Human Resources Business Partner jobs at Ollie's Bargain Outlet - 202 jobs

Champions Do More As one of the fastest-growing and most exciting brands in the industry, Crash Champions is the largest founder-led multi-shop operator (MSO) of high-quality collision repair service in the U.S. The company, which also operates the growing Crash Champions LUXE | EV Certified brand of highline and luxury EV repair centers, services customers at more than 650 state-of-the-art locations in 38 states across the U.S. Crash Champions was founded in 1999 as a single Chicago repair center by industry veteran and 2023 EY Entrepreneur of the Year Midwest award winner Matt Ebert. For more than 25 years, our vision has been anchored by the belief that delivering superior collision repair service is about People First. Welcome to Crash Champions. We Champion People. JOB PURPOSE: The Human Resources Director is a strategic HR leader responsible for overseeing HR operations and people initiatives across multiple states, including CT, DC, DE, FL, GA, IA, IL, IN, MD, MO, NH, NJ, PA, VA and WI. This role oversees 2-3 Human Resource Business Partners who directly support the regions and collaborates closely with Vice Presidents, Directors of Operations, GMs, and Corporate HR teams to advance talent development, enhance performance, manage employee relations, ensure compliance, and optimize workforce planning. Bilingual English/Spanish is preferred due to the diversity of our workforce. This is a Remote position but must reside on East Coast. Responsibilities Provide strategic HR leadership across multi-state operations, aligning people's initiatives with business goals. Manage, coach, and develop HR Business Partners supporting assigned regions. Advise and coach Operations leaders (VPs, DOs, GMs) on performance management, leadership development, and organizational effectiveness. Lead succession planning for GM and DO positions. Manage the regional HR budget and monitor ROI for HR initiatives. Implement strategies to improve body technician and shop retention. Drive initiatives to enhance employee engagement scores across the region. Lead complex employee relations activities, including investigations, corrective actions, conflict resolution, and escalation management. Ensure compliance with federal, state, and local employment laws, with expert-level knowledge of California regulations (wage & hour, leaves, meal/rest periods, etc.). Oversee workforce planning, staffing needs, and collaborate with Talent Acquisition to support hiring, onboarding, and capacity planning. Analyze HR data and trends (turnover, labor spend, overtime, ER cases, staffing) to make recommendations that improve operational efficiency and retention. Support change management initiatives for acquisitions, new market integrations, reorganizations, and cultural transformations. Drive talent development through coaching, succession planning, and facilitation of leadership training and engagement efforts. Partner with HR Centers of Excellence (Compensation, Benefits, Payroll, Safety, Talent) to ensure consistent delivery of HR services. Build strong relationships and work collaboratively with teams to meet shared goals; promote mutual trust and support teammates. Ensure consistent application of HR policies and provide guidance on interpretation, best practices, and issue resolution. Hold self and others accountable for meeting commitments, focusing on quality results, monitoring progress, and driving continuous improvement. Qualifications Bachelor's degree in Human Resources, Business, or related field (or equivalent experience). 7+ years of progressive HR experience, including HR leadership in multi-site or multi-state operations (ideally 75+ locations and 1,500+ employees). Strong knowledge of California employment law and compliance requirements. Experience supporting field operations in high-volume, hourly-workforce industries (automotive, manufacturing, retail, logistics, or similar). Proven ability to resolve complex employee relations matters. SHRM-SCP or SPHR certification preferred. M&A and change management experience preferred. Strong HRIS and analytics capabilities. Ability to travel regularly to field locations across multiple states (25-40%). Bilingual English/Spanish strongly preferred. Benefits The Company offers the following benefits for this position, subject to applicable eligibility requirements and annual updates: Medical Insurance Dental Insurance Vision Insurance Group Life Insurance Disability Insurance 401k Retirement Plan with match Referral Bonus (“Cash From Crash”) 5 Paid Holidays We are committed to providing competitive compensation for this role. The actual offer will be based on various factors, including but not limited to: job related knowledge, skills, experience, relevant certifications and qualifications. The compensation and benefits information is accurate as of the date of this posting. The Company reserves the right to modify this information at any time, with or without notice, subject to applicable law. Posted Min Pay Rate USD $125,000.00/Yr. Posted Max Pay Rate USD $160,000.00/Yr.

**Champions Do More** As one of the fastest-growing and most exciting brands in the industry, Crash Champions is the largest founder-led multi-shop operator (MSO) of high-quality collision repair service in the U.S. The company, which also operates the growing Crash Champions LUXE | EV Certified brand of highline and luxury EV repair centers, services customers at more than 650 state-of-the-art locations in 38 states across the U.S. Crash Champions was founded in 1999 as a single Chicago repair center by industry veteran and 2023 EY Entrepreneur of the Year Midwest award winner Matt Ebert . For more than 25 years, our vision has been anchored by the belief that delivering superior collision repair service is about People First. Welcome to Crash Champions. We Champion People. **JOB PURPOSE:** The Human Resources Director is a strategic HR leader responsible for overseeing HR operations and people initiatives across multiple states, including CT, DC, DE, FL, GA, IA, IL, IN, MD, MO, NH, NJ, PA, VA and WI. This role oversees 2-3 Human Resource Business Partners who directly support the regions and collaborates closely with Vice Presidents, Directors of Operations, GMs, and Corporate HR teams to advance talent development, enhance performance, manage employee relations, ensure compliance, and optimize workforce planning. Bilingual English/Spanish is preferred due to the diversity of our workforce. **This is a Remote position but must reside on East Coast.** **Responsibilities** + Provide strategic HR leadership across multi-state operations, aligning people's initiatives with business goals. + Manage, coach, and develop HR Business Partners supporting assigned regions. + Advise and coach Operations leaders (VPs, DOs, GMs) on performance management, leadership development, and organizational effectiveness. + Lead succession planning for GM and DO positions. + Manage the regional HR budget and monitor ROI for HR initiatives. + Implement strategies to improve body technician and shop retention. + Drive initiatives to enhance employee engagement scores across the region. + Lead complex employee relations activities, including investigations, corrective actions, conflict resolution, and escalation management. + Ensure compliance with federal, state, and local employment laws, with expert-level knowledge of California regulations (wage & hour, leaves, meal/rest periods, etc.). + Oversee workforce planning, staffing needs, and collaborate with Talent Acquisition to support hiring, onboarding, and capacity planning. + Analyze HR data and trends (turnover, labor spend, overtime, ER cases, staffing) to make recommendations that improve operational efficiency and retention. + Support change management initiatives for acquisitions, new market integrations, reorganizations, and cultural transformations. + Drive talent development through coaching, succession planning, and facilitation of leadership training and engagement efforts. + Partner with HR Centers of Excellence (Compensation, Benefits, Payroll, Safety, Talent) to ensure consistent delivery of HR services. + Build strong relationships and work collaboratively with teams to meet shared goals; promote mutual trust and support teammates. + Ensure consistent application of HR policies and provide guidance on interpretation, best practices, and issue resolution. + Hold self and others accountable for meeting commitments, focusing on quality results, monitoring progress, and driving continuous improvement. **Qualifications** + Bachelor's degree in Human Resources, Business, or related field (or equivalent experience). + 7+ years of progressive HR experience, including HR leadership in multi-site or multi-state operations (ideally 75+ locations and 1,500+ employees). + Strong knowledge of California employment law and compliance requirements. + Experience supporting field operations in high-volume, hourly-workforce industries (automotive, manufacturing, retail, logistics, or similar). + Proven ability to resolve complex employee relations matters. + SHRM-SCP or SPHR certification preferred. + M&A and change management experience preferred. + Strong HRIS and analytics capabilities. + Ability to travel regularly to field locations across multiple states (25-40%). + Bilingual English/Spanish strongly preferred. **Benefits** The Company offers the following benefits for this position, subject to applicable eligibility requirements and annual updates: + Medical Insurance + Dental Insurance + Vision Insurance + Group Life Insurance + Disability Insurance + 401k Retirement Plan with match + Referral Bonus ("Cash From Crash") + 5 Paid Holidays We are committed to providing competitive compensation for this role. The actual offer will be based on various factors, including but not limited to: job related knowledge, skills, experience, relevant certifications and qualifications. The compensation and benefits information is accurate as of the date of this posting. The Company reserves the right to modify this information at any time, with or without notice, subject to applicable law. Submit a Referral **Job Post Information* : Posted Date** _5 days ago_ _(1/23/2026 10:45 PM)_ **_Job ID_** _2026-18456_ **_\# of Openings_** _1_ **_Prioritization_** _Tier 2 - Staffing Needs_ **_Posting Location : State/Province_** _MD_ **_Days Per Week_** _5_ **_Posted Min Pay Rate_** _USD $125,000.00/Yr._ **_Posted Max Pay Rate_** _USD $160,000.00/Yr._

