Senior Resource Manager remote jobs

Who We Are Applied Materials is a global leader in materials engineering solutions used to produce virtually every new chip and advanced display in the world. We design, build and service cutting-edge equipment that helps our customers manufacture display and semiconductor chips - the brains of devices we use every day. As the foundation of the global electronics industry, Applied enables the exciting technologies that literally connect our world - like AI and IoT. If you want to push the boundaries of materials science and engineering to create next generation technology, join us to deliver material innovation that changes the world. What We Offer Salary: $136,000.00 - $187,000.00 Location: Austin,TX, Santa Clara,CA You'll benefit from a supportive work culture that encourages you to learn, develop, and grow your career as you take on challenges and drive innovative solutions for our customers. We empower our team to push the boundaries of what is possible-while learning every day in a supportive leading global company. Visit our Careers website to learn more. At Applied Materials, we care about the health and wellbeing of our employees. We're committed to providing programs and support that encourage personal and professional growth and care for you at work, at home, or wherever you may go. Learn more about our benefits. Key Responsibilities * Lead the continual design and implementation of a scalable, global HR technology ecosystem that supports operational excellence and employee experience * Provide strategic input into the HR technology roadmap in partnership with the Employee Experience leads and other stakeholders * Build, lead and inspire a team of a high-performing team of HRIS analysts and HR technology professionals * Foster a culture of innovation, collaboration and continuous improvement. * Drive the enhancement of HR processes to support scalability, automation, and continuous improvement across the function * Apply emerging technologies, including AI tools, to improve technical process execution and service delivery * Demonstrate deep technical expertise in Workday; experiencing leading Workday implementations or transformations is highly desirable * Experience with platforms such as ServiceNow, Eightfold, and other HR technologies is a strong plus. * Collaborate with HR Centers of Excellence, HR Business Partners, and IT, to understand business needs and translate them into technology solutions * Incorporate stakeholder requirements into the HR technology strategy and execution plans. * Manage the intake, prioritization and delivery of HR technology and continuous improvement (CIP) projects. * Oversee the execution of HR technical initiatives in close partnership with IT and cross-functional teams. Requirements At Applied Materials, Make Possible is about unlocking new opportunities - with our customers and within our own company. The ideal candidate will have the following: * Minimum of 6-8+ years of progressive experience in HR Technology, with a strong track record in a leadership capacity. * Deep understanding of global HR systems, processes, and data governance * Ability to think strategically and contribute to the development of global programs, frameworks, and process improvements * Strong analytical skills with the ability to derive insights and make data-driven recommendations * Proven experience managing end-to-end HR technology projects, including requirements gathering, design validation, user acceptance testing (UAT) and deployment * Partner effectively with Date & Analytics team to uphold data integrity, security, and compliance across HR platforms * Recognized as a subject matter expert (SME) in HR technology, with the ability to collaborate across departments and solve complex business challenges. * Demonstrated ability to lead, mentor, and develop a team of HR technology professionals in a dynamic environment. * Excellent verbal and written communication skills, with the ability to engage and influence stakeholders at all levels. * A hands-on leader with a strong desire to understand the details while maintaining a strategic perspective and driving innovation. Functional Knowledge We are a catalyst to unlock the power of our customers' ideas and are committed to overcoming challenges that seem insurmountable. To succeed in this role requires a capacity for complexity and temperament that includes: * A very mature individual with the right balance of confidence and humility. * Process oriented while also strongly developing and relying on interpersonal relationships across the company * Ability to connect equally well upwards, downwards and sideways in the organization * Self-motivated and driven towards excellence * A high level of EQ to be able to manage across a large team with significant diversity * Ability to distinguish between and prioritizing urgent and important issues * Situational awareness and complex decision-making ability appropriate for the situation Additional Information Time Type: Full time Employee Type: Assignee / Regular Travel: Yes, 20% of the Time Relocation Eligible: No The salary offered to a selected candidate will be based on multiple factors including location, hire grade, job-related knowledge, skills, experience, and with consideration of internal equity of our current team members. In addition to a comprehensive benefits package, candidates may be eligible for other forms of compensation such as participation in a bonus and a stock award program, as applicable. For all sales roles, the posted salary range is the Target Total Cash (TTC) range for the role, which is the sum of base salary and target bonus amount at 100% goal achievement. Applied Materials is an Equal Opportunity Employer. Qualified applicants will receive consideration for employment without regard to race, color, national origin, citizenship, ancestry, religion, creed, sex, sexual orientation, gender identity, age, disability, veteran or military status, or any other basis prohibited by law. In addition, Applied endeavors to make our careers site accessible to all users. If you would like to contact us regarding accessibility of our website or need assistance completing the application process, please contact us via e-mail at Accommodations_****************, or by calling our HR Direct Help Line at ************, option 1, and following the prompts to speak to an HR Advisor. This contact is for accommodation requests only and cannot be used to inquire about the status of applications.

In performing their respective tasks and duties, all employees are expected to adhere to Albany's current values: Albany Wins Together, Count on Each Other, Own Your Actions, Care About Each Other, and Share Your Enthusiasm. Safety must always come first; we never compromise on safety for the sake of achieving another objective. Employees are also responsible for the health and safety of themselves and each other. * Developing and executing the site staffing plan. * Manage employee onboarding process execution. * Develop and execute site talent management plans including promotions, role re-assignments, and succession planning decisions in alignment with division wide process. * Manage hourly compensation system for Business Unit and lead/support divisional salary administration process for BU. * Manage employee relations issues. * HR Lead on BU employment policy issues including recommending new policies and edits to existing divisional policies. * Support/Manage execution of Business Unit employee engagement/org development action plans including but not limited to: * employee communication plans * employee recognition program * supervisor development * Develop and execute Business Unit training and development plans and contribute to division-wide initiatives as planned. * Benefit Plan Coordination/Communication for site (working with corp comp and benefits function) * Manage HRIS systems for Business Unit in alignment with Divisional systems. * Coordination of employee events including support of wellness events. * Provide key support for site HSE plans and related employee issues. * Provide coaching/mentoring support for site supervisors and employees as needed * Manage HR subordinate staff. * Oversee division-wide HR projects/initiatives. * Provide various HR support to international BU's as needed: * Talent Metrics * Engagement/Org Effectiveness Metrics * Recruiting Metrics * Employee Retention * Others TBD with HR Leader Driving Alignment to Business Goals * Nothing in this document restricts management's right to assign or reassign duties and responsibilities to this job at any time. Qualifications/Characteristics * 5 years experience in role as HR Manager * Bachelor's degree in related field * Strong broad knowledge base of all HR disciplines and current best practices * Strong leadership ability * Ability to do workforce and related planning * Recruiting/hiring practices acumen * Employment law knowledge * HRIS system experience * MS Office (Excel, Word prioritized) * Strong Decision Making ability * Ability to drive consensus with cross functional leaders * Assertiveness * Conflict resolution/facilitation skills * Interpersonal Savvy/Approachability * Strong written and verbal communication skills * Strong Presentation Skills * AI Core Value Alignment * Minimum of five years progressive HR experience * SPHR/PHR Certification- Preferred * Aerospace or similar regulatory industry experience- strongly preferred * Mfg work environment experience- required. Working Conditions Office environment, duties performed indoors, moderate to quiet noise and comfortable temperatures. Not substantially exposed to adverse environmental condition levels. Ability to work 24/7 schedule and be available as business situations require. Some may be able to do part of their work remotely. Travel may be required. Physical requirements Occasionally positions self to move an office item >10 lbs. Frequently move about the production floor and office area to attend meetings or trainings Must be able to remain in a stationary position up to 75% of the time Frequently operates a computer, enters data into systems, verifies information, etc... #LI-DF1

