Human resources business partner jobs in South San Francisco, CA

Nibbi Brothers has been a member of the Bay Area's construction community since 1950. The Company is known for its integrity, innovation, quality and contributions to the communities in which it works. Nibbi's safety program often exceeds federal and state requirements, demonstrating that the safety and wellbeing of everyone associated with our projects is the highest priority. Core markets include commercial, civic, seismic retrofits, historic restoration, waterfront structures, education, housing, hospitality, and community-based facilities. Nibbi self-performs production framing and structural concrete. Our projects range in size from $5 million to over $200 million, with annual revenue of $500 Million. Nibbi provides its people with comprehensive benefits and opportunities for career development. We encourage continuing education at all levels. We are proud of our friendly, family culture that is based on respect, collaboration and a strong work/life balance. Voluntary turnover is exceptionally low and employee survey results reflect a high level of engagement. POSITION SUMMARY Strategic leadership and hands-on management of HR functions. This role ensures the company attracts, develops, and retains skilled employees while fostering a culture that reflects the company's values. The HR Director is both a strategic partner to executive leadership, and a trusted resource for employees. The Senior Manager role is transitional, while preparing to assume the role of Director. During the transition period, the Senior Manager will be mentored by the current Director to ensure a seamless transition. Nibbi's HR team plays a key role in the culture of the organization. ESSENTIAL FUNCTIONS Develop and implement HR initiatives aligned with Nibbi's Strategic Plan. Lead and manage the HR team, defining roles and responsibilities to meet the company's needs and provide career development. Meet recruiting and onboarding objectives. Facilitate solutions to employee relations or performance matters. Pursue continuous improvement of HR policies and procedures. Promote professional development opportunities across the organization. Manage the annual performance management process. Ensure compliance with all federal, state, and local employment laws. Oversee HR information system. Work professionally and collaboratively with all departments. RESPONSIBILITIES Strategic Leadership Participate in Strategic planning process, implementing and monitoring results on initiatives. Promote the company's values and culture. Produce HR department's annual report. Actively engage with operations by visiting jobsites and learning about the roles HR supports. Pursue an understanding of construction business, adding value as a strategic partner. Talent Acquisition & Workforce Development Oversee recruiting, selection and onboarding. Manage college recruiting and intern program. Monitor recruiting needs, building talent pipelines. Provide development opportunities for HR staff. Advise managers/support employees with Individual Development Plans. Advise managers/support employees with performance management Implement training and professional development programs. Employee Relations & Engagement Serve as a trusted advisor to resolve employee concerns fairly and consistently. Administer and interpret annual engagement survey, taking appropriate actions. Promote employee engagement initiatives to support retention and morale. Visit project sites regularly to build relationships and industry knowledge. Promote Cheers! Employee recognition program. Compensation & Benefits Design and manage competitive compensation structures and benefit programs. Ensure non-discrimination in pay and benefit practices, provide guidance as needed. Ensure compliance with wage and hour laws. Compliance & Risk Management Ensure compliance with all federal, state, and local employment laws. Maintain accurate and confidential employee records. HR Operations Fluent user of HRIS, and other administrative HR processes. Understand and communicate clear policies and procedures consistent with applicable laws and company values. Regular employee communication via OneNibbi, Nibbi Insider and other channels. QUALIFICATIONS Bachelor's degree in Human Resources, Business Administration, or related field. 10+ years of progressive HR leadership experience. 3-5 years' experience in the construction industry is strongly desired. Expert understanding of employment-related compliance. Ability to balance strategic thinking with hands-on execution. Exceptional interpersonal, communication, and conflict-resolution skills. Demonstrated integrity and discretion; exemplifies company values. Senior-level SHRM or SPHR and California certifications are a plus. Skills: Microsoft Office Suite, ADP, excellent verbal and written communication skills; presentation skills, critical and strategic thinking, commitment to excellence and continuous learning, exercises sound judgment. PHYSICAL DEMANDS The physical demands described here are representative of those that must be met by an employee, with or without reasonable accommodation, to successfully perform the essential functions of this job. While performing the duties of this job, the employee is regularly required to: Sit for long periods. Look at a computer monitor for extended periods. Use hands and fingers. Reach with hands and arms. COMPENSATION & BENEFITS Comprehensive medical, dental, and vision Flex plans Life insurance Supplemental insurance plans 401K with employer matching PTO Holidays Incentive compensation bonus Educational reimbursement Student loan repayment assistance Nibbi Brothers is an Equal Opportunity Employer. We do not discriminate on the basis of race, religion, color, sex, gender identity, sexual orientation, age, disability, national origin, veteran status or any other personal characteristic protected by law. Employment decisions are made on the basis of qualifications, merit, and business need. Must be authorized to work in the US now and in the future without employer sponsorship. Nibbi uses E-Verify. Contractor's License #757362

About the Company A tech-forward boutique law firm in hyper-growth mode in Noe Valley, San Francisco is seeking an experienced Senior Human Resources Manager/Head of HR to lead and elevate the firm's people operations. This is a high-impact role for a versatile HR professional who can seamlessly balance day-to-day operations with long-term process improvement. About the Role: As a trusted partner to firm leadership, you'll oversee all facets of HR-from recruiting and onboarding to compliance, culture, and engagement. You'll play a critical role in shaping the firm's employee experience, ensuring that every team member feels supported, valued, and empowered to do their best work. Responsibilities Oversee day-to-day HR operations, including recruiting, onboarding, employee relations, and offboarding Serve as a trusted resource for managers and employees on HR policies, benefits, and performance management Lead talent acquisition for executive staff, paralegals, and all employees while maintaining a positive candidate experience Manage payroll and benefits administration, liaising with external vendors for service delivery Ensure compliance with California employment laws and update firm policies as needed Support performance reviews, goal setting, and career development initiatives Maintain and optimize HR systems (HRIS, payroll, and related tools) Identify opportunities for process improvement and stronger employee engagement Collaborate cross-functionally with Finance, IT, and Operations to align HR practices with firm goals Qualifications Bachelor's degree in HR, Business Administration, or a related field; HR certification (SHRM-CP, PHR) preferred 5-7 years of progressive HR experience, ideally in a small or professional services organization Strong working knowledge of California employment law Skilled at balancing hands-on HR operations with big-picture strategy Experience crafting talent development programs Excellent communication and interpersonal skills with high emotional intelligence Highly organized, self-directed, and adaptable to shifting priorities Proficient in Microsoft Office, Google Workspace, and HRIS/payroll platforms Required Skills Strong working knowledge of California employment law Experience building and implementing talent development programs Excellent communication and interpersonal skills with high emotional intelligence Highly organized, self-directed, and adaptable to shifting priorities Preferred Skills HR certification (SHRM-CP, PHR) preferred Experience crafting talent development programs Pay range and compensation package Base Comp: $145-$175K Full medical, dental, and vision coverage Paid time off and firm holidays 401(k) plan with firm contributions Professional development support and growth opportunities Collaborative, people-first, and remote first /hybrid heavy culture that values transparency, respect, and excellence Equal Opportunity Statement If you're an experienced HR professional ready to take ownership of a pivotal function in a collaborative, mission-driven law firm, we'd love to connect. Apply today to help shape a culture where people and purpose thrive together.

Who we are: Delta, founded in 1971, is a global provider of power and thermal management solutions. Its mission statement, "To provide innovative, clean and energy-efficient solutions for a better tomorrow," focuses on addressing key environmental issues such as global climate change. As an energy-saving solutions provider with core competencies in power electronics and automation, Delta's business categories include Power Electronics, Mobility, Automation, and Infrastructure. About the role: The HRIS Leader will serve as the strategic owner of Delta Electronics - Americas' human resources technology ecosystem. This individual will evaluate, optimize, and manage the HR technology stack to ensure integration, data accuracy, user experience, and scalability across U.S. operations. Reporting to the CHRO, this role will partner with global HR, IT, Payroll, and business leaders to align system capabilities with organizational goals, drive process automation, and provide actionable workforce insights. This role is ideal for a technology-driven HR professional who thrives in a fast-growing, global manufacturing environment and can translate business needs into innovative, compliant, and efficient system solutions. Key responsibilities: Strategic HR Technology Leadership Lead the evaluation and optimization of HR technology stacks, ensuring alignment with Delta's global systems and local U.S. requirements. Develop a multi-year HRIS roadmap that supports digital transformation, data governance, and system scalability. Assess emerging technologies (AI recruiting tools, data analytics, LMS/ATS integrations) and provide strategic recommendations to HR and IT leadership. Partner with corporate HQ and regional HR teams across Americas Regions to ensure data consistency, configuration integrity, and compliance with global standards. System Implementation & Management Oversee daily operations, maintenance, and security of HRIS, ATS, LMS, and other HR platforms. Manage system upgrades, testing, and data integrity audits; ensure high reliability and minimal downtime. Drive automation of HR workflows (requisition, onboarding, performance, benefits, etc.) to increase process efficiency and accuracy. Collaborate with IT and vendors to optimize integrations between HRIS, Payroll, and Finance systems. Data Analytics & Reporting Build and maintain dashboards and reports for headcount, turnover, talent metrics, and compliance. Provide data-driven insights to support workforce planning and strategic HR initiatives. Collaborate with legal to ensure data privacy, integrity, and compliance with relevant laws (GDPR, CCPA, etc.). Stakeholder Collaboration & Change Enablement Partner with BHRs, Payroll, and Total Rewards to streamline processes and enhance user experience. Lead training and communication efforts to ensure adoption and system proficiency. Serve as the primary liaison with technology vendors, ensuring service level agreements and performance metrics are met. Minium Qualifications: Bachelor's degree in human resources information systems, Information Technology, Computer Science, or a related field required. Master's degree or certification in HR Systems (e.g., SHRM-SCP, HRIP, Workday/SuccessFactors Certification) preferred. Preferred Qualifications: 8+ years of progressive HRIS or HR technology management experience, ideally within a global manufacturing or technology organization. Demonstrated success in system implementation, integration, and optimization (HRIS, ATS, LMS, Performance, or Compensation modules). Strong understanding of HR processes, data management, and analytics methodologies. Proven ability to evaluate and recommend technology solutions based on business strategy and ROI. Experience working with cross-functional teams across regions and cultures. Technical Skills: Proficiency with major HR platforms (e.g., Workday, ICIMS, Success, Oracle, UKG, or similar). Advanced Excel and reporting tool expertise (Power BI, Tableau, Azure, or similar). Familiarity with APIs, integrations, and data migration processes. Leadership Competencies: Strategic thinker with strong problem-solving and decision-making abilities. Excellent communication, vendor management, and stakeholder engagement skills. Ability to manage multiple projects and priorities in a dynamic, fast-growing HR environment. High integrity, attention to detail, and passion for innovation People Development and Coaching Communication and Influence across cultural and organizational boundaries Key Performance Indicators (KPIs) HR system uptime and data accuracy (target: 89.5%+) Reduction in manual HR transactions and process time HR user satisfaction score (annual survey) On-time project delivery for HR technology initiatives Data integrity and compliance audit results System Utilization and Adoption Rates Process Automation and Efficiency Gains Benefit at Delta Electronics Americas: Life at Delta

