Human Resources Business Partner jobs at Oak Ridge Associated Universities, Inc.

LHH is seeking an experienced Temporary HR Consultant for a six-month temporary assignment in Arlington, VA. The ideal candidate will have a minimum of 5 years of experience and be comfortable rendering opinions to leadership and making strategic recommendations. This hybrid role requires flexibility to meet critical deadlines and ability to work onsite in Arlington, VA 3 days per week. Key Responsibilities Leverage strong HRIS skills and analytical ability to manage data integrity, reporting, and system optimization. Assess current benefits offerings and research/recommend improvements to enhance employee experience and cost-effectiveness. Develop and implement HR project plans aligned with organizational goals. Partner with leadership to provide insights and actionable recommendations on HR initiatives. Support change management efforts and communication strategies for HR programs. Qualifications Proven experience in HR project management or related HR roles. Strong analytical and problem-solving skills with HRIS expertise. Strong reporting and Excel skills such as pivot tables and VLOOKUP. Ability to influence and advise leadership confidently. Excellent communication and organizational skills. Benefit offerings available for our associates include medical, dental, vision, life insurance, short-term disability, additional voluntary benefits, EAP program, commuter benefits and a 401K plan. Our benefit offerings provide employees the flexibility to choose the type of coverage that meets their individual needs. In addition, our associates may be eligible for paid leave including Paid Sick Leave or any other paid leave required by Federal, State, or local law, as well as Holiday pay where applicable. Equal Opportunity Employer/Veterans/Disabled To read our Candidate Privacy Information Statement, which explains how we will use your information, please navigate to ******************************************* The Company will consider qualified applicants with arrest and conviction records.

Are you an experienced HR professional looking for a more flexible schedule while still providing high-level HR support? At HR Collaborative, we provide the right level of HR expertise when and where our clients need it. We are seeking a motivated HR Business Partner who will join our Client Services team and lead HR strategy conversations as well as provide tactical support in areas of HR compliance, checklists, job descriptions, and handbooks for our clients. You'll get the chance to work with a wide variety of clients in various industries and be part of our rapidly growing HR Talent Community. A successful candidate will have: 8+ years of HR Generalist experience working in all areas of the employee lifecycle Demonstrated experience and success in the development of HR Strategy and execution of work plans Ability to provide tactical HR support in various areas of HR Exceptional communication abilities (both written and verbal), well organized with impeccable follow-through Strong analytical and problem-solving skills to navigate complex situations Ability to work effectively with senior leaders and manage multiple accounts with differing business challenges A Bachelor's Degree in Business administration, Human Resources, or a related field of study; Master's degree preferred. An HR Certification such as PHR or SHRM-CP is highly desirable This role offers a flexible work schedule, a competitive salary, and the ability to work from home. You'll get the chance to expand your client list and work with some great clients in and out of Michigan. If this sounds like a position for you, apply now!

Headway's mission is a big one - to build a new mental health care system everyone can access. We've built technology that helps people find great therapists with the first software-enabled national network of providers accepting insurance. 1 in 4 people in the US have a treatable mental health condition, but the majority of providers don't accept insurance, making therapy too expensive for most people. Headway is building a new mental healthcare system that everyone can access by making it easy for therapists to accept insurance and scale their practice. Headway was founded in 2019. Since then, we've grown into a diverse, national network of over 60,000 mental healthcare providers across all 50 states who run their practice on our software and have served over 1 million patients. We're a Series D company with over $325m in funding from a16z (Andreessen Horowitz), Accel, GV (formerly Google Ventures), Spark Capital, Thrive Capital, Forerunner Ventures and Health Care Service Corporation. We want your time here to be the most meaningful experience of your career. Join us, and help change mental healthcare for the better. About the Role This role is located in either our New York City office or San Francisco office, and is in person 2-day a week. As an HR Business Partner, Director at Headway, you will serve as a strategic thought partner to our executives. You'll shape and execute people strategies that enable scale, strengthen leadership, and drive Olympic-level performance. Partnering closely with our Revenue leaders, you'll provide counsel on organizational design, performance management, talent planning, and leadership development - balancing near-term priorities with long-term organizational health and cultural integrity. You'll use data-driven insights and sound judgment to identify trends, influence decisions, and lead high-impact initiatives that elevate the employee experience, strengthen manager capability, and ensure our teams are empowered to perform at their best. What You'll Do Strategic Business Partnership: Act as a trusted advisor to executives. Anticipate organizational needs, connect people strategy to business outcomes, and challenge assumptions through evidence and insight. Talent Strategy & Performance: Lead performance management and talent review processes with rigor and fairness. Coach leaders to recognize and reward top performance, address underperformance, and build high-performing, inclusive teams. Organizational Design & Effectiveness: Partner with leaders to design scalable org structures, strengthen alignment, and enable growth. Use workforce analytics and org design principles to optimize spans, layers, and team health. Leadership Coaching & Influence: Build trusted relationships with executives and managers, providing candid, actionable feedback that sharpens leadership effectiveness. Reinforce Headway's cultural principles and managerial excellence through coaching and systems. Analytical & Data-Driven Decision Making: Leverage people data to identify trends, diagnose root causes, and drive measurable improvements in organizational health. Project Management & Operational Excellence: Lead complex, cross-functional people initiatives end-to-end - from scoping and planning to flawless execution and follow-through. Balance strategic impact with hands-on execution to ensure scalability and continuous improvement. Cultural Stewardship & Employee Experience: Model and amplify Headway's values and performance standards. Ensure fairness, inclusion, and consistency in decision-making. Surface patterns in sentiment and proactively strengthen engagement and trust. You'd Be a Great Fit If You... Have 12+ years of progressive experience in HR or HR-adjacent roles (e.g., Chief of Staff, Strategy), with a track record of supporting senior executives in high-growth or scaling environments. Are a strategic operator who can anticipate organizational needs, shape people strategies, and influence through credibility and insight. Are data-driven, using qualitative and quantitative insights to inform decision-making, program design, and measurement of impact. Are a trusted coach and advisor, capable of balancing candor and empathy while influencing at all levels. Have deep expertise in org design, performance management, and leadership development. Thrive in fast-paced, high-growth settings where agility, sound judgment, and ownership are essential. Model Headway's cultural principles and uphold our Olympic-level performance standard, driving clarity, accountability, and continuous improvement. Compensation and Benefits: The expected base pay range for this position is $195,000-$250,000, based on a variety of factors including qualifications, experience, and geographic location. We are committed to offering a comprehensive and competitive total rewards package, including robust health and wellness benefits, retirement savings, and meaningful ownership opportunities through equity. Compensation decisions are made holistically, ensuring fairness and alignment with market benchmarks while recognizing individual contributions and potential. Benefits offered include: Equity Compensation Medical, Dental, and Vision coverage HSA / FSA 401K Work-from-Home Stipend Therapy Reimbursement 16-week parental leave for eligible employees Carrot Fertility annual reimbursement and membership 13 paid holidays each year as well as a Holiday Break during the week between December 25th and December 31st Flexible PTO Employee Assistance Program (EAP) Training and professional development We believe a team's strength is in its people, and we cannot achieve this mission without a team that reflects the diversity of this problem - across race, ethnicity, gender, sexuality, age, national origin, religion, family status, disability, military status, and experience. Headway is committed to the full inclusion of all qualified individuals. As part of this commitment, Headway will ensure that persons with disabilities are provided with reasonable accommodations. If reasonable accommodation is needed to participate in the job application or interview process, to perform essential job functions, and/or receive other benefits and privileges of employment, please inform the recruiter when they contact you to schedule your interview. Headway participates in E-Verify. To learn more, click here.

About Upstart Upstart is the leading AI lending marketplace partnering with banks and credit unions to expand access to affordable credit. By leveraging Upstart's AI marketplace, Upstart-powered banks and credit unions can have higher approval rates and lower loss rates across races, ages, and genders, while simultaneously delivering the exceptional digital-first lending experience their customers demand. More than 80% of borrowers are approved instantly, with zero documentation to upload. Upstart is a digital-first company, which means that most Upstarters live and work anywhere in the United States. However, we also have offices in San Mateo, California; Columbus, Ohio; and Austin, Texas. Most Upstarters join us because they connect with our mission of enabling access to effortless credit based on true risk. If you are energized by the impact you can make at Upstart, we'd love to hear from you! The Team Upstart is in a period of rapid growth and the People team is foundational to our continued success as we scale. You will be joining a company with engaged founders and leaders, strong values (practiced daily!) and operational rigor and discipline. Come help us build the culture that will enable continued success for our employees and our borrowers! As an HR Business Partner supporting our Tech team, you will be responsible for day-to-day HR support to a critical talent population at Upstart. From front line manager coaching and talent development, to performance cycles and cultural initiatives, you will partner closely with the Lead HRBP and the Tech management team to uplevel performance and the employee experience at Upstart. You will also be a strategic HR Business Partner for our Auto GTM team, providing support to a key vertical team as they continue to scale. As a member of our growing People org, you will participate in company-wide HR programs that could include initiatives in performance and talent management, employee engagement, system implementation, diversity and inclusion, development and more. Position Location - This role is available in the following locations: Remote Travel Requirements - As a digital first company, the majority of your work can be accomplished remotely. The majority of our employees can live and work anywhere in the U.S but are encouraged to to still spend high quality time in-person collaborating via regular onsites. The in-person sessions' cadence varies depending on the team and role; most teams meet once or twice per quarter for 2-4 consecutive days at a time. How you'll make an impact: Coach and advisor: Advise and consult with managers and leaders as they continue to scale. From org design, to talent development, to rewards and recognition, and high performance culture, act as a trusted thought partner and coach. Manager support: Build relationships with managers to ensure their confidence and trust in the HR team; offer ideas and resources to help them thrive in their roles and careers at Upstart. Employee relations: Oversee and resolve employee relations issues of varying complexity by conducting thorough and objective investigations, interpreting and applying Upstart policy and making recommendations. Performance management: Partner with managers to identify high performers and help them grow with Upstart; and to work through low performance management to maintain our high performance bar. Project and program support: Support core HR programs, processes and initiatives such as performance management, compensation planning, employee engagement and diversity and inclusion. Solve problems: Be an adaptable problem solver, liaising between the People Ops team and the business to achieve the best outcomes for the organization. Provide thoughtful and appropriate counsel, striking a balance between long and short term business needs. What we're looking for: Minimum requirements: BA/BS degree or equivalent professional experience 3-5 years of Human Resources experience in the tech industry (HRBP, HR generalist, employee relations) Preferred qualifications: Experience working with Tech teams (Engineering, Product & UX Design, Machine Learning) and GTM teams in a geographically dispersed or digital first environment Excellent communication and stakeholder management skills Comfortable navigating ambiguous situations, complex interpersonal dynamics, and change management Exceptional judgment to recognize when escalations are needed High emotional intelligence with a demonstrated ability to handle sensitive and confidential situations with professionalism Skilled in performance management best practices and employee relations matters Well versed in people analytics and familiarity with using HRIS systems, with an ability to influence with data History of building relationships across all levels and teams to foster better business outcomes Strong bias for action and a track record of strong work ethic, integrity and personal accountability What you'll love Competitive Compensation (base + bonus & equity) Comprehensive medical, dental, and vision coverage with Health Savings Account contributions from Upstart 401(k) with 100% company match up to $4,500 and immediate vesting and after-tax savings Employee Stock Purchase Plan (ESPP) Life and disability insurance Generous holiday, vacation, sick and safety leave Supportive parental, family care, and military leave programs Annual wellness, technology & ergonomic reimbursement programs Social activities including team events and onsites, all-company updates, employee resource groups (ERGs), and other interest groups such as book clubs, fitness, investing, and volunteering Catered lunches + snacks & drinks when working in offices At Upstart, your base pay is one part of your total compensation package. The anticipated base salary for this position is expected to be within the below range. Your actual base pay will depend on your geographic location-with our “digital first” philosophy, Upstart uses compensation regions that vary depending on location. Individual pay is also determined by job-related skills, experience, and relevant education or training. Your recruiter can share more about the specific salary range for your preferred location during the hiring process. In addition, Upstart provides employees with target bonuses, equity compensation, and generous benefits packages (including medical, dental, vision, and 401k). United States | Remote - Anticipated Base Salary Range$135,000-$186,700 USD Upstart is a proud Equal Opportunity Employer. We are dedicated to ensuring that underrepresented classes receive better access to affordable credit, and are just as committed to embracing diversity and inclusion in our hiring practices. We celebrate all cultures, backgrounds, perspectives, and experiences, and know that we can only become better together. If you require reasonable accommodation in completing an application, interviewing, completing any pre-employment testing, or otherwise participating in the employee selection process, please email candidate_accommodations@upstart.com ************************************************

