Human Resources Business Partner jobs at SpaceX - 199 jobs

A leading e-commerce platform is seeking a Senior Director of Human Resources to be a strategic partner in driving HR initiatives. This role demands extensive HR leadership experience and strong knowledge of employment laws, particularly in New York. The successful candidate will oversee performance management and compliance, ensuring a supportive and innovative workplace culture. This position offers a full-time hybrid work model based in NYC with competitive compensation ranging from $180,000 to $215,000 plus bonuses and comprehensive benefits. #J-18808-Ljbffr

Handshake is the career network for the AI economy. 20 million knowledge workers, 1,600 educational institutions, 1 million employers (including 100% of the Fortune 50), and every foundational AI lab trust Handshake to power career discovery, hiring, and upskilling, from freelance AI training gigs to first internships to full-time careers and beyond. This unique value is leading to unparalleled growth; in 2025, we tripled our ARR at scale. Why join Handshake now: Shape how every career evolves in the AI economy, at global scale, with impact your friends, family and peers can see and feel Work hand-in-hand with world-class AI labs, Fortune 500 partners and the world's top educational institutions Join a team with leadership from Scale AI, Meta, xAI, Notion, Coinbase, and Palantir, among others Build a massive, fast-growing business with billions in revenue The Role We're hiring an HR Business Partner to support Handshake AI. You'll work closely with leaders and employees to help scale our culture, processes, and people programs as we grow. This role will be part traditional HRBP work (performance management, HR support, etc.) and part building processes and systems to help scale the business. We're looking for someone who is comfortable with ambiguity, rapidly changing priorities, and intense operational cultures. This is a great opportunity for someone with business experience looking to transition into the People space (e.g., consultant, BizOps, product) while working in a fast-moving tech environment. Partnering & Advisory Act as a trusted partner to managers on day-to-day people topics - performance, growth, engagement, and team dynamics. Support business leaders in building high-performing, inclusive teams through thoughtful people programs and data-driven insights. Help identify org design and talent needs as the team scales. People Programs & Operations Drive execution of core people processes (performance, compensation, promotions, headcount planning). Support onboarding, learning, and development initiatives. Collaborate with People Ops, Recruiting, and Total Rewards to ensure smooth employee experiences. Employee Experience & Culture Help managers and employees navigate employee relations topics with judgment and care. Gather feedback and insights to inform improvements to our people programs and tools. Design and manage in-person programs and events for the team You Have 5-7 years of HR experience, ideally in a tech or growth-stage environment Strong foundation in core HR functions (employee relations, performance, org change, coaching). Comfort operating in ambiguity and shifting priorities. Clear, empathetic communication and an instinct for balancing people and business needs. Collaborative working style - enjoys partnering across teams. Bonus Points Experience supporting a high-intensity, operational environment Experience working with international entities (e.g., India) Familiarity with compensation frameworks and people analytics tools. Exposure to scaling teams and org change Perks Handshake delivers benefits that help you feel supported-and thrive at work and in life. The below benefits are for full-time US employees. 🎯 Ownership: Equity in a fast-growing company 💰 Financial Wellness: 401(k) match, competitive compensation, financial coaching 🍼 Family Support: Paid parental leave, fertility benefits, parental coaching 💝 Wellbeing: Medical, dental, and vision, mental health support, wellness stipend 📚 Growth: Learning stipend, ongoing development 💻 Remote & Office: Internet, commuting, and free lunch/gym in our SF office 🏝 Time Off: Flexible PTO, 15 holidays + 2 flex days 🤝 Connection: Team outings & referral bonuses Explore our mission, values, and comprehensive US benefits at joinhandshake.com/careers. #J-18808-Ljbffr

About Aegis AI Aegis AI is building the next generation of email security-powered by AI agents that think and act like human analysts. Our mission is to keep users safe. Our agents stop Phishing and Spam attacks before they reach employees, using hundreds of specialized models that collaborate autonomously across inboxes. Our team was founded by the Google security leaders who built Gmail and Chrome Security. Backed by Accel and Foundation Capital, we're transforming how enterprises protect their people from modern social engineering threats. The Role As our first Head of People, you will be the architect of the culture and talent engine at Aegis AI. We are at a critical inflection point, scaling a team of world-class AI engineers, security researchers, and go-to-market experts. You won't just be "running HR"-you will be a strategic partner to the founders, ensuring we hire the top 0.1% of talent and build an environment where they can do the best work of their lives. You will design the systems for how we recruit, grow, and retain a high-performance team that operates with the speed of a startup and the technical rigor of a top-tier security lab. Responsibilities Talent Acquisition & Strategy: Lead the end-to-end recruitment strategy. We are looking for "10x" contributors-ex-founders, deep-learning experts, and security pioneers. You will own the pipeline, candidate experience, and employer branding. Culture & Performance: Define and scale the Aegis AI culture. Implement performance management frameworks that reward high agency, ownership, and technical excellence. Organizational Design: Partner with the Founders to plan the headcount roadmap. Help us navigate the transition from a tight-knit founding group to a high-scale enterprise organization. Employee Experience & Retention: Own everything from onboarding to professional development. Ensure our NYC and SF offices are hubs of collaboration, innovation, and high energy. Compensation & Benefits: Develop a competitive, transparent compensation philosophy (equity, salary, and perks) that attracts the world's best talent while maintaining fiscal responsibility. People Operations: Build the foundational "stack" of HR-compliance, payroll, benefits, and internal policies-ensuring they are frictionless and scalable. Who You Are 8+ Years of People/Talent Experience: You have a proven track record in high-growth tech startups (preferably Series A to C). High Technical Fluency: You can speak the language of AI engineers and Product Managers. You understand what makes a "Google-caliber" engineer or a "GM-style" PM tick. Founder Mindset: Like our PMs, you are expected to behave like a true owner. You are comfortable with ambiguity, move fast, and don't wait for permission to fix a problem. Exceptional Judge of Talent: You have a "nose" for high-potential individuals and know how to sell a vision to elite candidates who have multiple competing offers. Strategic & Operational: You can switch between "big picture" culture design and "in the weeds" operational execution (e.g., closing a candidate or fixing a payroll issue) with ease. On-site Presence: You believe in the power of in-person collaboration and are excited to be a cornerstone of our NYC or SF office culture. Why Join Aegis AI? High-Stakes Mission: We are defending the world's most targeted communication channel against increasingly sophisticated AI-driven threats. World-Class Pedigree: Learn from and work alongside leaders who built the security foundations of the modern web (Gmail & Chrome). Equity & Impact: As an early leader, you will have a significant equity stake and the ability to shape the company's DNA from the ground up. #J-18808-Ljbffr

