Human Resources Business Partner jobs at Ollie's Bargain Outlet

Eden Senior Care, founded in 2016, is a growing Healthcare Management company, focused on managing and operating Skilled Nursing, Rehabilitation and Assisted Living communities in Minnesota, Wisconsin, and Ohio. Our mission with each community is to support their success by providing strong leadership, corporate support, and the resources and tools to realize their goals. Eden promotes and encourages the success of each of its employees and values the individual experience of its guests and their families. Position: Regional Director of Human Resources Job Summary: The Regional Director of Human Resources is responsible for the support and management of their local HR representatives in their regional area. Their day-to-day job is instruction, support, and assistance for all HR functions of their local indirect reports, to ensure seamless HR functionality and best practices for an exemplary Human Resource experience for all employees at their facility. Essential Job Functions: Every effort has been made to make your job description as complete as possible. However, it in no way states or implies that these are the only duties you will be required to perform. The omission of specific statements of duties does not exclude them from the position if the work is similar, related or is a logical assignment to the position. Duties, responsibilities, and activities may change at any time with or without notice. Operational: Comprehend the strategic and day-to-day operations to provide consultation on and develop tracking plans and compliance for onboarding, responding to complaints, garnishments, DOL requirements, employee files, compensation and benefits, and other local HR responsibilities. Maintains in-depth knowledge of legal requirements related to day-to-day management of employees, reducing legal risks and ensuring regulatory compliance. Acts as an advisor/coach by providing HR expertise and guidance on HR policies, disciplinary matters, and when appropriate on HR-related matters - coaching, counseling, performance management, career development, resource planning, succession planning, employee relations, and employee engagement and retention. Works directly with facilities to assist/support them in carrying out their responsibilities on personnel matters, day-to-day activities, and other HR-related issues, as well as stepping in to help train or other issues as needed. Assist local HRs in HR-related audits by government agencies or third-party auditing firms as needed. Help guide, reeducate, and perform performance reviews or PIPs as needed with HRs in their region - both for employees there and the local HR themselves. Responsible to be the first option for direction, training, or general questions for all local HRs and otherwise be a resource for best practices at the local HR level. Onboard, train, support, and reeducate local HRs as needed, and report back to upper management any issues at the local HR level. Tasked with assisting with, planning, and/or managing projects along with eh VP and the Corporate HR team to improve the overall HR experience and streamline or improve current processes. May serve as local HR contact or fill in for facilities without HR on a short-term basis as needed. Travel to facilities to assist, audit, or train on all HR practices as needed. Strategic: Manages and resolves complex employee relations issues. When needed, conducts and/or supports effective, thorough, and objective investigations and escalates to Senior Leadership for the business unit to ensure consistency. Works closely with the Human Resources leadership and employees to improve work relationships, create culture, build morale, and retention. Helps draft and communicate new HR practices, and changes in policy, as well as shaping the future of the HR role and responsibilities for the team - specifically to update current practices for better results and compliance, and to address changes in state, federal, and other regulations. Responsible to help create and implement, train employees and track roll out of new HR processes and procedures as defined by the VP of People Operations and other senior leadership when needed. Helps research new requirements and trends and helps steer the course of the HR role to adapt and adjust to these new or changing objectives. Identifies leadership and behavioral training needs for business, evaluates and monitors these training programs, and tracking plans to ensure success and completion. Reports back to VP and RDO's on issues or concerns at the local HR level and makes recommendations for change and/or performance improvement or termination. Helps determine bigger picture issues for the HR role - at both the local level and globally, and with employees as well to help adjust processes at the local level to streamline the employee experience and reduce turnover where possible. Help guide management on moving the HR roles and responsibilities into new processes or practices in order to ensure the HR role is adapting to the needs of the position as they change. Responsible for improving the level of organization and responsiveness of the HRs to all HR initiatives from the HRs in their region. Step in and help with all HR initiatives at the local level or higher as needed. Other duties as assigned. Supervisory/People Management Responsibilities: This position has no direct supervisory responsibilities. Required Education and Experience: Bachelor's degree in human resources or comparable combination of education and human resources-related experience. PHR/SPHR a plus but not required. 3 to 7 years previous human resources experience solving complex human resources matters. Working knowledge of multiple human resource disciplines with a focus on employee relations, staffing, performance management, and succession planning. Including a solid comprehension of federal and state employment laws. High level of computer skills with high proficiency in MS Suite products. Excellent interpersonal skills both verbal and written. Highly detailed and ability to analyze and interpret results to create effective solutions. Able to work in a fast-paced environment and leverage past experience to make solid decisions for the business. Preferred Education and Experience: PHR or SPHR certification 10 years related experience Physical Demands: While performing the duties of this job, the employee is regularly required to talk and hear. This is largely a sedentary role; however, some filing may be required. This would require the ability to lift files, open filing cabinets, and bent or stand as necessary. Must be able to push, pull, move and/or lift a minimum of 25 pounds to a minimum height of 5 feet and be able to push, pull, move and/or carry such weight with a minimum distance of 50 feet. Travel: Travel will be expected for the employee to go onsite at the facilities to follow up with their local counterparts as required or as the need arises. Working Conditions: This job operates in a home office, and possible in a health care setting. This role requires regular walking to various locations around facilities. This role routinely uses standard office equipment such as computers, phones, photocopiers, filing cabinets, and fax machines. This role may also come into contact on occasion with guests who may have contagious illnesses. Position Type and Expected Hours of Work: This position is management of multiple healthcare facilities that are open 24 hours a day 365 days a year. While the majority of the work will be performed in a regular office setting, 8 hours a day, 5 days a week - evening and weekend work as well as holiday, and work during inclement weather may be required. Principal Contacts: Local HR, corporate staff. General Requirements: Must be able to execute the terms and conditions set forth in the Eden Senior Care employee handbook including, but not limited to: Works in a safety-conscious manner which ensures that safe work practices are used in order not to pose a risk to self or others in the workplace. Reports any safety violations or hazards to supervisor. Complies with company policies and procedures and local, state, and federal regulations. Adheres to a Drug-Free Workplace Interacts in a tactful, diplomatic, and humanistic manner with patients, families, visitors, and co-workers to provide a safe, efficient, and therapeutically effective caring environment which ensures the self-respect, personal dignity, rights and physical safety of each patient and facility guest. Maintains a dependable attendance record and adheres to standards of cleanliness, grooming, hygiene, and dress code. Takes positive action to ensure equal opportunity in the conduct of all business activities without regard to race, color, religion, sex/gender, age, national origin, disability, citizenship, veteran status or any other legally protected category.

