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Direct message the job poster from CBIZ Talent Solutions Executive Vice President at Marcum Search LLC Join Our Client's Team as Chief People Officer (CPO) - Shape the Future of Homebuilding Excellence! Must reside or be ready to relocate to Orlando Florida Are you a visionary HR leader passionate about aligning people strategies with business goals? Do you thrive in dynamic environments where you can make a significant impact? If so, our client invites you to become a key member of their executive team as the Chief People Officer (CPO). About the Role: As the CPO, you will be the strategic architect of the people strategy, driving initiatives that foster a people-first culture and align with the long-term business objectives. You will lead Human Capital Management, encompassing organizational development, talent acquisition, performance management, company culture, compensation, and compliance. Must Have: -5 years minimum in an Executive Level Human resources position (VP or higher) -Be local or willing to relocate to Orlando Florida -An awesome amazing personality ;) Highly Preferred: Industry experience in homebuilding, real estate development, or construction Key Responsibilities: Strategic Leadership & Organizational Development Serve as a strategic advisor to the CEO and executive team on workforce planning and organizational structure. Craft and implement a people strategy that supports our client's growth and business goals. Lead, mentor, and develop HR leaders across various functions. Oversee a high-performing HR team supporting our client's multi-division operations. Talent Acquisition & Development Formulate and execute strategies to attract, hire, and retain top talent. Implement leadership development programs, internal mobility strategies, and succession planning. Collaborate with leaders to identify and nurture future leaders. Culture & Employee Experience Cultivate a culture of accountability, collaboration, and results. Drive initiatives to enhance employee engagement and inclusion. Lead employee feedback initiatives and translate insights into actionable strategies. Total Rewards & Workforce Planning Design competitive compensation, benefits, and incentive programs. Ensure equitable and compliant compensation practices. Lead workforce planning to meet business demands and project timelines. HR Operations & Compliance Oversee HR operations including HRIS management, onboarding, policies, and reporting. Ensure compliance with employment laws and regulations. Manage and enhance core HR systems for data accuracy and efficiency. People Analytics & Reporting Develop and maintain dashboards and metrics to track organizational health. Provide data-driven insights to the executive team to inform decision-making. Utilize analytics to continuously refine people strategies and improve HR impact. Qualifications: Bachelor's degree required; MBA or MA/MS in Human Resources, Organizational Leadership, or related field preferred. Minimum 15 years of progressive HR leadership experience, with at least 5 years at the executive level. Industry experience in homebuilding, real estate development, or construction highly preferred. SHRM-SCP, SPHR, or equivalent professional certification preferred. Skills: Exceptional leadership, coaching, and communication skills. Proven ability to lead organizational change and build scalable HR systems. Deep understanding of HR disciplines including talent strategy, compensation, performance management, and compliance. Proficiency in leveraging technology and analytics for decision-making. High emotional intelligence, integrity, and a commitment to a people-first mindset. If you are ready to lead and inspire a talented team, shape a dynamic culture, and make a lasting impact on our client's organization, we encourage you to apply today! Apply now and be a part of building the future of homebuilding excellence! Seniority level Seniority levelExecutive Employment type Employment typeFull-time Job function Job functionHuman Resources and Strategy/Planning IndustriesConstruction and Building Construction Referrals increase your chances of interviewing at CBIZ Talent Solutions by 2x Sign in to set job alerts for "Chief People Officer" roles.Chief People Officer AdventHealth Multi-StateExecutive Leader, Total Wellbeing-HR leadership We're unlocking community knowledge in a new way. Experts add insights directly into each article, started with the help of AI.

Associate Laboratory Director of Human Resources The Associate Laboratory Director of Human Resources also functions as Chief Human Resources Officer for the Laboratory and leads the Human Resources Directorate, setting vision and execution on strategies to attract, engage, develop and retain a top-quality workforce of the Lab. The position reports to the Deputy Director for Operations. The Associate Laboratory Director of Human Resources is a member of SLAC's senior management team and strategic partner and advisor to the executive management team, associate laboratory directors, and other key partners on matters of workforce strategy and planning, talent acquisition and development, succession planning, employee and labor relations. This individual also represents SLAC in a variety of activities involving DOE and Stanford University, in collaboration with the Stanford Vice President for Human Resources, and other DOE laboratories. SLAC is operated by Stanford University for the U.S. Department of Energy's Office of Science and is one of 17 DOE national laboratories - the most comprehensive research system of its kind in the world - providing strategic scientific and technological capabilities and expertise that cannot be found elsewhere. A major part of the Office of Science mission is supporting the development, construction, and operation of unique, open-access scientific user facilities. The laboratory is home to three Office of Science user facilities: the Linac Coherent Light Source (LCLS), the Stanford Synchrotron Radiation Lightsource (SSRL) and the Facility for Advanced Accelerator Experimental Tests (FACET-II). SLAC sits on 426 acres of Stanford land, located two miles from the main university campus. The lab's ties with Stanford have grown over the years to include several joint institutes and facilities and many collaborative research efforts. Stanford has made numerous investments in the laboratory and provides key services that make its operations more efficient. SLAC also plays a central role for Stanford, which benefits from the lab's deep expertise in critical areas and its ability to develop and run large-scale research facilities. Together with Stanford, SLAC educates and develops the U.S. scientific workforce in strategic technological areas. Primary Responsibilities Develop and execute the Laboratory's HR strategy so it aligns with the Laboratory's strategy, the University's direction, and DOE contract requirements, in partnership with senior leadership. Set and prioritize HR initiatives with clear short- and long-term goals, and oversee the delivery of HR programs, processes, and workflows that support Lab operations. Provide overall leadership for the Laboratory's HR function, partnering with University HR and the SLAC HR leadership team to strengthen all HR functional areas. Lead on complex employee and labor relations issues and direct the creation and maintenance of Lab wide workplace policies and practices. Drive ongoing workforce development, including performance planning and development, talent assessment, succession planning, high potential development, and retention risk mitigation. Build and expand leadership development programs for employees at all levels. Create practical workforce planning tools, processes, and analytics that enable accurate, data-informed staffing decisions. Act as primary liaison to legal counsel and senior leadership on immigration, employee and labor relations, and other high-impact HR matters. Collaborate with the Department of Energy to meet all requirements tied to DOE orders, memoranda, and SLAC's contract. Oversee and optimize a complex, multi-faceted HR budget. Align SLAC practices with Stanford HR policies, procedures, and legal requirements. Coordinate with Stanford Human Resources and General Counsel to ensure compliance with university administrative policies. Partner with SLAC's strategic communications and external affairs team on shared initiatives and messaging. Promote a workplace culture where employees feel valued, respected, and empowered, grounded in SLAC's core values. Qualifications Bachelor's degree in business administration, Human Resources, or related field and 15 years of relevant human resources experience or combination of education and relevant experience. Advanced Degree preferred. At least 10 years of people manager experience with multiple direct reports. Minimum of 5 years of experience leading HR function for a complex organization. Thorough knowledge of HR management theories, concepts, techniques, and best practices. Demonstrated experience as a consultant and advisor to senior management in all human resources areas, including talent assessment and development and workforce planning; organizational, leadership, and employee development; client support; talent acquisition and pipeline programs; compensation; employee and labor relations; immigration and international services; HR systems, records, training compliance and data analytics. Exceptional interpersonal skills and understanding of group dynamics. Successful track record of establishing credibility and trust with a diverse client group, including senior leaders. Demonstrated leadership skills and management courage. Demonstrated end to end experience in the development and execution of organization wide initiatives. Strong analytical, critical thinking, creative problem solving, judgment, negotiating, influencing, and strategic decision making skills. Ability to maintain confidentiality, tact, and diplomacy. Strong supervision/management and staff development experience. Excellent facilitation and oral and written communication skills; ability to prepare clear and concise reports and deliver formal presentations or training to senior management and other audiences. Previous experience working within a research environment or university is a plus. Certification and Licenses SHRM-SCP / SPHR achieved or equivalent HR experience. Leadership Competencies And Behaviors Manages Relationships: Strong ability to influence through building and maintaining productive relationships, negotiation, effectively manage conflict, and motivating others. Effective Communicator: Excellent verbal and written communication skills to effectively discuss with and present to all levels. Collaborator: Solid interpersonal skills and the ability to build coalitions and inter functional teams to leverage synergistic relationships. Demonstrated ability to effectively build and maintain working partnerships with external stakeholders. Deals with Ambiguity: Demonstrated ability to manage risk in a complex environment. Fosters Innovation: Encourages diverse thinking, new ideas, and creative problem solving and creates an environment in which unique and creative perspectives are nurtured. Strategic Focus: Proven forward looking, big picture thinker who plans and makes decisions in support of the mission and vision of the organization. Resourceful: Orchestrates resources and employs knowledge of internal structures and processes