Human resources executive jobs near me

Employee Relations Partner 100% remote - Boston Area only Working hours: 8:30-5, flexible Type of contract - temp to perm potential Contract Duration: 3 months to start Compensation: $40- $55 depending on experience, looking for 3-5 years Must use own equipment for this position. Top 3 must haves: experience in HR related investigation, Employee relations skills such as conflict resolution and manager guidance, understanding of employment law JOB OVERVIEW: Under the direction of the Director of Human Resources-Employee Relations, the Employee Relations Partner is responsible for advising managers and HR Business Partners (HRBPs) at Brigham & Women's Hospital (BWH) regarding employee relations situations and the interpretation of personnel policies, State/Federal and employment laws. The incumbent will provide comprehensive internal employee consultation throughout BWH, may be asked to prepare responses to internal and external complaints, conduct investigations, write reports and present findings and recommendations. The incumbent will develop and evaluate overall employee relations trends/themes and proactively make recommendations to address root cuses. The incumbent will assess and conduct training on employee relations and will partner with the HRBPs to implement recommendations to address employee relations issues. The incumbent may need to partner with MGB Centers of Execellent (COEs) including the Employee Relations/ Labor Relations team as well as the Office of General Counsel, as needed. 1. Advises HRBPs, Managers and Executives system wide concerning employee relations issues around concerns in scope of workplace violence, discrimination, harassment, substance abuse, abusive conduct, reductions in force, diversion, privacy breach etc. 2. Conducts sensitive, confidential, objective and thorough investigations. Prepares reports of the findings, presents findings to specific audiences, and makes recommendations to address root cause issues.Consults, as needed and/or directed, with ER/LR COE, HRBPs, and HR Leadership as appropriate. 3. Partners with Sr. Employee Relations Consultant to develop and evaluate overall employee relations trends/themes across organization and system to understand and address root causes. 4. Works with HRBPs, Learning & Organizational Development, Employee/Labor Relations, and local Employee Relations colleagues to address root causes. Educates employees, managers, and leaders at all levels about effective management practices and leadership styles. 5. Using data and analytics, provides guidance and direction to managers to enhance diversity and inclusion efforts, support workplace culture, and improve employee engagement 6. Partners with system ER/LR COE and Office of General Counsel to assist with the preparation of a response to complaints filed with the MCAD, EEOC or other relevant agencies. May be required to attend and/or testify at hearings and arbitrations as appropriate. 7. Consults with HRBPs and managers concerning the processing of problem resolution cases, assists with gathering all required documentation and takes lead on problem resolution cases directly related to investigations that the ERP conducted, as necessary. 8. Partners with ER/LR Center of Excellence to creates, customizes, and presents workshops concerning employee relations issues, such as Harassment, Progressive Discipline, Employment and Labor Laws, Workplace Violence and ADA/FMLA to managers and HR professionals. 9. Conducts complex climate surveys to assess the general environmental tone within a department or between departments to determine areas of employee concern. Partners with ER/LR, HRBP and Manager to develop action plans to address issues. 10. Manages Interactive Dialogue for requests for Reasonable Accommodations in partnership with Occupational Health, HRBPs, and Operational leadership, and partners with ER/LR as necessary on complex cases. 11. Maintains a current body of knowledge of employment and labor laws. 12. Assists with the development, updating, and interpretation of employee relations policies and procedures. 13. Develops and maintains positive and effective working relationships with all colleagues. 14. May be asked to support and partner in HRBP responsibilities as needed including, but not limited to, areas of Organizational Change and Development, data analytics and dashboard management, intervention and coaching, policy interpretation and communications, training development, committee participation, etc. 15. Using independent judgment, escalates issues to senior leadership as needed. 16. Performs other duties and projects as assigned Requirements: Bachelors degree or equivalent experience, plus two to three year's in Employee Relations/Labor Relations Consultant or Human Resources Business Partner Level role or equivalent experience to be qualified for Senior Employee Relations/Labor Relations Consultant or Senior HR Business Partner. Must have experience with employee relations issues and/or investigations. Case management system experience is preferred.

, Inc. Stitch Fix (NASDAQ: SFIX) is the leading online personal styling service that helps people discover the styles they will love that fit perfectly so they always look - and feel - their best. Few things are more personal than getting dressed, but finding clothing that fits and looks great can be a challenge. Stitch Fix solves that problem. By pairing expert stylists with best-in-class AI and recommendation algorithms, the company leverages its assortment of exclusive and national brands to meet each client's individual tastes and needs, making it convenient for clients to express their personal style without having to spend hours in stores or sifting through endless choices online. Stitch Fix, which was founded in 2011, is headquartered in San Francisco. About the Team The People and Culture (P&C) team at Stitch Fix is dedicated to fostering a workplace that inspires and fulfills the individuals who deliver exceptional client experiences. From our warehouse staff to our tech talent, product teams, and stylists, we create a fun, collaborative environment where problem-solving is a shared effort. We are looking for dynamic, bright, and kind People and Culture leaders who are motivated by the challenge to join our growing team. About the Role The Manager, HR Shared Services, plays an integral role in shaping the employee experience by evolving the design and infrastructure that supports it. This role will lead the centralized HR service delivery team, leveraging AI and automation to ensure the efficient and consistent execution of core HR functions from hire to retire. You're excited about this opportunity because you will… Be responsible for ensuring the success of the centralized team, maintaining high standards of operational excellence, positive employee experience, and continuous improvement within the shared services model. You will partner closely with key stakeholders to ensure alignment, accuracy, and effective delivery across the enterprise, while also overseeing complex projects that drive an exceptional employee experience. This role requires strong leadership, program management, HR technology expertise (including AI in HR), and excellent communication and analytical skills to effectively manage HR operations and support our strategic People team initiatives. You're excited about this opportunity because you will be responsible for... Being a strategic HR Shared Services leader: Creating and executing a shared services strategy for Shared Services transformation, evolving and standardizing operations, and leveraging technology for efficient delivery of HR functions. Oversee and optimize the centralized function for key HR operations like compliance, immigration, escalations, and data management ensuring consistent and accurate service delivery. Proactively use data and engage with internal stakeholders to identify on-going needs and actively look for opportunities to enhance current processes and optimize technology solutions. Program Management: Drive the successful delivery of complex HR projects, such as system implementations and process improvements, by leading crossfunctional project teams and managing all phases from initiation to completion. Harness expertise in HR systems and platforms (e.g., HRIS, ATS, HCM) to identify opportunities for efficiency gains, simplification of employee experience, data management and maximize user adoption. Champion change by partnering with key stakeholders to create and implement robust transition plans that foster employee buy-in and engagement with new processes and technology. Leadership and Communication: Coaches and develops a team of professionals to assist in their growth and attainment of necessary skills to create impact. Monitors staff performance and drives performance improvement initiatives and ensures that service levels meet or exceed agreed upon standards. Lead and influence a wide range of stakeholders-from internal partners to external vendors-to ensure project alignment and drive successful business outcomes. Translate long-term business objectives into actionable HR programs and services that support company-wide goals. Summarize and present data to key stakeholders, simplifying complex information into clear and compelling insights. Strategy & Operational Excellence: Leverage data analysis to identify key trends, pinpoint opportunities for improvement, and inform the strategic direction of HR services. Ensure HR systems and processes are compliant and audit-ready, building a framework that supports operational integrity and reduces organizational risk. Drive continuous improvement and raise the bar by leveraging insights from external use cases and market data to inform and optimize our solutions We're excited about you because you have… Experience: 7+ years proven experience in HR in a people-focused or Shared Services role, with a track record of successfully managing and transforming HR operations; Have a Bachelor's degree, or equivalent combination of education and work experience. Technical Skills: Expertise in HR systems (Workday, Greenhouse, Fountain, Looker, Qualtrics), and a strong understanding of how to leverage technology to enhance service delivery and efficiency. Strategic Leadership: Demonstrated ability to lead and manage large-scale projects, such as system implementations, and to drive organizational change. Analytical Acumen: Skilled in using data to identify opportunities, solve complex problems, and make data-driven decisions that optimize HR services. Compliance & Risk Management: Comprehensive knowledge of HR compliance requirements and a proven ability to manage audit processes and ensure data integrity. Preferred Qualifications AI and Automation: Knowledge and experience in implementing AI, machine learning, and automation tools to streamline HR processes and improve the employee experience. Program Management / Change Management: Certification or advanced training in project management and/or change management methodologies (e.g., Lean, PMP, Prosci) to guide the enterprise through technology and process transitions. Vendor Management: Strong experience in managing relationships with external vendors and partners to drive successful outcomes. Why you'll love working at Stitch Fix... We are a group of bright, kind people who are motivated by challenge. We value integrity, innovation and trust. You'll bring these characteristics to life in everything you do at Stitch Fix. We cultivate a community of diverse perspectives- all voices are heard and valued. We are an innovative company and leverage our strengths in fashion and tech to disrupt the future of retail. We win as a team, commit to our work, and celebrate grit together because we value strong relationships. We boldly create the future while keeping equity and sustainability at the center of all that we do. We are the owners of our work and are energized by solving problems through a growth mindset lens. We think broadly and creatively through every situation to create meaningful impact. We offer comprehensive compensation packages and inclusive health and wellness benefits. Compensation and Benefits This role will receive a competitive salary, benefits, and equity. The salary for US-based employees hired into this role will be aligned with the range below, which includes our three geographic areas. A variety of factors are considered when determining someone's compensation-including a candidate's professional background, experience, location, and performance. This position is eligible for an annual bonus, and new hire and ongoing grants of restricted stock units, depending on employee and company performance. In addition, the position is eligible for medical, dental, vision, and other benefits. Applicants should apply via our internal or external careers site. Salary Range$93,000-$155,000 USD This link leads to the machine readable files that are made available in response to the federal Transparency in Coverage Rule and includes negotiated service rates and out-of-network allowed amounts between health plans and healthcare providers. The machine-readable files are formatted to allow researchers, regulators, and application developers to more easily access and analyze data. Please review Stitch Fix's US Applicant Privacy Policy and Notice at Collection here: **************************************************************** Recruiting Fraud Alert: To all candidates: your personal information and online safety are top of mind for us. At Stitch Fix, recruiters only direct candidates to apply through our official career pages at ************************************** or ************************************** Recruiters will never request payments, ask for financial account information or sensitive information like social security numbers. If you are unsure if a message is from Stitch Fix, please email *********************. You can read more about Recruiting Scam Awareness on our FAQ page here: ***************************************************************************************