Ambiq's mission is to enable intelligence everywhere by delivering the lowest power semiconductor solutions. Ambiq is a pioneer and a leading provider of ultra-low-power semiconductor solutions based on our proprietary and patented sub- and near-threshold technologies. With the increasing power requirements of artificial intelligence (AI) computing, our customers are relying on our solutions to deliver AI to edge environments. Our hardware and software innovations fundamentally deliver a multi-fold improvement in power consumption over traditional semiconductor designs without expensive process geometry scaling. We began in 2010 by addressing the power consumption challenges of battery-powered devices at the edge, where they were most pronounced. As of the beginning of 2025, we've shipped more than 280+ million units worldwide. Our innovative and fast-moving teams of design, research, development, production, marketing, sales, and operations are spread across several continents, including the US (Austin), Taiwan (Hsinchu), China (Shanghai and Shenzhen), and Singapore. We value relentless technology innovation, a deep commitment to customer success, collaborative problem-solving, and an enthusiastic pursuit of energy efficiency. We embrace candidates who also share these same values. The successful candidate must be self-motivated, creative, and comfortable learning and driving exciting new technologies. We encourage and nurture an environment that fosters growth and opportunities to work on complex, meaningful, and challenging projects, creating a lasting impact and shaping the future of technology. Join us on our quest for enabling billions of intelligent devices. The intelligence everywhere revolution starts here. This role will be on-site 5 days a week in NW Austin. Scope HR Business Partner, Culture & Capability (a.k.a. The Talent Transformer) We're looking for a strategic, HR Business Partner with responsibility for shaping culture and building organizational capability across our growing teams to join our People & Culture team. This is a Director level role and designed for someone who loves connecting business strategy to people strategy - a true architect of growth, culture, and leadership. You'll partner with senior leaders across the company to drive organizational effectiveness, elevate talent development programs, and cultivate a culture where every employee can thrive. This role combines strategic HR partnership with ownership of building the capabilities of our employees, offering both high visibility and hands-on influence. As our company continues to expand globally, this is an exciting opportunity to build and scale programs that develop leaders, strengthen engagement, and prepare the workforce for what's next. You'll play a pivotal role in shaping our global people strategy, designing career frameworks, and ensuring that learning, performance, and culture are tightly aligned with our business goals. The ideal candidate brings a blend of strategic vision and hands-on execution - someone who thrives at 30,000 feet but isn't afraid to dive into the details when needed. You're passionate about coaching, organizational design, and cultivating an environment where people feel empowered to do their best work. We're a fast-growing, mid-sized company with over 200 employees - and as a close-knit HR team, we operate on trust, collaboration, and a healthy dose of humor. Everyone contributes across multiple areas of HR, so if you love variety and having real influence in shaping the culture, you'll feel right at home here. You'll join a team of talented HR pros who always have each other's backs: Rick Morales, Head of Talent Acquisition & Workforce Planning, our resident “people whisperer” and talent visionary. Gina Barres, Operations Manager extraordinaire, the engine that keeps everything running smoothly. Allie Garza, HR Generalist and fearless commander of the Austin office. Helen Ng, Regional Leader for APAC and champion of global connection and inclusion. And of course, you - the Culture Champion, and Strategic Partner who will help elevate our People & Culture function to the next level. You'll bring global insight, leadership development expertise, and a passion for unlocking potential at every level of the organization. Responsibilities Strategic Partnership • Serve as a HR partner to business leaders, aligning people strategy with company goals and organizational design. • Understand workforce trends and talent needs and provide actionable insights to guide decision-making. • Use people data and analytics to influence talent strategies and drive measurable impact. Performance & Growth Enablement • Lead and refine the performance management process, ensuring clarity, consistency, and fairness. • Coach leaders and managers on effective feedback, performance conversations, and career development. • Identify and develop high-potential talent, creating growth pathways and succession plans that prepare future leaders. Learning & Development • Design and oversee learning programs that strengthen leadership, onboarding, and professional skills. • Implement scalable learning tools (via Paylocity Learning) and partner with external experts for specialized training. • Align all learning initiatives with business goals and evolving skill needs. Culture & Engagement • Drive engagement efforts, from surveys to meaningful follow-up actions that enhance the employee experience. • Champion DEI and well-being initiatives, fostering an inclusive, supportive, and high-performing culture. • Support change management during organizational growth or transformation, ensuring clear communication and alignment. Education and Experience Bachelor's degree in Human Resources, Business Administration, Organizational Development, or a related field; Master's degree preferred. Executive Coaching degree or certification preferred but not required. 10+ years of progressive HR experience, including leadership roles in HR business partnership, talent development, or organizational effectiveness. Proven ability to partner with senior executives and influence decisions through data, insights, and strong business acumen. Demonstrated success in designing and implementing global people programs, such as performance management, leadership development, and succession planning. Experience working within the semiconductor industry or a related high-tech, innovation-driven environment - comfortable navigating complex, fast-paced, and global business dynamics. Knowledge of learning and development strategies that scale across diverse, international teams. Strong understanding of change management, organizational design, and DEI principles. Skilled in leveraging HR analytics and technology platforms (e.g., LMS, HRIS) to inform strategy and measure impact. Exceptional communication, facilitation, and relationship-building skills - capable of inspiring trust and driving alignment across all levels. A confidential, trusted advisor who leads with empathy, integrity, and a genuine passion for helping people and organizations grow. What You Need We're seeking passionate technologists who thrive on pushing boundaries, solving complex challenges, and driving transformative solutions. At Ambiq, you'll collaborate with a dynamic team that values relentless innovation, customer-centric thinking, and continuous learning. If you're a self-motivated, creative problem-solver eager to push technological limits and make a meaningful impact in energy efficiency, this is your opportunity to grow, excel, and turn groundbreaking ideas into reality. Most importantly, the successful candidate will be able to live the Ambiq Shared Values: Innovate: We tenaciously find ways to break down the barriers to possible solutions Collaborate: We proactively communicate and encourage each other to be better. Focus: We keep the voice of the customer at the center of everything we do. Learn: We strive for continuous improvement and are always curious. Achieve: We execute on quality and follow through on our commitments.

About SpotOn We're not just building restaurant tech-we're giving independent restaurants the tools to compete and win. From our award-winning point-of-sale to AI-powered profit tools, everything we do helps operators boost profit, work smarter, and keep their best people. And every solution is backed by real humans who actually give a sh*t about helping restaurants succeed. Named the #1 Restaurant POS by G2 (Fall 2025), based on ratings from real users Rated the top-rated point-of-sale (POS) for restaurants, bars, retail, and small businesses by Capterra users Awarded Great Places to Work and Built In's Best Workplaces for multiple years running We move fast, care hard, and fight for independent restaurant operators to do what they love, and love doing it. If you're looking to make an impact with heart and hustle, SpotOn is the place for you. We are looking for an HR Business Partner to join our team. The HR Business Partner is both a strategic and hands-on role that provides comprehensive Human Resources leadership and support for our rapidly growing company. The role is critical in executing people initiatives, providing great internal customer support, and driving HR functional excellence and process improvement for assigned business groups. This is a hybrid position in our Chicago office (3x/week). What you'll do: Serve as an important member and key influencer on a growing HR team. With rapid changes underway, you will influence employee success as well as policy and process adoption. Provide HR expertise and consulting to our teams and leaders applicable to building organizational capability and enhanced employee productivity. Focus on the achievement of current and future business objectives through the development and implementation of practical, cost-effective, and proactive human resource strategy, policies and practices. Provide counsel and support to sales managers for the resolution of employee performance issues, including timely development and execution of appropriate corrective action steps, including coaching, verbal / written warnings, Performance Improvement Plans and terminations. Help deliver/support timely delivery of development and compliance-related training. Conduct legally sound investigations based on good faith into issues involving employee misconduct and policy violations. Qualifications: Research shows that women and members of underrepresented groups tend to apply to roles only when they check every box on a job description. We encourage you to apply if you meet the majority of qualifications and if this role is aligned with your career trajectory. Experience in an HR Business Partner or similar role supporting Sales teams and leaders Demonstrated leadership ability including success managing or mentoring others Strong computer skills including MS Office and Google Suite applications and other relevant HR software The ability to understand business goals and recommend new approaches, policies and procedures to effect continual improvements in business objectives, productivity and development for the assigned business groups A true hands-on approach as well as the ability to successfully monitor the "pulse" of employees to ensure a high level of employee engagement Strong project management skills; ability to lead projects at a corporate level to influence and obtain buy-in, and then drive execution and achievement of the right results Strong familiarity with local, state and federal employment laws Demonstrated ability to identify problems and drive appropriate solutions Strong client-centric approach to the role Excellent organizational and interpersonal skills 5+ years of strong HR generalist experience including organizational development, employee relations, recruiting, onboarding, training, employment laws, conducting confidential investigations, and familiarity with payroll and benefit administration 3+ years of experience implementing and creating HR policies and procedures that support the overall success of an organization 3+ years of strong HRIS systems experience 3+ years of experience identifying and recommending employee and leader development solutions 3+ years of demonstrated success in creating and driving effective employee relations, retention and reward programs Bonus points for: Prior experience supporting large, nationally distributed exempt and non-exempt employee groups PHR, SPHR or SHRM-SCP certification Benefits: At SpotOn, we put people above everything else. We're known for our innovative software and technology solutions, but we stand out because of the hard-working humans behind the tech. We can't take care of our clients without taking care of our employees first, and that's why we invest in you with a competitive benefits package which includes: Medical, Dental and Vision Insurance 401k with company match RSUs Paid vacation, 10 company holidays, sick time, and volunteer time off Employee Resource Groups to build community and inclusion at work Monthly cell phone and internet stipend Tuition reimbursement for up to $2,000 per calendar year to assist with your professional development Compensation: Our base pay ranges from $113,000 - $140,000 for this position. Offers will be reflective of the candidates location and experience. Please note the salary range listed is just one component of a competitive compensation package which includes a company stock plan Offers will be reflective of the candidate's location and experience. SpotOn is an equal employment opportunity employer. Qualified candidates are considered for employment without regard to race, religion, gender, gender identity, sexual orientation, national origin, age, military or veteran status, disability, or any other characteristic protected by applicable law. SpotOn is an e-verify company.

