Director Of Human Resources jobs at Icma-rc - 548 jobs

The Senior Director of Human Resources serves as a strategic leader and operational manager, overseeing the full spectrum of HR functions including recruitment, talent development, performance management, benefits, employee relations, organizational design, compliance, and internal culture initiatives. This position partners closely with the Chief People, Community Engagement and Programs Officer to align HR practices with organizational goals, drive a culture of accountability, inclusion, and innovation, and ensure a best-in-class employee experience. Key Responsibilities Recruitment & Retention Oversees recruitment strategy efforts to attract top talent across all levels. Partners with hiring managers to implement equitable and effective hiring processes. Creates programs to improve retention, onboarding, and employee integration. Performance Management & Learning Leads the design and administration of the performance review cycle, including goal setting, metrics tracking, and coaching resources. Oversees leadership development, training, and staff upskilling programs to foster continuous learning. Benefits Partners with Sr. HR Manager on the day‑to‑day benefits administration. Recommends program enhancements that promote equity, competitiveness, and wellness. Employee Relations & Compliance Provides direct support and coaching to managers and employees on workplace issues. Ensures compliance with all employment laws in the countries that Optica employs staff. Updates HR policies and procedures in accordance with legal requirements and best practices. Provides Chief People, Community Engagement, and Programs Officer grievance reports and partners with any legal issues. Culture & Staff Engagement Partners with Chief People, Community Engagement and Programs Officer on programs to strengthen employee connection, morale, and inclusion. Leads staff events and culture‑building initiatives across departments. HR Operations & Metrics Evaluates and improves HR systems and workflows for efficiency and employee self‑service. Implements dashboards and metrics to track engagement, turnover, hiring, and development progress. Prepares and presents HR metrics reports to designated senior management. Qualifications and Experience Minimum 10 years of progressive HR experience; 4+ years at the senior leadership level in a nonprofit or association environment. Bachelor's degree in Human Resources, Business Administration, or related field; Master's degree preferred. SPHR, SHRM‑SCP, or other HR certification strongly preferred. Strong understanding of performance management, organizational development, and workforce planning. Expertise in HRIS and data analytics to guide decision‑making. Knowledge of benefits design and vendor management. Excellent communication, coaching, and conflict resolution skills. High degree of integrity, confidentiality, and emotional intelligence. Optica is an equal employment opportunity employer and will not discriminate against any employee or applicant on the basis of race, color, age, sex, national origin, disability, religion, marital status, veteran's status, personal appearance, political affiliation, sexual orientation, family responsibilities, matriculation, or any other basis prohibited by law. Apply Here #J-18808-Ljbffr

A nonprofit organization located in Washington is seeking a Senior Director of Human Resources. This role requires extensive HR experience and the ability to lead talent acquisition, performance management, and employee relations functions. The ideal candidate will have a strong background in organizational development and data analytics. This position emphasizes building an inclusive culture and aligning HR practices with the broader organizational goals. Competitive salary and comprehensive benefits package offered. #J-18808-Ljbffr

Source One is a consulting services company and we're currently looking for the following individual to work as a remote consultant to our direct client, a global pharmaceutical company in Basking Ridge, NJ. Job Title: Manager, Employee Relations (Contractor) Pay Rate: $47/hr (W-2) Schedule: 37.5 hours/week, Mon-Fri, 100% remote for duration of assignment Summary: This role has responsibility for managing employee relations cases with business stakeholders with guidance and oversight, which includes but is not limited to intake, interviews, documentation review, coaching and closeouts. Accountable for end-to-end processing of employee relations concerns including creating issues summaries, pre-investigation plans, writing investigation reports and maintaining ER case files for reporting purposes. Responsibilities: • Employee relations and investigations: uses business acumen, policy interpretation and risk mitigation to conduct effective investigations and coach/counsel employees and management with guidance and oversight. • Manages the exit interview process and metrics, which includes conducting exit interviews, reviewing exit trends and synthesizing data on a quarterly basis. • Project management as assigned for employee relations initiatives, policy administration and HR compliance and regulatory reporting/FDA readiness. • Effectively triages potential issues compliance/legal to ensure appropriate approach is taken. • With oversight, conducts investigations in response to employee or management complaints of inappropriate conduct/behavior or matters concerning performance and recommends disciplinary actions in accordance with company policy. • Works directly with business stakeholder using HRBP as information intake as necessary managing performance improvement plans in accordance with company policies. • Elevates issues to the employee relations head for possible program changes and learning and development opportunities. • Supports employees throughout the issues escalation process and tracks the incident to ensure proper issue closure. • Provides coaching to managers and employees on preventing or resolving employee relations issues based on guidance and direction from ER head. • Properly documents all employee relations data and documents. • Ability to project manage ER initiatives or implementation of HR best practices and training. • Assist as needed with policy administration, HR compliance, and regulatory reporting and FDA readiness and ADA accommodation requests. Required Skills: • Human Resources experience • Pharmaceutical industry experience • Demonstrate a strong understanding of employee and manager needs • Ability to exercise sound judgment and make connections between HR processes/policies and the businesses we serve and in a highly regulated pharmaceutical environment • Strong written communication and verbal communication skills, ability to translate processes into training and other presentation/policy/program documents • Ability to work effectively with management and all levels of HR partners • Ability to ensure a high level of discretion and confidentiality • Ability to complete multiple duties with accuracy shifting from one to another with frequent interruptions and competing deadlines • Familiarity with Affirmative Action Program development • Strong computer skills including proficiency with Microsoft Word, Excel, PowerPoint, Access, Outlook, HRIS systems and web-browsers Education: • Bachelor's Degree in Human Resources, Behavioral Sciences, Humanities or Liberal Arts is required

## Principal Associate, Horizontal HR Business Partner - Premium Products & Experience* In partnership with the PPX HRBP team, proactively builds talent strategies, products, and tools to serve the growing needs of the business, people and health of the organization* Leverage HR data systems such as Workday, People Data Hub, Talent Development Tool, etc. to support HRBPs* Complete reporting as a part of key Talent Management/Performance Management/All Associate Survey processes and other key process initiatives (such as Development Investment Programs, ie DIPs)* Understands and advises on what data will answer the problem statement and provide customized reporting as needed for other requests, i.e. headcount, attrition tracking, people leadership, etc as needed, with the ability to not only pull data but to develop appropriate visualizations to tell the story* Partner with Talent and Performance Management Champions to proactively design and execute the annual talent and performance calendar of activities, taking the lead on reporting and project management to ensure successful cycles* Prepare All Associate Survey summary materials (deck and/or Google Sheets) for business leaders as needed, to include analyzing data for key survey themes and insights* Prepare for, audit and manage the semi-annual promotion process* Understand processes, roles, responsibilities and deadlines to ensure well managed HR processes and focus on continuous improvement* Partner with the PPX HRBP Leads and other Horizontal HR Partners to drive best-in class HR experiences for our associates* Solid analytical and problem solving skills and ability to translate metrics, research, and trends into insights and recommendations* Ability to ‘dive deep' and build subject matter expertise in key HR programs and processes* Help draw the line in central vs local solutions* Strong organizational skills and follow-through* Meticulous attention to detail* Strong communication and storytelling skills (verbal and written)* High degree of ownership, autonomy and strategic thinking in relation to Horizontal deliverables* High School Diploma, GED or equivalent certification* At least 2 years of experience in Human Resources* At least 2 years of experience in Project or Process Management* At least 1 year of experience with data management and reporting* At least 1 year of client facing experience, consulting experience OR a combination* At least 1 year of experience with Google Slides, Docs, and Sheets* Bachelor's Degree* Professional Human Resources Certification or Project Management Professional Certification* 3+ years of experience in Human Resources* 3+ years of experience in Project or Process Management* 2+ years of client facing experience, consulting experience OR a combination* Strong judgment and ability to balance the needs of the organization, leaders and associates Capital One offers a comprehensive, competitive, and inclusive set of health, financial and other benefits that support your total well-being. Learn more at the . Eligibility varies based on full or part-time status, exempt or non-exempt status, and management level. #J-18808-Ljbffr

