Human resources business partner jobs in Yuma, AZ - 1,972 jobs

A leading voice AI platform company in San Francisco is looking for a strategic HR Business Partner to support their Operations team. The role involves managing employee relations, coaching managers, and driving people initiatives. The ideal candidate has a minimum of 5 years in HR roles, strong communication skills, and experience in startup environments. This hybrid position offers a competitive salary and benefits, emphasizing a collaborative culture. #J-18808-Ljbffr

Handshake is the career network for the AI economy. 20 million knowledge workers, 1,600 educational institutions, 1 million employers (including 100% of the Fortune 50), and every foundational AI lab trust Handshake to power career discovery, hiring, and upskilling, from freelance AI training gigs to first internships to full-time careers and beyond. This unique value is leading to unparalleled growth; in 2025, we tripled our ARR at scale. Why join Handshake now: Shape how every career evolves in the AI economy, at global scale, with impact your friends, family and peers can see and feel Work hand-in-hand with world-class AI labs, Fortune 500 partners and the world's top educational institutions Join a team with leadership from Scale AI, Meta, xAI, Notion, Coinbase, and Palantir, among others Build a massive, fast-growing business with billions in revenue The Role We're hiring an HR Business Partner to support Handshake AI. You'll work closely with leaders and employees to help scale our culture, processes, and people programs as we grow. This role will be part traditional HRBP work (performance management, HR support, etc.) and part building processes and systems to help scale the business. We're looking for someone who is comfortable with ambiguity, rapidly changing priorities, and intense operational cultures. This is a great opportunity for someone with business experience looking to transition into the People space (e.g., consultant, BizOps, product) while working in a fast-moving tech environment. Partnering & Advisory Act as a trusted partner to managers on day-to-day people topics - performance, growth, engagement, and team dynamics. Support business leaders in building high-performing, inclusive teams through thoughtful people programs and data-driven insights. Help identify org design and talent needs as the team scales. People Programs & Operations Drive execution of core people processes (performance, compensation, promotions, headcount planning). Support onboarding, learning, and development initiatives. Collaborate with People Ops, Recruiting, and Total Rewards to ensure smooth employee experiences. Employee Experience & Culture Help managers and employees navigate employee relations topics with judgment and care. Gather feedback and insights to inform improvements to our people programs and tools. Design and manage in-person programs and events for the team You Have 5-7 years of HR experience, ideally in a tech or growth-stage environment Strong foundation in core HR functions (employee relations, performance, org change, coaching). Comfort operating in ambiguity and shifting priorities. Clear, empathetic communication and an instinct for balancing people and business needs. Collaborative working style - enjoys partnering across teams. Bonus Points Experience supporting a high-intensity, operational environment Experience working with international entities (e.g., India) Familiarity with compensation frameworks and people analytics tools. Exposure to scaling teams and org change Perks Handshake delivers benefits that help you feel supported-and thrive at work and in life. The below benefits are for full-time US employees. 🎯 Ownership: Equity in a fast-growing company 💰 Financial Wellness: 401(k) match, competitive compensation, financial coaching 🍼 Family Support: Paid parental leave, fertility benefits, parental coaching 💝 Wellbeing: Medical, dental, and vision, mental health support, wellness stipend 📚 Growth: Learning stipend, ongoing development 💻 Remote & Office: Internet, commuting, and free lunch/gym in our SF office 🏝 Time Off: Flexible PTO, 15 holidays + 2 flex days 🤝 Connection: Team outings & referral bonuses Explore our mission, values, and comprehensive US benefits at joinhandshake.com/careers. #J-18808-Ljbffr

DRS Daylight Solutions business provides industry-changing mid‑infrared laser light technology for government and commercial markets, including defense and security; life sciences; and industrial process control. As a mid‑IR technology pioneer, Daylight Solutions has delivered more mid‑IR systems to more applications worldwide than any other company. Job Summary As a member of the leadership team for DRS Daylight Solutions the HR Director manages human resources activities in compliance with Company philosophy, objectives and legal requirements. Recommends and leads the implementation of HR programs, policies, procedures, and practices that focus on attracting, retaining, and developing the employee base for DRS Daylight Solutions. Coordinates activities closely with other HR team members across the businesses. The HR Director will report directly to the Senior Vice President/General Manager for DRS Daylight Solutions. Job Responsibilities Lead and shape the HR function for the Daylight sites, partnering closely with business leadership to deliver people strategies that support growth, performance, and culture. Act as a trusted advisor to leaders and employees, providing guidance across employee relations, talent acquisition, learning and development, compensation and benefits, performance management, and workforce planning, in collaboration with Corporate HR and Legal. Champion compliance and integrity, ensuring adherence to employment laws and regulations while thoughtfully managing employee relations matters, investigations, and risk mitigation. Design and implement impactful HR programs and initiatives that attract, develop, engage, and retain top talent, including succession planning, leadership development, training, and employee engagement efforts. Build and sustain a positive, inclusive workplace culture, promoting employee engagement, open communication, and alignment with the organization's mission and values. Oversee HR operations and resources, including budgeting, staffing strategy, and development of the HR team, while serving as a knowledgeable resource and coach to leaders and employees. Qualifications Bachelor's degree and 10 years required with a minimum of five years of experience in an HR leadership role or an equivalent combination of experience and training that provides the required knowledge, skills and abilities. In‑depth knowledge of Human Resources policy and general knowledge of other HR disciplines. Ability to identify, analyze, develop solutions and make decisions on complex or unique issues which address the Company's business needs. High energy level, comfortable managing multifaceted projects in conjunction with daily activities in a fast‑paced environment. Strong communication and interpersonal skills. Special skills required: conflict resolution, negotiation, influencing, delivering business presentations, coaching, and counseling. Government contracting experience in an HR leadership role preferred. Experience working with an HRIS system application to include ADP and SuccessFactors preferred. The salary range for this position is ($150,500/year - $203,000). This range reflects the good faith estimate of pay the employer is willing to offer at the time of posting. Several factors can influence the pay scale, including but not limited to: Federal contract labor categories and contract wage rates, collective bargaining agreements, geographic location, business considerations, scope, and responsibilities of the position, local or other applicable market conditions, and internal equity. Other factors include the candidate's qualifications such as prior work experience, specific skills and competencies, education/training, and certifications. In addition to base pay, employees may be eligible for: annual performance‑based bonuses, equity awards, and overtime pay (for non‑exempt employees as applicable). Our benefits package includes comprehensive health insurance (medical, dental, vision), employer matching 401(k) retirement plan, paid time off including vacation, holidays, and sick leave (including state‑mandated paid sick leave), parental leave benefits, tuition reimbursement, professional development support, and life and disability insurance coverage. Taking care of our people is a top priority at Leonardo DRS. We are proud to offer competitive salaries and comprehensive benefits, including medical, dental, and vision coverage, a company contribution to a health savings account, telemedicine, life and disability insurance, legal insurance, and a 401(k) savings plan. We champion wellness programs that focus on physical, emotional, and financial well‑being. We develop our talent by offering programs and activities to support career‑growth, professional development, and skill enhancement. And we understand there is more to life than work, and the importance of offering flexible work schedules with our 9/80 program, competitive vacation, health/emergency leave, paid parental leave, and community service hours. Some employees are eligible for limited benefits only. Leonardo DRS, Inc. and its subsidiaries provide equal opportunities to all employees and applicants for employment and prohibit discrimination and harassment of any type without regard to race, color, religion, age, sex, national origin, disability status, protected veteran status, or any other characteristic protected by federal, state, or local laws. Our Vision. To be the leading mid‑tier defense technology company in the U.S. Our Values. The Leonardo DRS culture is defined by our Core Values and Principles: Integrity, Agility, Excellence, Customer Focus, Community & Respect, Innovation. We strive to uphold them in all aspects of our business practices to inspire our employees and provide outstanding support for our customers. #J-18808-Ljbffr