Who We Are Numera is a fast-growing, US-based financial services firm that delivers cutting-edge solutions across accounting, payroll, tax, and advisory. Our unique US-India delivery model enables us to scale seamlessly, bringing smart, tech-enabled, and client-first solutions to individuals, businesses, and nonprofits nationwide. With a global network of professionals and an entrepreneurial spirit, Numera helps organizations unlock growth, navigate complexity, and drive long-term success. Who You Are We are seeking a proactive, detail-oriented, and people-first HR Executive to manage and support core HR operations for our U.S. team. This role goes beyond routine coordination-you'll be instrumental in shaping employee experiences, supporting talent operations, and fostering a positive, compliant, and high-performing remote work environment. If you are driven, empathetic, tech-savvy, and adaptable, this is your opportunity to grow with a dynamic, mission-driven firm that values initiative and impact. What You'll Do Manage and execute end-to-end employee lifecycle processes, including onboarding, offboarding, performance management, and engagement initiatives. Partner with leadership on recruitment and staffing efforts, including job postings, interview scheduling, offer management, and background verification support. Coordinate with multiple stakeholders across various U.S. states to ensure seamless HR operations and a consistent employee experience. Maintain accurate and confidential employee records through HRIS/PEO platforms, ensuring regulatory compliance and data integrity. Administer employee benefits (401k, health/dental/life insurance, PTO, etc.) and serve as the primary liaison between employees and benefits providers. Drive employee connect programs, culture-building initiatives, and regular check-ins to foster engagement, inclusion, and retention. Support Diversity, Equity, and Inclusion (DEI) programs, engagement surveys, and other people & culture initiatives. Guide worker classification processes, with a strong understanding of W-2 employees, 1099 independent contractors, and Corp-to-Corp (C2C) engagements, including related HR, tax, and compliance requirements. Demonstrate working knowledge of U.S. immigration and work authorization categories (e.g., Green Card, GC-EAD, H-1B, H4-EAD, TN, OPT/CPT) and support associated hiring and documentation processes. Ensure HR compliance with federal, state, and local labor laws, collaborating with payroll, legal, and compliance teams as needed. Maintain awareness of state-specific employment laws (e.g., payroll timelines, final pay rules, severance requirements) to ensure accurate and timely processes. Prepare and present HR dashboards, reports, and documentation to support leadership decisions, compliance reviews, and audits. Provide responsive, professional, and confidential HR support to employees and managers, handling sensitive matters with discretion and empathy. What You Bring Bachelor's degree in Human Resources, Business Administration, or a related field 5-7 years of progressive HR experience, preferably in a remote, multi-state S. work environment Hands-on experience with PEO platforms (e.g., ADP TotalSource, Insperity, Extensis) or other U.S.-based HRMS tools to manage employee records, time tracking, and payroll processes Strong understanding of worker classifications (W-2, 1099, Corp-to-Corp) and associated HR/tax requirements Exposure to S. work visa categories such as Green Card, GC-EAD, H-1B, H4-EAD, TN, OPT/CPT, etc. Basic understanding of state-specific laws for payroll processing, termination, and severance Ability to work independently and thrive in a fast-paced, high-growth, and remote-first environment What We Offer Additional Information: Schedule: Monday to Friday Work Type: Remote Benefits: 401(K), Health Insurance, Paid Time Off, Professional Development Assistance This role is more than a seat at the table-it's a chance to help build the table. If you're ready to bring energy, ownership, and vision to a growing firm, we want to hear from you.

We're looking for a passionate, curious, and technically savvy Global Workday HCM Lead/Manager. This role is perfect for someone who loves solving complex problems, and wants to make a real impact on a global scale. You'll lead the charge in configuring, optimizing, and scaling our global Workday HCM environment-while keeping security and business processes sharp, smart, and secure. KEY RESPONSIBILITIES: Manage our global Workday HCM platform. You'll be the go-to expert managing everything from core HCM to security and business process configuration. Lead and deliver. Drive system enhancements, implementations, and releases across modules-especially Core HCM, Security, Onboarding, Absence, and Reporting. Configure with confidence. Hands-on configuration across Workday HCM modules, plus thoughtful customization based on evolving business needs. Be our Workday security guardian. Manage Workday roles, permissions, and data access to ensure airtight governance and compliance. Collaborate like a pro. Work with HRIS, HR, IT, Payroll, Finance, and business stakeholders globally to translate functional needs into scalable tech solutions. Keep us moving. Troubleshoot issues, improve performance, and make recommendations that keep our Workday instance fast, clean, and efficient. Be a mentor and a multiplier. Lead cross-functional initiatives and support junior team members with knowledge sharing and best practices. MINIMUM WORK EXPERIENCE: 5-7+ years of Workday HCM experience, including hands-on configuration and support across Core HCM, Security, Business Processes, and Reporting. Deep understanding of Workday security frameworks and best practices. Experience supporting Workday in a global environment, preferably across multiple legal entities or regions. A love for problem-solving, simplifying complex systems, and building scalable processes. Strong communication skills-you can translate “tech speak” to “HR speak” and vice versa. A collaborative, proactive mindset and a passion for people systems. Workday certifications in Core HCM, Security, or related module a plus Experience with Workday Reporting, Compensation, or Absence modules is a plus Previous leadership or mentoring experience in an HRIS or Workday team is a plus Experience in change management or rolling out new Workday modules globally is a plus PREFERRED EDUCATION: Typically a Bachelor's Degree or global equivalent in related discipline. Master's degree or global equivalent a plus. The posted range for this position is $97,909-$152,984 which is the expected starting base salary range for an employee who is new to the role to fully proficient in the role. Many factors go into determining employee pay within the posted range including prior experience, current skills, location/labor market, internal equity, etc. This position is eligible for a bonus not reflected in the posted range. Other benefits available include: Medical, Dental and Vision Coverage, 401K Plan with Company Match, PTO, Paid Parental Leave, Income Protection, Work Life Assistance Program, Flexible Spending Accounts, Educational Benefits, Worldwide Scholarship Program and Volunteer Opportunities. Henry Schein, Inc. is an Equal Employment Opportunity Employer and does not discriminate against applicants or employees on the basis of race, color, religion, creed, national origin, ancestry, disability that can be reasonably accommodated without undue hardship, sex, sexual orientation, gender identity, age, citizenship, marital or veteran status, or any other legally protected status. For more information about career opportunities at Henry Schein, please visit our website at: ***************************