At PwC, our people in tax services focus on providing advice and guidance to clients on tax planning, compliance, and strategy. These individuals help businesses navigate complex tax regulations and optimise their tax positions. Those in mergers and acquisition tax at PwC will focus on providing tax advice and guidance during mergers, acquisitions, and other business transactions. Your work will involve analysing the tax implications of such transactions, developing tax structures, and assisting clients in navigating complex tax regulations to optimise tax outcomes. Translating the vision, you set the tone, and inspire others to follow. Your role is crucial in driving business growth, shaping the direction of client engagements, and mentoring the next generation of leaders. You are expected to be a guardian of PwC's reputation, understanding that quality, integrity, inclusion and a commercial mindset are all foundational to our success. You create a healthy working environment while maximising client satisfaction. You cultivate the potential in others and actively team across the PwC Network, understanding tradeoffs, and leveraging our collective strength. Lead in line with our values and brand. Develop new ideas, solutions, and structures; drive thought leadership. Solve problems by exploring multiple angles and using creativity, encouraging others to do the same. Balance long-term, short-term, detail-oriented, and big picture thinking. Make strategic choices and drive change by addressing system-level enablers. Promote technological advances, creating an environment where people and technology thrive together. Identify gaps in the market and convert opportunities to success for the Firm. Adhere to and enforce professional and technical standards (e.g. refer to specific PwC tax and audit guidance) the Firm's code of conduct, and independence requirements. The Opportunity As part of the Federal M&A team you are expected to lead the way as technology-enabled tax advisors who provide benefits through digitization, automation, and increased efficiencies. As a Director, you are responsible for setting the strategic direction and leading business development efforts, making impactful decisions and overseeing multiple projects while maintaining executive-level client relations. This role is crucial in driving business growth, shaping client engagements, and mentoring the future leaders. Responsibilities Define and communicate the strategic vision for the Federal M&A team Drive business growth through innovative tax advisory services Oversee multiple projects maintaining client satisfaction and quality Build and maintain executive-level client relationships Mentor and develop the future leaders of tax Utilize technology to enhance tax processes and efficiencies Maintain PwC's reputation for quality, integrity, and inclusivity Collaborate with other PwC teams to deliver integrated solutions What You Must Have Bachelor's Degree in Accounting 6 years of experience A Juris Doctorate (JD), Master of Laws (LLM), or Master's degree in Accounting or Taxation field of study considered in lieu of a Bachelor's Degree in Accounting. CPA, Member of the Bar or other tax, technology, or finance-specific credentials may qualify for this opportunity What Sets You Apart Juris Doctorate preferred Proficiency in tax consulting and planning Proficiency in transaction structuring for tax issues Proven skills in financial modeling Experience in leading tax technical teams Proven record in generating new business Utilizing automation and digitization in tax services Evaluating and negotiating contracts Working with large, complex data sets As PwC is anequal opportunity employer, all qualified applicants will receive consideration for employment at PwC without regard to race; color; religion; national origin; sex (including pregnancy, sexual orientation, and gender identity); age; disability; genetic information (including family medical history); veteran, marital, or citizenship status; or, any other status protected by law. For only those qualified applicants that are impacted by the Los Angeles County Fair Chance Ordinance for Employers, the Los Angeles' Fair Chance Initiative for Hiring Ordinance, the San Francisco Fair Chance Ordinance, San Diego County Fair Chance Ordinance, and the California Fair Chance Act, where applicable, arrest or conviction records will be considered for Employment in accordance with these laws. At PwC, we recognize that conviction records may have a direct, adverse, and negative relationship to responsibilities such as accessing sensitive company or customer information, handling proprietary assets, or collaborating closely with team members. We evaluate these factors thoughtfully to establish a secure and trusted workplace for all. The salary range for this position is: $150,000 - $438,000. Actual compensation within the range will be dependent upon the individual's skills, experience, qualifications and location, and applicable employment laws. All hired individuals are eligible for an annual discretionary bonus. PwC offers a wide range of benefits, including medical, dental, vision, 401k, holiday pay, vacation, personal and family sick leave, and more. #J-18808-Ljbffr

The BBSI HR Generalist is responsible for successfully assisting BBSI Human Resources Consultants in providing a full range of HR support to business owners to maximize client management of human capital and positively impact client company success and profitability. This position reports to the Business Partner and works in partnership with other positions within the business unit and branch. POSITION SUMMARY: The BBSI HR Generalist is responsible for successfully providing a full range of HR support to business owners to maximize client management of human capital and positively impact client company success and profitability. REPORTING RELATIONSHIPS: This position reports to the Area Manager and works in partnership with other positions within the business unit and branch. DUTIES AND RESPONSIBILITIES: Provide HR consultation and deliverables to small and mid-sized businesses. Develop and deliver HR policies, procedures and programs to meet the business owner needs laid out in the client plan of action. Collaborate with other Human Resources Generalists and Consultants in the administration and delivery of HR guidance, training, and support to clients. Autonomously support clients with situational HR guidance as issues and concerns arise. Partner with Payroll Specialist and other Human Resources professionals to streamline the client onboarding process. Support multiple business units with administrative functions using human resources expertise and experience. Gather and present client renewal details prior to client renewal meetings. In some branches, may be responsible for payroll processing in order to serve as payroll relief and backup for Payroll Specialists. In some branches, provide administration of workers' compensation claims with partners at Third Party Claims Administrator. Continued self-development of HR knowledge, coupled with mentoring from senior level Human Resources Consultant. SPECIAL REQUIREMENTS: Ability to complete high-volume workload, meet critical deadlines and work through constantly changing priorities with enthusiasm and autonomy Consult with identified clients on all aspects of human capital management on tactical and dynamic levels Excellent written and verbal communication skills Intermediate level knowledge of all MS Office applications Willing to travel via automobile roughly 30% of time - primarily local, with some overnight possible. Salary and Other Compensation: The starting pay range for this position $26.92-35.00/hourly. Factors which may affect starting pay within this range may include geography, skills, education, experience, certifications, and other qualifications of the candidate. This position is also eligible for incentive pay in accordance with the terms of the Company's plan. Benefits: The Company offers the following benefits for this position, subject to applicable eligibility requirements: medical insurance, health savings account, flexible savings account, dental insurance, vision insurance, 401(k) retirement plan, accidental death and dismemberment, life insurance, voluntary life insurance, voluntary disability insurance, voluntary accident, voluntary critical care, voluntary hospital indemnity, legal, identity and fraud protection, commuter benefits, pet insurance, employee stock purchase program, and an employee assistance program. Paid Time Off: 40 hours of paid sick leave annually (additional sick/front loading/accrual, if any, based on state or regional requirements); vacation accrues up to 80 hours in the first year, up to 120 hours in years 2-4, and up to 160 hours in the fifth year; 6 paid holidays annually, 4 paid volunteer days annually. Diversity and Inclusion are critical parts of our corporate culture. BBSI strives to create a workplace where everyone feels included and empowered to bring their full, authentic selves to work, and is treated fairly. BBSI is an equal opportunity employer and makes employment decisions on the basis of merit. “California applicants: to see how we protect your data, visit our website at ***********************************************************

JobID: 210672088 JobSchedule: Full time JobShift: Base Pay/Salary: New York,NY $223,250.00-$325,000.00 Are you ready to shape the future of work for over 320,000 employees? This is a rare opportunity to lead applied AI and GenAI innovation at scale, delivering high-impact solutions that will define the next era of HR analytics, talent strategy, and employee experience. Join a high-performing team and set the standard for communications, governance, and stakeholder engagement, while driving measurable business impact across the firm. As an Applied AI/ML Director - HR Analytics in the HR leadership team, you will lead a team of approximately 10 Applied AI Practitioners to deliver scalable, business-impactful AI solutions. You will drive cross-pillar influence, ensure robust governance, and set the standard for communications and stakeholder engagement. This full-time, in-office position is responsible for leading all US-based AI/ML and Data Science work for HR firmwide, integrating solutions with cloud-native infrastructure and championing innovation. Job responsibilities * Translate complex technical concepts into actionable business insights for senior HR, Tech, and Product stakeholders * Influence, engage, and drive alignment across functions * Architect, build, and deploy ML/GenAI models (NLP, LLMs, RAG, agentic workflows) for HR analytics use cases * Lead, mentor, and develop a diverse team of Applied AI Practitioners, fostering collaboration, upskilling, and internal mobility * Integrate solutions with HR data lake and cloud-native infrastructure (AWS, Databricks) * Champion reusable ML assets, feature stores, and standardized pipelines * Ensure understanding and adherence to controls and governance processes for model development and deployment * Surface risks, drive closed-loop feedback, and optimize for scale, reliability, and performance * Navigate cross-pillar dynamics and surface ROI/reputational impact Required qualifications, capabilities, and skills * BS/B.Tech/MS/PhD in AI/ML or a relevant field, with advanced degrees such as MS or PhD highly valued. * 10+ years hands-on experience in ML/GenAI model development and deployment * Strong in AI/ML fundamentals, Statistics, and knowledge of classical AI and Algorithms * Strong problem-solving ability * Proven leadership of technical teams in applied AI/ML * Exceptional communication skills; able to influence and engage senior stakeholders * Deep expertise in Python, TensorFlow, PyTorch, and cloud-native infrastructure (AWS, Databricks) * Experience with NLP, LLMs, agentic workflows, and scalable ML architectures Preferred qualifications, capabilities, and skills * Experience in financial services, Human Resources, or regulated industries * Familiarity with agentic workflows, LLMs, GenAI, and cloud platforms * Proven ability to scale AI/ML solutions across complex, multi-stakeholder environments