Come join our team! There are many reasons why EPIC Insurance Brokers & Consultants has become one of the fastest-growing firms in the insurance industry. Fueled and driven by capable, committed people who share common beliefs and values and “bring it” every day, EPIC is always looking for people who have “the right stuff” - people who know what they want and aren't afraid to make it happen. Headquartered in San Francisco and founded in 2007, our company has over 3,000 employees nationwide. With locations spread out across the U.S., our local market knowledge and industry expertise helps support our clients' regional and global needs. We have grown very quickly since our founding, and we continue to see growth and success thanks to our hard-working and growth-minded employees. Our core values are: Owner mindset, Inspire trust, Think big, and Drive results. If these values and growth align with what you're looking for in your next career? Then consider joining our amazing team! JOB OVERVIEW: Summary: At EPIC, HR is more than just solving people problems. It's having a seat at the table, partnering with business leaders, and delivering results to drive organizational growth. The Human Resources Business Partner (HRBP) will use their outstanding people skills to lead, plan, and direct our talent policies and activities. The HRBP will drive employee engagement and foster a thriving culture by developing and supporting programs throughout the employee lifecycle. This role ensures that our human resources programs and initiatives are effective, efficient, and aligned with overall business objectives and talent strategy. Location: This is a HYBRID role - qualified candidates must be able & willing to work 3 days a week from either our Atlanta (Sandy Springs) GA or Jersey City NJ office. WHAT WE'RE LOOKING FOR: REQUIRED: Current experience working in an HRBP / HR Generalist role. Strong communicator (both written and verbal communication) who enjoys providing top-notch customer service to internal stakeholders from all levels of the organization. High attention to detail and ability to learn and work in software systems. Strong problem-solvers - able to lean into challenges and collaborate to come up with positive solutions. HR professionals eager to learn and grow! Willing to be a sponge to learn the "EPIC Way" and then put what they've learned into practice to best serve the business. WHAT YOU'LL DO: A detailed list of job duties includes (but is not limited to): Assist business leaders of their designated population with retaining and developing talent. Drive HR programs across employee populations. Provide business unit with cost parameters associated with hiring, training, and retaining top talent. Participate in developing department goals and objectives. Develop new job descriptions with managers and amend existing ones to reflect business needs and for the purpose of ensuring FLMA status, clarity for recruitment and talent development Assist managers with mitigating conflicts. Ensure compliance with laws and regulations by working directly with managers and employees, providing guidance and interpretation of employment laws and regulations relevant to daily operations. Partner with Centers of Excellence for HR analytics, technology, and career development opportunities. Monitor the business and talent using a variety of KPIs and present relevant data to business leaders. Administer and provide guidance for the performance evaluation program. Provide advice and guidance on employee relations issues, progressive discipline, and documentation requirements. Manage employee relations cases from start to end, providing guidance in confidential situations and escalation to HRD/VP of HR. Educate and support management on employee relations and employee performance issues. Work with leadership to develop and monitor the organization's culture and support initiatives. Promote positive employee relationships through communication and interpretation of HR policies. Key Competencies: Relationship Building - Develops effective long-term professional interactions with others based on trust: trust that they will always work toward the best interest of those involved and that they are sufficiently competent to provide positive results. Collaboration and Teamwork - Works interdependently and collaboratively with others to achieve mutual goals. They subordinate individual aims in the interest of working with others in a way that promotes and encourages each person's contributions toward achieving optimal outcomes. Effective Communication - Provides the information required by others in a concise, direct, and unambiguous way. They strive to ensure that the receiver clearly understands the specifics of their message, and they can listen to, receive, and understand messages conveyed by others. Professionalism - Meticulously adhere to values such as courtesy, respect, honesty, and responsibility in all dealings with peers, managers, customers, partners, members of the community, and other stakeholders. Leading Change - Effectively creates a vision for change and engages others to align, participate and implement the change process. Fact-Based Management - Views the organization as an open system, able to synthesize information from diverse sources, come to conclusions, and make decisions that are rational and based on sound evidence. Continuous Learning - Takes responsibility for their own learning and professional development. They are objectively aware of the knowledge and skills required to grow in their career, actively seek out professional development resources to address knowledge and skills needs and exhibit the personal discipline to accomplish learning goals. WHAT YOU'LL BRING: A Bachelor's degree in human resources or a related field is preferred, but we will also consider candidates with equivalent experience in human resources. SHRM- SCP, SPHR and other HR related professional certifications are preferred. Minimum 4+ years working and developing within an HR Business Partner or Generalist role Workforce development, culture alignment and integration experience Excellent employee issue resolution skills and conflict management skills desired Ability to develop and maintain constructive relationships with senior leaders from all functional backgrounds. COMPENSATION: The base pay offered will be determined based on your experience, skills, training, certifications and education, while also considering internal equity and market data. WHY EPIC: EPIC has over 60 offices and 3,000 employees nationwide - and we're growing! It's a great time to join the team and be a part of this growth. We offer: Generous Paid Time off Managed PTO for salaried/exempt employees (personal time off without accruals or caps); 22 PTO days starting out for hourly/non-exempt employees; 12 company-observed paid holidays; 4 early-close days Generous leave time options: Paid parental leave, pregnancy disability and bonding leave, and organ donor/bone marrow donor leave Generous employee referral bonus program of $1,500 per hired referral Employee recognition programs for demonstrating EPIC's values plus additional employee recognition awards and programs (and trips!) Employee Resource Groups: Women's Coalition, EPIC Veterans Group Professional growth & development: Mentorship Program, Tuition Reimbursement Program, Leadership Development Unique benefits such as Pet Insurance, Identity Theft & Fraud Protection Coverage, Legal Planning, Family Planning, and Menopause & Midlife Support Additional benefits include (but are not limited to): 401(k) matching, medical insurance, dental insurance, vision insurance, and wellness & employee assistance programs 50/50 Work Culture: EPIC fosters a 50/50 culture between producers and the rest of the business, supporting collaboration, teamwork, and an inclusive work environment. It takes both production and service to be EPIC! EPIC Gives Back - Some of our charitable efforts include Donation Connection, Employee Assistance Fund, and People First Foundation We're in the top 10 of property/casualty agencies according to “Insurance Journal” To learn more about EPIC, visit our Careers Page: ************************************************ EPIC embraces diversity in all its various forms-whether it be diversity of thought, background, race, religion, gender, skills or experience. We are committed to fostering a work community where every colleague feels welcomed, valued, respected and heard. It is our belief that diversity drives innovation and that creating an environment where every employee feels included and empowered, helps us to deliver the best outcome to our clients. California Applicants - View your privacy rights at: ******************************************************************************************* Massachusetts G.L.c. 149 section 19B (b) requires the following statement: 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. #LI-AT1 #LI-Hybrid (3364)