We're thrilled that you are interested in joining us here at the Amynta Group! We are seeking an experienced and strategic insurance leader to serve as the Global Head of Contingency, overseeing the underwriting and performance of our Contingency insurance portfolio. This high-impact role is responsible for managing a team of underwriters, driving profitable growth, and strengthening relationships with brokers and insurers. The ideal candidate will bring deep expertise in Event Cancellation, Prize Indemnity, and Weather insurance, a strong commercial mindset, and a proven track record of leadership in a dynamic and evolving environment. Strategic & Financial Leadership Set and execute the strategic vision for the Contingency portfolio, aligning with broader organizational objectives. Identify emerging market trends and evolving customer needs to guide product development and market positioning. Support portfolio profitability through strong P&L oversight and strategic resource allocation. Underwriting & Portfolio Management Underwrite and oversee Event Cancellation, Prize, Bonus, Redemption, and Weather accounts. Release renewal quotes in accordance with established departmental procedures, ensuring accuracy, efficiency, and adherence to compliance and service level standards. Lead the assessment and underwriting of new and renewal risks, ensuring alignment with company risk appetite and pricing strategy. Monitor aggregate exposures, loss ratios, and capacity utilization to inform underwriting decisions and maintain healthy portfolio balance. Ensure underwriting practices support profitable growth, proper risk selection, and alignment with company strategy Proactively stay abreast of system changes and company underwriting guidelines, integrating updates into daily operations. Market Development & Client Engagement Maintain existing broker relationships and recruit new broker partners to expand distribution and drive new business opportunities. Manage insurance market relationships to enhance collaboration, capacity, and competitiveness. Represent the company at key market meetings, industry events, conferences, and seminars as a subject matter expert and thought leader. Develop insight through direct engagement with key brokers, coverholders, clients, and strategic partners. Innovation, Tools & Data Leverage underwriting technology, pricing models, and data analytics to enhance decision-making, pricing accuracy, and operational efficiency. Drive innovation by evaluating and implementing new tools and methodologies that support underwriting modernization. Compliance & Risk Governance Ensure global underwriting practices adhere to applicable legal, regulatory, and internal compliance standards. Promote a culture of ethical conduct, transparency, and operational excellence across the underwriting function. Team Leadership & Development Lead, coach, and develop an international team of underwriters to ensure high performance, engagement, and technical capability. Support training, mentorship, and long-term talent development initiatives. Foster a collaborative, inclusive, and accountable culture that promotes continuous improvement and innovation. Travel Travel to engage with key stakeholders, develop regional market insight, and lead relationship-building initiatives. Requirements 20+ years of experience in Contingency Insurance underwriting, including Event Cancellation, Prize, Bonus, Redemption, and Weather products. Experience establishing in-house insurance binders with domestic and international markets. Proven leadership of high-performing teams and track record of managing profitable global portfolios. Experience managing online Contingency Insurance platforms. Proficiency with carrier rating portals, Microsoft Outlook, Word, and Excel. Strong understanding of international insurance regulations and compliance frameworks. Excellent analytical, strategic, and problem-solving skills. Outstanding communication, negotiation, and relationship-building skills across global markets. Bachelor's degree required; advanced degree or professional designation (e.g., CPCU, ACII) strongly preferred. Interest in sports and live events is a plus, particularly for understanding Contractual Bonus and Prize Indemnity risks. Target Locations: NYC, Atlanta, Boston, Chicago, Indianapolis, San Francisco, Los Angeles, Miami / Ft Lauderdale area preferred Compensation: $250,000 - $300,000. Total compensation (base salary & any applicable bonus plan) for this role will depend on several factors including relevant experience, credentials, skills, geographical location, and knowledge pertaining to this role and industry. Benefits: 18 - 23 days paid time off per year 11 paid holidays Health, dental and vision insurance plan, Short-term disability insurance Long-term disability insurance Basic term life and accidental death and dismemberment insurance A 401(k) plan which includes an employer match Voluntary Life Insurance is also available The Amynta Group (the “Company”) is committed to a policy of Equal Employment Opportunity and will not discriminate against an applicant or employee on the basis of any ground of discrimination protected by applicable human rights legislation. The information collected is solely used to determine suitability for employment, verify identity and maintain employment statistics on applicants. Applicants with disabilities may be entitled to reasonable accommodation throughout the recruitment process in accordance with applicable human rights and accessibility legislation. A reasonable accommodation is an adjustment to processes, procedures, methods of conveying information and/or the physical environment, which may include the provision of additional support, in order to remove barriers a candidate may face during recruitment such that each candidate has an equal employment opportunity. The Company will accommodate a candidate to the point of undue hardship. Please inform the Company's personnel representative if you require any accommodation in the application process.

JPMorgan Chase is seeking a Data Product Manager to lead the strategy and delivery of data products supporting Talent Acquisition and Workforce Planning within the HR Data Products organization. This leader will define and execute a roadmap that advances JPMC's vision of providing a cohesive, frictionless, and personalized hire and onboarding experience through curated, high-quality, well-governed, data offerings. As a Data Product Manager within the HR Data Products, you will collaborate with stakeholders across Business Intelligence, AI/ML, Product, Information Architecture, and Data Engineering to develop and deliver data products that enable seamless hiring and off-boarding journeys. This role is critical to modernizing the firm's talent data ecosystem and empowering HR, business, and technology teams with actionable, trusted data. Key Responsibilities: Develop and Own Roadmap: Define and deliver the strategy and roadmap for Talent Acquisition and Off-boarding data products, aligned to stakeholder priorities and firmwide vision. User Discovery & Requirements: Conduct user discovery and stakeholder interviews to gather business requirements, pain points, and opportunities for improvement. Stakeholder Partnership: Partner with Business Intelligence, AI/ML, and Product teams to ensure data products meet reporting, analytics, and automation needs. Data Onboarding & Transformation: Collaborate with Information Architecture and Data Engineering to onboard new data sources and transform them into performant, fit-for-purpose data offerings. Data Governance & Quality: Establish and maintain strong data governance, quality, and lifecycle management practices for talent data, ensuring compliance with firmwide standards. Metadata & Catalog Management: Own the development and maintenance of data catalog, metadata, glossary, and lineage capabilities for Talent Acquisition and Off-boarding datasets. Continuous Improvement: Drive continuous improvement in data product offerings through stakeholder feedback, usage insights, and industry best practices. Required Qualifications: 8+ years of experience or equivalent expertise delivering products, projects, or technology applications Demonstrated ability to take an incremental, sequenced approach to data product development, balancing within one data product the needs of technical vs. non-technical users as well as varied use-cases Strong understanding of modern data platforms, cloud ecosystems, entitlement and catalog tools, and data quality systems. Proficiency in SQL to facilitate data testing, validation, and to help users understand, access, and utilize data products effectively Experience with data onboarding, metadata management, governance workflows, and compliance requirements in complex enterprise environments Excellent stakeholder engagement skills, with ability to translate technical capabilities into clear business outcomes Familiarity with control-heavy or compliance-driven environments, including regulatory data requirements and multiple lines of defense Preferred Qualification: Experience working with Talent-related processes, systems, or data preferred