Are you ready to shape the future of work for over 320,000 employees? This is a rare opportunity to lead applied AI and GenAI innovation at scale, delivering high-impact solutions that will define the next era of HR analytics, talent strategy, and employee experience. Join a high-performing team and set the standard for communications, governance, and stakeholder engagement, while driving measurable business impact across the firm. As an Applied AI/ML Director - HR Analytics in the HR leadership team, you will lead a team of approximately 10 Applied AI Practitioners to deliver scalable, business-impactful AI solutions. You will drive cross-pillar influence, ensure robust governance, and set the standard for communications and stakeholder engagement. This full-time, in-office position is responsible for leading all US-based AI/ML and Data Science work for HR firmwide, integrating solutions with cloud-native infrastructure and championing innovation. Job responsibilities Translate complex technical concepts into actionable business insights for senior HR, Tech, and Product stakeholders Influence, engage, and drive alignment across functions Architect, build, and deploy ML/GenAI models (NLP, LLMs, RAG, agentic workflows) for HR analytics use cases Lead, mentor, and develop a diverse team of Applied AI Practitioners, fostering collaboration, upskilling, and internal mobility Integrate solutions with HR data lake and cloud-native infrastructure (AWS, Databricks) Champion reusable ML assets, feature stores, and standardized pipelines Ensure understanding and adherence to controls and governance processes for model development and deployment Surface risks, drive closed-loop feedback, and optimize for scale, reliability, and performance Navigate cross-pillar dynamics and surface ROI/reputational impact Required qualifications, capabilities, and skills BS/B.Tech/MS/PhD in AI/ML or a relevant field, with advanced degrees such as MS or PhD highly valued. 10+ years hands-on experience in ML/GenAI model development and deployment Strong in AI/ML fundamentals, Statistics, and knowledge of classical AI and Algorithms Strong problem-solving ability Proven leadership of technical teams in applied AI/ML Exceptional communication skills; able to influence and engage senior stakeholders Deep expertise in Python, TensorFlow, PyTorch, and cloud-native infrastructure (AWS, Databricks) Experience with NLP, LLMs, agentic workflows, and scalable ML architectures Preferred qualifications, capabilities, and skills Experience in financial services, Human Resources, or regulated industries Familiarity with agentic workflows, LLMs, GenAI, and cloud platforms Proven ability to scale AI/ML solutions across complex, multi-stakeholder environments

Are you ready to shape the future of work for over 320,000 employees? This is a rare opportunity to lead applied AI and GenAI innovation at scale, delivering high-impact solutions that will define the next era of HR analytics, talent strategy, and employee experience. Join a high-performing team and set the standard for communications, governance, and stakeholder engagement, while driving measurable business impact across the firm. As an Applied AI/ML Director - HR Analytics in the HR leadership team, you will lead a team of approximately 10 Applied AI Practitioners to deliver scalable, business-impactful AI solutions. You will drive cross-pillar influence, ensure robust governance, and set the standard for communications and stakeholder engagement. This full-time, in-office position is responsible for leading all US-based AI/ML and Data Science work for HR firmwide, integrating solutions with cloud-native infrastructure and championing innovation. **Job responsibilities** + Translate complex technical concepts into actionable business insights for senior HR, Tech, and Product stakeholders + Influence, engage, and drive alignment across functions + Architect, build, and deploy ML/GenAI models (NLP, LLMs, RAG, agentic workflows) for HR analytics use cases + Lead, mentor, and develop a diverse team of Applied AI Practitioners, fostering collaboration, upskilling, and internal mobility + Integrate solutions with HR data lake and cloud-native infrastructure (AWS, Databricks) + Champion reusable ML assets, feature stores, and standardized pipelines + Ensure understanding and adherence to controls and governance processes for model development and deployment + Surface risks, drive closed-loop feedback, and optimize for scale, reliability, and performance + Navigate cross-pillar dynamics and surface ROI/reputational impact **Required qualifications, capabilities, and skills** + BS/B.Tech/MS/PhD in AI/ML or a relevant field, with advanced degrees such as MS or PhD highly valued. + 10+ years hands-on experience in ML/GenAI model development and deployment + Strong in AI/ML fundamentals, Statistics, and knowledge of classical AI and Algorithms + Strong problem-solving ability + Proven leadership of technical teams in applied AI/ML + Exceptional communication skills; able to influence and engage senior stakeholders + Deep expertise in Python, TensorFlow, PyTorch, and cloud-native infrastructure (AWS, Databricks) + Experience with NLP, LLMs, agentic workflows, and scalable ML architectures **Preferred qualifications, capabilities, and skills** + Experience in financial services, Human Resources, or regulated industries + Familiarity with agentic workflows, LLMs, GenAI, and cloud platforms + Proven ability to scale AI/ML solutions across complex, multi-stakeholder environments JPMorganChase, one of the oldest financial institutions, offers innovative financial solutions to millions of consumers, small businesses and many of the world's most prominent corporate, institutional and government clients under the J.P. Morgan and Chase brands. Our history spans over 200 years and today we are a leader in investment banking, consumer and small business banking, commercial banking, financial transaction processing and asset management. We offer a competitive total rewards package including base salary determined based on the role, experience, skill set and location. Those in eligible roles may receive commission-based pay and/or discretionary incentive compensation, paid in the form of cash and/or forfeitable equity, awarded in recognition of individual achievements and contributions. We also offer a range of benefits and programs to meet employee needs, based on eligibility. These benefits include comprehensive health care coverage, on-site health and wellness centers, a retirement savings plan, backup childcare, tuition reimbursement, mental health support, financial coaching and more. Additional details about total compensation and benefits will be provided during the hiring process. We recognize that our people are our strength and the diverse talents they bring to our global workforce are directly linked to our success. We are an equal opportunity employer and place a high value on diversity and inclusion at our company. We do not discriminate on the basis of any protected attribute, including race, religion, color, national origin, gender, sexual orientation, gender identity, gender expression, age, marital or veteran status, pregnancy or disability, or any other basis protected under applicable law. We also make reasonable accommodations for applicants' and employees' religious practices and beliefs, as well as mental health or physical disability needs. Visit our FAQs for more information about requesting an accommodation. JPMorgan Chase & Co. is an Equal Opportunity Employer, including Disability/Veterans **Base Pay/Salary** New York,NY $223,250.00 - $325,000.00 / year