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

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

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

Smartcat is building the future of work, where human expertise meets digital teammates to drive 10x to 1000x productivity gains for the world's leading enterprises. We're on the frontier of an entirely new category: Agentic AI. We enable enterprises to build high-performing hybrid workforces made up of both humans and AI agents. These AI agents aren't generic copilots. They're fully trained digital teammates that learn from your best people, your content, and your business strategy-ready to get to work from day one. Our platform combines generative AI, human-in-the-loop workflows, and a living Enterprise Skill Graph that continuously learns and improves. Whether you're launching a product globally, onboarding new hires, translating learning content, or aligning legal teams across regions, Smartcat turns knowledge into action and action into scale. Over 1,000 companies, including 20% of the Fortune 500, rely on Smartcat to bring their business to the world-instantly, accurately, and in every language. As a Series C company with 130% year-over-year growth, we're scaling fast and investing in people who want to shape the future of work with us. Join us in unlocking global potential, one human and agent team at a time. Why you should join our team Imagine stepping into a pivotal role where you'll architect the very foundation of our People strategy at an AI-native, globally-minded organization. As a leader, you'll not only have an HR Generalist reporting directly to you, but you'll also be empowered with significant autonomy and trust to cultivate a People Operations function that's renowned for being high-performing, deeply empathetic, and exceptionally productive by using AI. This is your chance to leave a lasting impact and shape the future of our most valuable asset: our people. Mission Reporting to the VP of People, you will empower our global team and advance organizational goals by modernizing HR practices. You'll be at the forefront of leveraging AI to streamline our processes, make data-driven decisions, foster culturally attuned connections, and proactively tackle challenges to cultivate an environment where everyone thrives. You'll be a vital resource as the escalation point of contact for all HR-related matters, playing a crucial role in orchestrating HR operations for our global team. We are a 240-person global company in 35+ countries and 20+ US states. We have 50+ employees based in the USA today. The majority of our workforce is in Europe. To thrive in this global role, you must be located on the East Coast or willing to work East Coast hours. It is highly preferred if you are based in Boston, MA so that you may go into our office at least once a week. Relocation is not offered. Outcomes Launch a successful Spring 2026 Talent Review Cycle. Smartcat has rolled out bi-annual Talent Reviews starting in Spring 2025, this will be the evolution of the Talent Review process, including leading manager calibration sessions and a bias audit. In order to make the Review more objective, you would launch KPIs to be assigned to each team member. You'll be partnering with leadership to accurately identify the potential and performance of their direct reports via the 9-box structure, forming an accurate view of our company's Talent Density. We expect 100% workforce participation and 85%+ positive experience feedback. Embed AI into everything PeopleOps. Be at the forefront of identifying and implementing innovative AI solutions to dramatically boost our team's productivity, freeing up valuable time from manual tasks and significantly enhancing the employee experience. Implement at least two AI-driven process improvements that reduce manual workload by at least 20%. Be a strategic business partner. As a strategic partner to our business leaders, align people strategies with business goals, helping drive performance, talent development, and organizational culture. Using our PeopleOps data flywheel, make data-informed decisions with deep relationship building to ensure both the business and its people thrive together. Provide quarterly talent insights that link people metrics to business performance. Oversee our HR Generalist and day-to-day operations. Serve as the first point of escalation for HR policies, procedures, sponsorship, compensation, benefits, time away, employee relations issues, investigations, global benefits, employee engagement, and global connections. There is a lot that will come your way being in over 30 countries with 5+ entities. How you'll ramp By Day 30: Laying the Foundation for Impact Become a Power User of Our People Ecosystem: Dive headfirst into our suite of HR tools, including Google Workspace (Sheets, Slides, Docs), HiBob, Gusto, Metaview, ChatGPT, Zapier, Notion, Omni, Slack, Pave.com, and Remote.com. You'll quickly gain mastery over these platforms, enabling you to drive efficiency and innovation within our People Operations function. Master the Global Landscape of People Operations: Immerse yourself in our diverse global People Operations processes, from seamlessly onboarding and offboarding team members to expertly navigating performance management, talent reviews, and benefits administration. You'll gain expertise across our US, UK, Europe, and CIS-based teams, as well as our valued contractors and independent entrepreneurs. Shape the Future, Present Your Strategic Vision: After your first 30 days, you'll synthesize your initial learnings into a compelling 60-90-120 day roadmap, presenting your strategic insights and proposed initiatives directly to the VP of People and the People Operations Leadership team. This is your opportunity to influence our future direction. Forge Meaningful Connections: Immediately begin building strong, collaborative relationships with key internal and external stakeholders. You'll become a trusted partner, and an empathetic manager, understanding their needs and contributing to a positive and productive work environment. Day 60: Driving Key Initiatives Forward Elevate Our Talent, Lead the Spring Talent Review: Take ownership of our Spring Talent Review, implementing updates and improvements based on valuable feedback from the 2025 Talent Review cycles. You'll play a crucial role in identifying and developing our top talent in order to increase our talent density. Formalize Core People Operations Processes: You'll be instrumental in prioritizing and formalizing essential People Operations processes, including onboarding, off-boarding, benefits administration, and leave of absence requests. Your efforts will create clarity and efficiency for our entire organization. Start to own the HR escalation issues: You will have confidence addressing topics such as employee investigations, sponsorship, payroll, benefits, time away, leave of absences, onboarding and off-boarding. Day 90: Shaping Our Global People Strategy Embed AI into the Heart of People Operations: Identify and begin implementing high-impact AI solutions that streamline workflows, reduce manual effort, and enhance the employee experience. You'll demonstrate how AI can become a true teammate in how we operate, decide, and deliver. Deliver Strategic Insights and a Future Roadmap: Present your 12-month People roadmap to the VP of People and People Operations Leadership team, showcasing how data and AI will drive performance, culture, and engagement across our global team. Establish Yourself as a Strategic Partner: By Day 90, you'll be a trusted advisor to business leaders, using data-informed insights and strong relationships to guide decisions that help both the business and its people thrive. What you've accomplished You have a track record of success building a scalable, AI-first, data-driven people operations function that encompasses the entire employee lifecyle including: onboarding, employee relations, performance management, talent development, off-boarding, and training. You are eager to share your experience and insights making data-driven decisions to inform people operations processes and policies and using data to tell stories. Rather than reporting on the data, you know how to tell a story with the data. You understand how to balance the strategic big picture with the tactical execution and can easily switch between the two at any moment. You're a people manager that people love working for and working with! You're a great coach, mentor and business partner. You understand the art of pushing back to challenge the business and the art of having difficult conversations. Why joining Smartcat might be your best move so far Fully remote team We are a global team of 200+ enthusiastic people spread across 30+ countries. We have been fully remote since 2020, with some locations populated with more Smartcaters than others, such as Boston, Belgrade, Lisbon, Tbilisi and Yerevan. Be part of an AI Native Organization We are highly innovative, using AI across all areas of the organization to accelerate decision-making and free people to focus on strategy and high-impact work. We embrace new ideas and encourage all Smartcaters, regardless of level or department, to manage their own AI Agents. At Smartcat you'll shape how AI transforms the workplace and play an integral role in ensuring Smartcat remains a leader in AI innovation. Innovating a $100 Billion industry Smartcat is reshaping the $100B multilingual content industry with an AI-powered platform that makes it easy for companies to create, translate, and localize global content at scale. Our platform enables enterprise teams to move away from slow, traditional outsourcing methods, and achieve fast, high-quality results, at a fraction of the cost. Join the rocketship to scale-up 10x and beyond together We are looking for someone to become an integral part of our team and play a crucial role in the most exciting part of our journey: transitioning from a post-Series C startup to a company exceeding $100M in ARR and $1B in valuation. Our journey isn't for the faint of heart. We are growing at 130% YoY, thanks to our strong product-market fit and high-performing team, and plan to accelerate from here. Smartcat Culture: Where Diversity Meets High Performance At Smartcat, we are committed to building a culture that highlights respect and appreciation for each individual's unique background and perspective, while maintaining a strong focus on results and engagement. We believe in welcoming everyone and fostering an inclusive environment where team members can be their authentic selves at work. Our commitment to inclusion is steadfast, and we stand firmly against discrimination and harassment.