*** This is where your organization can create a consistent intro to all of your jobs, creating consistency in voice and messaging across all job posts *** C'est ici que votre organisation peut créer une introduction cohérente à tous vos emplois, en créant une cohérence dans la voix et la messagerie dans tous les postes. Team: HR Reporting Relationship: Location: Who are our *INSERT TEAM NAME*? We lead the market through innovation, offer best-in-class and personalised gambling experiences, provide entertainment and a safe responsible gambling experience. What do they do: How do they do it: Essential Skills & Experience: +3 years relevant work experience Graduate degree If you think you have the skills and behaviours required for this role, then apply for a job today with us! Equal Opportunities Employer & Supports Workforce Diversity We are the largest sports betting operator in Romania, with offices in the UK, Poland, Austria, Croatia, Serbia, Cyprus, and Malta. Keeping the ball rolling since 2008, our team now consists of more than 4000 people who are the major driving forces behind our success. In 2016 we stepped up the game and launched our online business. The reason? Offering the best in class, adrenaline-packed entertainment to our customers. Also, to support our retail expansion. To stay on top of our game, our plans are big - expanding our business in Central and Eastern Europe and increasing our market share. World's largest private equity fund, Blackstone Group, recognized our vision. That's why we received a strategic investment of 175 million euros! What's next? Building a better and bigger experience for our customers. And just like all great sportsmen and women, we see every challenge as a chance to prove our talent and every mistake as an opportunity to grow. *** Similar to the introduction that can precede all job descriptions, an outro can also be formatted for consistency on all posts *** Semblable à l'introduction qui peut précéder toutes les descriptions de poste, une outro peut également être formatée pour la cohérence sur tous les messages

JobID: 210684828 JobSchedule: Full time JobShift: Base Pay/Salary: New York,NY $175,750.00-$260,000.00; Jersey City,NJ $175,750.00-$260,000.00 Global Human Resources (HR) Business Resiliency's mission is to continuously improve our businesses' ability to provide outstanding products and services to our customers in the event of any disruption. As a Business Resiliency and Incident Management Director in Human Resources, you will lead a high performing team, promoting innovative solutions for the Business Resiliency community. You will act as the executive liaison with the Global Human Resources and Firm-wide Resiliency Office leadership teams, lead incident response for both for HR business processes and firmwide employee support. You will provide leadership to your team supporting their functional tasks within the Business Resiliency team. Your strategic oversight will help strengthen globally and provide guidance to your team. In this role, you will ensure alignment to Human Resources' Business Resiliency procedures and engage in strategic initiatives to assist the evolution of the Business Resiliency framework for the global function. Job Responsibilities: * Lead and Inspire: Manage incidents globally for Human Resources (HR) and firm-wide Employee Support, ensure proper response to disruptions and transparency to HR and Market / Location leadership so they remain abreast of incident response and status, support resiliency lifecycle process through planning, testing and quality monitoring. * Collaborate and Execute: Represent the HR Business Resiliency team globally and with the Firmwide Resiliency Office (FRO) to ensure the resiliency agenda is understood and able to be executed by practitioners in the business. * Strategize and Innovate: Strengthen the resiliency lifecycle framework by staying on top of new technology, including Artificial Intelligence and solutions to combat emerging threats and bring strategy to life by leading the team through new ways to approach resiliency. * Connect and Cultivate: Build and nurture relationships, globally, to represent HR Business Resiliency and bolster our overall resiliency. Required qualifications, skills, and capabilities: * 7+ years in Business Resiliency/Continuity, Crisis Management, Project Management, and/or Process Development and Improvement * Proven people leader with a focus a track record of driving metrics-driven performance and on maintaining motivation, leading a high performing team, providing coaching, succession planning and driving innovation * A disruptor willing to challenge processes or practices that could be more effective. * Ability to handle pressure situations and communicate effectively in both verbal and written channels to senior leaders in the organization * A master relationship builder, adept at managing connections across all levels and able to influence senior leaders and drive with a sense of urgency to ensure business readiness activities are complete * Flexibility to support the business during disruptive events that span regions, weekends, and holidays. * Work independently and multitask in a fast-paced environment. Preferred qualifications, skills, and capabilities: * Business continuity and/or crisis management experience (accreditations are favorable e.g., Certified Business Continuity Professional (CBCP)) * Robust understanding of Human Resources within the financial industry. * Experience thriving in regulated environments.

Job Description Want a better work-life balance? Want to decide what types of clients you will consult with? Want to consult part-time? Whether you have your own HR consulting firm, and your own book of clients, and just want to add on 1 or more days or want to start a consulting company and take on multiple clients, SevenStar HR will work with you to meet your personal needs. Projects may include some or all of these based on our client's needs: HR Compliance Employee Issues Policies and Procedures Recruiting Compensation Skills/Qualifications: Minimum of 5 years of experience in Human Resources required Able to work independently managing a variety of projects Strong project management and time management skills Able to advise clients on employment legislation and policies Able to work efficiently as a team member Strong attention to detail Ability to multi-task in a fast-paced dynamic environment Able to develop a strong rapport with clients and maintain excellent working relationships Part-time assignment ONLY, Candidate seeking a full-time position need not apply. SevenStar HR is a rapidly growing company adding multiple people to our pool of HR Consultants. We are a lifestyle business priding ourselves on focusing on the needs of our HR Consultants. We would love the opportunity to speak with you about our open opportunities. Powered by JazzHR qmk J7FIHJu

We're seeking a Fractional Recruiter to help us build and grow high-performing engineering teams for our clients - fast-scaling startups in the U.S. and beyond. You'll play a key role in sourcing qualified candidates, pre-vetting them, and guiding them through our hiring pipeline. If you're organized, people-driven, and comfortable working with technical roles, this position would be the perfect fit for you. At the moment, this is a fractional role, but we fully expect this to slowly convert into a full-time engagement over the span of the next 6-8 months. What skills do we expect you to have: 🎯 English: Advanced (C1+); Proven experience in technical recruiting, preferably for startups or fast-growing companies; Strong knowledge of sourcing strategies (LinkedIn, GitHub, online communities, etc.) Ability to pre-vet candidates for engineering roles (Node.js, React.js, cloud, data engineering, etc.) Excellent communication and organizational skills; Familiarity with applicant tracking systems (ATS) and HR tools is a plus; What will be your responsibilities: 💪 Collaborating with Universium's leadership to define role requirements; Sourcing and engaging candidates for technical positions on various platforms, including LinkedIn; Pre-screening and assessing candidate qualifications; Coordinating interviews and moving candidates through the HR pipeline; Maintaining our relationships with our talent pool of candidates; Advising towards our marketing campaigns for HR objectives; What's in it for you: 🌴 Professional Growth & Lifestyle: Remote work (our team is 100% remote) Opportunity to join an international team of a fast-scaling startup; Leadership initiatives; Benefits: Competitive compensation; Transparent bonus structure based on identifying successful hires; Annual sick leave and vacation, proportional with fractional engagement; Please feel free to reach out should you have any questions! Best regards, Universium Team ❤️

This position is a 100% remote work arrangement, consistent with System Office policy. UNC Chapel Hill employees are generally required to reside in North Carolina, within a reasonable commuting distance of their assigned duty station. The EHRA HR Consultant supports the largest variety of campus positions (faculty, instructional, research, athletic, executive, and senior administrative) that make Carolina such a fascinating place to work. The EHRA HR Consultant partners with and provides support to campus on matters such as appointments, classifications and compensation, separations, strategic planning and reorganizations, performance management, and policy interpretation and administration and is responsible for ensuring compliance with university, state, and federal laws and regulations related to EHRA staff. Through effective engagement of University resources, creative problem solving, exchanging of ideas with university colleagues, and in-depth HR knowledge and experience, the EHRA HR Consultant provides professional consultation for human resources best practices that support the university and/or department in achieving stated goals and objectives. The EHRA Consultant has a broad range of responsibilities including, but not limited to: * Updates and implements compensation/classification policies and programs for faculty and non-faculty as directed by the UNC Board of Governor and Board of Trustees. Evaluates existing compensation practices to ensure compliance with university, state, and federal requirements. * Performs classification studies and job analysis for new and existing positions and makes determinations that are consistent with established classification standards and that meet organizational needs. Advises campus on the broader impacts of organizational structure and classification changes * Applies both theory and practice when assisting campus in making compensation-related decisions. Ensures that compensation recommendations are internally equitable, externally competitive, and fiscally responsible * Provides consultation, guidance and training on policies and procedures relating to EHRA appointments, job changes, and promotions * Reviews and approves EHRA hiring proposals, hire, job change, and promotion actions in the university's HR Information Systems * Coordinates review of and administrative tasks for the EHRA Non-Faculty performance evaluation process * Provides guidance to campus during the termination process to ensure decisions are consistent with university policy * Anticipates future needs, challenges, and opportunities for assigned schools/divisions and collaborates with campus HR on short-term and long-range planning * Triages and troubleshoots exceptional situations and resolves or refers for higher level escalation as appropriate * Reviews HR business processes to identify and address opportunities for improvement and operational excellence. * Performs other related duties and participates in or leads special projects as assigned. Required Qualifications, Competencies, And Experience Professional knowledge of principles and best practices in human resource program procedures and methods and knowledge of the related business context, developed through a combination of practical experience and formal training, and the ability to creatively apply both to generate responsive solutions to specific situations. Ability to apply and interpret a variety of interrelated policies, procedures and programs and effectively address non-routine issues. Ability to advise and collaborate with clients to resolve difficult issues and recognize the impact of policies, procedures and laws. Ability to determine and follow a course of action to address complex, ambiguous or unique operational and/or programmatic issues. Ability to establish and maintain collaborative professional relationships; comfort and skill in handling multiple projects and priorities; sensitivity and discretion in dealing with sensitive and confidential information; highly developed customer service and consulting skills. Ability to work toward mutual resolutions that are in the best interests of the organization and the unit. Ability to successfully complete projects with established guidelines, standards and deadlines. Preferred Qualifications, Competencies, And Experience Preferred candidates will have solid knowledge of University and state HR policies, procedures, processes and technologies as they relate to EHRA and SHRA personnel and payroll issues and the ability to interpret and communicate this information to the campus community. Five years of Human Resources experience, preferably in a Human Resource Generalist capacity. Experience in higher education or the non-profit sector is preferred. Previous EHRA NF Classification and compensation experience preferred.