At Sugar Bowl Bakery, we believe that simple, delicious food brings joy to everyday moments. If you're passionate about delightful treats, we want you on our team! From our rich, chocolatey Brownie Bites to buttery soft Madeleines and subtly sweet Palmiers, each perfectly portioned baked good is crafted with high-quality ingredients and a commitment to taste. Help us spread sweetness with every bite-your journey into the world of delectable baked goods starts here! Position Overview: The HR Manager is a key member of the bakery management team and partners closely with bakery leaders to drive HR initiatives that support employee engagement, compliance, and operational excellence. This role is responsible for hands-on management of day-to-day HR operations within the manufacturing facility and the corporate headquarters in Hayward, CA, including employee relations, benefits administration, recruiting, training and development, and performance management. The HR Manager will develop, implement and manage programs and HR processes to support our diverse, multilingual workforce. The HR Manager oversees an HR Supervisor and serves as a trusted advisor to leadership and employees across all levels of the organization. They provide guidance and counsel to functional leaders in support of the management and development of their teams, as well as ensure that the HR process and protocols are clear and effective. The HR Manager utilizes analytics, expertise, and best practices to influence and improve organizational culture, people systems, programs, and outcomes. Essential Functions: Bakery Leadership Collaborate with facility management team to plan and implement facility-level HR initiatives & work plans, ensuring effective communication and change management methods. Partner with leadership to strengthen management capability and succession planning. Promote a workplace environment that aligns with SBB values and desired culture, leading as a role model in all interactions, and collaborating with facility leaders to develop plans to promote an inclusive environment that is engaging, enabling, and energizing, and one where our team members can thrive. Recruitment & Staffing Manage full-cycle recruiting for both hourly and salaried positions, from job posting to onboarding. Partner with external staffing agencies to ensure adequate coverage and high-quality placements. Develop creative sourcing strategies to attract and retain a diverse workforce. Employee Relations & Coaching Partner with bakery and department managers to proactively address employee relations issues, coach leaders, and ensure fair and consistent application of company policies. Conduct and document workplace investigations and recommend appropriate actions. Foster a positive, inclusive, and safe workplace culture that aligns with company values. Champion a positive culture by actively promoting recognition programs and ensuring leaders are delivering timely and sincere appreciation. Training & Development Identify training needs and coordinate programs to support employee growth and compliance requirements. Develop and conduct training as needed regarding a variety of HR processes and tools such as defining/documenting job functions/requirements, interviewing & selection, performance management, conflict resolution, managing positive employee relations, policies & procedures, etc. Benefits & HR Administration Administer employee benefits programs and serve as a resource for employee questions. Support annual open enrollment and benefits education efforts. Ensure compliance with federal, state, and local employment laws, California wage and hour requirements, and company policies. Manage all HRIS related activities, maintain department records, and ensure data/reporting accuracy, including accurate organizational charts, employee files, etc. HR Strategy & Projects Contribute to HR process improvement initiatives and company-wide projects. Participate in developing HR department goals, defining processes and metrics in support of goals, and effective implementation. Implement HR programs and policies to enhance engagement, retention, and organizational performance. Position Location: This is an on-site role based in Hayward, California, to support the bakery and company headquarters. Candidates must be located within a commutable distance to Hayward. Minimum Qualifications 5-7+ years of progressive HR experience, including generalist responsibilities in a manufacturing or similar environment. Strong working knowledge of employment laws (Federal and California), benefits administration, and employee relations best practices. Proven experience in full-cycle recruiting and working with staffing agencies. Strong interpersonal skills and ability to work effectively with teams, a diverse, multilingual workforce, cross functional partners and external vendor partners Excellent organizational, communication, and problem-solving skills. Strong process improvement mindset with ability to identify and implement changes. Demonstrated engaged and hands-on approach to understand the operations & needs/priorities of the facility, building excellent working relationships with management, supervisors, and employees. Depth of knowledge regarding employment laws, regulatory compliance, and HR best practices in areas such as compensation and benefits administration, workforce planning, recruiting and onboarding, training and development, performance management, etc. Highest levels of professionalism, confidentiality, judgement, and discretion. Education/Certifications Bachelor of Science of Bachelor of Arts in HR or related field preferred (or equivalent experience) HR Certification - PHR/SPHR or SHRM-CP/SCP - strongly preferred Personal Attributes Operates as a leader with a high level of professionalism Proactive self-starter; with sense of urgency to achieve results Quick study, flexible and willing to handle a fast paced, ever changing work environment Ability to operate in a team environment with a “can do” attitude Anticipates and plans for potential issues Strong problem-solving skills Other Duties Please note this job description is not designed to cover or contain a comprehensive listing of activities, duties or responsibilities that are required of the employee for this job. Duties, responsibilities and activities may change at any time with or without notice. Sugar Bowl Bakery continues to remain an Equal Opportunity Employer.

General information Job Title HR Manager Date Monday, September 15, 2025 Entity Unifi Aviation, LLC Posting City San Francisco Posting State California Exempt or Non-Exempt Position Exempt Salary Range Information Minimum Salary 110000 Maximum Salary 160000 Requirements and Description Unifi is the Nation's largest Aviation Services Provider, servicing over 180 locations and growing. We work directly with some of the world's largest and best airlines, servicing 400+ flights daily across the globe. As a valued member of the Unifi family, you will be working with an incredibly diverse, welcoming, and inclusive workforce, with limitless opportunities worldwide! The HR Manager effectively builds relationships, and serves as the liaison between leadership, employees, shared services, and human resources departments to design, execute, communicate, and monitor human resources initiatives and programs across business lines. ESSENTIAL FUNCTIONS/TASKS: Provides guidance and counseling to Unifi leadership in the areas of employee relations, performance management, coaching and counseling, learning and development, talent management, and succession planning. Builds strong partnerships between Human Resources and the business to foster a positive and fulfilling work environment. Maintains the strictest confidentiality in all work aspects and ensures continuing data integrity. Recommends employee relations practices necessary to establish a positive employer-employee relationship and promotes a high level of employee morale and motivation. Partners with leadership to design and execute strategies related to staffing, onboarding, talent development, and employee retention. Maintains in-depth knowledge of Federal and State Laws, and company policies and procedures which assists with reducing legal risks and ensuring regulatory compliance. Conducts investigations, documents findings, and makes recommendations for appropriate action. Proactively communicates with internal and external customers. Utilizes Human Resources metrics and business data to make informed business decisions. Responds to employee questions and resolves issues in a professional and timely manner. Coordinates with managers regarding requests for leaves of absence and administrative policies and procedures. Updates and maintains employee information in the HRIS system in a timely manner for assigned locations. Processes hourly personnel status change (address, pay, position, status, terminations, etc.) for assigned stations in a timely manner. Partners with Training Department to develop, schedule, and deliver leadership training. Other duties as assigned. QUALIFICATIONS/SKILLS/ABILITIES: Bachelor's Degree preferred or equivalent work experience. Four (4) to (6) years of Human Resources experience preferred. PHR/SHRM-CP certification preferred. Knowledge of HR Laws and regulations such as Wage and Hour, Title VII, OFCCP, EEO/AAP, FMLA, ADA, Worker's compensation, I-9, E-Verify, and DGS policies and procedures. Excellent computer skills with proficiency in word, excel, and HRIS systems. Strong oral and written communication skills. Ability to understand the business and industry, which will assist with developing, executing, and sustaining strategies. Ability to understand the Company Culture and act as a change agent to evolve the organization through Human Resources initiatives and systems. "Unifi is committed to equal opportunity employment regardless of race, color, ancestry, religion, sex, national origin, sexual orientation, age, citizenship, marital status, disability or veteran status."