For over 25 years, G&A Partners has been helping entrepreneurs grow their businesses, take better care of their employees, and enjoy a higher quality of life by providing proven HR solutions and technology. A growing, Houston-based professional services firm, G&A Partners is currently seeking an HR Business Partner to join its team at the corporate office or G&A satellite office A competitive compensation and benefits package is available to include health benefits and 401(k), recognition awards and bonuses and the opportunity to work for a highly respected and award-winning company. Summary The HR Business Partner position is responsible for aligning business objectives with employees and management in designated business units. The HR Business Partner provides administration of leave of absence, employee relations, and implementation of human resource policies, procedures and practices for corporate employees. Reasonable Accommodations Statement: To accomplish this job successfully, an individual must be able to perform, with or without reasonable accommodation, each essential function satisfactorily. Reasonable accommodations may be made to help enable qualified individuals with disabilities to perform the essential functions. Responsibilities Provides day-to-day performance management guidance for line management, including, but not limited to: coaching, counseling, career development, corrective actions, time and labor, performance management, onboarding, PTO (Paid Time Off), FMLA and local, state, and federal laws. Works closely with management and employees to improve work relationships, build morale, and increase productivity and retention. Provides HR policy guidance and interpretation. Responds to employees and managers regarding employee relation issues in a timely manner. Collaborates with Corporate HR Leadership and Legal Counsel on complex employee relation issues. Provides routine updates to Corporate HR Leadership on employee relations issues. Responsible for Leave Administration program. Stays current with applicable legislation and trains/troubleshoots issues for other users. Maintains records and coordinates with Payroll, Benefits, and Risk departments for any intersecting leave activities relating to pay, benefits, and/or workers compensation. Administers offshore resources processes and policies. Leads investigations into employee issues; works with legal counsel where appropriate. Assists with termination meetings and coordinating with IT to get access revoked and equipment retrieved. Responds to unemployment claims and wage audits prior to due dates. Other Duties: Ability to travel to G&A locations as needed is required. Monitors and ensures the organization's compliance with federal, state, and local employment laws and regulations, and recommends best practices; reviews and modifies policies and practices to maintain compliance. Provides guidance and input on department workforce planning and succession planning. Identifies training needs for business units and individual executive coaching needs. Cross trains with other positions within the department for coverage as needed. Assists with analysis of company trends and metrics to develop solutions, programs and policies. Maintains knowledge of trends, best practices, regulatory changes, and modern technologies in human resources and employment law; applies this knowledge to communicate changes in policy, practice, and resources to upper management. Participates in audits as requested; provides reports to other departments as requested. Qualifications Education: A bachelor's degree in human resources or a related field is preferred. Skills & Experience: At least 5 years of experience in Human Resources showing a progressive job history is required. At least three years of experience in roles with extensive responsibility for programs or processes, such as a specialist or a manager is preferred. Great verbal and written communication skills are required from employee to Executive Management. Able to do presentations in person or online. Computer Skills: Proficiency in Microsoft 365 products and applications, including Excel and PowerPoint. Certifications/Licenses: SHRM SCP or CP certification is required. Leave Administration certification is preferred. Equal Opportunity Employer Statement G&A Partners as an Equal Opportunity Employer considers all applicants and prohibits discrimination of any type on the basis of actual or perceived race, color, creed, religion, national origin, ancestry, citizenship status, age, sex or gender (including pregnancy, childbirth and pregnancy-related conditions), gender identity or expression (including transgender status), sexual orientation, marital status, military service and veteran status, physical or mental disability, genetic information, or any other characteristic protected by applicable federal, state or local laws and ordinances. Our management team is dedicated to providing a work environment free of discrimination and harassment based on any of these characteristics. We are committed to this policy and achieving a diverse workforce with respect to recruitment, hiring, placement, promotion, transfer, training, compensation, benefits, employee activities, access to facilities and programs and general treatment during employment. Salary Starting wage is $50,000 up to $100,000 The starting range represents the low and high end of the G&A Partners' range for this position. Actual wages will vary and may be above or below the range based on various factors including but not limited to location, experience, and performance. The range listed is just one component of G&A's total compensation package for employees. Other rewards may include commissions, annual bonuses, and program specific rewards. In addition, G&A Partners provides a variety of benefits to employees, including health, dental, vision, life insurance, short-term and long-term disability, flexible spending, ancillary benefits, retirement savings plan, paid holidays, and paid time off (PTO). Application close date is 10/15/2025

About the role Our People team is at the heart of everything we do. We are looking for a highly-experienced Senior HR Business Partner to work with our leadership teams in engineering and product as a strategic business advisor and thought partner. This role will lead and implement people strategies to key business leaders within our tech teams and drive innovation and growth across the engineering and product organizations. In addition, this role will help enhance and build new people programs, bringing HR best practices to the broader company. Get ready to roll up your sleeves, take on exciting challenges and be part of a truly unique team and company! This is a fully remote position that can be located anywhere in the United States. Responsibilities As a key strategic advisor to the engineering and product teams, provide coaching and guidance on HR matters in areas including career development, employee engagement, performance management, talent management, and compensation. Provide end-to-end human resources services to assigned business groups and identify new opportunities to add value. Support leaders with formulating and driving people strategies to build and maintain high-performing and highly engaged teams. Work with leaders to understand their specific resourcing needs, coaching them on people management and career development to foster employee success. Improve manager and employee performance by identifying and clarifying issues, counseling on solutions, and participating in the performance review process. Provide guidance on salary issues related to internal promotions and new hire compensation, while taking into account market and internal equity considerations. Spearhead projects, including the design, development, and rollout of HR programs related to employee engagement, learning and development, and other related initiatives in the Coalition people plan. Build and grow relationships by promoting an open door policy, culture of approachability, and welcoming employees at all levels to assist with and solve HR issues. Maintain accountability for HR compliance and all relevant employment laws and practices in North America. Contribute to HR reporting and analysis, identifying opportunities to improve People team support for employees. Be a steward of company culture. Champion and coordinate engagement programs and initiatives across the organization. Stay current on HR technologies and best practices, recommending proactive solutions for administrative efficiency and improved employee performance, retention, and engagement. Skills and Qualifications Bachelor's degree in Human Resources or related field 8+ years of experience as an HR Business Partner Prior experience as an HRBP supporting engineering and/or product teams at a technology company is required Experience within late stage/growth stage startup environment and/or working in a high growth technology company and helping them scale and grow Strong business acumen with expertise in employee engagement, performance management, employee relations, change management, career development, talent management, compliance with US employment law, and other related matters Experience designing and implementing operational HR programs from concept to rollout with solid project management skills Bonus Points Experience supporting HR functions across multiple locations (North America and Europe preferred) IPO experience Startup experience Compensation Our compensation reflects the cost of labor across several US geographic markets. The US base salary for this position ranges from $130,000/year in our lowest geographic market up to $190,000/year in our highest geographic market. Consistent with applicable laws, an employee's pay within this range is based on a number of factors, which include but are not limited to relevant education, skills, job-related knowledge, qualifications, work experience, credentials, and/or geographic location. Your recruiter can share more on target salary for your location during the interview process. Coalition, Inc. reserves the right to modify this range as needed. Perks 100% medical, dental and vision coverage Flexible PTO policy Annual home office stipend and WeWork access Mental & physical health wellness programs (One Medical, Headspace, Wellhub, and more)! Competitive compensation and opportunity for advancement

Founded in 2006, Futurewave Systems is a minority owned boutique, STAFFING & PROFESSIONAL SERVICES PROVIDER headquartered in Atlanta, GA. We are a GLOBAL NETWORK of proven industry professionals demonstrating the fastest fulfillment rate of high tech professionals for Fortune 500 Companies. Job Description Looking for Lawson HR/ Payroll/ Talent Management resources to work remotely from anywhere in US. Candidates must be willing to travel Mon-Thus to client locations. Expertise in 1 or more of the following areas: A.Talent Acquisition B. Recruiting C. Onboarding D. Compensation Management E. Job and Competencies F. Performance Management G. Training and Development Qualifications 1. Experienced Human Resources/IT Analyst in Healthcare 2. Require Infor Lawson HR/PR experience 3. Prefer Infor Lawson Global HR and Talent Management experience. 4. Require Microsoft Office 5. Prefer Microsoft Project and Access skills 6. Must be able to communicate well both orally and written 7. Willing to travel 100% Domestic 8. Self motivated Additional Information US-virtual - work from home anywhere in the US. 75% Travel, Mon-Thurs onsite at client(s).