We are seeking an experienced Senior Director, Human Resources to serve as a trusted advisor to executive leadership and a strong operator across core HR functions. This role blends strategic leadership with hands‑on execution and is suited for an HR leader with sound judgment, presence, and the ability to navigate complex employee matters with confidence. The Senior Director will partner closely with the VP, People to execute people strategy, strengthen employee relations, and ensure HR practices support high‑performance, culture, innovation, and sustainable growth across an evolving on‑site, hybrid, and remote workforce. Primary Responsibilities HR Leadership & Business Partnership Act as a strategic HR partner to leaders, providing guidance on employee relations, performance management, workforce planning, organizational design, and evolving ways of working. Serve as a senior advisor on organizational effectiveness, leadership capability, innovation, and change. Translate business priorities into practical, scalable people practices, governance, and operating models that support growth and flexibility. Coach managers on leadership effectiveness, difficult conversations, and building high‑performing teams. Employee Relations & Performance Own employee relations matters of all levels of complexity, including investigations, conflict resolution, performance management, and separations. Independently assess risk, recommend outcomes, and partner with leadership and Legal on sensitive cases. Ensure consistent, fair, and legally sound application of policies and performance standards across all work arrangements. Compliance & Risk Management Own compliance with federal, state, and local employment laws and regulations for a primarily on‑site NY/NYC based workforce, as well as a multi‑state hybrid and remote employee population (including California). Partner with Legal on investigations, claims, and policy updates. Maintain accurate personnel records and HR documentation. HR Operations Oversee core HR processes including onboarding, offboarding, performance reviews, with compensation administration, and benefits coordination. Partner with Payroll and Finance to ensure accurate employee data and compensation execution. Continuously improve HR processes, systems, and tools to support efficiency, innovation, and a strong employee experience across on‑site and hybrid environments. Talent, Culture & Change Management Provide HR leadership across a diverse employee population, including creative professionals, corporate teams, and warehouse or frontline employees. Support engagement, retention, and succession planning initiatives. Design, support, and evolve learning, development, and mentorship programs that strengthen leadership capability, career growth, and internal mobility. Partner with leaders to foster a culture of continuous learning, feedback, and innovation. Ensure proactive external networking to build talent pipelines and support brand‑right community outreach aligned with the company's values and growth priorities. Champion company culture and create and deliver values‑based programs. Lead people aspects of change initiatives related to growth, restructuring, innovation, or new programs. Qualifications/Ideal Experience 10+ years of progressive HR leadership experience, including Senior Director or enterprise‑level roles. Demonstrated experience independently leading complex employee relations matters. Strong knowledge of employment law and HR best practices, with depth in New York and exposure to California compliance. Experience supporting on‑site, hybrid, and multi‑state workforces. Proven ability to work effectively across both professional and operational employee populations. Ability to influence and operate both strategically and tactically in a growing, innovative organization. Strong executive presence with excellent communication and influencing skills. Experience partnering closely with Legal, Finance, and senior leadership. Bachelor's degree required; HR certification preferred. A steady, confident HR leader with strong judgment and a bias toward resolution. Someone who is hands‑on, decisive, and comfortable owning outcomes. A collaborative partner who can influence, challenge thoughtfully, and drive continuous improvement. Job Type Full‑time; hybrid role; NYC based (Maspeth, Queens Distribution Center and Industry City Brooklyn office spaces). Salary $180,000 - $215,000 annually + Discretionary Bonus Benefits Medical, Dental & Vision Insurance Benefits (day1). 401(k) with Company Match. Company Paid Life Insurance Benefit. Voluntary Supplemental Insurance Benefits (STD, LTD, Accident, Critical Illness). Unlimited Paid Time Off (Exempt & FT). Tuition Reimbursement. The above statements describe the general nature of work being performed in this role, they are not an exhaustive list of all responsibilities, duties and skills required. Additional responsibilities may be required from time to time. As an Equal Opportunity Employer, qualified applicants will receive consideration for employment without regard to race, sex, disability, veteran, or other protected status. For details on how we protect your information when you apply, please see Applicant and Candidate Privacy Policy. Moda Operandi is an e‑commerce platform transforming the way people discover and shop for designer fashion. Through its innovative mix of commerce and content, Moda allows women to shop for what's new and what's next in designer fashion from the world's leading emerging designers and luxury brands. Founded in 2010, Moda Operandi's mission is to make it easy for designers to grow their businesses and consumers to realize their personal style. Today, Moda's platform carries more than 1,000 brands and designers across fashion, fine jewelry, home and beauty, shipping to customers around the world. #J-18808-Ljbffr