As Senior HR Program Manager (Project Hire) you will lead complex, high-visibility HR initiatives supporting the organizational and talent strategy for our new Technology Bangalore office. You'll partner with DEEP&T HR Business Partner team, business leaders, HR Specialty partners and APAC HR to operationalizing a holistic talent strategy and workforce plan that build a scalable, culturally resonant, and strategically aligned HR foundation. You will lead initiatives that address the unique complexities of a dual workforce model (Disney direct hires and vendor hires), build culture and onboarding frameworks at scale, integrate with strategic partners, and activate localized infrastructure and policies tailored to India's technology landscape. Key Responsibilities: Partner directly with the HR and business leadership to translate strategic workforce goals into executable plans, ensuring alignment with business priorities and local nuances. Develop and implement onboarding, culture-building programs, talent development, performance plans for a hybrid workforce, including a tailored culture playbook for India. Translate business needs into structured project plans, ensuring clear outcomes, timelines, and stakeholder alignment. Coordinate with vendor partners to ensure cultural integration, operational alignment, consistent employee experience and transfer process. Lead employer branding and communications efforts to position Disney as an employer of choice in Bangalore. Continuously evaluate and iterate workforce plans and HR support model to support phased hiring a scale. Manage cross-functional execution across HR, Finance, Legal, and Technology, driving accountability and stakeholder alignment. Monitor and report on program health, including dashboards, milestones, risks, and mitigation strategies. Additional Responsibilities: Build and maintain detailed project documentation, including charters, roadmaps, and executive updates. Conduct discovery and analysis to define scope, assess feasibility, and develop business cases. Develop and execute change management strategies to support adoption and sustainability. Communicate effectively across all levels, tailoring messaging for executive, regional, and functional audiences. Qualifications: Minimum 10 years of experience in HR project management, transformation, or enterprise program delivery. Proven ability to lead regional initiatives with global alignment. Strong stakeholder management, communication, and planning skills. Experience working across geographies and virtual teams. Ability to simplify complex concepts and influence through data and storytelling. Must be able to work across different time zones, including India Standard Time (IST), with flexibility in working hours. Preferred: Experience supporting global technology organizations or enterprise-wide HR programs. Background in change management, Lean Six Sigma, or process improvement. Multi-country project scope or international experience. PMP or equivalent project management certification. Familiarity with Disney's businesses and culture. Education: Bachelor's degree or equivalent work experience required. Disability accommodation for employment applications The Walt Disney Company and its Affiliated Companies are Equal Employment Opportunity employers and welcome all job seekers including individuals with disabilities and veterans with disabilities. If you have a disability and believe you need a reasonable accommodation in order to search for a job opening or apply for a position, email Candidate.Accommodations@Disney.com with your request. This email address is not for general employment inquiries or correspondence. We will only respond to those requests that are related to the accessibility of the online application system due to a disability. The Walt Disney Company is an equal opportunity employer. Applicants will receive consideration for employment without regard to race, color, religion, sex, national origin, sexual orientation, gender identity, disability or protected veteran status. Disney fosters a business culture where ideas and decisions from all people help us grow, innovate, create the best stories and be relevant in a rapidly changing world. The hiring range for this position in Glendale, CA is $168,200.00 to $205,400.00 per year. The hiring range for this position in New York, NY is $176,200.00 to $215,200.00 per year. The hiring range for this remote position is $160,200.00 to $225,00.00 per year, which factors in various geographic regions. The base pay actually offered will take into account internal equity and also may vary depending on the candidate's geographic region, job-related knowledge, skills, and experience among other factors. A bonus and/or long-term incentive units may be provided as part of the compensation package, in addition to the full range of medical, financial, and/or other benefits, dependent on the level and position offered. Job Posting Segment: ESPN Human Resources Job Posting Primary Business: ESPN Human Resources Primary Job Posting Category: Human Resources Project Management Employment Type: Full time Primary City, State, Region, Postal Code: Glendale, CA, USA Alternate City, State, Region, Postal Code: Date Posted: 2025-10-17

At Wellist, we help employers deliver the right resources at the right time-so employees feel supported through every life moment, and HR leaders can maximize the value of their benefits investments. As our Senior Manager, Talent Acquisition & HR, you'll build and scale the team behind our mission. This individual contributor role blends full-cycle recruiting with hands-on people operations. You'll partner directly with the CEO and Operating Committee, hire exceptional talent across the organization, and maintain a consistent, high-quality employee experience. We operate with high accountability, clear expectations, and deep respect-moving quickly while maintaining a supportive, mission-driven culture. If you're excited to play a leading role in building a high-growth, mission-driven team-this role is for you. What You'll Own Prospecting & Talent Sourcing (40%) Develop and maintain high-quality candidate pipelines through targeted sourcing, outreach, and market research. Identify, engage, and nurture top talent across functions, ensuring a steady flow of qualified candidates. Map talent markets, competitors, and high-potential segments to support proactive hiring needs. Convert passive candidates into active pipelines through creative sourcing and consistent follow-up. End-to-End Recruiting (40%) Own the full recruiting cycle-from intake and role scoping through offer negotiation and close. Drive momentum throughout the hiring process with exceptional organization, communication, and stakeholder coordination. Independently assess candidates for cultural alignment and role-specific competencies. Ensure hiring managers are prepared, calibrated, and aligned at each stage of the process. Maintain a best-in-class candidate experience with clear, timely communication. Track funnel performance, maintain strong ATS hygiene in Greenhouse, and provide accurate search updates. HR Administration & People Operations (20%) Lead onboarding and offboarding to ensure smooth, compliant, and well-coordinated transitions. Serve as a trusted resource for employee questions and manage benefits/payroll escalations in partnership with our PEO, Genesis. Own performance review cycles-driving timelines, tools, communication, and follow-through. Maintain accurate employee records and HR systems while ensuring compliance with policies and procedures. What Success Looks Like 3 months in: You're running searches with clarity and precision, quickly calibrating with hiring managers and leadership. You consistently identify candidates who align with Wellist's culture and competency expectations, and early hires demonstrate strong potential. Employees and leaders trust your talent judgment. 6 months in: You've built a reliable, high-quality recruiting engine. Candidates clearly understand expectations and Wellist's work environment, leading to strong close rates. You help hiring managers make confident, well-calibrated decisions across roles. 12 months in: You're a trusted talent partner to the CEO, Operating Committee, and hiring managers. You've hired multiple high-impact team members who are thriving, refined evaluation criteria, and strengthened the organization's talent bar through consistent, high-quality assessments and process improvements. You effectively manage people operations to support an outstanding employee experience while reducing corporate and compliance risk. What You Bring 4+ years of experience in recruiting or talent acquisition; experience in high-growth startups or HR administration strongly preferred. A driving, action-oriented approach with strong ownership and urgency. Exceptional written and verbal communication skills. Strong talent judgment and calibration abilities, with proven skill in assessing cultural fit and role requirements. High integrity, sound judgment, and commitment to confidentiality. Ability to excel in a fast-moving environment and maintain quality amid shifting priorities. Why Work Here A meaningful mission - Join a team building the support system we all want for our loved ones. Outstanding benefits - Excellent medical, dental, and life insurance; generous PTO and parental leave. Opportunity to grow - Help shape how a Series A digital health company builds and scales its team. Award-winning culture - Recognized by Fast Company, MassTLC, Rock Health, and more.

Job Purpose: The Michigan Senior Human Resource Manager (HOT) oversees all elements of MESA/HM Human Resources (Environmental Health & Safety, Recruitment & Retention, R&D HR Management, Employee Relations, Training & Development) through the coaching and training of others. The Senior Human Resource Manager ensures compliance with Human Resources policies, procedures and practices, as well as applicable federal, state and local laws. Responsibilities include the following (other duties may be assigned as needed): Consult with and support managers and employees in areas such as performance management, employee relations, and organizational effectiveness. Establish, cultivate and maintain ongoing relationships with leadership in order to understand specific needs. Serve as a resource on federal, state and local employment law and apply knowledge appropriately in day to day work. Report on and analyze trends related to HR metrics, initiatives and practices. Consult with legal counsel to ensure that policies comply with federal and state law. Develop and maintain a human resources system that meets top management information needs. Partner with management and associates to communicate various Human Resources policies, procedures, laws, standards and government regulations. Partners with HR management team to implement strategic goals, functional objectives, and on-going continuous improvement of existing systems and processes. Directly manage internal Training & Development to ensure successful development & execution of company training goals, succession planning, and results tracking. Partner with Sr. HR Manager in Alabama responsible for Compensation & Benefits Manager to ensure successful development & execution of company benefit plans, compensation structure, payroll systems and various reporting. Partner with Sr. HR Manager in Alabama to ensure successful development & execution of strategic hiring plan in conjunction with headcount needs. Directly manage site level HR Manager to ensure HR policies and procedures are followed, provide guidance on employee relations issues and serve as a liaison between the location and corporate. Partners with management team to coach and counsel in specific employee relations issues that may arise and to also proactively work with the organization to ensure retention and overall satisfaction of the teams, including counseling, coaching, driving associate ownership and involvement. Effectively responds to employee relations issues such as employee complaints, harassment allegations, and civil rights complaints. Role of communications advocate for the site. Actively participates in local management and staff communications meetings, proactively addressing local site needs and ensuring the organization vision/goals/activities are communicated at a site level. Manages the organization's culture and systems to ensure that all people are given the opportunity to contribute to the business goals of the company, and that both the company and the individual work together to develop a mutually beneficial relationship. Recommends new approaches, policies, and procedures to effect continual improvements in efficiency of department and services performed. Maintains company organization charts. Partner with Sr. HR Manager in Alabama on Compensation & Benefits to Maintain Human Resource Information System records and compiles reports from database and spreadsheets. Maintains compliance with federal and state regulations concerning employment, and proactively communicates state changes to Management team. Managing and directing all personnel in the Human Resources Department in Michigan along with assigning responsibilities and assessing the effectiveness of the team and individual performance. Partner with Sr. HR Manager in Alabama to review and make recommendations to executive management on proposed changes to company policies, procedures, and other HR practices. Continually review and assess all processes within the HR function and consider new ways of doing things more efficiently, effectively, at the same or lower cost. Develop goals and objectives for the HR department and the company relative to turnover, safety, productivity, and other metrics. Required Skills Knowledge of federal and state employment law Proficient in Word, Excel, and PowerPoint; previous HRIS experience Excellent verbal & written communication, as well as excellent customer service skills Demonstrated success in a fast-paced, dynamic environment Demonstrated critical thinking skills with the ability to analyze and interpret issues and respond effectively to sensitive inquiries or complaints Working knowledge of Health Plans, Risk Management, Worker's Compensation, as well as State and Federal employment guidelines including EEOC, FLSA, ERISA, OSHA, etc. Required Experience Bachelor's Degree in Human Resources, Business or a related field; Master's degree preferred At least 10 years HR experience managing a HR Department; previous experience in a multi-state manufacturing environment preferred HR certification preferred (PHR or SPHR) Remote Work Information -Salaried Salaried Full-Time. Not eligible for Hybrid Remote Work Schedule Compensation and Benefits: Competitive Salary commensurate with experience. Comprehensive health, dental & vision insurance Company-paid life insurance and disability coverage 401(k) retirement plan with company match Paid time off (PTO), holidays, and other leave programs Professional development opportunities Equal Opportunity Employer Statement: HL Mando is an equal opportunity employer and value diversity in our workplace. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, national origin, or disability status. All Applicants must be at least 18 years of age and not currently enrolled in any secondary education institution (e.g. high school or equivalent) to be eligible for employment.

