Human Resources Business Partner jobs at The Leukemia & Lymphoma Society

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

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

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

Company Introduction The La Jolla Group is a worldwide leader in the action sports apparel business segment with a fast paced, high-energy environment that is continually on the move. With prominent brands such as O'Neill, PSD Underwear, Mountain Khakis, Sol Angeles, and Hang Ten, La Jolla Group has proved to be a builder of great brands, a creator of innovative products, and a master of operational excellence. Our team enjoys flexibility with a hybrid schedule of in-office and remote work. We offer awesome discounts on our clothing brands, early release Fridays (2:00pm), occasional employer provided lunches, year-round fun events as well as a full benefits package! We believe our employees are our strongest asset and invest in their growth by focusing on developing their strengths. General Summary The Vice President of Human Resources serves as a strategic business partner and change agent, leading all aspects of HR strategy and execution across corporate, retail, and distribution teams. This role drives organizational transformation, operational efficiency, and employee engagement by aligning people strategy with business goals. The VP of HR oversees talent acquisition, employee relations, organizational development, compliance, HR operations, and culture initiatives to support a high-performing, scalable, and values-driven organization. Essential Job Functions Strategic Leadership: Develop and execute an HR strategy aligned with company goals, promoting transformation, innovation, and cultural alignment. Workforce Planning & Analytics: Design and implement workforce, succession, and labor cost plans using data-driven insights to guide decision-making. Employee Relations: Ensure fair, consistent, and compliant HR practices; manage complex employee relations issues and investigations. Organizational Development & Change Management: Partner with leadership to enhance structure, communication, and effectiveness; lead change initiatives, restructuring, and integration efforts. Talent Acquisition & Employer Branding: Oversee recruitment strategy and systems (e.g., UKG); build a strong employer brand within the apparel and retail industries. Talent Development & Retention: Implement leadership development, training, and career pathing programs; manage succession planning and engagement initiatives. Performance Management & Compensation: Manage performance review cycles, pay-for-performance programs, and executive and employee incentive plans. HR Operations & Technology: Lead HRIS, payroll, and benefits administration; optimize HR processes for accuracy, compliance, and scalability. Health, Safety & Wellness: Maintain compliance with safety standards and partner with operations to promote well-being initiatives. Culture & Engagement: Champion company culture, inclusion, communication, and recognition programs to strengthen engagement and retention. Required Knowledge, Skills, and Abilities Strategic HR leadership with a track record of building and scaling people operations in multi-site or multi-brand environments. Deep understanding of California labor laws and multi-state compliance requirements. Proven success driving HR transformation, organizational change, and leadership development. Strong analytical and problem-solving skills; able to use HR metrics and analytics to influence business decisions. Hands-on experience with HRIS systems (UKG preferred). Exceptional interpersonal and communication skills; builds trust and credibility across all levels of the organization. Demonstrated strengths in coaching, collaboration, and influencing executive decision-making. Commitment to integrity, fairness, and continuous improvement. Required Education and Experience Bachelor's degree in Human Resources, Business Administration, or a related field (Master's preferred). 10+ years of progressive HR leadership experience, preferably within apparel, retail, consumer, or hospitality sectors. Proven experience leading HR teams through transformation, growth, or integration. Experience managing all major HR functions, including talent, compliance, compensation, and culture. Proven experience designing and executing a balanced scorecard-based performance management framework that drives accountability, alignment, and pay-for-performance outcomes. Supervisory experience required, with responsibility for leading and developing a team of five HR professionals. Physical Requirements Seeing: Must be able to see well enough to read reports. Hearing: Must be able to hear well enough to communicate with customers, vendors and employees. Climbing/Stooping/Kneeling: Must be able to stoop or kneel to pick up products. Lifting/Pulling/Pushing: Must be able to lift up to 10 pounds. Fingering/Grasping/Feeling: Must be able to type and use technical sources. La Jolla Group provides equal employment opportunities to all qualified individuals without regard to race, color, religion, sex, gender identity, sexual orientation, pregnancy, age, national origin, physical or mental disability, military or veteran status, genetic information, or any other protected classification. Equal employment opportunity includes, but is not limited to, hiring, training, promotion, demotion, transfer, leaves of absence, and termination. La Jolla Group takes allegations of discrimination, harassment, and retaliation seriously and will promptly investigate when such behavior is reported. #LI-onsite #LI-CR1

This employee provides Employee Relations support to the field and Corporate HR, using independent judgment in applying Company policies in an equitable manner within the requirements of applicable employment laws and established Company precedent. JOB FUNCTIONS Advises management in appropriate resolution of employee relations issues based on applicable federal/state employment laws, Company policies, and past precedent Responds to inquiries from employees/managers regarding policies, procedures, and programs in a timely manner Determines appropriate level of discipline based on the circumstances and as required, defends organization's position based on past precedent, policies, etc. Prepares corrective action documents and as applicable, employee separation notices and related documentation after reviewing circumstances and advising management of potential risks Investigates internal complaints of harassment/discrimination and other employment-related issues Acts as strategic partner to leadership, mitigating systemic issues arising from investigations and conducting education on various topics discovered during internal investigations Remains mindful of concerns in other areas of the company (i.e. Health Care Compliance, Safety, etc.), ensuring that any such issues are properly referred to the applicable department personnel Assists Corporate Benefits in the administration of FMLA and ADA Conducts internal investigations for claims from outside agencies and works with outside counsel regarding additional inquiry, information gathering, and interviews Identifies legal requirements and government reporting regulations affecting human resources functions and ensures policies, procedures, and reporting are in compliance Participates in management training for interviewing, hiring, terminations, promotions, performance review, and harassment/discrimination as needed/requested Represents organization at employment-related hearings and investigations. Attends work on a predictable basis. Standard work schedule is Monday through Friday, 8:00 a.m. to 5:00 p.m., local time. Work schedules are currently hybrid (3 days in-office; 2 days work-from-home). Travel is required for location visits, investigations, agency audits, Legal issues, etc. Travel requirements do not typically exceed 30% of job