to manage multiple activities simultaneously. Demonstrates Accountability: Establishes clear responsibilities and processes to ensure commitments are met and results are measurable throughout the organization. Develops Employee Capabilities: Operates with a focus on growth through organizational and staff development; values and encourages continuing development; demonstrates a proven ability to align individual development with organizational needs and objectives. Recruits and Attracts Talented People: Effectively evaluates current and future workforce needs, and attracts and selects the best talent to meet them. Analysis and Decision making: Ability to analyze data (financial data, organizational performance metrics, etc.) and situations, develop and evaluate effective options, and make quality decisions that prove effective over time. Work Standards Promote Culture of Safety: Demonstrates commitment to personal responsibility and value for environment, safety and security; communicates related concerns; uses and promotes safe behaviors based on training and lessons learned. Meets the applicable roles and responsibilities as described in the ESH Manual, Chapter 1 - General Policy and Responsibilities. Subject to, and expected to comply with all applicable University policies and procedures, including but not limited to the personnel policies and other policies found in the University's Administrative Guide. As a national laboratory, SLAC National Accelerator Laboratory is responsible for adhering to the Homeland Security Presidential Directive 12 (HSPD 12) and Department of Energy (DOE) Order 473.1A, which require employees to obtain and maintain a HSPD 12 Personal Identity Verification (PIV) Credential. To obtain this credential, employees must successfully complete the applicable tier of federal background investigation post hire and receive a favorable federal adjudication. The tier of federal background investigation will be determined by job duties and national security or public trust responsibilities associated with the job. All tiers of investigation include a declaration of illegal drug activities, including use, supply, possession, or manufacture within the last 1 to 7 years (depending on the applicable tier of investigation). Illegal drug activities include marijuana and cannabis derivatives, which are still considered illegal under federal law, regardless of state laws. . click apply for full job details

Position Title: Talent Acquisition Lead Department: Human Resources Reports To: Human Resources Manager FLSA Status : Exempt Work arrangement: On-site. Newport, MN Compensation: $72,000 - $90,000 / annually Position Summary We are seeking a Talent Acquisition professional to lead and elevate our recruiting function within a growing, multi-state organization. This is a highly visible, hands-on role responsible for full-cycle recruiting, as well as developing and implementing talent acquisition strategies, improving processes, and supporting workforce planning initiatives. This individual will partner closely with leaders across the business to strengthen our employer brand, support effective hiring decisions, and deliver an exceptional candidate experience from start to finish. This role is ideal for someone who thrives in evolving environments, enjoys building structure, and can balance strategic priorities with day-to-day recruiting execution. Success in this role requires a strong customer service mindset and excellent communication skills to effectively support internal and external customers at all levels. Essential Duties and Responsibilities: Lead full-cycle recruitment efforts, including sourcing, screening, interviewing, and hiring processes Partner with hiring managers to identify staffing needs, define role requirements, and develop accurate job descriptions and candidate profiles aligned with workforce planning goals Coordinate hiring logistics and pre-hire steps, including timelines, offer letters, background checks, and scheduling Leverage AI tools and automation to improve recruiting efficiency and effectiveness Maintain accurate data and compliance within ADP Workforce Now Recruitment, including requisitions, posting consistency, advertising, and candidate dispositioning Optimize and help stabilize ATS functionality, including developing user guides and training local HR teams on correct system use, new processes, troubleshooting, and process improvements Manage relationships with job boards, staffing agencies, and other recruiting partners by coordinating support for hiring needs, reviewing service agreements, and monitoring recruitment costs Create and standardize hiring documentation and recruiting processes to support consistency, efficiency, and compliance across locations Communicate clearly and frequently with candidates to provide a welcoming experience aligned with Bailey's values Build candidate pipelines through career fairs, social media, networking, and outreach efforts Lead the Bailey Internship Program across all locations, driving consistency, guiding modernization of the program, and creating innovative ways to keep early talent connected to the company Partner with local HR teams across all states to support a consistent talent acquisition strategy for seasonal hiring, including the unique needs of our H-2A workforce Ensure recruiting practices comply with applicable laws, regulations, and internal policies Provide reporting and insights on recruiting metrics, trends, and opportunities to improve recruiting effectiveness, efficiency, and consistency Perform other duties as assigned in support of talent acquisition and broader HR department initiatives Required Qualifications: 5+ years of experience leading full-cycle recruitment, with clear ownership of sourcing, screening, interviewing, and hiring processes Strong talent acquisition experience with the ability to perform key responsibilities of the role Ability to work independently and manage priorities with limited supervision Strong communication, customer service, and relationship-building skills Strong organizational, problem-solving, and process improvement skills Experience with applicant tracking systems and recruiting tools, including the ability to improve and simplify processes Strong working knowledge of Microsoft Office Valid driver's license with an insurable driving history required Preferred Qualifications: Experience recruiting in a multi-state environment ADP Workforce Now experience strongly preferred What to Expect: A hands-on role with significant ownership over recruiting processes and outcomes Opportunity to help shape and strengthen the talent acquisition function Close partnership with leaders across a growing, multi-state organization A dynamic environment that requires adaptability, sound judgment, and initiative Opportunity to influence business success by aligning talent needs with effective recruiting strategies About Bailey Nurseries Bailey is a fifth-generation, family-owned horticultural company serving customers worldwide. Headquartered in St. Paul, Minnesota, along with operations in Oregon, Washington, Illinois, and Georgia, we are known for producing and distributing top-quality plants, marketing support services, and sought-after genetics. Bailey Consumer Brands - Endless Summer Hydrangeas, First Editions Shrubs & Trees, and Easy Elegance Roses - are widely recognized as premier products in the industry. Physical Requirements and Work Environment: This position is based on-site and requires prolonged periods of sitting or standing at a desk, occasional lifting of up to 30 pounds, occasional out-of-state travel to worksites, and work primarily in an indoor office environment with occasional field presence during onboarding activities, hiring events, or audits. Disclaimer: This job description is intended to describe the general nature and level of work being performed by individuals assigned to this position. It is not intended to be an exhaustive list of all responsibilities, duties, and skills required. Duties, responsibilities, and activities may change at any time with or without notice. Offers of employment are contingent upon the successful completion of a background check. Bailey Nurseries is an equal opportunity employer. We do not discriminate on the basis of race, color, religion, sex, national origin, age, disability, marital status, veteran status, sexual orientation, gender identity, or any other legally protected status. All qualified applicants will receive consideration for employment. Employment with Bailey Nurseries is at-will and may be terminated at any time by either party, in accordance with applicable law. If you need assistance or reasonable accommodation during the application process, please contact our HR team. Compensation details: 0 Yearly Salary PI1e02c6c5-

About AirSlate. airSlate is a global SaaS technology company that serves tens of millions of users worldwide. Our journey began with a handful of Boston employees in 2008 and grew into a leading tech company with approximately 700 team members across six offices worldwide. Our portfolio of award winning products, SignNow, pdfFiller, DocHub, altaFlow, Instapage, and US Legal Forms, empowers our customers to digitally transform how they run their businesses. As we continue to scale, we are looking for a Chief People Officer who is comfortable operating in high growth environments where priorities evolve, and systems mature over time. This is not a steady state role. It is an engaged leadership position for someone who has supported organizations through significant changes and understands how to grow people, culture, and leadership capabilities. You will work closely with the CEO/founder and the executive team as a trusted partner, coach, and contributor to the organization's long term development. We are looking for a leader with experience supporting organizations through milestones such as financings, M&A, and IPOs. Key Responsibilities: Leadership, Partnership & Culture Act as a trusted advisor and collaborative partner to the CEO, founders, and executive leadership team on People related and organisational topics. Work effectively within a fast evolving scale up environment where structures, priorities, and leadership practices continue to develop. Build open, transparent relationships with senior leaders and provide ongoing coaching, mentoring, and feedback to support leadership growth. Support leaders in developing within their roles, focusing on continuity and long term capability rather than frequent organisational change. Shape and evolve company culture while balancing pace, clarity of roles and responsibilities, and shared accountability during periods of growth. Enable constructive dialogue, alignment, and effective approaches to addressing differences across leadership teams and the wider organisation. Scaling & Transformation Support the design and evolution of organisational structures, change approaches, and operating models as the company grows internationally. Help the organisation navigate complex transitions such as acquisitions, integrations, restructurings, or liquidity events in a considered and structured way. Develop practical frameworks and processes that enable scale while remaining proportionate and flexible. Improve leadership ways of working, decision making effectiveness, and shared accountability across the organisation. Talent & Leadership Development Partner with the CEO and Board on long term executive succession