JobID: 210672088 JobSchedule: Full time JobShift: Base Pay/Salary: New York,NY $223,250.00-$325,000.00 Are you ready to shape the future of work for over 320,000 employees? This is a rare opportunity to lead applied AI and GenAI innovation at scale, delivering high-impact solutions that will define the next era of HR analytics, talent strategy, and employee experience. Join a high-performing team and set the standard for communications, governance, and stakeholder engagement, while driving measurable business impact across the firm. As an Applied AI/ML Director - HR Analytics in the HR leadership team, you will lead a team of approximately 10 Applied AI Practitioners to deliver scalable, business-impactful AI solutions. You will drive cross-pillar influence, ensure robust governance, and set the standard for communications and stakeholder engagement. This full-time, in-office position is responsible for leading all US-based AI/ML and Data Science work for HR firmwide, integrating solutions with cloud-native infrastructure and championing innovation. Job responsibilities * Translate complex technical concepts into actionable business insights for senior HR, Tech, and Product stakeholders * Influence, engage, and drive alignment across functions * Architect, build, and deploy ML/GenAI models (NLP, LLMs, RAG, agentic workflows) for HR analytics use cases * Lead, mentor, and develop a diverse team of Applied AI Practitioners, fostering collaboration, upskilling, and internal mobility * Integrate solutions with HR data lake and cloud-native infrastructure (AWS, Databricks) * Champion reusable ML assets, feature stores, and standardized pipelines * Ensure understanding and adherence to controls and governance processes for model development and deployment * Surface risks, drive closed-loop feedback, and optimize for scale, reliability, and performance * Navigate cross-pillar dynamics and surface ROI/reputational impact Required qualifications, capabilities, and skills * BS/B.Tech/MS/PhD in AI/ML or a relevant field, with advanced degrees such as MS or PhD highly valued. * 10+ years hands-on experience in ML/GenAI model development and deployment * Strong in AI/ML fundamentals, Statistics, and knowledge of classical AI and Algorithms * Strong problem-solving ability * Proven leadership of technical teams in applied AI/ML * Exceptional communication skills; able to influence and engage senior stakeholders * Deep expertise in Python, TensorFlow, PyTorch, and cloud-native infrastructure (AWS, Databricks) * Experience with NLP, LLMs, agentic workflows, and scalable ML architectures Preferred qualifications, capabilities, and skills * Experience in financial services, Human Resources, or regulated industries * Familiarity with agentic workflows, LLMs, GenAI, and cloud platforms * Proven ability to scale AI/ML solutions across complex, multi-stakeholder environments

When you work at Landmark, you'll find we are all about Culture, Connection, and Contribution. You'll build relationships beyond transactions. You will work with people who want to be better every day and you'll be challenged to grow and supported in your development. You'll have an opportunity to make a real difference for our customers and our communities. Position Summary The Human Resources Director provides strategic leadership and operational oversight of the bank's Human Resources function, serving as a trusted advisor to the executive team and business partner to senior leadership. This role directs all aspects of HR operations, ensures compliance with employment laws and regulations, and manages key external HR vendor relationships. The HR Director also oversees associate benefits, compensation, performance management, and succession planning processes, aligning HR strategies with the bank's business objectives and culture. The HR Director has an innovative mind set and creates methods to improve attraction, engagement and retention of talent. Essential Functions and Primary Duties Executive Partnership & Strategic HR Leadership - Serve as the Human Resources Business Partner to executives and senior leadership, providing consultation on organizational design, leadership development, succession planning, and workforce strategy. - Act as a member of the leadership team, contributing to business discussions with a people-focused perspective. HR Department Oversight - Lead and develop the HR team, ensuring consistent delivery of HR programs and services. - Oversee department workflows and processes to ensure efficiency and service excellence. - Manage the budget for HR operations and programs. Compliance & Risk Management - Ensure compliance with all federal, state, and local employment laws and regulations. - Maintain up-to-date HR policies, practices, and procedures. - Serve as primary contact for audits and compliance-related matters. Vendor & Consultant Management - Manage relationships with external HR partners, including compensation consultants, benefits brokers, payroll providers, recruiting firms, and HRIS vendors. - Evaluate vendor performance and ensure services meet the bank's needs. Compensation & Benefits Administration - Design, implement, and oversee the bank's compensation and benefits programs. - Direct the annual salary/merit increase process, ensuring internal equity and market competitiveness. - Partner with consultants to assess and adjust compensation and benefits structures as needed. - Create a pay for performance culture Performance Management & Talent Development - Oversee the bank's performance appraisal program, ensuring effective goal setting, coaching, and evaluation. - Guide executives on succession planning for senior leadership and critical roles. - Support development initiatives to strengthen leadership capabilities across the organization. Organizational Development & Change Leadership - Provide guidance on organizational structure, role design, and workforce planning. - Partner with senior leadership on change management strategies to support business transformation. - Champion initiatives that promote associate engagement, retention, and culture. Minimum Qualifications - Bachelor's degree in Human Resources, Business Administration, or related field required; Master's degree and/or HR certification (SPHR, SHRM-SCP) strongly preferred. - 10+ years of progressive HR experience, with at least 3-5 years in a leadership role. - Proven experience serving as an HR Business Partner to senior executives. - Strong knowledge of employment laws, compensation, benefits, and performance management. - Experience managing vendor relationships, including compensation, benefits, and HRIS providers. - Excellent communication, influencing, and leadership skills. - Ability to balance strategic vision with hands-on execution in a mid-sized organization. Key Competencies Include: - Executive Presence & Influence - Strategic Thinking with Operational Execution - Confidentiality & Integrity - Relationship Management - Business & Financial Acumen - Change Leadership Qualifications Company Overview When you work at Landmark, you'll find we are all about Culture, Connection, and Contribution. You'll build relationships beyond transactions. You will work with people who want to be better every day and you'll be challenged to grow and supported in your development. You'll have an opportunity to make a real difference for our customers and our communities. Position Summary The Human Resources Director provides strategic leadership and operational oversight of the bank's Human Resources function, serving as a trusted advisor to the executive team and business partner to senior leadership. This role directs all aspects of HR operations, ensures compliance with employment laws and regulations, and manages key external HR vendor relationships. The HR Director also oversees associate benefits, compensation, performance management, and succession planning processes, aligning HR strategies with the bank's business objectives and culture. The HR Director has an innovative mind set and creates methods to improve attraction, engagement and retention of talent. Essential Functions and Primary Duties Executive Partnership & Strategic HR Leadership - Serve as the Human Resources Business Partner to executives and senior leadership, providing consultation on organizational design, leadership development, succession planning, and workforce strategy. - Act as a member of the leadership team, contributing to business discussions with a people-focused perspective. HR Department Oversight - Lead and develop the HR team, ensuring consistent delivery of HR programs and services. - Oversee department workflows and processes to ensure efficiency and service excellence. - Manage the budget for HR operations and programs. Compliance & Risk Management - Ensure compliance with all federal, state, and local employment laws and regulations. - Maintain up-to-date HR policies, practices, and procedures. - Serve as primary contact for audits and compliance-related matters. Vendor & Consultant Management - Manage relationships with external HR partners, including compensation consultants, benefits brokers, payroll providers, recruiting firms, and HRIS vendors. - Evaluate vendor performance and ensure services meet the bank's needs. Compensation & Benefits Administration - Design, implement, and oversee the bank's compensation and benefits programs. - Direct the annual salary/merit increase process, ensuring internal equity and market competitiveness. - Partner with consultants to assess and adjust compensation and benefits structures as needed. - Create a pay for performance culture Performance Management & Talent Development - Oversee the bank's performance appraisal program, ensuring effective goal setting, coaching, and evaluation. - Guide executives on succession planning for senior leadership and critical roles. - Support development initiatives to strengthen leadership capabilities across the organization. Organizational Development & Change Leadership - Provide guidance on organizational structure, role design, and workforce planning. - Partner with senior leadership on change management strategies to support business transformation. - Champion initiatives that promote associate engagement, retention, and culture. Minimum Qualifications - Bachelor's degree in Human Resources, Business Administration, or related field required; Master's degree and/or HR certification (SPHR, SHRM-SCP) strongly preferred. - 10+ years of progressive HR experience, with at least 3-5 years in a leadership role. - Proven experience serving as an HR Business Partner to senior executives. - Strong knowledge of employment laws, compensation, benefits, and performance management. - Experience managing vendor relationships, including compensation, benefits, and HRIS providers. - Excellent communication, influencing, and leadership skills. - Ability to balance strategic vision with hands-on execution in a mid-sized organization. Key Competencies Include: - Executive Presence & Influence - Strategic Thinking with Operational Execution - Confidentiality & Integrity - Relationship Management - Business & Financial Acumen - Change Leadership Physical Requirements - The physical demands listed below are a requirement to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. - While performing the duties of this job the associate is frequently required to sit or stand for long periods of time, speak, and listen; use hands to touch and grasp objects; and to reach with hands and arms. The associate is occasionally required to move about the facility. Visual ability to view a computer screen for long periods of time is required. - Evening and weekend work based on business need. - Ability to travel based on business need. Benefits Offered - Group Health Insurance options, Dental Insurance, Vision Insurance - Employee Assistant Program (EAP) and Wellness Reimbursements - HSA and FSA accounts - Fully paid Life Insurance and Long-term Disability - 401k Options with Matching and Profit Sharing Retirement Plan - Paid Time Off (PTO) program in addition to 11 paid holidays - Discount on various bank services - Employee Referral Bonus - 529 College Savings Plan Payroll Deduction A credit and background check is a final part of the hiring process. Landmark National Bank is an EEO/AA/ADA/Veteran employer.