Contract to hire - Human Resources Manager Pay range: $40-45/hour Hours of Work: Monday through Friday, typically from 06:00 to 3:00 PM or 7am- 3:30pm The Human Resources Manager role will provide a broad range of support including, but not limited to: payroll, benefits administration, recruitment/employment, onboarding, employee and labor relations, file management, policy administration, workers' compensation claim handling, safety program management, and day-to-day HR operations. Essential Functions Ensure all HR policies, procedures, and reporting requirements comply with Federal, State, and local laws/ordinances. Maintain knowledge of current applicable state and federal wage/hour laws affecting HR functions. Ensure completion and documentation of required training (EEO, safety, ethics & compliance). Recruit and interview candidates for open positions. Conduct new employee orientations and onboarding to foster a positive attitude toward company goals. Respond to benefit questions and assist employees with plan information. Manage employee relations and union-related matters. Respond to inquiries regarding policies, procedures, and programs. Manage the company's Safety Program, including monthly safety training and chairing the Safety Committee. Maintain written records of complaints and accidents; conduct investigations and root cause analysis. Maintain all employee personnel files, medical files, I-9s, ACA, etc. Approve timecards, process payroll, and reconcile payroll-related deductions and benefits. Schedule and track vacation, floating holidays, and sick leave. Manage employee leaves of absence; compile paperwork and meet with employees to explain rights and expectations. Handle reporting and management of workers' compensation claims. Prepare offboarding paperwork and conduct exit interviews. Complete various reports (OSHA 300, attendance, pension hours) and respond to government inquiries. Develop successful internal/external business partnerships (e.g., staffing agencies). Introduce new HR policies or revise existing ones to ensure compliance and best practices. Maintain Employee Handbook and ensure full implementation. Facilitate correspondence and inquiries with insurance companies. Perform other duties as assigned. Functional and Physical Requirements Excellent oral and written communication skills. Must be able to effectively read and speak English; Spanish proficiency preferred. Ability to work overtime and weekends when required. Positive, professional demeanor and strong team collaboration skills. Leadership and coaching abilities. Strong planning, organizing, and prioritization skills. Proficient in MS Office Suite and ADP WFN Strong organizational skills. Education, Training & Experience Bachelor's degree in Human Resources, Business Administration, or related field OR valid PHR/SPHR/aPHR/SHRM certification a plus Minimum 5 years' experience in a progressive HR role; manufacturing environment preferred. Knowledge of California employment and labor laws, including leaves of absence. Equal Opportunity Employer/Veterans/Disabled To read our Candidate Privacy Information Statement, which explains how we will use your information, please navigate to ******************************************* The Company will consider qualified applicants with arrest and conviction records in accordance with federal, state, and local laws and/or security clearance requirements, including, as applicable: • The California Fair Chance Act • Los Angeles City Fair Chance Ordinance • Los Angeles County Fair Chance Ordinance for Employers • San Francisco Fair Chance Ordinance Benefit offerings include medical, dental, vision, life insurance, short-term disability, additional voluntary benefits, EAP program, commuter benefits, and 401K plan. Our program provides employees the flexibility to choose the type of coverage that meets their individual needs. Available paid leave may include Paid Sick Leave, where required by law; any other paid leave required by Federal, State, or local law; and Holiday pay upon meeting eligibility criteria.

Title: Financial Operations & HR Manager Compensation: $100,000 - $130,000 About The Job: Lakeside HR Group has been engaged by our client, a rapidly growing food technology company, to recruit a Financial Operations & HR Manager. Our client is revolutionizing the food industry with innovative technology and a dynamic, mission-driven team. This is an exciting opportunity to join a fast-paced startup environment with significant growth potential. As the Financial Operations & HR Manager, you will play a critical role in overseeing financial operations and managing human resources functions. You'll ensure financial discipline and provide the support and structure needed for the team to thrive. Key responsibilities: Financial Management (60%) Develop and manage budgets for all departments, ensuring adherence to financial targets Provide financial analysis and forecasting to support business decisions Oversee consolidated financial reporting between U.S. and Korean entities Implement and maintain financial controls and compliance procedures Manage cash flow, accounts payable/receivable, and banking relationships Prepare financial statements and reports for management and investors Collaborate with external accountants and auditors Support fundraising activities with financial documentation and analysis Human Resources Management (40%) Oversee all HR functions including recruitment, onboarding, and retention Manage employee benefits programs and ensure compliance with relevant laws Handle personnel issues, including conflict resolution and performance management Develop and implement HR policies and procedures Maintain employee records and ensure regulatory compliance Foster a positive company culture aligned with values and mission Coordinate payroll processing and administration Required Skills: Bachelor's degree in Finance, Accounting, Business Administration, or related field 5+ years of experience in financial management, preferably in a startup environment Strong understanding of GAAP and financial reporting standards Excellent analytical skills with attention to detail Proven ability to develop and manage budgets Experience with financial software systems Strong communication and interpersonal skills Ability to handle confidential information with discretion and integrity Strong organizational and time management skills Preferred: Restaurant or food service industry experience Knowledge of international finance and multi-entity consolidation Familiarity with startup operations and venture capital financing Experience working with US and Asian business entities HR experience & certification (SHRM-CP, PHR, or equivalent) Benefits: Competitive salary and benefits package Hybrid work environment Significant growth opportunities Opportunity to help shape the future of a revolutionary food technology company About Lakeside HR Group: At Lakeside HR Group, we understand that finding the right job is essential for your career success. We are a boutique-style human resources consulting and recruiting firm dedicated to providing personalized, tailored solutions. When you partner with us, you are not just getting a recruiter; you are getting the entire Lakeside team working together to support your career goals. Partner with us at Lakeside HR Group, where we are more than just a recruiting firm; we are your partners in achieving your career aspirations.

At Telecare, we believe the strength of our organization sits in the hands of our leaders. We believe having a strong, capable, and motivated leadership team is of foundational importance to the organization's success. The Vice President, HR Operations is a strategic and operational leader responsible for overseeing HR Compliance, HRIS, and HR Data & Analytics across the organization. This role ensures that Telecare's HR operations infrastructure is compliant, data-driven, and technology-enabled, supporting enterprise-wide workforce strategies and driving operational excellence. The VP will lead the design and execution of scalable systems, programs, and policies that promote compliance with federal, state, and local regulations, optimize HR technology and process efficiency, and leverage workforce data and analytics to inform executive decision-making. Shifts Available:  Full-Time, Monday - Friday Expected starting wage range is $203,934.37 - $251,978.83. Telecare applies geographic differentials to its pay ranges.  The pay range assigned to this role will be based on the geographic location from which the role is performed.  Starting pay is commensurate with relevant experience above the minimum requirements. THE IDEAL CANDIDATE The ideal candidate for the VP HR Operations & Shared Services role is someone that is a strong complement to the Telecare culture and exhibits behaviors that demonstrate alignment with Telecare's values. The ideal candidate is someone who has a successful track record of ensuring HR operations infrastructure is compliant, data-driven, and technology-enabled, supporting enterprise-wide workforce strategies and driving operational excellence. We define operational excellence in 4 key areas: - Clinical Quality and Risk Management Excellence. First and foremost, the care we provide to those we serve is paramount. Demonstrating consistency in care by ensuring staff are well trained, prepared for their work, able to deliver excellent care and respond to the needs of our clients that maximizes clinical outcomes while reducing adverse events within the programs. - Workforce Engagement. Having a workforce that is highly engaged translates into the quality-of-care Telecare is able to provide its clients. Being able to maintain low turnover and have staff that stay and grow with the organization are key measures of success. - Customer Satisfaction. Our customers are important. The VP HR Operations & Shared Services needs to be able to regularly interact with customers and ensure awareness of Telecare's commitment to delivering high quality care and minimizing unintended outcomes. - Financial Security. Knowing how to successfully operate within a budget and drive fiscal responsibility through the organization is vitally important to the organization's success. COMPETENCIES FOR THE IDEAL CANDIDATE The ideal leader for Telecare is someone that has a high level of self-awareness, seeks, and integrates feedback from others and is able to reflect on matters that impact those around them. They know how and when to collaborate, are skilled at navigating complex situations and able to develop the talent and build the team around them to be able to do the same. The ideal candidate will be someone who is passionate and committed to the vision and purpose of Telecare and is able to lead the organization, guided by our values and will bring the following competencies: Proven strategic human resource business partner, with an excellent sense of operations, as well as commercial activities and an appreciation for the interplay between the two Ability to prepare and communicate clear and compelling messages to senior leadership Strong analytical and reasoning abilities Executive presence and excellent interpersonal, oral and written and communication skills Proven ability to recruit, train, and motivate employees in order to balance staffing strength and develop future leaders Ability to establish credibility and be decisive but able to recognize and support the organization's preferences and priorities Results oriented with the ability to balance other business considerations POSITION SUMMARY This role will assist in the planning and development of the appropriate organizational design, architecture and support systems to enhance ongoing compliance improvements and implementation of the HR Service Delivery model. He or she will serve as a thought leader and partner in advancing high performing organizational effectiveness. Additionally, the vice president will also focus on leading overall operational excellence of the compliance, Data Analytics and HRIS COEs as well as the HR centralized support services. This includes developing end to end processes that support satisfying associate experience in the areas of engagement, on-boarding, benefits, use of AI, time management and human resources reporting. They will also be responsible for implementing regular use of lean, continuous improvement process improvement discussions within the Human Resources function to identify workflow, process and opportunities for technology to enable improvement and standardization The Vice President partners closely with HR leadership, Operations, Finance, IT, and Legal to ensure HR operational strategies align with Telecare's mission, values, and business objectives. QUALIFICATIONS Required: Fifteen (15) years Human Resources management experience; with a minimum five (5) years managing people Five (5) years managing teams and supporting corporate clients at the Executive level. Demonstrated experience in running an HR service organization utilizing continuous improvement best practices Bachelor's degree in human resources or related field, Master's degree preferred Broad understanding of the technical and functional components of human resources, including: talent acquisition, talent management, organizational design/development, succession planning, leadership development, compensation; compliance; planning; employee communications; training and development and employee relations Extensive experience implementing and optimizing HRIS/ERP systems and workforce analytics platforms (e.g., Tableau, Qlik), integrating data insights to enhance reporting, talent management, and strategic workforce planning Demonstrated expertise in leveraging analytics, artificial intelligence (AI), and workforce data to shape talent strategies, identify organizational trends, and drive evidence-based decision-making. Proven experience in data wrangling, exploratory data analysis, and the application of advanced analytics and cloud-based technologies (e.g., AWS, Azure, Google Cloud) to build scalable people analytics frameworks, automate HR processes, and ensure data accuracy and governance. Strong command of Microsoft Office products: PowerPoint; Excel, Word A self-starter with high energy level. Proactive, dynamic, making things "happen." Strong strategic thinker and general manager mindset; capable of translating business objectives into tactical action plans and milestones An intelligent, decisive, self-confident and results-oriented individual who possesses a combination of mental flexibility, creativity, analytical ability and sound judgment. Outstanding interpersonal skills and be able to work across functional areas within a company culture that is high performance, self-directing and collegial Ability to build relationships with superiors, peers and subordinates across a large and complex organization Able to lead, energize, and influence a wide spectrum of people to achieve exceptional performance Entrepreneurial spirit, with a hands-on, roll-up-the-sleeves mentality and a structured and pragmatic approach An effective collaborator and relationship builder, able to get results through influencing versus demanding by authority of position; a sought-after advisor Able to facilitate and encourage objective analyses of alternative points of view and be able to articulate the strengths and weaknesses of various business options in order to reach an informed decision Ability and willingness to travel up to 30% Must be at least 18 years of age All opportunities at Telecare are contingent upon successful completion and receipt of acceptable results of the applicable post-offer physical examination, 2-step PPD test for tuberculosis, acceptable criminal background clearances, excluded party sanctions, and degree or license verification. If the position requires driving, a valid driver's license, a motor vehicle clearance, and proof of auto insurance is required at time of employment and must be maintained throughout employment. Additional regulatory, contractual, or local requirements may apply Preferred: SHRM-SCP, SPHR, or certifications in HR technology/analytics ESSENTIAL FUNCTIONS HR Compliance and Operations Develops, implements, and maintains a comprehensive compliance program that encompasses medical, dental, and administrative operations. Creates and updates preventive controls, including policies and training, to ensure compliance with all applicable laws, regulations, and industry best practices, including Anti-Kickback Statute, False Claims Act, HIPAA, Stark Law, and other relevant regulations. Conducts annual risk assessments to identify potential areas of compliance gaps and risk. Develops and implement mitigation strategies to address identified risks. Monitors changes in laws and regulations and ensure the company adapts its compliance program accordingly. Develops and implements a monitoring program that is measurable and data-driven, promoting compliance with key regulatory policies and procedures spanning over a thousand provider offices. Establishes and enhances strong detective controls that will not unduly burden our ability to provide quality care to patients. Employee / Labor Relations / Compliance Ensures compliance with federal & local employment law Complies with all corporate and local policies including Ethics & Compliance Programs Assures accurate record keeping and timely local plan administration Works with corporate compliance team to ensure employee data and records are accurately maintained. Liaison with Telecare Employment Counsel Advises on relevant compliance matters Data Analytics Lead the successful implementation and optimization of the HR ERP system, ensuring alignment with business objectives through development of efficient back-office processes, data integration, and enhanced employee self-service tools that improve user experience and operational effectiveness. Provides data analytics to support the effectiveness of Power BI and a central SQL database within HR Acts as the data visualization and reporting SME using PowerBI, Qlik, Qualtrics and other management systems Provides analytical support on cross functional key projects, such as systems upgrade of Top/UKG, monthly engagement pulse survey, creation of standard work, and confidential projects Proactively partners with talent management and talent acquisition leadership to propose and execute special projects to improve workforce planning and diversity & inclusion HR Leadership/Continuous Improvement Demonstrates the Telecare mission, purpose, values and beliefs in everyday language and contact with the internal and external stakeholders Partners with senior management to identify and address the critical needs of the business and achieve goals that support a long-range people strategy Supports enterprise HR initiatives designed to build a compliant, competitive and cost-effective HR infrastructure Serves as a trusted advisor to executives and the Board Drives integration across Compliance, HRIS, and Data Analytics functions to deliver consistent and efficient HR services Engagement Partners with business leaders on initiatives that engage employees and promote retention of key talent Fosters constructive associate relationships across the operations organization; Understands employee needs and facilitate effective communication channels between leaders and employees Sponsors and drives events and programs designed to increase employee engagement Consults with and advise business managers on disciplinary process and risk assessment on employee relations and performance related issues People Leadership Builds and leads high-performing teams, embedding a culture of compliance, equity, and continuous improvement Champion Telecare's values, ensuring HR operations reinforce a culture of equity, inclusion, and compliance Makes use of management practices that include empowerment of staff, the provision of clear and concise expectations regarding duties assigned employees, frequent feedback focusing on both positive and problematic aspects of work performance and other management practices Promotes and maintains professional and effective relationships and communications within the department and with other departments Duties and responsibilities may be added, deleted and/or changed at the discretion of management. SKILLS Excellent verbal and written communication Attention to detail Critical thinking to aid decision making Flexibility and ability to adapt Commitment to development PHYSICAL DEMANDS The physical demands here are representative of those that must be met by an employee to successfully perform the essential functions of this job. The employee is occasionally required to walk, stand, bend, squat, kneel, twist, reach, lift and carry items weighing 25 pounds or less and do simple grasping, as well as frequently sit and occasionally drive. Visual requirements include computers and books exposure. EOE AA M/F/V/Disability