We are a fast-growing, global aesthetics pharmaceutical company establishing and scaling our U.S. commercial organization. We are seeking a Director, Human Resources to serve as the HR business partner for the U.S. field sales organization during a critical phase of growth. Reporting to the Head of People, this role will partner closely with U.S. Sales, Marketing, and Medical leadership to execute people programs, support field managers, and provide hands‑on HR leadership across recruitment, benefits, performance management, and employee relations in a geographically distributed sales organization. This is a highly visible, hands‑on role for an HR leader experienced in supporting field‑based commercial teams in regulated healthcare environments. Key Responsibilities Serve as the HR business partner to U.S. field sales and commercial organization, supporting a geographically distributed workforce. Execute global people strategy for the U.S. commercial organization in partnership with the Head of People. Lead full‑cycle recruiting for field sales and commercial roles, including territory expansion and growth hiring. Own employee relations for U.S. commercial organization, including investigations, performance management, disciplinary actions, and manager coaching. Coach field sales leaders and people managers on performance, engagement, corrective action, and organizational change. Administer and supportsales incentive compensation programs, in partnership with Sales Operations and Finance. Own U.S. benefits administration, working with brokers and vendors to manage renewals, employee communications, and ongoing support. Ensure compliance with U.S. employment laws and internal policies, including wage and hour, leave management, and field‑specific considerations. Partner cross‑functionally with Finance, Legal, and Sales Operations on headcount planning, workforce strategy, and employee‑related risk management. Oversee HR vendors and systems supporting the field organization, including payroll, HRIS, recruiting, and benefits providers. Leverage HR metrics and insights to support leadership decisions and continuous improvement. Qualifications Bachelor's degree in Human Resources, Business Administration, or related field required; advanced degree preferred. Minimum of 8-10 years of progressive HR experience, including HRBP experience supporting field sales organizations in biotech, pharma, medical device, aesthetics experience preferred. Significant experience managing employee relations in a field‑based environment, including investigations and corrective action. Hands‑on experience with sales incentive compensation administration and field‑facing HR programs. Strong working knowledge of U.S. employment law across multiple states. Proven ability to partner with senior commercial leaders while executing within established people strategy. Comfortable traveling to support field leaders and employees as needed. Hands‑on, adaptable HR leader who thrives in a fast‑growing, entrepreneurial organization. Compensation The most likely base pay range for this position is $165,000 to $190,000 per year. Several factors, such as experience, tenure, skills, and particular business needs, will determine an individual's exact level of compensation. Base salary is only one element of employee compensation at Hugel Aesthetics. Total compensation may include base salary, bonuses, and equity awards. Why Join Hugel Aesthetics This is a unique opportunity to play a critical role in scaling a U.S. field sales organization within a growing aesthetics company with a strong global foundation. You'll work closely with commercial leadership and the Head of People to support managers, build strong employee relations practices, and enable high performance across the field. Location Newport Beach, CA (with regular travel to support the field organization) #J-18808-Ljbffr