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

Our Opportunity: The Director of Human Resources oversees the direction, planning, coordination, administration and evaluation of the human resources and learning and development functions. The Director is responsible for developing and ensuring effective implementation of plans, systems, policies, processes and programs for workforce planning, talent acquisition, talent management and development, employee engagement, legal compliance and record keeping, employee relations, total rewards (compensation and benefits), and payroll. This position requires a strategic business partner who is collaborative and capable of building consensus and commitment toward shared outcomes. What You'll Do in This Role: Plans, develops, implements and evaluates effective and efficient human resources and training and development strategies and policies. Assists senior leadership in developing short- and long-term objectives, goals, and strategies to ensure high levels of organizational performance and engagement. Administers operational plans, policies, and goals which further strategic objectives. Provides leadership and direction to the human resources and training functions of the organization and the teams that perform the duties. Hires, leads, manages, and evaluates overall group and individual effectiveness and progress toward key goals. Ensures team members are provided with timely and constructive feedback through consistent structured coaching sessions. Ensures appropriate training, performance expectations, and accountability standards are communicated. Administers the effective and efficient implementation of training functions including new and ongoing team member training strategies, projects, and programs. Recommends and assists in formulating training programs and instructional delivery methods, utilizing various learning modalities to meet adult learners' needs. Evaluates the effectiveness of organizational training programs. Administers the credit union's compensation and benefit programs. Ensures compliance with all applicable federal, state and local, wage and hour regulations. Maintains a departmental audit framework to ensure appropriate and accurate procedures and reporting. Partners with corresponding vendors to ensure desired levels of service are achieved and in alignment with budget expectations. Directs the recruitment and selection activities of the credit union, while ensuring adherence to all legal requirements. Identifies and understands the needed role-based critical skills and optimal organizational staffing plans, designs and descriptions. Partners with leadership to implement initiatives that ensure adequate and appropriate staffing levels. Administers the performance management process for the credit union, ensuring performance objectives are aligned with essential job functions and are tied to the accomplishment of department and corporate goals. Serves as a trusted advisor by providing coaching and guidance to leadership on human resources related matters, ensuring appropriate documentation and timely coaching to team members. Partners with senior leaders and subject matter experts to understand and evaluate the effectiveness of current training programs and identify opportunities for enhancement or development of new learning solutions. Ensures learning initiatives align with organizational goals and needs, enhance workforce capability and drive performance. Monitors and reports on internal HR and training metrics, workforce trends, emerging technologies, and compliance updates. Formulates and delivers data-driven insights to make informed decisions, improvements, and suggestions to senior management. Must comply with applicable laws and regulations, including but not limited to, the Bank Secrecy Act, the Patriot Act, and the Office of Foreign Assets Control, in addition to all company policies. What You'll Bring To CCF: Five to seven years of Human Resources and Training leadership experience. A college degree in a related major. SHRM and/or PHR certification preferred. A significant level of trust, credibility and diplomacy is required. In-depth dialogue, conversations and explanations with team members and leaders can be of a sensitive and/or highly confidential nature. Communications may involve motivating, influencing, educating and/or advising others on matters of significance. Obtaining cooperation and agreement on important outcomes. A professional level of written communication skills are essential to the position. Ability to deal with people (listens, understand, and identify needs) and facilitate training for staff as needed. Strong analytical skills with the ability to exercise informed judgement in complex situations. Ability to make sound decisions and use creativity in implementing strategic initiatives. The Perks of Being Part of CCF: When you join CCF you're not just taking a job-you're joining a community. From milestone anniversaries to our legendary chili cook-off, we believe in recognizing achievements and building connections through fun, shared experiences. We offer a comprehensive benefits package designed to support the well-being of our employees: Competitive Base Compensation: Competitive salary with eligibility for performance-based incentives. Paid Time Off: PTO available to support work-life balance, in addition to 13 paid company holidays per year. Wellness & Volunteer Time: Additional time off to support employee wellness and community involvement. Health Insurance Coverage: Multiple low or no deductible medical plan options, as well as dental and vision coverage. Employer-Paid Coverage: Company-paid life insurance and short- and long-term disability coverage. Flexible Spending Accounts (FSA): Options for both medical and dependent care FSAs. Education Assistance: Tuition reimbursement and student loan repayment support to help advance your education and career. Retirement Benefits: 401(k) plan with up to 4% company match, plus an additional 4% profit-sharing contribution. Employee Assistance Program (EAP): Confidential support services for personal and professional challenges Work Location: This position is based in Troy, Michigan. Hybrid working arrangements are available following 4-6 months of successful employment. EOE: CCF is committed to equal opportunity and complies with EEOC rules and regulations.

BASIC FUNCTION: The Director of Human Resources is responsible for providing strategic and operational leadership for all HR functions across the bank. This role develops and implements HR policies, programs, and initiatives that support the bank's mission, culture, and business objectives. The Director oversees talent acquisition, employee relations, compensation and benefits, performance management, compliance, training and development, and HR operations. This position serves as a trusted advisor to senior leadership and ensures HR practices align with regulatory requirements and organizational goals. ESSENTIAL DUTIES AND RESPONSIBILITIES: Develop and execute the bank's HR strategy to support business growth, workforce planning, and organizational development. Serve as a member of the leadership team, advising executives on HR matters, culture, organizational structure, and talent strategies. Lead change management initiatives that enhance employee engagement, modernization, and operational efficiency. Talent Acquisition & Staffing: Oversee full-cycle recruiting efforts to ensure timely and effective staffing of all departments. Build relationships with universities, professional associations, and community partners to enhance talent pipelines. Implement onboarding processes that promote early engagement, compliance, and productivity. Employee Relations & Culture: Promote a positive, inclusive, and ethical workplace aligned with the bank's values. Provide guidance to managers on employee relations, performance concerns, conflict resolution, and corrective actions. Conduct or oversee internal investigations, ensuring fairness, documentation, and legal compliance. Lead and evaluate programs that strengthen employee engagement and retention. Compensation & Benefits: Manage compensation structures, job evaluations, salary surveys, and pay administration. Administer benefits programs, including health, retirement, and wellness initiatives, ensuring competitiveness and cost-effectiveness. Partner with finance on budgeting, forecasting, and benefits renewal review. Compliance & Risk Management: Ensure full compliance with federal and Missouri employment laws (FLSA, FMLA, ADA, EEO, etc.) and HR-related banking regulations. Maintain and update HR policies, procedures, and the employee handbook. Prepare for and support internal and external HR-related audits. Oversee accurate reporting for regulatory and internal reporting requirements. Performance Management & Development: Lead the performance management process, including annual reviews, coaching frameworks, and documentation. Identify training needs and develop programs for employee development, leadership training, and regulatory training. Support succession planning and leadership pipeline development. HR Operations & Technology: Oversee HRIS administration, data integrity, and reporting. Identify opportunities to automate HR processes and improve system capabilities. Manage HR vendor relationships, contracts, and service quality. Qualifications KNOWLEDGE, SKILLS AND ABILITIES: Strong understanding of HR best practices, employment law, and HR compliance within a regulated industry. Ability to balance strategic thinking with hands-on operational execution. Excellent interpersonal, communication, and relationship-building skills. Ability to handle sensitive information with discretion and professionalism. Strong analytical and problem-solving skills, including experience with HR metrics and reporting. Proficiency with HRIS systems, Microsoft Office Suite, and related HR technologies. EDUCATION AND EXPERIENCE REQUIREMENTS: Bachelor's degree in Human Resources, Business Administration, or related field required; Master's degree preferred. Minimum 7-10 years of progressive HR experience, including leadership responsibility. Experience in banking, financial services, or a similarly regulated industry strongly preferred. HR certification (SPHR, SHRM-SCP, or equivalent) highly preferred. PHYSICAL AND WORK ENVIRONMENT REQUIREMENTS: Work performed in an office setting. Occasionally required to lift up to 20 pounds. Must be able to sit and work at a computer for extended periods. Minimal travel within Missouri may be required for recruitment, training, or industry events. EEO STATEMENT The bank is an Equal Opportunity Employer and does not discriminate based on race, color, religion, sex, national origin, age disability, veteran status, or any other legally protected status.