What Makes a Honda, is Who makes a Honda Honda has a clear vision for the future, and it's a joyful one. We are looking for individuals with the skills, courage, persistence, and dreams that will help us reach our future-focused goals. At our core is innovation. Honda is constantly innovating and developing solutions to drive our business with record success. We strive to be a company that serves as a source of “power” that supports people around the world who are trying to do things based on their own initiative and that helps people expand their own potential. To this end, Honda strives to realize “the joy and freedom of mobility” by developing new technologies and an innovative approach to achieve a “zero environmental footprint.” We are looking for qualified individuals with diverse backgrounds, experiences, continuous improvement values, and a strong work ethic to join our team. If your goals and values align with Honda's, we want you to join our team to Bring the Future! JOB PURPOSE The Senior Analyst, HR Governance is an individual contributor role dedicated to enhancing the organization's HR governance framework. This position plays a pivotal role in supporting the ethical management, regulatory compliance, and strategic oversight of Human Resources policies, procedures, and documentation. The ideal candidate will thrive in a detail-driven environment and demonstrate a strong commitment to upholding best practices in HR management and governance KEY ACCOUNTABILITIES Policy Support and Documentation: Leads the governance of drafting, reviewing, updating, auditing and organizing HR policies, procedures, documents and guidelines. Maintain accurate records and ensure accessibility for all stakeholders. Compliance Monitoring: Manages the tracking of internal changes, internal policy revisions, and conduct basic audits to ensure HR practices are compliant with legal and organizational requirements. Data Management: Collect, organize, and analyze HR governance data, including associate feedback, compliance metrics, and process improvement opportunities. Maintain confidentiality and data integrity at all times Process Improvement: Engage in initiatives to optimize HR governance workflows. Identify inefficiencies, suggest improvements, and assist in implementing new processes and technologies. Stakeholder Coordination: Initiates communication between HR governance and other functional areas, such as Payroll, Talent Acquisition, and Associate Relations. Facilitate meetings, prepare agendas, and generate summary reports. Training and Awareness: Assist in the development and dissemination of educational materials on HR policies and governance standards. Help organize workshops and awareness campaigns. Risk Management: Under supervision, help identify and report HR compliance risks, contributing to the creation of mitigation strategies and follow-up procedures. Record Keeping: Maintain organized files for audits, associate inquiries, policy changes, and governance communications. Ensure accuracy and timely updates of all records including HR Handbook, Service Catalog, etc. Ad Hoc Projects: Participate in special projects as assigned by HR Governance management, offering research, analysis, and administrative support QUALIFICATIONS, EXPERIENCE, & SKILLS Minimum Educational Qualifications Four years college degree or applicable work experienc Minimum Experience 5 - 8 years' HR experience depending upon education/degree and work experienc Other Job-Specific Skills Communicating with impact & influence Ability to balance workload and set priorities Result Orientation Ability to work across multi-HR Departments Ability to create teamwork & valuing relationships Strong problem solving and decision-making skills Ability to make sound decisions with limited direction JOB DIMENSIONS Number of direct reports: Workstyle: 80% onsite / 20% remote Travel: Up to 10% domestic What differentiates Honda and make us an employer of choice? Total Rewards: Competitive Base Salary (pay will be based on several variables that include, but not limited to geographic location, work experience, etc.) Paid Overtime Regional Bonus (when applicable) Industry-leading Benefit Plans (Medical, Dental, Vision, Rx) Paid time off, including vacation, holidays, shutdown Company Paid Short-Term and Long-Term Disability 401K Plan with company match + additional contribution Relocation assistance (if eligible) Career Growth: Advancement Opportunities Career Mobility Education Reimbursement for Continued Learning Training and Development programs Additional Offerings: Tuition Assistance & Student Loan Repayment Lifestyle Account Childcare Reimbursement Account Elder Care Support Wellbeing Program Community Service and Engagement Programs Product Programs Honda is an equal opportunity employer and considers qualified applicants for employment without regard to race, color, creed, religion, national origin, sex, sexual orientation, gender identity and expression, age, disability, veteran status, or any other protected factor.

Primary Duties & Responsibilities At Globe Life, we are committed to empowering our employees with the support and opportunities they need to succeed at every stage of their career. We take pride in fostering a caring and innovative culture that enables us to collectively grow and overcome challenges in a connected, collaborative, and mutually respectful environment that calls us to help Make Tomorrow Better. Role Overview: Could you be our next Manager, Workday HR Admin & Product Owner? Globe Life is looking for a Manager, Workday HR Admin & Product Owner to join the team! In this role, you will serve as a key strategic business leader at the intersection of HR process, people, and technology - driving innovation, efficiency, and excellence in our people systems. This role will partner with business leaders and IT to enhance the vision for Workday's HCM functionality, ensuring workflows align with business objectives, meet compliance requirements, and deliver excellent employee experience. Acting as the voice of the customer within HR Technology as the Product Owner, the Manager will collaborate closely with HR leaders, IT technical teams, and stakeholders to translate strategic priorities into scalable Workday solutions that enable data-driven decisions and operational success. As the Manager of the HR Admin team, this role will lead and develop Workday administrators, each specializing in specific workstreams such as Core HCM, Compensation, Benefits, Learning, Talent, and Payroll. The Manager will oversee productivity, ensuring their collective work aligns to a unified product vision and consistently delivers value-driven support to the organization. This is a remote / work-from-home position. What You Will Do: * Product Owner Responsibilities: * Own and prioritize the product backlog for Workday HCM features based on business value, stakeholder feedback, and technical dependencies. * Translate business requirements into detailed user stories with clear acceptance criteria and definition of final deliverables. * Collaborate directly with development and configuration teams to ensure user stories are well-defined and actionable. * Facilitate sprint planning, backlog refinement, and sprint reviews to maintain development velocity and quality. * Conduct regular stakeholder demos and gather feedback to validate deliverables and inform backlog priorities. * Make tactical product decisions within the established product roadmap and strategy. * Coordinate user acceptance testing and validate that delivered features meet acceptance criteria. * Manage release coordination with IT teams to ensure proper testing and deployment processes. * Serve as the primary point of contact between HR stakeholders and the technical delivery team. * People Leadership Responsibilities: * Lead and develop a team of Workday HR administrators across Core HCM, Compensation, Benefits, Talent, Learning, and Payroll modules. * Set clear performance expectations and provide regular coaching and feedback to team members. * Conduct performance reviews and create individual development plans aligned with career growth objectives. * Foster cross-functional collaboration and knowledge sharing among team members to build expertise across modules. * Ensure team adherence to governance standards, security protocols, and best practices. * Manage team capacity and workload distribution to optimize delivery and prevent burnout. * Recruit, onboard, and retain top talent for the Workday administration team. What You Can Bring: * Bachelor's degree in business administration, computer science, or related field. * 3-5 years Workday HCM experience with hands-on configuration and administration. * 2-3 years of leadership experience with technical or HR teams. * Workday certification, preferred. * Knowledge of employee lifecycle, compensation planning, benefits administration, talent management, and payroll operations. * Knowledge of data privacy, compliance requirements, and security protocols. * Understanding of Workday APIs, data flows, integration requirements, and system architecture principles. * Scrum, sprint planning, backlog management, and user story writing. * Able to translate business needs into technical language and specifications. * Relationship and expectation management across multiple departments. * Able to balance competing priorities based on business value, technical constraints, and stakeholder priorities. * Understanding of UAT processes and validation of acceptance criteria. * Understanding of HR processes and compliance requirements. * Experience creating clear requirements, process maps, and decision logs. * Able to translate between technical and business stakeholders. * Successful record of leading teams through system updates and process improvements. * Development of team members' technical, professional, and specialized functional skills. * Able to facilitate successful cross-training programs. Applicable To All Employees of Globe Life Family of Companies: * Reliable and predictable attendance of your assigned shift. * Ability to work designated hours based on the position specifications. How Globe Life Will Support You: Looking to continue your career in an environment that values your contribution and invests in your growth? We've curated a benefits package that helps to ensure that you don't just work, but thrive at Globe Life: * Competitive compensation designed to reflect your expertise and contribution. * Comprehensive health, dental, and vision insurance plans because your well-being is fundamental to your performance. * Robust life insurance benefits and retirement plans, including company-matched 401 (k) and pension plan. * Paid holidays and time off to support a healthy work-life balance. * Parental leave to help our employees welcome their new additions. * Subsidized all-in-one subscriptions to support your fitness, mindfulness, nutrition, and sleep goals. * Company-paid counseling for assistance with mental health, stress management, and work-life balance. * Continued education reimbursement eligibility and company-paid FLMI and ICA courses to grow your career. * Discounted Texas Rangers tickets for a proud visit to Globe Life Field. Opportunity awaits! Invest in your professional legacy, realize your path, and see the direct impact you can make in a workplace that celebrates and harnesses your unique talents and perspectives to their fullest potential. At Globe Life, your voice matters. Location: 7677 Henneman Way, McKinney, Texas