The Vice President of HR Operations at Harbor Global serves as a strategic enterprise leader responsible for building, optimizing, and scaling a global HR operations ecosystem that supports a complex, fast-moving professional services organization. This role oversees the full spectrum of HR operations including global payroll, HRIS, total rewards, talent processes, international compliance, workforce analytics, and employee service delivery -ensuring all systems, programs, and processes are efficient, integrated, and aligned with Harbor Global's strategic priorities. The VP partners closely with the CHRO and executive leadership team to translate global business strategy into operational plans, drive data-driven decision making, enhance the worldwide employee experience, and lead continuous improvement and automation across all regions. As a transformational global leader, the VP champions operational rigor, cross-functional alignment, and innovation to deliver a scalable HR foundation that accelerates organizational performance across Harbor Global's professional services footprint. This is a fully remote position that can be worked from the United States or Canada located in the Atlantic, Eastern or Central Time zone. Key Responsibilities: Strategic Leadership & Operational Excellence Lead the design and execution of a global HR operations strategy that supports Harbor Global's professional services business model and long-term growth. Build and maintain a scalable, integrated HR operations infrastructure including systems, processes, global payroll operations, and service delivery models-across all regions. Partner closely with the CHRO and executive leadership to align HR operations with company objectives, workforce planning, and organizational priorities. Drive a global HR operating cadence that brings consistency, accuracy, and efficiency to HR processes and payroll cycles, while respecting regional nuances. Global Systems, Technology & Data Oversee the global HRIS ecosystem, ensuring data integrity, system interoperability, and optimization of technology investments supporting HR, timekeeping, and payroll. Lead the implementation and continuous improvement of HR technologies that enhance employee experience, process automation, and reporting including systems supporting global payroll accuracy and compliance. Develop and own global workforce analytics, dashboards, and insights that support strategic decision making. Total Rewards, Payroll & Compliance Guide the operationalization of global compensation, benefits, mobility, and rewards programs in partnership with Total Rewards leadership, ensuring seamless integration. Ensure global compliance with employment laws, regulations, taxation rules, data privacy, audit requirements, and risk management standards across all operating regions. Oversee HR policy governance, ensuring policies are modern, inclusive, clear, and consistently applied worldwide, including policies impacting payroll administration and time collection. Service Delivery & Employee Experience Build and manage a global HR service delivery model, with an employee centric-approach, that provides timely, accurate, and high-quality full employee lifecycle support to employees and leaders. Drive continuous improvement of HR operations processes, SLAs, and workflows to enhance global consistency and employee trust. Cross-Functional & Global Partnership Collaborate across Finance, IT, Legal, Operations, and regional leadership to ensure cohesive, compliant, and scalable HR and payroll processes. Serve as a strategic advisor to executives on HR operations and global capabilities, risks, and opportunities. Lead, mentor, and develop a high-performing global HR operations and payroll team, fostering a culture of accountability, innovation, and service excellence. Required Qualifications: Bachelor's Degree required 12+ years of progressive HR operations leadership, including significant experience in professional services or similarly complex, client-driven environments; Experience in a PE backed organization highly desired. Demonstrated success leading global HR operations and payroll across multiple countries, regions, and regulatory environments. Proven experience implementing, scaling, and optimizing enterprise-grade HRIS and global payroll systems, implementations and integrations (e.g., Workday). Strong track record of driving transformation, process automation, and operational efficiencies across global HR and payroll functions. Leadership & Strategic Skills Strategic thinker with the ability to translate business goals into operational plans that scale with global growth, including planning for global payroll impacts and workforce cost management. Exceptional leadership skills with experience managing global teams and influencing senior executives across HR, payroll, and finance. Strong financial acumen with deep understanding of labor cost dynamics, payroll budgeting, vendor management, and technology investments. Technical & Analytical Skills Advanced skills in workforce analytics, dashboards, and data-driven decision-making-including labor cost modeling, payroll accuracy metrics, and compliance analytics. Deep knowledge of global employment regulations, payroll compliance frameworks, tax requirements, and risk mitigation practices. Personal Attributes Highly collaborative leader with excellent communication and stakeholder management skills across HR, Finance, and global operations. Comfortable navigating ambiguity and driving structure in a fast-paced, evolving environment with complex payroll and HR requirements. Demonstrates sound judgment, high integrity, and a global mindset aligned with Harbor Global's professional services culture. About Us: Harbor is the preeminent provider of expert services across strategy, legal technology, operations, and intelligence. Our globally integrated team of 800+ strategists, technologists, and specialists navigate alongside our clients - leading law firms, corporations, and their law departments - to provide essential resources and invaluable insights. Anchored in a rich heritage of deep knowledge, steadfast relationships, and mutual respect, our unwavering dedication lies in shaping the future of the legal industry and fostering enduring partnerships within our community and ecosystem. Harbor is an equal opportunity employer. All qualified applicants will receive consideration for employment without regard to race, ethnicity, color, religion, sex, sexual orientation, gender identity, marital status, civil union status, national origin, ancestry, age, parental status, disabled status, veteran status, or any other legally protected classification, in accordance with applicable law.

Stratfield is seeking a mission-driven and relationally focused Director of Human Resources with Non-Profit Experience to lead strategic and tactical HR initiatives in a dynamic, service-oriented nonprofit environment. This role reports directly to executive leadership and is ideal for a values-aligned HR professional who thrives in a culture of care, collaboration, and community impact. The Director will oversee HR policy, culture development, compliance, and multi-generational communication strategies. The HR leader must possess a strong understanding of payroll systems to support cross-functional collaboration. The role will also manage vendor relationships and leverage advisory support. This is a direct hire or contract-to-hire position that will be mostly remote, but will be asked to be onsite for training and key meetings. Candidates MUST be within a 2-3 hour radius of the Chattanooga, TN surrounding area. Sponsorship is not available for this position . Key Responsibilities: · Strategic HR Leadership: Drive organizational alignment through HR strategy, policy development, and cultural initiatives. · Policy & Compliance: Ensure HR policies meet legal standards and reflect the organization's values and mission. · Employee Relations: Foster a relational culture by proactively engaging with staff, supporting well-being, and resolving concerns with empathy and discretion. · Talent Management: Lead recruitment, onboarding, and retention efforts with a focus on building a multi-generational, mission-aligned workforce. · Vendor & Systems Oversight: Manage external HR vendors and systems, including benefits and compliance partners. Collaborate with Accounting on payroll tools and data verification. · Organizational Development: Implement training, mentorship, and performance management programs that support growth and leadership development. · Workforce Strategy: Develop and refine work-from-home policies and hybrid workforce practices. Preferred Qualifications: · Bachelor's degree in Human Resources, Business Administration, or related field. · 5+ years of HR experience, including 2+ years in a leadership role. · Experience in nonprofit; understanding of investment cycles and community impact. · Strong communication and relationship-building skills. · Familiarity with payroll systems and ability to partner with Accounting. · Experience managing vendors. · Alignment with mission and values. · The role requires empathy, initiative, and adaptability. Perks: · Incredible Benefits and Hours! · Generous PTO policy! · Generous 401K match! · You can shape the future of their HR department! About Stratfield We started Stratfield Consulting with the belief that companies are looking for a more reliable consulting firm to deliver an expanding list of projects. We believe that Better People combined with Better Tools will lead to Better Projects. Our objective is to be the most trusted consulting firm for our clients. We are very careful about the people that we invite into the firm.