Luminary Cloud helps engineering companies be more competitive by getting to market faster, creating new, better products, and reducing development risk. We do this with our Physics AI platform, the fastest and easiest way to build and deploy models to understand and instantly predict physical reality with precision. Customers span industries from automotive and aerospace, to leading sporting equipment providers, including Otto Aviation, Joby Aviation, Piper Aircraft and Trek Bikes. Luminary is a Series B company and is headquartered in San Mateo, California. Luminary Cloud is building the future of physics-AI. Our team blends world-class engineering, physics, and product talent, all working together to push the boundaries of real-time simulation. As we scale, we're looking for a Director of HR who can build and lead the systems, structure, and operating rhythms that support a company working at this level. This is a senior, high-visibility role reporting into the executive team. We're looking for someone who can combine strategic thinking with hands-on execution, someone who understands that People Operations is both an infrastructure function and a culture function, and that the way we operate internally is a direct reflection of our values and ambitions. What You'll OwnPeople Strategy & Organizational Architecture Partner with the executive team to design the organizational structure that supports Luminary's technical, product, and commercial objectives. Anticipate future needs as the company grows into new product lines, new verticals, and new geographies. Drive clarity across role definition, leveling frameworks, competencies, and talent calibration. Ensure leadership has the data, insights, and structure needed to make high-quality people decisions. People Operations, Systems & Compliance Build and lead a modern People Ops function with strong process design, operational discipline, and system reliability. Oversee HRIS, payroll, benefits, compliance, and the full people‑ops tech stack-ensuring accuracy, automation, and scalability. Implement clean workflows that reduce friction and allow managers and employees to operate with confidence. Own risk management and compliance across multiple states and global locations as we expand. Create a performance and development framework that aligns with Luminary's culture-clear expectations, high accountability, and meaningful feedback. Coach leaders on people management, communication, and org health. Partner with execs to ensure goals, expectations, and outcomes are aligned across teams. Culture, Values & Internal Communication Protect and evolve the cultural backbone of the company as we grow-direct communication, curiosity, technical excellence, and high integrity. Establish operating rhythms that keep the organization informed and aligned: all‑hands, leadership forums, goal cycles, and written communication practices. Build initiatives that strengthen connection and team cohesion without unnecessary overhead or “culture theater.” Employee Relations & Organizational Health Serve as a trusted executive partner for sensitive matters involving employees, managers, and cross‑team dynamics. Build clear processes for communication, conflict resolution, and issue escalation. Maintain a calm, balanced presence during periods of change or rapid growth. Recruiting Leadership Oversee hiring philosophy, standards, and interview practices, without acting as a recruiter or running pipelines. Ensure hiring is aligned with long‑term org design and company priorities. Support leaders with role clarity and resourcing decisions, while external partners and teams handle execution. What You Bring Executive‑level HR/People leadership experience in a scaling startup; deep‑tech, engineering, or B2B SaaS experience strongly preferred. Strong operational and systems instincts, you think in workflows, clarity, automation, and data. Experience building HR infrastructure across compensation, compliance, benefits, and performance, for 75‑100+ team organizations. A balanced, human approach: direct communication, clear expectations, and empathy where it matters. Comfort working in a fast‑moving environment with highly technical roles and ambitious goals. Excellent judgment and discretion; strong presence with leadership and the board. Why This Role Matters Physics‑AI is a new category, and the team building it needs a stable, well‑designed, and scalable foundation. As Director of HR, you will architect how Luminary operates internally, how we grow, how we communicate, how we lead, and how we take care of our people. This role directly shapes the company's long‑term health, performance, and culture. #J-18808-Ljbffr

We are seeking a seasoned, hands‑on Director of Human Resources to serve as a key member of the leadership team and a trusted advisor to the CEO. This role owns and leads the full HR function, translating business strategy into people strategy while building scalable infrastructure, strengthening leadership capability, and cultivating a high‑performing, values‑driven culture. This is an opportunity for an HR leader who combines strategic perspective with operational execution-someone who can assess, build, and optimize HR systems and programs while partnering closely with executive leadership in a growth‑oriented environment. Key Responsibilities Strategic Leadership & Executive Partnership Partner directly with the CEO and senior leaders to align people strategy with business objectives Serve as a thought partner on organizational design, workforce planning, and leadership development Translate business priorities into practical, high‑impact HR initiatives that drive performance and engagement Provide counsel on complex people matters with sound judgment and discretion HR Operations, Systems & Compliance Lead all core HR functions including employee relations, compliance, performance management, total rewards, and HR systems Ensure compliance with all federal, state, and local employment laws, including multi‑state requirements Own and optimize HRIS and related systems; audit data integrity, documentation, and processes Assess, refine, and scale HR policies, programs, and infrastructure to support organizational growth Talent Strategy & Leadership Development Own the full talent lifecycle including recruiting, onboarding, development, performance management, and succession planning Partner with leaders to strengthen hiring practices, role clarity, and career paths Coach managers on employee relations, performance conversations, and team effectiveness Build leadership capability through structured development programs, feedback mechanisms, and ongoing support Culture & Employee Experience Champion a strong, people‑first culture grounded in accountability, inclusion, and engagement Lead initiatives that enhance the employee experience, retention, and overall organizational health Act as a trusted resource for sensitive and high‑impact employee matters HR Function & Team Leadership Lead, mentor, and develop the HR team, establishing clear goals, accountability, and development pathways Build a service‑oriented, high‑performing HR function that scales with the business Develop and maintain an HR roadmap that prioritizes short‑ and long‑term people and infrastructure initiatives Qualifications 10+ years of progressive HR experience, including senior‑level HR leadership responsibility Proven experience partnering directly with CEOs and executive leadership teams Strong background in employee relations, compliance, organizational development, and HR operations Demonstrated success building or scaling HR infrastructure in a growth environment High level of judgment, discretion, and executive‑level communication capability Bachelor's degree required; advanced degree and/or HR certification (SHRM‑SCP, SPHR) strongly preferred #J-18808-Ljbffr