Decisions is a fast-growing, private-equity-backed technology company that provides an integrated workflow and rules platform for business process automation (BPA). Trusted by top Fortune 500 firms and SMBs worldwide, Decisions empowers diverse industries around the globe to streamline and improve their processes, enhancing efficiency and yielding results, regardless of technical expertise. This no-code automation platform seamlessly integrates AI tools, rules engines, and workflow management, enabling the transformation of customer experiences, modernization of legacy systems, and the achievement of automation goals three times faster than traditional software development. We are currently seeking a dynamic and experienced Chief Human Resources Officer to join the executive leadership team. This critical role will be responsible for developing, shaping and leading all HR efforts for the organization, from employee success, people strategy, benefits, and talent acquisition. The Chief Human Resources Officer will drive initiatives that build an inclusive, high-performance culture aligned with our business goals and values. This individual will report directly to our CEO. As the Chief Human Resources Officer, you will architect and execute Decisions end-to-end people strategy that will help the company scale. You'll own payroll, benefits, talent acquisition, onboarding, engagement, performance management, productivity, and retention initiatives-ensuring every phase of the employee lifecycle is aligned to our strategic vision. You will partner with the executive team to build high-performing leaders, embed the Decisions culture across all levels, and define, measure, and report on the KPIs that drive our People agenda. Responsibilities Build, empower, and lead high-impact teams across Employee Success, HR Operations, and Recruiting, ensuring operational excellence in every aspect of the People function. Act as a thought partner to the CEO and executive team on organizational design, change management, and global workforce planning. Partner with the executive team and senior leadership to align people programs with evolving business priorities and long-term vision. Drive adoption, continuous improvement, and innovation in performance management, raising the bar for individual and team achievement across the company. Assess and enhance people processes using modern analytics, HR technologies (such as Rippling & Greenhouse), and data-driven insights. Champion new approaches and fresh ideas for engagement, retention, manager development, and employer branding-constantly innovating toward a best-in-class employee experience. Foster a vibrant, inclusive culture through energetic leadership, authentic communication, and processes that support growth, accountability, and belonging. Oversee total rewards strategy to ensure competitiveness, fairness, and alignment with business goals. Ensure HR practices comply with relevant laws and regulations across all geographies while aligning with ethical and cultural standards. Qualifications Bachelor's degree in Human Resources, Business Administration, Organizational Psychology, or a related field-Master's preferred. Proven experience as a Senior HR Leader (VP/Head of People, Chief People Officer, or equivalent) in a high-growth, B2B SaaS or technology company. Proven experience building and scaling HR functions from scratch in a dynamic, fast-paced environment. Deep knowledge of employment law, HR compliance, and best practices for a global workforce. Strong track record in developing equitable compensation, performance, and development frameworks. Passion for culture-building and driving alignment around mission, values, and business goals. Excellent communication, emotional intelligence, and executive presence. Experience leading through transformation, mergers, and growth. Passion for creating an employee-centric workplace that balances performance and purpose. Voluntary Self-Identification For government reporting purposes, we ask candidates to respond to the below self-identification survey. Completion of the form is entirely voluntary. Whatever your decision, it will not be considered in the hiring process or thereafter. Any information you do provide will be recorded and maintained in a confidential file. As set forth in Decisions's Equal Employment Opportunity policy, we do not discriminate on the basis of any protected group status under any applicable law. If you believe you belong to any of the categories of protected veterans listed below, please indicate by making the appropriate selection. As a government contractor subject to the Vietnam Era Veterans Readjustment Assistance Act (VEVRAA), we request this information in order to measure the effectiveness of the outreach and positive recruitment efforts we undertake pursuant to VEVRAA. 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OpenGov is the leader in AI and ERP solutions for local and state governments in the U.S. More than 2,000 cities, counties, state agencies, school districts, and special districts rely on the OpenGov Public Service Platform to operate efficiently, adapt to change, and strengthen the public trust. Category-leading products include enterprise asset management, procurement and contract management, accounting and budgeting, billing and revenue management, permitting and licensing, and transparency and open data. These solutions come together in the OpenGov ERP, allowing public sector organizations to focus on priorities and deliver maximum ROI with every dollar and decision in sync. Learn about OpenGov's mission to power more effective and accountable government and the vision of high-performance government for every community at OpenGov.com. Job Summary: The Staff HR Technology Analyst is responsible for developing, implementing, and maintaining OpenGov's Workday system, as well as other HR tools and systems that support the collection, access, and use of employee data for business planning and operational activities. The role supports a broad range of HR functions, including manager and employee self-service, compensation, benefits, talent acquisition, talent management, payroll, time tracking, absence management, reporting, and system security. This role serves as a primary Workday expert and system owner, partnering across HR, Finance, IT, and Legal, to evaluate business needs, design scalable solutions, and deliver a seamless employee experience. The ideal candidate is both strategic and hands-on - comfortable configuring Workday, building complex reports, managing integrations, and leading cross-functional projects that advance OpenGov's people technology ecosystem. Responsibilities Workday and HR Technology System Administration Serve as a primary Workday system owner and subject matter expert, responsible for administration, support, maintenance, and configuration Regularly evaluate and improve HR technology processes ensuring alignment with best practices and business needs Stay current on Workday releases, HR technology trends, and emerging best practices, bringing forward recommendations for improvement or automation. Business Partnership and Solution Design Partner with cross-functional teams and system stakeholders to evaluate business needs and recommend system-based solutions Consult with client groups to identify system gaps and opportunities, addressed through configuration changes, feature activation, and deployment of new modules Project and Change Delivery Lead HR technology projects by facilitating alignment meetings, providing regular stakeholder communication, and managing timelines and deliverables Coordinate release communications, testing cycles, and change management activities in partnership with HR, IT, and business stakeholders Provide functional support for system integrations to ensure successful execution and ongoing reliability Reporting, Data, and Integrations Design, develop, and deploy reports, dashboards, data extracts, and system interfaces to support business and strategic needs Documentation and Enablement Maintain documentation of functional requirements, system configurations, business processes and specifications Develop and deliver training and enablement materials to help end users understand and maximize system functionality Requirements and Preferred Experience Education and Experience Bachelor's degree or equivalent practical experience 8 to 12 years of Human Resources technology experience with strong functional and technical depth HR Technology and Systems Expertise 2+ years of hands-on Workday system administration and configuration experience; experience deploying Workday preferred Highly experienced supporting Workday across multiple functional areas, including core HR, payroll, time tracking, benefits, compensation, and talent systems Experience supporting HR technology release management, including evaluating vendor updates, coordinating testing, and planning deployments Experience supporting system integrations, data extracts, and interfaces Strong proficiency in Workday report writing Completion of Workday-related training; certifications preferred AI, Automation, and Emerging Technology Demonstrated interest in researching, evaluating, and applying AI-enabled capabilities within HR technology platforms Ability to translate emerging technologies, including AI and automation, into practical, business-ready solutions Ability to apply sound judgment when introducing AI-enabled functionality, with attention to data privacy, security, compliance, and responsible use Project Delivery and Ways of Working Strong project management skills with the ability to manage multiple priorities and deadlines Detail-oriented team player with strong problem-solving, collaboration, time management, and organizational skills Communication, Tools, and Professional Judgment Ability to communicate clearly and effectively with stakeholders at all levels of the organization Experience using Google Workspace is a plus Exhibits sound judgment, discretion, and confidentiality when handling sensitive information Culture and Ways of Working The ideal candidate demonstrates the following traits and behaviors: Mission-driven and impact-oriented. You are motivated by work that strengthens public trust and improves government effectiveness. Ownership mindset. You do what you say you will do, take responsibility for outcomes, and follow through. Bias for action. You move work forward with urgency, make informed decisions, and execute. Customer-focused problem solver. You challenge the status quo and design solutions that deliver real business impact. Curious and growth-oriented. You are curious about emerging technologies, including AI, and about why things are done the way they are. You seek to understand the broader business context and propose solutions that make sense for the company, not just the system. Clear and direct communicator. You communicate openly, give and receive feedback thoughtfully, and surface issues early. Collaborative team player. You work as part of a team, share credit, and value collective success. Practical optimist about AI. You are excited about AI's potential and approach it with both imagination and responsibility, focused on real value today and readiness for what's next. Compensation: Chicago, IL: $160,000 - $185,000 On target ranges above include base plus a portion of variable compensation that is earned based on company and individual performance. The final compensation will be determined by a number of factors such as qualifications, expertise, and the candidate's geographical location. Why OpenGov? A Mission That Matters. At OpenGov, public service is personal. We are passionate about our mission to power more effective and accountable government. Government that operates efficiently, adapts to change, and strengthens public trust. Some people say this is boring. We think it's the core of our democracy. Opportunity to Innovate The next great wave of innovation is unfolding with AI, and it will impact everything-from the way we work to the way governments interact with their residents. Join a trusted team with the passion, technology, and expertise to drive innovation and bring AI to local government. We've touched 2,000 communities so far, and we're just getting started. A Team of Passionate, Driven People This isn't your typical 9-to-5 job; we operate in a fast-paced, results-driven environment where impact matters more than simply clocking in and out. Our global team of 800+ employees is united in our commitment to challenge the status quo. OpenGov is headquartered in San Francisco and has offices in Atlanta, Boston, Buenos Aires, Chicago, Dubuque, Plano, and Pune. A Place to Make Your Mark We pride ourselves on our performance-based culture, where every employee is encouraged to jump in head-first and take action to help us improve. If you have a great idea, we want to hear it. Excellent performance is recognized and rewarded, and we love to promote from within. Compensation Range: $160K - $185K Apply for this Job