Achieving our goals starts with supporting yours. Grow your career, access top-tier health and wellness benefits, build lasting connections with your team and our customers, and travel the world using our extensive route network. Come join us to create what's next. Let's define tomorrow, together. **Description** At United, we fly into airports around the entire world. And we need a whole team of people to keep things running in tip-top shape! From the exceptional service at the check-in counter to the departure gate, and even behind the scenes making sure your checked bags arrive with you, our Airport Operations team keeps operations at our airports running smoothly every single day. **Job overview and responsibilities** The Manager - Operations Control serves as the primary management control oversight of gate planning, daily schedule integrity, and flight process activities, all while ensuring local station requirements are met and United's core4 principles are upheld. Operations Control Managers must be able to function interchangeably as planners overseeing the hub gating plan and as flight process overseers / problem solvers within a given area of responsibility (a pod of approximately 10-20 gates). + Responsible for preplanning prior to shifts/banks and ensuring readiness for gates, crews, maintenance, WX/ATC, and staffing Monitor flight activities within pod (including pre-arrival, arrival, ground-servicing, and departure activities) for exceptions and process failures with a given area of responsibility and engage with other team members as needed to resolve operational challenges + Create hub gating plans that meet operational, customer, and employee needs and adapt them as needed to dynamic changes in the operational environment + Maintain thorough situational awareness about any events that may impact gating and parking plans + Make tactical decisions as needed and escalate significant operational challenges to the SOC shift manager + Provide consistent, ongoing strategic gate planning communication and operational updates with all departments, service partners and external agencies + Primary liaison with NOC Dispatch and Ops Managers regarding real time updates to the hub schedule and notable flight-level events + Work with all stakeholders to ensure accurate flight following (FLIFO) information is maintained + Responsible for supporting the station safety culture through strategic communication and engagement + Responsible for coordinating analysis and communication of field conditions during irregular operations + Responsible for partnering with local station and Network Planning in developing future flight schedules **Qualifications** **What's needed to succeed (Minimum Qualifications):** + Bachelor's degree or 4 years of relevant work experience + 2+ years of airline management experience + Proven track record for decisive action backed by strategic planning, continuous improvement, analytical thinking, goal-directed leadership and service-oriented performance + Ability to lead peers and other leaders utilizing a philosophy focused on Safety, Caring, Dependability and Efficiency to reach best outcomes for the airline + Proven track record for decisive action backed by strategic planning, continuous improvement, analytical thinking, goal-directed leadership and service-oriented performance + Able to consistently manage both controlled and uncontrolled environments while making informed strategic and tactical decisions + Strong interest and desire to develop training skills and knowledge + Excellent communication and interpersonal skills, with the ability to engage and connect with diverse learners + Organized and detail-oriented, with the ability to manage multiple tasks and priorities + Must be legally authorized to work in the United States for any employer without sponsorship + Successful completion of interview required to meet job qualification + Reliable, punctual attendance is an essential function of the position **What will help you propel from the pack (Preferred Qualifications):** + Bachelor's degree + Extensive knowledge of operations, management and logistics + 1+ years of leadership experience with projects + Experience in schedule design and schedule planning + Experience working with operational programs such as Inform Real Time Stands, Unimatic, IOM, and similar programs + Project management + Excellent written and oral communication skills + Ability to conform to shifting priorities, demands and timelines through analytical and problem-solving capabilities The base pay range for this role is $75,211.20 to $91,924.80. The base salary range/hourly rate listed is dependent on job-related, factors such as experience, education, and skills. This position is also eligible for bonus and/or long-term incentive compensation awards. You may be eligible for the following competitive benefits: medical, dental, vision, life, accident & disability, parental leave, employee assistance program, commuter, paid holidays, paid time off, 401(k) and flight privileges. United Airlines is an equal opportunity employer. United Airlines recruits, employs, trains, compensates and promotes regardless of race, religion, color, national origin, gender identity, sexual orientation, physical ability, age, veteran status and other protected status as required by applicable law. Equal Opportunity Employer - Minorities/Women/Veterans/Disabled/LGBT. We will ensure that individuals with disabilities are provided reasonable accommodation to participate in the job application or interview process, to perform crucial job functions. Please contact JobAccommodations@united.com to request accommodation.

Job DescriptionThe Staff VP Human Resources for Technology is responsible for HR human capital strategy that will drive the business to meet its goals within Anthem's Technology and Digital teams. The role supports our Chief Information Officer and Chief Digital Officer and has overall responsibility for the people aspects of these two teams, and partners with HR stakeholders to create tailored talent strategies that enable the success of these teams. The primary duties may include, but are not limited to: Work closely with the business to evaluate and develop end to end human capital strategies and ensure proper integration and alignment to HR strategic goals. Partner with business leadership in succession planning, leadership development/deployment and larger scale transformations in talent, both short term and medium term. Provide insightful data to guide decision making and offer proactive solutions, solving problems and getting to the root cause and resolve issues. Consult with leadership to create comprehensive people plans to influence lasting and sustainable efficiencies. Provide decision support for business unit leaders and senior management teams operational and business goals. Provide visible sponsorship and guidance for major change initiatives. Hire, trains, coaches, counsels and evaluates performance of direct reports. PROFESSIONAL EXPERIENCE/EDUCATION: Requires a strategic thinker with the ability to develop and execute logical analysis to drive toward key decisions Senior level HR operations and leadership experience Acquisition and integration experience preferred 15+ years of progressive experience with significant large-scale project management, strategic planning and/or consulting in the health care industry or related large scale industry; or any combination of education and experience, which would provide an equivalent background Demonstrated analytical skills, sense of curiosity, and effective problem solving Ability to work through ambiguity, putting structure and “glide path” to broad enterprise initiatives Proficiency evaluating market trends and building actionable strategy Exceptional oral, written, and interpersonal communication, persuasion and negotiation skills required. Must be able to work across all levels of the company spanning from Board/CEO/Senior team leadership to front line-level audiences All qualified applicants will receive consideration for employment without regard to race, color, sex, sexual orientation, gender identity or expression, religion, national origin or ancestry, age, disability, marital status, pregnancy, protected veteran status, protected genetic information, political affiliation, or any other characteristics protected by local laws, regulations, or ordinances. We may use artificial intelligence (AI) tools to support parts of the hiring process, such as reviewing applications, analyzing resumes, or assessing responses. These tools assist our recruitment team but do not replace human judgment. Final hiring decisions are ultimately made by humans. If you would like more information about how your data is processed, please contact us.