For over 25 years, G&A Partners has been helping entrepreneurs grow their businesses, take better care of their employees, and enjoy a higher quality of life by providing proven HR solutions and technology. A growing, Houston-based professional services firm, G&A Partners is currently seeking an HR Business Partner to join its team at the corporate office or G&A satellite office A competitive compensation and benefits package is available to include health benefits and 401(k), recognition awards and bonuses and the opportunity to work for a highly respected and award-winning company. Summary The HR Business Partner position is responsible for aligning business objectives with employees and management in designated business units. The HR Business Partner provides administration of leave of absence, employee relations, and implementation of human resource policies, procedures and practices for corporate employees. Reasonable Accommodations Statement: To accomplish this job successfully, an individual must be able to perform, with or without reasonable accommodation, each essential function satisfactorily. Reasonable accommodations may be made to help enable qualified individuals with disabilities to perform the essential functions. Responsibilities Provides day-to-day performance management guidance for line management, including, but not limited to: coaching, counseling, career development, corrective actions, time and labor, performance management, onboarding, PTO (Paid Time Off), FMLA and local, state, and federal laws. Works closely with management and employees to improve work relationships, build morale, and increase productivity and retention. Provides HR policy guidance and interpretation. Responds to employees and managers regarding employee relation issues in a timely manner. Collaborates with Corporate HR Leadership and Legal Counsel on complex employee relation issues. Provides routine updates to Corporate HR Leadership on employee relations issues. Responsible for Leave Administration program. Stays current with applicable legislation and trains/troubleshoots issues for other users. Maintains records and coordinates with Payroll, Benefits, and Risk departments for any intersecting leave activities relating to pay, benefits, and/or workers compensation. Administers offshore resources processes and policies. Leads investigations into employee issues; works with legal counsel where appropriate. Assists with termination meetings and coordinating with IT to get access revoked and equipment retrieved. Responds to unemployment claims and wage audits prior to due dates. Other Duties: Ability to travel to G&A locations as needed is required. Monitors and ensures the organization's compliance with federal, state, and local employment laws and regulations, and recommends best practices; reviews and modifies policies and practices to maintain compliance. Provides guidance and input on department workforce planning and succession planning. Identifies training needs for business units and individual executive coaching needs. Cross trains with other positions within the department for coverage as needed. Assists with analysis of company trends and metrics to develop solutions, programs and policies. Maintains knowledge of trends, best practices, regulatory changes, and modern technologies in human resources and employment law; applies this knowledge to communicate changes in policy, practice, and resources to upper management. Participates in audits as requested; provides reports to other departments as requested. Qualifications Education: A bachelor's degree in human resources or a related field is preferred. Skills & Experience: At least 5 years of experience in Human Resources showing a progressive job history is required. At least three years of experience in roles with extensive responsibility for programs or processes, such as a specialist or a manager is preferred. Great verbal and written communication skills are required from employee to Executive Management. Able to do presentations in person or online. Computer Skills: Proficiency in Microsoft 365 products and applications, including Excel and PowerPoint. Certifications/Licenses: SHRM SCP or CP certification is required. Leave Administration certification is preferred. Equal Opportunity Employer Statement G&A Partners as an Equal Opportunity Employer considers all applicants and prohibits discrimination of any type on the basis of actual or perceived race, color, creed, religion, national origin, ancestry, citizenship status, age, sex or gender (including pregnancy, childbirth and pregnancy-related conditions), gender identity or expression (including transgender status), sexual orientation, marital status, military service and veteran status, physical or mental disability, genetic information, or any other characteristic protected by applicable federal, state or local laws and ordinances. Our management team is dedicated to providing a work environment free of discrimination and harassment based on any of these characteristics. We are committed to this policy and achieving a diverse workforce with respect to recruitment, hiring, placement, promotion, transfer, training, compensation, benefits, employee activities, access to facilities and programs and general treatment during employment. Salary Starting wage is $50,000 up to $100,000 The starting range represents the low and high end of the G&A Partners' range for this position. Actual wages will vary and may be above or below the range based on various factors including but not limited to location, experience, and performance. The range listed is just one component of G&A's total compensation package for employees. Other rewards may include commissions, annual bonuses, and program specific rewards. In addition, G&A Partners provides a variety of benefits to employees, including health, dental, vision, life insurance, short-term and long-term disability, flexible spending, ancillary benefits, retirement savings plan, paid holidays, and paid time off (PTO). Application close date is 12/15/2025