Smartcat is building the future of work, where human expertise meets digital teammates to drive 10x to 1000x productivity gains for the world's leading enterprises. We're on the frontier of an entirely new category: Agentic AI. We enable enterprises to build high-performing hybrid workforces made up of both humans and AI agents. These AI agents aren't generic copilots. They're fully trained digital teammates that learn from your best people, your content, and your business strategy-ready to get to work from day one. Our platform combines generative AI, human-in-the-loop workflows, and a living Enterprise Skill Graph that continuously learns and improves. Whether you're launching a product globally, onboarding new hires, translating learning content, or aligning legal teams across regions, Smartcat turns knowledge into action and action into scale. Over 1,000 companies, including 20% of the Fortune 500, rely on Smartcat to bring their business to the world-instantly, accurately, and in every language. As a Series C company with 130% year-over-year growth, we're scaling fast and investing in people who want to shape the future of work with us. Join us in unlocking global potential, one human and agent team at a time. Why you should join our team Imagine stepping into a pivotal role where you'll architect the very foundation of our People strategy at an AI-native, globally-minded organization. As a leader, you'll not only have an HR Generalist reporting directly to you, but you'll also be empowered with significant autonomy and trust to cultivate a People Operations function that's renowned for being high-performing, deeply empathetic, and exceptionally productive by using AI. This is your chance to leave a lasting impact and shape the future of our most valuable asset: our people. Mission Reporting to the VP of People, you will empower our global team and advance organizational goals by modernizing HR practices. You'll be at the forefront of leveraging AI to streamline our processes, make data-driven decisions, foster culturally attuned connections, and proactively tackle challenges to cultivate an environment where everyone thrives. You'll be a vital resource as the escalation point of contact for all HR-related matters, playing a crucial role in orchestrating HR operations for our global team. We are a 240-person global company in 35+ countries and 20+ US states. We have 50+ employees based in the USA today. The majority of our workforce is in Europe. To thrive in this global role, you must be located on the East Coast or willing to work East Coast hours. It is highly preferred if you are based in Boston, MA so that you may go into our office at least once a week. Relocation is not offered. Outcomes Launch a successful Spring 2026 Talent Review Cycle. Smartcat has rolled out bi-annual Talent Reviews starting in Spring 2025, this will be the evolution of the Talent Review process, including leading manager calibration sessions and a bias audit. In order to make the Review more objective, you would launch KPIs to be assigned to each team member. You'll be partnering with leadership to accurately identify the potential and performance of their direct reports via the 9-box structure, forming an accurate view of our company's Talent Density. We expect 100% workforce participation and 85%+ positive experience feedback. Embed AI into everything PeopleOps. Be at the forefront of identifying and implementing innovative AI solutions to dramatically boost our team's productivity, freeing up valuable time from manual tasks and significantly enhancing the employee experience. Implement at least two AI-driven process improvements that reduce manual workload by at least 20%. Be a strategic business partner. As a strategic partner to our business leaders, align people strategies with business goals, helping drive performance, talent development, and organizational culture. Using our PeopleOps data flywheel, make data-informed decisions with deep relationship building to ensure both the business and its people thrive together. Provide quarterly talent insights that link people metrics to business performance. Oversee our HR Generalist and day-to-day operations. Serve as the first point of escalation for HR policies, procedures, sponsorship, compensation, benefits, time away, employee relations issues, investigations, global benefits, employee engagement, and global connections. There is a lot that will come your way being in over 30 countries with 5+ entities. How you'll ramp By Day 30: Laying the Foundation for Impact Become a Power User of Our People Ecosystem: Dive headfirst into our suite of HR tools, including Google Workspace (Sheets, Slides, Docs), HiBob, Gusto, Metaview, ChatGPT, Zapier, Notion, Omni, Slack, Pave.com, and Remote.com. You'll quickly gain mastery over these platforms, enabling you to drive efficiency and innovation within our People Operations function. Master the Global Landscape of People Operations: Immerse yourself in our diverse global People Operations processes, from seamlessly onboarding and offboarding team members to expertly navigating performance management, talent reviews, and benefits administration. You'll gain expertise across our US, UK, Europe, and CIS-based teams, as well as our valued contractors and independent entrepreneurs. Shape the Future, Present Your Strategic Vision: After your first 30 days, you'll synthesize your initial learnings into a compelling 60-90-120 day roadmap, presenting your strategic insights and proposed initiatives directly to the VP of People and the People Operations Leadership team. This is your opportunity to influence our future direction. Forge Meaningful Connections: Immediately begin building strong, collaborative relationships with key internal and external stakeholders. You'll become a trusted partner, and an empathetic manager, understanding their needs and contributing to a positive and productive work environment. Day 60: Driving Key Initiatives Forward Elevate Our Talent, Lead the Spring Talent Review: Take ownership of our Spring Talent Review, implementing updates and improvements based on valuable feedback from the 2025 Talent Review cycles. You'll play a crucial role in identifying and developing our top talent in order to increase our talent density. Formalize Core People Operations Processes: You'll be instrumental in prioritizing and formalizing essential People Operations processes, including onboarding, off-boarding, benefits administration, and leave of absence requests. Your efforts will create clarity and efficiency for our entire organization. Start to own the HR escalation issues: You will have confidence addressing topics such as employee investigations, sponsorship, payroll, benefits, time away, leave of absences, onboarding and off-boarding. Day 90: Shaping Our Global People Strategy Embed AI into the Heart of People Operations: Identify and begin implementing high-impact AI solutions that streamline workflows, reduce manual effort, and enhance the employee experience. You'll demonstrate how AI can become a true teammate in how we operate, decide, and deliver. Deliver Strategic Insights and a Future Roadmap: Present your 12-month People roadmap to the VP of People and People Operations Leadership team, showcasing how data and AI will drive performance, culture, and engagement across our global team. Establish Yourself as a Strategic Partner: By Day 90, you'll be a trusted advisor to business leaders, using data-informed insights and strong relationships to guide decisions that help both the business and its people thrive. What you've accomplished You have a track record of success building a scalable, AI-first, data-driven people operations function that encompasses the entire employee lifecyle including: onboarding, employee relations, performance management, talent development, off-boarding, and training. You are eager to share your experience and insights making data-driven decisions to inform people operations processes and policies and using data to tell stories. Rather than reporting on the data, you know how to tell a story with the data. You understand how to balance the strategic big picture with the tactical execution and can easily switch between the two at any moment. You're a people manager that people love working for and working with! You're a great coach, mentor and business partner. You understand the art of pushing back to challenge the business and the art of having difficult conversations. Why joining Smartcat might be your best move so far Fully remote team We are a global team of 200+ enthusiastic people spread across 30+ countries. We have been fully remote since 2020, with some locations populated with more Smartcaters than others, such as Boston, Belgrade, Lisbon, Tbilisi and Yerevan. Be part of an AI Native Organization We are highly innovative, using AI across all areas of the organization to accelerate decision-making and free people to focus on strategy and high-impact work. We embrace new ideas and encourage all Smartcaters, regardless of level or department, to manage their own AI Agents. At Smartcat you'll shape how AI transforms the workplace and play an integral role in ensuring Smartcat remains a leader in AI innovation. Innovating a $100 Billion industry Smartcat is reshaping the $100B multilingual content industry with an AI-powered platform that makes it easy for companies to create, translate, and localize global content at scale. Our platform enables enterprise teams to move away from slow, traditional outsourcing methods, and achieve fast, high-quality results, at a fraction of the cost. Join the rocketship to scale-up 10x and beyond together We are looking for someone to become an integral part of our team and play a crucial role in the most exciting part of our journey: transitioning from a post-Series C startup to a company exceeding $100M in ARR and $1B in valuation. Our journey isn't for the faint of heart. We are growing at 130% YoY, thanks to our strong product-market fit and high-performing team, and plan to accelerate from here. Smartcat Culture: Where Diversity Meets High Performance At Smartcat, we are committed to building a culture that highlights respect and appreciation for each individual's unique background and perspective, while maintaining a strong focus on results and engagement. We believe in welcoming everyone and fostering an inclusive environment where team members can be their authentic selves at work. Our commitment to inclusion is steadfast, and we stand firmly against discrimination and harassment.