OpenGov is the leader in AI and ERP solutions for local and state governments in the U.S. More than 2,000 cities, counties, state agencies, school districts, and special districts rely on the OpenGov Public Service Platform to operate efficiently, adapt to change, and strengthen the public trust. Category-leading products include enterprise asset management, procurement and contract management, accounting and budgeting, billing and revenue management, permitting and licensing, and transparency and open data. These solutions come together in the OpenGov ERP, allowing public sector organizations to focus on priorities and deliver maximum ROI with every dollar and decision in sync. Learn about OpenGov's mission to power more effective and accountable government and the vision of high-performance government for every community at OpenGov.com. Job Summary: The Sr. Talent Management Manager is a senior-level functional expert responsible for owning and leading large, complex segments of the enterprise talent portfolio without direct people management responsibilities. This role operates with significant autonomy and accountability, translating enterprise talent strategy into scalable, sustainable programs that drive performance, engagement, and leadership capability. This leader partners closely with HRBPs, HR COEs, People Operations, and business leaders to ensure programs are effectively planned, launched, adopted, and measured. They bring strong program management discipline, outstanding communication capabilities, and a mindset of continuous improvement grounded in analytics, feedback, and business partnership. Responsibilities: Enterprise Talent Program Ownership Own end-to-end accountability for major enterprise talent programs or program portfolios (e.g., performance management, leadership development, succession planning, career development, engagement, etc.). Translate enterprise talent strategy into multi-year roadmaps, annual operating plans, and execution priorities for assigned programs. Make independent decisions within program scope, including design tradeoffs, sequencing, resourcing needs, and change approach. Identify systemic gaps or risks in talent processes and proactively recommend solutions to the Director and People leadership. Partner closely with HR Tech to ensure all systems, workflows, forms, templates, timelines, and program logic are properly configured and tested before launch. Advanced Program Execution & Operational Leadership Lead complex, cross-functional execution across multiple workstreams, stakeholders, and timelines. Establish program governance, operating cadence, escalation paths, and success metrics. Partner closely with HR Tech and People Operations to ensure systems, workflows, and data structures support scalable delivery. Lead or support UAT (User Acceptance Testing) for all talent system configurations; validate accuracy, troubleshoot issues, and ensure readiness for company-wide rollout. Resolve complex execution issues, balancing business needs, employee experience, and operational constraints. Strategic Partnership & Influence Act as a senior partner to HRBPs and business leaders on talent programs, providing guidance on application, interpretation, and decision-making. Influence senior leaders through data, insights, and program outcomes rather than positional authority. Partner with Compensation, Learning, and other COEs to ensure talent programs are integrated and aligned. Represent Talent Management in cross-functional forums, planning cycles, and enterprise initiatives as needed. Change Management, Enablement & Communications Own change-management strategy for assigned talent programs, including stakeholder alignment, risk mitigation, and adoption planning. Design enterprise communication strategies and manager enablement materials to drive clarity and sustained adoption. Ensure leaders and managers are equipped to execute talent processes effectively and consistently. Drive accountability for participation, quality, and outcomes in partnership with HRBPs and business leaders. Performance, Development & Engagement Lead execution and continuous improvement of performance management and talent review processes within assigned scope. Design and deliver leadership and career development programs aligned to organizational priorities. Own execution of employee engagement programs or segments, including insight synthesis and action-planning frameworks. Ensure programs produce measurable improvements in manager effectiveness, engagement, and talent outcomes. Data, Insights & Continuous Improvement Define KPIs and success measures for assigned programs; own dashboards and reporting. Analyze trends across performance, engagement, succession, and development data to inform recommendations. Use insights to evolve programs and influence broader talent strategy discussions. Present findings and recommendations to People leadership and senior stakeholders. Requirements and Preferred Experience: 10+ years of experience in talent management, organizational development, or related HR disciplines. Bachelor's degree in Human Resources, Organizational Development, Business Administration, or related field. Proven experience owning and scaling enterprise talent programs with significant organizational impact. Demonstrated ability to influence senior leaders and drive outcomes in a highly matrixed environment. Strong program leadership, analytical, and change-management capabilities. Preferred Qualifications: Certification in talent management or organizational development (e.g., SHRM-SCP, CPTD, or similar). Experience working in SaaS or technology-driven organizations. Deep Familiarity with talent management systems and HRIS systems Knowledge of Radford leveling and compensation frameworks. Compensation: Chicago, IL: $152,900 - $220,000 On target ranges above include base plus a portion of variable compensation that is earned based on company and individual performance. The final compensation will be determined by a number of factors such as qualifications, expertise, and the candidate's geographical location. Why OpenGov? A Mission That Matters. At OpenGov, public service is personal. We are passionate about our mission to power more effective and accountable government. Government that operates efficiently, adapts to change, and strengthens public trust. Some people say this is boring. We think it's the core of our democracy. Opportunity to Innovate The next great wave of innovation is unfolding with AI, and it will impact everything-from the way we work to the way governments interact with their residents. Join a trusted team with the passion, technology, and expertise to drive innovation and bring AI to local government. We've touched 2,000 communities so far, and we're just getting started. A Team of Passionate, Driven People This isn't your typical 9-to-5 job; we operate in a fast-paced, results-driven environment where impact matters more than simply clocking in and out. Our global team of 800+ employees is united in our commitment to challenge the status quo. OpenGov is headquartered in San Francisco and has offices in Atlanta, Boston, Buenos Aires, Chicago, Dubuque, Plano, and Pune. A Place to Make Your Mark We pride ourselves on our performance-based culture, where every employee is encouraged to jump in head-first and take action to help us improve. If you have a great idea, we want to hear it. Excellent performance is recognized and rewarded, and we love to promote from within. Compensation Range: $152.9K - $230K Apply for this Job

Who We Are Verve has created a more efficient and privacy-focused way to buy and monetize advertising. Verve is an ecosystem of demand and supply technologies fusing data, media, and technology together to deliver results and growth to both advertisers and publishers-no matter the screen or location, no matter who, what, or where a customer is. With 30 offices across the globe and with an eye on servicing forward-thinking advertising customers, Verve's solutions are trusted by more than 90 of the United States' top 100 advertisers, 4,000 publishers globally, and the world's top demand-side platforms. Learn more at ************** Who You Are We are seeking a dynamic and experienced Senior HR Business Partner to join our team and play a critical role in driving strategic initiatives that seamlessly align people strategies with Verve's business objectives. This senior-level position is designed for a proactive, solutions-driven leader who thrives in navigating the complexities of a fast-paced, high-growth environment. The ideal candidate will bring a blend of strategic vision and operational excellence, leveraging their expertise to build high-performing teams, cultivate a positive and inclusive workplace culture, and enable the organization to achieve its ambitious goals. With a passion for enhancing the employee experience and a proven ability to influence at all levels, you will be a trusted advisor, a transformational leader, and a champion of Verve's values and vision. What You Will Do * Serve as a trusted advisor and strategic partner to senior leaders across departments, aligning HR strategies with business goals to drive organisational success. * Lead initiatives to identify, attract, develop, and retain top talent across the organisation. * Foster a positive and inclusive workplace by addressing employee concerns, mediating conflicts, and guiding leaders on effective team management. * Drive change management initiatives to support business transformations, mergers, or growth strategies. * Oversee workforce planning, compensation reviews, and succession performance management to ensure alignment with Verve's pay-for-performance philosophy. * Participate in and track succession planning activities, ensuring our best talent has access to growth opportunities identified. * Identify, evaluate and drive forward key training and development initiatives to foster growth and development among our teams. * Proactively analyze people metrics and trends to provide insights for decision-making and continuous improvement. * Champion diversity and inclusion tied to business results to promote a stronger, better organization. * Proactively lead integration, transformation and change in ways which are both collaborative and effective. * Bring innovation, change and challenge that evolve the way we connect, and engage with our customers. What We Need * 8+ years of progressive HR experience, with at least 4 years in a strategic HRBP role or equivalent, ideally within the media or tech industry * Strategic leadership with experience in influencing change and driving a high-performance culture. * Proven success partnering with senior leaders in a fast-paced, high-growth, or global organization. * Strong expertise in talent management, organizational development, and employee relations. * Highly developed business acumen with solid commercial and analytical skills. * Exceptional interpersonal and communication skills, with the ability to influence and build trust at all levels of the organization. * Deep understanding of employment laws and HR best practices across multiple regions. * A strategic thinker with a solutions-oriented approach who thrives in ambiguity and is comfortable managing complexity. * A proactive leader who demonstrates a passion for people and a commitment to fostering an exceptional employee experience. What We Offer * Stay healthy and covered with our comprehensive Medical, Dental, Vision, Disability, Life, and other Insurances * Support your long-term financial security with our 401(k) Retirement plan with company match * Save on everyday expenses with pre-tax FSA plans for Healthcare, Dependent care, and Commuting * Pick what matters most to you in our Fringe Personalized Benefits Platform, with a budget of $100/month: lifestyle, fitness, hobbies, travel, and more * Recharge with 13 paid holidays, unlimited PTO, and 3 Wellness Days throughout the year * Enjoy peace of mind with paid Parental Leave for life's important milestones … and even more reasons to join us! The OTE salary range for this position is USD 150,000-200,000 OTE per annum. Pay is based on a number of factors including market location and may vary depending on job-related knowledge, skills, and experience. Verve provides equal employment opportunities to all employees and applicants for employment and prohibits discrimination and harassment of any type without regard to race, color, religion, age, sex, national origin, disability status, genetics, protected veteran status, sexual orientation, gender identity or expression, or any other characteristic protected by federal, state or local laws.