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

**Specialty/Competency:** SAP **Industry/Sector:** Not Applicable **Time Type:** Full time **Travel Requirements:** Up to 60% At PwC, our people in business application consulting specialise in consulting services for a variety of business applications, helping clients optimise operational efficiency. These individuals analyse client needs, implement software solutions, and provide training and support for seamless integration and utilisation of business applications, enabling clients to achieve their strategic objectives. In SAP human capital at PwC, you will focus on providing consulting services for SAP Human Capital Management (HCM) applications. You will analyse client requirements, implement HCM software solutions, and provide training and support for seamless integration and utilisation of SAP HCM applications. Working in this area, you will enable clients to optimise their human resources processes, enhance talent management, and achieve their strategic objectives. Translating the vision, you set the tone, and inspire others to follow. Your role is crucial in driving business growth, shaping the direction of client engagements, and mentoring the next generation of leaders. You are expected to be a guardian of PwC's reputation, understanding that quality, integrity, inclusion and a commercial mindset are all foundational to our success. You create a healthy working environment while maximising client satisfaction. You cultivate the potential in others and actively team across the PwC Network, understanding tradeoffs, and leveraging our collective strength. Examples of the skills, knowledge, and experiences you need to lead and deliver value at this level include but are not limited to: + Lead in line with our values and brand. + Develop new ideas, solutions, and structures; drive thought leadership. + Solve problems by exploring multiple angles and using creativity, encouraging others to do the same. + Balance long-term, short-term, detail-oriented, and big picture thinking. + Make strategic choices and drive change by addressing system-level enablers. + Promote technological advances, creating an environment where people and technology thrive together. + Identify gaps in the market and convert opportunities to success for the Firm. + Adhere to and enforce professional and technical standards (e.g. refer to specific PwC tax and audit guidance) the Firm's code of conduct, and independence requirements. The Opportunity As part of the SAP Human Capital team you are expected to direct efforts in the implementation of SAP On-Premise or Employee Central Payroll. As a Director you are expected to set the strategic direction and lead business development efforts, making impactful decisions and overseeing multiple projects, maintaining executive-level client relations. You are also expected to provide SAP SuccessFactors product and implementation specialization to clients to achieve defined business outcomes. Responsibilities - Direct efforts in implementing SAP On-Premise or Employee Central Payroll solutions - Provide product and implementation knowledge to achieve defined business outcomes - Set strategic direction and drive business development initiatives - Oversee multiple projects and maintain executive-level client relations - Mentor and develop team members to reach their potential - Foster a culture of innovation and continuous improvement - Maintain adherence to professional and technical standards - Collaborate with clients to understand and meet their needs What You Must Have - Bachelor's Degree - 12 years of experience - Minimum degree: Bachelor's degree or in lieu of a degree, demonstrating, in addition to the minimum years of experience required for the role, three years of specialized training and/or progressively responsible work experience in technology for each missing year of college What Sets You Apart - Directing efforts in implementation of SAP On-Premise or Employee Central Payroll - Providing SAP SuccessFactors product and implementation specialization - Leading entire life-cycle implementations of SAP SuccessFactors - Directing consulting efforts - Functional and technical knowledge of Employee Central, Compensation, Learning Management - Developing and sustaining broad client relationships - Business analysis, requirements gathering, problem analysis, and resolution skills - Advising clients on configuration, documentation, and business solutions - Certification in SAP On-Premise or Employee Central Payroll Learn more about how we work: ************************** PwC does not intend to hire experienced or entry level job seekers who will need, now or in the future, PwC sponsorship through the H-1B lottery, except as set forth within the following policy: *********************************** As PwC is an equal opportunity employer, all qualified applicants will receive consideration for employment at PwC without regard to race; color; religion; national origin; sex (including pregnancy, sexual orientation, and gender identity); age; disability; genetic information (including family medical history); veteran, marital, or citizenship status; or, any other status protected by law. For only those qualified applicants that are impacted by the Los Angeles County Fair Chance Ordinance for Employers, the Los Angeles' Fair Chance Initiative for Hiring Ordinance, the San Francisco Fair Chance Ordinance, San Diego County Fair Chance Ordinance, and the California Fair Chance Act, where applicable, arrest or conviction records will be considered for Employment in accordance with these laws. At PwC, we recognize that conviction records may have a direct, adverse, and negative relationship to responsibilities such as accessing sensitive company or customer information, handling proprietary assets, or collaborating closely with team members. We evaluate these factors thoughtfully to establish a secure and trusted workplace for all. Applications will be accepted until the position is filled or the posting is removed, unless otherwise set forth on the following webpage. Please visit this link for information about anticipated application deadlines: *************************************** The salary range for this position is: $155,000 - $410,000. Actual compensation within the range will be dependent upon the individual's skills, experience, qualifications and location, and applicable employment laws. All hired individuals are eligible for an annual discretionary bonus. PwC offers a wide range of benefits, including medical, dental, vision, 401k, holiday pay, vacation, personal and family sick leave, and more. To view our benefits at a glance, please visit the following link: ***********************************

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

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

**MUST RESIDE IN THE ATLANTA, GA AREA** Work at Home Opportunity Director of Human Resources - Full-time BELAY is a growing and vibrant, Atlanta, GA-based company that offers virtual staffing solutions in the areas of Virtual Assistants, Marketing Assistants, and Financial Specialists. We are a fast-paced team of high performers that work extremely hard but also know how to have a great time. Culture is a top priority and our values are lived out daily. Who is BELAY? Click here and enjoy! Below are the position requirements. Job purpose The Director of Human Resources is responsible for leading the strategic and operational functions of BELAY's Human Resources department. This includes oversight of compensation, benefits, payroll, employment practices, compliance, talent branding, and company culture. As a key member of leadership, this role drives scalable people strategies that support BELAY's continued growth, including best practices for acquisitions, mergers, and employee integration, while fostering a thriving, values-aligned workplace. Duties and responsibilities As a BELAY Director, you will represent the company with professionalism and excellence in all virtual and in-person interactions, consistently embodying our mission, vision, and core values. You are expected to foster a collaborative, positive team environment while maintaining strict confidentiality and handling sensitive information with care. Integrity is essential and will be demonstrated through honest communication, accountability, and reliable follow-through on commitments. Organizational Leadership and People Strategy Set the long-term HR vision by developing people strategies that align with business objectives, M&A activity, and future growth needs. Lead with data-driven insights to identify risks, recommend solutions, and equip leaders with actionable direction. Support successful post-acquisition employee integration through HR best practices that ensure compliance and cultural alignment. Drive workforce performance, engagement, and retention to strengthen the employee experience and sustain a high-performing culture. Foster inclusion and strong team culture by coaching leaders and empowering teams through constructive feedback and meaningful recognition. Translate organizational goals into actionable HR operating plans with measurable progress toward key objectives. Strengthen leadership capability by integrating workforce planning, professional development, and succession planning to cultivate high-performing, future-ready teams. Champion BELAY's culture through connection initiatives and consistent reinforcement of organizational values. Build trusted, cross-departmental partnerships that enhance collaboration and alignment. Demonstrate professionalism, integrity, and discretion in handling sensitive information, legal escalations, and complex people matters. Departmental Responsibilities Oversee compensation, benefits, and payroll operations to ensure accuracy, timeliness, and competitiveness. Guide performance management processes through semi-annual cycles and continuous feedback systems. Serve as the escalation point for complex employee relations issues, including terminations, EAG reviews, severance negotiations, and legal risk assessments in partnership with leadership and external counsel. Maintain legal and regulatory compliance through proactive risk management and collaboration with legal advisors. Lead HR integration during acquisitions by aligning structures, harmonizing policies, and ensuring a consistent employee experience. Partner with the CFO and HR Generalist to oversee 401(k) administration and ensure compliance. Promote equitable recruitment and unbiased hiring practices. Manage employee engagement surveys and drive actionable improvement plans. Leverage HR metrics and insights to drive strategic decisions and continuously enhance operations through streamlined processes and smart prioritization. Qualifications This role requires a motivated, trustworthy self-starter with strong communication and technological skills who thrives independently and collaboratively. Our ideal corporate team member is flexible, creative, well-organized, and ready to roll up their sleeves to get the job done! Bachelor's degree or equivalent experience required. SHRM certification or comparable HR credential preferred. 5+ years of leadership or people management experience, ideally within multi-entity or acquisition-integrated environments. Proven success managing employee relations, legal escalations, and compliance across complex, growing, or acquisition-integrated organizations. Excellent communication, strategic thinking, and change management skills. Demonstrated success leading teams through organizational growth, integration, and restructuring. Exemplary integrity, sound judgment, and a balanced approach to people advocacy and business outcomes. Working conditions BELAY Corporate offers full-time remote work, requiring a dedicated, distraction-free home office for standard Monday-Friday business hours. As a full-time, exempt W-2 employee, you'll join a vibrant, award-winning company culture where you're a valued, engaged team player in a thriving organization. This role includes participation in conference calls, on-site, ad-hoc, and off-site meetings, which may require travel. This role serves as a member of the BELAY Leadership Team, which encompasses leading and serving as an example of the company's mission. Physical requirements This position does not have any physical requirements at this time. Direct reports Human Resources Generalist Senior Human Resources Business Partner Human Resources Business Partner - Financial Solutions Human Resources Specialist (Data) HR Team Administrator Corporate Recruiter DISCLAIMER: We've recently seen job postings claiming to be from BELAY that aren't affiliated with our company. Please be sure to only apply to our positions on ******************************** and only reply to emails ending **********************.