About AngelList: We exist to accelerate innovation by increasing the number of successful startups in the world. We want to give more people the opportunity to participate in the venture economy by building the financial infrastructure that makes it possible for more people to invest in world changing startups, and build tools for startups that help them run their operations so they can focus on building. AngelList is the nexus of venture capital and the startup community. We support over $171B+ assets on our platform, and we've driven capital to over 13,000 startups. 57% of top-tier U.S. VC deals involve investors on AngelList. While our scale is large, our ambitions are even larger - we're innovating on the financial infrastructure for venture investors and the startups they invest in. Come build with us. Why This Role? You won't just be filling roles - you'll be shaping the future of AngelList by identifying, engaging, and hiring standout talent that drives our business forward. We aren't about rapid growth; instead, we've been walking-the-walk on talent density before it was cool to do so. In this position you'll report directly to the CEO and play a key role in defining our talent strategy, org design, talent brand, and employer value proposition. What you'll do: Design and implement strategies that support AngelList's mission and growth objectives Plan, manage, and grow Talent team to deliver on hiring plan; hire top talent for key roles Uphold, and train others to see and uphold, a high talent bar Elevate practices and ownership for “always be recruiting mindset” across the organization Crystalize and socialize the AngelList talent brand internally and in the market Lead by example as a high-impact, low-ego contributor on our lean, focused team Ideal Background: Director-to-executive-level operator from a reputationally strong and operationally complex high-growth company Experience in complex (and ideally highly-technical) environments that have precise hiring requirements and have built elite engineering teams. Has managed teams of significant size and yet prefers small teams and to be hands-on or close to the work Prior experience with elite Talent brands during key periods of growth Why This Role is Unique: Strong bones to Talent function Team unified around talent density principles Executive leadership role reporting to CEO Strong peer group with executives that are bullish on and supportive of talent Green-field opportunity to crystalize and share the AngelList Talent brand If you don't tick every box above, we'd still encourage you to apply. We're building a diverse team whose skills balance and complement one another. AngelList has offices in two hub cities: San Francisco and New York City that you can choose to work from. We're focused on hiring within these hubs and people hired from these hub offices are expected to come into the office twice per week (Tuesdays and choice between Wednesday or Thursday). Compensation: The compensation for this role consists of a competitive base salary, benefits, and equity package. The base salary for this role is $250,000+ annually but actual will vary based on a number of factors including a candidate's professional background, experience, and location. Additional details about our Total Rewards package will be provided during the recruitment process. Benefits: We support our employees in their lives both inside and outside of work. See additional detail on our benefits here: *********************************** Learn about our Funders & Founders Program here: *************************** Working at AngelList: At AngelList, we are united in our purpose to accelerate innovation and build the future of private markets. Our beliefs and values shape how we work, collaborate, and create impact. If the below resonate, we'd love to have you with us. Beliefs: ************************** Values & Leadership Expectations: ************************* AngelList is an equal opportunity employer and we value diversity at our company. We do not discriminate on the basis of race, religion, color, national origin, gender, sexual orientation, age, marital status, veteran status, or disability status. #J-18808-Ljbffr

HockeyStack is a generational Applied AI company on a mission to automate sales, marketing, and customer success for B2B companies. We build the most complete and accurate picture of the B2B buyer by integrating with every tool your team uses, partnering with third-party data providers, and deploying custom AI research agents. We use this data to power applications that automate high-value, high-complexity workflows across the go-to-market and revenue teams. Our core products include: Marketing Intelligence - instantly answers questions like "What led to that sudden drop in pipeline?" Account Intelligence - surfaces next-best actions to help reps move target accounts toward conversion Since launching in January 2023, we've come through Y Combinator and raised a $26M Series A led by Bessemer. We're growing 3× year-over-year, have hit multimillion ARR, and process over 60 TB of GTM data monthly. Based at our San Francisco HQ, we operate fully in-person, move fast and hire people who are ready to win. 🚀 Your Mission HockeyStack moves at founder speed, and we hire the people who can keep pace. We're expecting to reach $10M of ARR by year end and our headcount has expanded 69% in the last four months. The sky is the limit and the rocketship shows no sign of slowing down. We're only getting faster, better, more resilient, and more robust with each passing day. As our Head of Talent, your mission is to architect and operationalize a world-class recruiting engine that cuts through chaos, drives predictable execution, and delivers bar-raising talent across every team. You'll build the systems, reporting, and accountability frameworks that enable us to hire with accuracy, velocity, and discipline. You'll be the connective tissue between founders, hiring managers, and our recruiting team, ensuring clarity, alignment, and shared ownership throughout the company. This is a hands-on leadership role. You recruit, you build, you standardize, you coach, and you raise the bar, all at once. Above all, you'll serve as a critical thought partner to HockeyStack's founders and a guardian of HockeyStack's DNA as we scale through this next phase of hyperspeed growth. Are you ready to become the master architect of a category-defining institution? 🔥 What You'll Do Own End-to-End Talent Strategy & Execution Lead and scale the entire Talent function: Recruiting, Sourcing, and Coordination. Own every part of the hiring engine from top-of-funnel through onboarding alignment. Define and drive structured processes for kickoff, calibration, evaluation, and hiring decisions. Architect Systems, Process, and Governance Build and maintain the single source of truth for Talent (Ashby + Notion + Sheets). Implement a rigorous governance model for headcount planning, approvals, req types, and seat management. Create and enforce SLAs across Talent and hiring managers, including 24-hour feedback, daily reporting, and weekly calibration cadences. Build standardized frameworks: job descriptions, role scoping tools, scorecards, interview plans, and decision rubrics. Drive Accountability Across the Organization Hold hiring managers accountable to quality, speed, and process - including calibration, SLAs, and candidate experience standards. Train hiring managers on structured interviewing, behavioral evaluation, culture-add assessment, and decision-making. Run the weekly Talent operating cadence: kickoff, midweek blockers, end-of-week pipeline review, next-week planning. Scale Sourcing & Top-of-Funnel Production Build a sourcing engine that consistently delivers high-volume, high-quality outbound Establish outbound programs, candidate samples, target company lists, and ideal profile taxonomies. Build referral systems, internal promotion loops, and employer branding channels to grow warm pipeline. Deliver Predictable, Insight-Driven Reporting Own dashboards for funnel health, passthrough ratios, source contribution, interviewer load, time-to-fill, and offer acceptance. Deliver a weekly Founder Summary with insights, risks, priorities, and actions. Maintain clean, accurate, audit-ready data in the ATS. Create a White-Glove Candidate Experience Standardize candidate communications, expectations setting, and process transparency. Build pre-game and debrief rituals that align interviewers, eliminate redundancy, and accelerate decisions. Partner with People Ops to ensure flawless handoff, pre-boarding, and first-week readiness. 🧬 What We're Looking For A Builder Who Scales Talent Functions From Zero to Systematic 7+ years of full-cycle recruiting experience; 3+ years leading Talent teams or owning Talent operations in high-growth environments. Demonstrated ability to hire across Engineering, Product, Design, Sales, Marketing, and G&A. Proven ability to drive predictable hiring velocity across multiple departments simultaneously. Operational Athlete With a Systems Mindset Deep experience implementing ATS systems (Ashby strongly preferred) and building reporting dashboards, workflows, and data rules. Expertise in creating interview frameworks, competency matrices, scorecards, and structured decision-making processes. Strong command of headcount planning, approvals, budgeting alignment, and recruiting governance. Hands-On Operator Who Executes and Leads Willing to recruit daily, source candidates, run screens, close offers, and coach hiring managers while scaling the team behind you. Strong communication instincts: direct, clear, calm under pressure, and able to reset expectations quickly. Obsessed with clean data, reporting accuracy, and transparency. High-Ownership, High-Urgency, High-Standards You move fast and expect others to do the same - without sacrificing precision. You can bring structure to ambiguity and build order where none exists. You hold yourself and others accountable through clarity, consistency, and metrics. Culture Add, Not Culture Fit You lead with humility, honesty, and service. You value velocity paired with thoughtfulness and operational discipline. You believe Talent is a strategic advantage and a frontline execution function. ✨ Why Join Now? We're at an inflection point. The product is proven, the market is massive, and the opportunity is wide open. You'll be joining a company with real traction, rapid growth, and meaningful backing-where every person still shapes the outcome. This isn't just a job. It's a chance to build something category-defining with people who care deeply about doing it right. As part of our San Francisco, California-based team, the on target earnings range for this role is $200,000- $250,000 USD annually, depending on experience and qualifications. HockeyStack is proud to be an Equal Opportunity Employer. We do not discriminate based on race, color, religion, sex, sexual orientation, gender identity, national origin, protected veteran status, disability, or any other legally protected status. We celebrate diversity and are committed to fostering an inclusive environment for all employees. #J-18808-Ljbffr