planning, leadership assessment, and targeted executive hiring. Design leadership development approaches that focus on meaningful behavioural change, coaching, and capability development. Establish performance and feedback practices that encourage learning, shared responsibility, and consistent delivery. Develop internal talent pathways and succession pipelines to support sustainable leadership growth over time. Employee Experience & Engagement Develop scalable employee experience practices informed by data, transparency, and continuous improvement. Support engagement, alignment, and organisational stability during periods of ongoing change. Balance clear performance expectations with sustainable, inclusive people practices. Key Qualifications Significant experience in senior HR / People leadership roles, including experience at the Chief People Officer level or in a comparable executive position. Extensive experience within global SaaS or technology organisations of 500+ employees. Experience working in scale up or transformation focused environments. Demonstrated experience partnering closely with founders, CEOs, and boards in growing organisations. Experience supporting organisations through M&A, IPOs, post merger integration, or major liquidity events. Strong background in leadership coaching, executive development, and organisational capability building. Experience scaling organisations across multiple regions and cultures. Sound business judgement with the ability to balance pace, practicality, and long term organisational health. Experience with Eastern Europe operations is beneficial. What Success Looks Like In This Role Over time, the executive team becomes more aligned, effective, and capable, with continuity in leadership roles rather than frequent change. Leaders show clear progress in decision making, people leadership capability, and shared responsibility across the organisation. The organisation continues to grow while maintaining clarity, accountability, and a strong sense of culture. Periods of complexity and change are navigated with stability and transparency, supported by people processes and systems that enable day to day effectiveness rather than creating friction. What We Offer Flexible working environment Our teams operate across the globe. We value in person collaboration in our hubs, but we also embrace remote and hybrid working. You can work from one of our offices in the United States, Poland, Romania or Ukraine, or remotely from many countries. Competitive compensation and stock options We offer salaries that reflect local market conditions and experience, plus a performance based bonus system and stock options so you share in the company's growth. Professional growth and learning We invest in your development through courses, conferences, and access to learning resources. We encourage career growth and internal mobility, supporting teammates who want to explore new opportunities within airSlate. Health and well being We provide comprehensive benefits tailored to each country, including health coverage, wellness programmes and access to fitness options. We also dedicate quarterly company wide Mental Health Days, when everyone takes time off to rest and recharge. Family friendly culture Family life is part of who we are, and we embrace it in many forms. From flexibility for parents to our airSlate Junior Club for kids, to company wide family days and our pet friendly approach, we're committed to making work and life easier to balance. Giving back We support charitable initiatives around the world through the airSlate Care programme. Our current focus includes humanitarian aid in Ukraine and other regions, matching employee donations and supporting causes chosen by our teams. Open communication We encourage transparent dialogue at all levels. From team discussions to company wide Q&A sessions with our CEO, we make sure everyone has the chance to be heard and to influence how we grow. We may use artificial intelligence (AI) tools to support parts of the hiring process, such as reviewing applications, analysing resumes, or assessing responses. These tools assist our recruitment team but do not replace human judgment. Final hiring decisions are ultimately made by humans. If you would like more information about how your data is processed, please contact us.

You will be a part of our global Legal & Stock Department that works cross-functionally to help achieve Asana's ambitious mission of enabling the world's teams to work together effortlessly. We're a tight-knit, collaborative group responsible for supporting many teams throughout the organization to ensure they have the resources they need to be successful while likewise protecting Asana's core values and interests. We run ideas past each other, we problem-solve together, we partner with other groups to navigate them through challenging issues, and we're growing our department. Specifically, we're looking for a Commercial Counsel, Procurement to join our Commercial Legal team. In this role, you'll work closely with individuals across the organization in support of various legal-related matters, with a primary focus on supporting procurement and vendor onboarding. This is a great opportunity to join a mission-driven company and get exposure to a wide variety of issues, with the opportunity for career development and growth. You will be reporting to the Managing Commercial Counsel, Procurement. This role is based in our San Francisco or Chicago office with an office-centric hybrid schedule. The standard in office days are Monday, Tuesday, and Thursday. Most Asanas have the option to work from home on Wednesdays. Working from home on Fridays depends on the type of work you do and the teams with which you partner. If you're interviewing for this role, your recruiter will share more about the in office requirements. What you'll achieve: Strategically partner with our internal business stakeholders to draft and negotiate inbound commercial agreements and supporting documents. Provide timely and practical legal advice on a variety of requests, taking into account the relevant legal issues and risks, agreement structure, approval process, and company policies and procedures. Collaborate with cross functional stakeholders, including Finance, Sourcing, Procurement Ops, Privacy, and Security, to develop processes and enforce applicable policies as they relate to global commercial contracting. Enable and train internal stakeholders by providing direct guidance on commonly requested revisions and non standard terms and structures and respond to general process questions. Apply original, innovative thinking on a continuous basis to improve processes and systems, manage change, and better service business needs, including developing scalable contracting frameworks, playbooks, and standards to support a business in high growth mode. Support and manage a variety of ad hoc projects with the team as they arise. Stay abreast of emerging laws, regulations, and judicial decisions relevant to our business, conduct thorough research and analysis to understand the implications and potential impact of these developments, and share knowledge with colleagues and develop guidance materials, as necessary. About you: 4+ years of relevant experience, preferably working in house at a SaaS technology company. Law degree from an accredited law school and admitted to practice law in the U.S. Prior experience in drafting, reviewing, and negotiating a wide range of commercial agreements (including the purchase of goods contracts, services agreements, consulting agreements, and licensing and SaaS agreements), and supporting agreements, such as DPAs, BAAs, and AI terms. Excellent legal and business judgment, integrity, and emotional intelligence; able to quickly assess material risks, provide practical guidance, and make the complicated understandable. Strong communication and interpersonal skills, with the ability to collaborate effectively and comfortably with internal and external stakeholders at all levels. Demonstrated success working cross functionally with People, Enterprise Technology, Security, Privacy, and Sourcing to set objectives and produce meaningful results that have tangible business impact. Demonstrates curiosity about AI tools and emerging technologies, with a willingness to learn and leverage them to enhance productivity, collaboration, or decision making. Ability to prioritize, organize, and work efficiently and independently in a high volume, results oriented environment. Proactive, solutions oriented, and able to work independently on multiple complex projects while thriving in ambiguity and maintaining focus on closing deals that protect Asana's values and business interests. At Asana, we're committed to building teams that include a variety of backgrounds, perspectives, and skills, as this is critical to helping us achieve our mission. If you're interested in this role and don't meet every listed requirement, we still encourage you to apply. What we'll offer Our comprehensive compensation package plays a big part in how we recognize you for the impact you have on our path to achieving our mission. We believe that compensation should be reflective of the value you create relative to the market value of your role. To ensure pay is fair and not impacted by biases, we're committed to looking at market value which is why we check ourselves and conduct a yearly pay equity audit. For this role, the estimated base salary range is between $202,000 - $256,000 for San Francisco, and $181,000 - $206,100 for Chicago. The actual base salary will vary based on various factors, including market and individual qualifications objectively assessed during the interview process. The listed range above is a guideline, and the base salary range for this role may be modified. In addition to base salary, your compensation package may include additional components such as equity, sales incentive pay (for most sales roles), and benefits. If you're interviewing for this role, speak with your Talent Acquisition Partner to learn more about the total compensation and benefits for this role. We strive to provide equitable and competitive benefits packages that support our employees worldwide and include: Mental health, wellness & fitness benefits Career coaching & support Inclusive family building benefits Long term savings or retirement plans In office culinary options to cater to your dietary preferences These are just some of the benefits we offer, and benefits may vary based on role, country, and local regulations. If you're interviewing for this role, speak with your Talent Acquisition Partner to learn more about the total compensation and benefits for this role. About us Asana is a leading platform for human + AI collaboration. Millions of teams around the world rely on Asana to achieve their most important goals, faster. Asana has been named to Fortune's Best Workplaces for 7+ years and recognized by Fast Company, Forbes, and Gartner for excellence in workplace culture and innovation. We offer an exceptional office centric culture while adopting the best elements of hybrid models to ensure that every one of our global team members can work together effortlessly. With 13+ offices all over the world, we are always looking for individuals who care about building technology that drives positive change in the world and a culture where everyone feels that they belong. Join Asana's Talent Network to stay up to date on job opportunities and life at Asana.