**Champions Do More** As one of the fastest-growing and most exciting brands in the industry, Crash Champions is the largest founder-led multi-shop operator (MSO) of high-quality collision repair service in the U.S. The company, which also operates the growing Crash Champions LUXE | EV Certified brand of highline and luxury EV repair centers, services customers at more than 650 state-of-the-art locations in 38 states across the U.S. Crash Champions was founded in 1999 as a single Chicago repair center by industry veteran and 2023 EY Entrepreneur of the Year Midwest award winner Matt Ebert . For more than 25 years, our vision has been anchored by the belief that delivering superior collision repair service is about People First. Welcome to Crash Champions. We Champion People. **JOB PURPOSE:** The Human Resources Director is a strategic HR leader responsible for overseeing HR operations and people initiatives across multiple states, including CA, AZ, OR, UT, WA, CO, NM, ID, MT, NV, WI, and IL. This role oversees 2-3 Human Resource Business Partners who directly support the regions and collaborates closely with Vice Presidents, Directors of Operations, GMs, and Corporate HR teams to advance talent development, enhance performance, manage employee relations, ensure compliance, and optimize workforce planning. A strong understanding of California employment law is essential. Bilingual English/Spanish is preferred due to the diversity of our workforce. **Responsibilities** + Provide strategic HR leadership across multi-state operations, aligning people's initiatives with business goals. + Manage, coach, and develop HR Business Partners supporting assigned regions. + Advise and coach Operations leaders (VPs, DOs, GMs) on performance management, leadership development, and organizational effectiveness. + Lead succession planning for GM and DO positions. + Manage the regional HR budget and monitor ROI for HR initiatives. + Implement strategies to improve body technician and shop retention. + Drive initiatives to enhance employee engagement scores across the region. + Lead complex employee relations activities, including investigations, corrective actions, conflict resolution, and escalation management. + Ensure compliance with federal, state, and local employment laws, with expert-level knowledge of California regulations (wage & hour, leaves, meal/rest periods, etc.). + Oversee workforce planning, staffing needs, and collaborate with Talent Acquisition to support hiring, onboarding, and capacity planning. + Analyze HR data and trends (turnover, labor spend, overtime, ER cases, staffing) to make recommendations that improve operational efficiency and retention. + Support change management initiatives for acquisitions, new market integrations, reorganizations, and cultural transformations. + Drive talent development through coaching, succession planning, and facilitation of leadership training and engagement efforts. + Partner with HR Centers of Excellence (Compensation, Benefits, Payroll, Safety, Talent) to ensure consistent delivery of HR services. + Build strong relationships and work collaboratively with teams to meet shared goals; promote mutual trust and support teammates. + Ensure consistent application of HR policies and provide guidance on interpretation, best practices, and issue resolution. + Hold self and others accountable for meeting commitments, focusing on quality results, monitoring progress, and driving continuous improvement. **Qualifications** + Bachelor's degree in Human Resources, Business, or related field (or equivalent experience). + 7+ years of progressive HR experience, including HR leadership in multi-site or multi-state operations (ideally 75+ locations and 1,500+ employees). + Strong knowledge of California employment law and compliance requirements. + Experience supporting field operations in high-volume, hourly-workforce industries (automotive, manufacturing, retail, logistics, or similar). + Proven ability to resolve complex employee relations matters. + SHRM-SCP or SPHR certification preferred. + M&A and change management experience preferred. + Strong HRIS and analytics capabilities. + Ability to travel regularly to field locations across multiple states (25-40%). + Bilingual English/Spanish strongly preferred. **Benefits** The Company offers the following benefits for this position, subject to applicable eligibility requirements and annual updates: + Medical Insurance + Dental Insurance + Vision Insurance + Group Life Insurance + Disability Insurance + 401k Retirement Plan with match + Referral Bonus ("Cash From Crash") + 5 Paid Holidays We are committed to providing competitive compensation for this role. The actual offer will be based on various factors, including but not limited to: job related knowledge, skills, experience, relevant certifications and qualifications. The compensation and benefits information is accurate as of the date of this posting. The Company reserves the right to modify this information at any time, with or without notice, subject to applicable law. Submit a Referral **Job Post Information* : Posted Date** _2 weeks ago_ _(1/6/2026 1:22 PM)_ **_Job ID_** _2025-17283_ **_\# of Openings_** _1_ **_Prioritization_** _Tier 2 - Staffing Needs_ **_Posting Location : State/Province_** _CA_ **_Days Per Week_** _5_ **_Posted Min Pay Rate_** _USD $125,000.00/Yr._ **_Posted Max Pay Rate_** _USD $160,000.00/Yr._