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

A dynamic biotechnology firm in San Diego seeks a strategic Manager / Senior Manager in Talent Acquisition. You will drive comprehensive recruitment efforts, managing the full lifecycle from sourcing to onboarding. The ideal candidate must have at least 7 years of experience in talent acquisition within biotech or pharma, along with proven success in diversity initiatives. A starting salary between $135,000 and $165,000 is offered, supplemented by stock options and a comprehensive benefits package. #J-18808-Ljbffr

Rundoo's mission is to build cutting-edge software that helps building materials suppliers enhance their businesses. Think of your local hardware store or mom and pop shop-these are our clients who we partner with across the country. From paint to hardware to flooring, stores across these industries sell over $1T of building materials annually using outdated, on-premises systems. We're aiming to change by being the first in the industry to empower independent supply stores with best-in-class technology. Backed by leading investors including Bessemer and CRV, we've raised $18M across three rounds and are growing quickly. Our team is made up of builders, sellers, and industry veterans with a shared goal: to bring modern technology to an overlooked industry. What you'll achieve with us 🥇 You'll build and own our talent function end-to-end, starting as a hands-on IC and growing into a leader who hires and leads a team as we scale. You'll elevate our employer brand and candidate experience to consistently attract & close top talent. You'll work with hiring managers across departments to design and execute high-signal interview processes that raise & uphold our high talent bar. You'll grow into a Head of People role over time, eventually owning the full employee lifecycle. Requirements ✅ You have 6-10+ years of talent/recruiting experience with at least some of it at fast-growing startups. You have meaningful technical recruiting experience, including senior or hard-to-fill roles. You have strong judgment and calibration; you know what "exceptional" looks like across roles. You are comfortable owning problems end-to-end and you are excited to bring your orthogonal expertise to level up Rundoo's talent function. You have ambitions to grow into a broader people leadership role. Icing on the cake 🎂 This isn't your first rodeo: you were one of the first few talent hires at a fast-growing startup and played a key role in scaling the team from Series B or earlier. You're a jack of all trades: you've hired across levels and functions-especially engineering and go-to-market. You have broader people/HR experience beyond recruiting. Andrew (CTO): studied computer science & humanities at Stanford; worked as a software engineer & head of engineering at Apple & Anova; danced with the SF ballet (where he met his wife)! 🩰 Nick (CEO): studied math & computer science at Stanford; worked as a trader at Bridgewater & Citadel and as a PM at Google & Enigma; distantly related to the founder of the Hershey company 🍫 How we've fundraised 💰 We've raised $18m across three rounds: A $2m pre‑seed led by Kent Bennett at Bessemer with participation from Plug & Play, Quiet Capital, and Sequoia. An $11m series A led again by Bessemer and CRV. Full medical, dental, and vision coverage (100% of premiums for you, 50% for dependents) 401k with Betterment Unlimited PTO with 10 company paid holidays Daily team lunches for those in office Learning materials and audiobook subscriptions #J-18808-Ljbffr