If you're looking for a special place to build or grow your career, you've found it. Whether you're an experienced professional, a recent college graduate or somewhere in between, IDEX is a place where you can apply your existing skills and learn new ones in an environment where you can make an impact. With interesting opportunities in engineering, marketing, sales, supply chain, operations, HR, finance, and more across more than 40 diverse businesses around the globe, chances are, we have something special for you. Overall Purpose The Senior Human Resources Manager is a strategic and hands-on leader responsible for driving HR initiatives that align with business goals, enhance employee engagement, and foster a high-performance culture. This role partners closely with cross-functional teams-including Operations, Engineering, Sales, and other key departments-to deliver impactful HR solutions. This position leans into the business, providing essential support across core HR functions such as Talent and Performance Management, Training and Development, Employee Relations, Compliance, and other foundational areas. The successful candidate will consistently reflect the IDEX Core Values of Team, Trust, and Excellence, and will take ownership of Talent across the organization. Job Responsibilities Serve as a strategic HR business partner to functional leaders, aligning people strategies with business objectives. Champions talent development by supporting initiatives aligned with the Organization Talent Cycle (OTC), including performance management, succession planning, and identifying future talent needs Design and implement training programs that support employee growth and organizational capability. Manage complex employee relations issues, ensuring fair and consistent resolution aligned with company values and legal compliance. Monitor and ensure compliance with federal, state, and local employment laws and regulations. Analyze HR metrics to identify trends and recommend proactive solutions. Support organizational change initiatives and drive continuous improvement in HR processes. Serve as Talent Coach to designated leader fostering a collaborative and growth-oriented environment. May lead or Champion Talent initiatives across the BU Qualifications BS/BA or equivalent in Human Resources, Business Administration, or a related field. 8+ years of progressive HR experience, with a minimum of 4 years in a leadership or HR Business Partner role. Strong understanding of employment law, talent development, and the employee experience life cycle. Proven ability to influence and build relationships across all levels of the organization. Excellent communication, coaching, and problem-solving skills. Experience with HRIS systems and data-driven decision-making. Ability to work independently and remotely with minimal supervision. Willingness and ability to travel up to 30% of the time. Key Competencies: Strategic Thinking - Ability to align HR initiatives with business goals and anticipate future needs. Coaching -Coaches others through guidance, feedback, and support. Change Leadership - Effectively leads and manages organizational change with resilience and adaptability. Judgment & Decision-Making - Demonstrates sound judgment and builds trust and credibility Integrity & Confidentiality - Acts with professionalism, discretion, and ethical Relationship Building - Proven ability to influence and collaborate across all levels of the organization. Resourcefulness - A self-starter with a proactive, can-do attitude who thrives in dynamic environments. Are you ready to join a different kind of company where our people, our culture, and our commitments are centered around providing trusted solutions that improve lives around the world? Total Rewards The compensation range for this position is $110,000.00 - $165,000.00, depending on experience. This position may be eligible for performance based bonus plan. Benefits Package Our comprehensive U.S. benefit offerings include: Health benefits, 401(k) retirement savings program with company match, PTO, and more. More information on our benefits and rewards can be found on our career page: ********************************************************** IDEX is an Equal Opportunity Employer. IDEX gives consideration for employment to qualified applicants without regard to race, color, religion, creed, genetic information, sex, sexual orientation, gender identity or expression, marital status, age, national origin, disability, protected veteran status, or any other consideration or protected category made unlawful by federal, state or local laws. Attention Applicants: If you are an individual with a disability and require a reasonable accommodation to complete any part of the application process, please let us know. Likewise, if you are limited in the ability to access or use this online application process and need an alternative method for applying, we will determine an alternate way for you to apply. Please contact our Talent Acquisition Team at ********************** for assistance with an accommodation. These contact tools may be used only by individuals with a disability for accommodation requests. Do not inquire as to the status of an application.

Job Description We are seeking a strategic and experienced Senior HR Manager to lead our Human Resources department. In this role, you will not only oversee daily HR operations but also act as a strategic business partner to the executive team. You will drive organizational culture, manage complex employee relations, and design talent strategies that align with our long-term business goals. The ideal candidate is a leader who thrives in a fast-paced environment, possesses deep knowledge of US employment law, and has a proven track record of scaling HR infrastructure. Key Responsibilities * Collaborate with executive leadership to define the organizations long-term mission and goals, identifying ways to support this mission through talent management. * Lead, mentor, and develop the HR team (including HR Generalists, Recruiters, and Coordinators). * Design and implement programs regarding change management, succession planning, and workforce optimization. * Analyze and design competitive compensation and benefits programs to attract and retain top talent. * Handle complex / high-risk employee relations issues and investigations; act as the final point of escalation for grievances. * Mitigate legal risk by ensuring strict compliance with federal, state, and local requirements (EEO, FMLA, FLSA, OSHA, etc.); update the employee handbook and policies annually. * Utilize HR metrics to analyze trends (turnover, engagement, time-to-hire) and propose data-driven solutions to management. Skills & Competencies * Ability to look beyond administrative tasks to see the "big picture" impact of HR on business ROI. * Proven ability to guide an organization through periods of growth or restructuring. * Strong communication skills with the ability to influence C-level stakeholders. * Expert-level mediation skills. * Proficiency with modern HRIS, payroll systems, and talent management software (e.g., Workday, BambooHR, ADP). Education and Experience * Bachelors degree in HR or Business required; Masters degree (MBA or MA in HR) is a plus. * Minimum of [5-10] years of progressive HR experience, with at least [3-5] years in a senior leadership role. * Senior-level certification (SHRM-SCP or SPHR) is strongly preferred. * Deep expertise in multi-state US labor laws and regulations is mandatory. Annual Pay * *Salary Range:* $120,000 to $180,000 per year + [Annual Performance Bonus]. Compensation & Benefits We offer a premium benefits package designed to support our leaders: * Comprehensive Medical, Dental, and Vision (low deductible/high coverage options). * Competitive 401(k) match and Employee Stock Purchase Plan (if applicable). * Unlimited or Generous PTO, flexible working hours, and hybrid/remote work options. * Paid parental leave and fertility/adoption assistance. * Substantial budget for executive coaching, conferences, and memberships. How to Apply To apply, please submit your resume outlining your strategic HR accomplishments. Note: This position is open to US residents only.

Freese and Nichols is actively seeking an experienced Cultural Resources Lead - Senior Archaeologist for immediate, full-time employment within our Environmental Practice. This role can be based in our Fort Worth, Dallas or Austin offices. This is a newly created role, offering the unique chance to shape and build out our cultural resources team from the ground up. The successful candidate will play a key role in expanding our service offerings, leading projects, and developing innovative approaches that strengthen our environmental capabilities and client partnerships. The responsibilities of this position include, but are not limited to: * Managing projects or tasks with small- to large-scale field efforts (survey, testing, data recovery, and monitoring) and intensive schedules. * Managing and executing archival research, technical report writing, state and federal archaeological permitting, data collection and compilation, and/or GIS mapping. * Operating as primary author or senior reviewer, as appropriate. * Supervising personnel in the field, office, and laboratory, as needed. * Working knowledge of and experience in the practical implementation of state and federal environmental regulatory framework, including the National Environmental Policy Act, National Historic Preservation Act, among others. * Handling multiple tasks and communicating priorities with multiple team members (field personnel, project managers, etc.). * Operating as primary point of contact for a wide variety of clients including private, local government, state and federal agencies on projects, as needed. * Performing client management duties such as recurring status meetings, milestone check-ins, and day-to-day interfacing. * Contributing to technical approaches and cost estimates for competitive proposals. * Performing project and/or task management duties such as forecasting, tracking, accounting updates, invoicing, progress reports, and scheduling. * Building and maintaining relationships with clients and prospective clients and developing increased business for cultural resources services in Texas and Oklahoma. Qualifications Minimum Requirements: * BA/BS degree in Anthropology, Archaeology, History, or a closely related field. * 10+ years of relevant experience or demonstrated equivalency of experience and/or education in historical and/or precontact archaeology and cultural resources management. * Registered Professional Archaeologist or Registered Archaeologist * 3+ years of experience in a supervisory capacity in the field or in the office. * Must be willing to travel and conduct fieldwork throughout Texas and Oklahoma. * Valid U.S Driver's license is required for this role. Preferred Qualifications: * Master's degree in Anthropology, Archaeology, History, or a closely related field. * 15+ years of experience in historical and/or precontact archaeology and cultural resources management. * Experience with career development of junior and mid-level cultural resources staff and working closely with senior-level archaeologists and architectural historians. * Meets the Secretary of Interior's professional qualification standards in Archaeology. * Relevant field experience in Texas and Oklahoma. * Extensive experience preparing sections of THC documents including EIRs and ISMNDs for cultural resources and tribal cultural resources. * Experience with implementing Sections 106 and 110 of the National Historic Preservation Act. Knowledge of regional and local cultural resources regulations. * Advanced knowledge in one or more specialty scientific areas (e.g., lithic or faunal analysis; osteology; historical archaeology). * Demonstration of excellent technical writing skills, as well as verbal and written communication skills. * Experience leading tribal consultation and familiarity with tribal representatives in Texas and Oklahoma. * Experience supervising large crews and/or multiple crews on a variety of project types and sizes, regions, and agencies. * Experience working with interdisciplinary team of subject matter experts and planners. * Proven ability to lead proposals and win work. About Freese and Nichols At the heart of our culture is our LEADS values (Learn continuously, Engage as family, Act with integrity, Deliver quality, and Serve always). Each year, our employee engagement survey confirms that our leaders and our employees live our values. We strive to be the firm of choice for clients and employees through innovative approaches, practical results, and outstanding service. For more than 130 years, we have been planning and designing the infrastructure our communities need: developing water supplies, designing roadways and bridges, preparing for natural disasters, and much more. Besides our comprehensive benefits package (see more at ***************************************************** we offer paid overtime for salaried employees, an annual bonus, and access to company cabins in Red River, New Mexico. We are proud of our flexible work environment which includes a hybrid schedule with up to 40% of remote work, and an alternative work schedule program which provides a day off every other Friday. Join our team of 1,300+ employees as we grow from Virginia to Colorado. Learn more about working here at ******************************** Freese and Nichols is firmly committed to Equal Employment Opportunity (EEO) and prohibits employment discrimination for employees and applicants based upon race, color, religion, sex, sexual orientation, gender identity, national origin, age, pregnancy, genetic information, disability, status as a protected veteran, or any other protected category under applicable federal, state, and local laws. #LI-Hybrid