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

OUR COMPANY: EOS IT Solutions is a Global Technology and Logistics company, providing Collaboration and Business IT Support services to some of the world's largest industry leaders, delivering forward-thinking solutions based on multi-domain architecture. Customer satisfaction and commitment to superior quality of service are our top business priorities, along with investing in and supporting our partners and employees. We are a true International IT provider and are proud to deliver our services through global simplicity with trusted transparency. WHAT YOU WILL DO: As a People Business Partner, you will align business objectives with employees and management across designated business units. You will collaborate across the HR function to deliver value-added services that reflect the organization's goals, while maintaining a strong understanding of the business unit's financials, culture, and competitive landscape. This is a temporary hybrid position requiring 30% travel and 3-4 days per week or per month in the Columbus, OH office. KEY RESPONSIBILITIES: Conduct weekly meetings with assigned business units. Provide HR guidance to line management. Analyze HR trends and metrics to develop solutions, programs, and policies. Manage and resolve complex employee relations issues; conduct investigations. Ensure legal compliance and reduce risk in employee management. Guide performance management including coaching, counseling, and disciplinary actions. Foster improved work relationships, morale, productivity, and retention. Interpret and advise on HR policies. Develop contract terms for hires, promotions, and transfers. Support international employees with expatriate assignments. Advise on restructures, workforce planning, and succession planning. Identify training needs and support executive coaching. Monitor and evaluate training program effectiveness. Perform other related duties as assigned. ESSENTIAL CRITERIA: Proven experience supporting a California-based employer and knowledge of CA state law. Minimum 6 years of experience resolving complex employee relations issues. Strong knowledge of HR disciplines including compensation, employee relations, diversity, and employment law. SHRM-CP or SHRM-SCP certification (or ability to obtain within one year). Demonstrated success in managing HR projects. Excellent verbal and written communication skills. Strong interpersonal and customer service skills. High attention to detail and organizational skills. Ability to interpret and apply laws, regulations, and policies. Deep understanding of organizational structure and HR practices. Effective time management and deadline adherence. Strong analytical and problem-solving abilities. Proficiency in Microsoft Office Suite or related software. DESIRABLE CRITERIA: Experience mentoring or coaching within HR teams. Exposure to international HR matters and expatriate support. The EOS pay range for this job is a general guideline only and not a guarantee of compensation or salary. Additional factors considered in extending an offer include (but are not limited to) responsibilities of the job, experience, education, knowledge, skills, and abilities, as well as internal equity, market data, or other laws. EOS is committed to creating a diverse and inclusive work environment and is proud to be an equal opportunity employer. We invite you to consider opportunities at EOS regardless of your gender; gender identity; gender reassignment; age; religious or similar philosophical belief; race; national origin; political opinion; sexual orientation; disability; marital or civil partnership status or other non-merit factor. #IND Pay Range$85,000-$95,000 USD

**Specialty/Competency:** SAP **Industry/Sector:** Not Applicable **Time Type:** Full time **Travel Requirements:** Up to 60% At PwC, our people in business application consulting specialise in consulting services for a variety of business applications, helping clients optimise operational efficiency. These individuals analyse client needs, implement software solutions, and provide training and support for seamless integration and utilisation of business applications, enabling clients to achieve their strategic objectives. In SAP human capital at PwC, you will focus on providing consulting services for SAP Human Capital Management (HCM) applications. You will analyse client requirements, implement HCM software solutions, and provide training and support for seamless integration and utilisation of SAP HCM applications. Working in this area, you will enable clients to optimise their human resources processes, enhance talent management, and achieve their strategic objectives. Translating the vision, you set the tone, and inspire others to follow. Your role is crucial in driving business growth, shaping the direction of client engagements, and mentoring the next generation of leaders. You are expected to be a guardian of PwC's reputation, understanding that quality, integrity, inclusion and a commercial mindset are all foundational to our success. You create a healthy working environment while maximising client satisfaction. You cultivate the potential in others and actively team across the PwC Network, understanding tradeoffs, and leveraging our collective strength. Examples of the skills, knowledge, and experiences you need to lead and deliver value at this level include but are not limited to: + Lead in line with our values and brand. + Develop new ideas, solutions, and structures; drive thought leadership. + Solve problems by exploring multiple angles and using creativity, encouraging others to do the same. + Balance long-term, short-term, detail-oriented, and big picture thinking. + Make strategic choices and drive change by addressing system-level enablers. + Promote technological advances, creating an environment where people and technology thrive together. + Identify gaps in the market and convert opportunities to success for the Firm. + Adhere to and enforce professional and technical standards (e.g. refer to specific PwC tax and audit guidance) the Firm's code of conduct, and independence requirements. The Opportunity As part of the SAP Human Capital team you are expected to direct efforts in the implementation of SAP On-Premise or Employee Central Payroll. As a Director you are expected to set the strategic direction and lead business development efforts, making impactful decisions and overseeing multiple projects, maintaining executive-level client relations. You are also expected to provide SAP SuccessFactors product and implementation specialization to clients to achieve defined business outcomes. Responsibilities - Direct efforts in implementing SAP On-Premise or Employee Central Payroll solutions - Provide product and implementation knowledge to achieve defined business outcomes - Set strategic direction and drive business development initiatives - Oversee multiple projects and maintain executive-level client relations - Mentor and develop team members to reach their potential - Foster a culture of innovation and continuous improvement - Maintain adherence to professional and technical standards - Collaborate with clients to understand and meet their needs What You Must Have - Bachelor's Degree - 12 years of experience - Minimum degree: Bachelor's degree or in lieu of a degree, demonstrating, in addition to the minimum years of experience required for the role, three years of specialized training and/or progressively responsible work experience in technology for each missing year of college What Sets You Apart - Directing efforts in implementation of SAP On-Premise or Employee Central Payroll - Providing SAP SuccessFactors product and implementation specialization - Leading entire life-cycle implementations of SAP SuccessFactors - Directing consulting efforts - Functional and technical knowledge of Employee Central, Compensation, Learning Management - Developing and sustaining broad client relationships - Business analysis, requirements gathering, problem analysis, and resolution skills - Advising clients on configuration, documentation, and business solutions - Certification in SAP On-Premise or Employee Central Payroll Learn more about how we work: ************************** PwC does not intend to hire experienced or entry level job seekers who will need, now or in the future, PwC sponsorship through the H-1B lottery, except as set forth within the following policy: *********************************** As PwC is an equal opportunity employer, all qualified applicants will receive consideration for employment at PwC without regard to race; color; religion; national origin; sex (including pregnancy, sexual orientation, and gender identity); age; disability; genetic information (including family medical history); veteran, marital, or citizenship status; or, any other status protected by law. For only those qualified applicants that are impacted by the Los Angeles County Fair Chance Ordinance for Employers, the Los Angeles' Fair Chance Initiative for Hiring Ordinance, the San Francisco Fair Chance Ordinance, San Diego County Fair Chance Ordinance, and the California Fair Chance Act, where applicable, arrest or conviction records will be considered for Employment in accordance with these laws. At PwC, we recognize that conviction records may have a direct, adverse, and negative relationship to responsibilities such as accessing sensitive company or customer information, handling proprietary assets, or collaborating closely with team members. We evaluate these factors thoughtfully to establish a secure and trusted workplace for all. Applications will be accepted until the position is filled or the posting is removed, unless otherwise set forth on the following webpage. Please visit this link for information about anticipated application deadlines: *************************************** The salary range for this position is: $155,000 - $410,000. Actual compensation within the range will be dependent upon the individual's skills, experience, qualifications and location, and applicable employment laws. All hired individuals are eligible for an annual discretionary bonus. PwC offers a wide range of benefits, including medical, dental, vision, 401k, holiday pay, vacation, personal and family sick leave, and more. To view our benefits at a glance, please visit the following link: ***********************************