A leading AI technology firm in San Francisco is seeking a Head of Talent Acquisition to scale their hiring strategy across technical and executive roles. This position involves building a top-tier recruiting team, managing critical executive searches, and establishing rigorous hiring processes. The ideal candidate will have over 10 years of executive search experience, excellent stakeholder management skills, and a builder mindset. This role offers a competitive salary, equity options, and is set in a hybrid work environment that requires in-office collaboration three days a week. #J-18808-Ljbffr

reports to Chief Executive Officer Natilus is entering a transformative phase of growth as we transition from system design and testing into full-scale aircraft flight. With an order book in the $B's, strategic partnerships across airlines and logistics providers, and new manufacturing capacity coming online, the need for disciplined and visionary leadership in talent acquisition has never been greater. As Head of Talent, you will be responsible for attracting and hiring the exceptional people who will redefine the future of commercial aviation. Over the next several years, Natilus will scale from a lean engineering-focused organization into a world-class aerospace manufacturer with multiple production programs running in parallel - spanning engineering, certification, flight test, manufacturing, operations, and corporate functions. You will architect the systems, processes, and brand necessary to support sustained hyper-growth - growing the company's workforce more than five-fold while maintaining the performance and culture that have defined Natilus since its inception. You will establish scalable processes and data-driven tools that enable transparency, speed, and quality across all hiring channels. Natilus recruits world-class talent from both traditional aerospace and adjacent industries such as advanced manufacturing. Your leadership will ensure that we continue to attract, engage, and retain individuals who share our mission-driven focus. This is a career-defining opportunity to build an organization from the ground up - one that will power the growth of the next great American aerospace company. Core Responsibilities Executing against the current hiring plan while simultaneously building out the systems, team structure, employment brand, interview strategies, etc. necessary for the long-term success of Natilus. Creating dashboards to monitor and communicate recruiting goals against target and guide the teams to execute against shifting organizational priorities. Optimizing recruiting processes and interview structures to create a thoughtful candidate experience in the most efficient and effective manner possible. Establishing the employment brand for Natilus, including all internal (website/careers page) and external (LinkedIn, Glassdoor, etc.) facing resources. Working with internal stakeholders to create recruiting and onboarding processes that are consistent with attracting and hiring top talent. Formalizing and continuously evolving Natilus's internship and campus recruiting strategies. Longer-term, driving talent resource forecasting and succession planning to ensure proactive candidate pipeline development across all teams. Collaborating with hiring managers and executive leaders to create and execute recruiting strategies that cater to the varied needs while adhering to best practices. Creating recruiting budget, managing costs, and determining optimal mix of sourcing modalities to ensure cost effective and creative recruitment of quality candidates (e.g. internet, social media, contingency firms, retained firms, referrals, media, professional associations, university relationships, etc.). Managing new hire offer process and ensuring compensation packages are competitive with market and industry standards, and offering transition into Head of People once initial hiring wave is complete and team growth targets have been met. Qualifications 8+ years of engineering recruiting experience with ability to build and lead diverse technical teams. Ideal candidates will have supported diverse technical teams focused on hardware; aerospace systems are not required but a deep interest in this sector is required. Deep insight into technology recruiting best-practices with the ability to implement programs that cater to attracting top talent while educating staff on best-practices to achieve these targets. Strong influencing skills with a demonstrated ability to quickly establish rapport, build credibility, and create partnerships at all levels within a company. Proven ability to stay abreast of market and competitive trends. Ability to engage at the executive level of the organization interfacing with key leaders across and up the organizational chain to formulate staffing plans and influence talent strategies. Startup experience or experience building a successful organization during periods of exponential growth is strongly preferred. Demonstrated ability to coach, empower, engage and develop talent. Demonstrated success in implementing creative methods to source and attract passive candidates at the top of their fields. Experience recruiting in a high-volume environment, closing complex positions, negotiating compensation packages, and building an innovative and sustainable talent acquisition strategy. Able to travel (occasionally) to other company locations, industry events, college campuses, after hours networking events, seminars, career fairs, etc. Expertise in the latest recruiting, HR, and social networking tools and technologies. Excellent communication skills both written and verbal. Passion for solving hard problems and challenging the impossible. Health Care Plan (Medical, Dental & Vision) Retirement Plan (401k, IRA) Life Insurance (Basic, Voluntary & AD&D) Paid Time Off (Vacation, Sick & Public Holidays) Stock Option Plan Natilus Inc hires solely based on qualifications, merit and competence. Natilus Inc is an equal opportunity employer. Natilus Inc does not hire on the basis of race, color, religion, gender, national origin/ ethnicity, veteran status, disability status, age, sexual orientation, marital status, mental or physical disability or any other legally protected status. #J-18808-Ljbffr