Title: VP, Human Resources Reports To: Chief Financial Officer The Company: Sunbit builds financial technology for real life. Our AI-native platform helps more people get to “yes” at the moments that matter with personalized offers, transparent terms, and no added consumer fees. In stores, practices and service centers across the country, Sunbit provides a fast, fair pay-over-time option. For everything else, the Sunbit Credit Card delivers a modern, no-fee credit experience managed in a powerful mobile app. We are guided by people-centered values: Serve Others Before Self, Include Always, Connect Genuinely, Innovate for Good. These values shape how we build, how we support customers and merchants, and how we work with each other. What makes Sunbit different is an AI-native infrastructure that runs through the full customer and merchant journey. Our interconnected AI systems power instant decisioning, streamline fraud checks with human-in-the-loop safeguards, and enable highly personalized offers at scale. The result is a quick, fair, and simple experience for consumers and merchants. Today, Sunbit is available across a nationwide, in-person merchant network of 30,000+ locations spanning auto service centers, dental and optical practices, veterinary clinics, and other specialty services. We help teams say “yes” more often and help customers move forward with confidence. The Role: The Vice President of Human Resources at Sunbit serves as the organization's most senior HR leader and a key strategic partner to executive leadership. This role is responsible for developing and executing a comprehensive people strategy that supports a technology-driven, growth-oriented business into its next phase, potentially, as a public company. The VP will oversee all HR functions, including Total Rewards, Talent Acquisition, Employee Relations, HR Operations, Employee Engagement, and Learning & Development, ensuring alignment, excellence, and scalability across the HR organization. This role will lead an existing team of employees across HR, Talent Acquisition, and Learning & Development. What you'll own: Strategic Leadership Partner with senior executives to align the people strategy with the company's growth, modernization, and operational objectives. Provide strategic guidance on organizational health, workforce planning, and talent needs across the business. Champion a culture focused on accountability, high performance, professionalism, and consistent, values-aligned decision-making. Organizational Design & Workforce Planning Evaluate and refine organizational structures, spans of control, and leveling frameworks to improve clarity, accountability, and effectiveness. Lead the evolution of the HR organization, shaping a high-performing team that supports current and future business needs. Advise leaders on headcount planning, role definitions, and team design in a rapidly evolving technology and AI-driven environment. Talent & Development Build a proactive, high-impact talent acquisition function focused on technical and leadership hiring. Oversee talent strategies that improve quality of hire, shorten time-to-fill, and enhance retention across the organization. Oversee the design and implementation of leadership development, career pathways, and employee growth programs. Provide direction on compensation recommendations, title calibration, and role designation in collaboration with finance and executive leadership. Set the strategic priorities for the Learning & Development function, aligning initiatives to business goals and leadership capability needs. Collaborate with the L&D team to shape program direction and evaluate impact, while relying on the team for day-to-day development and delivery. HR Operations, Technology & Process Optimization Ensure optimal use of existing HR systems, and identify opportunities to simplify and improve processes. Drive operational excellence through automation, streamlined workflows, and enhanced reporting capabilities. Oversee compensation strategy and planning, including job architecture, market analysis, salary bands, incentive structures, and annual compensation cycles. Employee Relations & Performance Management Oversee employee relations practices to ensure issues are handled with sound judgment, consistency, and alignment to legal and policy requirements. Strengthen performance management processes, including goal setting, feedback, documentation, and management of underperformance. Build manager capability by providing coaching, frameworks, and tools that promote effective leadership and accountability. What You'll Bring: 12+ years of progressive HR leadership experience, including leading multi-disciplinary HR teams. Strong background in organizational design, talent development, and workforce planning. Experience transforming or building high-performing HR and/or TA functions. Proven experience supporting IPO readiness or public-company transitions, with the ability to build HR infrastructure, governance, and compensation practices aligned to regulatory and market requirements Demonstrated success partnering with executive leaders in fast-paced, high-growth, or technology-driven environments. Strong knowledge of HR operations, employment law, compensation fundamentals, and HR technology systems. Experience supporting technical and professional workforces. Background managing HR functions of similar size or complexity (800 +). Advanced degree or HR certification (e.g., MBA, SHRM-SCP, SPHR) How We Pay: We believe in paying fairly and equitably based on a number of factors including but not limited to previous experience, relevant work history, interview performance, geographical location, internal equity, and expected level of ownership. We are targeting a salary of $285,000 - $335,000 per year for this role This role will also be granted company equity via stock options Why Choose Sunbit? Sunbit is recognized as one of the fastest-growing and most admired fintech companies, earning honors from Inc. 5000 (four consecutive years), Forbes Fintech 50, Deloitte Technology Fast 500, Financial Times, and FinTech Breakthrough for its innovation and impact. The company has also been featured among Newsweek's Most Loved Workplaces and CB Insights' Unicorn Companies, reflecting a valuation of $1.1B. People choose Sunbit for its people-first culture rooted in service, inclusion, and real-world impact. Powered by AI that helps people in life's critical moments-offering high approvals, speed, and zero fees-Sunbit has achieved proven scale across tens of thousands of merchants and millions of transactions. Its fast, fair, and simple financial products empower consumers and partners alike through clarity and trust. The Perks: Mission driven, empowered, and collaborative culture Competitive pay and stock options Unlimited PTO Comprehensive health benefits (Medical, Dental, Vision, Life, EAP, Parental Leave, HSA, & more) Newly added HSA and Pet Insurance 401(k) with company match Cell Phone Stipend Team-based strategic planning and ownership of deliverables Sunbit is an Equal Opportunity Employer. We strive to provide a professional & welcoming workplace for all employees. Recruitment Fraud Disclaimer We've been made aware of fraudsters impersonating Sunbit employees during the hiring process. Please note that all official communication will come from an @sunbit.com email address, through our applicant tracking platform @sunbit.comeet-notifications.com or directly via LinkedIn. We will never ask for your age, Social Security number, bank account details, payment of any kind, or other unrelated personal information during the application process. Our hiring process always includes interviews, either by phone, zoom, or in person, before any offer is made. If something feels suspicious, please contact us at ************* to confirm. We ask that you contact ************* only about potential instances of fraud. ************* does not reach our recruiting team directly. Your application directly through the posting is the best way to ensure that your candidacy is reviewed by our team. Due to the volume of applications, we will not respond to nor forward emails about your candidacy that are sent to ************* directly, and your email about your application will be deleted from our systems.

Title: VP, Human Resources Reports To: Chief Financial Officer The Company: Sunbit builds financial technology for real life. Our AI-native platform helps more people get to "yes" at the moments that matter with personalized offers, transparent terms, and no added consumer fees. In stores, practices and service centers across the country, Sunbit provides a fast, fair pay-over-time option. For everything else, the Sunbit Credit Card delivers a modern, no-fee credit experience managed in a powerful mobile app. We are guided by people-centered values: Serve Others Before Self, Include Always, Connect Genuinely, Innovate for Good. These values shape how we build, how we support customers and merchants, and how we work with each other. What makes Sunbit different is an AI-native infrastructure that runs through the full customer and merchant journey. Our interconnected AI systems power instant decisioning, streamline fraud checks with human-in-the-loop safeguards, and enable highly personalized offers at scale. The result is a quick, fair, and simple experience for consumers and merchants. Today, Sunbit is available across a nationwide, in-person merchant network of 30,000+ locations spanning auto service centers, dental and optical practices, veterinary clinics, and other specialty services. We help teams say "yes" more often and help customers move forward with confidence. The Role: The Vice President of Human Resources at Sunbit serves as the organization's most senior HR leader and a key strategic partner to executive leadership. This role is responsible for developing and executing a comprehensive people strategy that supports a technology-driven, growth-oriented business into its next phase, potentially, as a public company. The VP will oversee all HR functions, including Total Rewards, Talent Acquisition, Employee Relations, HR Operations, Employee Engagement, and Learning & Development, ensuring alignment, excellence, and scalability across the HR organization. This role will lead an existing team of employees across HR, Talent Acquisition, and Learning & Development. What you'll own: Strategic Leadership * Partner with senior executives to align the people strategy with the company's growth, modernization, and operational objectives. * Provide strategic guidance on organizational health, workforce planning, and talent needs across the business. * Champion a culture focused on accountability, high performance, professionalism, and consistent, values-aligned decision-making. Organizational Design & Workforce Planning * Evaluate and refine organizational structures, spans of control, and leveling frameworks to improve clarity, accountability, and effectiveness. * Lead the evolution of the HR organization, shaping a high-performing team that supports current and future business needs. * Advise leaders on headcount planning, role definitions, and team design in a rapidly evolving technology and AI-driven environment. Talent & Development * Build a proactive, high-impact talent acquisition function focused on technical and leadership hiring. * Oversee talent strategies that improve quality of hire, shorten time-to-fill, and enhance retention across the organization. * Oversee the design and implementation of leadership development, career pathways, and employee growth programs. * Provide direction on compensation recommendations, title calibration, and role designation in collaboration with finance and executive leadership. * Set the strategic priorities for the Learning & Development function, aligning initiatives to business goals and leadership capability needs. * Collaborate with the L&D team to shape program direction and evaluate impact, while relying on the team for day-to-day development and delivery. HR Operations, Technology & Process Optimization * Ensure optimal use of existing HR systems, and identify opportunities to simplify and improve processes. * Drive operational excellence through automation, streamlined workflows, and enhanced reporting capabilities. * Oversee compensation strategy and planning, including job architecture, market analysis, salary bands, incentive structures, and annual compensation cycles. Employee Relations & Performance Management * Oversee employee relations practices to ensure issues are handled with sound judgment, consistency, and alignment to legal and policy requirements. * Strengthen performance management processes, including goal setting, feedback, documentation, and management of underperformance. * Build manager capability by providing coaching, frameworks, and tools that promote effective leadership and accountability. Requirements What You'll Bring: * 12+ years of progressive HR leadership experience, including leading multi-disciplinary HR teams. * Strong background in organizational design, talent development, and workforce planning. * Experience transforming or building high-performing HR and/or TA functions. * Proven experience supporting IPO readiness or public-company transitions, with the ability to build HR infrastructure, governance, and compensation practices aligned to regulatory and market requirements * Demonstrated success partnering with executive leaders in fast-paced, high-growth, or technology-driven environments. * Strong knowledge of HR operations, employment law, compensation fundamentals, and HR technology systems. * Experience supporting technical and professional workforces. * Background managing HR functions of similar size or complexity (800 +). * Advanced degree or HR certification (e.g., MBA, SHRM-SCP, SPHR) How We Pay: * We believe in paying fairly and equitably based on a number of factors including but not limited to previous experience, relevant work history, interview performance, geographical location, internal equity, and expected level of ownership. * We are targeting a salary of $285,000 - $335,000 per year for this role * This role will also be granted company equity via stock options Why Choose Sunbit? Sunbit is recognized as one of the fastest-growing and most admired fintech companies, earning honors from Inc. 5000 (four consecutive years), Forbes Fintech 50, Deloitte Technology Fast 500, Financial Times, and FinTech Breakthrough for its innovation and impact. The company has also been featured among Newsweek's Most Loved Workplaces and CB Insights' Unicorn Companies, reflecting a valuation of $1.1B. People choose Sunbit for its people-first culture rooted in service, inclusion, and real-world impact. Powered by AI that helps people in life's critical moments-offering high approvals, speed, and zero fees-Sunbit has achieved proven scale across tens of thousands of merchants and millions of transactions. Its fast, fair, and simple financial products empower consumers and partners alike through clarity and trust. The Perks: * Mission driven, empowered, and collaborative culture * Competitive pay and stock options * Unlimited PTO * Comprehensive health benefits (Medical, Dental, Vision, Life, EAP, Parental Leave, HSA, & more) * Newly added HSA and Pet Insurance * 401(k) with company match * Cell Phone Stipend * Team-based strategic planning and ownership of deliverables Sunbit is an Equal Opportunity Employer. We strive to provide a professional & welcoming workplace for all employees. Recruitment Fraud Disclaimer We've been made aware of fraudsters impersonating Sunbit employees during the hiring process. Please note that all official communication will come from ************** email address, through our applicant tracking ***************************************** or directly via LinkedIn. We will never ask for your age, Social Security number, bank account details, payment of any kind, or other unrelated personal information during the application process. Our hiring process always includes interviews, either by phone, zoom, or in person, before any offer is made. If something feels suspicious, please contact us at [email protected] to confirm. We ask that you contact [email protected] only about potential instances of fraud. [email protected] does not reach our recruiting team directly. Your application directly through the posting is the best way to ensure that your candidacy is reviewed by our team. Due to the volume of applications, we will not respond to nor forward emails about your candidacy that are sent to [email protected] directly, and your email about your application will be deleted from our systems.