Rezolute is a late-stage rare disease company focused on significantly improving outcomes for individuals with hypoglycemia caused by hyperinsulinism (HI). Our antibody therapy, RZ358 (ersodetug), is designed to treat all forms of HI and has shown substantial benefit in clinical trials and real-world use for the treatment of congenital hyperinsulinism (cHI) and tumor hyperinsulinism (tumor HI). We are seeking a Director, Human Resources will lead and execute key people strategies while serving as a trusted advisor and business partner to senior leaders within the organization. This role blends strategic HR business partnering with core HR responsibilities to drive a high-performance culture, employee engagement, and talent development. The ideal candidate will be an influential leader who can operate at both the strategic and operational levels. Key ResponsibilitiesStrategic HR Business Partnering Serve as a strategic advisor to functional leaders, aligning HR initiatives with business goals. Partner closely with leadership to drive organizational effectiveness, talent strategy, workforce planning, and change management efforts. Guide leaders in performance management, coaching, succession planning, and employee relations matters. Employee Engagement & Culture Lead initiatives to build and sustain a positive, inclusive, and high-performance culture. Develop and implement employee engagement surveys and action plans. Promote programs that foster recognition, morale, and employee satisfaction. Employee Development, Reviews & Goal Setting Oversee the performance management cycle, including goal setting, feedback, and reviews. Partner with managers to build development plans and career pathing for employees. Support leadership in identifying high-potential talent and addressing development gaps. Compensation & Total Rewards Collaborate with leadership and external partners to manage compensation structures and total rewards programs. Provide guidance on salary benchmarking, merit cycles, promotions, and incentive programs. Ensure pay equity, transparency, and alignment with business objectives. Training, Development & Compliance Design and manage compliance and skills-based training programs across the organization. Ensure compliance with federal, state, and local employment laws, including training requirements. Lead onboarding and orientation processes to ensure a consistent and engaging new hire experience. Policy Development & HR Operations Maintain and update employee handbooks, HR policies, and standard operating procedures. Ensure consistency and compliance across all HR practices and employee relations. Partner with legal and compliance teams as needed to ensure best practices. Other Human Resource Responsibilities Collaborate closely with Talent Acquisition to drive headcount planning and deliver a best-in-class candidate and onboarding experience as the company scales. Support integration of new functions and capabilities (e.g., Commercial, Medical Affairs, Market Access) and associated change management initiatives. Provide day-to-day HR support to managers and employees, resolving employee relations issues with a proactive and empathetic approach. Use data and metrics to assess organizational health and drive continuous improvement in employee experience and engagement Qualifications Bachelor's degree in Human Resources, Business Administration, or related field; Master's degree or HR certification (e.g., SHRM-SCP, SPHR) preferred. 10+ years of progressive HR experience, including 3+ years at a Director or senior HRBP level. Demonstrated success in a fast-paced, growing company (biotech/pharma industry preferred). Strong knowledge of U.S. employment laws and HR compliance. Proven ability to influence, coach, and build relationships with leaders at all levels. Excellent communication, organizational, and problem-solving skills. Comfortable working in both strategic and hands-on capacities. Rezolute (RZLT) currently anticipates the base salary for the Director of Human Resources role could range from $220,000 to $245,000 and will depend, in part, on the successful candidate's geographical location and their qualifications for the role, including education and experience. This position will also be eligible for an annual performance bonus in accordance with the terms of the applicable plan (depending, in part, on company and individual performance and at the Company's discretion on an individual basis). The compensation described above is subject to change and could be higher or lower than the range described based on current market survey data and the qualifications, education, experience and geographical location of the selected candidate. Rezolute offers competitive compensation, stock options and a rich benefits package. Qualifying employees are eligible to participate in benefit programs such as: - Health Insurance (Medical / Dental / Vision)- Disability, Life & Long-Term Care Insurance- Holiday Pay- Tracking Free Vacation Program- 401(k) Plan Match- Educational Assistance Benefit- Fitness Center Reimbursement We are an Equal Opportunity Employer and do not discriminate against applicants due to race, ethnicity, gender, veteran status, or on the basis of disability or any other federal, state or local protected class. We may use artificial intelligence (AI) tools to support parts of the hiring process, such as reviewing applications, analyzing resumes, or assessing responses. These tools assist our recruitment team but do not replace human judgment. Final hiring decisions are ultimately made by humans. If you would like more information about how your data is processed, please contact us.

About Us Hippocratic AI has developed the only safe, safety-focused Large Language Model (LLM) for healthcare, resulting in the only autonomous patient-facing clinical agents in the industry. We are delivering abundance for the first time in healthcare by bringing deep clinical expertise to every human. No other technology has the potential to have this level of global impact on health. Come join the most capitalized healthcare AI company with the most deployed customers and the broadest platform of applications. Our highly mission-oriented team, coupled with innovative partners like the Cleveland Clinic, Baylor Scott & White, Northwestern, Wellspan, HCA, and Oschner, is building the most transformative company in healthcare in history. Why Join Our Team Reinvent healthcare with AI that puts safety first. We're building the world's first healthcare-only, safety-focused LLM - a breakthrough platform designed to transform patient outcomes at a global scale. This is category creation. Work with the people shaping the future. Hippocratic AI was co-founded by CEO Munjal Shah and a team of physicians, hospital leaders, AI pioneers, and researchers from institutions like El Camino Health, Johns Hopkins, Washington University in St. Louis, Stanford, Google, Meta, Microsoft, and NVIDIA. Backed by the world's leading healthcare and AI investors. We recently raised a $126M Series C at a $3.5B valuation, led by Avenir Growth, bringing total funding to $404M with participation from CapitalG, General Catalyst, a16z, Kleiner Perkins, Premji Invest, UHS, Cincinnati Children's, WellSpan Health, John Doerr, Rick Klausner, and others. Build alongside the best in healthcare and AI. Join experts who've spent their careers improving care, advancing science, and building world-changing technologies - ensuring our platform is powerful, trusted, and truly transformative About the Role At Hippocratic AI, we move fast, operate with intention, and hold an incredibly high bar for excellence. As our Director of HR Operations, you will be the heartbeat of the People engine. You will architect the systems, policies, programs, and processes that ensure the company scales rapidly without compromising on culture, trust, compliance, or mission. You will act as a critical bridge between the executive team and the broader workforce, responsible for turning people-strategy into actionable, repeatable, and scalable operations. This is a role for someone who loves the craft of People Operations. You are energized by building from scratch, thrive when the stakes are high, and bring calm, precision, and sound judgment to complexity. You combine hands-on execution with strategic leadership, and you see operational rigor as the foundation of an exceptional employee experience. If you want to shape the HR infrastructure of a hypergrowth, mission-driven organization-and care deeply about trust, clarity, and operational excellence-this is the place for you. What You'll Do HR Operations & Systems Ownership Fully own and administer the People tech stack (e.g., HRIS such as Rippling), ensuring workflows, automations, integrations, data integrity, and reporting are reliable and scalable. Design processes that feel intuitive, reduce friction, and give every employee confidence that things “just work.” Manage the full employee lifecycle: onboarding, internal transitions, performance changes, promotions, and offboarding. Maintain confidential employee records and ensure data accuracy and compliance for reporting and audits. Supervise and mentor any HR or People Ops staff - providing leadership, coaching, and development for the HR team. Your work will help reinforce a culture of clarity, organization, and operational excellence across the entire company. Compliance, Policies & Risk Management Ensure organizational compliance with all relevant federal, state, and local labor laws, regulations, and employment standards - particularly critical as the company grows and operates across states. Own the employee handbook, develop and maintain HR policies and procedures. Update policies as laws change or the company's needs evolve. Oversee regulatory filings, audits, and HR-related reporting requirements. Total Rewards Operations Manage benefits administration, compensation workflows, payroll coordination, and rewards programs. Ensure accuracy, consistency, and confidentiality to build trust across the organization. Use market data and internal analytics to design competitive compensation and benefits plans. Employee Experience & Support Serve as a trusted, empathetic point of contact for employees - mediating disputes, supporting performance management, advising on disciplinary actions, and fostering an environment of fairness and openness. Build self-service resources, documentation, and tools so employees feel empowered and supported. Strategic People Operations & Scaling Collaborate with Finance on headcount planning, budgets, compensation, and growth forecasting. Work with leadership to align People strategy with business goals, growth trajectories, and scaling plans. Spot bottlenecks early, propose solutions, and introduce automations that let us scale fast while staying aligned to our core values. Your work will directly influence how we grow, how we collaborate, and how we maintain a high-performance culture during hypergrowth. Reporting, Data & Analytics Maintain accurate HR reporting (headcount, turnover, compensation, benefits, compliance metrics, demographics, trends). Leverage data analytics to inform strategy, detect potential issues (e.g., turnover risk, engagement gaps), and drive continuous improvement in People operations. What You Bring Must Have: 7+ years in People/HR Operations with at least 2+ years in leadership roles, with meaningful experience in fast-paced, high-growth startups Bachelor's degree in Human Resources, Business Administration, or a related field (advanced degree preferred). Experience in regulated industries (healthcare, AI, biotech, fintech) Deep functional knowledge across HR sub-functions: HR operations, total rewards, performance & talent management, compliance, HRIS, employee relations. Strong expertise with HRIS/People systems, especially Rippling - ability to design workflows, manage integrations, handle automations, and maintain data integrity. A deeply hands-on approach-you love rolling up your sleeves and building clean, reliable processes Strong foundation in multi-state employment (including hourly workforce), labor laws, and regulatory compliance Demonstrated ability to build scalable People Ops infrastructure in environments that change weekly High EQ and impeccable judgment-trusted with sensitive information and complex situations Analytical mindset with strength in data, reporting, accuracy, and quality A calm, steady presence under pressure and change Onsite availability in Palo Alto, 5 days/week A passion for creating a positive culture through operational excellence Nice to Have: Experience partnering closely with Finance on headcount, compensation, and planning Experience with global expansion or international HR operations Background in companies scaling from early-stage (Series C and beyond) through hypergrowth Join us and help build the future of safe, life-changing AI in healthcare. There's never been a more exciting moment to make an impact. ***Be aware of recruitment scams impersonating Hippocratic AI. All recruiting communication will come from @ hippocraticai.com email addresses. We will never request payment or sensitive personal information during the hiring process. If anything appears suspicious, stop engaging immediately and report the incident.