SummaryAs a Resource Manager of the On-site Repairs (OSR) organization you will lead a group of skilled technicians that work across the region providing critical services to GE Vernova customers. You will be responsible for resource fulfilment of all On-Site Repair demands and the direct management your assigned technicians and/or utilized 3rd party resources. The OSR- Lead Resource Manager will be a visible champion of Safety, and foster workforce engagement and open communication.Job Description Core Responsibilities Provides daily leadership and support to OSR's workforce and/or contracted 3rd party resources with respect to Safety, Quality, Delivery, and Cost. Works with other OSR resource managers and OFS stakeholders to ensure skilled resource allocation and optimized on-site crew/team. Coordination and scheduling of resources across multiple job locations and multiple vendors, as needed to meet customer demand. Ensures compliance to all EHS Framework, Code-of-Conduct, Travel and Living, and all other applicable GE Vernova policies. Champions an open reporting culture with assigned workforce. Responsible person to ensure all customer site entry requirements are identified, communicated, and fulfilled. Coaches and develops employees to support individual performance and development. Including individualized training plans, post project skills review. Support OFS initiatives to achieve goals in asset utilization and continuous improvement. Qualifications / Requirements Bachelor's degree in technical discipline or High School diploma/GED with >5 years' experience working with Steam Turbines or Generators in a field service or shop repairs environment. Prior experience directly managing / supervising skilled craft resources, i.e., machinist, welders, electricians. Inclusive leadership & communication skills Working knowledge of PC operation and basic suite proficiencies with word processing, spreadsheet, PPT software Must be able to work odd hours and/or weekends as needed. Must be willing and able to travel up to 15% domestically Desired Competencies Experience in electric power generation or other industrial maintenance/service industries Experience using resource management tools and such as salesforce/service max Experience using such enterprise resource planning systems such as SAP Experience managing a dispersed workforce Knowledge of Steam Turbine/Generator equipment repairs. High Voltage electrical knowledge Experience with immigration visas/work permitting About Us For U.S. based candidates only, for purposes of complying with U.S. pay transparency requirements, the base pay range for this position is $91,400-$152,200 USD Annually. The specific pay offered may be influenced by a variety of factors, including the candidate's experience, education, and skill set. This position is also eligible for an Annual Incentive (AIP) bonus of 10%. *The Company pays a geographic differential of 110%, 120% or 130% of salary in certain areas. This position will stay open on the career website until at least December 18, 2025. Benefits Available to You: GE employees rise to the challenge of building a world that works. In order to meet this mission, we provide varied, competitive benefits to help support our workforce: ******************************************************* Our compensation & benefits are designed to help you manage your personal and family needs, while rewarding high performers. We offer a robust benefits package depending on your employment status and your national requirements. A healthy, balanced lifestyle can mean different things to different people. We've created programs that support the way you live and work today. GE invests to provide opportunities to grow your career by providing a path for continued on-the-job learning and development. Healthcare benefits include medical, dental, vision, and prescription drug coverage; access to a Health Coach, a 24/7 nurse-based resource; and access to the Employee Assistance Program, providing 24/7 confidential assessment, counseling, and referral services. Retirement benefits include the GE Retirement Savings Plan, a tax-advantaged 401(k) savings opportunity with company matching contributions and company retirement contributions, as well as access to Fidelity resources and planning consultants. Other benefits include tuition assistance, adoption assistance, paid parental leave, disability insurance, life insurance, and paid time-off for vacation or illness. General Electric Company, Ropcor, Inc., their successors, and in some cases their affiliates, each sponsor certain employee benefit plans or programs (i.e., is a “Sponsor”). Each Sponsor reserves the right to terminate, amend, suspend, replace, or modify its benefit plans and programs at any time and for any reason, in its sole discretion. No individual has a vested right to any benefit under a Sponsor's welfare benefit plan or program. This document does not create a contract of employment with any individual. Additional Information GE Vernova offers a great work environment, professional development, challenging careers, and competitive compensation. GE Vernova is an Equal Opportunity Employer. Employment decisions are made without regard to race, color, religion, national or ethnic origin, sex, sexual orientation, gender identity or expression, age, disability, protected veteran status or other characteristics protected by law. GE Vernova will only employ those who are legally authorized to work in the United States for this opening. Any offer of employment is conditioned upon the successful completion of a drug screen (as applicable). Relocation Assistance Provided: No #LI-Remote - This is a remote position Application Deadline: January 03, 2026For candidates applying to a U.S. based position, the pay range for this position is between $91,400.00 and $152,200.00. The Company pays a geographic differential of 110%, 120% or 130% of salary in certain areas. The specific pay offered may be influenced by a variety of factors, including the candidate's experience, education, and skill set.Bonus eligibility: ineligible.This posting is expected to remain open for at least seven days after it was posted on December 09, 2025.Available benefits include medical, dental, vision, and prescription drug coverage; access to Health Coach from GE Vernova, a 24/7 nurse-based resource; and access to the Employee Assistance Program, providing 24/7 confidential assessment, counseling and referral services. Retirement benefits include the GE Vernova Retirement Savings Plan, a tax-advantaged 401(k) savings opportunity with company matching contributions and company retirement contributions, as well as access to Fidelity resources and financial planning consultants. Other benefits include tuition assistance, adoption assistance, paid parental leave, disability benefits, life insurance, 12 paid holidays, and permissive time off.GE Vernova Inc. or its affiliates (collectively or individually, “GE Vernova”) sponsor certain employee benefit plans or programs GE Vernova reserves the right to terminate, amend, suspend, replace, or modify its benefit plans and programs at any time and for any reason, in its sole discretion. No individual has a vested right to any benefit under a GE Vernova welfare benefit plan or program. This document does not create a contract of employment with any individual.