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

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

Centrillion is creating transformative genomic technologies leveraging engineering and biochemistry breakthroughs to accelerate discovery and reveal the real genome that has thus far been obscured by its complexity and the limitations of existing technologies. Our team of scientists and engineers is committed to making a new generation of genomic technologies accessible and affordable for a multitude of previously unapproachable apps. Centrillion is backed by venture capital and strategic investors and is located at Palo Alto, CA, at the innovation center of Silicon Valley and close to Stanford University. Job Description The Human Resources Director is responsible for the overall administration, coordination and evaluation of the Human Resources function. Tasks and Responsibilities: • Develops organization strategies by identifying and researching human resources issues; contributing information, analysis, and recommendations to organization strategic thinking and direction; establishing human resources objectives in line with organizational objectives. • Implements human resources strategies by establishing department accountabilities, including talent acquisition, staffing, employment processing, compensation, health and welfare benefits, training and development, records management, safety and health, succession planning, employee relations and retention, AA/EEO compliance, and labor relations. • Manages human resources operations by recruiting, selecting, orienting, training, coaching, counseling, and disciplining staff; planning, monitoring, appraising, and reviewing staff job contributions; maintaining compensation; accumulating resources; resolving problems; implementing change. • Develops human resources operations financial strategies by estimating, forecasting, and anticipating requirements, trends, and variances; aligning monetary resources; developing action plans; measuring and analyzing results; initiating corrective actions; minimizing the impact of variances. • Accomplishes special project results by identifying and clarifying issues and priorities; communicating and coordinating requirements; expediting fulfillment; evaluating milestone accomplishments; evaluating optional courses of action; changing assumptions and direction. • Participates with and supports senior management by providing human resources advice, counsel, and decisions. • Identifies and oversees the development and implementation of appropriate human resource management information systems for tracking, compliance, and reporting purposes. • Guides management and employee actions by researching, developing, writing, and updating policies, procedures, methods, and guidelines; communicating and enforcing organization values. • Complies with federal, state, and local legal requirements by studying existing and new legislation; anticipating legislation; enforcing adherence to requirements; advising management on needed actions. • Updates job knowledge by participating in conferences and educational opportunities; reading professional publications; maintaining personal networks; participating in professional organizations. • Enhances department and organization reputation by accepting ownership for accomplishing new and different requests; exploring opportunities to add value to job accomplishments. • Manages the HR Staff • Maintains responsibility for compliance with federal and state legislation pertaining to all personnel matters. • Communicates changes in personnel policies and procedures and ensures proper compliance is followed. • Advises executive management in the annual review, preparation and administration of wage and salary program. • Coordinates or conducts exit interviews to determine reasons behind separation. • Works directly with department managers to assist them in carrying out their responsibilities on personnel matters. • Recommends, evaluates and participates in staff development for the company. Qualifications Preferred Education: • Bachelor's degree from an accredited college or university. • SPHR or SCP is required • MBA preferred Preferred Experience: • Requires a minimum of 10 years relevant experience in Human Resources • HR experience in the life sciences/pharmaceutical/biotechnology/medical device/medical diagnostic industry is highly preferred. • Thorough knowledge of modern policies and practices of start-up environments. • Ability to read, analyze and interpret moderately complex data. • Excellent communicator with ability to communicate vertically with executives, management and employees. Additional Information All your information will be kept confidential according to EEO guidelines.

Zinier's modern field service management platform helps companies with large and complex field service teams deliver an unparalleled experience to customers. From matching the right work to the right people at the right time, to creating step-by-step mobile workflows guiding technicians, or even automatically creating work orders to kick off the next series of steps in an installation process, Zinier is your complete, end-to-end solution for field service delivery. Our customers include large telecom companies with hundreds, even thousands of technicians who install and repair equipment on a daily basis, to leading satellite companies that provide complex tracking of ship fleets. Any company that needs to install, maintain, and repair equipment out in the field can use Zinier to supercharge their teams. We're a global company headquartered in Burlingame, California, with offices in Mexico City, Singapore, and Bengaluru. Our investors include Accel Partners, Newfund, and StartX. Job Description As the Director of Human Resources, you will be working directly under the Head of Operations and Strategy and closely with the Chief Executive Officer of Zinier. You will play a critical role in shaping the future of the company from an HR perspective. Being in the driver's seat of human resource, you will be leading all HR and Recruitment related initiatives across Zinier's global offices. The role calls on you to apply your extensive recruitment and networking experience in hiring, training, and managing talents. You are responsible for coaching and guiding the company's leaders, developing and implementing a comprehensive people plan that aligns to business goals and key drivers with a focus on delivering business transformation and organization change. Most importantly, you will guide HR policies to help achieve the founders' vision of making Zinier a great place to work at! Responsibilities include: Workforce Planning: Analyze and provide guidance on Zinier's current organizational state and future requirements. Craft and revise role profiles as to facilitate business planning. Organizational Development: Build up programs to ensure employees' training needs and growth aspirations are met. Recruitment: Direct outreach through recruitment portals and own recruitment network for hiring of critical roles. Ensure a conscious, deliberate approach to attracting and retaining top talent. Leadership: Provide strong guidance in the recruitment and development of talents to ensure the highest levels of performance and productivity. Instill a culture that emphasizes collaboration, accountability and transparency. Bachelor's Degree holder with minimum 10 years of HR and Recruitment experience and at least 5 years people management experience Strong Recruitment and networking experience in IT and Telecommunication industries Track record of working on Global HR initiatives and projects experience Possess an approachable, mature and welcoming personality who can attract and retain talents Qualifications Bachelor's Degree holder with minimum 10 years of HR and Recruitment experience and at least 5 years people management experience Strong Recruitment and networking experience in IT and Telecommunication industries Track record of working on Global HR initiatives and projects experience Possess an approachable, mature and welcoming personality who can attract and retain talents Ability to work with and influence executives and employees across the globe Additional Information All your information will be kept confidential according to EEO guidelines.