Industry/Sector Not Applicable Specialism SAP Management Level Director At PwC, our people in business application consulting specialise in consulting services for a variety of business applications, helping clients optimise operational efficiency. These individuals analyse client needs, implement software solutions, and provide training and support for seamless integration and utilisation of business applications, enabling clients to achieve their strategic objectives. In SAP human capital at PwC, you will focus on providing consulting services for SAP Human Capital Management (HCM) applications. You will analyse client requirements, implement HCM software solutions, and provide training and support for seamless integration and utilisation of SAP HCM applications. Working in this area, you will enable clients to optimise their human resources processes, enhance talent management, and achieve their strategic objectives. Translating the vision, you set the tone, and inspire others to follow. Your role is crucial in driving business growth, shaping the direction of client engagements, and mentoring the next generation of leaders. You are expected to be a guardian of PwC's reputation, understanding that quality, integrity, inclusion and a commercial mindset are all foundational to our success. You create a healthy working environment while maximising client satisfaction. You cultivate the potential in others and actively team across the PwC Network, understanding tradeoffs, and leveraging our collective strength. Examples of the skills, knowledge, and experiences you need to lead and deliver value at this level include but are not limited to: * Lead in line with our values and brand. * Develop new ideas, solutions, and structures; drive thought leadership. * Solve problems by exploring multiple angles and using creativity, encouraging others to do the same. * Balance long-term, short-term, detail-oriented, and big picture thinking. * Make strategic choices and drive change by addressing system-level enablers. * Promote technological advances, creating an environment where people and technology thrive together. * Identify gaps in the market and convert opportunities to success for the Firm. * Adhere to and enforce professional and technical standards (e.g. refer to specific PwC tax and audit guidance) the Firm's code of conduct, and independence requirements. The Opportunity As part of the SAP Human Capital team you are expected to direct efforts in the implementation of SAP On-Premise or Employee Central Payroll. As a Director you are expected to set the strategic direction and lead business development efforts, making impactful decisions and overseeing multiple projects, maintaining executive-level client relations. You are also expected to provide SAP SuccessFactors product and implementation specialization to clients to achieve defined business outcomes. Responsibilities * Direct efforts in implementing SAP On-Premise or Employee Central Payroll solutions * Provide product and implementation knowledge to achieve defined business outcomes * Set strategic direction and drive business development initiatives * Oversee multiple projects and maintain executive-level client relations * Mentor and develop team members to reach their potential * Foster a culture of innovation and continuous improvement * Maintain adherence to professional and technical standards * Collaborate with clients to understand and meet their needs What You Must Have * Bachelor's Degree * 12 years of experience * Minimum degree: Bachelor's degree or in lieu of a degree, demonstrating, in addition to the minimum years of experience required for the role, three years of specialized training and/or progressively responsible work experience in technology for each missing year of college What Sets You Apart * Directing efforts in implementation of SAP On-Premise or Employee Central Payroll * Providing SAP SuccessFactors product and implementation specialization * Leading entire life-cycle implementations of SAP SuccessFactors * Directing consulting efforts * Functional and technical knowledge of Employee Central, Compensation, Learning Management * Developing and sustaining broad client relationships * Business analysis, requirements gathering, problem analysis, and resolution skills * Advising clients on configuration, documentation, and business solutions * Certification in SAP On-Premise or Employee Central Payroll Travel Requirements Up to 60% Job Posting End Date Learn more about how we work: ************************** PwC does not intend to hire experienced or entry level job seekers who will need, now or in the future, PwC sponsorship through the H-1B lottery, except as set forth within the following policy: *********************************** As PwC is an equal opportunity employer, all qualified applicants will receive consideration for employment at PwC without regard to race; color; religion; national origin; sex (including pregnancy, sexual orientation, and gender identity); age; disability; genetic information (including family medical history); veteran, marital, or citizenship status; or, any other status protected by law. For only those qualified applicants that are impacted by the Los Angeles County Fair Chance Ordinance for Employers, the Los Angeles' Fair Chance Initiative for Hiring Ordinance, the San Francisco Fair Chance Ordinance, San Diego County Fair Chance Ordinance, and the California Fair Chance Act, where applicable, arrest or conviction records will be considered for Employment in accordance with these laws. At PwC, we recognize that conviction records may have a direct, adverse, and negative relationship to responsibilities such as accessing sensitive company or customer information, handling proprietary assets, or collaborating closely with team members. We evaluate these factors thoughtfully to establish a secure and trusted workplace for all. Applications will be accepted until the position is filled or the posting is removed, unless otherwise set forth on the following webpage. Please visit this link for information about anticipated application deadlines: *************************************** The salary range for this position is: $155,000 - $410,000. Actual compensation within the range will be dependent upon the individual's skills, experience, qualifications and location, and applicable employment laws. All hired individuals are eligible for an annual discretionary bonus. PwC offers a wide range of benefits, including medical, dental, vision, 401k, holiday pay, vacation, personal and family sick leave, and more. To view our benefits at a glance, please visit the following link: ***********************************

