, we value and celebrate diversity! In September 2021, NLACRC launched an initiative to enhance and strengthen our commitment to diversity and belonging. Compensation This position is exempt. Regular Salary - $146,519.43 - $203,937.39 Base Pay Rate / Salary Range Information The actual amount offered within the posted salary/pay rate range will depend on a variety of factors, including degree(s) obtained/education, experience, skills and abilities, and other relevant job-related factors. The lower end of salary range applies to candidates who meet minimum qualifications or have limited years of relevant experience; the higher end of range will apply to seasoned candidates with considerable years of direct relevant experience. NLACRC is an equal opportunity employer. Further, NLARC will consider for employment qualified applicants with criminal histories in a manner consistent with the requirements of the City of Los Angeles' Fair Chance Initiative for Hiring Ordinance.

What you'll need to succeed as a Director, Human Resources at XPO Minimum qualifications: * Bachelor's degree or equivalent related work or military experience * 7 years of progressive HR experience * Ability to quickly build relationships across the organization and leverage trust to influence outcomes * Proficiency with HRIS tools and ability to interpret and apply data insights to guide business decisions * Availability to work a flexible schedule, which may include extended hours, weekends and overnight shifts * Ability to travel 50% of the time, including overnight stays and air travel * Ability to work onsite at a service center five days per week * Ability to stand, climb stairs, walk on uneven surfaces for extended periods and work on an open-air dock in varying temperatures * Experience supporting HR operations in California Preferred qualifications: * Bachelor's degree in HR, Business, Communications or Psychology * Professional in Human Resources (PHR), Senior Professional in Human Resources (SPHR), or equivalent HR certification * Experience using technology and analytics to enhance HR processes and outcomes * Demonstrated ability to connect HR initiatives to business strategy and financial results * Familiarity with emerging HR technologies, predictive analytics and ethical data practices * HR experience in trucking, warehouse or retail environments supporting a large hourly workforce across multiple locations * People leadership experience with a proven ability to motivate teams and achieve goals About the Director, Human Resources job Pay, benefits and more: * Competitive compensation package * Full health insurance benefits available on day one * Life and disability insurance * Earn up to 15 days of PTO over your first year * 9 paid company holidays * 401(k) option with company match * Education assistance * Opportunity to participate in a company incentive plan What you'll do on a typical day: * Develop and assess HR programs, policies and systems that align with business strategy; use HR technology and data to drive continuous improvement. * Partner with Operations on workforce planning and retention strategies; collaborate with Talent Acquisition to enable data-driven recruitment. * Advise and coach managers on employee relations issues; ensure consistent, ethical and timely resolution while demonstrating resilience and sound judgment. * Support selection and assessment for hourly and salaried roles, ensuring compliant, fair and technology-enabled hiring practices. * Drive succession planning and performance management using workforce data, coaching methods, and predictive insights; participate in interviews and selection for key management roles. * Partner with Learning & Development and on-site HR teams to deliver training; support site HR operations and communicate effectively across digital and in-person channels. * Lead onboarding and orientation to ensure new hires understand culture, expectations, and resources; leverage feedback and data to improve the experience. * Lead project teams and serve on committees that enhance workplace culture and address improvement opportunities. * Ensure accurate execution and clear communication of corporate programs that impact the employee experience (ex: annual compensation cycle and open enrollment). Annual Salary Range: $176,182 to $220,227 Actual compensation may vary due to factors such as experience and skill set. This is an incentive-based position, which may include bonuses, incentive or commission plans. About XPO XPO is a top ten global provider of transportation services, with a highly integrated network of people, technology and physical assets. At XPO, we look for employees who like a challenge and can communicate effectively in all situations. We want to leverage your skills and years of experience to drive positive results while ensuring a bright future for yourself and XPO. If you're looking for a growth opportunity, join us at XPO. We are proud to be an Equal Opportunity employer. Qualified applicants will receive consideration for employment without regard to race, sex, disability, veteran or other protected status. All applicants who receive a conditional offer of employment may be required to take and pass a pre-employment drug test. The above statements are not an exhaustive list of all required responsibilities, duties and skills for this job classification. Review XPO's candidate privacy statement here. Nearest Major Market: Los Angeles Job Segment: HR Manager, Human Resources Director, HR, Manager, Recruiting, Human Resources, Management Apply now "