The Role The Manager of Resource Management is responsible for providing accurate staffing resources for our internal teams at Wpromote. You will collaborate with our sales, talent, finance, and key organizational stakeholders to meet staffing and client demands. The Manager understands the employee skill sets and experience necessary to execute effectively across clients, industries, and channels. This is an individual contributor role within a growing department at Wpromote, where you have the opportunity to recommend and implement new strategies, innovate, and develop solutions in collaboration with our Operations team! At Wpromote, we believe that great work is only possible with great people. Our goal is to build a better, more inclusive work environment and support our people at every stage of their careers by prioritizing a strong work-life balance through our policies and benefits listed below. As a Best Place to Work according to both Ad Age and Glassdoor and Adweek's Fastest Growing Digital Agency, we are moving fast to expand our teams and bring new experts into the fold to keep pushing the boundaries of what's possible in marketing. We offer:-Remote-first culture-Unlimited PTO-Extended Holiday break (Winter)-Flexible schedules-100% paid parental leave-401(k) matching-Medical, Dental, Vision, Life, Pet Insurance-Sponsored life insurance-Short Term Disability insurance and additional voluntary insurance-Annual Class Pass credits and more! The anticipated annual salary for this role will range from $77,000- 90,000, based on consideration of a wide array of factors unique to each candidate, including but not limited to skill set, years and depth of experience, education and certifications, competitive benchmarks, scope of responsibility, market dynamics, geographic location, and respective state's salary threshold for exempt employees. At Wpromote, pay ranges are subject to change and are based on specific market medians for similar jobs according to third-party salary benchmark surveys. Individual pay within that range can vary due to skills, experience, and available budget. The total compensation package for this role will include benefits (listed above). *While this position may be performed remotely in most states within the US, with some exclusions, we will be giving preference to those located in PST **We have office hubs in Los Angeles, Chicago, and New York, where you can join in on learning and development opportunities, fun events, take advantage of a space to work, and collaborate in person!***This position is not eligible for immigration sponsorship Important Notice: Beware of Job Scams Wpromote recruiting communications will only be sent through our official channels via wpromote.com email addresses. If you see a posting elsewhere that is not reflected on Wpromote.com/careers, it may be a fraudulent posting. We do not require payment or fees during the hiring process nor do we request sensitive information, such as Social Security numbers or payment details. Please safeguard yourself against possible scams and contact us if you encounter any suspicious activity. #LI-JJ#LI-RemoteYou Will Be Managing staffing logistics for clients, ensuring staffing requests are fulfilled in an efficient and cost-effective manner Ensuring staffing plans, roles, and rates stay current based on ever-changing client and internal resourcing needs Initiating external hiring solutions when internal staffing solutions are not possible and will be gathering approvals from Finance and People Operations/Talent Acquisition, which include salary ranges, margin and revenue details, and job descriptions Assisting in staffing recommendations and participating in forecast discussions with cross-functional teams Maintaining accurate utilization analysis and reporting Serving as a liaison between 3rd party talent & resource vendors Managing assignments and extensions of resources based on capacity / demand Reviewing bandwidth and managing resource sharing across Wpromote on an ongoing basis, proactively working to ensure maximum utilization Tracking and analyzing supply and demand data, identifying trends or issues, and providing clear and timely recommendations to leadership to resolve those issues Building and maintaining internal relationships by understanding Wpromote's overarching business initiatives and the potential impact on bandwidth Partnering with multiple departments (People Operations, Finance, Talent Acquisition, Channel teams, and Client Services) to identify areas for improvement within resource management and develop action plans for process improvement Developing our proprietary resource management systems in partnership with our Product and Engineering teams You Must Have 2-4 years of experience with sourcing/deploying internal resourcing within a Media Advertising Agency Passion for managing large data sets across several concurrent projects Focus on attention to detail and consistency of outputs for all analysis Strong G Suite and advanced Microsoft Excel skills with proficiency in Pivot Tables, Vlookups, etc A proven track record of establishing strong relationships with internal teams The ability to provide accurate and detailed reporting to the leadership team to maintain the balance of supply and demand The ability to improve both internal operations and bring an eye for general improvements across the business, while taking on challenges outside of your direct role Excellent oral, written, and interpersonal skills, with the ability to identify and problem-solve situations in an efficient manner Proven track record of working collaboratively within operations and cross-functional teams Strong time management and project management skills Wpromote is committed to bringing together individuals from different backgrounds and perspectives, providing employees with a safe and welcoming environment free of discrimination and harassment. We strive to create a diverse & inclusive environment where everyone can thrive, feel a sense of belonging, and do impactful work together. As an equal opportunity employer, we prohibit any unlawful discrimination against a job applicant on the basis of their race, color, religion, gender, gender identity, gender expression, sexual orientation, national origin, family or parental status, disability*, age, veteran status, or any other status protected by the laws or regulations in the locations where we operate. We respect the laws enforced by the EEOC and are dedicated to going above and beyond in fostering diversity across our workplace. Applicants with disabilities may be entitled to reasonable accommodation under the terms of the Americans with Disabilities Act and certain state or local laws. A reasonable accommodation is a change in the way things are normally done which will ensure an equal employment opportunity without imposing undue hardship on Wpromote. This employer participates in E-Verify and will provide the federal government with your Form I-9 information to confirm that you are authorized to work in the U.S. If E-Verify cannot confirm that you are authorized to work, this employer is required to give you written instructions and an opportunity to contact Department of Homeland Security (DHS) or Social Security Administration (SSA) so you can begin to resolve the issue before the employer can take any action against you, including terminating your employment. Employers can only use E-Verify once you have accepted a job offer and completed the Form I-9. For more information on E Verify, or if you believe that your employer has violated its E-Verify responsibilities, please contact DHS.

RESPONSIBILITIES Perform quality checks regarding Job Family Assignment Perform quality checks regarding benchmarks and make grade assignments and slotting recommendations Develop grade structure recommendations Prepare, schedule, and participate in HRBP and stakeholder department meetings to discuss recommended new grade structure and slotting recommendations Summarize final grade structure recommendations into one control document for all agency review and comment Finalize grades and slotting recommendations Research compensation-related requests and manage survey participation Assist with the following: Modeling various scenarios and presentations in preparation for Senior Leadership meetings; and Drafting salary administration guidelines and procedures DELIVERABLES & DUE DATES 1. Finalize assigned job family from assignment, slotting, grade recommendation and costing 2. Meet with stakeholders to obtain buy-in and approval of finalized job family grade assignments and recommendations QUALIFICATIONS EXPERIENCE & EDUCATION Bachelors degree in human resources, business, a social science, or analytics, or related field. An equivalent combination of education and experience may be considered in place of a degree Minimum of five years of broad-based compensation or Human Resources experience, including at least two or more of the following: experience in administering compensation programs, including conducting salary surveys, job evaluation/classification, determining FLSA status, compensation analysis, developing s, or designing organizational structures Familiarity with Project management concepts and principles Strong Excel skills to include experience working with pivot tables, v-lookups, and conditional formatting Strong attention to detail Prior experience drafting presentations and working with PowerPoint Preferred: Masters degree in a related field CCP, HRCI (SPHR/PHR) or SHRM (SHRM-CP/SHRM-SCP) certification Experience with managing up to a team of 4-5 Experience working with all levels of management Strong familiarity with job description development, job evaluation, and market pricing, Experience with modeling, macros, and analytics in Excel would be helpful Flexible work from home options available.

As the Senior Manager, Technical Recruiting, you will play a crucial role in driving Marqeta's success by leading a team of recruiters focused on acquiring exceptional talent for our Product and Engineering roles. We are a dynamic and inclusive team that is constantly evolving to support Marqeta's growth with a diverse workforce. If you are a strategic leader, adaptive, and passionate about shaping recruitment initiatives and developing a high-performing team, we invite you to be a part of our journey. We work Flexible First. This role can be performed remotely anywhere within the United States. We'd love for you to join us! The Impact You'll Have Lead and manage a team of recruiters, focusing on hiring for positions up to the Senior Director level Occasionally manage searches yourself, typically for Director+ roles. Partner with & advise C-level leaders in Product and Engineering on hiring strategies Influence decision-making, processes, and outcomes using data and metrics. Develop and implement strategic hiring plans for the team or business group. Drive team-wide projects/programs and contribute to refining and improving recruitment processes, tools, resources, and strategies. Coach and develop team members, fostering a collaborative and inclusive environment that ensures each team member feels that they belong Build strong partnerships with senior leadership and other cross-functional partners. Oversee the creation of hiring strategies for roles and profiles, ensuring fair and consistent structured interviews. Lead complex offer negotiations, providing guidance on compensation and benefits. Develop and maintain talent pipelines, utilizing multiple channels for sourcing, conducting market research, and leading collaborative sourcing efforts. Ensure a healthy, representative pipeline across all roles. Who You Are 10+ years of experience in full life-cycle recruiting, with a minimum of 3 years in a people-management role, preferably in-house at product-led tech companies. Proven experience in executing high levels of productivity and developing high-performing recruiting teams. Highly emotionally intelligent, with the demonstrated ability to lead and inspire a team that has a collaborative, empathetic, and high-performance culture Excellent communication, adaptability, resilience, and problem-solving skills. Demonstrated experience driving sourcing and recruitment strategies as well as process and tool optimization. Familiarity with a variety of ATS and other recruiting tools; experience with Greenhouse and Ashby is a plus Nice-To-Haves Experience in the FinTech or Payments space Experience in leading remote teams Your Manager Dan Seifert - Senior Director, Talent Acquisition & Experience Typical Process Application submission Recruiter phone call Hiring manager video call Virtual “Onsite” consisting of 4-5, 45 min calls Offer! Compensation and Benefits Marqeta is a Flex First company which allows you to choose your best working environment, whether that be from home or at a company office. To support Flex First, we calibrate pay to a competitive value according to working location. Compensation is aligned according to three tiers within the United States: National: A baseline tier that applies to most of the geographic territory of the United States. Premium: Slightly elevated from the National tier, and oriented toward a narrower set of higher cost-of-living areas, such as Los Angeles CA and Seattle WA Premium Plus: A tier for the most expensive working areas, like the San Francisco Bay area and New York City. Visit this page or consult with a Recruiter to determine which tier would be applicable to you. When determining salaries, we consider several factors including, but not limited to, skills, prior experience, and work location. The new-hire base salary range for this position is: National: $153,000 - $191,300 Premium: $162,700 - $203,400 Premium Plus: $176,900 - $221,100 We also believe in recognizing the contributions of our people. That's why we award annual bonuses to eligible employees, rewarding both individual performance and the success of the entire company. Along with monetary compensation, Marqeta offers Multiple health insurance options Flexible time off - take what you need Retirement savings program with company contribution and after tax contributions Equity in a publicly-traded company and an Employee Stock Purchase Program Family-forming benefits, fertility support, and up to 20 weeks of Parental Leave Free therapy sessions, financial and professional coaching, and legal advice Monthly stipend to support our remote work model Annual “development dollars” to support our people growth and development