Join to apply for the Strategic HR Advisor role at DLA Piper Summary The Strategic HR Advisor (HRA) is a pivotal role within the organization, serving as a trusted advisor to senior leaders and management teams. The HRA aligns business objectives with employees and management, acting as a consultant on human resource-related issues. Through a deep understanding of both the business and its people, the HRA formulates and implements integrated HR strategies that foster organizational growth, talent development, and a high performing culture. The HRA leads a vertically aligned HR Advisory team that is focused on building and maintaining a strong people-oriented culture for our practice groups while continuously improving the employee and partner experience. Location This position is located in our Austin office and offers a hybrid work schedule. Relocation is available in accordance with firm policy. Responsibilities Strategic Partnership: Establish strong relationships with practice group leaders to understand current and future challenges and proactively develop HR solutions. Collaborate with senior leadership to develop and execute HR strategies to address and resolve leadership identified issues. Organizational Development: Assess business units' structures, processes, and culture; identify and suggest areas for development and facilitate change management initiatives to improve practice group effectiveness. Employee Relations: Serve as a trusted advisor on complex employee relations issues, fostering a positive, inclusive, and high engagement work environment. Guide the resolution of workplace conflicts and support lawyers in performance management. Advise leaders on employee disciplinary actions, terminations, and employment law compliance. Policy Development & Compliance: Interpret and implement HR policies and procedures in line with legal requirements and best practices. Monitor compliance and recommend enhancements as necessary. Data Driven Decision Making: Analyze HR metrics and trends to inform business decisions, drive continuous improvement, and report insights to leadership to make decisions on leverage, talent development, talent acquisition and talent integration support needs. Learning & Development: Partner with Learning & Development teams to assess training needs and design programs that enhance employee skills and drive career growth. Change Management: Support leaders, lawyers and employees through periods of change, ensuring effective communication, stakeholder engagement, and alignment with organizational goals. Know Your Talent: Lead bi annual talent discussion process for all associates and attorneys in each practice group to capture talent profiles for every non partner lawyer, identify opportunities for development, close skill gaps, and optimize leverage. Deliver HR to Practice Groups: Serve as a point person and trusted advisor for PG leaders and partners to directly navigate HR support and resources as needed. Deliver key HR and Talent updates to PG and sub group PG leaders during regular meetings with their leadership teams and partners. HR Benchmarking: Source, obtain and analyze benchmark data from Vault, American Lawyer, Chambers, et al for practice groups against internal metrics (leverage, turnover rates, hiring metrics) to assess current talent metrics and engagement against peers. Identify, design, and implement tools for PG leaders to track department or practice group health against overall strategy. Team Management: Manage the aligned HR Business Partner - including leading, coaching, mentoring, and inspiring the professional development of the HRBP. Set clear performance expectations and provide performance feedback on a regular basis. Other duties as assigned. Desired Skills Great written and verbal communication and presentation skills. Demonstrated ability to influence senior leadership by building trust, collaborating and aligning to vertical practice group strategies. Superb problem solving skills and ability to transition complex people issues into operational plans. Ability to read and interpret dashboards and reports containing complex data. Understanding of HR analytical techniques. Familiarity with data collection methods, both quantitative and qualitative. Ability to set up and track relevant metrics and KPIs and use them to drive business results. Knowledge and/or experience with national and regional labor law, and tax and social security regulations. Good grasp of HRM techniques and excellent people management skills. Excellent mentoring and relationship building skills. Bachelor's Degree in Human Resources, Business Administration or related field. Preferred Education Master's Degree. 10+ years of progressive HR experience, including at least 3 years in a strategic business partner or comparable advisory role. Certificates Professional in Human Resources (PHR), Senior Professional in Human Resources (SPHR), SHRM Certified Professional (SHRM CP) and/or SHRM Senior Certified Professional (SHRM SCP) or equivalent certifications preferred. Essential Requirements Business Acumen: Understand the firm's business model, operations, and strategic goals; work with PG leadership to develop and implement their strategies and initiatives in alignment to the firm's. Relationship Building: Build trust and rapport with leaders and employees at all levels. Problem Solving: Identify root causes of issues and develop pragmatic solutions. Influence & Impact: Persuade others to support initiatives, balancing stakeholder needs and organizational priorities. Change Leadership: Champion change and help others adapt in dynamic environments. Analytical Thinking: Use data to drive decisions and measure outcomes. Emotional Intelligence: Demonstrate self awareness, empathy, and strong interpersonal skills. Results Orientation: Deliver high quality outcomes and meet commitments. Collaboration: Foster positive work relationships with leadership, HR and firm peers. Produce deliverables, answer phone calls, and reply to correspondence in an efficient and responsive manner. Provide timely, accurate, and quality work product. Successfully meet deadlines, expectations, and perform work duties as required. Comply with all firm policies and practices. Engage in both physical and sedentary activity, such as (a) working at a computer for extended periods of time, including on screen reading and typing; (b) participating in digital/virtual conference calls; (c) participating in meetings as needed. Ability to work under pressure and manage competing demands in a fast paced environment. Perform all other duties, tasks or projects as assigned. Physical Demands Sedentary work: Exerting up to 10 pounds of force occasionally and/or a 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. Jobs are sedentary if walking and standing are required only occasionally and all other sedentary criteria are met. The individual selected for this position may have the opportunity for a hybrid work arrangement comprised of remote and in office work, the requirement for which will be determined in coordination with the hiring manager or supervisor and may be modified in the firm's discretion in the future. Disclaimer The purpose of this job description is to provide a concise statement of the work elements and to organize and present the information in a standardized way. It is not intended to describe all the elements of the work that may be performed by every individual in this classification, nor should it serve as the sole criteria for personnel decisions and actions. The job duties, requirements, and expectations for this position may be modified at the Firm's discretion at any time. This job description does not change the at will nature of employment. Application Process Applicants must apply directly online instead of sending application materials via email. Accommodation Reasonable accommodations may be made upon request to permit individuals with a disability to perform the essential functions and responsibilities of the position or to participate in the job selection process. If you have a request for an accommodation during the application process, please contact . No immigration sponsorship is available for this position. Equal Opportunity Employer DLA Piper is an equal opportunity employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability, or status as a protected veteran. Seniority Level Mid Senior level Employment type Full time Job function Human Resources Industries Law Practice

The mission of the Boston Public Health Commission (BPHC) is to work in partnership with communities to protect and promote the health and well-being of all Boston residents, especially those impacted by racism and systemic inequities. The BPHC sets an expectation that all staff and leadership commit, individually and as part of the BPHC team, to hold ourselves accountable to establishing a culture of anti-racism and advance racial equity and justice through each of our bureaus, programs, and offices. Job Description The Chief People Officer (CPO) is a senior leadership position at BPHC that serves to maximize the Human Resources Office's (HR) functional performance and delivery of services, strengthens staff skills and abilities to ensure successful programs, and supports employee well-being. The CPO provides direct oversight of HR staff and operations, monitors and approves changes to HR processes to optimize delivery of HR services, and oversees learning and development opportunities, including those administered by the Consortium for Professional Development (CPD). The CPO is responsible for promoting a people-centered environment and an organizational culture that thrives on innovation, diversity, equity, inclusivity, racial and social justice. The CPO reports directly to the Executive Director and works in close collaboration with BPHC's Labor and Employment Office and the General Counsel's Office to ensure rollout, training and implementation of BPHC policies and procedures. Duties Maximizing HR Performance and Delivery of HR Services Ensure HR appropriately and promptly addresses day-to-day operational issues including payroll, employee relations, benefits, recruitment (including employment verifications), and compensation reviews. Develop and implement HR policies and systems that enable consistent and equitable