**Specialty/Competency:** SAP **Industry/Sector:** Not Applicable **Time Type:** Full time **Travel Requirements:** Up to 60% At PwC, our people in business application consulting specialise in consulting services for a variety of business applications, helping clients optimise operational efficiency. These individuals analyse client needs, implement software solutions, and provide training and support for seamless integration and utilisation of business applications, enabling clients to achieve their strategic objectives. In SAP human capital at PwC, you will focus on providing consulting services for SAP Human Capital Management (HCM) applications. You will analyse client requirements, implement HCM software solutions, and provide training and support for seamless integration and utilisation of SAP HCM applications. Working in this area, you will enable clients to optimise their human resources processes, enhance talent management, and achieve their strategic objectives. Translating the vision, you set the tone, and inspire others to follow. Your role is crucial in driving business growth, shaping the direction of client engagements, and mentoring the next generation of leaders. You are expected to be a guardian of PwC's reputation, understanding that quality, integrity, inclusion and a commercial mindset are all foundational to our success. You create a healthy working environment while maximising client satisfaction. You cultivate the potential in others and actively team across the PwC Network, understanding tradeoffs, and leveraging our collective strength. Examples of the skills, knowledge, and experiences you need to lead and deliver value at this level include but are not limited to: + Lead in line with our values and brand. + Develop new ideas, solutions, and structures; drive thought leadership. + Solve problems by exploring multiple angles and using creativity, encouraging others to do the same. + Balance long-term, short-term, detail-oriented, and big picture thinking. + Make strategic choices and drive change by addressing system-level enablers. + Promote technological advances, creating an environment where people and technology thrive together. + Identify gaps in the market and convert opportunities to success for the Firm. + Adhere to and enforce professional and technical standards (e.g. refer to specific PwC tax and audit guidance) the Firm's code of conduct, and independence requirements. The Opportunity As part of the SAP Human Capital team you are expected to direct efforts in the implementation of SAP On-Premise or Employee Central Payroll. As a Director you are expected to set the strategic direction and lead business development efforts, making impactful decisions and overseeing multiple projects, maintaining executive-level client relations. You are also expected to provide SAP SuccessFactors product and implementation specialization to clients to achieve defined business outcomes. Responsibilities - Direct efforts in implementing SAP On-Premise or Employee Central Payroll solutions - Provide product and implementation knowledge to achieve defined business outcomes - Set strategic direction and drive business development initiatives - Oversee multiple projects and maintain executive-level client relations - Mentor and develop team members to reach their potential - Foster a culture of innovation and continuous improvement - Maintain adherence to professional and technical standards - Collaborate with clients to understand and meet their needs What You Must Have - Bachelor's Degree - 12 years of experience - Minimum degree: Bachelor's degree or in lieu of a degree, demonstrating, in addition to the minimum years of experience required for the role, three years of specialized training and/or progressively responsible work experience in technology for each missing year of college What Sets You Apart - Directing efforts in implementation of SAP On-Premise or Employee Central Payroll - Providing SAP SuccessFactors product and implementation specialization - Leading entire life-cycle implementations of SAP SuccessFactors - Directing consulting efforts - Functional and technical knowledge of Employee Central, Compensation, Learning Management - Developing and sustaining broad client relationships - Business analysis, requirements gathering, problem analysis, and resolution skills - Advising clients on configuration, documentation, and business solutions - Certification in SAP On-Premise or Employee Central Payroll Learn more about how we work: ************************** PwC does not intend to hire experienced or entry level job seekers who will need, now or in the future, PwC sponsorship through the H-1B lottery, except as set forth within the following policy: *********************************** As PwC is an equal opportunity employer, all qualified applicants will receive consideration for employment at PwC without regard to race; color; religion; national origin; sex (including pregnancy, sexual orientation, and gender identity); age; disability; genetic information (including family medical history); veteran, marital, or citizenship status; or, any other status protected by law. For only those qualified applicants that are impacted by the Los Angeles County Fair Chance Ordinance for Employers, the Los Angeles' Fair Chance Initiative for Hiring Ordinance, the San Francisco Fair Chance Ordinance, San Diego County Fair Chance Ordinance, and the California Fair Chance Act, where applicable, arrest or conviction records will be considered for Employment in accordance with these laws. At PwC, we recognize that conviction records may have a direct, adverse, and negative relationship to responsibilities such as accessing sensitive company or customer information, handling proprietary assets, or collaborating closely with team members. We evaluate these factors thoughtfully to establish a secure and trusted workplace for all. Applications will be accepted until the position is filled or the posting is removed, unless otherwise set forth on the following webpage. Please visit this link for information about anticipated application deadlines: *************************************** The salary range for this position is: $155,000 - $410,000. Actual compensation within the range will be dependent upon the individual's skills, experience, qualifications and location, and applicable employment laws. All hired individuals are eligible for an annual discretionary bonus. PwC offers a wide range of benefits, including medical, dental, vision, 401k, holiday pay, vacation, personal and family sick leave, and more. To view our benefits at a glance, please visit the following link: ***********************************