TAPFIN Resource Manager - 0033816United StatesWorker Location: RemoteDescription The purpose of the Resource Manager is to partner with client delivery teams, determining the best ways to align resources and services, deliver services in an effective and efficient way. The Resource Manager directly manages Resource Leads and Resource Professionals ensuring needs are met for each client, as the ultimate owner of service delivery for their assigned site(s). • Responsible for leadership of the Resource team including hiring, development, career development conversations and performance management. Partners with appropriate internal departments to address and resolve issues. • Conduct quarterly resource reviews• Create and manage support plan for each client/resource professional including bandwidth/scorecard/delivery in collaboration with PMO• Manage team SG&A expenses• Clearly understands client expectations, terms and conditions and ensures service delivery is aligned with client guidelines and is responsible for issue resolution, escalating when appropriate. • Ensure Resource teams have what they need in order to provide an exceptional experience through quality of work and positive communication• Deliver on client SLA (Service Level Agreements) consistently. • Build and maintain relationships with client stakeholders to ensure efficiency of processes. • Proactively identify and solution potential future challenges. • Work with Delivery Directors and Program Managers to gain understanding of SLA and ensure teams are set up to effectively deliver TAPFIN services• Work with other Resource Managers to share and learn best practices• Responsible for creating strong consultative client relationship at assigned site(s) that results in long-term client satisfaction and high retention rates. • This role may be remote, on-site, or in an office setting, depending on need About TAPFINTAPFIN is a leading managed service provider (MSP) dedicated to the innovation and delivery of integrated workforce management solutions worldwide. TAPFIN's customized, scalable MSP solutions for contingent and project-based spend are instrumental in driving process, performance and productivity improvements across the client organization, while providing visibility, predictability, risk mitigation and overall cost reduction. Part of ManpowerGroup Solutions, the outsourced services offering from ManpowerGroup, TAPFIN offers a complete suite of workforce management solutions that fully leverages a blend of global expertise and local knowledge. For more information, visit www. tapfin. com. ManpowerGroup is an EOE/AA/Vets/Disabled EmployerQualifications Required• Minimum 1-3 years experience managing in staffing or customer service• High school diploma or equivalent Nice to HaveBachelor's DegreeMSP Experience3 + Years of Worker Tracking Experience (Highly Preferred) Organization: TAPFINCareer Function: Business SupportCareer Family: Operational SupportCareer Level: 6Minimum Salary: 75,000. 00 - Maximum Salary: 125,000. 00Incentive (if applicable): 10%Hiring Manager: Shelly CrawfordTravel: No

Belong. Believe. Be You. Belden. Propel your career surrounded by a diverse team of innovative, goal-oriented individuals who are pursuing the next generation of connectivity solutions. At Belden, you'll participate in work that will challenge you and position you to excel. You'll collaborate with colleagues from around the world, gaining exposure to a broad base of expertise and perspectives. Together, we'll continue on a journey of innovation, creating a connected world and paving the way for automation. Join us and let's build the future. Job Summary Belden Inc. is seeking a Sr. HR Manager, US Operations for our Broadband business, who will be responsible for executing HR strategy. This is an onsite role based in Syracuse, NY and will support all Belden Broadband manufacturing facilities in the US. Other locations include Rochester, NY, Putnam, CT, Shawnee, KS, and Anniston, AL. The Sr. HR Manager will support operations leaders teams and various groups across all facilities. In this role, you will partner closely with plant leadership and key stakeholders across the different locations, to develop and implement HR strategies, provide guidance in areas such as talent management and development, leadership coaching, performance management, and employee engagement. The Sr. HR Manager will act as both a strategic and tactical business partner to the operations leadership team. What you will do * Provide leadership and directly manage other HR team members, provide active development to the team. * Drive talent acquisition activities to include building a talent pipeline, sourcing and interviewing candidates, onboarding new hires. * Provide HR policy guidance and interpretation to management and employees. Address and manage escalated employee relations issues and lead investigations as needed. * Partner with plant leadership to improve work relationships, build morale, support employee development, and increase retention. * Provide performance management support to operations leaders, including coaching managers on effective feedback and development conversations. * Maintain an in-depth knowledge of state and federal legal requirements related to day-to-day management of employees, ensuring regulatory compliance. What you will bring * Bachelor's degree in Human Resources * Five (5) years of relevant human resources experience with two (2) in a leadership role * Working knowledge of multiple human resource disciplines, including organizational development, performance management, talent acquisition strategies. * Strong interpersonal and communication skills, with the ability to work effectively with a wide range of employee groups in a diverse community, fostering an inclusive culture. Applicants can expect a base compensation range of $101,400- $135,000 annually, plus benefits and additional incentives based on the level of the role. This is the reasonable estimate that Belden believes it might pay for this job based on applicable circumstances at the time of posting. Belden may ultimately pay more or less than the posted range as permitted by law, and commensurate with the applicant's experience, qualifications, and geographical location. Belden also offers hybrid and remote work practices where feasible and provides employees with benefits that could include health/dental/vision, long term/short term disability, life insurance, HSA/FSA, matching retirement plans, paid vacation, parental leave, employee stock purchase plan, paid leave for volunteer work in your community, training opportunities, professional talent management and succession planning, corporate health well-being initiatives and a work culture which includes commitment to diversity, equity, inclusion and sustainability! Let's Write the Next 100 Years Together. Join a global community striving to improve connectivity and security. The work we're doing puts our people on the front lines of impacting lives and shaping the future. Propel your story of innovation by helping Belden write the next chapter in ours. Shape your future at Belden. * ---- These statements are intended to describe the general nature and level of work involved for this job. It is not an exhaustive list of all responsibilities, duties and skills required of this job.

Who we are Samsara (NYSE: IOT) is the pioneer of the Connected Operations™ Cloud, which is a platform that enables organizations that depend on physical operations to harness Internet of Things (IoT) data to develop actionable insights and improve their operations. At Samsara, we are helping improve the safety, efficiency and sustainability of the physical operations that power our global economy. Representing more than 40% of global GDP, these industries are the infrastructure of our planet, including agriculture, construction, field services, transportation, and manufacturing - and we are excited to help digitally transform their operations at scale. Working at Samsara means you'll help define the future of physical operations and be on a team that's shaping an exciting array of product solutions, including Video-Based Safety, Vehicle Telematics, Apps and Driver Workflows, and Equipment Monitoring. As part of a recently public company, you'll have the autonomy and support to make an impact as we build for the long term. About the role At Samsara, we hire people who are passionate about building for the long term-and we're looking for a Senior Technical Recruiting Manager to do just that by leading and developing a team of recruiters dedicated to scaling Samsara's R&D teams (hardware engineering, software engineering, operations). These groups shape the core of how our customers experience Samsara, and this role will be instrumental in building them with intention, rigor, and exceptionally high standards. You'll foster a culture of sourcing, strengthen recruiter judgment, and act as a trusted consultant to senior leaders. You'll champion quality over speed, drive adoption of new recruiting tools and AI solutions from our programs team, and ensure every hire raises the bar. If you're energized by developing recruiting talent, building long-term pipelines, and influencing Samsara's next chapter of growth, we'd love to connect. This role is open to candidates residing in the US except the San Francisco Bay Metro Area, NYC Metro Area, and Washington, D.C. Metro Area. In this role, you will: Build a culture of sourcing: Ensure your team proactively identifies and engages top technical talent, even ahead of demand, and develops deep pipelines for critical and niche roles. Raise the quality bar: Drive disciplined recruiter judgment and calibrated assessments, ensuring every hire strengthens Samsara's long-term talent foundation. Lead, coach, and develop: Invest in the growth of your team, sharpening their skills in sourcing strategy, stakeholder consultation, and candidate evaluation. Consult with senior leaders: Act as a trusted advisor to VP+ stakeholders, influencing decisions with data, insights, and market expertise - and bringing away key insights to continually improve how your team partners with the business. Champion tools & AI adoption: Partner with the recruiting programs team to implement new tools-including AI-driven solutions-and ensure your team adopts them effectively to drive efficiency without compromising quality. Improve process through data: Monitor recruiter performance, pipeline health, and conversion metrics to identify improvement opportunities and remove bottlenecks. Model Samsara's values: Embed inclusivity, long-term vision, and teamwork into all aspects of hiring and leadership. Minimum requirements for the role: 10+ years of experience in full-cycle technical recruiting. 4+ years leading and developing recruiting teams. Demonstrated success hiring for high-bar technical roles in complex, scaling environments. Strong performance management skills with a track record of building high-performing teams. Proven ability to shape sourcing strategies and instill a proactive talent acquisition culture. Exceptional consultation and influencing skills with senior executives. Comfort with adopting new recruiting tools - especially AI - and driving change management across teams. Samsara's Compensation Philosophy: Samsara's compensation program is designed to deliver Total Direct Compensation (based on role, level, and geography) that is at or above market. We do this through our base salary + bonus/variable + restricted stock unit awards (RSUs) for eligible roles. For eligible roles, a new hire RSU award may be awarded at the time of hire, and additional RSU refresh grants may be awarded annually. We pay for performance, and top performers in eligible roles may receive above-market equity refresh awards which allow employees to achieve higher market. The range of annual base salary for full-time employees for this position is below. Please note that base pay offered may vary depending on factors including your city of residence, job-related knowledge, skills, and experience.$123,200-$198,000 USD At Samsara, we welcome everyone regardless of their background. All qualified applicants will receive consideration for employment without regard to race, color, religion, national origin, sex, gender, gender identity, sexual orientation, protected veteran status, disability, age, and other characteristics protected by law. We depend on the unique approaches of our team members to help us solve complex problems and want to ensure that Samsara is a place where people from all backgrounds can make an impact. Benefits Full time employees receive a competitive total compensation package along with employee-led remote and flexible working, health benefits, and much, much more. Take a look at our Benefits site to learn more. Accommodations Samsara is an inclusive work environment, and we are committed to ensuring equal opportunity in employment for qualified persons with disabilities. Please email ********************************** or click here if you require any reasonable accommodations throughout the recruiting process. Flexible Working At Samsara, we embrace a flexible working model that caters to the diverse needs of our teams. Our offices are open for those who prefer to work in-person and we also support remote work where it aligns with our operational requirements. For certain positions, being close to one of our offices or within a specific geographic area is important to facilitate collaboration, access to resources, or alignment with our service regions. In these cases, the job description will clearly indicate any working location requirements. Our goal is to ensure that all members of our team can contribute effectively, whether they are working on-site, in a hybrid model, or fully remotely. All offers of employment are contingent upon an individual's ability to secure and maintain the legal right to work at the company and in the specified work location, if applicable. Fraudulent Employment Offers Samsara is aware of scams involving fake job interviews and offers. Please know we do not charge fees to applicants at any stage of the hiring process. Official communication about your application will only come from emails ending in ‘@samsara.com' or ‘@us-greenhouse-mail.io'. For more information regarding fraudulent employment offers, please visit our blog post here.