COMPENSATION: The expected compensation for this role is $75,000 - $80,000. Total compensation and offer package will include the following: • Medical, Dental and Vision benefits • Employer 401K match • Paid time off The Director of Finance and Human Resources manages all financial aspects of the team and is our go-to person for all employee-related issues. This individual works directly with the team's General Manager and ownership to account accurately for all revenues and expenses while producing detailed and timely financial reports on the state of the business. They are also tasked with strategic planning for staffing, including hiring new personnel and conducting interviews to foster a productive work atmosphere. They will be responsible for enforcing company policies and practices, as well as administering benefits and leave. The Director of Finance & Human Resources will also plan, develop, and coordinate the policies of the team to ensure legal compliance and implementation of the organization's mission and talent strategies. Most important, our Director of Finance and Human Resources will be responsible for promoting our team's values and shaping a positive, friendly, and welcoming culture at our ballpark. The Director of Finance and Human Resources performs a wide variety of small business finance and accounting tasks, as well as human resources responsibilities, including the following: • Pays all outstanding invoices upon receipt of necessary approvals and tracks receipt of all revenues. • Manages cash flow, including the Accounts Payable and Accounts Receivable. • Performs heavy bookkeeping work, including verifying, reconciling, and posting all daily deposits. • Maintains accurate accounting records with the use of QuickBooks accounting software, other internal database software and direct communication with department managers. • Verifies game-day receipts. • Assists the Food and Beverage Director and Merchandise Manager with tracking inventory and drawdown for accurate monthly costs of goods sold (COGS) data. • Reconciles bank accounts on a weekly basis and general ledger balances on a monthly basis. • Calculates and submits monthly sales tax remittances for both the city and the State of California. • Completes all credit applications for new vendors. • Works with the General Manager and ownership to create and update the budget on a monthly basis. • Compiles and tracks budget items for all general ledger accounts. • Manages spending in accordance with approved budgets; and produces weekly, monthly, quarterly, and annual reports, including P and L statements and balance sheets as needed. • Handles payroll by submitting, reviewing, and approving biweekly payroll. • Collaborates with the General Manager and ownership on all insurance related issues, including broker selection, coverage, rates/premiums, and billing arrangements. • Interfaces with the team's bank, accountant, insurance agents and payroll service on a regular basis. • Maintains relationships with state and local agencies responsible for taxes and business licensure. • Oversees preparation and filing of all taxes and tax-related work. • Support full-cycle recruiting activities, including scheduling interviews, conducting phone screens, and reviewing resumes. • Handles all onboarding and benefits support for all employees (full-time and part-time/seasonal). • Scans, organizes, and upload all employee documentation. • Maintains accurate employee records, including job details, promotions and staffing changes. • Facilitates constructive and timely performance evaluations. • Assists with compliance-related tasks, including I-9 audits, recruiting status reports, and other reports. • Drafts and distributes HR-related communications in registers to insurance, benefits, etc. • Works with management to discipline and terminate employees in accordance with company policies. • Helps establish the team's goals and strategies related to staffing, recruiting, and retention. • Develops, coordinates, and implements policies, processes, training, and HR strategies and initiatives aligned with the team's business strategy to support its human resource compliance needs. • Administers human resource programs including compensation, benefits, and leave policies. • Handles disciplinary matters, disputes and investigations. • Identifies staffing and recruiting needs; develops and executes best practices for hiring talent. • Conducts or acquires background checks and employee eligibility verifications. • Implements new hire orientation and employee recognition programs. • Handles employment-related inquiries from applicants, employees, and supervisors. • Performs other duties as required. This position is ideal for a graduate of a finance or accounting program with previous small business finance experience. A strong work ethic and self-driven initiative are keys to this position as the hours can be long, but the environment is fun and fast-paced. QUALIFICATIONS: • Bachelor's degree and bookkeeping experience required, with knowledge of Quickbooks a major plus. • Excellent Excel spreadsheet skills a must. • At least one year of human resource management experience required. • SHRM-CP or SHRM-SCP strongly preferred. • Excellent organizational, leadership, and interpersonal skills combined with a "can do" attitude. • At least one year of human resource management experience required. • Pays great attention to detail. PHYSICAL REQUIREMENTS: • Prolonged periods of sitting at a desk and working on a computer. • Must be able to lift 15 pounds at times. The Modesto Roadsters are an equal opportunity employer. We are committed to treating all applicants and team members fairly based on their abilities, achievements, and experience. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, age, national origin, disability status, protected veteran status, or any other characteristic or classification protected by law.

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

We are seeking a highly organized and detail-oriented professional to join our HR team as a Manager Talent Operations. This role is responsible for managing all aspects of employee relocation, expense tracking, invoice coding in Oracle, immigration reporting, and budgeting within the HR department. The candidate will also support with fringe budget management and manage the independent contractor setup process, and ensure compliance with company policies and legal regulations. This role is critical to ensuring smooth operations within the HR department, particularly in areas involving relocation, compliance, and budgeting. If you are passionate about creating seamless experiences for employees and have a strong background in HR-related processes, we encourage you to apply! Key Responsibilities: Relocation Management: Coordinate and manage all aspects of employee relocation, including generating relocation agreements and providing end-to-end support for relocating employees. Track and monitor relocation expenses and sign-on bonuses, ensuring compliance with company policies and payback requirements are met. Serve as the primary point of contact for employees during the relocation process, addressing any concerns or issues promptly. Expense and Fringe Payment Management: Oversee fringe benefit payments, ensuring accurate processing and reporting. Track and reconcile HR-related expenses, including relocation costs and sign-on bonuses. Provide regular expense reporting to ensure alignment with departmental budgets. Immigration Reporting and Compliance: Manage and maintain accurate immigration records and reporting in compliance with local, state, and federal regulations. Collaborate with legal and HR teams to ensure timely submission of immigration-related documentation. Oversee the setup process for independent contractors, ensuring compliance with company standards and legal requirements. Serve as the liaison between contractors, HR, and legal teams to streamline onboarding and setup processes. Budgeting and Reporting: Develop and manage all HR department's expense and payroll budgets. Generate detailed reports on expenses, bonuses, and immigration activities for leadership review. Provide insights and recommendations to optimize cost efficiency and improve processes. Completespecial projects on an ad hoc basis. Perform Other Duties as Assigned. Qualifications: Bachelor's degree in Business Administration, Human Resources, or related field (or equivalent work experience). 3+ years of experience in HR operations, relocation management, or expense management. Knowledge of immigration reporting and compliance requirements a plus. Excellent organizational and multitasking skills with keen attention to detail. Strong analytical and problem-solving abilities. Proficiency in Oracle and expense tracking tools. Effective communication and interpersonal skills to work with employees, contractors, and leadership teams. Preferred Qualifications: Experience working with global relocation programs and immigration processes. Familiarity with budgeting and financial reporting tools. Ability to manage multiple priorities and deadlines in a fast-paced environment. Strong customer service skills with a focus on employee satisfaction. High level of integrity and confidentiality in handling sensitive information. Process improvement mindset to identify and implement more efficient workflows. Our Culture & Values We believe that taking care of our people is vital to our success and we strive to offer equitable and transparent practices for all. We prioritize connection, growth, and wellbeing. Our associates are encouraged to bring their authentic selves to work, so they can be their best and achieve their personal and professional goals. We make inclusivity a cornerstone of our culture by welcoming associates with diverse cultures and backgrounds and celebrating them, together. We nurture an open, inclusive environment for all. Our differences-whatever they may be-are valued, explored, and appreciated. Together, we're creating a more just and inclusive company culture where the only criteria for advancement are: The quality of our work The contributions we make to our teams and the business Our ability to lead and connect We firmly believe that working in a culture focused on diversity, equity, and inclusion (DEI) spurs innovation, creates healthy and high-performing teams, and delivers superior customer experiences. Outside of WSI, we recognize the importance of playing a part in our communities through partnerships, collaborations, and commitments to a more just and inclusive world. People First Putting People First means investing in overall well-being and opportunities to grow and advance within the organization. Depending on the position and location, here are a few highlights of what benefits may be available: A generous discount on all WSI brands A 401(k) plan and other investment opportunities Paid vacations, holidays, and time off to volunteer Health benefits, dental and vision insurance, including same-sex domestic partner benefits Tax-free commuter benefits A wellness program that supports your physical, financial and emotional health In-person and online learning opportunities through WSI University Cross-brand and cross-function career opportunities Resources for self-development Career development workshops, learning programs, and speaker series WSI will not now or in the future commence an immigration case or "sponsor" an individual for this position (for example, H-1B or other employment-based immigration). This role is not eligible for relocation assistance. Williams-Sonoma, Inc. is an Equal Opportunity Employer. Williams-Sonoma, Inc. will consider for employment qualified applicants with criminal histories in a manner consistent with the requirements of the San Francisco Fair Chance Ordinance, or other applicable state or local laws and ordinances. The expected starting pay for this position is$95,000-$110,000. Applicable pay ranges may differ across markets. Actual pay will be determined based on experience and other job-related factors permitted by law. In addition to competitive pay, compensation may include a variety of other components like benefits, paid time off, merit, and bonus opportunities. About Us Our Company Founded in 1956, Williams-Sonoma, Inc. is the premier specialty retailer of high-quality products for the kitchen and home in the United States. Our family of brands are Williams Sonoma, Williams Sonoma Home, Pottery Barn, Pottery Barn Kids, Pottery Barn Teen, Rejuvenation, West Elm, Mark & Graham, Outward, and GreenRow. These brands are among the best known and most respected in the industry. We offer beautifully‑designed, stylish and functional products for every area of the home, including the kitchen, living room, bedroom, home office, closet, laundry room and even outdoor spaces. We've seen some big changes since our first brick‑and‑mortar store opened more than half of a century ago. What hasn't changed is our passion for high‑quality products, functional design, outstanding customer service, and enhancing the lives of our customers and the communities where we operate. Today, we're a multi‑brand, multi‑channel, global enterprise supported by state‑of‑the‑art technology and some of the most talented teams in retailing - and we're always looking for new energy and ideas. Job Info Job Identification 14212 Locations 3250 Van Ness Ave, San Francisco, CA, 94109, US #J-18808-Ljbffr