Join DLZ Corporation - A Leader in Engineering and Design! DLZ Corporation is a nationally recognized, award-winning, multidisciplinary firm providing top-notch engineering and architectural design services, construction management, surveying, right-of-way acquisition, and materials testing. Our commitment to excellence, innovation, and community has made us one of the top design firms in the Midwest. We focus on exceeding our clients' expectations while fostering an environment that challenges our employees and propels their careers to the next level. We're hiring a Human Resources Director in Columbus, Ohio! Join DLZ's corporate headquarters and lead our HR strategy, including performance management, compensation and benefits, talent acquisition, and organizational development. Help us attract and retain top talent for complex projects and long-term growth. Strategic & Executive Leadership * Partner with senior leadership on organizational design, workforce planning, and change management strategies. * Drive an integrated HR strategy aligned with business growth, profitability, and compliance requirements, while overseeing budgets, resources, and HR technology. Talent Acquisition, Learning & Development * Partner with the Talent Acquisition team to develop data-driven recruitment and workforce planning strategies, ensuring a strong talent pipeline and leadership succession. * Design and oversee succession planning and learning programs, including professional licensing, technical training, and leadership development. * Collaborate with business leaders and HR partners to foster a culture of continuous learning and leadership readiness. Compensation, Benefits, & Total Rewards * Design and manage DLZ's total rewards strategy, including bonus programs, retirement plans, and profit sharing to maintain competitiveness in the A/E market. * Collaborate with the Benefits Manager on benefits administration, including health, retirement (401k/ESOP), life, and disability plans, ensuring compliance and cost-effectiveness. * Oversee the performance management system to drive accountability, align goals with project success, and support merit-based compensation decisions. Employee Experience, Culture, & Relations * Champion DLZ's culture, emphasizing innovation, collaboration, work-life balance, and ethical practice. * Manage complex employee relations and investigations, ensuring fair, consistent, and legally sound outcomes. * Lead strategic talent and culture initiatives to promote equitable hiring, development, and advancement, supporting workforce diversity and retention. Qualifications: * Bachelor's degree in Human Resources, Business Administration, or related field; Master's degree preferred. * Minimum of 10-15+ years of progressive experience in human resources, with at least 3 years in a senior HR management role in organization with at least 500 employees. * Expertise in enterprise-level HCM systems (e.g., Workday, SAP SuccessFactors, Dayforce, ADP). * Experience in professional services or A/E/C industry strongly preferred. * SHRM-SCP or SPHR certification required. * Ability to travel up to 20% in support of 30 regional Midwest offices. * Proven ability to execute HR strategy, with strong financial acumen in compensation and benefits, advanced knowledge of employment law, and exceptional executive-level communication and negotiation skills. Investing in Your Future: Our Comprehensive Benefits Package At DLZ, we are committed to supporting the professional growth of our employees and fostering a collaborative and rewarding work environment. We offer a comprehensive benefits package, including: * Health, dental, and vision insurance * Medical and dependent care flexible spending accounts * Health savings account (HSA) * 401(k) options (Traditional and Roth) * Paid parental leave * Life & AD&D insurance * Short- and long-term disability * Wellness program with reimbursement benefits Join Our Inclusive and Diverse Team! DLZ is committed to being an Equal Opportunity Employer. We are dedicated to fostering an inclusive environment where all individuals, regardless of background, are respected and empowered to contribute their unique perspectives. Employment decisions are based on business needs, merit, and qualifications, without regard to any characteristics protected by applicable federal, state, and local laws. In compliance with federal regulations, DLZ does not engage in any programs or practices that provide preferences or discriminate based on race, gender, national origin, or other protected categories. We are committed to ensuring a non-discriminatory workplace in line with all applicable laws and regulations. #LIF-DM