At City Parks Foundation (CPF), we are dedicated to invigorating and transforming New York City parks into dynamic, vibrant centers of urban life through arts, environmental education, sports, and community building programs for all New Yorkers. Our ethos is simple: we believe thriving parks mean thriving communities. We produce SummerStage, the iconic free, outdoor performing arts festival in NYC, presenting world-class artists from across the globe and our own neighborhoods on our mainstage in Central Park and in local parks in all five boroughs, and our Swedish Cottage Marionette Theatre and roving PuppetMobile present marionette puppet theater throughout New York City. Partnerships for Parks, a public-private program of City Parks Foundation and NYC Parks, supports and champions a growing network of community leaders who care and advocate for the transformation of our neighborhood parks. We connect youngsters to nature in the urban environment through progressive, experiential teaching. Using parks as classrooms, we provide learning experiences and hands-on activities in urban forests, coastal areas, and gardens. Free golf, tennis, track & field, soccer, and fitness programs bring high-quality instruction and equipment into areas where few organized athletic opportunities exist. We offer leveled training, year-round scholarship coaching, and special pro events. POSITION SUMMARY Partnerships for Parks (PfP) is seeking a Full Time, Grants and Resources Manager. The Manager is responsible for administering PfP's small grants and supporting the fiscal sponsorship program, both of which build the financial and programmatic capacity of local groups to support their neighborhood parks. The position will also provide consultations and resources for financial management best practices and support other fundraising initiatives. PfP's Grants team is undergoing a redesign to better support our partners and make the grantmaking process more seamless. The Grants Manager will play an integral role in shaping this work. The Grants and Resources Manager will report to the Technical Assistance Director. This position will be flexible as a hybrid between office (2-3 days/ week) and work from home.

About The Company goop is a lifestyle platform dedicated to exploration, curation, and groundbreaking conversation. From its award-winning beauty and fashion lines to its expansive editorial lens, goop invites women to embrace the process of becoming, and to discover deep joy in the pursuit of pleasure, beauty, and growth in all phases of life. Gwyneth Paltrow began goop in the fall of 2008 as a weekly newsletter. It has expanded into a beauty, fashion, and food business that's also known for its products, curation, podcast, TV shows, live events, and retail stores. About You You are a relationship-driven talent leader with a strategic mindset and a deep appreciation for a best-in-class talent acquisition process. You thrive in dynamic, creative environments and are energized by cross-functional collaboration, optimizing processes, and influencing senior leaders. You balance data-driven decision-making with intuition and empathy, and you're known for creating inclusive, high-touch experiences that reflect the culture and values of the brand you represent. You take pride in being both a trusted partner to the business and a mentor to your team. About The Role As the Senior Manager, Talent Acquisition, you will oversee and evolve the strategy, development, and execution of talent acquisition across goop. Reporting to the VP, People Operations, this role is responsible for maintaining a best-in-class recruiting function that attracts top talent across all levels and disciplines. You'll partner closely with leaders to understand hiring needs, articulate talent needs, and shape goop's people strategy. You'll be a part of a small but effective team, supporting all aspects of talent acquisition. This is a highly strategic and hands-on role that combines leadership, relationship building, and operational excellence. Owns goop's company-wide talent acquisition strategy, in partnership with the VP, People Operations, ensuring alignment with business goals and evolving organizational needs. Oversee recruiting operations, ensuring a seamless, efficient, and brand-aligned candidate experience. Partner with hiring leaders across all functions to define hiring profiles, craft compelling job descriptions, analyze market trends, and benchmark compensation to the right talent for the role and the company. Own and drive a best-in-class candidate experience that reflects goop's brand mission, values, and culture from first touch through onboarding. Collaborate cross-functionally to shape and execute goop's employer branding and LinkedIn strategy. Monitor and report on key talent metrics and KPIs to evaluate performance, pipeline health, and hiring efficiency; leverage data to drive continuous improvement. Build trusted relationships and influence leaders at all levels, including executives, to align talent strategies with business priorities. Maintain deep understanding of goop's business, brand, and culture to anticipate hiring needs and design agile, effective solutions. Lead and mentor the Specialist, People Operations, providing coaching, development, and guidance to ensure high performance and continued growth. Qualifications & Experience 6-8+ years of progressive experience in talent acquisition, with at least 1-2 years in a leadership role Proven success managing full-cycle recruiting across diverse roles and departments. Experience in relevant consumer product industries including beauty, fashion and/or wellness Strong business acumen and ability to align talent strategies with company objectives Demonstrated success in influencing senior leaders and driving change in dynamic, creative environments Experience contributing to employer branding and candidate engagement strategies. Proficiency in ATS systems (Greenhouse preferred), and LinkedIn Recruiter Excellent communication, relationship management, and presentation skills A passion for goop's brand, mission, and aesthetic FAQ Compensation: $125,000 - $140,000 + Equity. This is a full-time, exempt role. Please note that this range represents the low and high end of the anticipated base salary range for the Los Angeles, CA based position. Goop, in good faith, reasonably expects to pay the position within this salary range. Goop provides the salary range in compliance with all applicable federal, state and local laws. The actual base salary will depend on numerous factors such as: experience, training, knowledge and skills, and if the location of the job changes. Benefits: Generous health benefits package, fertility benefits and paid parental leave. Perks: “goopcation” paid company summer break, generous goop discounts, special offers with brand partners, access to custom lifestyle resources and events, and a beautiful workspace in Santa Monica Work Philosophy: At goop we believe that creativity, innovation and camaraderie are essential to our business, our culture and our employee's growth and development. With our Hybrid Work Policy, we are committed to promoting collaboration, productivity and employee well-being by maximizing the benefits of both in-person and remote work. We are in office Tuesdays and Thursdays, as well as Mondays for those within a 15-mile radius of our Santa Monica office. goop is an Equal Opportunity Employer. goop does not discriminate on the basis of race, religion, color, sex, gender identity, sexual orientation, age, non-disqualifying physical or mental disability, national origin, veteran status or any other basis covered by appropriate law. All employment is decided on the basis of qualifications, merit, and business need. All information provided by the applicant is collected, stored and processed in accordance with the terms of our CCPA Notice for Job Candidates. J ob Disclosures: No applicant disclosures related to physical requirements or ADA-related considerations are relevant for this role.

Player 15 Group Phoenix, AZ Player 15 Group - the sports & entertainment company behind the Phoenix Suns (NBA), Phoenix Mercury (WNBA), Valley Suns (G League), and Mortgage Matchup Center- is redefining the industry standard. Headquartered in downtown Phoenix and engaging fans across the world, Player 15 Group is driven by possibility, innovation, and the desire to create memorable moments for our fans and community. Our culture is anchored in purpose-driven leadership and fueled by individuals who bring passion, creativity, and vision to everything they do. We challenge convention, amplify voices, and create experiences that resonate well beyond the final buzzer. This is where talent meets purpose and bold ideas become reality. The Senior Manager, Talent Acquisition is a thoughtful leader and hands-on builder responsible for owning and driving the full lifecycle of our talent strategy-from assessing organizational objectives to designing and implementing scalable, high-impact hiring solutions. This role is key to aligning our principles with our talent efforts while building the broader team member lifecycle practices for the business, ensuring we attract, engage, and hire top talent that fuels our growth and embodies our values. As a trusted advisor to business and People & Culture leaders, the Senior Manager will lead the development of a forward-looking talent roadmap, identify hiring needs through workforce planning, and deliver operational excellence through process design, recruiting enablement, and data-informed decision-making. This role will champion our talent brand, build strong pipelines, and create repeatable systems that deliver exceptional candidate and hiring manager experiences. With a deep understanding of both strategy and execution, this leader will play a pivotal role in scaling our Talent Acquisition function and shaping the future of our workforce. What You'll Do: Talent Strategy & Execution Develop and own a comprehensive talent acquisition strategy that aligns with long-term business goals and organizational structure. Partner with People & Culture leadership and senior business stakeholders to anticipate hiring needs, workforce trends, and capability gaps. Create scalable, data-driven recruiting processes that elevate both candidate and hiring manager experiences. Own and manage senior level requisitions, primarily for roles that require specialized attention or confidential search. Coaching & Capability Building Serve as a coach and educator to recruiters, hiring managers, and leaders, building interviewing skills, raising hiring practice standards, and reinforcing inclusive hiring behaviors. Guide and mentor an eager team of recruiters, providing regular feedback, performance development, and growth opportunities. Drive a culture of continuous learning and excellence in recruiting across the organization. Partner and influence the first 90 days of employment/ onboarding experience to ensure it matches our commitment to Connect. Grow. Celebrate. our team members. Scalable Process Design Lead the design and implementation of end-to-end recruiting processes, tools, and systems that support a high-growth, multi-location business. Ensure operational rigor through data tracking, process optimization, and compliance with hiring standards. Standardize best practices that enable quality hiring at scale while maintaining a personal and inclusive candidate experience. Collaboration & Partnership Collaborate cross-functionally with People and Culture BPs, Total Rewards, Team Member Experience, and Team Member Networks (TMNs) to deliver a seamless talent journey. Drive alignment with Finance and Operations for headcount planning, budget forecasting, and recruiting analytics. Be a trusted partner to executives, hiring managers, and stakeholders, fostering accountability and clarity around talent decisions. In Partnership with the Head of People & Culture: We will drive Visionary Leadership & Talent Brand Contribute to the vision for talent acquisition-bringing fresh, innovative ideas to sourcing, branding, and engagement efforts. Help influence, strengthen and evolve our employer brand in alignment with company values, ensuring we show up authentically and attract mission-aligned candidates. Co-create in the talent narrative with strategic storytelling and thought leadership in the market. What You'll Bring: 8+ years of progressive experience in talent acquisition, including 4+ years managing recruiting teams and strategy in a fast-paced, high-growth environment. Demonstrated experience coaching and developing both recruiting professionals and business leaders. Strong capability in workforce planning, process development, and talent market analysis. Proven track record of creating scalable, repeatable recruiting processes and systems. Deep commitment to equitable, inclusive, and principle-aligned hiring practices. Comfortable influencing senior leadership and facilitating change in complex environments. Passionate about innovation, storytelling, and creating world-class candidate experiences. Who You Are: Demonstrates sound judgment, professionalism, and discretion in handling sensitive and confidential information. Ability to cut through ambiguity, simplify complex situations, and drive clarity, engagement, and execution across People & Culture teams and the larger business. Sharp attention to detail with strong decision-making skills and a keen understanding of the broader business landscape to inform thoughtful, strategic actions. Empathetic, approachable, and skilled in building trust at all levels - from executive leadership to hourly team members. Highly collaborative with a bias for action, problem-solving, and continuous improvement. Excellent communicator, written and verbal, plus a skilled presenter. Organizational savvy and relationship building skills. Outstanding customer service mindset, including an ability to serve, lead, and influence at all levels. Additional Eligibility Requirements Proficiency in Microsoft Office products including Word, Excel, and PowerPoint. Ability to work on site - this is nota remote position. Available weekends, nights and holidays to accommodate event/ game schedules. The Player 15 Group is committed to employing a diverse workforce. Qualified applicants will receive consideration without regard to race, color, religion, sex, national origin, age, sexual orientation, gender identity, gender expression, veteran status, or disability. Please note this job description is not crafted to cover or contain a comprehensive listing of activities, duties, or responsibilities that are required of the employee for this job. Duties, responsibilities, and activities may change at any time with or without notice. For questions about this career opportunity, please contact our People & Culture Recruiting team at *******************