Director of Workers Compensation Product Expansion | 100% Remote (WFH) Opportunity We are seeking a Director of Workers Compensation Product Expansion to lead, develop, and own our corporate organic growth strategy. This role will provide cross-functional leadership across business units and technology teams to create, implement, and monitor the organic expansion of workers compensation insurance classes, products, strategies, and systems that balance and optimize growth, profitability, and operating costs. This role will report directly to the Senior Vice President, Chief Underwriting and Actuarial Officer, with regular executive-level interactions and presentations. Essential Duties & Responsibilities Develop, lead, and manage a clear and actionable product and services strategy to drive meaningful and profitable growth, ensuring it aligns with the company's overall goals and market demand. Manage the implementation of the growth strategy, including change management needs, to ensure a smooth transition into new appetite, product offerings, or business process and rule change initiatives. Lead cross-functional teams, including underwriting, sales, actuarial, data & analytics, marketing, and IT support to define and prioritize implementation plans. Analyze company performance metrics to make data-based decisions to drive continuous improvement. Create, develop and manage key performance indicators (KPIs) to assess the success of the expansion strategy. Analyze the competitive landscape to identify opportunities and threats, making appropriate strategic adjustments, and advising the senior leadership team. Requirements Significant experience (5+ years) in workers compensation insurance required, with additional experience in other commercial lines preferred. Bachelor's Degree required. Underwriting experience (3+ years) preferred. Solid organizational skills and ability to efficiently balance multiple priorities in a dynamic environment. Exceptional analytical, quantitative, and problem-solving skills with a deep intellectual curiosity and an ability to make data-based decisions. Must be able to lead through influence, rather than authority only. Also, must be a team player and able to operate as a “player-coach.” Excellent communication and collaboration skills. Work Environment: Remote: This role is remote, and only open to candidates currently located in the United States and able to work without sponsorship. It requires a suitable space that provides a private and quiet workplace. Expected Work Hours: Schedules are set to accommodate the requirements of the position and the needs of the organization and may be adjusted as needed. Travel: May be required to travel to off-site location(s) to attend meetings, as necessary Salary Range: $120,000 - $170,000 and a comprehensive benefits package, please follow the link to our benefits page for details! ********************************************************* About EMPLOYERS As a dynamic, fast-growing provider of workers' compensation insurance and services, we are seeking a goal-oriented individual willing to put their ideas to work! We offer a positive, challenging work environment, combined with an opportunity to build your career as you help us grow our business, in innovative and imaginative ways that are uniquely EMPLOYERS! Headquartered in Nevada, EMPLOYERS attributes its long-standing success to its most valuable resource, our employees across the United States. EMPLOYERS is known for the quality service and expertise we provide to our clients, and the exemplary work environment we provide for our employees. We live and breathe our core values: Integrity, Customer Focus, Collaboration, Initiative, Accountability, Innovation, and Personal Fulfillment. These are the pillars that support how we do business with our clients as well as how we treat each other! At EMPLOYERS, you'll discover an energetic environment that inspires top achievement. As “America's small business insurance specialist”, we have the resources, a solid reputation and an expanding nationwide identity to enrich your work/life and enhance your career. #LI-Remote

The Human Resources Business Partner (HRBP) serves as a key member of the Human Resources team, partnering with site leadership and employees to provide HR support in a dynamic, fast-paced services environment. Reporting to the HR Director, this role supports day-to-day HR operations while also contributing to strategic initiatives that drive employee engagement, operational excellence, and compliance with employment laws and company policies. This role requires a high level of professionalism, integrity, and confidentiality, with the ability to build trust and credibility across all levels of the organization. This is an onsite position at our Global HQ in Westerville Responsibilities HR Operations & Employee Support Provide HR support by responding to employee inquiries and escalating complex issues appropriately. Enables team effectiveness, role clarity, and process improvements Assist with maintaining personnel records, HR data accuracy, and employee status changes (e.g., new hires, transfers, promotions, terminations). Support HR communication processes, including distribution of announcements, policy updates, and organizational changes. Ensure confidentiality and compliance in handling employee information. Work with client group (when assigned) on HR issues and programs. Talent & Workforce Planning Track workforce data to support hiring, retention, and workforce planning activities. Assist with career path development initiatives and tracking of high-potential employees. Provide support for performance management processes, including review cycle administration and feedback collection. Employee Relations & Engagement Partner with HR team members to address moderate employee relations matters, escalating sensitive issues to senior HRBPs. Contribute to programs that foster a positive workplace culture and promote employee engagement. Analytics & Reporting Use HR systems to generate reports and track key workforce metrics. Interpret basic HR data to provide insights that support decision-making. Maintain HR dashboards and documentation to ensure visibility of trends and progress. Organization Design & Change Management Assist in small-scale organizational changes (e.g., team restructuring, reporting line adjustments). Support HR-led change initiatives by helping create communication materials and facilitating team discussions. Document and track progress on process improvements within HR operations. Communication & Collaboration Deliver clear and timely communications on HR programs and policies. Adapt communication style to different audiences, ensuring clarity and understanding. Help create an open channel of dialogue between leadership and employees by supporting team meetings and forums. Qualifications Bachelor's degree in Human Resources, Business, Organizational Development, I/O Psychology or a related field (required). Up to 2 years of HR or related professional experience preferred. 1 year of HR Internship experience Familiarity with HR principles, policies, and employment laws. Strong interpersonal, verbal, and written communication skills. Ability to handle confidential information with integrity and discretion. Strong organizational skills with attention to detail and ability to manage multiple priorities. Proficiency in Microsoft Office (Word, Excel, Outlook, Smartsheet); experience with HRIS systems (Oracle HCM preferred) a plus Data Analytics experience preferred. Time Travel Needed: 10% travel The successful candidate will embrace Vertiv's Core Principals & Behaviors to help execute our Strategic Priorities. OUR CORE PRINCIPALS: Safety. Integrity. Respect. Teamwork. Diversity & Inclusion. OUR STRATEGIC PRIORITIES Customer Focus Operational Excellence High-Performance Culture Innovation Financial Strength OUR BEHAVIORS Own It Act With Urgency Foster a Customer-First Mindset Think Big and Execute Lead by Example Drive Continuous Improvement Promote Transparent and Open Communication Learn and Seek Out Development At Vertiv, we offer the stability of a global leader in a growing industry and the opportunity of a startup. We design, manufacture and service the mission-critical infrastructure technologies for vital applications in data centers, communication networks and commercial and industrial environments. With more than 30,000 people worldwide and nearly $8 billion in revenue, a strong customer base and global reach in nearly 130 countries, our move to establish a standalone business enables us to deliver greater value to our customers and create new opportunities for our people. Vertiv is an Equal Opportunity/Affirmative Action employer. We promote equal opportunities for all with respect to hiring, terms of employment, mobility, training, compensation, and occupational health, without discrimination as to age, race, color, religion, creed, sex, pregnancy status (including childbirth, breastfeeding, or related medical conditions), marital status, sexual orientation, gender identity / expression (including transgender status or sexual stereotypes), genetic information, citizenship status, national origin, protected veteran status, political affiliation, or disability. If you have a disability and are having difficulty accessing or using this website to apply for a position, you can request help by sending an email to **********************. If you are interested in applying or learning more about this role, please visit the company's career page located on Vertiv.com/Careers Work Authorization No calls or agencies please. Vertiv will only employ those who are legally authorized to work in the United States. This is not a position for which sponsorship will be provided. Individuals with temporary visas such as E, F-1, H-1, H-2, L, B, J, or TN or who need sponsorship for work authorization now or in the future, are not eligible for hire. #LIN-JT1