San Francisco Hotel Amidst the breathtaking views that can be found in any corner of the city, San Francisco has something for everyone. You will find a vibrant culture full of art, historical landmarks, museums, world-class restaurants (including a few gourmet food trucks), music festivals, community fairs and championship-caliber sports teams. In just seven square miles, this coastal city packs in a lot and right in the hustle and bustle of it all is the four-star Omni San Francisco Hotel; an ideal destination for guests and associates alike. The associates at the Omni San Francisco Hotel establish challenging and motivating careers as they receive training and mentoring from a hotel that consistently holds rank at the top of guest service scores. With low turnover, a familial setting and a commitment to development evidenced by its internal promotion rate, the Omni San Francisco Hotel is the perfect place to jumpstart your career. If you seek empowerment, recognition and a diligence to provide superior service, the Omni San Francisco Hotel could be everything you have been looking for. Job Description This position will direct all areas of Human Resources for the Four Diamond-rated Omni San Francisco Hotel is in the heart of downtown. The Director of Human Resources is responsible for overseeing all aspects of the hotel's human capital management, ensuring the recruitment, development, and retention of a skilled and motivated workforce. This position plays a pivotal role in fostering a positive and inclusive work culture while ensuring compliance with employment laws and regulations. Responsibilities Culture Reinforce Omni culture by attending property and department pre-shifts, GEM and ATGT meetings on a rotation basis. Engage with associates by walking around the property several times a day. Drive a strong Omni culture by planning and executing associate events. Promote engagement surveys and ensure participation from our associates. Conduct feedback sessions and implementation of action plans. Ensure the hotel implements effective recognition programs that reward our associates for their hard work and performance. Employee Relations Foster a positive work environment that promotes employee engagement and morale. Provide counsel and assistance to management in regard to associate relations, supervision and administration ensuring coaching is objective, fair and effective. Address associate concerns and ensure fair and consistent application of policies and procedures. Recruitment Collaborate with hiring managers to identify staffing needs and develop a strategic recruitment plan for both management and hourly positions. Attend off-property recruitment events/job fairs. Partner with Shared Services for fulfilling roles and coordinating on-property job fairs. Actively engage in community activities including volunteerism. Form relationships with third party staffing agencies/organizations that assist candidates in finding employment. Administrative Administers compensation policies and programs. Conduct local wage/salary surveys and review/adjust as needed. Monitor wage increases and adjustments. Support Shared Services and act as on-property liaison for benefits and recruitment. Participate in the Hotel's budgeting process, ensuring all associate-related items and labor costs are appropriately budgeted and the department's expenses are in line with expectations. Compliance Ensure compliance with all federal, state, and local employment laws and regulations. Stay abreast of all federal and state laws and keep management advised of changes. Implement changes as needed. Partner with Corporate Director of Labor to respond to EEOC Charges and other government charges. Ensure quarterly self-audits are conducted for Internal Audit and HR Assessment. Partner with Loss Prevention/Corporate Risk to ensure proper handling of worker's compensation incidents/accidents and partner with monthly safety meetings. Maintain accurate and up-to-date employee records, including personnel files, payroll records, and benefits information. Learning & Development Coordinate and/or lead Orientation for new hires to familiarize them with hotel policies, procedures, and standards. Implementation of Omni's hourly training programs and management development programs to include Power of Engagement and Manager orientation. Build the talent bench through continuous and engaged/strategic succession planning. Identify development opportunities for Associates and implement plans to build soft skills of leaders through performance evaluations and feedback mechanisms. Stategic Leadership Develop and implement HR strategies aligned with the hotel's and Omni's overall goals. Act as a key member of the executive committee and serve as a trusted advisor to the General Manager on human capital issues. Qualifications Four or more years of experience as an HR Director or in a similar role within the Hotel/Resort industry. Union experience preferred. Extensive knowledge in Employee Relations, including conducting investigations, crafting responses to government agencies, and managing grievances. Demonstrated ability in leadership fostering employee development, fostering teamwork across departments, and delivering outstanding customer service. Service-oriented and detail-focused with a friendly, approachable demeanor and strong problem solving abilities. Proficient in computer skills, including Microsoft Office and Windows. A bachelor's degree is preferred but not mandatory; equivalent experience will be considered. PHR Certification preferred. Must be able to work a flexible schedule including nights, weekends and holidays. Pay Scale - $130,000.00 - $165,000.00. The pay scale provided is a range that Omni Hotels & Resorts reasonably expects to pay. Actual compensation offered may fluctuate based on a candidate's qualifications and/or experience. Pursuant to the San Francisco Fair Chance Ordinance, we will consider for employment qualified applicants with arrest and conviction records. Omni Hotels & Resorts is an equal opportunity employer - vets/disability. The EEO is the Law poster and its supplement are available using the following links: EEOC is the Law Poster and the following link is the OFCCP's Pay Transparency Nondiscrimination policy statement If you are interested in applying for employment with Omni Hotels & Resorts and need special assistance to apply for a posted position, please send an email to applicationassistance@omnihotels.com . Omni Hotels & Resorts does not discriminate on the basis of any protected category with respect to the payment of wages.

Are you ready to make an impact? At WIND, you will get the opportunity to participate in building and shaping our operations from scratch. You will be part of a rapidly growing, global startup that will reshape urban mobility. WIND was founded to revolutionize shared mobility and backed and well-funded by international investors. We offer convenient, inexpensive and quick access to short distance transportation in urban areas in a variety of countries in Europe and the US - putting a strong focus on user-friendliness and safety of our users. With our ecofriendly and healthy product, we aim to make cities a better place, by reducing traffic, carbon dioxide emission and noise - while creating a profitable business. Working at WIND means being a member of a highly motivated and passionate team at a global company with a sustainable culture. Be part of this! You want to: Build up the entire company team Provide strategic and general HR support including full cycle recruiting, employee on boarding and off boarding, organizational development, compensation and benefits/rewards, and employee relations, etc. Design and implement performance review process and incentives Manage employee immigration matters and comply with government regulations establish and live our culture of a fun and productive work environment train, develop and supervise our teams to make the numbers go through the roof even more You: are a problem solver with hands-on mentality like to build things from the scratch 3 + years experience in HR, experience in logistics or tech industry preferred are a persuasive and entrepreneurial personality with passion for startups and challenges are extremely well organized, 100% accountable and have phenomenal communication skills are highly motivated, driven and proactive in looking above and beyond We offer: a high level of responsibility from the very first day a highly motivated and skilled team of top performers to become part of a fast-growing technology company a competitive salary If this is your job, please apply to: **************

Job Description The Director of Employee Experience provides strategic leadership and direct oversight of Human Resources and payroll administration, focusing on creating an exceptional employee experience across the organization. This role combines strategic vision with hands-on execution, driving both people-focused initiatives and operational excellence. The position is responsible for developing and implementing effective HR strategies while ensuring accurate and compliant payroll processing. Reporting to the CFO, this role partners with leadership to support a people-centered culture and operational objectives through excellence in HR service delivery, administrative efficiency, and employee engagement. Essential Job Functions Strategic Leadership & Team Growth Partner with senior leadership to define and execute the Employee Experience strategy in alignment with organizational objectives Advise executives on culture, employee engagement, performance optimization, and change management Lead cultural transformation initiatives that reinforce core values and address organizational challenges Foster an environment of continuous learning and professional growth across administrative teams Culture & Employee Engagement Champion a culture of inclusion, respect, and professional growth, ensuring all employees feel valued, heard, and empowered Design and implement employee engagement initiatives and recognition programs Support leadership in addressing cultural challenges within their teams Human Resources Leadership Develop and execute HR strategies that support organizational goals, enhance employee engagement, and foster a positive workplace culture Contribute to the design of core HR operations, including recruitment, onboarding, benefits administration, performance management, and training programs Create, update, and enforce HR policies and procedures in compliance with employment and labor laws, and organizational objectives Ensure compliance with all relevant employment and labor laws and best practices Team Leadership Directly supervise HR Manager and provide guidance, mentorship, and professional development Build and maintain a high-performing HR team capable of delivering excellent service HR Analytics & Reporting Prepare and analyze HR metrics and reports to inform decision-making and identify trends Track key indicators including turnover, time-to-fill, training completion, and employee satisfaction Support data-driven improvements to HR programs and processes Employee Relations Manage employee relations issues, workplace conflict resolution, and disciplinary processes Promote a respectful, inclusive work environment and serve as a trusted resource for employee concerns Conduct workplace investigations as needed and recommend appropriate actions Performance Management & Professional Development Foster an environment of continuous learning and professional growth across administrative teams Oversee training and professional development programs Support managers in performance management, coaching, and employee development Identify skill gaps and create development opportunities for employees Support succession planning and career pathing initiatives Payroll Administration Oversee all aspects of payroll processing, ensuring accurate and timely compensation Ensure compliance with federal, state, and local regulations and CBA contractual requirements Resolve payroll-related issues and discrepancies promptly and professionally Supervise payroll team and ensure effective operations Collaborate with Accounting and Finance to support budgeting, auditing, and reporting related to payroll expenses Required Knowledge, Skills, and Abilities Education & Experience Bachelor's degree in Human Resources, Organizational Development, or related field required 10 years of progressive HR experience, with at least 5 years in a director/leadership role Certification in SHRM or HRCI, a plus Experience with payroll administration and state employment regulations Proven track record of implementing HR programs and improving HR processes Experience with budget oversight and strategic planning processes preferred Critical Experience Requirements Proven experience in organizational development and implementing strategic change management initiatives A track record of training and developing managers to increase operational efficiency and productivity Demonstrated ability to build and foster positive workplace environments that drive employee engagement Experience mentoring and developing HR managers and teams Strong understanding of California payroll regulations and compliance requirements Substantial experience working with union employee populations and navigating collective bargaining environments Technical Skills Experience with HRIS systems, payroll software, and data analytics preferred Strong knowledge of employment law, HR best practices, and compliance requirements Excellent project management and organizational skills Leadership & Interpersonal Skills Strong business acumen with the ability to align HR strategy with business objectives Skilled in conflict resolution, mediation, and difficult conversations High emotional intelligence and cultural sensitivity Proven ability to build trust and credibility with employees at all levels Excellent written and verbal communication Competencies & Expectations Change Leadership: Drives systematic change that improves effectiveness, culture, and performance HR Expertise: Deep knowledge of HR practices, employment law, and people management Operational Excellence: Ensures efficient, accurate, and compliant HR and payroll operations Employee Advocacy: Balances business needs with fair, equitable treatment of employees Relationship Building: Develops strong partnerships with managers and earns employee trust Clear Communication: Delivers consistent, transparent, and timely information Problem Solving: Addresses complex employee relations issues with sound judgment Team Leadership: Builds and develops high-performing HR and payroll teams Adaptability: Responds effectively to changing business needs and priorities Confidentiality: Maintains highest standards of discretion with sensitive information Collaboration: Works effectively across departments to achieve shared goals Ethical Integrity: Upholds fairness, honesty, and professionalism in all actions Working Conditions Prolonged periods of sitting at a desk and working on a computer Occasional walking through facilities and administrative offices Ability to occasionally lift up to 15 pounds This role requires strong presence, both in person and virtually, to guide teams, implement systems, and promote cultural alignment Hybrid work arrangement available Salary $185-$225K base + 20% yearly bonus + 401k + Insurance + PTO + Vacation + sick days.