We are united in our mission to make a positive impact on healthcare. Join Us! South Florida Business Journal, Best Places to Work 2024 Inc. 5000 Fastest-Growing Private Companies in America 2024 2024 Black Book Awards, ranked #1 EHR in 11 Specialties 2024 Spring Digital Health Awards, “Web-based Digital Health” category for EMA Health Records (Gold) 2024 Stevie American Business Award (Silver), New Product and Service: Health Technology Solution (Klara) Who we are: We Are Modernizing Medicine (WAMM)! We're a team of bright, passionate, and positive problem-solvers on a mission to place doctors and patients at the center of care through an intelligent, specialty-specific cloud platform. Our vision is a world where the software we build increases medical practice success and improves patient outcomes. Founded in 2010 by Daniel Cane and Dr. Michael Sherling, we have grown to over 3400 combined direct and contingent team members serving eleven specialties, and we are just getting started! ModMed's global headquarters is based in Boca Raton, FL, with a growing office in Hyderabad, India, and a robust remote workforce across the US, Chile, and Germany. ModMed is hiring a driven Senior People Business Partner who is a strategic thought leader and dedicated partner to multiple executive leaders and client groups. You will work cross-functionally to drive high performance and achieve results within our high-growth environment. This role is responsible for translating core business strategy into proactive workforce and talent initiatives, leading the customization and execution of programs across organizational design, strategic workforce planning, and development coaching. You will also own end-to-end support of the employee lifecycle and organizational effectiveness efforts, providing data-driven guidance and recommendations to senior leaders and serving as the key link between client needs and the broader People team's strategy Your Role: Serve as a trusted advisor and strategic partner to executive leadership, translating the organization's business needs and objectives into a proactive, cohesive People Strategy. Design and drive organizational effectiveness initiatives (e.g., structure, culture, process), including providing key partnership in organization design and change management efforts to ensure the talent strategy actively supports business outcomes. Embed a strong talent management mindset within leadership, coaching and challenging executives and managers on succession planning, high-potential development, performance management, and building high-performing teams. Lead the integrated talent review and planning cycle for assigned functions, including compensation planning, talent reviews and performance management processes to maintain high performing teams and build strong talent pipelines. Collaborate closely with HR Centers of Excellence (COEs) (e.g., Total Rewards, Talent Acquisition, Learning & Development, Internal Comms) to design, deliver, and operationalize high-impact HR programs tailored to the business unit's needs (e.g., employee engagement surveys, targeted development programs, scalable HR solutions). Conduct ongoing analyses of HR data and metrics (e.g., retention, attrition, engagement, D&I) to identify systemic issues, predict future talent risks, and drive data-informed strategies and meaningful action. Anticipate and resolve complex and high-risk employee relations (ER) issues in partnership with the Employee Relations COE, ensuring fair, consistent application of policy and minimizing organizational risk. Coach and counsel senior leaders on sensitive employee matters, performance issues, and organizational restructuring, ensuring compliance with all relevant labor laws and internal policies. Skills & Requirements: Bachelor's Degree in Human Resources or a related field. Human Resources professional certifications preferred. 10+ years of experience in related field. Demonstrated success and experience as an HR Business Partner working within a complex and high-growth company. Exceptional customer service skills, including the desire to make others successful. Exceptional problem-solving skills with a passion for data integrity, process definition and continuous learning. Results-driven, solutions-oriented, and comfortable in a fast-paced environment with competing priorities. Demonstrated success working through organization design and talent strategy with senior leaders. Strong interpersonal skills with an ability to influence. #LI-KM1 ModMed Benefits Highlight: At ModMed, we believe it's important to offer a competitive benefits package designed to meet the diverse needs of our growing workforce. Eligible Modernizers can enroll in a wide range of benefits: India Meals & Snacks: Enjoy complimentary office lunches & dinners on select days and healthy snacks delivered to your desk, Insurance Coverage: Comprehensive health, accidental, and life insurance plans, including coverage for family members, all at no cost to employees, Allowances: Annual wellness allowance to support your well-being and productivity, Earned, casual, and sick leaves to maintain a healthy work-life balance, Bereavement leave for difficult times and extended medical leave options, Paid parental leaves, including maternity, paternity, adoption, surrogacy, and abortion leave, Celebration leave to make your special day even more memorable, and company-paid holidays to recharge and unwind. United States Comprehensive medical, dental, and vision benefits 401(k): ModMed provides a matching contribution each payday of 50% of your contribution deferred on up to 6% of your compensation. After one year of employment with ModMed, 100% of any matching contribution you receive is yours to keep. Generous Paid Time Off and Paid Parental Leave programs, Company paid Life and Disability benefits, Flexible Spending Account, and Employee Assistance Programs, Company-sponsored Business Resource & Special Interest Groups that provide engaged and supportive communities within ModMed, Professional development opportunities, including tuition reimbursement programs and unlimited access to LinkedIn Learning, Global presence and in-person collaboration opportunities; dog-friendly HQ (US), Hybrid office-based roles and remote availability for some roles, Weekly catered breakfast and lunch, treadmill workstations, Zen, and wellness rooms within our BRIC headquarters. PHISHING SCAM WARNING: ModMed is among several companies recently made aware of a phishing scam involving imposters posing as hiring managers recruiting via email, text and social media. The imposters are creating misleading email accounts, conducting remote "interviews," and making fake job offers in order to collect personal and financial information from unsuspecting individuals. Please be aware that no job offers will be made from ModMed without a formal interview process, and valid communications from our hiring team will come from our employees with a ModMed email address (*************************). Please check senders' email addresses carefully. Additionally, ModMed will not ask you to purchase equipment or supplies as part of your onboarding process. If you are receiving communications as described above, please report them to the FTC website.

ModMed is hiring a driven Senior People Business Partner who is a strategic thought leader and dedicated partner to multiple executive leaders and client groups. You will work cross-functionally to drive high performance and achieve results within our high-growth environment. This role is responsible for translating core business strategy into proactive workforce and talent initiatives, leading the customization and execution of programs across organizational design, strategic workforce planning, and development coaching. You will also own end-to-end support of the employee lifecycle and organizational effectiveness efforts, providing data-driven guidance and recommendations to senior leaders and serving as the key link between client needs and the broader People team's strategy Your Role: * Serve as a trusted advisor and strategic partner to executive leadership, translating the organization's business needs and objectives into a proactive, cohesive People Strategy. * Design and drive organizational effectiveness initiatives (e.g., structure, culture, process), including providing key partnership in organization design and change management efforts to ensure the talent strategy actively supports business outcomes. * Embed a strong talent management mindset within leadership, coaching and challenging executives and managers on succession planning, high-potential development, performance management, and building high-performing teams. * Lead the integrated talent review and planning cycle for assigned functions, including compensation planning, talent reviews and performance management processes to maintain high performing teams and build strong talent pipelines. * Collaborate closely with HR Centers of Excellence (COEs) (e.g., Total Rewards, Talent Acquisition, Learning & Development, Internal Comms) to design, deliver, and operationalize high-impact HR programs tailored to the business unit's needs (e.g., employee engagement surveys, targeted development programs, scalable HR solutions). * Conduct ongoing analyses of HR data and metrics (e.g., retention, attrition, engagement, D&I) to identify systemic issues, predict future talent risks, and drive data-informed strategies and meaningful action. * Anticipate and resolve complex and high-risk employee relations (ER) issues in partnership with the Employee Relations COE, ensuring fair, consistent application of policy and minimizing organizational risk. * Coach and counsel senior leaders on sensitive employee matters, performance issues, and organizational restructuring, ensuring compliance with all relevant labor laws and internal policies. Skills & Requirements: * Bachelor's Degree in Human Resources or a related field. * Human Resources professional certifications preferred. * 10+ years of experience in related field. * Demonstrated success and experience as an HR Business Partner working within a complex and high-growth company. * Exceptional customer service skills, including the desire to make others successful. * Exceptional problem-solving skills with a passion for data integrity, process definition and continuous learning. * Results-driven, solutions-oriented, and comfortable in a fast-paced environment with competing priorities. * Demonstrated success working through organization design and talent strategy with senior leaders. * Strong interpersonal skills with an ability to influence. #LI-KM1