Meet Leaf Home, the leading provider of technology-driven home solutions that is on a mission to make homeownership easy. With more than 50% of consumers worried about the cost and effort of home maintenance, we focus on delivering remarkable, end-to-end experiences. Trusted by more than 1 million homeowners across US and Canada, Leaf Home is America's largest Direct to Consumer full-service provider of branded home services and products. Leaf Home and its products, including the patented LeafFilter gutter protection system, have earned numerous awards and recognition from Good Housekeeping, Qualified Remodeler, Angi, Consumer Reports, This Old House and other consumer review platforms. Powered by people, Leaf Home's innovative products and services are delivered with convenience, trust, and quality via 200+ regional sales and installation offices along with comprehensive field support offices in New York and Hudson, Ohio. We believe we win together. Leaf Home has been consistently named one of the fastest growing private companies by Inc 5000 and recognized as a top employer nationally. Benefits of working at Leaf Home are wide-ranging and include: Industry-best compensation packages I Competitive Medical, Dental, and Vision benefits after 60 days I 401k with company match I Paid Time Off including paid parental leave I Individualized career development programs I On-demand lunch program I Childcare assistance I Free gym membership I Employee assistance programs, including legal, financial planning, and counseling I Employee discount marketplace I Employee Resource Groups such as VetConnect, DEI Committee, Women's Committee Apply today and together we will unlock millions of customers' dream homes and your dream career at Leaf Home. Position Summary: Reporting to the HR Manager or Senior HR Manager, the Human Resources Business Partner (HRBP) plays a critical role in strengthening organizational capability through a strong focus on talent management, succession planning, and organization design. The HRBP partners closely with assigned business units and leaders to develop and execute people strategies that enable both current and future business objectives. In this role, the HRBP leads efforts to assess organizational needs, build effective workforce plans, and design structures that support growth and long-term success. A key responsibility includes driving comprehensive talent and succession planning processes to ensure a robust leadership pipeline and a high-performing, engaged workforce. The HRBP also provides strategic and tactical guidance on a full range of HR initiatives including leadership development, performance management, organizational health, and employee engagement. Additionally, the HRBP manages and resolves complex employee relations matters and oversees investigations to support a fair and consistent workplace. Overall, the HRBP serves as a trusted advisor to business leaders, delivering proactive HR strategies and practices that enhance organizational performance and advance the company's short- and long-term goals. Essential Duties and Responsibilities: Lead annual and ongoing talent calibration processes to evaluate bench strength, identify high-potential employees, and create actionable development plans. Assess current organizational structures and partner with leaders to design or redesign org charts, roles, and workflows that support efficiency and future growth. Provide insights and recommendations to influence business decisions using data, trends, and HR best practices. Partners with other HR team members (L & D, Compensation, Benefits, Talent Acquisition, Payroll etc.) acting as a point of contact and liaison with supported groups to deliver robust HR services. Provide HR partnership, for both strategic and tactical initiatives, day to day HR support and execution of strategies for assigned business groups. Provides influence and guidance to client groups through developing partnerships to support achieving business objectives within the assigned caseload population. Manages and resolves employee relations issues, by conducting effective, thorough and objective investigations. Providing consultation/coaching/training to managers on performance, talent development, and employee relations. Implements HR best practices for key HR processes including performance management, compensation planning, workforce/capability planning, and talent management. Oversees and executes implementation of HR and/or business initiative in assigned business groups by participating in assigned business groups operational meetings, business reviews, and team building. Maintains knowledge of compliance requirements through researching, developing and proposing policy updates and new policies, provides guidance to managers and employees on policies and how to interpret them, staying up to date on HR trends and best practices as well as employment laws and regulations. Experience and Minimum Qualifications: • Minimum 4 years of broad-based HR generalist experience providing advice, counsel and coaching to leaders with the ability to influence and champion effective leadership and change, developing strong business partnerships to support achievement of business objectives within assigned business groups • Bachelor's Degree in Human Resource Administration, Business Administration, Organizational Psychology or related field from 4-year accredited university strongly preferred. Equivalent experience will be considered. • Master's Degree in Business Administration or Human Resources preferred • Professional certification by the Society for Human Resources Management preferred • Skilled with computer applications such as Microsoft PowerPoint, Word, Excel and Outlook • Proficiency with UKG HRIS application preferred • Original, creative thinker with the ability to show managerial courage • Must have strong work ethic, and a reputation for the highest degree of integrity and mature business judgment. • Ability to work in a fast-paced environment with competing deadlines and shifting priorities. • Strong ability to collaboratively engage with leaders to create, identify, and implement solutions to further the effectiveness of the business. • Must be able to work with diverse employees, partners and teams. • Ability to professionally maintain composure and effectiveness under pressure and changing conditions. • Ability to negotiate conflict and lead conflict resolution while maintaining strong working relationships at all levels of an organization. • Uses outstanding verbal and communication skills, with poise and confidence to interact with all levels of management. • Ability to navigate and lead through change. • Strong understanding of HR processes and procedures and ability to continually improve processes and procedures, ensuring they are fit for purpose for the organization. • Strong team player, internally with HR team and with the business. • Strong ability to provide options and influence organizational direction. • Works collaboratively and willingly shares information; facilitates discussion and resolution of different viewpoints and promotes teamwork. • Builds trusting and collaborative relationships with business leaders and HR team. • Excellent interpersonal skills required. • Proven ability to prioritize and multi-task. • Ability to handle and protect sensitive information in a confidential and professional manner. • Advanced problem solving, time management, and decision-making skills required. • Strong business acumen combined with interpersonal and leadership skills • Must be legally authorized to work in country of employment without sponsorship for employment visa status (e.g., H18 status). Preferred Knowledge, Skills, Abilities or Certifications: • PHR, SHRM-CP, or related designation preferred. • Experience in direct-to-consumer building, remodeling, and/or construction industries. Travel Requirements: Occasional overnight travel required. Overtime/Additional Hours Requirements: Additional hours may be required (exempt positions). Physical Requirements: Normal office environment. Performs indoor work in a climate-controlled environment. Sedentary work. Exerting up to 10 pounds of force occasionally and/or negligible amount of force frequently or constantly to lift, carry, push, pull or otherwise move objects, including the human body. Sedentary work involves sitting most of the time. Diversity and Inclusion Statement Leaf Home is committed to creating a diverse environment and is proud to be an equal opportunity employer. We strive to create an environment that embraces differences and fosters inclusion. Equal Opportunity Statement Leaf Home will rec111il, hire, train, and promote persons in all job titles without regard to race, color, ancestry, national origin, gender identity or expression, sexual orientation, marital status, religion, age, results of genetic testing, veteran status, or physical/mental disability (except where the disability prevents the individual from being able to perform the essential functions of the job and cannot be reasonably accommodated in full compliance with the law).

At KMK, we believe our collaborative team culture drives us to exceed expectations with our clients and our community. To maintain this culture, our priority is to attract, retain, and provide opportunities to talented individuals who share our vision for creating a dynamic environment that promotes success for our clients and our colleagues. We invite you to review our website to learn more about the experience offered at KMK. KMK Law is in search of a Director of Human Resources to join our Human Resources Group. The Director of Human Resources (“Director”) is responsible for developing and executing human resource strategy for the Firm. The Director has broad responsibility over talent management, compensation and benefits, culture development and facilities management. The Director is a key member of the administrative leadership team and collaborates across the organization. The Director leads the Human Resources and Facilities teams and reports to the Executive Director. Job Duties: Develops and implements Human Resources policies and procedures for the Firm Designs and executes talent management initiatives, including attracting, hiring, retaining and developing top talent for all attorney support and administrative positions. Leads and coordinates on-boarding process for all new hires Outlines and drives overall compensation structure and policies, performance appraisal programs Oversees all compensation and benefits programs, including payroll processing and benefit plans. Plans and directs the overall design, implementation and administration of health and wellness plans, retirement plans and other benefit plans. Serves as a member of the Firm's Benefits Committee Develops and implements initiatives that contribute to an engaging, high-performing, positive and fun environment, including planning various Firm related events Identifies and fulfills legal requirements and government reporting regulations for Human Resources function (e.g., OSHA, EEO, ERISA Wage & Hour). Directs the preparation of information requested or required for compliance Ensures appropriate administrative coverage and high quality support for attorneys, including maintaining legal assistant/attorney assignments, administrative reviews and overseeing word processing area Serves as the lead relationship for Human Resources vendors, consultants and other external resources. Evaluates the performance of external resources Oversees facilities management, including office space, parking facilities, reception area and clerk's office, in coordination with Facilities Manager Develops strong relationships across the Firm to understand and anticipate the needs of internal customers. Ensure HR and Facilities teams are providing outstanding customer service, continuous improvement and a first-class experience Direct reports include Payroll and Benefits Manager, Facilities Manager and Administrative Assistant and Legal Support personnel Other duties as assigned Desired Job Qualifications: 15+ years of experience with significant Human Resources leadership Generalist background with broad knowledge of employment, compensation, benefits, organization planning, employee relations and training and development. Experience with self-insured plans is preferred Excellent interpersonal, oral, and written communication skills Ability to build relationships and rapport internally and externally Highly organized and ability to work independently and with a team Responsive and willing to take initiative; high energy Bachelor's degree or equivalent in Human Resources KMK Law provides a competitive salary and a comprehensive benefits package including medical, dental, vision, life, disability, and 401(k)/profit sharing. KMK Law provides ongoing, skills-based training for its staff. KMK is an equal opportunity employer and does not discriminate in its employment decisions on the basis of race, color, ethnicity, national origin, religion, age, gender, sexual orientation, disability, or any other protected status under applicable federal, state, or local law.