INNOVATE without boundaries! At Milwaukee Tool we firmly believe that our People and our Culture are the secrets to our success -- so we give you unlimited access to everything you need to provide…. Behind our doors you'll be empowered every day to own it, drive it, and do what it takes to support the biggest breakthroughs in the industry. Meanwhile, you'll have the support and resources of the fastest-growing brand in the construction industry to make it happen. Your Role on Our Team: Under the direction of the Sr Talent Business Partner, you will help to forecast, identify, build, and implement proactive talent solutions that align with business goals. The Talent Business Partner supports the Service Operations business unit with Performance Management, Employee Relations, Organizational Development, Workforce Planning and uses business acumen along with their talent expertise to build strategic partnerships. If you thrive in a changing environment and have a continuous improvement mindset, this opportunity is for you! You'll be DISRUPTIVE through these duties and responsibilities: Business Partnership: Demonstrates basic enterprise-wide financial, regulatory and compliance principals and consistently applies those principals to Talent processes, policies, and initiatives Partners with business leaders and Talent COEs to develop appropriate talent plans to build bench strength for organizational transformation Collaborates with business leaders to create and develop plans to positively impact the organizational environment using Talent data analytics and insights Engages key stakeholders and influences senior leadership to align talent to business strategies Employee Relations & Compliance: Serves as a Talent subject matter expert in relevant labor laws, legal rulings, and regulations with ability to consult and coach on complex Talent issues Maintain positive employee relations by creating a responsive, open environment, where employees feel safe to speak up Conduct and document internal investigations into employee complaints Facilitate the onboarding and off-boarding processes Interpret Exit Survey data and escalate feedback. Employee Experience: Provide support for Employee Experience programs (i.e., engagement survey, skip level meetings, exit interviews, stay interviews, action planning, and leader accountability) Use data and analytics to gain insight into employee feedback, provide personalized and relevant experiences, as well as development opportunities Cultivate an inclusive and supportive working environment for all employees Metrics & Reporting Support, communicate, and track employee title, department, compensation changes and terminations with the payroll and benefits team Provide reports and analysis on various employee data as required by location leadership on a weekly / monthly basis Present monthly KPI results to executive team Recruiting Work closely with the hiring managers and recruiters to ensure positions are filled quickly and efficiently Assist with planning and executing onsite job fairs as well as offsite job fairs Create headcount reports to communicate to leadership where staffing gaps exist Partners and communications with hiring managers to determine staffing needs, retention initiatives, and interviewing best practices Ensure all required new hire paperwork (application, background checks, I-9, etc.) is completed for new hires. Payroll Perform weekly audits on employee timesheets for accuracy and completeness Provide basic Kronos support for employees Administer Attendance Policy by tracking occurrences and generating reports Provide program support to Talent Management in the following areas: Annual Performance Review Process Annual Merit Cycle Strategic Talent Review Internal Mobility Other duties as assigned The TOOLS you'll bring with you: Have a minimum of 6 years of progressive Talent experience supporting Sr Leaders and aligning Talent to business goals. This position requires a bachelor's degree in a related field and/or equivalent experience. Previous HR Generalist experience. The ability to maintain confidentiality, exercise good judgment and diplomacy. Strong business acumen. Up-to-date knowledge of state and federal employment laws and regulations. Strong customer focus with ability to interact effectively with a diverse group of people. Ability to work effectively in a fast-paced environment with multiple priorities Excellent written and oral communication skills Self-motivated, self-directed, and organized Excellent time management and follow-up skills High level of attention to detail and accuracy required Ability to maintain confidentiality, exercise good judgement and diplomacy Some travel may be required Other TOOLS we prefer you to have: Experience in Workday Working Conditions Office Environment Manufacturing Environment We provide these great perks and benefits: Robust health, dental and vision insurance plans Generous 401 (K) savings plan Education assistance And many more, check out our benefits site HERE. Milwaukee Tool is an equal opportunity employer.

As the Director of Executive Compensation within Northwest's Human Resources department, this individual will report to the Chief People Officer (CPO) and work with a team of HR professionals in a fast-paced and dynamic work environment. The role will deliver effective solutions and advice to the CPO, as well as Executive Leadership of the business on aspects related to executive compensation within Northwest's total rewards programs. Essential Functions • Advise the CPO and management on all executive, equity incentive and non-employee director compensation matters, including but not limited to latest market practice, regulatory changes, proxy changes/enhancements. • Co-Lead (with the CPO) planning, preparation, and distribution of meeting materials for C-Suite executives and the Compensation Committee of the Board of Directors • Manage the administration of the stock plans, prepare information for participants, prepare reports, conduct analyses and manage equity related projects in addition to preparing Compensation Committee meeting materials and proxy materials • Monitor executive compensation and equity regulations and collaborate with legal, accounting and tax departments to ensure compliance with all regulations and laws • Gather and help prepare relevant regulatory filings and reporting information such as the CD&A section of the proxy statement, Form 8-Ks, etc. • Monitor and recommend design enhancements to executive pay programs where market and regulatory environment may deem necessary to remain competitive or compliant • Process equity award activities including grants, agreements, vesting, exercises, terminations, ESPP enrollments and purchases, etc. • Assist in the analysis and administration of long-term incentive programs, including budgeting and planning, tracking, modeling and delivery • Serve as primary contact for internal and external audit partners for executive compensation and equity related inquiries • Provide analytical support for the design and administration of firmwide incentive and executive compensation programs • Assist in strategic initiatives across the Compensation team, including M&A and special incentives, and other ad hoc key initiatives that may require cross coordination within Compensation and across HR • Research, gather, and synthesize business-level and firm-level performance data in support of Northwest's pay-for-performance philosophy • Analyze financial metrics, stock price performance, and executive pay including equity. • Proactively liaise with partners in Finance, Strategy, Legal, HR, IR, External Compensation Consultant, and other functions as needed. • Liaise with incentive plan participants/executives around compensation with clear and confident communication, both written and verbal. • Assist with ad hoc executive compensation related inquiries, including preparing exhibits, charts, graphs, and tables. • Become a “super-user” with the Compensation System • Conduct audits and reconciliations • Ensure compliance with Northwest's policies and procedures, and Federal/State regulations • Navigate Microsoft Office Software, computer applications, and software specific to the department in order to maximize technology tools and gain efficiency • Work as part of a team • Work with on-site equipment Education and Experience preferred • Bachelor's degree • 6-8 years of executive compensation experience required. Preferably in banking, financial services, and/or consulting. • Strong analytical, research, and problem-solving skills. • Strong project management, planning, organizational, and time management skills • Discretion in dealing with confidential information and senior level leaders • Able to deal with complex financial/compensation data, work independently and meet tight deadlines combined with high degree of accuracy and attention to detail. • Self-starter that thrives in a team-oriented environment and can balance competing deadlines. • Advanced proficiency with MS Office (Excel, PowerPoint, Outlook, Word). This position is based onsite Monday - Thursday with Friday as an optional work from home day. Northwest is an equal opportunity employer. We are committed to creating an inclusive environment for all employees.