Hello, We have the following job opening. This is an extremely urgent position with immediate interview and start. Please respond ASAP if interested. PeopleSoft Functional Core HR/WFA Consultant Duration: 12 months Required Skills: 5+ years of hands of experience as PeopleSoft Functional Core HR / WFA Consultant. Experience in at least 2-4 implementation and upgrades of 9.x version of PeopleSoft with big, distributed customer. Higher Education experience a plus. Expertise in writing ad-hoc queries using PS Query. Should be able to perform successfully as a team player in a team setting by aligning to the overall priorities of the project and direction from leads. Ability to work cross-functionally with variety of people to accomplish goals and support others. Should be proactive in completing the job assigned with little direction and be adaptable to changing job requirements. Prior experience of Higher Education or Healthcare is preferred Qualifications 5+ years of hands of experience as Peoplesoft Functional Core HR / WFA Consultant.

Are you a Human Resources professional who is ready to step into the next level in your career? Are you ready to work with a dynamic management team at a special recreation and park district? Are you interested in working in the beautiful North Bay Area? If you answered “yes” to the questions above and have your SPHR or SHRM-SCP (preferred) certification and seven years' experience in human resources with at least two years at the supervisory level, then this exciting position at Greater Vallejo Recreation District could be just what you are looking for. About the Greater Vallejo Recreation District The Greater Vallejo Recreation District (GVRD) was established in 1944 and is an Independent Special Service District and is funded primarily by property taxes paid by residents of the district to provide recreational activities and leisure services to the citizens of Vallejo. The District is managed by a General Manager with oversight by a Five Member Board of Directors. Visit ************ to learn more about the district! The Position GVRD is seeking a Human Resources director who is a solutions-oriented leader with excellent interpersonal skills to oversee and direct the management of all aspects of Human Resources including health and retirement benefits, workers compensation and safety programs, labor relations analytical support, advice and council to department directors and supervisors, compliance with state and federal employment and labor laws and providing advice to the General Manager and Board of Directors on related matters. The Human Resources Director will have the opportunity to revise and modernize policies and procedures, implement a new HR technology system, and develop the team to new and improved standards. The Human Resources Director will be a problem solver and will guide the implementation of all Human Resources policies and procedures for the district. The Human Resources Director reports directly to the General Manager and supervises the Human Resources Coordinator. Duties and Responsibilities Essential and other important responsibilities and duties may include, but are not limited to, the following: Supervises the work of assigned personnel, including assigning and reviewing work, providing guidance, and conducting performance evaluations. Prepares and directs the preparation of a variety of written correspondence, reports, procedures, and other written materials. Monitors changes in laws, regulations, and technology that may affect District operations, and develops policies and procedural changes as required. Provides technical advice to the General Manager and Board of Directors and builds and maintains positive working relationships with employees and other public agencies. Develops and directs the implementation of policies, procedures and work standards for the District, manages the personnel policies, develops and amends policies, provides advice and counsel to supervisors and managers on policies, and maintains the District Policy Manual. Manages and oversees a comprehensive benefits program, including medical, dental, vision and life insurance, 457 retirement plans and CalPERS. Acts as a liaison with benefit carriers and oversees annual open enrollment. Manages and conducts the planning, development, and implementation of the recruitment and selection process to recruit high performing talent. Ensures equal employment opportunity for all candidates. Researches, compiles, analyzes, and evaluates general and statistical information regarding selection procedures, recruitment methods, interviewing, testing, and other practices. Oversees or conducts investigations of alleged harassment or discriminatory conduct, grievance procedures and other complaints. Applies personnel policies, rules, laws, and procedures to proper investigation protocols. Acts as liaison with regulatory agencies to address complaints. Prepares responses and documents, as required. Coordinates with legal counsel. Provides analytical support for labor relations matters and serves as an active member of the District negotiation team as assigned. Participates in meet and confer session with union representatives. Participates on safety committee in an HR consultant capacity; helps with compliance with laws, rules and regulations and district Injury & Illness Prevention Plan. Manages employee recognition and appreciation programs. Performs related work as required. Supervisory Responsibilities Work requires managing and monitoring work performance of an organizational unit (i.e. Human Resources) or key work area including evaluating program/work objectives and effectiveness, establishing broad organizational goals, realigning work, and staffing assignments for the department. Competencies for Successful Performance of Job Duties Knowledge of: Microsoft Word, Excel, Outlook and PowerPoint Human Resources Technology, ADP preferred Principles and methods of human resources management, preferably in the public sector Job classification, analysis, and writing job descriptions Workers' Compensation laws and administration Public retirement systems (CalPERS preferred) Federal, state and local laws and regulations Analytical and statistical methods. Principles and procedures of technical report writing and preparation of correspondence and presentations. Principles, practices, and techniques of human resources in a public agency setting, including recruitment, selection, assessments, equal employment opportunity, and employee orientation Administrative principles and practices of goal setting, performance management, public disciplinary process and evaluation and supervision of staff. Principles and practices of budget development, administration, and accountability Organization and supervisory practices as applied to the development, analysis, and evaluation of programs, policies, and operational needs of the district Skill in: Interpersonal skills necessary to develop and maintain effective and appropriate working relationships Performing a variety of duties, often changing from one task to another of a different nature while under pressure and meeting deadlines Performing basic mathematical functions such as addition, subtraction, multiplication, division, percentages, and ratios Negotiation and mediation Ability to: Meet schedules and deadlines of the work Understand and carry out oral and written directions Accurately organize and maintain paper documents and electronic files Maintain the confidentiality of information and professional boundaries Plan, organize, administer, coordinate, review, and evaluate all areas of a comprehensive human resources management program Develop and implement goals, objectives, policies, procedures, work standards, and internal controls for the department. Interpret, apply, and explain complex laws, codes, regulations, and ordinances Prepare and administer budgets and allocate limited resources in a cost-effective manner Effectively represent the department and the District in meetings with governmental agencies, professional, regulatory, and legislative organizations Research, analyze, and evaluate new service delivery methods, procedures, and techniques Conduct complex research projects, evaluate alternatives, make sound recommendations, and prepare effective technical staff reports Prepare clear and concise reports, correspondence, policies, procedures, and other written materials. Establish and maintain effective working relationships with those contacted in the course of the work. Communicate effectively, both orally and in writing Required Education & Experience Education Bachelor's degree in human resources management, public or business administration, organizational development, industrial psychology or related field from accredited college or university. Master's degree preferred. Experience Seven years of experience in human resources management, at least two years of which were at a management level. Public agency experience is highly desirable. License or certificate Possession of or ability to obtain a California driver license Possession of SPHR or SHRM-SCP certification preferred Position Type/Work Hours This is a full-time, exempt position. General days and hours of work are Monday through Friday, 8am to 5pm but can vary depending on need. Evening hours are required to attend board meetings (every other Thursday) and possibly committee meetings and ribbon cutting events. Travel May be required to travel by car to City, County, and State offices on occasion. May also require travel to trainings, conferences, and educational opportunities. Annual Salary $116,002 - $155,515 (DOE) plus a generous benefit package Benefits As a full time, regular employee, you will be eligible to participate in the following group benefits: Health Plan - District covers premium for employee plus portion of family coverage Dental/Vision insurance - GVRD pays 100% premiums for employee and dependents Term Life Insurance - $100,000 Deferred Compensation 457 Plan - optional Holidays - 13.5 days per year Sick Leave - 12 days annually, with unlimited accrual Annual Leave Executive Leave Educational reimbursement The District participates in CalPERS. Effective January 1, 2013, new members under the Public Employees' Pension Reform Act of 2013 (PEPRA) are eligible for CalPERS retirement, 2% at age 62 or if you have prior service credit in the CalPERS Retirement plan, you may qualify as a “Classic Member” 2% at age 55. GVRD does not participate in Social Security. To Apply Please submit your cover letter and resume to: ***********************. The first deadline for applicant review is December 12, 2025.Type “GVRD Human Resources Director” in the subject line. For Information or inquiries contact Sue Casey at **************** or Dawn Bullwinkel at ******************** .