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 Door is an unparalleled model for youth development, offering a comprehensive range of integrated services within a single site for eleven thousand New York City youth each year. Our mission is to empower young adults to reach their full potential by providing comprehensive youth development services in a diverse and caring environment. At The Door, youth can access health care and education, mental health counseling and crisis assistance, legal assistance, college preparation services, career development, housing supports, arts, sports and recreational activities, and nutritious meals all for free and under one roof. By providing participants with our suite of integrated services, we seek to provide any motivated young person with the tools, resources, and opportunities needed to successfully transition into adulthood. In partnership with and co-located at The Door, Broome Street Academy is a unique charter high school that prepares New York City's most vulnerable youth for a successful future through rigorous academics paired with support of The Door. Broome Street Academy serves 330 students annually in grades 9 - 12. Working in a shared service environment, the Human Resources Director will work with The Door (************** and Broome Street Academy (***************************** two independent nonprofit organizations that share administrative and back-office functions. We are looking for an experienced Director, who is a self-starter that embraces partnership with managers and their team members to deliver the best results and outcomes. This role requires a collaborative and forward-thinking problem-solver who takes an active interest in the people and departments they are supporting. This is a critical leadership position that ensures operational alignment, strategic execution, and executive support of the Human Resources department. The Director of HR Operations reports to the Managing Director / Chief People & Operating Officer on various tasks and projects serving as a trusted advisor and representative of the HR department. They assist in advancing a culture of service, inclusion, and operational excellence. The ideal candidate is someone experienced in oversight of the day-to-day operations, as well as leading high- impact HR initiatives that support the agency strategic plan and goals related to employee engagement, workplace culture and employee coaching and professional development with the appropriate level of prioritization while focused on delivering results. They are self-motivated, communicative, and possess excellent interpersonal skills. They value unity and inclusion, and champion these values within an organization's culture. This person is nimble and can partner well with others to develop solutions for our clients, while maintaining their sense of humor. As a team leader, they will serve as the human resources business partner (HRBP) for program directors, as well as perform department operational tasks related to recruitment, benefits, and employee/labor relations. They will have direct supervision of the generalist(s) and specialists in the department. ESSENTIAL FUNCTIONS HR Leadership Collaborate with the HR Leadership, HR Team Members and Payroll Team to drive execution of the HR Strategic Plan. Manage strategic HR projects and department goals related to employee learning and development, employee engagement, and technology-enhanced HR service delivery. Stay connected to team and HR priorities; anticipate organizational needs and support the HR Leadership team. Ensure seamless coordination between the Chief People Officer and departments to elevate the visibility and impact of the HR team Operations Oversight Manage the day-to-day administrative operations of the HR department to ensure a high-performing HR operation. Facilitate the execution of HR goals and projects managing project timelines and ensuring accountability in the delivery of outcomes. Maintain the department dashboard with performance metrics demonstrating progress and accomplishments. Employee & Labor Relations Provide guidance on and directly handle employee relations and labor union matters with a focus on balancing business needs and organizational risk. Provide consultative expertise on employee relations matters ranging from basic to complex or high risk. Respond to and investigate employee complaints. Attend and participate in employee disciplinary meetings, terminations, and investigations. Recruitment: Provide guidance to hiring managers regarding salary recommendations using internal and external salary data and sourcing methodologies to improve effectiveness. Prepare monthly reports and analysis for senior leadership teams. Maintain current job descriptions, collaborate with management regularly to ensure timely updates, and obtain union approval as needed. Develop and deliver training modules to managers focused on areas related to staffing, recruitment, and retention. HR Expertise Respond to routine human resource questions and/or direct to appropriate team members. Performing routine tasks required to administer and execute human resource programs including but not limited to compensation, benefits, and leave; recruitment, disciplinary matters; disputes and investigations; performance and talent management; productivity, recognition, and morale; occupational health and safety; and training and development. Conduct exit interviews, analyze feedback and escalate appropriately. Maintain compliance with federal, state, and local employment laws and regulations, and recommended best practices. Work closely with the managers regarding staff promotions and compensation changes that can impact compensation or benefits. Maintain knowledge of trends, best practices, regulatory changes, and innovative technologies in human resources, talent management, and employment law. Complete other tasks and special projects assigned. Skills and Requirements: Minimum of a bachelor's degree in Human Resources, Business, Organization Development, Psychology, or related fields. Master's degree preferred. PHR or SHRM-CP certification preferred. At least five (5) years of progressive Human Resources leadership. Experience working with labor unions is required; working in a unionized nonprofit organization preferred. Experience working directly with leadership in an advisory capacity. Experience with Paycom software and HRIS/ATS systems required. Ability to manage projects simultaneously and meet target goals and deliverables. Must be professional and personable yet exercises sound judgment, critical thinking and integrity when dealing with sensitive and confidential matters. Must be detail oriented and possess excellent communication, organizational and time management skills as well as the ability to prioritize and deliver optimal results. Knowledge of federal, state, and local employment practices Proficient with MS Office programs, particularly Outlook, Excel, and Word Work Schedule: Full-time, Monday to Friday, 9:00 am - 5:00 pm, 35 hours per week with a hybrid work schedule. Salary: $95,000 - $120,000 annually Multilingual candidates are strongly encouraged to apply. Proficiency in French, Spanish, or Arabic preferred. COVID -19 POLICY The Door follows the CDC and NYS recommendations to prevent the spread of COVID-19. The Door requires all new hires to be vaccinated against COVID-19 unless they have a qualified exemption. We are committed to building a diverse and inclusive community. We support a broadly diverse team who will contribute to our organization. We are an equal opportunity employer for all regardless of race, color, citizenship, religion, national origin, sex, sexual orientation, gender identity or expression, age, disability, veteran or reservist status, or any other category protected by federal, state, or local law.

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.