The HRIS Manager serves as a strategic leader and subject matter expert responsible for the vision, implementation, and continuous improvement of Lincoln's HRIS platform (Dayforce). This role drives digital transformation across HR operations, ensuring systems are optimized for scalability, data integrity, compliance, security, and exceptional user experience. The HRIS Manager acts as both a strategic partner and technical leader, working closely with HR, IT, Finance, and business stakeholders to enable smarter, data-driven HR operations. Essential Duties and Responsibilities Serve as the primary subject matter expert and "owner" of the HRIS platform (Dayforce), including system configuration, security administration, and business process design Oversee daily operations, upgrades, integrations, and troubleshooting to ensure optimal system uptime and performance Manage system configuration, user access permissions, role-based security, and workflow customization Ensure data integrity, privacy, and compliance with all relevant laws and company policies through regular audits and policy updates. Develop and deliver advanced analytics, dashboards, and predictive workforce insights for leadership. Closely partner with Finance on headcount reporting and business requirements Automate HR processes and workflows to improve efficiency and reduce manual tasks. Lead end-to-end lifecycle management of HR systems, including system selection, design, integration, scalability, and performance optimization. Support implementation and administration of ERP Implementation, integrating systems across Finance, IT, HR and Workforce Management. Lead cross-functional projects, including system rollouts, upgrades, and integrations while partnering with HR, IT, Finance, and other senior stakeholders to shape cross-functional initiatives that elevate data-driven decision-making and employee experience. Develop and lead system training, change management, and communication strategies to drive user adoption and maximize ROI. Manage vendor relationships, contract negotiations, and platform roadmaps to ensure value, innovation, and service excellence. Perform other duties and responsibilities as assigned. Qualifications 8+ years experience of progressive HR technology leadership experience in a complex or multi-location organization. Dayforce experience strongly preferred. Bachelor's degree in Human Resources, Business Administration, Information Systems or related field. Master's degree preferred. 4-6 years of relevant experience (in addition to the experience otherwise required) may be accepted in place of a degree. Expertise in workforce analytics, building dashboards, and digital HR transformation. Proven success in driving system strategy, change management, and cross-functional collaboration at a leadership level. Strong analytical, problem-solving, and communication skills with the ability to influence at all levels of the organization. Demonstrated leadership in managing teams, budgets, and vendor partnerships within a dynamic business environment. While this role is largely remote, this individual will attend meetings 1-2 times quarterly in the nearest Lincoln office To perform this job successfully, an individual must be able to perform each essential duty satisfactorily. The requirements listed above are representative of the knowledge, skill, and/or ability required. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. About Lincoln Property Company Lincoln Property Company (“Lincoln”) is one of the largest private real estate firms in the United States. Offering a fully integrated platform of real estate services and innovative solutions to owners, investors, lenders and occupiers, Lincoln supports the entire real estate lifecycle across asset types, including office, multifamily, life science, retail, industrial, data center, production studio, healthcare, government, universities, and mixed-use properties, throughout the United States, United Kingdom, and Europe. Lincoln's combined management and leasing portfolio on behalf of institutional clients includes more than 680 million square feet of commercial space. For more information, visit: ************ All job offers are contingent on completion of a background check and proof of eligibility to work in the United States. By submitting your information or resume in response to this opportunity, you acknowledge that your personal information will be handled in accordance with Lincoln Property Company's privacy policy. Lincoln Property Company does not accept unsolicited resumes from third-party recruiters unless they were contractually engaged by Lincoln Property Company to provide candidates for a specified opening. Any such employment agency, person or entity that submits an unsolicited resume does so with the acknowledgement and agreement that Lincoln Property Company will have the right to hire that applicant at its discretion without any fee owed to the submitting employment agency, person or entity. At this time, we are not working with any agencies.

The HRIS Manager serves as a strategic leader and subject matter expert responsible for the vision, implementation, and continuous improvement of Lincoln's HRIS platform (Dayforce). This role drives digital transformation across HR operations, ensuring systems are optimized for scalability, data integrity, compliance, security, and exceptional user experience. The HRIS Manager acts as both a strategic partner and technical leader, working closely with HR, IT, Finance, and business stakeholders to enable smarter, data-driven HR operations. Essential Duties and Responsibilities Serve as the primary subject matter expert and "owner" of the HRIS platform (Dayforce), including system configuration, security administration, and business process design Oversee daily operations, upgrades, integrations, and troubleshooting to ensure optimal system uptime and performance Manage system configuration, user access permissions, role-based security, and workflow customization Ensure data integrity, privacy, and compliance with all relevant laws and company policies through regular audits and policy updates. Develop and deliver advanced analytics, dashboards, and predictive workforce insights for leadership. Closely partner with Finance on headcount reporting and business requirements Automate HR processes and workflows to improve efficiency and reduce manual tasks. Lead end-to-end lifecycle management of HR systems, including system selection, design, integration, scalability, and performance optimization. Support implementation and administration of ERP Implementation, integrating systems across Finance, IT, HR and Workforce Management. Lead cross-functional projects, including system rollouts, upgrades, and integrations while partnering with HR, IT, Finance, and other senior stakeholders to shape cross-functional initiatives that elevate data-driven decision-making and employee experience. Develop and lead system training, change management, and communication strategies to drive user adoption and maximize ROI. Manage vendor relationships, contract negotiations, and platform roadmaps to ensure value, innovation, and service excellence. Perform other duties and responsibilities as assigned. Qualifications 8+ years experience of progressive HR technology leadership experience in a complex or multi-location organization. Dayforce experience strongly preferred. Bachelor's degree in Human Resources, Business Administration, Information Systems or related field. Master's degree preferred. 4-6 years of relevant experience (in addition to the experience otherwise required) may be accepted in place of a degree. Expertise in workforce analytics, building dashboards, and digital HR transformation. Proven success in driving system strategy, change management, and cross-functional collaboration at a leadership level. Strong analytical, problem-solving, and communication skills with the ability to influence at all levels of the organization. Demonstrated leadership in managing teams, budgets, and vendor partnerships within a dynamic business environment. While this role is largely remote, this individual will attend meetings 1-2 times quarterly in the nearest Lincoln office To perform this job successfully, an individual must be able to perform each essential duty satisfactorily. The requirements listed above are representative of the knowledge, skill, and/or ability required. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. About Lincoln Property Company Lincoln Property Company (“Lincoln”) is one of the largest private real estate firms in the United States. Offering a fully integrated platform of real estate services and innovative solutions to owners, investors, lenders and occupiers, Lincoln supports the entire real estate lifecycle across asset types, including office, life science, retail, industrial, data center, production studio, healthcare, government, universities, and mixed-used properties, throughout the United States, United Kingdom, and Europe. Lincoln's combined management and leasing portfolio on behalf of institutional clients includes more than 562 million square feet of commercial space. In addition to providing third-party real estate services, Lincoln has completed over 164 million square feet of development since its inception in 1965 and has another $19.5 billion currently under construction or in the pipeline. For more information, visit: ************ All job offers are contingent on completion of a background check and proof of eligibility to work in the United States. By submitting your information or resume in response to this opportunity, you acknowledge that your personal information will be handled in accordance with the companies privacy policy. Lincoln Property Company does not accept unsolicited resumes from third-party recruiters unless they were contractually engaged by Lincoln Property Company to provide candidates for a specified opening. Any such employment agency, person or entity that submits an unsolicited resume does so with the acknowledgement and agreement that Lincoln Property Company will have the right to hire that applicant at its discretion without any fee owed to the submitting employment agency, person or entity. At this time, we are not working with any agencies.