application. Implement and manage compliance efforts with employment laws and regulations that govern BPHC. Collaborate with BPHC General Counsel and Labor & Employment Offices on staff policies, employee relations, labor disputes, compliance efforts, investigations, and more. Ensure smooth implementation of a new Enterprise Resource Planning (ERP) system, a software platform, in close collaboration with Finance and Information Technology Services (ITS). Continuously review and update organizational policies and processes, and create new policies as needed. Ensure employees are trained in all required policies a as mandated by law and internal guidance and ensure annual, or as required, compliance of those policies. Regularly review and update employee training resources to promote compliance with such policies. Lead the organization's commitment to equal opportunity employment and recruitment, hiring, and retention strategies that foster diversity of staff at all levels. Develop processes that support a positive candidate experience in seeking employment at BPHC and that support hiring managers in their efforts to hire the most qualified and suitable candidates. Revise compensation plan for positions not covered by collective bargaining agreements, and policies and procedures related to compensation. Strengthening Employee Learning and Development Develop and implement a workforce development plan that ensures staff development is addressed, coordinated, and appropriate for the city's public health needs. Oversee the Consortium for Professional Development (CPD), supporting them in providing training and staff capacity-building activities that support employee wellbeing and growth. Support training and communications around supervision and management support, conflict resolution and mediation. Supporting Employee Wellbeing and Appreciation Champion a high-performance, values-driven culture across the organization. Lead and support initiatives that support individual employee growth and overall organizational strength, including compensation analysis, performance management, and more. Play a lead role in developing and implementing employee appreciation events. Collaborate with the Wellness at Work team, Center for Behavioral Health and Wellness, Office of Racial Equity and Community Engagement, Executive Office, and HR and the CPD on events and programming that support employee wellbeing and appreciation. Help to promote a positive work environment that enhances public health workforce wellbeing and sense of belonging amongst their teams and in the ways that HR and the CPD operate with staff across the Commission. Seek creative ways to provide benefits for BPHC employees, including through partnership with City of Boston HR (which covers most other City departments). Ensure BPHC's values are reflected through people-oriented decisions. Senior Leadership Engagement Engage leadership staff in HR initiatives through their development and implementation. Communicate proactively with Executive Leadership on key initiatives and organizational risks. Report on HR and professional development metrics and activities as required for grants, audits, and public hearings, and as needed. Act as a trusted partner in crisis management support and sensitive employee matters. On occasion, speak on behalf of BPHC at City Council hearings and other large events. Help BPHC become an antiracist organization by meeting or exceeding the standards set by the BPHC Anti-Racism Policy. Minimum Qualifications At least 10 - 15 years of experience in human resources and comprehensive knowledge of all areas of Human Resources: employee benefits, payroll, talent acquisition and management, employee relations, employee performance management, compensation structure, learning & development, and organizational development. At least 8-10 years of management and supervisory experience of mid to large sized teams. Experience in government/public sector strongly preferred. BA/BS required; Master's Degree in Human Resources Management or a Master's in Business Administration preferred. Demonstrated experience in promoting diversity, equity and inclusion within a workplace environment. Leadership experience advancing organizational policies, values, and mission. History of conceptualizing and implementing best practices and systems. Proven success in growing talent and building a high-functioning HR team. Demonstrated knowledge of, or strong commitment to learning about, public health practice and its critical role in addressing racism, social determinants of health, and inequities in health outcomes. Additional Information City of Boston residency is required; Allston, Back Bay, Bay Village, Beacon Hill, Brighton, Charlestown, Chinatown, Dorchester, Downtown, East Boston, Fenway-Kenmore, Hyde Park, Jamaica Plain, Mattapan, Mid-Dorchester, Mission Hill, North End, Roslindale, Roxbury, South Boston, South End, West End, West Roxbury, Wharf district. A Criminal Offenders Records Information request must be completed for this position. However, a record is not an automatic bar to employment but is reviewed in relation to the job applied for. Certain immunizations will be recommended and/or required prior to commencement of employment duties. Any position that requires an advanced degree will be subject to education verification. Certain positions at the BPHC may be Grant Funded. The Boston Public Health Commission is an EEO Employer and all applicants meeting the minimum requirements are eligible to apply. Certain positions at the BPHC may require Child Protective Service Background verification. The advertised shift and schedule are subject to change at the department's discretion. Shift Monday - Friday This position is partially dependent on grants / external funding sources.

Who We Are Excellence Community Schools (ECS) is a K-8 Charter Management Organization (CMO) serving communities in the Bronx, NY, and Stamford, CT. Our approach is built on a nationally recognized model that began with our flagship school, the Bronx Charter School for Excellence, a proud recipient of the National Blue Ribbon Schools Award. Our Mission and Vision Our schools prepare young scholars to compete for admission to and succeed in top public, private, and parochial high schools by cultivating their intellectual, artistic, social, emotional, and ethical development. We accomplish this by offering a challenging and rigorous academic curriculum, which at the earliest grades has an eye toward college preparation. To achieve this, our schools create a supportive and caring environment that at all times has high expectations of all students. Our commitment extends beyond academics, ensuring each scholar has the guidance and support to thrive in whatever they aspire to achieve in the world. We offer a supportive learning environment that seeks to develop high-level analytical and critical thinking skills in all of our students. Our engaging and rigorous approach is implemented by a collaborative team of teachers. Position Overview The Chief Talent & Human Resources Officer (CTHRO) is a senior executive responsible for architecting and stewarding ECS's enterprise-wide people strategy in direct service of student achievement, instructional excellence, and long-term organizational sustainability. As a core member of the Executive Team, the CTHRO ensures that talent, culture, leadership, and people systems are intentionally designed, aligned, and continuously improved to support ECS's mission and growth. This role moves beyond operational HR leadership to owning outcomes, building scalable systems, advising the Co-CEO and Board, and ensuring ECS has the leadership capacity and workforce stability required to deliver exceptional results. Impact of the Role The Chief Talent & Human Resources Officer ensures Excellence Community Schools has leadership, workforce stability, and people systems required to deliver exceptional outcomes for students, today and as the network grows. This role directly influences instructional quality, organizational resilience, and ECS's ability to scale with excellence. Strategic People Leadership & Governance Serve as a principal advisor to the Co-CEO and Executive Team on all matters related to talent, workforce strategy, organizational design, and people investment decisions. Translate ECS's academic vision and growth strategy into a cohesive, long-term people strategy that ensures the right talent is in place at every level of the organization. Lead enterprise-wide change management efforts related to organizational growth, restructuring, performance expectations, or shifts in instructional and operational priorities. Partner with the Board and senior leadership on succession planning, leadership continuity, and risk mitigation related to talent and workforce capacity. Talent Acquisition & Pipeline Strategy Set and own the enterprise talent acquisition vision to ensure ECS consistently attracts, selects, and retains exceptional educators, school leaders, and network staff aligned to ECS's instructional model and values. Establish and scale long-term, sustainable talent pipelines through strategic partnerships (universities, certification programs, residencies, and internal leadership pathways) to meet current and future staffing demands. Ensure hiring systems and selection practices advance ECS's commitments to diversity, equity, inclusion, and excellence, using data to monitor outcomes and drive continuous improvement. Oversee onboarding and early-tenure talent strategies that accelerate effectiveness, strengthen engagement, and improve long-term retention across schools and network teams. Use labor market insights, workforce analytics, and vacancy risk data to inform proactive staffing strategies and support network stability and growth. Performance, Leadership Development & Succession Design and steward ECS's enterprise performance management philosophy and systems, ensuring alignment with instructional rigor, accountability, and professional growth expectations. Partner with Academic Leadership to ensure educator effectiveness frameworks, coaching models, and leadership development pathways are cohesive and mutually reinforcing. Own succession planning for school leaders and key network roles, building internal pipelines that reduce reliance on