Apply Director, Office of Human Resources Smithsonian Institution Apply Print Share * * * * Save * This job is open to * Requirements * How you will be evaluated * Required documents * How to apply The position is responsible for development, administration, and execution of the Smithsonian Institution Human Resources Management Program for all Federal Civil Service and Smithsonian Trust employees (including ancillary activities and business). The components of the Program include compensation, benefits, recruitment, policy, organizational development and design, workforce and succession planning, legal compliance, training and development, and orientation. Summary The position is responsible for development, administration, and execution of the Smithsonian Institution Human Resources Management Program for all Federal Civil Service and Smithsonian Trust employees (including ancillary activities and business). The components of the Program include compensation, benefits, recruitment, policy, organizational development and design, workforce and succession planning, legal compliance, training and development, and orientation. Overview Help Accepting applications Open & closing dates 11/26/2025 to 12/17/2025 Salary $150,160 to - $225,700 per year Pay scale & grade SL 00 Location District of Columbia, DC 1 vacancy Remote job No Telework eligible No Relocation expenses reimbursed No Appointment type Permanent - This position is advertised through two announcements: 1) this Competitive Service position and 2) a Merit Promotion position, announcement #EX-26-01. Only one vacancy exists, and selection will be made from one of the announcements. Work schedule Full-time Service Competitive Promotion potential 00 Job family (Series) * 0201 Human Resources Management Supervisory status Yes Security clearance Other Drug test No Announcement number EX-26-02 Control number 851113200 This job is open to Help The public U.S. Citizens, Nationals or those who owe allegiance to the U.S. Clarification from the agency This position is open to U.S. Citizens and U.S. Nationals. Duties Help * As a member of the senior management team, performs a major role in influencing or making decisions regarding the human resources component of the Smithsonian's mission goals and strategic objectives. Responsible for all human resource management functions including employment; employee relations, compensation and benefits, and training and development. * Directs a full range of human resource management and service programs. This includes workforce planning, position management and classification, compensation and benefits, recruitment and staffing, labor relations, performance management, personal security, and employee assistance programs. * Establishes and maintains communications with museum directors, research institutes, education offices and other finance and administration units to understand their needs and promote human resource capabilities throughout the Institution. * Works in close coordination with the Office of the General Counsel and the Office of Equal Opportunity (OEO) to provide leadership and promote effective solutions to issues regarding equal and fair employment opportunities, and monitors and ensures the compliance and effectiveness of all employment activities. * Cultivates and builds relationships with other internal service groups including the offices of Protection Services, Contracting, Sponsored Projects, Finance and Accounting, Global Affairs, Smithsonian Astrophysical Observatory, Smithsonian Tropical Research Institute and Smithsonian Enterprises to facilitate comprehensive and coordinated service delivery. * Represents management with various employee groups (including Federal and private sector unions covering approximately 30 percent of the entire Smithsonian workforce), Government agencies, museum and educational professional organizations, and other appropriate organizations. As required, provides liaison between the Smithsonian, the Office of Personnel Management, and other government agencies. * Serves as the key staff providing leadership and support for the Compensation and Human Resources Committee of the Board of Regents. * Develops proactive human resources programs; advises on Institutional human resources needs, allocation and use; and assesses organizational efficiency, effectiveness, and responsiveness. * Develops, implements, and administers new, innovative, and responsive human resources systems. * Prioritizes all human capital management initiatives related to employees in line with the Institution's strategic objectives and available resources and communicates prioritization rationale to all interested parties including the Secretary, Deputy Secretary, Under Secretary for Finance and Administration/CFO, management and supervisory officials, peers, subordinates, and employees. * Develops, implements, and administers methodologies for forecasting and monitoring the return on the human capital investment related to employees. * Advises and counsels unit heads about maximizing the return on human capital related to employees through more productive use of human resources through policies and programs to improve staffing. * Coordinates with other organizations that have human capital oversight and responsibilities, including the Office of Academic Appointments and Internships (for fellows and interns), the Office of Contracting and Personal Property Management (for contractors), and the Office of Visitor Services (for volunteers) on SI-wide human capital initiatives. Requirements Help Conditions of employment * Pass Pre-Employment Background Investigation * May need to complete a Probationary Period * Maintain a Bank Account for Direct Deposit/Electronic Transfer * Males born after 12/31/59 must be registered with Selective Service Meets the basic qualifications and specialized experience as listed below. Qualifications BASIC QUALIFICATIONS Applicants must clearly demonstrate the necessary level of managerial and leadership skills and competence to perform successfully in this position. This includes a degree in an applicable subject matter field, or a combination of education and appropriate experience that provides knowledge comparable to that normally acquired through successful completion of a four-year course of study in an applicable subject matter field. An advanced degree (e.g., JD, MBA, MPP) is preferred. SHRM certification is a plus. SPECIALIZED EXPERIENCE In addition, applicants must have one year of specialized experience at or equivalent to the GS-15 level. Specialized experience is defined as leading and managing a human resources department or a significant set of human capital functions, including creating and communicating all human resources programs, policies, and procedures across a large, complex organization with a myriad of stakeholders. The applications that meet the basic qualifications will be evaluated further against the following criteria: * Demonstrated experience developing and executing an HR strategy that directly advanced organizational goals in a large, complex organization. This includes providing strategic direction and ensuring alignment, integration, and measurable impact. * Demonstrated ability and experience developing, launching, and enhancing HR program initiatives, including recruiting, onboarding, performance management, training, high potential programs, and succession planning. * Demonstrated knowledge and practical application of employment and benefit laws through knowledge of, or exposure to, Federal Government employment. * Demonstrated experience and skill in building cooperative relationships between colleagues, and with internal and external stakeholders, as well as negotiating solutions that address varied, complex and occasionally opposing interests. This includes explaining positions/solutions, both orally and in writing, and gaining acceptance by museum and/or research facility colleagues and customers/managers at all levels. * Demonstrated skill and ability in leading, supervising and managing a multi-disciplined and talented workforce, including fostering teamwork and high morale; attracting, retaining, motivating, and providing guidance to a talented and skilled workforce. Additional information SUPERVISORY CONTROLS This position reports to the Under Secretary for Finance and Administration/CFO. Within broad policy guidelines and the framework of applicable laws, rules and regulations, exercises independent judgment, initiative and action to accomplish program responsibilities. Keeps the Under Secretary informed of the status of major projects and critical or sensitive problems through periodic discussions and written reports. Work performance is appraised in terms of attainment of overall human resource management program objectives. SECURITY LEVEL This position has been reviewed to determine the level of POSITION SENSITIVITY. Based on the nature of the work, the position has been determined to be Public Trust/HIGH RISK. This designation will require (1) a pre-employment Security Agency Check (SAC) for the prospective incumbent; and (2) a subsequent comprehensive background investigation and favorable adjudication in order to continue in the position. EEO The Smithsonian Institution does not discriminate against any employee or any applicant for employment on the basis of race, color, religion, sex, national origin, political affiliation, sexual orientation, marital status, disability, age, membership in an employee organization or other non-merit factors. REASONABLE ACCOMMODATION The Smithsonian provides reasonable accommodation to applicants with disabilities. If you need an accommodation for any part of the application and hiring process, please notify the contact person listed in this announcement. The decision on granting a reasonable accommodation will be made on a case-by-case basis. RELOCATION Relocation expenses will not be paid. Expand Hide additional information Candidates should be committed to improving the efficiency of the Federal government, passionate about the ideals of our American republic, and committed to upholding the rule of law and the United States Constitution. Benefits Help A career with the U.S. government provides employees with a comprehensive benefits package. As a federal employee, you and your family will have access to a range of benefits that are designed to make your federal career very rewarding. Opens in a new window Learn more about federal benefits. The Smithsonian offers a comprehensive benefits program for both Federal and Trust employees. See *************** for details. We also offer a rich program of services and opportunities to balance and enhance your work life. They include: Smithsonian Early Enrichment Center (an accredited educational program for children between the ages of 3 months to 6 years), transportation benefits, professional interest groups, employee advocacy groups, special events such as brown bag lunches, an annual picnic on the Mall, an annual holiday party, free lectures, behind-the-scenes tours and employee discounts at our theaters, shops and after hours events. These and other programs have made the Smithsonian one of the top 10 places to work in the government. Eligibility for benefits depends on the type of position you hold and whether your position is full-time, part-time or intermittent. Contact the hiring agency for more information on the specific benefits offered. How you will be evaluated You will be evaluated for this job based on how well you meet the qualifications above. The qualifications listed in this document will be used along with your resume and your responses to the questions posed in the electronic application process to determine the candidates who will move forward in the evaluation process. When crafting your responses to the questions, please provide concise, detailed information on your background and experience. Applicants who meet or exceed minimum qualifications will be assigned to one of three category groups based on job-related criteria: * Best Category - Meets the minimum qualification requirements and excels in most of the job-related competencies set forth above. * Better Category - Meets the minimum qualification requirements and satisfies most of the job-related competencies set forth above. * Good Category - Meets the minimum qualification requirements but does not satisfy most of the job-related competencies set forth above to a substantive degree. This category rating process does not add veterans' preference points or apply the "rule of three" but protects the rights of veterans by placing them ahead of non-preference eligibles within each category. A selecting official may make selections from the highest quality category (Best Category) provided no preference eligible in that category is passed over to select a non-preference eligible in that category unless the requirements of 5 U.S.C. 3317(b) or 3318(b) are satisfied. Preference eligibles who meet minimum qualification requirements and who have a compensable service-connected disability of at least 10 percent must be listed in the highest quality category, except when the position being filled is scientific or professional at the GS-9 grade level or higher. Applicants who have not submitted a resume in the USAJobs system will not be considered for this position. Important Note: Your resume and supporting documentation will be compared to your responses to the occupational questionnaire or other assessment tool for consistency. If a determination is made that you have rated yourself higher than supported by your resume, you will be assigned a rating commensurate to your described experience. Your resume should provide sufficient information regarding how your education and experience relate to the major duties and qualifications criteria listed for this position. PART-TIME OR UNPAID EXPERIENCE: Credit will be given for appropriate unpaid work on the same basis as for paid experience. Part-time experience will be credited on the basis of time actually spent in appropriate activities. To receive credit for such experience you must indicate clearly the nature of the duties and responsibilities in each position held and the average number of hours per week spent in such employment. You may preview questions for this vacancy. Benefits Help A career with the U.S. government provides employees with a comprehensive benefits package. As a federal employee, you and your family will have access to a range of benefits that are designed to make your federal career very rewarding. Opens in a new window Learn more about federal benefits. The Smithsonian offers a comprehensive benefits program for both Federal and Trust employees. See *************** for details. We also offer a rich program of services and opportunities to balance and enhance your work life. They include: Smithsonian Early Enrichment Center (an accredited educational program for children between the ages of 3 months to 6 years), transportation benefits, professional interest groups, employee advocacy groups, special events such as brown bag lunches, an annual picnic on the Mall, an annual holiday party, free lectures, behind-the-scenes tours and employee discounts at our theaters, shops and after hours events. These and other programs have made the Smithsonian one of the top 10 places to work in the government. Eligibility for benefits depends on the type of position you hold and whether your position is full-time, part-time or intermittent. Contact the hiring agency for more information on the specific benefits offered. Required documents Required Documents Help Your application package should include the following documents: * Resume * Proof of Veteran's Preference - DD214 (Member 4 Copy), if you are a veteran. Additionally, applicants claiming 10-point preference must complete Standard Form (SF) 15, Application for 10-Point Veteran Preference, as well as additional documentation required by the SF-15, such as a VA letter. * Unofficial school transcripts, if the position has an education requirement or if you are using education to qualify. If selected for the position, you must provide an official transcript before appointment. * Proof of U.S. accreditation for foreign study, if applicable. If you are relying on your education to meet qualification requirements: Education must be accredited by an accrediting institution recognized by the U.S. Department of Education in order for it to be credited towards qualifications. Therefore, provide only the attendance and/or degrees from schools accredited by accrediting institutions recognized by the U.S. Department of Education. Failure to provide all of the required information as stated in this vacancy announcement may result in an ineligible rating or may affect the overall rating. How to Apply Help Click on the "Apply Online" button on the upper right side of the page. Please Note: * You must apply for this position online through the 'Apply Online' button and submit required supplemental documents (if they are relevant to you). * You may submit required documents by uploading them online during the application process; OR * You may manually fax required documents. Faxes are received by an automated system, not a physical fax machine. Documents that are faxed as part of the application process must be sent with the system-generated cover sheet by the closing date. Documents faxed without the system-generated coversheet are not retrievable and cannot be considered as part of the application package. * The complete application package, including any required documents, is due in the Smithsonian Office of Human Resources on the closing date of the announcement by 11:59 PM Eastern Time. * If you are unable to apply online, paper applications may be accepted with prior approval of the contact person listed below. Agency contact information Suleyka Lozins Phone ************ Fax ************ Email ************** Address SMITHSONIAN Office of Human Resources POB 37012, 600 Maryland Avenue, MRC 517 Suite 5060 Washington, District of Columbia 20013-7012 United States Next steps After you apply and the position has closed, you will receive an acknowledgement email that your submission was successful. We usually have a large response to senior level positions and it may take some time to effectively review application packages. We will contact you by email as decisions are made. Fair and transparent The Federal hiring process is set up to be fair and transparent. Please read the following guidance. Criminal history inquiries Equal Employment Opportunity (EEO) Policy Financial suitability New employee probationary period Privacy Act Reasonable accommodation policy Selective Service Signature and false statements Social security number request Required Documents Help Your application package should include the following documents: * Resume * Proof of Veteran's Preference - DD214 (Member 4 Copy), if you are a veteran. Additionally, applicants claiming 10-point preference must complete Standard Form (SF) 15, Application for 10-Point Veteran Preference, as well as additional documentation required by the SF-15, such as a VA letter. * Unofficial school transcripts, if the position has an education requirement or if you are using education to qualify. If selected for the position, you must provide an official transcript before appointment. * Proof of U.S. accreditation for foreign study, if applicable. If you are relying on your education to meet qualification requirements: Education must be accredited by an accrediting institution recognized by the U.S. Department of Education in order for it to be credited towards qualifications. Therefore, provide only the attendance and/or degrees from schools accredited by accrediting institutions recognized by the U.S. Department of Education. Failure to provide all of the required information as stated in this vacancy announcement may result in an ineligible rating or may affect the overall rating.