EVgo (Nasdaq: EVGO) is one of the nation's largest public fast charging networks for electric vehicles. Our mission is to expedite the mass adoption of electric vehicles (EVs) by creating a convenient, reliable, and affordable EV charging network that delivers fast charging to everyone. We partner with multiple stakeholders including automakers; fleet and rideshare operators; retail hosts such as grocery stores, shopping centers, restaurants, gas stations, and more to make our vision of Electric for All a reality. The EV industry is one of the fastest growing industries in the country. Join us as we charge forward into an all-electric future. Software is an integral part in realizing this vision and we are hiring a software manager to play a leadership role shaping our future. Position Summary: This HR Director role is critical to EVgo's continued success as we scale for growth. This role will develop, lead and implement the HR strategy and Talent mechanisms for our US company. The ideal Strategic HR Director will be able to think big and dive deep, with a strong HR toolkit and proven track record of delivering results. This is an exciting time at EVgo and the ongoing company growth/expansion. Reporting to the Chief People Officer, the HR Director will oversee Human Resources programs, policies, and initiatives that enhance efficiency, engagement, and compliance. The ideal candidate is a proactive, process-driven, and people-focused leader who thrives in a dynamic, fast-paced environment. Responsibilities: * Develops and implements the strategic HR agenda and how that supports the wider business strategy. * Provides advice and counsel to Executive Leadership Staff members and their Senior Leadership team on organizational and people issues. * Leads the design and execution of Talent Mechanisms, including goals setting, annual and mid-year reviews, performance rating calibrations, 9-box talent reviews, and succession planning. * Provides data backed, insights and recommendations to influence decision-making that enhances the employee experience. * Continually seeks to harmonize and improve the organization's policies, procedures and practices for the effective management of people resources of the company by making recommendations to executive management. * Fosters an employee-oriented culture in support of the leadership team that emphasizes partnership, quality, continuous improvement, and high performance. * Partners with hiring managers to determine Talent needs and address capability/developmental gaps. * Participates on committees and special projects and seeks additional responsibilities. * This position will lead a team as we scale with growth * Ensure compliance with federal, state, and local employment laws and regulations, including compensation, benefits, and leave programs. * Supports public company compliance by contributing to SOX audits, internal audits, and partner with HR Operations on the preparation of HR-related data for SEC filings. * Drives change management initiatives and support Senior Leadership stakeholders through transitions. Qualifications: * Typically requires a minimum of 10+ years of related experience with a Bachelor's degree; or 8+ years with a Master's degree; or equivalent professional experience. Desired Skills: * Public company experience in a energy or tech company - preferred. * Master's degree or HR certification (e.g., SHRM-SCP, SPHR). * Highly resourceful and strategic thinker with strong emotional intelligence, operational rigor, and project management capabilities. * Strong leadership and communication skills across functions and leadership teams. Comfortable in business and technical discussions. * Self-starter who thrives in a forward-thinking, collaborative, and innovative high-growth environment. * Ability to design and execute a winning HR strategy and provide broad and comprehensive business partner support. * Ability to manage and prioritize multiple complex projects, while meeting deadlines. * A strong change agent who can challenge the status quo, has courage of convictions to express views openly, independently, and with confidence. * Strong strategic and analytical skills with the ability to assess processes and outcomes by establishing solid metrics of performance. * Demonstrated ability to build relationships with executives to initiate HR strategies that result in increased organizational effectiveness. * Energetic and exceptional team builder who can positively influence & challenge others. * Ability to wear multiple hats and thrive in a fast-paced, high-growth environment. * Experience designing and implementing change programs to support organizational transformation. For job positions in CA, CO, and NYC, the estimated salary range for a new hire in this position is $160,000 USD to $195,000 USD. Actual salary may vary depending on job-related factors, including knowledge, skills, experience, and location. In addition to a competitive base salary, discretionary target cash bonus, and restricted stock units (subject to Board Approval). EVgo offers a comprehensive benefits package including health, life, and disability insurance, unbounded paid time off including parental leave, and a 401(k).

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

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