external hiring for critical leadership positions. Ensure managers and leaders across the organization are equipped to lead people effectively through training, tools, and clear expectations. Culture, Employee Experience & Engagement Champion and model high-expectations, mission-driven culture that balances excellence, accountability, and staff sustainability. Set the vision for employee experience across the full lifecycle, from recruitment through advancement and exit. Oversee employee relations strategy, ensuring consistent, fair, and values-aligned approaches to conflict resolution, investigations, and performance management. Use engagement data, retention trends, and feedback loops to proactively address risks to morale, performance, and organizational health. Compensation, Benefits & Total Rewards Strategy Set ECS's total rewards philosophy to ensure compensation and benefits are competitive, equitable, and aligned with budget realities and talent priorities. Partner with CFO and the CEO on workforce cost modeling, salary planning, and long-term financial sustainability. Ensure internal equity and compliance while positioning ECS as an employer of choice within competitive education labor markets. Evaluate and evolve benefits offerings to support recruitment, retention, and staff well-being. Compliance, Risk Management & Labor Strategy Serve as the organization's senior authority on employment law, HR compliance, and workforce risk management. Ensure ECS policies, practices, and systems comply with all federal, state, and local regulations across operating regions. Anticipate and mitigate organizational risk related to employee relations, investigations, performance management, and labor matters. Advise executive leadership on sensitive personnel matters with sound judgment, discretion, and consistency. HR Operations, Systems & Analytics Provide executive oversight of HR operations, ensuring systems, processes, and structures support school leaders and minimize administrative burden. Leverage people data and analytics to inform executive decision-making related to hiring efficiency, retention, performance, diversity, and workforce planning. Ensure HR technology, reporting, and infrastructure scale effectively with organizational growth. Hold the Talent & HR function accountable for service quality, responsiveness, and strategic impact. Executive Leadership & Team Development Build, lead, and retain a high-performing Talent & Human Resources leadership team. Set clear expectations for strategic thinking, execution excellence, and cross-functional partnership. Serve as a trusted partner to Principals, school leaders, and Network leaders, balancing support with accountability. Model ECS's leadership values and decision-making standards in all interactions. Qualifications Bachelor's degree required; Master's degree in Education, Human Resources, Organizational Leadership, or related field preferred. 10+ years of progressive experience in Talent Management and Human Resources, with senior leadership experience. Demonstrated success leading talent strategy in K-12 education, charter networks, or mission-driven organizations. Deep understanding of educator recruitment, retention, and performance systems. Strong knowledge of employment law, HR compliance, and best practices in New York and/or Connecticut. Exceptional leadership presence, judgment, and ability to influence across schools and network teams. Compensation And Benefits Salary range: $225,000 - $250,000, commensurate with experience and qualifications. Health Benefits: Medical, dental, and vision insurance. Retirement: 403(b) retirement plan - Employer Match Leave: Paid time off, paid sick leave, parental leave, and FMLA. Additional Benefits: Short-term and long-term disability coverage, life insurance, and $5,000 annual tuition reimbursement.

About Alliance College-ready Public Schools Alliance College-Ready Public Schools is one of the largest and most successful nonprofit public charter school networks in the nation, operating 25 high performing middle and high schools that educate nearly 13,000 scholars who comprise the heart of Los Angeles' Latinx, Black, and recent immigrant communities. Alliance schools have been recognized as among the best in the nation by U.S. News & World Report, Newsweek, the U.S. Department of Education, and the California Department of Education. Since opening our first school in 2004, 95% of Alliance scholars have graduated from high school. We strive to uplift our scholars and their communities by fostering unparalleled educational opportunities that encourage scholarly thought, resilient learning, powerful communication, mind body wellness, and community advocacy. To learn more, visit . Role Summary Alliance College-Ready Public Schools seeks a dynamic and strategic leader to serve as its Chief People Officer (CPO). Reporting to the Chief Executive Officer, the CPO will set the vision and direction for attracting, engaging, rewarding, developing, and retaining Alliance's 1,400+ person team. The CPO is directly responsible for the strategic and tactical oversight of all aspects of talent work at Alliance, including human resources, staffing, employee relations and engagement, performance management, compensation, and other talent related strategic initiatives. The Chief People Officer will oversee and coordinate the organization's people systems and strategy, including leadership of the talent function across strategic initiatives, talent acquisition, human resources operations, employee relations and engagement, and performance management, and lead a team of more than 25 staff members. This critical role will also serve as a member of Alliance's Senior Leadership Team (Cabinet) and be a strategic partner to other home office teams as well as instructional leaders across the network. This is an exciting opportunity for a seasoned talent and systems school leader to help a large, successful, mission driven organization truly become a best place to work and establish a best in class talent function. As a change management leader adept at building upon foundational human capital systems, the CPO will play a pivotal role in the next era of Alliance's organizational development by continuing the vision and direction for a strong, inclusive, and people focused culture. This position represents an extraordinary opportunity to impact the way the entire organization supports and develops people and subsequently impacts the experience of every Alliance employee. What You Will Do Team Management Set the vision, goals, and measures of success for the Talent Team (including performance management, human resources, staffing, employee relations and engagement, and strategic initiatives sub teams). Hire, manage, and develop the Talent Team. Manage the Talent Team's annual operating budget. Organizational Leadership Serve as a member of the Senior Leadership Team, playing an active and influential role in discussions and decisions about Alliance's strategic priorities and plans. Serve as a strategic advisor and functional expert to the CEO and Senior Leadership Team regarding talent management strategies, initiatives and issues across our schools and home office. Serve as an ambassador and advocate for the Talent Team and all people matters. Oversee initiatives and activities to build organizational culture. Develop and implement change management strategies for large scale organizational talent initiatives. Ensure that all talent related policies, procedures and processes are aligned with the organization's culture and values. Performance Management Partner with the Performance Management team to ensure the quality implementation of Alliance's performance management system across all levels and teams in the organization. Set and execute a competitive, equitable and transparent compensation strategy. Develop and implement a continuum of professional growth for all home office and school based staff to foster a robust internal talent pipeline from the entry level to the leadership level; develop and expand career opportunities for all Alliance employees. Model and facilitate a culture of continuous learning, ensuring that staff has access to continued professional development and opportunities for growth. Support leaders in making key personnel decisions and develop strategic staffing plans for the organization. Human Resources Partner with the Human Resources Operations team, responsible for benefits, compliance, credentialing, leaves of absence, workers' compensation, HR data and operations, to ensure the organization complies with applicable federal, state, and local employment laws and regulations. Develop, oversee, and approve updates to organization wide HR policies and procedures. Manage the human resources information system to track and analyze human resource related metrics. Staffing Partner with the Talent Acquisition team to develop and refine Alliance's current staffing strategy to market and recruit staff locally and nationally, leveraging the organization's mission, brand and value proposition. Ensure that every Alliance school is staffed with high capacity, highly effective and diverse teachers and staff members. Evaluate the organization's recruitment and selection models to improve effectiveness. Employee Relations, Engagement, Diversity, Equity & Inclusion Partner with the Vice President of Employee Relations & Engagement team to ensure regular assessment and reporting on employee morale with a focus on continuous improvement and the development of positive employer/employee relationships to promote a high level of morale, motivation and retention. Support and develop home office and school leaders to achieve high levels of employee satisfaction and retention. Assess overall organizational health and work with leadership teams across Alliance to create the conditions that will ultimately lead to attracting, developing and retaining a diverse team of high performers. THE IDEAL CANDIDATE WILL HAVE A passion for leading and implementing large, complex initiatives within school systems, paired with a proven track record of sound, data driven decision making, strong performance outcomes, and relationship centered leadership. Ideally, candidates bring direct experience leading schools as a principal and/or serving as an instructional