The Senior Manager, Talent Acquisition plays a critical role recruiting, selecting and hiring talented staff for the ASPCA, the nation's first and leading animal welfare organization, where for more than 150 years, we've been on the frontlines to save, transform and protect millions of lives in the fight against animal cruelty. Application Deadline: Applications must be submitted by 6:00 pm ET on Friday, January 2. Who We Are Our People ARE the ASPCA. The People Team (HR) at the ASPCA enables the organization to thrive by empowering and valuing every team member and providing an exceptional workplace across our varied disciplines. To make the greatest impact on animals, we must support the people who do the work, so our staff feel investment from the organization and can effectively prioritize and engage with our mission, work together, and develop the skills and capabilities necessary to achieve our goals. With engaged and committed staff, we can successfully serve the ASPCA's guiding vision that animals in the United States live good lives; valued by society, protected by its laws and free from cruelty, pain and suffering. What You'll Do The Senior Manager, Talent Acquisition is responsible for partnering with hiring managers to build strong and diverse talent pipelines and support the full hiring process for open positions across the ASPCA. This position will not only provide direct recruitment support to open positions in their portfolio but will also support key sourcing and operations tasks across all positions to support the Talent Acquisition Team and expand the ASPCA's recruitment efforts. If you have a passion for building and implementing best in class recruitment and hiring tools, supporting projects and collecting data to drive work, and caring deeply about the quality of the experience for candidates and hiring managers alike, apply today! This position reports to Director, Talent Acquisition - Licensed Medical Hiring and has no direct reports. Where and When You'll Work This remote-based position (which requires travel, as described below) is open to all eligible candidates based within the United States. Candidates based in New York City who are willing and able to occasionally work on-site to support NYC-based teams and events are preferred. Ability and willingness to work occasional nights and weekends as needed Ability and willingness to travel up to 15% annually, as needed What You'll Get Compensation The target hiring range is based on where the employee works, which for remote roles is the employee's primary location of residence, and its respective cost of labor. You can view which zone applies to you based on your location (aspca.app.box.com/v/aspcazonetable). For questions regarding locations not on the list, please send an email to ***************** for more information. Starting pay for the successful applicant will depend on a variety of factors, including but not limited to education, training, experience, location, business needs, internal equity, market demands or budgeted amount for the role. The target hiring range is for new hire offers only, and compensation may increase beyond the maximum hiring range based on performance over time. The maximum of the hiring range is reserved for candidates with the highest qualifications and relevant experience. The expected hiring salary ranges for this role are set forth below and may be modified in the future. Zone 1: $75,000 - $80,000 annually Zone 2: $83,000 - $88,000 annually Zone 3: $91,000 - $97,000 annually Benefits At the ASPCA, you don't have to choose between your passion and making a living. Our comprehensive benefits package helps ensure you can live a rewarding life at work and at home. Our benefits include, but are not limited to: Affordable health coverage, including medical, employer-paid dental, and optional vision coverage. Flexible time off that includes vacation time, sick and bereavement time, paid parental leave, 10 company paid holidays, and paid personal time off that allows you even more flexibility to observe the days that mean the most to you. Competitive financial incentives and retirement savings including a 401(k) plan with generous employer contributions - we match dollar for dollar up to 4% and provide an additional 4% contribution toward your future each year. Robust professional development opportunities including classes, on-the-job training, coaching and mentorship with industry-leading peers, internal mobility, opportunities to support in the field, and so much more. Responsibilities: Responsibility buckets are listed in general order of importance, and include but are not limited to: Hiring & Client Support Lead the full-cycle recruitment process for an assigned portfolio of teams across the ASPCA: help develop accurate and compelling s and scorecards, design effective and inclusive interview processes, craft assignments and questions to collect the right evidence, and help make thoughtful hiring decisions Coach hiring managers and help facilitate trainings on all aspects of hiring, including but not limited to effective interview techniques, model effective interviewing, and guide them through evidence-based decision-making Oversee recruitment efforts for positions within your portfolio and proactively build a pipeline of exceptional talent for roles on staff, including identifying, meeting with, and cultivating top talent for future roles and collaborate across departments to engage staff in the hiring process Stay abreast of best practices and develop and share new hiring resources as needed to equip hiring managers to more effectively navigate the hiring process and hire top talent Recruitment Strategy & Sourcing Support Develop and execute key recruitment and sourcing efforts for roles within portfolio and other critical positions as needed, including posting on job boards, proactive resume mining, coordinating and tabling at on-site events, and other engagement strategies as needed to help build critical talent pipelines Collaborate with the Director, Candidate & Community Engagement to support recruitment and engagement of critical roles at events, on social media, with our online talent community, and with other key stakeholders as needed Operations & Administrative Support Complete key operations tasks for roles as assigned, including application review, initial screens, interview scheduling, onboarding, job description maintenance, reference check and background check review and adjudications and more as assigned Utilize our applicant tracking system (Workday) and maintain other tracking and reporting systems to ensure our hiring process is efficient and effective, and that hiring data is accurate Manage an efficient hiring process, ensuring that hiring manager's needs are met and that candidates move expeditiously through the process, minimizing time spent in process and ensuring frequent communication throughout the hire process Support logistics and administrative needs for select projects and recruitment activities as needed Education and Work Experience High school diploma, GED, or equivalent professional experience required 5 or more years of professional experience; minimum of 2 years in a talent acquisition or similar hiring-focused role required Experience hiring for veterinary medicine a plus; willingness to learn and lead recruitment and hiring processes for licensed medical roles required Experience directly supporting Hiring Managers through full-cycle recruitment strongly preferred Experience working in and/or hiring for non-profit organizations strongly preferred; experience working in and/or hiring for animal welfare organizations a plus Experience developing and implementing direct outreach and recruitment strategies required (e.g. resume mining, email marketing, social media recruitment, tabling at job fairs and recruitment events, etc.) Experience supporting talent acquisition operation and logistics tasks is strongly preferred (e.g. background checks, reference checks, creating/sending offer letters, etc.) Experience utilizing an Applicant Tracking System required; prior experience utilizing Workday a plus Qualifications Ability to deliver results in a high-volume hiring environment with various hard-to-fill positions, with a track record of sourcing, selecting and driving top talent to join an organization Proficient with technology and ability to quickly learn and utilize new software; experience with Excel, Airtable and Canva is a plus Strong typing skills and ability to take scripted notes required Ability to build strong relationships with stakeholders nationwide, in both remote and on-site settings, and to influence and motivate people to desired outcomes based on data and hiring best practices Ability to prioritize effectively and meets deadlines, with a strong attention to detail Ability to facilitate adult training and learning opportunities, ensuring participants are engaged and comprehend material presented Ability to think strategically and utilize data to drive measurable results; comfort utilizing various data tracking tools Ability to strategically drive work and oversee key projects aligned to evolving business needs, with proficiency with project management tools and best practices Ability to effectively respond to challenges and make adjustments based on feedback Ability to and comfortable with guiding new and experienced managers on hiring best practices Comfort navigating and owning complex multi step processes Collaborative team player who proactively offers support Excellent organization and data tracking skills Ability to exemplify ASPCA's core values and behavioral competencies Qualifications: See above for qualifications details. Language: English (Required) Education and Work Experience: High School Diploma