About Us Hungryroot is your partner in healthy living. We get to know your lifestyle, budget, health objectives, and preferences, and we recommend and deliver nutritious groceries, easy recipes, and essential supplements for you and your family. It's the easiest way to eat healthy, achieve your goals, save time at the store and in the kitchen, and live a healthy (and delicious) life. Founded on the belief that food is the foundation of health, we're building a future where eating well is easy and enjoyable. Hungryroot is a remote-first company with a headquarters in New York City and employees distributed across the U.S. We foster connection and collaboration through virtual and in-person team events, ensuring that everyone feels like an owner in our shared mission. This position is based on-site at our Hiram, Georgia fulfillment center. About The Role We are seeking a strategic and hands-on HR Business Partner (HRBP) to join our team at our fulfillment center in Hiram, GA. This role is responsible for providing HR support, driving employee engagement, fostering a positive workplace culture, and ensuring compliance with company policies and labor laws. The ideal candidate will collaborate closely with operations leadership to support business objectives while championing people initiatives. Key Responsibilities: Act as a trusted advisor to management on human resources-related issues, providing strategic guidance and HR expertise. Partner with leadership to implement HR programs that foster a positive workplace culture, support workforce planning, talent development, performance management, and succession planning. Manage employee relations, conduct investigations, and resolve workplace issues in compliance with company policies and employment laws. Drive engagement initiatives to foster a positive workplace culture and improve retention. Support recruitment efforts by working with hiring managers to attract and retain top talent. Facilitate onboarding and training. Monitor and ensure compliance with federal, state, and local employment laws and company policies. Lead change management efforts related to HR initiatives and company programs. Analyze HR metrics and provide insights to management to improve business performance. Qualifications & Requirements: 7+ years of HR experience, preferably in a fulfillment center environment. Experience supporting hourly workforce populations. Strong knowledge of employment laws and HR best practices. Experience in employee relations, conflict resolution, and performance management. Ability to build strong relationships with employees and leadership at all levels. Excellent problem-solving, communication, and organizational skills. Proficiency in HRIS systems (we use Dayforce) and Microsoft Office Suite. Ability to work onsite full-time in Hiram GA. Preferred Qualifications: Bachelor's degree in Human Resources, or a related field. HR certification (PHR, SPHR, SHRM-CP, or SHRM-SCP) is a plus. Experience supporting hourly workforce populations. Perks & Benefits Competitive compensation + comprehensive Medical, Dental, and Vision benefits Unlimited vacation policy Monthly Hungryroot credit Paid parental leave 401k with Match

At DraftKings, AI is becoming an integral part of both our present and future, powering how work gets done today, guiding smarter decisions, and sparking bold ideas. It's transforming how we enhance customer experiences, streamline operations, and unlock new possibilities. Our teams are energized by innovation and readily embrace emerging technology. We're not waiting for the future to arrive. We're shaping it, one bold step at a time. To those who see AI as a driver of progress, come build the future together. The Crown Is Yours As a Senior Human Resources Business Partner, you'll shape how we enable, grow, and retain our people. In this role, you'll be a part of the Talent Management team and will partner with senior leadership to build and execute people strategies that fuel our business and evolve our culture. You'll drive organizational design and influence how teams scale, while ensuring that our ways of working are optimized for speed, clarity, and collaboration. Alongside partners across the People Team, you'll help deliver an exceptional employee experience that drives engagement and performance at every level. What You'll Do * Partner closely with SVP, VP, and Senior Director-level leaders to design scalable org structures that fuel growth and maximize operational efficiency. * Serve as a trusted advisor to senior leadership, supporting organizational design, talent strategy, and leadership development across high-growth business units. * Lead performance management, succession planning, and talent review efforts that build bench strength and prepare the next generation of leaders. * Collaborate cross-functionally with Centers of Excellence including Learning and Development, Compensation, Total Rewards, Employee Relations, Immigration, and Legal to deliver integrated people strategies. * Support headcount planning and job architecture initiatives that align with our skills-based hiring approach and evolving business needs. * Drive change management strategies during periods of organizational transformation, ensuring teams are equipped and leaders are empowered to lead through change. * Identify and support high-potential leaders with targeted development plans to accelerate readiness for expanded leadership roles. * Leverage data and insights to inform people decisions, track program impact, and influence strategic direction across the employee lifecycle. What You'll Bring * Bachelor's degree in Human Resources, Business Administration, Organizational Development, or a related field. * At least 7 years of experience as an HR Business Partner, supporting senior leaders in a high-growth, matrixed organization. * Proven track record to influence executive stakeholders and drive org-wide people strategies that align with business goals. * A sharp analytical mindset with the ability to use data to shape programs, guide org design, and measure impact. * A thoughtful approach to change; comfortable navigating ambiguity, adapting quickly, and coaching others through transformation. * Curiosity and courage to challenge legacy processes, with a willingness to pilot new ideas and drive continuous improvement. * Experience collaborating with Centers of Excellence such as Compensation, Legal, Immigration, and Learning and Development. #LI-SW1 Join Our Team We're a publicly traded (NASDAQ: DKNG) technology company headquartered in Boston. As a regulated gaming company, you may be required to obtain a gaming license issued by the appropriate state agency as a condition of employment. Don't worry, we'll guide you through the process if this is relevant to your role. The US base salary range for this full-time position is 118,700.00 USD - 148,300.00 USD, plus bonus, equity, and benefits as applicable. Our ranges are determined by role, level, and location. The compensation information displayed on each job posting reflects the range for new hire pay rates for the position across all US locations. Within the range, individual pay is determined by work location and additional factors, including job-related skills, experience, and relevant education or training. Your recruiter can share more about the specific pay range and how that was determined during the hiring process. It is unlawful in Massachusetts to require or administer a lie detector test as a condition of employment or continued employment. An employer who violates this law shall be subject to criminal penalties and civil liability.

Manage front-end HR issues for respective line of business, including resourcing, manpower planning; Effectively manage and regularly review all recruitment processes, specifically screening, testing, interview arrangement, job offer, pre-employment check, internal sourcing and executive recruitment etc, ensuring that each process is aligned with agreed targets and business requirements; Improve CPH (cost per hire), time to fill and hire quality by reviewing and evaluating the effectiveness of the recruitment channels, selection and screening tools. Continuously explore and develop strategic programs to source and attract, select and hire suitable talents within cost; Perform profound analysis of recruitment situation, update and provide recommendation to management; Provide efficient recruitment services within agreed service lead time to support business strategy of the Company; Keep good relationship and have effective communication with line operations, Migration and Capacity Mangement team, Business partners and other relevant parties, and work closely with all levels of management to satisfy customers' recruitment needs; Identify potential staff for development into key positions as long term succession plan; Arrange learning opportunities, and address training and development needs of the team members; Facilitate the development of staff's skillets via job rotation and multi-skilling to enhance their overall quality; Effectively use the appraisal process; Coach, provide clear direction, counsel and lead by example; Assist other units of HR team and assume related responsibilities as may be necessary; Take initiative to streamline or standardize workflow to optimise efficiency, productivity and recommend ways to enhance hire quality; Ensure the recruitment processes be in line with local labor regulations and the requirements stated in Group GSM and HR FIM; Timely implement internal and external audit recommendations on recruitment process; Conduct a tight control on operational losses, potential frauds through strong internal audit; closely monitor Recruitment vendors' performance to ensure the agreed service standards are met. Qualifications A university or master degree; Minimum 5 years' executive experience in a HR Business related role in a sizeable organization, preferably with exposure to multinational environmental activities; Hands-on experience in Human Resources Management and / or related skills, with good understanding of the business, organisational and contemporary human resources issues; Commercial orientated with an understanding of the bottom-line; Good technical HR Knowledge, evidence of understanding business operations and strong customer orientations; Knowledge of local labour regulations and internal HR practices; A high standard of interpersonal sensitivity, communication and judgement skills; Be flexible and adaptable. Be able to work independently as well as part of a team. Issued by GSC China