superintendent, with demonstrated success in developing high performing educators and leadership teams. Exceptional people management and relationship building skills, including a high level of emotional intelligence and self awareness; strong team culture building and team management capabilities; and a demonstrated ability to identify, cultivate, and coach leadership potential in others. Experience designing and leading talent development systems grounded in instructional excellence and the realities of school based leadership is strongly preferred. Demonstrated experience bringing together multiple stakeholders to develop and achieve shared goals, with the ability to navigate and resolve complex organizational challenges collaboratively. This includes experience partnering with school leaders, central office teams, and boards of directors to align talent strategy with instructional priorities and student outcomes. Multicultural competence and the ability to lead and manage through a lens of diversity, equity, and inclusion, alongside a deep, explicit commitment to equity and anti racism. An understanding of how inequitable systems show up in schools and how talent strategy can either reinforce or disrupt those patterns is essential. Strong project management and data analysis skills, with the ability to manage multiple initiatives and deadlines, work effectively across departments and functions, and translate strategy into action. Comfort using instructional, talent, and performance data to inform decisions that directly impact school quality and sustainability. A systems level strategic thinker who can craft and execute a clear talent vision, with a nuanced understanding of how different approaches affect organizational culture, instructional quality, and long term performance across a network of schools. Superior communication skills, with the ability to articulate a clear and compelling vision both verbally and in writing to diverse audiences, including school leaders, Home Office teams, and external stakeholders. A strong customer service orientation, with demonstrated ability to design and sustain systems that provide high quality, responsive service to schools and Home Office teams. A deep empathy for the lived experience of principals and instructional leaders is critical. Flexibility and adaptability in constantly changing environments, with a proactive orientation toward improving systems, structures, and processes. Demonstrated commitment to continuous personal growth and to developing the capacity and effectiveness of others, particularly school based leaders. Requirements MINIMUM QUALIFICATIONS At least 8 years of professional work experience in a related field. A Bachelor's Degree or higher from an accredited college or university. Commitment to ensuring educational equity and excellence in Los Angeles. . click apply for full job details

This range is provided by Synapticure. Your actual pay will be based on your skills and experience - talk with your recruiter to learn more. Base pay range $95,000.00/yr - $110,000.00/yr About Synapticure As a patient and caregiver-founded company, Synapticure provides instant access to expert neurologists, cutting-edge treatments and trials, and wraparound care coordination and behavioral health support in all 50 states through a virtual care platform. Partnering with providers, payers, ACOs, health systems, and life sciences organizations-including through CMS' new GUIDE dementia care model-Synapticure is dedicated to transforming the lives of millions of individuals and their families living with neurodegenerative diseases such as Alzheimer's, Parkinson's, and ALS. The Role Synapticure is seeking a driven and highly capable Talent Acquisition Partner to serve as our first dedicated in-house recruiter. In this critical execution role, you will function as the "internal engine" of our hiring function-partnering directly with hiring managers to build the teams that power our mission, from Engineering and Operations to General & Administrative functions. The ideal candidate brings a blend of "hunter" mentality and operational excellence, with the ability to manage a full-cycle desk in a fast-paced, remote-first environment. You will own the internal hiring strategy for our core business roles, ensuring a seamless and high-velocity process while our external partners support clinical volume. This is an exciting opportunity to set the standard for candidate experience and hiring quality at a mission-driven, high-growth healthcare company. Job Duties - What You'll Be Doing Full-Cycle Recruiting & Sourcing Own and execute the end-to-end recruiting process for General & Administrative, Technology, and Operations roles, from role kickoff to signed offer. Develop and execute creative sourcing strategies to identify and engage top-tier passive talent, utilizing LinkedIn, specialized networks, and direct outreach to build robust pipelines. Serve as a brand ambassador, ensuring every candidate interaction reflects Synapticure's mission and values, regardless of the hiring outcome. Screen and qualify candidates effectively, assessing not just technical fit but also alignment with our startup culture and mission. Hiring Partner & Advisor Partner closely with Hiring Managers to define role requirements, draft compelling job descriptions, and calibrate candidate profiles in real-time. Drive hiring velocity by managing scheduling, feedback loops, and offer negotiations with autonomy and speed. Provide regular updates and data-driven insights to leadership regarding pipeline health, market trends, and time-to-fill metrics. Operational Excellence & Process Optimization Manage and maintain the Applicant Tracking System (ATS) to ensure data integrity, accurate reporting, and a streamlined workflow. Identify opportunities to improve the recruiting process, from interview scoring to automated candidate communication, ensuring efficiency as the organization scales. Collaborate with the People team to ensure a smooth transition from "Candidate" to "Employee" during the onboarding process. Requirements - What We Look For In You 4-6 years of full-cycle recruiting experience, ideally a blend of high-growth agency and in-house roles. Proven ability to manage a diverse requisition load (Tech/Product/Eng, G&A, Ops) independently, without reliance on a recruiting coordinator or sourcer. Demonstrated expertise in modern recruiting tools and ATS platforms (e.g., Lever) and a comfort with remote collaboration tools (Slack, Zoom). Strong interpersonal and communication skills, capable of building rapport quickly with candidates and influencing hiring managers. Ability to thrive in a remote-first, startup environment where ambiguity is common and "scrappiness" is a key to success. Preferred Qualifications Experience in a telehealth, digital health, or high-growth tech environment. Experience sourcing and hiring clinical providers, specifically Nurse Practitioners (NPs), Physicians (MD/DOs), and Medical Assistants (MAs). Familiarity with healthcare terminology or experience recruiting for roles within the healthcare ecosystem. Experience working in a fully remote, distributed team. Demonstrated success in "hunting" passive talent for niche or hard-to-fill roles. Our Values Relentless focus on patients and caregivers. We are determined to provide an exceptional experience for every patient we serve, and we put our patients first in everything we do. Embody the spirit and humanity of those living with neurodegenerative disease. Inspired by our founders, families, and personal experiences, we recognize the seriousness of our patients' circumstances and meet that challenge with empathy, compassion, kindness, joy, and hope. Seek to understand, and stay curious. We listen first-to one another, our patients, and their caregivers-communicating authentically while recognizing there's always more to learn. Embrace the opportunity. We act with urgency and optimism, driven by the importance of our mission. Travel Expectations This is a fully remote position. Occasional travel to Synapticure's headquarters in Chicago, IL, or regional team gatherings may be required. Salary & Benefits Competitive compensation based on experience. Comprehensive medical, dental, and vision coverage. 401(k) plan with employer matching. Flexible scheduling and remote-first work environment. Life and disability insurance coverage. Generous paid time off and sick leave. Opportunities for professional development and advancement within a fast-growing healthcare organization. We may use artificial intelligence (AI) tools to support parts of the hiring process, such as reviewing applications, analyzing resumes, or assessing responses. These tools assist our recruitment team but do not replace human judgment. Final hiring decisions are ultimately made by humans. If you would like more information about how your data is processed, please contact us. Seniority level Not Applicable Employment type Full-time Job function Human Resources Industries Transportation, Logistics, Supply Chain and Storage