Apply Director, Office of Human Resources Smithsonian Institution Apply Print Share * * * * Save * This job is open to * Requirements * How you will be evaluated * Required documents * How to apply The position is responsible for development, administration, and execution of the Smithsonian Institution Human Resources Management Program for all Federal Civil Service and Smithsonian Trust employees (including ancillary activities and business). The components of the Program include compensation, benefits, recruitment, policy, organizational development and design, workforce and succession planning, legal compliance, training and development, and orientation. Summary The position is responsible for development, administration, and execution of the Smithsonian Institution Human Resources Management Program for all Federal Civil Service and Smithsonian Trust employees (including ancillary activities and business). The components of the Program include compensation, benefits, recruitment, policy, organizational development and design, workforce and succession planning, legal compliance, training and development, and orientation. Overview Help Accepting applications Open & closing dates 11/26/2025 to 12/17/2025 Salary $150,160 to - $225,700 per year Pay scale & grade SL 00 Location District of Columbia, DC 1 vacancy Remote job No Telework eligible No Relocation expenses reimbursed No Appointment type Permanent - This position is advertised through two announcements: 1) this Merit Promotion position and 2) a Competitive Service position, announcement #EX-26-02. Only one vacancy exists, and selection will be made from one of the announcements. Work schedule Full-time Service Competitive Promotion potential 00 Job family (Series) * 0201 Human Resources Management Supervisory status Yes Security clearance Other Drug test No Announcement number EX-26-01 Control number 851112800 This job is open to Help Federal employees - Competitive service Current federal employees whose agencies follow the U.S. Office of Personnel Management's hiring rules and pay scales. Clarification from the agency This position is open to current and former Federal employees with permanent status or reinstatement eligibility. Individuals who are eligible for a special appointing authority may also apply such as applicants with a disability; former Peace Corps volunteers; certain military spouses; veterans seeking a VRE/VEOA appointment, or veterans who have been separated from armed forces under honorable conditions after 3 years or more of continuous active service. Duties Help * As a member of the senior management team, performs a major role in influencing or making decisions regarding the human resources component of the Smithsonian's mission goals and strategic objectives. Responsible for all human resource management functions including employment; employee relations, compensation and benefits, and training and development. * Directs a full range of human resource management and service programs. This includes workforce planning, position management and classification, compensation and benefits, recruitment and staffing, labor relations, performance management, personal security, and employee assistance programs. * Establishes and maintains communications with museum directors, research institutes, education offices and other finance and administration units to understand their needs and promote human resource capabilities throughout the Institution. * Works in close coordination with the Office of the General Counsel and the Office of Equal Opportunity (OEO) to provide leadership and promote effective solutions to issues regarding equal and fair employment opportunities, and monitors and ensures the compliance and effectiveness of all employment activities. * Cultivates and builds relationships with other internal service groups including the offices of Protection Services, Contracting, Sponsored Projects, Finance and Accounting, Global Affairs, Smithsonian Astrophysical Observatory, Smithsonian Tropical Research Institute and Smithsonian Enterprises to facilitate comprehensive and coordinated service delivery. * Represents management with various employee groups (including Federal and private sector unions covering approximately 30 percent of the entire Smithsonian workforce), Government agencies, museum and educational professional organizations, and other appropriate organizations. As required, provides liaison between the Smithsonian, the Office of Personnel Management, and other government agencies. * Serves as the key staff providing leadership and support for the Compensation and Human Resources Committee of the Board of Regents. * Develops proactive human resources programs; advises on Institutional human resources needs, allocation and use; and assesses organizational efficiency, effectiveness, and responsiveness. * Develops, implements, and administers new, innovative, and responsive human resources systems. * Prioritizes all human capital management initiatives related to employees in line with the Institution's strategic objectives and available resources and communicates prioritization rationale to all interested parties including the Secretary, Deputy Secretary, Under Secretary for Finance and Administration/CFO, management and supervisory officials, peers, subordinates, and employees. * Develops, implements, and administers methodologies for forecasting and monitoring the return on the human capital investment related to employees. * Advises and counsels unit heads about maximizing the return on human capital related to employees through more productive use of human resources through policies and programs to improve staffing. * Coordinates with other organizations that have human capital oversight and responsibilities, including the Office of Academic Appointments and Internships (for fellows and interns), the Office of Contracting and Personal Property Management (for contractors), and the Office of Visitor Services (for volunteers) on SI-wide human capital initiatives. Requirements Help Conditions of employment * Pass Pre-Employment Background Investigation * May need to complete a Probationary Period * Maintain a Bank Account for Direct Deposit/Electronic Transfer * Males born after 12/31/59 must be registered with Selective Service Meets the basic qualifications and specialized experience as listed below. Qualifications BASIC QUALIFICATIONS Applicants must clearly demonstrate the necessary level of managerial and leadership skills and competence to perform successfully in this position. This includes a degree in an applicable subject matter field, or a combination of education and appropriate experience that provides knowledge comparable to that normally acquired through successful completion of a four-year course of study in an applicable subject matter field. An advanced degree (e.g., JD, MBA, MPP) is preferred. SHRM certification is a plus. SPECIALIZED EXPERIENCE In addition, applicants must have one year of specialized experience at or equivalent to the GS-15 level. Specialized experience is defined as leading and managing a human resources department or a significant set of human capital functions, including creating and communicating all human resources programs, policies, and procedures across a large, complex organization with a myriad of stakeholders. The applications that meet the basic qualifications will be evaluated further against the following criteria: * Demonstrated experience developing and executing an HR strategy that directly advanced organizational goals in a large, complex organization. This includes providing strategic direction and ensuring alignment, integration, and measurable impact. * Demonstrated ability and experience developing, launching, and enhancing HR program initiatives, including recruiting, onboarding, performance management, training, high potential programs, and succession planning. * Demonstrated knowledge and practical application of employment and benefit laws through knowledge of, or exposure to, Federal Government employment. * Demonstrated experience and skill in building cooperative relationships between colleagues, and with internal and external stakeholders, as well as negotiating solutions that address varied, complex and occasionally opposing interests. This includes explaining positions/solutions, both orally and in writing, and gaining acceptance by museum and/or research facility colleagues and customers/managers at all levels. * Demonstrated skill and ability in leading, supervising and managing a multi-disciplined and talented workforce, including fostering teamwork and high morale; attracting, retaining, motivating, and providing guidance to a talented and skilled workforce. Additional information SUPERVISORY CONTROLS This position reports to the Under Secretary for Finance and Administration/CFO. Within broad policy guidelines and the framework of applicable laws, rules and regulations, exercises independent judgment, initiative and action to accomplish program responsibilities. Keeps the Under Secretary informed of the status of major projects and critical or sensitive problems through periodic discussions and written reports. Work performance is appraised in terms of attainment of overall human resource management program objectives. SECURITY LEVEL This position has been reviewed to determine the level of POSITION SENSITIVITY. Based on the nature of the work, the position has been determined to be Public Trust/HIGH RISK. This designation will require (1) a pre-employment Security Agency Check (SAC) for the prospective incumbent; and (2) a subsequent comprehensive background investigation and favorable adjudication in order to continue in the position. EEO The Smithsonian Institution does not discriminate against any employee or any applicant for employment on the basis of race, color, religion, sex, national origin, political affiliation, sexual orientation, marital status, disability, age, membership in an employee organization or other non-merit factors. REASONABLE ACCOMMODATION The Smithsonian provides reasonable accommodation to applicants with disabilities. If you need an accommodation for any part of the application and hiring process, please notify the contact person listed in this announcement. The decision on granting a reasonable accommodation will be made on a case-by-case basis. RELOCATION Relocation expenses will not be paid. Expand Hide additional information Candidates should be committed to improving the efficiency of the Federal government, passionate about the ideals of our American republic, and committed to upholding the rule of law and the United States Constitution. Benefits Help A career with the U.S. government provides employees with a comprehensive benefits package. As a federal employee, you and your family will have access to a range of benefits that are designed to make your federal career very rewarding. Opens in a new window Learn more about federal benefits. The Smithsonian offers a comprehensive benefits program for both Federal and Trust employees. See *************** for details. We also offer a rich program of services and opportunities to balance and enhance your work life. They include: Smithsonian Early Enrichment Center (an accredited educational program for children between the ages of 3 months to 6 years), transportation benefits, professional interest groups, employee advocacy groups, special events such as brown bag lunches, an annual picnic on the Mall, an annual holiday party, free lectures, behind-the-scenes tours and employee discounts at our theaters, shops and after hours events. These and other programs have made the Smithsonian one of the top 10 places to work in the government. Eligibility for benefits depends on the type of position you hold and whether your position is full-time, part-time or intermittent. Contact the hiring agency for more information on the specific benefits offered. How you will be evaluated You will be evaluated for this job based on how well you meet the qualifications above. The qualifications listed in this document will be used along with your resume and your responses to the questions posed in the electronic application process to determine the candidates who will move forward in the evaluation process. When crafting your responses to the questions, please provide concise, detailed information on your background and experience. Important Note: Your resume and supporting documentation will be compared to your responses to the occupational questionnaire or other assessment tool for consistency. If a determination is made that you have rated yourself higher than supported by your resume, you will be assigned a rating commensurate to your described experience. Your resume should provide sufficient information regarding how your education and experience relate to the major duties and qualifications criteria listed for this position. PART-TIME OR UNPAID EXPERIENCE: Credit will be given for appropriate unpaid work on the same basis as for paid experience. Part-time experience will be credited on the basis of time actually spent in appropriate activities. To receive credit for such experience you must indicate clearly the nature of the duties and responsibilities in each position held and the average number of hours per week spent in such employment. You may preview questions for this vacancy. Benefits Help A career with the U.S. government provides employees with a comprehensive benefits package. As a federal employee, you and your family will have access to a range of benefits that are designed to make your federal career very rewarding. Opens in a new window Learn more about federal benefits. The Smithsonian offers a comprehensive benefits program for both Federal and Trust employees. See *************** for details. We also offer a rich program of services and opportunities to balance and enhance your work life. They include: Smithsonian Early Enrichment Center (an accredited educational program for children between the ages of 3 months to 6 years), transportation benefits, professional interest groups, employee advocacy groups, special events such as brown bag lunches, an annual picnic on the Mall, an annual holiday party, free lectures, behind-the-scenes tours and employee discounts at our theaters, shops and after hours events. These and other programs have made the Smithsonian one of the top 10 places to work in the government. Eligibility for benefits depends on the type of position you hold and whether your position is full-time, part-time or intermittent. Contact the hiring agency for more information on the specific benefits offered. Required documents Required Documents Help * Resume * Proof of prior federal service such as the latest SF-50, Notification of Personnel Action. * Unofficial school transcripts, if the position has an education requirement or if you are using education to qualify. If selected for the position, you must provide an official transcript before appointment. * Proof of U.S. accreditation for foreign study, if applicable. * Proof of Veterans' Preference - DD214 (Member 4 Copy) if you are requesting a special appointment authority, such as VRA or VEOA * Proof of severe disability if you are requesting special placement consideration. * Proof of eligibility for a military spouse appointment, such as a permanent change station military order. * Proof of eligibility for any other special appointing authority not specifically mentioned here * Current and former Competitive Service candidates: submit a copy of your most recent SF-50, and an additional SF-50 indicating tenure of at least one year at the GS-15 level. * SES candidates with Reinstatement eligibility based on prior Competitive Service employment: submit a copy of your most recent SF-50, and an additional SF-50 indicating Competitive Service tenure and Reinstatement eligibility. If you are relying on your education to meet qualification requirements: Education must be accredited by an accrediting institution recognized by the U.S. Department of Education in order for it to be credited towards qualifications. Therefore, provide only the attendance and/or degrees from schools accredited by accrediting institutions recognized by the U.S. Department of Education. Failure to provide all of the required information as stated in this vacancy announcement may result in an ineligible rating or may affect the overall rating. How to Apply Help Click on the "Apply Online" button on the upper right side of the page. Please Note: * You must apply for this position online through the 'Apply Online' button and submit required supplemental documents (if they are relevant to you). * You may submit required documents by uploading them online during the application process; OR * You may manually fax required documents. Faxes are received by an automated system, not a physical fax machine. Documents that are faxed as part of the application process must be sent with the system-generated cover sheet by the closing date. Documents faxed without the system-generated coversheet are not retrievable and cannot be considered as part of the application package. * The complete application package, including any required documents, is due in the Smithsonian Office of Human Resources on the closing date of the announcement by 11:59 PM Eastern Time. * If you are unable to apply online, paper applications may be accepted with prior approval of the contact person listed below. Agency contact information Suleyka Lozins Phone ************ Fax ************ Email ************** Address SMITHSONIAN Office of Human Resources POB 37012, 600 Maryland Avenue, MRC 517 Suite 5060 Washington, District of Columbia 20013-7012 United States Next steps After you apply and the position has closed, you will receive an acknowledgement email that your submission was successful. We usually have a large response to senior level positions and it may take some time to effectively review application packages. We will contact you by email as decisions are made. Fair and transparent The Federal hiring process is set up to be fair and transparent. Please read the following guidance. Criminal history inquiries Equal Employment Opportunity (EEO) Policy Financial suitability New employee probationary period Privacy Act Reasonable accommodation policy Selective Service Signature and false statements Social security number request Required Documents Help * Resume * Proof of prior federal service such as the latest SF-50, Notification of Personnel Action. * Unofficial school transcripts, if the position has an education requirement or if you are using education to qualify. If selected for the position, you must provide an official transcript before appointment. * Proof of U.S. accreditation for foreign study, if applicable. * Proof of Veterans' Preference - DD214 (Member 4 Copy) if you are requesting a special appointment authority, such as VRA or VEOA * Proof of severe disability if you are requesting special placement consideration. * Proof of eligibility for a military spouse appointment, such as a permanent change station military order. * Proof of eligibility for any other special appointing authority not specifically mentioned here * Current and former Competitive Service candidates: submit a copy of your most recent SF-50, and an additional SF-50 indicating tenure of at least one year at the GS-15 level. * SES candidates with Reinstatement eligibility based on prior Competitive Service employment: submit a copy of your most recent SF-50, and an additional SF-50 indicating Competitive Service tenure and Reinstatement eligibility. If you are relying on your education to meet qualification requirements: Education must be accredited by an accrediting institution recognized by the U.S. Department of Education in order for it to be credited towards qualifications. Therefore, provide only the attendance and/or degrees from schools accredited by accrediting institutions recognized by the U.S. Department of Education. Failure to provide all of the required information as stated in this vacancy announcement may result in an ineligible rating or may affect the overall rating.