Why USAA? At USAA, our mission is to empower our members to achieve financial security through highly competitive products, exceptional service and trusted advice. We seek to be the #1 choice for the military community and their families. Embrace a fulfilling career at USAA, where our core values - honesty, integrity, loyalty and service - define how we treat each other and our members. Be part of what truly makes us special and impactful. The Opportunity We're looking for a collaborative and strategic HR leader to drive excellence in our HR functions through the power of data, and the ability to manage and develop a team of 10. In this role, you will be the bridge between HR, IT, and the business, ensuring our HR data solutions align with overall business strategy. You will leverage your deep understanding of HR data models, data architecture principles, and business architecture practices to design and implement scalable solutions. You'll also lead a team in developing impactful data visualizations and dashboards, providing actionable insights to support data-driven decision-making. If you are a results-oriented leader with a passion for HR analytics, business alignment, and developing high-performing teams, we encourage you to apply. We offer a flexible work environment that requires an individual to be in the office 4 days per week. This position can be based in one of the following locations: San Antonio, TX or Charlotte, NC. Relocation assistance is available for this position. What you'll do: Responsible for development and execution of team strategic execution plan in coordination with departmental, CoSA, and Enterprise plans. Accountable for internal customer relationship creation, sustainment, and strengthening through team execution and brand management. Responsible for direct report performance management, talent development, and career progression planning Accountable for overall teamwork product volume, quality, and business value delivery. Accountable for overall team regulatory, risk, and internal control compliance. Ensures industry trends and best practices are evaluated and integrated into current process, technology, and development strategic plans. A strategic partner and subject matter expert in consulting and advising business partners on decision support solutions. Encourages innovation, provides direction on work prioritization, manages capacity, assists with problem resolution. Holds team members accountable for performance goals and establishes business-driven development plans for the team. Partners with IT to build USAA core information delivery capabilities and assist process owners in retiring key UDAs. Provides thought leadership and system thinking to influence relevant data, information, and application architecture decisions to include staying abreast of changes or evolution to industry standards. Provides oversight and direction to the adherence of information governance and managements standards for Enterprise teams and CoSA/LOBs. Ensures risks associated with business activities are effectively identified, measured, monitored, and controlled in accordance with risk and compliance policies and procedures. What you have: Bachelor's degree in quantitative analytics field such as Economics, Finance, Statistics, Mathematics, Actuarial Sciences, Operations Research, Data and/or Business Analysis, Data Science or other quantitative discipline; OR 4 years of related work experience in statistics, mathematics or quantitative analytics (in addition to the minimum years of experience required) may be substituted in lieu of degree. 8 years of experience in data and analytics, technical, or business-relevant function OR If advanced degree in a STEM discipline, 6 or more years' experience in data and analytics, technical, or business-relevant function. 3 years of direct team lead or management experience. Experience overseeing teams conduct cost benefit analyses and leveraging results to drive business intelligence solutions. Experience guiding teams in the gathering and authoring of business intelligence solutions for large scale complex projects. Advanced facilitation, collaboration and consensus building skills, with extensive experience in presenting to cross-functional teams and Senior/Executive leaders. Demonstrated subject matter expertise in applying and creating business intelligence practices, methods, and problem-solving strategies. Experience leading and coaching others in understanding and translating needs into requirements. Expert knowledge of relevant regulatory compliance, industry regulations, risk management practices, and regulatory data sources. SME developing business deliverables that leverage business intelligence platforms, data management platforms, or SQL-based languages (Tableau, Business Objects, Snowflake, Hadoop, Netezza, NoSQL, ANSI SQL, or related). Demonstrated thought leadership in embedding intuitive story telling within the business intelligence solutions and platforms including concise presentation of complex technical details. What sets you apart: Experience leading teams in the development and maintenance of data visualizations and dashboards, leveraging tools such as Tableau, QlikView, BusinessObjects or similar platforms, to provide actionable insights and support data-driven decision-making. Familiarity with HR technology landscapes, including experience working with HRIS systems and data models related to HR Technology/Engineering and HR Data Architecture. Strong understanding of data modeling principles, data architecture concepts, and their application within the context of HR data, HR analytics, and people insights. Experience in direct people management, including coaching, mentoring, and performance management. Knowledge of Business Architecture principles and practices, with the ability to align data and technology solutions with overall business strategy. Compensation range: The salary range for this position is: $143,320.00 - $273,930.00. USAA does not provide visa sponsorship for this role. Please do not apply for this role if at any time (now or in the future) you will need immigration support (i.e., H-1B, TN, STEM OPT Training Plans, etc.). Compensation: USAA has an effective process for assessing market data and establishing ranges to ensure we remain competitive. You are paid within the salary range based on your experience and market data of the position. The actual salary for this role may vary by location. Employees may be eligible for pay incentives based on overall corporate and individual performance and at the discretion of the USAA Board of Directors. The above description reflects the details considered necessary to describe the principal functions of the job and should not be construed as a detailed description of all the work requirements that may be performed in the job. Benefits: At USAA our employees enjoy best-in-class benefits to support their physical, financial, and emotional wellness. These benefits include comprehensive medical, dental and vision plans, 401(k), pension, life insurance, parental benefits, adoption assistance, paid time off program with paid holidays plus 16 paid volunteer hours, and various wellness programs. Additionally, our career path planning and continuing education assists employees with their professional goals. For more details on our outstanding benefits, visit our benefits page on USAAjobs.com. Applications for this position are accepted on an ongoing basis, this posting will remain open until the position is filled. Thus, interested candidates are encouraged to apply the same day they view this posting. USAA is an Equal Opportunity Employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability, or status as a protected veteran.