Ransomware and Phishing attacks are the largest threats facing every organization today. Token is revolutionizing how customers secure their organizations utilizing Next-Generation biometric, passwordless MFA. We deliver the next generation of access security, in multiple form factors, that is invulnerable to social engineering, malware, and removes the shortcomings of legacy MFA for organizations where breaches, data loss, and ransomware must be prevented. What We Offer A collaborative environment, with a competitive salary and stock option grants for all employees. We offer medical, dental, and vision insurance, PTO, wellness time, and unlimited sick time. Activism is an important part of our company culture. As such, we encourage volunteering by offering each employee one day to spend supporting an individual cause they care about, and one day as part of a Token team. What You Offer Token is looking for a Human Resources leader to drive people strategy in a fast-paced environment. The right candidate brings proven leadership in HR with a strong ability to build an inclusive, high-performing culture. This role involves overseeing all aspects of human resource management, including talent acquisition, employee engagement, performance management, and organizational development. You'll be working with a strong team that thrives on communication, transparency, and is committed to building a safer, more secure world one ring at a time. This is an in-office role, working on-site daily, engaging directly with leaders and employees to foster collaboration, equity, and organizational excellence. Responsibilities: Oversee talent acquisition, development, and retention strategies to build a skilled and engaged workforce. Collaborate with leadership to identify workforce needs and succession planning. Foster a positive work environment that promotes employee satisfaction, engagement, and retention. Implement programs and initiatives that enhance employee morale and organizational culture. Establish performance management systems that support employee growth and organizational effectiveness. Ensure that performance evaluations are conducted fairly and consistently across the organization. Ensure compliance with labor laws and regulations while developing and updating HR policies and procedures. Serve as the primary point of contact for employee relations issues and conflict resolution. Implement leadership development programs that prepare current and future leaders to meet the company's strategic goals. Mentor and coach HR team members to enhance their professional development. Embrace AI tools to optimize talent acquisition, employee engagement, and workforce planning, driving greater efficiency and improving HR decision-making. Utilize technology to enhance employee experience, streamline processes, and support strategic HR initiatives across the organization. Core Competencies: Strategic Thinking: A strategic mindset will ensure that HR contributes meaningfully to the company's growth and success. This involves assessing market trends and organizational needs to develop proactive HR strategies Leadership Skills: Strong leadership skills will drive HR initiatives and enhance overall organizational effectiveness. Inspire and motivate employees at all levels, promoting a culture of accountability and performance excellence. Communication Skills: Excellent verbal and written communication skills are critical for conveying HR policies, initiatives, and strategies to diverse stakeholders. The ability to communicate effectively fosters transparency and builds trust throughout the organization. Strong communication skills will also facilitate constructive dialogue in employee relations and conflict resolution. Change Management: Guide the organization through transitions while minimizing disruption and maintaining employee engagement. An effective change management approach will support the successful implementation of new initiatives and cultural shifts. Analytical Skills: Utilize data for decision-making by assessing HR metrics, identifying trends and making strategic recommendations. Educational Requirements: Bachelor's degree in Human Resources, Business Administration, or a related field; a Master's degree or MBA is preferred. Professional HR certification (e.g., SHRM-SCP, SPHR) is highly desirable. Other Experience, Requirements & Qualifications: At least 5 years of progressive experience in HR, with a focus on talent acquisition and talent management. Experience scaling and growing a people practice within an organization. Previous experience in a start-up technology environment highly desired. Previous experience managing a team desired. Thorough knowledge of employment-related laws and regulations. Excellent communication and interpersonal skills with the ability to build strong relationships with stakeholders at all levels in the organization. Excellent collaboration skills with the ability to understand differing viewpoints and broker solutions that build trust. Strong conflict management skills with the ability to remain calm and objective in response to conflict. Approaches conversations with respect, courage and curiosity. Deepens trust with others as a result of effectively navigating conflict. If you are a human resources professional eager for a new and challenging opportunity, we would love to hear from you. If you meet some, but not necessarily all, of the requirements we still encourage you to apply! Total compensation for this role is between 100,000 and 120,000 depending on your unique mix of education and experience.

Manage front-end HR issues for respective line of business, including resourcing, manpower planning; Effectively manage and regularly review all recruitment processes, specifically screening, testing, interview arrangement, job offer, pre-employment check, internal sourcing and executive recruitment etc, ensuring that each process is aligned with agreed targets and business requirements; Improve CPH (cost per hire), time to fill and hire quality by reviewing and evaluating the effectiveness of the recruitment channels, selection and screening tools. Continuously explore and develop strategic programs to source and attract, select and hire suitable talents within cost; Perform profound analysis of recruitment situation, update and provide recommendation to management; Provide efficient recruitment services within agreed service lead time to support business strategy of the Company; Keep good relationship and have effective communication with line operations, Migration and Capacity Mangement team, Business partners and other relevant parties, and work closely with all levels of management to satisfy customers' recruitment needs; Identify potential staff for development into key positions as long term succession plan; Arrange learning opportunities, and address training and development needs of the team members; Facilitate the development of staff's skillets via job rotation and multi-skilling to enhance their overall quality; Effectively use the appraisal process; Coach, provide clear direction, counsel and lead by example; Assist other units of HR team and assume related responsibilities as may be necessary; Take initiative to streamline or standardize workflow to optimise efficiency, productivity and recommend ways to enhance hire quality; Ensure the recruitment processes be in line with local labor regulations and the requirements stated in Group GSM and HR FIM; Timely implement internal and external audit recommendations on recruitment process; Conduct a tight control on operational losses, potential frauds through strong internal audit; closely monitor Recruitment vendors' performance to ensure the agreed service standards are met. Qualifications A university or master degree; Minimum 5 years' executive experience in a HR Business related role in a sizeable organization, preferably with exposure to multinational environmental activities; Hands-on experience in Human Resources Management and / or related skills, with good understanding of the business, organisational and contemporary human resources issues; Commercial orientated with an understanding of the bottom-line; Good technical HR Knowledge, evidence of understanding business operations and strong customer orientations; Knowledge of local labour regulations and internal HR practices; A high standard of interpersonal sensitivity, communication and judgement skills; Be flexible and adaptable. Be able to work independently as well as part of a team. Issued by GSC China