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

Harvest Preparatory Academy is seeking a dynamic and experienced Director of Human Resources to lead our HR department. As the Director of Human Resources, you will play a key role in shaping our organization's culture, managing employee relations, and implementing HR policies and procedures to support our mission of academic excellence and student success. Responsibilities: - Develop and implement HR strategies and initiatives aligned with the overall business strategy - Oversee recruitment and selection processes, including sourcing, interviewing, and onboarding new employees - Manage employee relations, including conflict resolution, performance management, and disciplinary actions - Ensure compliance with employment laws and regulations - Develop and administer employee benefits programs - Coordinate professional development and training programs for staff - Maintain HR records and oversee payroll processes - Collaborate with senior management to develop and implement HR policies and procedures - Provide guidance and support to staff on HR-related matters - Lead and mentor HR staff members Qualifications: - Bachelor's or Masters degree in Human Resources, Business Administration, or a related field or Equivalent Experience. - Minimum of 5 years of experience in HR management roles - SHRM-CP or SHRM-SCP certification is a plus - Strong knowledge of employment laws and regulations - Excellent communication and interpersonal skills - Proven leadership and team management abilities - Ability to work effectively in a fast-paced environment - Attention to detail and strong organizational skills

Effectively plans, develops, directs and maintains the Human Resources programs within the Health Center involving employee/labor relations, compensation, payroll and organizational development. Works effectively with employees and managers through open communication to enhance retention, human resources italicization and facilitate employee relations within departments. Develops and maintains an effective employee relations program that provides opportunities for communication to ensure that employees and management are informed of human resources issues. Serves as the Chair of the Employee Recognition Committee. Effectively recommends and implements policies and procedures necessary to achieve the objectives of the Health Center and insure maximum utilization and stability of personnel. Routinely confers with executive staff to discuss improvement of working relationships and conditions. Fairly acts as liaison between employees and management Investigates cause of disputes and grievances and implements corrective actions. Competently administers benefit service, evaluates and directs employer-employee programs, including retirement, leave policies, insurance programs, unemployment and workers Provides Human Resources educational programs to managers, other supervisors, team leaders, and employees to accomplish Human Resources and Health Center goals. Demonstrates knowledge of State, Federal and Local laws related to employment and salary and benefit administration. Works with CFO and/or CEO and company legal representatives in resolving any administrative complaints, investigations or litigation relating to Human Resources. Ensures compliance with quality assurance standards related to Human Resources and assures all staff is properly credentialed. Actively participates as a member of the Management team in strategic planning and staff development, providing human resource perspective on Health Center issues. Develops and administers Human Resources policies and procedures in compliance with all applicable laws, contractual requirements, direction of the CEO and the Board of Directors and generally accepted standards of good practice. Provides direction to the Health Center's employment program, including recruitment, selection, new hire processing and orientation. Directly assists in management recruitment process. Responsible to develop and implement and direct a Provider recruitment and retention Works with the CMO and CEO to accomplish the strategies set forth by the Board of Directors. Provides counsel and advice to administration, department managers and supervisors on Human Resources issues including employee discipline, terminations, policy interpretation, problem resolution, performance management and appraisals, recruitment, affirmative action, job descriptions and communications. Implements and oversees the HR Information System to meet the reporting needs of the Health Center and maintains employee records as required by applicable law. Accomplishes other tasks as required and complies with all facility policies and procedures including but not limited to those addressing HIPAA, Compliance, and the Affordable Care Act.