Job Title: Senior Manager, HR Operations Bombas is a comfort focused premium basics brand with a mission to help those in need. The company launched in 2013, after the founders learned that socks are the #1 most requested clothing item at homeless shelters. From there, they set out to solve that problem, donating a pair of socks for every pair they sell. How do you donate a lot of socks? You sell a lot. And how do you sell a lot? You make the most comfortable socks in the history of feet. Millions of pairs sold and donated later, Bombas has continued to innovate within its mission and product, introducing new socks, as well as underwear and t-shirts, the #2 and #3 most requested clothing items at homeless shelters, all while continuing to make a positive impact on the community where we all work and live. Click here to see what it's like to work inside the Bombas Hive! The word Bombas is derived from the Latin word for bumblebees. Bees work together to make their hive a better place. At Bombas, we're inspired by that. We know it's the collective efforts of our team that keeps the Hive alive and strong - a team that is diverse and inclusive. Different perspectives strengthen our ability to make the most comfortable versions of the products people wear closest to their bodies every day and to serve the communities where we all work and live. We are committed to continuously building a Hive where all are welcomed, seen, and heard regardless of age, color, ethnicity, gender, gender identity, genetics, physical or mental ability, protected veteran status, race, religion and sexual orientation. As a team, we will strive to create room for different experiences and empower all voices. Based on the specific needs and job requirements, this role will be working out of our Bombas HQ in New York City. About the Job: We're looking for an experienced Senior Manager of HR Operations to join our People Team as a player-coach and in-house expert on HR Operations and Benefits, reporting directly to our Vice President of HR. This role blends strategic ownership with hands-on execution, overseeing benefits, HRIS, policy creation, maintenance and application, and maintenance and application of our compensation philosophy and pay bands. You'll lead one direct report and collaborate closely with HRBPs, Talent Acquisition, the Chief Communications Officer/Chief of Staff, Legal and Finance to deliver and maintain Bombas' internal HR infrastructure in a way that is compliant, competitive, and consistent with our values and culture. What you'll be responsible for: Benefits Administration & Strategy Own administrative and strategic aspects of the company's benefits program, including health & welfare, 401(k), wellness initiatives, and leave policies, partnering closely with our HRIS + HR services provider. Lead the annual benefits renewal and open enrollment process, from vendor partnership to employee communication and system configuration. Serve as the escalation point for complex employee benefits inquiries. Evaluate offerings for competitiveness and cultural alignment. Partner with brokers and providers to optimize plans and resolve escalated issues. HRIS & Operations Management Serve as the primary system administrator and subject matter expert for our HRIS (Rippling), ensuring data accuracy, security, and building robust reporting and analytics capabilities. Lead the ongoing optimization of HR systems, including the integration of other modules such as performance management systems into Rippling. Drive process improvement initiatives across all People Operations functions, identifying opportunities to document, update, automate and enhance efficiency. Manage vendor relationships with our benefits brokers and HRIS provider. Train managers and employees on effective system use. Partner with Finance and Payroll for accurate, seamless processing. Policy Creation & Compliance Develop, maintain, and help implement HR policies and procedures in partnership with Legal, ensuring they are clearly communicated and consistently applied. Serve as the HR partner to HRBPs & the Legal department on all compliance matters, proactively monitoring for changes in federal, state, and local employment laws and updating policies accordingly. Manage compliance requirements for all employee types (full-time, part-time, contractors) and oversee processes for leave of absence and unemployment claims. Provide guidance to HRBPs, managers and employees on policy interpretation and application. Compensation Philosophy & Pay Bands Manage application, intake and maintenance of external compensation benchmarking to ensure competitive and equitable pay. Maintain and ensure application of the company's compensation framework and pay bands, especially as it pertains to hiring, career advancements and ongoing communications. Partner with HRBPs and managers on defining process for maintaining + applying corporate + functional competencies across the organization Leadership, Development & Cross-Functional Partnership Serve as project manager for cross-functional, HR-led initiatives Lead, mentor, and develop the People Operations Associate delegating effectively to foster their growth while ensuring operational excellence. Model strong communication and collaboration across the organization. Partner with the Head of TA, HRBPs, Legal, and Finance to ensure alignment on people processes and for ad hoc requests, as needed. Deliver data-driven insights and recommendations to leadership. What we'll love about you: Strong knowledge of employment laws, compliance requirements, and compensation best practices A “systems thinker” with a project management mindset, capable of managing multiple priorities and driving complex projects to completion Excellent communication skills, with the ability to explain complex topics (like benefits or compensation) in a clear and compelling way to diverse audiences Strong analytical skills with the ability to translate data and metrics into insights and recommendations A team player who is willing and happy to help Belief in our mission and understand the importance of giving-back Inquisitive, love to learn, embrace failure, and never give up Comfortable working in an open office environment while staying focused What you'll love about us: We are a team of smart, interesting, diverse, funny, and loving people. We offer competitive compensation, employer paid health, medical and dental benefits, 401k with match, paid parental leave, snacks, socks and a fun, relaxed office environment. We take the responsibility to make sure you are excited, happy, and find fulfillment in your work very seriously. We value fun. This is why we host office lunches, offsite team outings and company retreats. We believe in giving back to the community and helping those in need, which is why we volunteer as a team regularly. We believe success comes from the collective effort of all, which is why all full-time employees receive equity in the business. We understand the value of health, relaxation, spending time with friends and family, and traveling the world and offer flexible paid time off for all full-time employees. This includes over 20 paid company holidays, year-round "Flexible Fridays" and unlimited vacation, sick, and wellness days. We understand the importance of communication and offer a monthly phone stipend for all full-time employees. We believe a healthy body equals a healthy mind, so we offer a $100 monthly wellbeing reimbursement to all full-time employees. What you'll bring: 4-6+ years of HR experience with deep expertise in HR Operations, benefits administration, HRIS, policy, and compensation. 1-2+ years of prior management experience and comfort balancing leadership with hands-on execution. Hands-on experience managing and optimizing an HRIS (Rippling experience is a plus); experience with system migrations or implementations is highly desired. Bombas is committed to delivering competitive and equitable pay for our employees. Each component of the Bombas total rewards package, including benefits and pay, is aimed at contributing to an environment where team members have resources to manage their lives and are enabled to focus on doing their best work. The pay range for this position at the start of employment is expected to be between $110,000 and $122,000/year. However, the base pay offered may vary depending on multiple factors, including job-related knowledge, skills, experience, market factors, and business need. The Bombas total rewards package offered for this position may also include other elements, such as annual bonus and equity target award opportunities as well as medical, financial, and well-being benefits. Additional details of these benefits will be provided if a candidate receives an offer of employment. If hired, the position is “at-will” and the Company reserves the right to modify any component, plan, or program of the total rewards package at any time, for any reason. If you require reasonable accommodation in completing this application, interviewing, completing any employment testing, or otherwise participating in this hiring process, please direct your inquiries to *************** . Only requests related to accommodations will be responded to.

Ruggable is a leading direct-to-consumer e-commerce brand based in Los Angeles, California with an extraordinary track record of high, profitable growth. We pride ourselves on having an extremely loyal customer base and a talented team made up of genuinely caring people who take action and deliver results. We are venture-backed and own a patented washable rug design that's disrupting the home décor industry. Our mission is to empower our customers to live vibrantly with beautiful products that don't compromise on function. If you're passionate about consumer products, e-commerce, and high-growth start-ups, keep reading! Job Summary: Ruggable is seeking an experienced HR Manager to support our Chicago manufacturing site. This role will serve as a strategic partner to plant leadership while remaining hands-on with day-to-day HR operations for both hourly and salaried employees. You'll play a key role in driving engagement, supporting leaders, and ensuring compliance across the employee lifecycle. This is an ideal opportunity for someone who thrives in fast-paced environments and enjoys being onsite with frontline teams. What You'll Do: Employee Lifecycle Management Own and oversee onboarding and offboarding processes for hourly and salaried employees Partner with Talent Acquisition on staffing needs, job postings, interviews, and hiring support Coordinate plant tours, interviews, and first-day onboarding experiences Communicate company policies, handbook updates, benefits programs, and HR initiatives Support and execute HR and talent initiatives aligned with business objectives Manage relationships with staffing agencies and oversee temp-to-perm conversions Employee Relations & Engagement Serve as primary HR partner for hourly and salaried employees Coach leaders on performance management, investigations, corrective action, and conflict resolution Handle sensitive employee relations matters with professionalism and confidentiality Measure employee morale and recommend strategies to improve engagement and retention Identify training needs and coordinate leadership and employee development programs Lead and support employee engagement initiatives, recognition programs, and site events Compliance Ensure compliance with federal, state, and local employment laws Administer workers' compensation claims, documentation, and reporting Support workplace investigations in partnership with Legal Maintain HR SOPs and ensure consistent application across the site Partner with Safety leadership on incident investigations and training Data Management & Reporting Maintain accurate employee records in HRIS Process employment changes (promotions, transfers, terminations, LOAs) Audit timecards and partner with Payroll and agencies for accuracy Prepare HR metrics, reports, and insights for leadership Provide workforce data to support planning and decision-making Partnership & Collaboration Act as trusted HR advisor to plant leadership Partner cross-functionally with Payroll, Legal, Benefits, and Corporate HR Support site change initiatives and process improvements What You'll Need to Have: Required: 7+ years of progressive HR experience (manufacturing strongly preferred) Strong knowledge of employment law and compliance (OSHA, FLSA, FMLA, ADA, Workers Comp, etc.) Proven experience handling employee relations and investigations Ability to thrive in fast-paced, high-volume environments Strong written and verbal communication skills High level of discretion and professionalism Preferred: Experience supporting hourly manufacturing populations Start-up or high-growth environment experience Proficiency with Paylocity or similar HRIS Experience partnering closely with plant leadership Bilingual (English & Spanish) Compensation: $100,000 - $115,000 per year base salary An annual bonus percentage that varies based on level of role Employer matching (up to 3% of base salary) for company sponsored 401K plan At Ruggable, we offer competitive compensation and benefits packages. Ruggable is an Equal Employment Opportunity employer. We proudly recruit and hire a diverse workforce and are committed to creating an inclusive environment for all employees. If you are based in California, we encourage you to read this important information for California residents linked here. To all recruitment agencies: Ruggable does not accept unsolicited agency resumes. Please do not forward resumes to our jobs alias, Ruggable employees or any other company destination. Ruggable is not responsible for any fees related to unsolicited resumes.