Job Title: Head of People/Director of HR Reports to: Chief Executive Officer FLSA Status: Exempt Xchange Telecom, LLC (Skywire Networks) is one of the most active and fastest growing Internet and Network Service Provider in New York City with more than 2,000 lit buildings, 50 neighborhood hubs and relays, and a near-net footprint exceeding 350,000. We sell Ethernet Private Lines, Internet Services and hosted voice services to both business and residential clients at speeds ranging from 10mb to 10gb. Skywire Networks mission is to revolutionize the way people connect, communicate, and collaborate by delivering cutting-edge technology and exceptional services. Skywire Networks is owned by Nova Infrastructure, a private equity investment firm that targets middle market opportunities in environmental services, transportation, energy transition, digital, and other infrastructure sectors primarily in North America. Position Summary: The Head of People / HR Director will be a trusted business partner to the executive team and a hands-on leader for employees across the organization. This individual will oversee all aspects of the people function-including talent acquisition, employee relations, compliance, compensation, training, organizational development, and HR operations. We are looking for a grounded, highly organized leader who can move seamlessly between strategic conversations with the C-suite and tactical problem-solving with employees and managers. This role is about building structure and driving initiatives to support engagement, performance culture, and employee well-being. What You Will Do / Key Responsibilities: Develop and execute the company's people strategy aligned with business objectives and growth plans. Serve as a thought partner and business partner to the CEO and executive team, providing data-driven insights, reporting, and recommendations. Lead organizational development initiatives, including culture-building, employee engagement, and communication strategies (e.g., lunch & learns, all-hands, recognition programs). Oversee HR operations, including payroll and benefits administration through CoAdvantage (PEO), while evaluating long-term alternatives (e.g., PEO transition or in-house HR structure). Ensure compliance with all employment laws, including wage & hour, classification (exempt/non-exempt), immigration, and local/state/federal requirements. Create and implement training and development programs for supervisors, managers, and employees. Partner with leaders to address employee relations issues with fairness, professionalism, and discretion. Build a compensation philosophy and structure, including salary bands, bonus frameworks, and benefits competitiveness. Design and lead talent acquisition strategies to improve recruiting processes and reduce costs. Organize and modernize employee files, policies, and procedures to improve accessibility and compliance. Lead the RFP process for HR/benefits vendors and provide cost-saving strategies to leadership. Support change management during organizational shifts. Act as a trusted advisor and problem-solver in real time when employee or manager issues arise. Champion diversity, equity, and inclusion initiatives that reflect company values and community. 10+ years of progressive HR/People leadership experience, with at least 5 years in a director-level or head of HR role. Demonstrated ability to service as a business partner to leadership, balancing employee advocacy with organizational priorities. Proven track record of building HR functions in a high-growth or evolving organization. Deep knowledge of HR compliance, employee relations, and labor regulations. Experience managing PEO relationships and/or transitioning away from PEOs. Strong organizational skills with the ability to create systems and structure from scratch. Exceptional interpersonal and communication skills, able to influence and inspire at all levels. Analytical mindset with the ability to develop and interpret people data and reporting. Demonstrated ability to handle sensitive issues with discretion and sound judgment. Telecom or technology industry experience is a plus but not required. Qualifications: Collaborative team leader who can lead change, provide a mentoring environment, and bring effective communication to all. Experience with managing vendors and partners. Service-oriented mindset with a focus on internal customer satisfaction. Confident and proactive decision-maker with strong troubleshooting instincts. High degree of professionalism, integrity, and discretion when handling sensitive data Comfortable working cross-functionally with teams across Sales, Operations, Finance, and Engineering. Preferred Qualifications, Experience, and Education: Experience building or scaling HR functions in small companies or startups. Familiarity with HR best practices, compliance, and relevant legislation. B.A. or B.S. Undergraduate Degree. Professional associations membership - SHRM Society of Human Resource Management, or similar, preferred.

Manage front-end HR issues for respective line of business, including resourcing, manpower planning; Effectively manage and regularly review all recruitment processes, specifically screening, testing, interview arrangement, job offer, pre-employment check, internal sourcing and executive recruitment etc, ensuring that each process is aligned with agreed targets and business requirements; Improve CPH (cost per hire), time to fill and hire quality by reviewing and evaluating the effectiveness of the recruitment channels, selection and screening tools. Continuously explore and develop strategic programs to source and attract, select and hire suitable talents within cost; Perform profound analysis of recruitment situation, update and provide recommendation to management; Provide efficient recruitment services within agreed service lead time to support business strategy of the Company; Keep good relationship and have effective communication with line operations, Migration and Capacity Mangement team, Business partners and other relevant parties, and work closely with all levels of management to satisfy customers' recruitment needs; Identify potential staff for development into key positions as long term succession plan; Arrange learning opportunities, and address training and development needs of the team members; Facilitate the development of staff's skillets via job rotation and multi-skilling to enhance their overall quality; Effectively use the appraisal process; Coach, provide clear direction, counsel and lead by example; Assist other units of HR team and assume related responsibilities as may be necessary; Take initiative to streamline or standardize workflow to optimise efficiency, productivity and recommend ways to enhance hire quality; Ensure the recruitment processes be in line with local labor regulations and the requirements stated in Group GSM and HR FIM; Timely implement internal and external audit recommendations on recruitment process; Conduct a tight control on operational losses, potential frauds through strong internal audit; closely monitor Recruitment vendors' performance to ensure the agreed service standards are met. Qualifications A university or master degree; Minimum 5 years' executive experience in a HR Business related role in a sizeable organization, preferably with exposure to multinational environmental activities; Hands-on experience in Human Resources Management and / or related skills, with good understanding of the business, organisational and contemporary human resources issues; Commercial orientated with an understanding of the bottom-line; Good technical HR Knowledge, evidence of understanding business operations and strong customer orientations; Knowledge of local labour regulations and internal HR practices; A high standard of interpersonal sensitivity, communication and judgement skills; Be flexible and adaptable. Be able to work independently as well as part of a team. Issued by GSC China

The Human Resources Business Partner (HRBP) is an important part within DraftKings at Casino Queen operations. The HRBP is responsible for maintaining compliance with all Federal, State, and local labor laws as well as licensing regulations. In addition, the HRBP will be responsible for assisting the leader with implementing departmental policies/procedures, effectively communicate with other departmental leaders regarding operational tasks/events, team member productivity, training, and hiring. ESSENTIAL FUNCTIONS (The following statements are intended as general illustrations of the work in this job class and are not all-inclusive to this position.) Serve as a partner to the department directors and property employees in providing input on people and business related issues. Directs talent management for exempt and non-exempt staff to include recruiting, interviewing, new employee processing and onboarding. Act as a consultant to company leadership in areas of promotion, demotion, transfer, termination, resignations and employee relations. Proactively drive team member relations including identifying and implementing team member engagement activities. Coordinate administrative tasks including but not limited to administering the wage and performance review process, conducting exit interviews, maintaining employment. Implement HR policies, procedures, handbooks, and initiatives. Provide input, recommendations and feedback for the development of new approaches, policies, and procedures. Oversee the maintenance of team member records required by law or local governing bodies, or other departments within the company, to include but not limited to personnel files, benefits participation documents, HIPAA files and I-9 records. Assist with facilitating team member meetings and/or trainings. Ensure team member data entry is timely and accurate within the department's HRIS systems Foster and maintain an effective working relationship between peers, team members and vendors within the company. Demonstrates effective time management skills by coordinating activities to achieve maximum productivity and efficiency, and willingness to adjust or revise work schedules as requested. Other duties as assigned QUALIFICATIONS 2-4 years of HR generalist experience, preferred SHRM OR HRCI Certification, preferred High School Diploma/GED, required. Bachelor's Degree, preferred Able to effectively communicate in English via verbal and written Must be able to obtain and maintain an Illinois Gaming License Must be proficient with Microsoft Office or related software Advanced computer skills

Manage front-end HR issues for respective line of business, including resourcing, manpower planning; Effectively manage and regularly review all recruitment processes, specifically screening, testing, interview arrangement, job offer, pre-employment check, internal sourcing and executive recruitment etc, ensuring that each process is aligned with agreed targets and business requirements; Improve CPH (cost per hire), time to fill and hire quality by reviewing and evaluating the effectiveness of the recruitment channels, selection and screening tools. Continuously explore and develop strategic programs to source and attract, select and hire suitable talents within cost; Perform profound analysis of recruitment situation, update and provide recommendation to management; Provide efficient recruitment services within agreed service lead time to support business strategy of the Company; Keep good relationship and have effective communication with line operations, Migration and Capacity Mangement team, Business partners and other relevant parties, and work closely with all levels of management to satisfy customers' recruitment needs; Identify potential staff for development into key positions as long term succession plan; Arrange learning opportunities, and address training and development needs of the team members; Facilitate the development of staff's skillets via job rotation and multi-skilling to enhance their overall quality; Effectively use the appraisal process; Coach, provide clear direction, counsel and lead by example; Assist other units of HR team and assume related responsibilities as may be necessary; Take initiative to streamline or standardize workflow to optimise efficiency, productivity and recommend ways to enhance hire quality; Ensure the recruitment processes be in line with local labor regulations and the requirements stated in Group GSM and HR FIM; Timely implement internal and external audit recommendations on recruitment process; Conduct a tight control on operational losses, potential frauds through strong internal audit; closely monitor Recruitment vendors' performance to ensure the agreed service standards are met. Qualifications A university or master degree; Minimum 5 years' executive experience in a HR Business related role in a sizeable organization, preferably with exposure to multinational environmental activities; Hands-on experience in Human Resources Management and / or related skills, with good understanding of the business, organisational and contemporary human resources issues; Commercial orientated with an understanding of the bottom-line; Good technical HR Knowledge, evidence of understanding business operations and strong customer orientations; Knowledge of local labour regulations and internal HR practices; A high standard of interpersonal sensitivity, communication and judgement skills; Be flexible and adaptable. Be able to work independently as well as part of a team. Issued by GSC China