Zinier's modern field service management platform helps companies with large and complex field service teams deliver an unparalleled experience to customers. From matching the right work to the right people at the right time, to creating step-by-step mobile workflows guiding technicians, or even automatically creating work orders to kick off the next series of steps in an installation process, Zinier is your complete, end-to-end solution for field service delivery. Our customers include large telecom companies with hundreds, even thousands of technicians who install and repair equipment on a daily basis, to leading satellite companies that provide complex tracking of ship fleets. Any company that needs to install, maintain, and repair equipment out in the field can use Zinier to supercharge their teams. We're a global company headquartered in Burlingame, California, with offices in Mexico City, Singapore, and Bengaluru. Our investors include Accel Partners, Newfund, and StartX. Job Description As the Director of Human Resources, you will be working directly under the Head of Operations and Strategy and closely with the Chief Executive Officer of Zinier. You will play a critical role in shaping the future of the company from an HR perspective. Being in the driver's seat of human resource, you will be leading all HR and Recruitment related initiatives across Zinier's global offices. The role calls on you to apply your extensive recruitment and networking experience in hiring, training, and managing talents. You are responsible for coaching and guiding the company's leaders, developing and implementing a comprehensive people plan that aligns to business goals and key drivers with a focus on delivering business transformation and organization change. Most importantly, you will guide HR policies to help achieve the founders' vision of making Zinier a great place to work at! Responsibilities include: Workforce Planning: Analyze and provide guidance on Zinier's current organizational state and future requirements. Craft and revise role profiles as to facilitate business planning. Organizational Development: Build up programs to ensure employees' training needs and growth aspirations are met. Recruitment: Direct outreach through recruitment portals and own recruitment network for hiring of critical roles. Ensure a conscious, deliberate approach to attracting and retaining top talent. Leadership: Provide strong guidance in the recruitment and development of talents to ensure the highest levels of performance and productivity. Instill a culture that emphasizes collaboration, accountability and transparency. Bachelor's Degree holder with minimum 10 years of HR and Recruitment experience and at least 5 years people management experience Strong Recruitment and networking experience in IT and Telecommunication industries Track record of working on Global HR initiatives and projects experience Possess an approachable, mature and welcoming personality who can attract and retain talents Qualifications Bachelor's Degree holder with minimum 10 years of HR and Recruitment experience and at least 5 years people management experience Strong Recruitment and networking experience in IT and Telecommunication industries Track record of working on Global HR initiatives and projects experience Possess an approachable, mature and welcoming personality who can attract and retain talents Ability to work with and influence executives and employees across the globe Additional Information All your information will be kept confidential according to EEO guidelines.

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

Bainbridge Senior Living | Bainbridge Island, WA Salary Range: $90,000 - $110,000 Who We Are Bainbridge Senior Living (BSL) is a family-owned business and a trusted leader in independent and assisted living, respite care, and memory care support for seniors. Our mission is to provide exceptional care in welcoming, modern communities where residents can age in place while enhancing their quality of life. With four thoughtfully designed senior living communities on Bainbridge Island, we are dedicated to creating meaningful connections and providing outstanding services to our residents. The Opportunity We are seeking an experienced, dynamic, relational, pragmatic, and hands-on Human Resources Director who will bring energy, expertise, and a people-first approach to lead and enhance our HR functions. As a key member of our leadership team, you'll report to the General Manager and oversee one HR Generalist. Together, you'll support a workforce of 150+ employees across our communities, ensuring compliance, fostering engagement, and developing innovative HR strategies that make Bainbridge Senior Living an employer of choice. This role offers the unique opportunity to lead impactful initiatives that align with our mission while also managing day-to-day HR operations in a collaborative, upbeat, client-focused environment. What You'll Do Strategic Leadership: * Develop and execute HR strategies and programs that align with and support BSL's organizational goals, culture, and growth. * Partner with leadership to understand and address workforce needs, from talent acquisition and retention to succession planning. * Lead initiatives to enhance employee satisfaction, engagement, and workplace culture. HR Operations: * Manage the full employee lifecycle, including recruitment, onboarding, training, performance management, and offboarding. * Manage leave policies, certifications, and compliance with DSHS, DOH, and other regulatory bodies. * Oversee benefits administration and new hire payroll setup. * Monitor and ensure compliance with local, state, and federal employment laws and regulations, including workers' compensation and light-duty claims management. * Analyze HR trends and practices, compensation, and benefits to recommend competitive strategies. * Maintain accurate and compliant HR records and job descriptions. Employee Relations: * Foster an inclusive, equitable, and positive workplace environment. * Serve as a trusted advisor and mediator to employees and managers. * Handle sensitive issues such as investigations, disciplinary actions, and terminations with professionalism and integrity. Team Development: * Supervise and mentor HR staff. * Develop and deliver training programs to enhance skills, compliance, and leadership capabilities within the organization. * Promote a culture of growth, accountability, and excellence. Other Responsibilities: * Prepare and manage the HR department budget. * Track and report key HR metrics such as turnover rates, employee engagement, and recruitment outcomes. * Plan and execute employee engagement initiatives and wellness programs. What We're Looking For Required Skills & Experience: * Bachelor's degree in HR, Business, Psychology, or a related field; or equivalent experience. * 3+ years of progressive HR leadership experience. * Strong knowledge of federal, state, and local labor laws and regulations (FMLA, ADA, Worker's compensation, PFML, etc.). * Demonstrated experience managing light-duty programs. * Proven experience in employee relations, performance management, recruitment, and benefits administration. * High level of discretion, integrity, and emotional intelligence. * Tech savvy. Proficiency with Microsoft Office, HIRS systems (ADP preferred) and web-based platforms. * Exceptional organizational and analytical skills with an attention to detail. * Excellent communication, negotiation, and conflict resolution skills. Ability to influence and engage at all levels. * Ability to maintain perspective and a sense of humor. * Successful background check. Preferred Qualifications: * PHR/SPHR or SHRM-CP/SCP certification. * Experience in senior living, healthcare, or hospitality industries. * Knowledge of DSHS and DOH regulations. What We Offer * The chance to make a meaningful impact in a mission-driven organization. * A supportive, collaborative, and fun leadership team. * Opportunities for professional development and growth. Physical Requirements: * Ability to work in a dynamic environment and in different locations. * Capability to climb stairs and work at a desk/computer for extended periods. * Ability to lift up to 15 pounds as needed. Join Bainbridge Senior Living in shaping a workplace culture that reflects our commitment to excellence, care, and community!

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