Company Overview When you work at Landmark, you'll find we are all about Culture, Connection, and Contribution. You'll build relationships beyond transactions. You will work with people who want to be better every day and you'll be challenged to grow and supported in your development. You'll have an opportunity to make a real difference for our customers and our communities. The Human Resources Director provides strategic leadership and operational oversight of the bank's Human Resources function, serving as a trusted advisor to the executive team and business partner to senior leadership. This role directs all aspects of HR operations, ensures compliance with employment laws and regulations, and manages key external HR vendor relationships. The HR Director also oversees associate benefits, compensation, performance management, and succession planning processes, aligning HR strategies with the bank's business objectives and culture. The HR Director has an innovative mind set and creates methods to improve attraction, engagement and retention of talent. Essential Functions and Primary Duties Executive Partnership & Strategic HR Leadership - Serve as the Human Resources Business Partner to executives and senior leadership, providing consultation on organizational design, leadership development, succession planning, and workforce strategy. - Act as a member of the leadership team, contributing to business discussions with a people-focused perspective. HR Department Oversight - Lead and develop the HR team, ensuring consistent delivery of HR programs and services. - Oversee department workflows and processes to ensure efficiency and service excellence. - Manage the budget for HR operations and programs. Compliance & Risk Management - Ensure compliance with all federal, state, and local employment laws and regulations. - Maintain up-to-date HR policies, practices, and procedures. - Serve as primary contact for audits and compliance-related matters. Vendor & Consultant Management - Manage relationships with external HR partners, including compensation consultants, benefits brokers, payroll providers, recruiting firms, and HRIS vendors. - Evaluate vendor performance and ensure services meet the bank's needs. Compensation & Benefits Administration - Design, implement, and oversee the bank's compensation and benefits programs. - Direct the annual salary/merit increase process, ensuring internal equity and market competitiveness. - Partner with consultants to assess and adjust compensation and benefits structures as needed. - Create a pay for performance culture Performance Management & Talent Development - Oversee the bank's performance appraisal program, ensuring effective goal setting, coaching, and evaluation. - Guide executives on succession planning for senior leadership and critical roles. - Support development initiatives to strengthen leadership capabilities across the organization. Organizational Development & Change Leadership - Provide guidance on organizational structure, role design, and workforce planning. - Partner with senior leadership on change management strategies to support business transformation. - Champion initiatives that promote associate engagement, retention, and culture. Minimum Qualifications - Bachelor's degree in Human Resources, Business Administration, or related field required; Master's degree and/or HR certification (SPHR, SHRM-SCP) strongly preferred. - 10+ years of progressive HR experience, with at least 3-5 years in a leadership role. - Proven experience serving as an HR Business Partner to senior executives. - Strong knowledge of employment laws, compensation, benefits, and performance management. - Experience managing vendor relationships, including compensation, benefits, and HRIS providers. - Excellent communication, influencing, and leadership skills. - Ability to balance strategic vision with hands-on execution in a mid-sized organization. Key Competencies Include: - Executive Presence & Influence - Strategic Thinking with Operational Execution - Confidentiality & Integrity - Relationship Management - Business & Financial Acumen - Change Leadership Company Overview When you work at Landmark, you'll find we are all about Culture, Connection, and Contribution. You'll build relationships beyond transactions. You will work with people who want to be better every day and you'll be challenged to grow and supported in your development. You'll have an opportunity to make a real difference for our customers and our communities. Position Summary The Human Resources Director provides strategic leadership and operational oversight of the bank's Human Resources function, serving as a trusted advisor to the executive team and business partner to senior leadership. This role directs all aspects of HR operations, ensures compliance with employment laws and regulations, and manages key external HR vendor relationships. The HR Director also oversees associate benefits, compensation, performance management, and succession planning processes, aligning HR strategies with the bank's business objectives and culture. The HR Director has an innovative mind set and creates methods to improve attraction, engagement and retention of talent. Essential Functions and Primary Duties Executive Partnership & Strategic HR Leadership * Serve as the Human Resources Business Partner to executives and senior leadership, providing consultation on organizational design, leadership development, succession planning, and workforce strategy. * Act as a member of the leadership team, contributing to business discussions with a people-focused perspective. HR Department Oversight * Lead and develop the HR team, ensuring consistent delivery of HR programs and services. * Oversee department workflows and processes to ensure efficiency and service excellence. * Manage the budget for HR operations and programs. Compliance & Risk Management * Ensure compliance with all federal, state, and local employment laws and regulations. * Maintain up-to-date HR policies, practices, and procedures. * Serve as primary contact for audits and compliance-related matters. Vendor & Consultant Management * Manage relationships with external HR partners, including compensation consultants, benefits brokers, payroll providers, recruiting firms, and HRIS vendors. * Evaluate vendor performance and ensure services meet the bank's needs. Compensation & Benefits Administration * Design, implement, and oversee the bank's compensation and benefits programs. * Direct the annual salary/merit increase process, ensuring internal equity and market competitiveness. * Partner with consultants to assess and adjust compensation and benefits structures as needed. * Create a pay for performance culture Performance Management & Talent Development * Oversee the bank's performance appraisal program, ensuring effective goal setting, coaching, and evaluation. * Guide executives on succession planning for senior leadership and critical roles. * Support development initiatives to strengthen leadership capabilities across the organization. Organizational Development & Change Leadership * Provide guidance on organizational structure, role design, and workforce planning. * Partner with senior leadership on change management strategies to support business transformation. * Champion initiatives that promote associate engagement, retention, and culture. Minimum Qualifications * Bachelor's degree in Human Resources, Business Administration, or related field required; Master's degree and/or HR certification (SPHR, SHRM-SCP) strongly preferred. * 10+ years of progressive HR experience, with at least 3-5 years in a leadership role. * Proven experience serving as an HR Business Partner to senior executives. * Strong knowledge of employment laws, compensation, benefits, and performance management. * Experience managing vendor relationships, including compensation, benefits, and HRIS providers. * Excellent communication, influencing, and leadership skills. * Ability to balance strategic vision with hands-on execution in a mid-sized organization. Key Competencies Include: * Executive Presence & Influence * Strategic Thinking with Operational Execution * Confidentiality & Integrity * Relationship Management * Business & Financial Acumen * Change Leadership Physical Requirements * The physical demands listed below are a requirement to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. * While performing the duties of this job the associate is frequently required to sit or stand for long periods of time, speak, and listen; use hands to touch and grasp objects; and to reach with hands and arms. The associate is occasionally required to move about the facility. Visual ability to view a computer screen for long periods of time is required. * Evening and weekend work based on business need. * Ability to travel based on business need. Benefits Offered * Group Health Insurance options, Dental Insurance, Vision Insurance * Employee Assistant Program (EAP) and Wellness Reimbursements * HSA and FSA accounts * Fully paid Life Insurance and Long-term Disability * 401k Options with Matching and Profit Sharing Retirement Plan * Paid Time Off (PTO) program in addition to 11 paid holidays * Discount on various bank services * Employee Referral Bonus * 529 College Savings Plan Payroll Deduction A credit and background check is a final part of the hiring process. Landmark National Bank is an EEO/AA/ADA/Veteran employer.

Hi, there! We're Mazuma Credit Union. We all work together to fuel new and creative ways to make our members smile. We're also about making Kansas City a better place to live, work and bank! This includes utilizing what we call our Mazuma Mindset. This means we seek to exceed the expectations of our members & team members in every interaction, every time! Does this sound like you? Keep reading and we'll tell you about the specifics! Role: The Director of Human Resources is responsible for partnering with the Chief Culture Officer, leadership team, and teams around Mazuma to ensure the successful implementation of Human Resources and Culture strategy and tactics as well as support the broader organizational priorities: The Mazuma Experience, Financial Performance, and Operational Excellence. This role oversees the Human Resources team which includes the functional components of Human Resource Management including full cycle Team Member Support through Talent Acquisition & Onboarding/ Offboarding, Benefits, Compensation, HRIS and Payroll, and Team Member Relations, and Personnel files, records, and regulatory compliance. This role is responsible for implementing, maintaining, and coordinating the operational infrastructure and administration efforts of the Human Resources area. In additional, they collaborate with Mazuma teams to best serve our Membership and work to strengthen and grow the Credit Union. The Director of Human Resources is also responsible for working alongside the leadership team to support the processes, services, and products that will deliver the best experiences to our Members and will ensure through strong partnerships and programs that the Mazuma brand is delivered in exceptional ways throughout all of our Team Members. This role focuses on implementing and delivering an outstanding Team Member experience from before someone is hired all the way through their career at Mazuma. They also support the sharing and marketing of Mazuma's employment brand story so that Mazuma is magnetic for top talent and fully living out its purpose of making Kansas City a better place to live, work, and bank. Experience: 5 to 10 years experience in HR-related roles supporting or leading benefits, payroll administration, and HRIS systems. Previous leading/managing of a team preferred. Experience leading HR professionals strongly preferred. Compensation system experience, preferred. Compensation certification preferred. Experience maintaining a Human Resources Information System/Payroll Database and online benefit enrollment system, preferred. An equivalent combination of education and experience may be considered in meeting the requirements of this role. Education: Equivalent to a college degree (BS or BA in a relevant field). Interpersonal Skills: A significant level of trust and diplomacy is required, in addition to normal courtesy and tact. Work involves extensive personal contact with others and is usually of a personal or sensitive nature. Work may involve motivating, influencing or training others. Outside contacts become important and fostering sound relationships with other entities (companies and/or individuals) becomes necessary and often requires the ability to influence and/or sell ideas or services to others. Other Skills: Leadership skills with experience leading an HR-specific team. Must have excellent knowledge of Human Resources, especially the legal aspects, that are effectively used and administered in the industry. Must be familiar with FMLA, ADA, HIPAA, FLSA, EEOC and other federal, state employment and tax laws. Must have strong knowledge of best practices in benefit management, payroll, and associated compliance laws. Must have excellent problem-solving skills and ability to react quickly to arising problems. Must have advanced computer skills including Microsoft Office; Word, Excel, PowerPoint, etc. and comfort with using data base programs. Must be able to manage multiple tasks concurrently, have strong attention to detail, and be well organized. Culture Expectations: Positive, Fun Attitude! Consistently demonstrates a positive attitude, always being respectful in interactions with members and team members. Behavior and appearance should be appropriate and this position should lead this value by example. Teamwork! A proactive collaborator who embraces the opportunity to work with others. Punctual and dependable. Able to manage conflict well amongst Team Members and Members. Demonstrates strong people skills, initiative, and decision-making ability. Productivity meets or exceeds expectations for the position. Learning & Growth! Demonstrates initiative in not only self-development but the development of others. Has superior knowledge of the organization's responsibilities and is able to apply and share learning. Creativity & Progressive Mindset! Able to think outside the norm, introduce new ideas and proactively solve problems. Positive change agent that embraces team direction. So, what do we bring to the table? Mazumans get a pretty sweet deal. They are part of a movement greater than themselves; they are a part of creating a better living, working and banking space for each and every person they come into contact with! Aside from living and fulfilling our purpose, Mazuma comes with lots of perks, including a great benefits package! Mazuma Credit Union is an equal opportunity employer and will consider all application without regard to race, marital status, sex, age, color, religion, national origin, veteran status, disability or any other characteristic protected by law. Mazuma Credit Union participates in E-Verify.