The role Clifford Chance US LLP is seeking a full-time Human Resources Business Partner to provide strategic HR support to the Litigation and Dispute Resolution (L&DR), Real Estate, and Tax, Pension & Employment (TPE) practice areas. This role combines both operational and strategic responsibilities with exceptional HR client service to the designated practice areas. The ideal candidate will demonstrate proven experience operating as a Senior HR Business Partner, working closely with senior stakeholders to align people strategies with business objectives. You will have a proactive mindset, strong attention to detail, and consistent follow-up, while embodying the qualities of a change agent and utilizing technology to drive efficiency. Reporting into the Head of HR - L&DR and the Regional HR Director - Americas, this role sits at the heart of our Americas strategy, supporting Partners and attorneys in one of the firm's most competitive and high-growth regions. If you are committed to delivering exceptional HR service and making a meaningful difference to both individuals and the wider business, we would be delighted to receive your application. RESPONSIBILITIES: People and Talent Strategy * Partner with key stakeholders to embed the firm's people priorities, bringing together outputs of key regional processes, shaping the regional talent agenda (e.g., succession planning) and working with Head of HR - L&DR and Regional HR Director - Americas as well as other key stakeholders on key talent processes (e.g., compensation). * Serve as a trusted advisor to partners and attorneys in designated practice areas, providing strategic support and guidance on HR matters and aligning with the Firm's overall strategy. * Work closely with other HR departments (e.g. Professional Development/Attorney Development, Learning & Leadership Development, Talent Acquisition, Benefits) to ensure alignment of HR initiatives and consistency in delivering HR services across the Firm. * Contribute to the Firm's people strategy by actively participating in global and regional HR projects aligned with strategic objectives. * Drive the strategic direction of HR programs and change initiatives, ensuring they meet the evolving needs of attorneys and the Firm. * Analyze people data, providing key stakeholders with timely updates on attorney performance, compensation, engagement, turnover, and other HR metrics; recommend strategies to improve satisfaction, retention, and business performance. * Stay current with industry and competitor trends, regulatory changes, and best practices to maintain expertise, support commercial goals and ensure compliance with evolving standards. * Collaborate with other regional HR Business Partners in designated practice areas to ensure seamless coverage and consistent support across regions. Employee Relations * Provide the partners with guidance and support in relation to ER issues. * Address employee concerns and resolve workplace conflicts through effective communication, mediation, and conflict management techniques. * Respond to queries and provide guidance in line with our policies and procedures. * Support attorneys to and on return from their parental leave. * Partner with General Counsel to mitigate risks related to attorney employment matters and ensure compliance with firm policies and legal requirements. Exit management * Conduct exit interviews for relevant business groups and provide feedback and recommendations to stakeholders, offering insights and best practices for continuous improvement. Talent Management * Collaborate with Professional Development/Attorney Development to support the region's attorney review process, ensuring that the review process is effectively delivered, moderate performance and employment discussions as needed. * Support key stakeholders through the year-end review and mid-year framework and positively challenge them in order to influence objective and fair performance and reward outcomes that are consistently applied, and which align to the firm's performance and reward strategy. * Lead talent reviews in collaboration with the Talent team including pipeline analysis, workforce planning, job profile development and skill gap reviews. * Contribute to Professional Development/Attorney Development's attorney performance initiatives by escalating both practice area needs and learnings from analysis of data that includes skill assessments, utilization issues and feedback from attorneys, partners and clients. Recommend relevant training and coaching when needed. Talent Acquisition * Collaborate with Talent Acquisition to ensure hiring needs are met, providing support and coaching during the onboarding process to ensure a seamless and successful transition for new hires. * Partner with key stakeholders, including Practice Area Management and Finance, to assess business needs for new and amended roles and ensure that utilization goals are met. * Meet all new lateral joiners in their first month, and then again at the end of their first 100 days. Wellbeing and People Experience * Work with the Head of HR - L&DR and Regional HR Director - Americas to embed the practice area and region wellbeing and people experience objectives and action plans. * Proactively build knowledge and understanding of the Wellbeing strategy, enablers and priorities in order to speak confidently and competently. * Frequently engage in a wide range of employee listening methods to identify key themes and inform timely solutions to protect and enhance people's wellbeing. Financial Management, Risk, Data and Analytics * Work with Head of HR - L&DR, Regional HR Director - Americas, and key stakeholders to determine headcount forecasting and budget changes aligning to business plan and strategy. * Work with the Head of HR - L&DR and Regional HR Director - Americas, to collate and provide an initial analysis on sources of employee listening data from across the firm, e.g. people survey, exit data, etc. Qualifications Your experience * You will have 5+ years of relevant experience in a Senior Human Resources Business Partnering position, ideally from within a law firm or professional services organisation. * You will have experience of working in a complex, fast-paced setting. Experience of working in a matrixed/global environment is desirable. * You will have experience of partnering with and influencing management teams and working collaboratively with key stakeholders to create joint expectations and deliverables, striving for positive results and engaging others in the journey. * You are able to work under pressure and prioritize competing demands to meet deadlines, and you can handle confidential and sensitive information with appropriate discretion. * You will be a strategic thinker and problem solver, with strong commercial awareness. * You will bring flexible and effective communication skills, both written and verbal, along with a proactive approach and strong organisational skills. * You will have a Bachelor's Degree in HR, Business Administration or a related field. * SHRM/HRCI Certification is strongly preferred. * You will have strong proficiency in MS Office, HR software and tools (HRIS systems, performance management tools) and the ability to pick up new technology and applications quickly. * You will have the ability to work outside the core business hours as needed. * You must be able to adhere and comply with the Firm's Agile Working Policy. We embrace flexible working through our Agile Working Policy, which encourages collaboration and connection by requiring employees to be in the office at least three days per calendar week, while offering you flexibility to work remotely for the remaining two days. * You must be independently legally authorized to work in the United States. Clifford Chance US LLP offers a comprehensive benefits and compensation package. The salary range for this role is $195k - $220k. Actual salary will be commensurate with the candidate's qualifications and relevant experience. Company Description Who we are We are one of the largest international law firms in the world. With over 30 offices across the globe, we strive to exceed the expectations of our clients, providing them with the highest-quality advice and legal insight, which combines the firm's global standards with in-depth local expertise. Our firm, work and people span jurisdictions, cultures, and languages. We offer our clients a truly international perspective. We believe every career should be rewarding and stimulating - full of opportunities to learn, thrive, and grow. That's why we're so proud of our inclusive, friendly, and team-based approach to work. You'll find our clients in commercial and industrial sectors, the financial investor community, governments, regulators, trade bodies, and not-for-profit organisations. But no matter who they are or why they've reached out to us, we provide a world-class service every step of the way. And that's possible thanks to the entrepreneurial spirit and conscientious approach to work that you'll find across all of our teams. Whichever area of the business you join, you'll become an integral part an innovative, diverse and ambitious team of people. Clifford Chance is a place where the brightest minds and the best of colleagues meet. Additional Information Equal opportunities statement At Clifford Chance, we understand that our true asset is our people. Inclusion is good for our team and their families, our firm and society. We are committed to treating all employees and applicants fairly and equally regardless of their gender, gender identity and expression, marital or civil partnership status, race, colour, national or ethnic origin, social or economic background, disability, religious belief, sexual orientation, or age. This applies to recruitment and selection, terms and conditions of employment including pay, promotion, training, transfer and every other aspect of employment. We have a variety of flourishing employee networks. These networks are a place for colleagues to share experiences and advocate for change wherever they see an opportunity for improvement. Our goal is to deliver an equality of opportunity, an equality of aspiration and an equality of experience to everyone who works in our firm. Find out more about our inclusive culture here #LI-Hybrid

Work for the IMF. Work for the World. The Human Resources Department (HRD) of the International Monetary Fund (IMF) has vacancies for Human Resources Officers for its Talent team in the HR Operations Division. Under the general supervision of the Division Chief/Deputy Division Chief/Section Chief, the selected candidate will manage recruitment operations across the Fund. Main areas of accountability and/or co-accountability include but are not limited to: * Manages external and internal recruitment operations for HQ A1-B3 vacancies and on a broader range of job categories. * Provides guidance to departmental HR teams on recruitment matters to ensure activities align with departmental and institutional needs. * Coordinates with Client Services colleagues on different recruitment activities throughout the recruitment life cycle (i.e., posting, screening, salary determination, offers, etc.). * Ensures smooth delivery of Talent operations working together with the respective HR Talent Analyst. Delivers strong customer service, gauging stakeholder needs and preferences to adapt approach to specific needs and promote effective issue resolution. * Responds to standard policy and procedure inquiries from client departments and candidates related to recruitment. Escalates issues as needed. * Actively engages with the Talent and Total Rewards Centers of Expertise (COEs), facilitating proper knowledge transfer and maintaining alignment between determined strategy of policy and programs. * Contributes to the design, implementation, and monitoring of recruitment policies and procedures, constantly reviewing areas where simplification can be achieved. * Seeks to understand recruitment trends, challenges, and opportunities for enhancement. Analyzes data and prepares relevant reports. * Leverages the use of AI to streamline and enhance the recruitment life-cycle. * Participates in continuous improvement and other divisional ad-hoc projects as needed. * Performs other duties as assigned. Qualifications: The successful candidate should meet the following qualifications and competencies: * Educational development, typically acquired by the completion of an advanced university degree, or equivalent, in Human Resources or a related field; or a university degree, supplemented by a minimum of six (6) years of relevant professional experience, is required; or a minimum of two (2) years of relevant experience at grade A08, or equivalent, is required. * Broad knowledge of HR programs and operations, especially in the area of recruitment policies and procedures. * Ability to use tact, sound judgment and utmost discretion in handling confidential and sensitive matters. * Ability to collaborate and partner across multiple stakeholder groups and levels. Strong interpersonal skills, ability to work both independently (with little supervision) and across teams in an effective way. * Excellent planning and organizing skills, exhibits proactivity and ability to manage multiple tasks under tight deadlines. * Excellent customer service orientation, negotiation, and communication skills-oral and written. Focus on operational excellence. * High learning agility and continuous improvement skills. Ability to analyze data and make sound decisions. Familiarity with Workday, Service Now, and AI recruitment tools. A regular staff member who is selected to fill the vacancy will maintain their open-ended status. If the selected candidate is a contractual employee, they will be offered a Term staff appointment. Staff members already on a term appointment will continue their current term but may receive an extension provided that their current term appointment has not already been extended. Department: HRDOPTO Human Resources Department HR Operations Talent Operations Hiring For: A09, A10 The IMF is guided by the principle that the employment, classification, promotion, and assignment of staff shall be made without discrimination against any person. We welcome requests for reasonable accommodations for disabilities during the selection process. Information on how to request accommodations will be provided during the application process.