At DraftKings, AI is becoming an integral part of both our present and future, powering how work gets done today, guiding smarter decisions, and sparking bold ideas. It's transforming how we enhance customer experiences, streamline operations, and unlock new possibilities. Our teams are energized by innovation and readily embrace emerging technology. We're not waiting for the future to arrive. We're shaping it, one bold step at a time. To those who see AI as a driver of progress, come build the future together. The Crown Is Yours We're searching for a Director, HR Business Partnerships to deliver world-class global People, Culture, and Talent strategies, partnering closely with our Chief Customer Officer. In this role, you will partner with senior leaders to shape and execute organizational and talent strategies, guide transformation, and influence outcomes. What You'll Do as a Director, HR Business Partnerships * Partner with senior leaders to shape and execute organizational and talent strategies, offering proactive thought leadership and scalable People solutions that improve leadership effectiveness and organizational health. * Serve as a credible advisor to executives, providing coaching, insight, and guidance to improve leadership effectiveness and organizational health. * Look beyond your immediate business alignment to identify cross-functional patterns, opportunities, and risks, influencing leaders toward enterprise-level solutions. * Provide thought leadership across strategic HR domains, including talent management, organizational design, change management, workforce planning, and compensation. * Use data strategically to diagnose trends, build persuasive business cases, and influence leadership decisions regarding talent strategy and organizational priorities. * Lead complex change initiatives, developing frameworks and communication strategies that enable adoption and drive results. * Continuously innovate and support the broader People Team in scaling tools, processes, and programs to create repeatable, efficient, and high-quality People experiences across the business. * Contribute to building HRBP capability across the team and mentor indirect and direct team members in developing strategic competencies. What You'll Bring * Deep understanding of business strategy, financial drivers, and workforce dynamics; able to translate these into aligned People strategies. * Ability to zoom out to see organizational systems and make recommendations based on both qualitative and quantitative insights. * Demonstrated ability to interpret data, identify trends, and translate insights into compelling business cases and strategic recommendations. * Exceptional verbal and written communication skills, with strength in strategic storytelling that distills complex insights into clear recommendations. * Proven experience leading complex, cross-functional initiatives requiring facilitation, alignment building, and long-term strategy execution. * Strong resilience and ability to remain composed and solution-oriented under pressure. * Collaborative, transparent leadership style; able to influence without authority and build strong partnerships across the People Team and business. * Ability to travel occasionally to partner with team members, leaders, and teams globally. Join Our Team We're a publicly traded (NASDAQ: DKNG) technology company headquartered in Boston. As a regulated gaming company, you may be required to obtain a gaming license issued by the appropriate state agency as a condition of employment. Don't worry, we'll guide you through the process if this is relevant to your role. The US base salary range for this full-time position is 176,400.00 USD - 220,500.00 USD, plus bonus, equity, and benefits as applicable. Our ranges are determined by role, level, and location. The compensation information displayed on each job posting reflects the range for new hire pay rates for the position across all US locations. Within the range, individual pay is determined by work location and additional factors, including job-related skills, experience, and relevant education or training. Your recruiter can share more about the specific pay range and how that was determined during the hiring process. It is unlawful in Massachusetts to require or administer a lie detector test as a condition of employment or continued employment. An employer who violates this law shall be subject to criminal penalties and civil liability.

The Company: Our Client , WeCare 365 Adult Foster and Family Care, is dedicated to assisting individuals with disabilities and elders to live with dignity and independence in their community. WeCare 365 is a community-based, person-centered long-term support service. The Role: The Human Resources Director is a key member of the leadership team at WeCare 365 AFC, responsible for providing vision, direction, and execution of all human resources strategies. This role is instrumental in shaping an engaged, high-performing workforce by leading initiatives in talent acquisition, employee relations, compliance, culture, and organizational development. The HR Director will serve as a strategic advisor to the Executive Director and leadership team, ensuring HR programs are aligned with organizational goals while fostering a workplace culture rooted in respect, inclusivity, and excellence. This position balances long-term strategic planning with hands-on management of HR functions to ensure both compliance and employee satisfaction across the organization. This role has the ability to be primarily remote with the ability to be onsite in the Brockton location as needed for any HR-related meetings and/or company-related meetings. Key Responsibilities: Strategic Leadership Partner with the Executive Director and leadership team to develop and implement HR strategies that support organizational growth, operational efficiency, and mission alignment Act as a trusted advisor on organizational design, workforce planning, and succession planning Implementation of strategies to cultivate a more inclusive and diverse workforce and foster innovation through varied perspectives Serve as a change management leader, helping guide the organization through transitions with clear communication and employee support Talent Acquisition & Development Oversee recruitment strategies to attract top talent and build a qualified workforce in alignment with organizational needs Lead onboarding programs that create a positive first impression and set employees up for success Develop and implement professional development, training, and leadership programs to support employee growth and career progression Partner with supervisors and managers to identify skill gaps and build development plans Employee Relations & Engagement Foster a culture of open communication, collaboration, and accountability Provide guidance to managers and employees on performance management, conflict resolution, and workplace concerns Lead employee engagement initiatives to improve satisfaction, reduce turnover, and strengthen organizational culture Conduct investigations into employee relations matters with fairness, discretion, and compliance Compensation, Benefits & Compliance Oversee compensation strategy to ensure competitive and equitable pay practices Manage benefits administration, including health, retirement, wellness, and leave programs Ensure compliance with federal, state, and local employment laws, including FMLA, ADA, FLSA, and OSHA requirements Partner with finance to manage HR budgets, benefits costs, and payroll compliance Maintain and regularly update HR policies, procedures, and employee handbooks to reflect best practices and regulatory requirements HR Operations & Metrics Oversee the HRIS system (ADP or equivalent) to maintain accurate employee records and improve HR workflows Establish HR metrics and provide regular reporting to leadership on turnover, retention, recruitment, and engagement trends Drive continuous improvement by analyzing data, identifying patterns, and implementing evidence-based HR practices Supervise, mentor, and develop HR team members, ensuring efficiency and alignment with HR goals Qualifications: Education & Certifications Bachelor's degree in human resources, Business Administration, or a related field required Master's degree preferred HR professional certification (SHRM-CP/SCP, PHR/SPHR, or equivalent) strongly preferred Experience Minimum of 7-10 years of progressive HR experience, with at least 3 years of director level experience Proven success in leading HR functions within healthcare, human services, or a related industry strongly preferred Demonstrated experience in employee relations, compliance, organizational development, and change management Knowledge, Skills & Abilities In-depth knowledge of HR laws, regulations, and best practices Strong leadership and people management skills with a proven ability to motivate, coach, and develop staff Excellent communication, negotiation, and interpersonal skills with the ability to build strong relationships at all levels of the organization High degree of integrity and discretion in handling sensitive and confidential information Strong analytical and problem-solving skills, with the ability to use data to drive decisions Proficiency in HRIS systems (ADP preferred) and Microsoft Office Suite Core Competencies Strategic Vision - Ability to align HR practices with long-term organizational goals Leadership & Influence - Inspires trust, earns respect, and leads by example Employee Advocacy - Champions employee well-being, engagement, and development Collaboration & Teamwork - Works across departments to achieve common goals Adaptability & Resilience - Thrives in dynamic environments with evolving priorities Cultural Competence - Promotes diversity, equity, and inclusion across the organization Benefits/Perks: Medical, vision and dental insurance 401(k) Employee Assistance Program (EAP) Generous PTO package 13 Company Holidays Compensation: The anticipated salary range for this position is between $100,000 and $130,000. Salary will be determined based on experience, education, and other factors Our Client , WeCare 365 AFC, is an equal opportunity employer, and they value diversity at our company. They do not discriminate on the basis of race, religion, color, national origin, gender, sexual orientation, age, marital status, veteran status, or disability status, disability status, or any other protected characteristic or status. Disabled applicants may request any reasonable accommodation needed to enable them to complete the application process.