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

Responsible for providing management to the Human Resource functions. Plans, directs, controls, & monitors all aspects of the Human Resources department. Responsible for assisting with decision making, employee relations, and implementation of systems which promotes safety and well-being of all employees within the hospital. The individual will need to complete position responsibilities by following established guidelines and protocols within the appropriate time frame, and must be flexible with his/her work schedule. This position involves discretion and independent action within prescribed limits. Position Responsibilities: Clinical / Technical Skills (40% of performance review) Requires knowledge of Federal and State regulatory agency standards related to health care organizations. Analytical, leadership, and time management skills are required. Must be able to demonstrate strong decision-making skills. Possesses requisite level of technical and professional knowledge in Human Resources. Must be knowledgeable of federal, state, and hospital mandated reports. Responsible for maintaining personnel files, including license verification and background checks. Responsible for recruitment of hospital staff. Responsible for communicating and processing of hospital-wide benefits package Communicates all issues and concerns, as well as, presenting reports to Administration and the Governing Board. Responsible for assisting employees with requests for all offered Leave of Absences, to include Family and Medical Leave and Military Leave Assist employees and insurance carriers with processing and questions related to Workers Compensation Monitors and presents hospital-wide policies during Orientation. Responsible for planning and participating in employee events, including Orientation, Town Halls/Open Forums, Employee Socials, and Annual Education Available to employees for guidance in all aspects of Human Resources functions. Must possess budgetary knowledge for department Assist the Accounting department in processing payroll by reviewing payroll registers, correcting errors related to rates and benefits, and other requests as needed Process garnishments and COBRA, as required Ensures the completion and documentation of orientation, competencies, and evaluations for all staff. Assists management and staff in resolving employee relations and conflicts Ensures the accurate processing of new employees, employee changes, and terminations. Builds and maintains strategic relationships. Manages conflicting and competing priorities. Cooperates with auditors and other regulatory agencies Responsible for completing assignments and submitting reports in a timely manner, including federal and state surveys Perform other duties as required Safety (15% of performance review) Strives to create a safe, healing environment for patients and family members Follows all safety rules while on the job. Reports near misses, as well as errors and accidents promptly. Corrects minor safety hazards. Communicates with peers and management regarding any hazards identified in the workplace. Attends all required safety programs and understands responsibilities related to general, department, and job specific safety. Participates in quality projects, as assigned, and supports quality initiatives. Supports and maintains a culture of safety and quality. Teamwork (15% of performance review) Works well with others in a spirit of teamwork and cooperation. Responds willingly to colleagues and serves as an active part of the hospital team. Builds collaborative relationships with patients, families, staff, and physicians. The ability to retrieve, communicate, and present data and information both verbally and in writing as required Demonstrates listening skills and the ability to express or exchange ideas by means of the spoken and written word. Demonstrates adequate skills in all forms of communication. Adheres to the Standards of Behavior Integrity (15% of performance review) Strives to always do the right thing for the patient, coworkers, and the hospital Adheres to established standards, policies, procedures, protocols, and laws. Applies the Mission and Values of SUN Behavioral Health to personal practice and commits to service excellence. Supports and demonstrates fiscal responsibility through supply usage, ordering of supplies, and conservation of facility resources. Completes required trainings within defined time periods, as established by job description, policies, or hospital leadership Exemplifies professionalism through good attendance and positive attitude, at all times. Maintains confidentiality of patient and staff information, following HIPAA and other privacy laws. Ensures proper documentation in all position activities, following federal and state guidelines. Compassion (15% of performance review) Demonstrates accountability for ensuring the highest quality patient care for patients. Willingness to be accepting of those in need, and to extend a helping hand Desire to go above and beyond for others Understanding and accepting of cultural diversity and differences Qualifications Education Required: Bachelor degree in Human Resources, Business Administration, or Healthcare Administration. Preferred: PHR, SPHR, SHRM-CP, or SHRM-SCP Maintains education and development appropriate for position. Experience Required: Five years or more of direct Human Resources experience. Preferred: Human Resources experience in a healthcare setting. Previous management experience

Title: Talent Acquisition Manager Direct Reports: 1- Talent Acquisition Coordinator Welcome to TOCA Football where we grow Soccer! Who We Are: TOCA Football One TOCA, two exciting brands, TOCA Soccer & TOCA Social. Growing soccer is our mission, and we do that by bringing soccer to life with our one-of-a-kind, tech enhanced soccer experience for players, and we are committed to creating awesome experiences for teammates and guests around the world! TOCA is growing rapidly across the world, and whilst we continue to expand, we are committed to ensuring that we foster a culture where We All Play, all through the heart of our organization - our teammates. Whilst TOCA grows, you grow too. What makes a TOCA Teammate? We value an individual that seeks to... Play Hard Care Deeply Grow Together Strive for Excellence Create Awesome Experiences Why You'll love being apart of the TOCA Team: You'll have full access to our TOCA Treats, which includes (but is not limited to!): Competitive Pay & On Demand Pay Paid Sick Leave Part Time, Flexible Scheduling Career Growth & Development Employee Assistance Program Active & Fit Membership Great Work Perks Discount Marketplace So many TOCA Perks we can't name all of them, but we'll try: 4 TOCA Training Sessions, 50% Off Classes, Free Pick/League Play, 1 Free Birthday Party, Food and Beverage Discount, and 2 Free Packages to share with your squad! Whew! Your New Role: Role Scope & Requirements: The Talent Acquisition Manager is a strategic and operational leader within the People Partnerships & Recruitment organization. This role oversees a high-volume decentralized recruiting function, partners closely with business leaders to design scalable, efficient, and high‑impact talent attraction programs. It combines hands-on team leadership, stakeholder management, process improvement, and data‑driven decision making to support the talent goals and objectives of TOCA Football North America. Key Responsibilities: Team Leadership & Operational Management Lead a decentralized recruitment department, including direct management of one Recruiting Coordinator. Manage full‑cycle recruitment for critical and leadership roles. Build strong cross‑functional relationships to drive alignment, adoption, and business‑focused hiring solutions. Establish clear service level agreements (SLAs) and communication standards across Talent Acquisition, Hiring Managers, and HR Business Partners. Develop hiring tools, guides, and resources to support leaders in making effective, consistent hiring decisions. Talent Acquisition Strategy Partner with the Chief People Officer to define short‑ and long‑term talent acquisition strategy aligned with workforce planning and organizational goals. Lead the design and execution of sourcing strategies, talent pipelines, and recruitment programs that support current and future talent needs. Monitor labor market trends and adjust recruiting approaches to stay competitive. Establish a comprehensive recruitment action plan for peak hiring seasons to ensure readiness, alignment, and efficient execution. Define, track, and report on talent acquisition metrics to measure performance and drive improvements. Stay ahead of evolving talent needs by soliciting feedback, leveraging data, and monitoring candidate flows to ensure an adequate pipeline of candidates that meets staffing requirements. Monitor awareness and usage of the Teammate Referral Program and leverage insights to drive increased referral engagement and strengthen the candidate pipeline. Applicant Tracking System (ATS) Leadership Oversee administration, optimization, and evolution of the Applicant Tracking System (e.g., Paycor Recruiting and People Matter). Ensure accurate job posting, requisition management, applicant flow, and reporting. Partner with People Operations and vendors to maintain data integrity, system stability, and a seamless user experience. Lead ATS training, adoption strategies, and ongoing enhancements, and establish a sustainable practice for new hiring manager training and ongoing hiring manager development. Ensure compliance with system policies, data security standards, and legal requirements. Vendor & Partner Management Partner with the Chief People Officer to manage external recruiting vendors and partners. Ensure vendor alignment with company standards, SLAs, and best practices. Talent Brand & Employer Marketing Develop innovative recruiting strategies leveraging social media, community partnerships, and school programs. Collaborate across People & Culture and Communications to refine and deploy TOCA's Employee Value Proposition (EVP). Support organization‑wide communication efforts related to HR programs and strategic initiatives. Candidate Experience & Onboarding Partner with People Operations to ensure smooth transitions and integrations during the candidate‑to‑new‑hire journey. Design and implement strategies that promote a positive, inclusive, and consistent candidate experience. Monitor and improve application workflows, coordination, communication touchpoints, and handoffs. Process Improvement & Optimization Identify process inefficiencies and lead optimization initiatives using automation and AI‑enabled tools. Implement enhancements that streamline workflows, reduce bottlenecks, and elevate the candidate experience. Implement enhancements that streamline workflows, reduce bottlenecks, and elevate the candidate experience. Compliance and Diversity Stay informed about relevant employment laws and regulations to ensure compliance throughout the recruitment process. Actively promote and support diversity and inclusion initiatives in recruitment efforts. Project Management Working cross-functionally with all People & Culture experts to create and implement people practices across the business. Support ad-hoc projects to enhance candidate, hiring manager and teammate experience. Requirements A minimum of 5 years of HR experience. Previous experience leading others A passionate individual, who is curious to always know more and willing to get deep. Proven experience in multi-unit organization with exposure to diverse business units. Deep understanding of recruitment best practices and employment laws. A strong sense of ownership and a growth mindset are essential. Expert knowledge in use of Applicant Tracking Systems (we use Paycor & People Matter) Demonstrated use of HR data and analytics to inform decisions and drive improvement. Excellent communication, problem-solving, and organizational abilities. Experience creating and maintaining HR processes, SOPs and documentation. #manager