We are a proud work-from-office company. If you're ready to work on-site in a dynamic, global company, we'd love to hear from you. About Us Vensure Employer Solutions is the largest privately held organization in the HR technology and service sector, providing a comprehensive portfolio of solutions, including HR/HCM technology, managed services, and global business process outsourcing (BPO). The company and its service providers collectively serve over 95,000 businesses and process over $135B in annual payroll. As a "One Employer Solution" headquartered in Chandler, Arizona, Vensure helps thousands of businesses streamline and grow their operations with custom strategies that benefit both employers and employees. Find out more by visiting *************** . Position Summary The HR Business Partner is responsible for delivering customized service solutions that positively impact the client's business, resulting in client retention and growth. This includes client relations, proactive consulting, and ensuring HR compliance. Essential Duties and Responsibilities * Deliver HR services per the Global Service Model (GSM) to HR-centric clients * Understand client business models, HR practices, goals, and objectives * Provide customized HR solutions (e.g., handbooks, job descriptions, onboarding, compensation plans) * Ensure legal and regulatory HR compliance * Conduct employee coaching, counseling, off-boarding, and reductions in force * Recommend training via Mineral * Document all client interactions in HRIS * Manage complex employee relations and investigations * Submit subpoenas/claims on time * Act as liaison between clients and internal operations * Lead client retention processes and coordinate issue resolution * Train clients on payroll and reporting software * Maintain communication with internal teams * Track and complete team projects and initiatives * Analyze weekly/monthly reports and client trends * Maintain client records and ensure data integrity * Build relationships with clients, agents, and internal staff * Monitor service level agreements and escalate concerns * Drive adoption of new products and services * Communicate compliance changes to clients * Conduct annual client deliverables reviews * Handle administrative tasks (e.g., memos, scheduling) * Attend trainings to stay current on HR laws and best practices * Travel may be required for client meetings Knowledge, Skills, and Abilities * Strong organizational, time management, and communication skills * Knowledge of HR best practices and employment law * Experience in employee relations, performance management, recruitment, compensation, and benefits * Bilingual (English/Spanish) preferred * Adherence to KPIs and SOPs * Change management and decision-making under pressure * Ethical handling of confidential information * Ability to manage multiple projects and resolve escalations * Business acumen and root cause analysis skills * Data analysis and prioritization under tight deadlines Education & Experience * Bachelor's degree in HR, Business Administration, or related field (or equivalent experience) * 2-4 years of HR experience * Proficiency in Microsoft Office and HRIS/payroll platforms * PRISM and PEO experience preferred * PHR, SPHR, SHRM-CP, or SHRM-SCP preferred This position is eligible for the following benefits: * Health Insurance: Medical, dental, and vision coverage * Retirement Plan: 401(k) with company match * Paid Time Off: PTO, Holidays, Parental leave and Sick Leave provided as required by applicable state law * Other Benefits: Life insurance, short term disability, long term disability, employee assistance program (EAP), flexible spending account (FSA), health savings account (HSA), Identity theft protection, critical illness, accident, cancer, hospital protection, legal and pet insurance. * Additional Compensation: [e.g., signing bonus, commission structure] if applicable.

We are a proud work-from-office company. If you're ready to work on-site in a dynamic, global company, we'd love to hear from you. About Us Vensure Employer Solutions is the largest privately held organization in the HR technology and service sector, providing a comprehensive portfolio of solutions, including HR/HCM technology, managed services, and global business process outsourcing (BPO). The company and its service providers collectively serve over 95,000 businesses and process over $135B in annual payroll. As a "One Employer Solution” headquartered in Chandler, Arizona, Vensure helps thousands of businesses streamline and grow their operations with custom strategies that benefit both employers and employees. Find out more by visiting *************** . Position Summary The HR Business Partner is responsible for delivering customized service solutions that positively impact the client's business, resulting in client retention and growth. This includes client relations, proactive consulting, and ensuring HR compliance. Essential Duties and Responsibilities Deliver HR services per the Global Service Model (GSM) to HR-centric clients Understand client business models, HR practices, goals, and objectives Provide customized HR solutions (e.g., handbooks, job descriptions, onboarding, compensation plans) Ensure legal and regulatory HR compliance Conduct employee coaching, counseling, off-boarding, and reductions in force Recommend training via Mineral Document all client interactions in HRIS Manage complex employee relations and investigations Submit subpoenas/claims on time Act as liaison between clients and internal operations Lead client retention processes and coordinate issue resolution Train clients on payroll and reporting software Maintain communication with internal teams Track and complete team projects and initiatives Analyze weekly/monthly reports and client trends Maintain client records and ensure data integrity Build relationships with clients, agents, and internal staff Monitor service level agreements and escalate concerns Drive adoption of new products and services Communicate compliance changes to clients Conduct annual client deliverables reviews Handle administrative tasks (e.g., memos, scheduling) Attend trainings to stay current on HR laws and best practices Travel may be required for client meetings Knowledge, Skills, and Abilities Strong organizational, time management, and communication skills Knowledge of HR best practices and employment law Experience in employee relations, performance management, recruitment, compensation, and benefits Bilingual (English/Spanish) preferred Adherence to KPIs and SOPs Change management and decision-making under pressure Ethical handling of confidential information Ability to manage multiple projects and resolve escalations Business acumen and root cause analysis skills Data analysis and prioritization under tight deadlines Education & Experience Bachelor's degree in HR, Business Administration, or related field (or equivalent experience) 2-4 years of HR experience Proficiency in Microsoft Office and HRIS/payroll platforms PRISM and PEO experience preferred PHR, SPHR, SHRM-CP, or SHRM-SCP preferred

MAU is hiring a Regional HR Manager in the Central US. As a Regional HR Manager, you will lead HR operations across multiple manufacturing facilities, driving strategic HR initiatives and supporting organizational goals. This is a direct-hire opportunity. Benefits Package * Paid Time Off and Paid Holidays * Comprehensive Medical, Dental, and Vision coverage * Company-paid Short-Term Disability Insurance and Life Insurance * Additional coverage options: Long-Term Disability, Supplemental Life, Accident, and Critical Illness plans * 401(k) retirement plan with generous company contribution * Onsite training and unlimited growth potential within the organization * Performance-based salary increases Shift Information * Monday through Friday, 8:00 AM - 5:00 PM * Travel: Up to 25% within the Central US region Required Education and Experience * Bachelor's degree in Human Resources, Business Management, or related field strongly preferred (a combination of education and experience will be considered) * 5+ years of progressive HR experience in a manufacturing, logistics, or similar environment Preferred Education and Experience * HR certifications such as PHR, SPHR, SHRM-CP, or SHRM-SCP are a plus General Requirements * Exceptional leadership presence with ability to inspire and develop HR teams * Strong communication and interpersonal skills; proven ability to collaborate with senior leaders * Deep knowledge of labor laws, HR best practices, and operational safety, including OSHA compliance * Proficiency with HRIS systems (preferably ADP Workforce Now) * Ability to handle confidential and sensitive information with discretion * Strong critical thinking and problem-solving capabilities * Business acumen with experience aligning HR strategy to organizational goals * Willingness and ability to travel up to 25% Essential Functions * Establish, communicate, and enforce HR policies; ensure legal compliance and stay current with labor regulations * Administer payroll and benefits programs, including oversight of new hire and termination processes, life claims, coverage changes, and LTD claims * Serve as a trusted advisor to employees; address concerns and provide guidance * Promote a positive work environment and manage employee relations issues equitably * Collaborate with leadership to align HR initiatives with business objectives * Refine recruitment processes, conduct interviews, and foster talent pipelines through external partnerships * Lead performance management processes; coach managers on feedback and recognition * Advise supervisors on employee relations issues including disciplinary actions, promotions, and terminations * Support and guide performance reviews, improvement plans, and merit increases * Oversee promotions, transfers, and maintain employee statistics for government reporting * Facilitate employee training on HR policies and updates * Manage return-to-work plans for employees returning from leave or injury * Lead safety training initiatives, investigate incidents, and report findings to insurance carriers * Use HR data insights to inform decisions and enhance operations Working Conditions * Multi-site HR role across manufacturing facilities in the Central US * Regional travel up to 25% required