Why PlayStation? PlayStation isn't just the Best Place to Play - it's also the Best Place to Work. Today, we're recognized as a global leader in entertainment producing The PlayStation family of products and services including PlayStation 5, PlayStation 4, PlayStation VR, PlayStation Plus, acclaimed PlayStation software titles from PlayStation Studios, and more. PlayStation also strives to create an inclusive environment that empowers employees and embraces diversity. We welcome and encourage everyone who has a passion and curiosity for innovation, technology, and play to explore our open positions and join our growing global team. The PlayStation brand falls under Sony Interactive Entertainment, a wholly-owned subsidiary of Sony Group Corporation. Sr. Talent Attraction Manager, Candidate Experience Greater Bay Area or Southern California As the Sr. TA Manager, Candidate Experience, you will lead the vision, strategy, and implementation of a world-class recruitment journey across Sony Interactive Entertainment's (SIE) global talent acquisition organization. From the first touchpoint to onboarding - spanning early career to executive search - you'll ensure every candidate experiences the innovation, creativity, and inclusivity that define our culture. This role is ideal for a strategic leader who thrives on transforming people processes, building strong partnerships, and ensuring that every candidate interaction reflects the PlayStation brand. What You'll Do Shape the Candidate Journey: Design and implement strategies that elevate every touchpoint in the candidate lifecycle - from attraction and application to interviewing, hiring, and onboarding. Lead with Purpose: Build, develop, and inspire a high-performing team dedicated to delivering an outstanding candidate experience across all regions. Collaborate Across the Business: Partner with across global Talent Acquisition, HR, and business leaders to align recruiting practices with company values and strategic priorities. Enhance Our Employer Brand: Work with Marketing and People teams to tell SIE's story as an employer of choice through authentic and engaging candidate interactions. Drive Process Excellence: Use data and insights to identify improvements, implement new tools, and streamline workflows to ensure efficiency and transparency. Champion Inclusion and Belonging: Ensure all candidate experiences reflect our global commitment to diversity, equity, inclusion, and respect for every individual. Who You Are A strategic thinker with a passion for people, process, and storytelling. Experienced in leading candidate experience, early career, and employer branding in a global, fast-paced organization. Skilled at building relationships with senior leaders and influencing cross-functional teams. Data-driven with a continuous improvement mindset. Comfortable leading global projects and implementing scalable programs. Enthusiastic about innovation, technology, and creating experiences that delight candidates and hiring teams alike. Qualifications Bachelor's degree in Human Resources, Business, Communications, or related field (Master's preferred). 8+ years of experience in talent acquisition, candidate experience, or HR leadership roles. Proven success designing and executing candidate experience strategies at scale. Global experience in entertainment, technology, or creative industries preferred. Excellent communication, project management, and leadership skills. #LI-SV1 Please refer to our Candidate Privacy Notice for more information about how we process your personal information, and your data protection rights. At SIE, we consider several factors when setting each role's base pay range, including the competitive benchmarking data for the market and geographic location. Please note that the base pay range may vary in line with our hybrid working policy and individual base pay will be determined based on job-related factors which may include knowledge, skills, experience, and location. In addition, this role is eligible for SIE's top-tier benefits package that includes medical, dental, vision, matching 401(k), paid time off, wellness program and coveted employee discounts for Sony products. This role also may be eligible for a bonus package. Click here to learn more. The estimated base pay range for this role is listed below.$177,500-$266,300 USD Equal Opportunity Statement: Sony is an Equal Opportunity Employer. All persons will receive consideration for employment without regard to gender (including gender identity, gender expression and gender reassignment), race (including colour, nationality, ethnic or national origin), religion or belief, marital or civil partnership status, disability, age, sexual orientation, pregnancy, maternity or parental status, trade union membership or membership in any other legally protected category. We strive to create an inclusive environment, empower employees and embrace diversity. We encourage everyone to respond. PlayStation is a Fair Chance employer and qualified applicants with arrest and conviction records will be considered for employment.

SUMMARY/JOB PURPOSE: Responsible for driving overall employee benefits, immigration, relocation, HR compliance and other programs strategy and effective execution of the programs. Responsible for leading, developing and implementing best in class solutions for benefits delivery and administration, managing vendor relationships, collaborating with cross-functional stakeholders and business leaders, monitoring plan performance, participating in strategy and innovation sessions, owning and driving process improvement in various areas, developing benefit policies and communications, and assisting with other project-based work, as needed. Overall responsibility for advancing and continuously improving employee benefits, operational practices and procedures, immigration & relocation, systems, policies and compliance. Develop and participate in HR projects to accomplish HR initiatives that are aligned with business objectives. ESSENTIAL DUTIES/RESPONSIBILITIES: General Lead, manage, mentor and support team members managing employee benefits, immigration & relocation and HR compliance. Ensure our processes, programs and systems remain in compliance. Be an escalation point for identified issues and concerns related to HR programs, policies, processes and/or system administration. Benefits Responsible for the strategic direction, planning, alignment, design and financial oversight of the benefit plans and programs, including, but not limited to, medical, dental, vision, life, disability, COBRA, Leave of Absences, Flexible Spending Accounts (Section 125), that is consistent with the Company's values. Manage and oversee all benefits related third party vendors including contract negotiation, benefits administration and service levels; including but not limited to medical claims administration, dental claims administration, life insurance and disability vendors, etc. Manage the 401(K) programs, in accordance with federal regulations and established Company procedures, including 5500, SAR, non-discrimination testing and managing Investment Review Committee. Evolve and scale the practices related to leave of absence (LOA), reasonable accommodation to support company growth while ensuring our actions embody how we care for our employees. Ensure all benefit plans are in compliance with all current federal and state regulations/guidelines including government reporting and participant disclosures (5500s, SARs, SMMs, HIPAA, SPDs, etc.). Lead and direct annual benefits renewal and conduct open enrollment, including hosting presentations and health fairs. Partner with broker to develop analysis of key program metrics to understand trends, as well as potential valuable changes that could be made to benefit offerings. Conduct annual assessments and ROI to ensure cost effectiveness. Develop engaging and informative communication and marketing programs designed to keep employees and management knowledgeable about company benefit plans. Partner with other functions in areas such as legal, finance, risk management, and facility management departments, to build new programs, manage risk to the company, and understand legal implications to policy or design changes. Commit to growing and mentoring junior team members. Cultivate potential, provide thoughtful guidance, and create a learning-rich environment for the team. Immigration & Relocation Align mobility initiatives with long-term business goals, anticipate future workforce needs, and navigate complex regulatory landscapes with foresight and agility. Collaborate with our talent acquisition leaders and people leaders to ensure these programs support our talent strategy and long-term organizational growth. Oversee our immigration & relocation programs, ensure the programs are competitive and meet the needs of the business and employees. Manage vendor relationships. Evaluate the effectiveness of the programs using various metrics. Labor Laws and Regulations Compliance Proactively ensure that HR policies and practices are consistently applied and meet relevant labor law and other regulatory requirements and provide recommendations. Ensure consistency of written policies and employee informational materials with each other, as well as with state and federal regulations. SUPERVISORY RESPONSIBILITIES: Supervises staff, including hiring, scheduling and assigning work, reviewing performance, coaching, and recommending salary increases, promotions, transfers, demotions, or terminations. EDUCATION/EXPERIENCE/KNOWLEDGE & SKILLS: Education: Bachelor's degree in related discipline and 13 years of related experience; or Master's degree in related discipline and 11 years of related experience; or PhD degree in related discipline and 9 years of related experience; or Equivalent combination of education and experience. Experience: Minimum 13 years professional level Human Resources experience. Minimum 5 years direct people management responsibility. Minimum of 10 years of benefits experience. Minimum of 2 years of Immigration and relocation experience preferred. Knowledge, Skills and Abilities: Strong PC skills with advanced level required, including MS Office (Word, Excel and PowerPoint), and HRIS (Workday) experience required. Demonstrates strong executive presence-capable of influencing across all levels of the organization, representing the company with poise and clarity, and navigating complex, high-stakes environments. Ability and passion for people management; ability to guide, coach, engage and grow junior team members to form a high functioning team. Strong planning, organizing, teamwork, and results orientation required. Ability to effectively balance multiple priorities under pressure and understands when to right size, where appropriate. Ability to manage ambiguity with confidence and deliver decisions that earn buy-in. Demonstrates strong willingness to collaborate and ability to be a strategic thought partner. Exceptional communication skills, including public speaking, executive briefings, and stakeholder engagement. Effective presentation and communication skills to stakeholders and leadership, both verbal and written. Cultivate strong cross-functional relationships and drive consensus on critical initiatives. Works on problems of diverse scope where analysis of data requires evaluation of identifiable factors. Exercises judgment in selecting methods, techniques and evaluation criteria for obtaining results. Work Environment/Physical Demands: Our office is a modern, open-plan space that foster collaborations and creativity. Teams work closely together, sharing ideas and solutions in a supportive atmosphere. We provide all necessary equipment, including dual monitors and ergonomic chairs, to ensure a comfortable workspace. #LI-MB1 If you like wild growth and working with happy, enthusiastic over-achievers, you'll enjoy your career with us! Our compensation reflects the cost of labor across several U.S. geographic markets, and we pay differently based on those defined markets. The base pay range for this position is $195,000 - $277,000 annually. The base pay range may take into account the candidate's geographic region, which will adjust the pay depending on the specific work location. The base pay offered will take into account the candidate's geographic region, job-related knowledge, skills, experience and internal equity, among other factors.In addition to the base salary, as part of our Total Rewards program, Exelixis offers comprehensive employee benefits package, including a 401k plan with generous company contributions, group medical, dental and vision coverage, life and disability insurance, and flexible spending accounts. Employees are also eligible for a discretionary annual bonus program, or if field sales staff, a sales-based incentive plan. Exelixis also offers employees the opportunity to purchase company stock, and receive long-term incentives, 15 accrued vacation days in their first year, 17 paid holidays including a company-wide winter shutdown in December, and up to 10 sick days throughout the calendar year. DISCLAIMER The preceding job description has been designed to indicate the general nature and level of work performed by employees within this classification. It is not designed to contain or be interpreted as a comprehensive inventory of all duties, responsibilities and qualifications required of employees assigned to the job. We are an Equal Opportunity Employer and do not discriminate against any employee or applicant for employment because of race, color, sex, age, national origin, religion, sexual orientation, gender identity, status as a veteran, and basis of disability or any other federal, state or local protected class.