About the Company: Headquartered in Santa Ana California, Veros (************** is a proven technology company that develops and delivers advanced data, software, and analytics solutions for enhanced risk management in financial services. We are looking for a self-motivated, independent person to play a critical role, supporting the company's end user technology needs. Veros offers a unique opportunity that encourages creativity and professional growth along with a competitive salary and benefits package including medical, dental, vision, life, 401(k), vacation, sick, holidays, and more. We are seeking driven and motivated individuals interested in being part of an amazing team and making a difference. Position Summary: The Director, Human Resources leads the development and integration of HR initiatives that support the company's mission, vision, values, and goals, managing HR across sister companies while ensuring consistent practices and entity-specific compliance. This important role leads and directs the Human Resources team and serves as the organization's strategic advisor on change management, all matters related to our team members and organizational culture. The position directs and guides all phases of the employee life-cycle including: recruiting, training and development, performance management, compensation and benefits, safety and workers compensation, employee relations, and employment law compliance. Principal Responsibilities: Leadership and Strategy Plan, lead, develop, coordinate, and implement HR policies, processes, training, and initiatives that support company goals. Serve as primary advisor to executives and managers on HR matters, workforce planning, and organizational health. Develop and manage the HR department budget and allocate resources effectively. Supervise and develop the HR team, setting clear goals and fostering growth. HR Programs and Operations Administer HR programs, including compensation, benefits, and leave of absence. Oversee team member relations, investigations, disciplinary actions, and dispute resolution. Lead performance and talent management, including goal setting, reviews, succession, and development. Drive programs that support productivity, recognition, morale, health and safety, and training. Compliance and Risk Management Maintain responsibility for compliance with federal, state, and local employment laws and regulations. Monitor regulatory changes, best practices, and communicate policy updates and resources to leadership and employees. Consult with legal counsel as needed or as directed by the CEO on personnel matters. Compensation and Benefits Partner with executive leadership on the annual compensation cycle, salary structures, and pay practices. Manage compensation, benefits, recognition, and leave programs to ensure market competitiveness and internal fairness. Data, Systems, and Analytics Develop and maintain the HRIS to meet organizational needs and ensure data integrity. Conduct research and analysis of workforce trends using reports and metrics from HRIS and talent systems to inform decisions. Communications and Engagement Communicate changes to HR policies and procedures and ensure consistent adoption. Coordinate and, as needed, conduct exit interviews to identify trends and inform retention strategies. Participate on cross-functional committees and lead special projects. Qualifications Required 10+ years of progressive HR experience, including 5+ years leading an HR team. Proven experience advising executives and managing complex employee relations. Strong knowledge of employment law, compensation, benefits, performance management, and organizational development. Demonstrated ability to turn data into clear insights and actions. Excellent judgment, discretion, and communication skills. Preferred HRIS/ADP experience Experience in a multi-state or multi-country environment. Bachelor's degree in HR, Business, or related field; advanced degree or HR certification (SHRM-CP/SCP or PHR/SPHR) preferred. Experience partnering with external auditors and CPAs on 401(k) or payroll-related audits. Competencies Strategic thinking with practical execution Relationship building and influence Problem solving and sound judgment Change leadership and coaching Data fluency and systems orientation Veros is an Equal Opportunity/Affirmative Action Employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, pregnancy, sexual orientation, gender identity, national origin, age, protected veteran status, or disability status.

Company Profile: Morgan Stanley is a leading global financial services firm providing a wide range of investment banking, securities, investment, and wealth management services. The Firm's employees serve clients worldwide, including corporations, governments, and individuals from more than 1,200 offices in 43 countries. Human Capital Management: In the Human Capital Management division, we provide advice and insight to attract, retain, reward and develop a talented global workforce, giving employees the support and tools they need to succeed. What you'll do in the role: Morgan Stanley Services Group, Inc. seeks a Director, Human Capital Management in Alpharetta, GA to provide guidance on topics of global HR operations, including utilization of Workday for human capital management, talent/performance management, payroll and time-tracking, and benefits. Serve as a functional SME for Workday Human Capital Management, advising HR Partners, Operations teams, external vendors, and other users on Workday as a system and troubleshooting. Create and maintain training materials and deliver training and demos on Workday as it's configured for Morgan Stanley. Support large scale HR initiatives as they relate to the Workday platform, processes, and data requirements therein. Leverage business knowledge and expertise to identify opportunities for process improvements. Drive knowledge sharing with relevant business users. Manage escalations. Improve data quality in Workday by identifying solutions to reoccurring issues and implement them. Assist in coordination of testing of enhancements and new functionality, including the production of test plans and scripts, coordination of User Acceptance Testing, defect logging and resolution management. Telecommuting permitted up to 2 days per week. What you'll bring to the role: - Requires a Bachelor's any field (3-yr or 4-yr foreign degree acceptable). -Requires five (5) years of experience in the position offered or five (5) years as a Manager, Associate, or a related occupation -Requires five (5) years of experience with the following skills: supporting Workday platform HR business processes; reengineering global HR processes for companies in the Financial Services industry; global Compensation management and ensuring Workday and global comp systems work efficiently together to deliver year-end increases, bonus management and execution, and promotion processes; handling and troubleshooting Workday business processes, data, configuration and operations issues; global compensation expense planning processes and how they relate to Core HCM (human capital management) data; leveraging Workday Core HCM to maintain compliance with US labor and employment laws; and supporting global Absence and Time-Off in Workday WHAT YOU CAN EXPECT FROM MORGAN STANLEY: At Morgan Stanley, we raise, manage and allocate capital for our clients - helping them reach their goals. We do it in a way that's differentiated - and we've done that for 90 years. Our values - putting clients first, doing the right thing, leading with exceptional ideas, committing to diversity and inclusion, and giving back - aren't just beliefs, they guide the decisions we make every day to do what's best for our clients, communities and more than 80,000 employees in 1,200 offices across 42 countries. At Morgan Stanley, you'll find an opportunity to work alongside the best and the brightest, in an environment where you are supported and empowered. Our teams are relentless collaborators and creative thinkers, fueled by their diverse backgrounds and experiences. We are proud to support our employees and their families at every point along their work-life journey, offering some of the most attractive and comprehensive employee benefits and perks in the industry. There's also ample opportunity to move about the business for those who show passion and grit in their work. To learn more about our offices across the globe, please copy and paste ***************************************************** into your browser. Salary: Expected base pay rates for the role will be between $105,000 and $140,000 per year at the commencement of employment. However, base pay if hired will be determined on an individualized basis and is only part of the total compensation package, which, depending on the position, may also include commission earnings, incentive compensation, discretionary bonuses, other short and long-term incentive packages, and other Morgan Stanley sponsored benefit programs. Morgan Stanley's goal is to build and maintain a workforce that is diverse in experience and background but uniform in reflecting our standards of integrity and excellence. Consequently, our recruiting efforts reflect our desire to attract and retain the best and brightest from all talent pools. We want to be the first choice for prospective employees. It is the policy of the Firm to ensure equal employment opportunity without discrimination or harassment on the basis of race, color, religion, creed, age, sex, sex stereotype, gender, gender identity or expression, transgender, sexual orientation, national origin, citizenship, disability, marital and civil partnership/union status, pregnancy, veteran or military service status, genetic information, or any other characteristic protected by law. Morgan Stanley is an equal opportunity employer committed to diversifying its workforce (M/F/Disability/Vet).