Join one of the most influential, most quoted and most trusted think tanks! The Brookings Institution is a nonprofit public policy organization based in Washington, DC. Our mission is to conduct in-depth research that leads to new ideas for solving problems facing society at the local, national and global level. We bring together leading experts in government and academia from all over the world, rooted in open-minded inquiry and representing diverse points of view, who provide the highest quality research, policy recommendations, and analysis. Research topics cover a full range of public policy issues in economics, foreign policy, development, governance and metropolitan policy. With fair and transparent business practices, clear communication, mutual respect, and a collaborative atmosphere that offers both professional and personal development opportunities, Brookings offers an inclusive and welcoming workplace that values the efforts of all contributors. Brookings' Human Resources (HR) department actively develops and implements HR best practices aligned with organizational priorities. The HR team delivers high quality HR services and ensures the recruitment, development, recognition, and retention of a diverse, high performing and engaged workforce, and smooth and efficient operations. We are a collaborative HR team of 17, including Employment, Benefits, Compensation & HR Systems, and Learning & Development, working to provide a supportive and well managed workplace where all employees have a sense of belonging and can contribute in an impactful and meaningful way. Position Location: This position is hybrid. Hybrid positions combine regular in-person presence at our Washington, DC office with the option of two days of remote work each week. Responsibilities Ready to contribute to Brookings success? The Director, HR Systems, oversees all aspects of HR systems and is responsible for delivering best-in-class HR systems support to the Institution's research programs and business units. They lead the HR systems team and play a key role in the stewardship of Brookings' enterprise systems landscape, which is anchored by Workday. The Director oversees a team of two staff. Reporting to the Deputy Chief Human Resources Officer (DCHRO), this position works in close partnership with colleagues across the Institution to maintain and enhance HR systems that support Brookings' strategic objectives. This includes identifying opportunities for improvement, solving operational challenges, and leveraging technology to simplify and standardize HR processes. The Director is responsible for the day-to-day operations of HR systems (including Workday Human Capital Management or HCM, and related tools) and cross-functional support of related systems (including Workday Payroll, Absence, and Time-Tracking or PATT), encompassing system administration, feature adoption, incident resolution, release planning, and overall systems governance. They will set HR systems roadmap in alignment with institutional priorities and will build internal capacity to support and enhance Brookings' HR systems environment over time. HR Systems Oversight, Administration, and Analytics (40%) * Lead the administration and governance of HR systems - including Workday (Core HR, Benefits, Absence, and Learning Management), ICIMS (Recruiting), and SharePoint (Workflows) and provide cross-functional support for related systems - including Workday (Payroll and Time tracking) and third party integrations- to ensure reliable performance, data integrity, and alignment with institutional needs. Oversee system operations such as configuration, troubleshooting, incident, request and change management, release planning, and vendor coordination. * Serve as a subject matter expert and partner to internal stakeholders to maintain and optimize HR systems and integrations. * Champion user adoption by developing and promoting effective training, documentation, and system communications. * Lead the development of HR analytics capabilities by delivering consistent, accurate, and actionable reports, dashboards, and executive summaries that inform decision-making. * Ensure compliance with relevant HR laws and data governance protocols through appropriate system design and reporting practices. Systems Strategy, Improvement, and Project Leadership (40%) * Define and lead the HR systems and data strategy in alignment with institutional goals and evolving needs. * Guide full project lifecycles for new system initiatives - including scoping, requirements gathering, vendor selection, testing, and change management. * Manage the HR systems project pipeline and participate in cross-functional governance efforts to align priorities across HR, Finance, and Technology. * Propose, Evaluate and Redesign core HR processes to improve efficiency, user experience, and strategic alignment. * Stay abreast of emerging HR technologies and trends to ensure Brookings remains responsive and forward-looking. * Ensure a smooth transition of implemented solutions to operational support. Team Leadership and Cross-Functional Collaboration (20%) * Supervise and support HR Systems staff, including performance management, coaching, and workload oversight. * Foster a collaborative, high-performing team culture grounded in continuous improvement and accountability. * Establish long-term priorities and annual goals for the HR systems function in partnership with the DCHRO and HR Management Team. * Build strong relationships across HR, Finance, Technology, and program areas to support system effectiveness and strategic alignment. * Contribute to broader HR planning efforts and support cross-functional projects as needed. Qualifications Ready to make an impact? In this role, you will support Brookings values of collegiality, respect, inclusion, diversity and community, and bring the following qualifications: Education/Experience Requirements Bachelor's degree with a minimum of ten years progressing responsible experience in HCM system (Workday, Oracle, PeopleSoft) administration and data management. Minimum five years of management/supervisory experience. Minimum three years of Workday experience required. Strong preference for candidates with previous large enterprise Workday implementation or administration experience; Workday, CCP, CEBS, or other relevant certifications preferred. Must be authorized to work for any employer in the U.S. Knowledge/Skill Requirements Ability to lead efforts to ensure optimization of HR technology platforms. Expert proficiency in Microsoft Office Suite (Excel, Word, PowerPoint). Excellent project management skills and ability to meet deadlines. Must be able to thrive in a demanding, change-oriented, fast-paced environment. Ability to think strategically about problems and possesses skill in tactical execution. Demonstrated ability to audit data and identify, analyze, and develop solutions. High degree of executive presence and professionalism with the ability to engage with all levels of an organization and maintain confidentiality. Well organized and confident, team player and team leader with excellent communication and presentation skills. Working knowledge of regulatory and governing standards for compensation, payroll, health and welfare benefits, retirement plans, FMLA, workers' compensation and disability. Additional Information What can we offer you? Brookings provides a generous benefit package that is comprehensive and includes both traditional benefits and unique offerings. Our comprehensive benefits package includes medical, dental, and vision benefits, generous time off, and workplace flexibility. For more information, please visit Brookings Benefits. Brookings requires that all applicants submit a cover letter and resume. Please attach your cover letter and resume as one document when you apply. Please note: if you have applied to more than one Brookings job opening you should add a position-specific cover letter as a separate attachment. Successful completion of a background investigation is required for employment at Brookings. Brookings welcomes and celebrates diversity in all its forms, including diversity of experience, thought, and personal background. We welcome applications that reflect a variety of backgrounds based on ideology, race, ethnicity, religion, national origin, gender, sexual orientation, gender identity or expression, disability, veteran status, first generation college goers, and other factors protected by law. Brookings is proud to be an equal-opportunity employer that is committed to promoting a diverse and inclusive workplace. All selection decisions are based upon merit, skills, abilities and experience.

Job Details Head Quarters - Chattanooga, TN Full Time 4 Year Degree Negligible Flexible Human ResourcesDescription This is a full-time administrative position. The person filling this role will: Establish & maintain professional partnerships with Orange Grove administrators, applicable community partners, and the Human Resource Board Committee. Meet the agency's HR needs by being accessible; offering fair, consistent guidance; strategically planning, and implementing regulatory controls and procedures for the department and agency; ensuring policies are up to date and accurate; ensuring required reporting; overseeing recruitment, on-boarding, and retention; and leading with the upmost integrity and highest HR standards. Ensure each established regulatory control meets or exceeds generally acceptable HR professional standards of accountability, quality standards, and confidentiality. Maintain a flexible work schedule to attend trainings and meetings, and to consult with agency employees as needed. Collaborate with the Workforce Development Committee, the HR team and agency management to create, facilitate, and implement recruitment and retention strategies. Plan, organize, and provide ongoing training to Orange Grove administrators and employees regarding HR functions, requirements, and compliance standards. Ensure agency HIPAA compliance, DOL compliance, and the consistent implementation of professional HR standards. Co-facilitate ongoing HR incident review meetings. Work with State surveyors to ensure timely and accurate reporting of any requested documents. Consult with the Director of Employee Relations, the Director of Compliance & Training, and the CEO on allegations of improper conduct; participate in investigations and grievance hearings as needed. Ensure each employee's position, time and talents are valued and that they are professionally assisted by the HR department. Develop a HR quality improvement plan; provide the CEO, agency administrators, and HR Board Committee written quarterly QI updates. Consistently supervise, motivate, evaluate, mentor, train, and discipline staff as needed to ensure ongoing quality of support and quality of performance. Seek ongoing educational and training opportunities for the betterment of the agency and for personal professional development. Serve as an agency administrator by participating in Director's meetings, giving, and receiving agency relevant feedback, and consistently demonstrating agency leadership. Work collaboratively, agency-wide to implement HR compliance standards and to uphold and promote the mission, policies, and procedures of Orange Grove. Supervisory Structure: Reports to the Chief Executive Officer. Supervises the Assistant Director, Recruiter, and Administrative Assistant. Has general management oversight of the HR Department. Works collaboratively with the Director of Employee Relations to meet the HR needs of the agency. Implements compliant HR strategies throughout the agency. Coordinates with the Director of Compliance and Training to ensure quality training and agency compliance. Qualifications Education: Bachelor's Degree required; Master's Degree preferred. 2. Experience: Minimum 5 years professional Human Resource leadership experience required. Experience with prioritizing multiple tasks to completion and producing professional quality results required. Experience with Paycom software preferred. Physical Requirements: Good overall health and personal stamina. Physical examination, including TB skin test or chest x-ray required prior to employment. Ability to perform essential duties of management, training, mentoring, recruiting, and strategic planning for the agency's HR needs. Job Requirements: Fluent computers skills required. Professional demeanor and professional communication skills required. Dedication to continually improving the work conditions and professional development of each employee is required. Commitment to CQL Basic Assurances, and adherence to all State and Federal labor laws, HIPAA guidance, and compliance standards required.

Greenberg Traurig (GT), a global law firm with locations across the world in 15 countries, has an exciting employment opportunity for you. We offer competitive compensation and an excellent benefits package, along with the opportunity to work within an innovative and collaborative environment. Join our Recruiting Team as an Attorney Talent Acquisition Manager located in our Atlanta office. We are seeking a highly skilled professional who thrives in a fast-paced, deadline-driven environment. The ideal candidate possesses strong problem-solving and decision-making abilities, ensuring efficiency and accuracy in every task. With a dedicated work ethic and a can-do attitude, you will take initiative and approach challenges with confidence and resilience. Excellent communication skills are essential for collaborating effectively across teams and delivering exceptional client service. With a client-focused mindset and an initiative-taking approach, you will play a critical role in driving success, anticipating needs, and providing strategic solutions. If you are someone who demonstrates initiative, adaptability, and innovation, we invite you to join our team. This role will be based in our Atlanta office, on an in-office basis. In-office presence is required for day-to-day operations, as well as for team meetings, training opportunities, and relationship building. This role reports to the Chief Talent Officer and Business Director. Position Summary: The Attorney Talent Acquisition Manager will report to the Chief Talent Officer and work closely with the Atlanta Managing Shareholder, Administrative Shareholder, Co-President, Recruiting Chairs, and Business Director to manage the strategic and full cycle recruitment process for shareholders, lateral associates, non-track attorneys, and OCI/summer/first-year associate programs for the office. Key Responsibilities Researches, analyzes, and communicates strategic hiring intelligence to Managing Shareholder, Administrative Shareholder, Recruiting Chairs, Business Director and/or practice group leadership Identifies market trends and aligns those with firm and office strategic goals to develop creative and innovative attorney recruitment strategies Meets regularly with office and/or practice leadership to review hiring needs and potential candidates Manages and coordinates entire recruitment process for attorney candidates Develops and maintains relationships with search firms and counterparts in other firms Manages and coordinates law student recruitment, summer associate and first-year associate programs Assists office with candidate and market research as necessary Maintains applicant database and department records as well as generates reports Participates as a member of the local NALP city group chapter, attends city group meetings, and is aware of NALP guidelines and best practices Performs special projects as requested by the Chief Talent Officer Assists with other department activities as needed, and performs additional duties and responsibilities as assigned Qualifications Skills & Competencies: High attention to detail, exceptional planning and organizational skills and the ability to manage multiple assignments simultaneously and effectively Ability to work under pressure to meet strict deadlines and effectively prioritize multiple tasks Excellent interpersonal and communication skills (oral and written), professional demeanor, and presentation Interact effectively with candidates, search firms, law schools and various levels of personnel across the office and firm Provide outstanding client service to all stakeholders Possess superior judgment and discretion; recognize confidential, sensitive, and proprietary information and maintain confidentiality Analytical with strong problem-solving skills, takes initiative and has excellent follow-up skills Education & Prior Experience: Bachelor's degree or equivalent experience in Human Resources, Business, or related field Eight to ten years of related attorney recruiting experience, preferably with a large law firm Technology: Working knowledge of recruiting software and applicant tracking systems (i.e. Workday, Firm Prospects, Flo Recruit and LinkedIn Recruiter) Computer proficiency in Windows-based software and Microsoft Office Suite applications, including Word, PowerPoint, Excel and Outlook Exceptional computer skills with the ability to learn new software applications quickly GT is an EEO employer with an inclusive workplace committed to merit-based consideration and review without regard to an individual's race, sex, or other protected characteristics and to the principles of non-discrimination on any protected basis.