In order to be considered for this role, after clicking "Apply Now" above and being redirected, you must fully complete the application process on the follow-up screen. Title: Talent Acquisition Manager Direct Reports: 1- Talent Acquisition Coordinator Location: Remote - DFW or Atlanta Metro Welcome to TOCA Football where we grow Soccer! Who We Are: TOCA Football One TOCA, two exciting brands, TOCA Soccer & TOCA Social. Growing soccer is our mission, and we do that by bringing soccer to life with our one-of-a-kind, tech enhanced soccer experience for players, and we are committed to creating awesome experiences for teammates and guests around the world! TOCA is growing rapidly across the world, and whilst we continue to expand, we are committed to ensuring that we foster a culture where We All Play, all through the heart of our organization - our teammates. Whilst TOCA grows, you grow too. What makes a TOCA Teammate? We value an individual that seeks to... Play Hard Care Deeply Grow Together Strive for Excellence Create Awesome Experiences Why You'll love being apart of the TOCA Team: You'll have full access to our TOCA Treats, which includes (but is not limited to!): Competitive Pay & On Demand Pay Paid Sick Leave Part Time, Flexible Scheduling Career Growth & Development Employee Assistance Program Active & Fit Membership Great Work Perks Discount Marketplace So many TOCA Perks we can't name all of them, but we'll try: 4 TOCA Training Sessions, 50% Off Classes, Free Pick/League Play, 1 Free Birthday Party, Food and Beverage Discount, and 2 Free Packages to share with your squad! Whew! Your New Role: Role Scope & Requirements: The Talent Acquisition Manager is a strategic and operational leader within the People Partnerships & Recruitment organization. This role oversees a high-volume decentralized recruiting function, partners closely with business leaders to design scalable, efficient, and high‑impact talent attraction programs. It combines hands-on team leadership, stakeholder management, process improvement, and data‑driven decision making to support the talent goals and objectives of TOCA Football North America. Key Responsibilities: Team Leadership & Operational Management Lead a decentralized recruitment department, including direct management of one Recruiting Coordinator. Manage full‑cycle recruitment for critical and leadership roles. Build strong cross‑functional relationships to drive alignment, adoption, and business‑focused hiring solutions. Establish clear service level agreements (SLAs) and communication standards across Talent Acquisition, Hiring Managers, and HR Business Partners. Develop hiring tools, guides, and resources to support leaders in making effective, consistent hiring decisions. Talent Acquisition Strategy Partner with the Chief People Officer to define short‑ and long‑term talent acquisition strategy aligned with workforce planning and organizational goals. Lead the design and execution of sourcing strategies, talent pipelines, and recruitment programs that support current and future talent needs. Monitor labor market trends and adjust recruiting approaches to stay competitive. Establish a comprehensive recruitment action plan for peak hiring seasons to ensure readiness, alignment, and efficient execution. Define, track, and report on talent acquisition metrics to measure performance and drive improvements. Stay ahead of evolving talent needs by soliciting feedback, leveraging data, and monitoring candidate flows to ensure an adequate pipeline of candidates that meets staffing requirements. Monitor awareness and usage of the Teammate Referral Program and leverage insights to drive increased referral engagement and strengthen the candidate pipeline. Applicant Tracking System (ATS) Leadership Oversee administration, optimization, and evolution of the Applicant Tracking System (e.g., Paycor Recruiting and People Matter). Ensure accurate job posting, requisition management, applicant flow, and reporting. Partner with People Operations and vendors to maintain data integrity, system stability, and a seamless user experience. Lead ATS training, adoption strategies, and ongoing enhancements, and establish a sustainable practice for new hiring manager training and ongoing hiring manager development. Ensure compliance with system policies, data security standards, and legal requirements. Vendor & Partner Management Partner with the Chief People Officer to manage external recruiting vendors and partners. Ensure vendor alignment with company standards, SLAs, and best practices. Talent Brand & Employer Marketing Develop innovative recruiting strategies leveraging social media, community partnerships, and school programs. Collaborate across People & Culture and Communications to refine and deploy TOCA's Employee Value Proposition (EVP). Support organization‑wide communication efforts related to HR programs and strategic initiatives. Candidate Experience & Onboarding Partner with People Operations to ensure smooth transitions and integrations during the candidate‑to‑new‑hire journey. Design and implement strategies that promote a positive, inclusive, and consistent candidate experience. Monitor and improve application workflows, coordination, communication touchpoints, and handoffs. Process Improvement & Optimization Identify process inefficiencies and lead optimization initiatives using automation and AI‑enabled tools. Implement enhancements that streamline workflows, reduce bottlenecks, and elevate the candidate experience. Implement enhancements that streamline workflows, reduce bottlenecks, and elevate the candidate experience. Compliance and Diversity Stay informed about relevant employment laws and regulations to ensure compliance throughout the recruitment process. Actively promote and support diversity and inclusion initiatives in recruitment efforts. Project Management Working cross-functionally with all People & Culture experts to create and implement people practices across the business. Support ad-hoc projects to enhance candidate, hiring manager and teammate experience. Requirements A minimum of 5 years of HR experience. Previous experience leading others A passionate individual, who is curious to always know more and willing to get deep. Proven experience in multi-unit organization with exposure to diverse business units. Deep understanding of recruitment best practices and employment laws. A strong sense of ownership and a growth mindset are essential. Expert knowledge in use of Applicant Tracking Systems (we use Paycor & People Matter) Demonstrated use of HR data and analytics to inform decisions and drive improvement. Excellent communication, problem-solving, and organizational abilities. Experience creating and maintaining HR processes, SOPs and documentation. #manager