Bring your Human Resources leadership skills to this successful global manufacturing company. The HR Manager acts as a stand-alone HR representative for the site, providing full operational and administrative HR support while collaborating closely with leadership, finance, and employee teams. This role is both hands-on and strategic, responsible for managing day-to-day HR operations, recruitment, onboarding, time & attendance, and employee engagement, while ensuring compliance with company policies and local labor law. About the Job: Partner with the General Manager and leadership team to understand and execute the organization's human resources and talent strategy, particularly as it relates to current and future talent needs, recruiting, retention, and succession planning. Administer payroll, benefits, and leave. Manage the talent acquisition process, including recruitment, interviewing, and hiring of qualified job applicants. Create and administer learning, development, and training programs and initiatives in collaboration with management that provide internal development opportunities for employees. Have a presence and build relationships with staff on the manufacturing floor. You will lead the onboarding process, ensuring the process is up-to-date and of high quality, providing clarity and connection for all employees and their role in relation to the overall vision. Minimum Job Qualifications: 5+ years of experience in human resources in a manufacturing environment. Thorough knowledge of performance appraisal processes and techniques, payroll processing, benefits administration, HR laws and regulations, and HR policies and systems. Exceptional communication skills, writing skills, and interpersonal skills. As well as teamwork, relationship building, and collaboration skills. A Bachelor's degree in human resources or a related field preferred. HR Manager / Human Resources Manager HR Administrator / Talent Management Recruiting / Payroll Administrator IND123

Manage front-end HR issues for respective line of business, including resourcing, manpower planning; Effectively manage and regularly review all recruitment processes, specifically screening, testing, interview arrangement, job offer, pre-employment check, internal sourcing and executive recruitment etc, ensuring that each process is aligned with agreed targets and business requirements; Improve CPH (cost per hire), time to fill and hire quality by reviewing and evaluating the effectiveness of the recruitment channels, selection and screening tools. Continuously explore and develop strategic programs to source and attract, select and hire suitable talents within cost; Perform profound analysis of recruitment situation, update and provide recommendation to management; Provide efficient recruitment services within agreed service lead time to support business strategy of the Company; Keep good relationship and have effective communication with line operations, Migration and Capacity Mangement team, Business partners and other relevant parties, and work closely with all levels of management to satisfy customers' recruitment needs; Identify potential staff for development into key positions as long term succession plan; Arrange learning opportunities, and address training and development needs of the team members; Facilitate the development of staff's skillets via job rotation and multi-skilling to enhance their overall quality; Effectively use the appraisal process; Coach, provide clear direction, counsel and lead by example; Assist other units of HR team and assume related responsibilities as may be necessary; Take initiative to streamline or standardize workflow to optimise efficiency, productivity and recommend ways to enhance hire quality; Ensure the recruitment processes be in line with local labor regulations and the requirements stated in Group GSM and HR FIM; Timely implement internal and external audit recommendations on recruitment process; Conduct a tight control on operational losses, potential frauds through strong internal audit; closely monitor Recruitment vendors' performance to ensure the agreed service standards are met. Qualifications A university or master degree; Minimum 10 years' executive experience in a HR Business related role in a sizeable organization, preferably with exposure to multinational environmental activities; Hands-on experience in Human Resources Management and / or related skills, with good understanding of the business, organisational and contemporary human resources issues; Commercial orientated with an understanding of the bottom-line; Good technical HR Knowledge, evidence of understanding business operations and strong customer orientations; Knowledge of local labour regulations and internal HR practices; A high standard of interpersonal sensitivity, communication and judgement skills; Be flexible and adaptable. Be able to work independently as well as part of a team. Issued by GSC China

SOUTHERN TIER ENVIRONMENTS FOR LIVING, INC. Employment Opportunity STEL, Inc. is the leading provider of mental health residential rehabilitation and support in the Chautauqua-Allegheny region. We seek caring, empathetic, and energetic individuals to join our team of professionals in supporting our mission to help people recover from mental illness. APPLY TODAY! Job Title: Human Resource Director Department: Administration Reports to: Executive Director / Chief Executive Officer Location: Dunkirk, NY FLSA Status: Exempt Employment Type: Full-time Organization Overview: Southern Tier Environments for Living, Inc. (STEL, Inc.) is a non-profit organization dedicated to providing safe, supportive housing and mental health services to individuals with psychiatric disabilities and other challenges. Our mission is to empower individuals to achieve stability, wellness, and independence within a community of dignity and respect. Position Summary: The Human Resource Director provides strategic leadership and operational management of the agency's human resource functions. This includes recruitment, onboarding, compliance, employee relations, performance management, compensation and benefits, staff development, DEI initiatives, and organizational culture. The HR Director ensures that all HR practices support the mission, values, and goals of a trauma-informed, recovery-oriented, and person-centered organization. Key Responsibilities: Strategic Leadership & Compliance: Develop and implement HR strategies aligned with organizational goals and mission. Ensure compliance with federal, state, and local employment laws, including FMLA, ADA, EEOC, OSHA, and labor regulations. Serve as a key advisor to leadership on organizational structure, workforce planning, and policy development. Recruitment & Talent Management: Oversee recruitment, hiring, and onboarding processes to attract and retain qualified staff. Promote inclusive and equitable hiring practices. Collaborate with program managers to assess staffing needs and talent pipelines. Employee Relations & Engagement: Foster a culture of collaboration, respect, accountability, and inclusion. Provide coaching and support to supervisors and staff to address workplace issues, performance concerns, and conflict resolution. Lead internal investigations and manage disciplinary actions when necessary. Compensation & Benefits Administration: Manage compensation systems and ensure internal equity and external competitiveness. Oversee benefits administration, including health insurance, leave policies, and wellness programs. Evaluate benefits offerings and negotiate with vendors as needed. Training & Staff Development: Identify training needs and collaborate with other Directors to develop programs, including DEI and trauma-informed care training. Support professional growth, retention, and succession planning across departments. HR Operations & Systems: Maintain and oversee personnel records in accordance with confidentiality and data protection standards. Ensure accurate payroll processing in coordination with the Finance department. Generate HR metrics and reports for executive leadership and the board as requested. Qualifications: Required: Bachelor's degree in Human Resources, Business Administration, or related field. Minimum of 7 years of progressive HR experience, including 3+ years in a leadership role. Demonstrated knowledge of employment law and HR best practices. Commitment to equity, diversity, and trauma-informed practices. Preferred: Master's degree in Human Resources, Public Administration, or related field. HR Certification (e.g., SHRM-SCP, SPHR). Familiarity with mental health services, supportive housing, or similar fields. Key Competencies: Strong interpersonal and communication skills. Strategic thinker with hands-on implementation skills. Ability to work collaboratively across departments and levels. Sensitivity to the needs of a diverse, multicultural workforce. Conflict resolution, negotiation, and coaching skills. Salary & Benefits: Salary commensurate with experience and excellent full-time benefits package including medical, dental, vision, Sec. 125 plan, retirement plan, employee assistance plan, and more. We are a Public Service Loan Forgiveness Program (PSLF) Employer. To Apply: Please submit a resume and cover letter to Thomas J. Whitney, Executive Director. All applications will be accepted on a rolling basis until the position is filled. APPLY TO: Thomas J. Whitney Executive Director STEL, Inc. 715 Central Avenue Dunkirk, NY 14048 ************** *****************