Who We Are: We're powering a cleaner, brighter future. Exelon is leading the energy transformation, and we're calling all problem solvers, innovators, community builders and change makers. Work with us to deliver solutions that make our diverse cities and communities stronger, healthier and more resilient. We're powered by purpose driven people like you who believe in being inclusive and creative, and value safety, innovation, integrity and community service. We are a Fortune 200 company, 19,000 colleagues strong serving more than 10 million customers at six energy companies - Atlantic City Electric (ACE), Baltimore Gas and Electric (BGE), Commonwealth Edison (ComEd), Delmarva Power & Light (DPL), PECO Energy Company (PECO), and Potomac Electric Power Company (Pepco). In our relentless pursuit of excellence, we elevate diverse voices, fresh perspectives and bold thinking. And since we know transforming the future of energy is hard work, we provide competitive compensation, incentives, excellent benefits and the opportunity to build a rewarding career. Are you in? Primary Purpose:Partnering with all levels of leadership within the business unit, aligns HR strategy with business goals, direction and vision. Provide proactive professional HR guidance and support to internal clients with goal of adding value to the overall business as well as impacting the Exelon enterprise in attainment of strategy. Working under general direction, supports assigned client group and implements HR Strategy, in partnership with HR leadership, to support business unit goals and objectives. Supports the change management process across the HR organization as well as directly with respective client groups. Primary Duties: Champion employee engagement and workforce effectiveness planning and initiative implementation in partnership with the business and HR specialty areas, such as talent acquisition and diversity and inclusion, etc. Work closely with client group to assess talent and development needs. (20%) Provide HR expertise in the areas of policy and procedure as well as employee relations, Labor relations, coaching and feedback. Attend and lead grievance meetings and other day to day activities. (20%) Lead and manage full cycle investigations with supporting groups as necessary. (20%) Lead strategic, operational, and tactical management initiatives, drive innovation and project plans for the client. (15%) Actively participate in Special projects as assigned. (15%) Ability to use research methods for data collection and analysis for transactional support. (5%) Provide coaching to HRBP, including training and mentorship as necessary. (5%) Job Scope: Interacts with business leadership and the broader HR community. Requires an extensive working knowledge of company policies and the procedures and interdependencies (and the Collective Bargaining Agreement, where applicable). Exercises independent judgment and discretion within established policies. Works closely with leadership at all levels. Ability based on Opco to participate in storm duty rotation. Minimum Qualifications: Bachelor of Science degree in Human Resources or related field 4-7 years of strong HR operations experience or HR specialist area in a matrix organization. Ability to provide verbal and written communications clearly, succinctly and persuasively. Knowledge of federal, state, and local employment laws and regulations, including knowledge of EEO, ADA and FMLA. Ability to understand problems in the context of the bigger picture and influential relationships as well as the overall industry and marketplace in which Exelon operates. Strong drive for results to lead and facilitate efforts to ensure human resources alignment with the business unit. Proven skills in coaching and performance management, Demonstrated ability to deal directly with client leads to build consensus, establish trust, communicate effectively and foster culture change. Ability to use research methods effectively including data collection and analysis In lieu of degree, 6-9 years of relevant experience. Preferred Qualifications: Proficiency in data analytics and visualization tools such as Excel (advanced), Power BI, Tableau, or similar platforms. Proven track record of integrating HR analytics into business decision making processes Experience partnering with senior leadership to align workforce strategy with business goals. Benefits: Annual salary will vary based on a candidate's skills, qualifications, experience, and other factors: $85,600.00/Yr. - $117,700.00/Yr. Annual Bonus for eligible positions: 15% 401(k) match and annual company contribution Medical, dental and vision insurance Life and disability insurance Generous paid time off options, including vacation, sick time, floating and fixed holidays, maternity leave and bonding/primary caregiver leave or parental leave Employee Assistance Program and resources for mental and emotional support Wellbeing programs such as tuition reimbursement, adoption and surrogacy assistance and fitness reimbursement Referral bonus program And much more Note: Exelon-sponsored compensation and benefit programs may vary or not apply based on length of service, job grade, job classification or represented status. Eligibility will be determined by the written plan or program documents. PECO

Chiesi USA Based in Parma, Italy, Chiesi is an international research-focused biopharmaceutical group with 90 years' experience, operating in 31 countries. More than 8,000 employees across the group are united by a singular purpose: promoting a healthier world for our people, patients, and the planet. This is what drives us as we research, develop, and market innovative drugs across our main therapeutic areas. Discover more here. At Chiesi At Chiesi we are thinking generations ahead, driving sustainable innovation with purpose. This fosters a culture of reliability, transparency, and ethical behaviour at every level. As a Benefit Corporation and a certified B Corp, we have embedded sustainability in our bylaws and continuously measure our impact. Diversity & Inclusion Diversity, inclusion, and equal opportunity are at the heart of who we are. We believe our differences make us stronger. We are a vibrant ecosystem of passionate, talented individuals united by strong values, each bringing unique perspectives that help us to continuously challenge the status quo for the better. Chiesi Global Rare Diseases Chiesi Global Rare Diseases is a Chiesi Group's business unit established in February 2020 and focused on research, development and commercialization of treatments and patient support services for rare and ultra-rare disorders, many of whom have limited or no treatments available. This unit is based in Boston, Massachusetts, with a strong synergy with the headquarters in Parma. Rare unit has a focus on research and product development for lysosomal storage diseases, rare hematology, ophthalmology disorders and rare immunodeficiencies. The unit is also a dedicated partner with global leaders in scientific research, patient advocacy and care. Discover more here. Who we are looking for This position provides primary strategic HR leadership and partnership to assigned Global Rare Diseases leaders, functions and regions to achieve strategic and operational objectives and build, foster, and maintain a high performing and engaged workforce aligned with the overall business strategy, partnering and collaborating with the GRD HR team and Chiesi global HR network to enable achievement of business strategy and goals. You'll be responsible for: Develop and deploy value add HR strategies and initiatives enabling the functions/region to achieve short and long term strategy and goals Act as trusted advisor and partner to assigned leaders and teams- proactively work with leadership and employees to support achievement of business goals and positive working relationships and retention strategies Collaborate with and provide functional insights and proposed solutions to HR partners in local geographies and global COEs to ensure the "voice of the employee" is integrated into HR processes and programs Partner with business functions/regions and HR within local geographies and global COEs on talent acquisition, talent and leadership development, organizational development, culture initiatives, and deployment of HR standard programs and processes Partner with leaders to define resource needs for the future according to the organization's strategic direction and workforce planning process- define workforce needs and ideal profiles current and future state; support selection process for open requisitions in assigned areas Analyze trends in performance, employee engagement, retention and recommend solutions for improvement Partners with functions/regions to development and execute of initiatives and activities to further high performance team functioning Partner with country HR and labor law on specific employment matters as applicable Lead and/or contribute to special projects as assigned You will need to have: BS/BA in Human Resources or related field of study Minimum 5-8 years as an HR Business Partner within the pharmaceutical or biotech industry. Previous experience working with scientific functions including research and development highly preferred. Experience working in a global and/or complex matrix organization. Demonstrated proficiency in Written, Verbal and Face-to-face communication to effectively present information and influence decision making of managers, working partners (local and global), and government agencies. Ability to successfully manage multiple tasks concurrently including strategic and operational while maintaining high attention to detail and responding to rapidly changing priorities and aggressive deadlines. Partnering: Builds strong networks and strategic alliances; collaborates across teams and functions to drive shared goals and deliver business results. Communication: Communicates with clarity and confidence across all formats speaks, writes, and presents information in a way that is logical, engaging, and tailored to the audience. Critical Thinking & Reasoning: Approaches challenges with curiosity and rigor; gathers and analyzes information from multiple sources, considers diverse perspectives, and applies sound logic to develop innovative solutions and actionable recommendations. Interpersonal Skills: Has the ability to builds strong, collaborative relationships across diverse teams; communicates with empathy, tact, and professionalism; effectively navigate challenging or high-pressure situations with composure; fosters an inclusive environment where all individuals feel respected and valued. Initiative: Ability to proactively carry out business decisions. Anticipates and attempts to eliminate problems before they develop. Location Hybrid Office-Based in Boston, MA; Job requires travel, including internationally, approximately 10-15% of time with flexibility. Compensation The annual base pay for this position ranges from $153,090 to $187,110. Hourly and salaried non-exempt employees will also be paid overtime pay when working qualifying overtime hours. Base pay offered may vary depending on multiple individualized factors, including market location, job-related knowledge, skills, and experience. If hired, the employee will be in an "at-will position" and the Company reserves the right to modify base pay (as well as any other discretionary payment or compensation program) at any time, including for reasons related to individual performance, Company or individual department/team performance, and market factors. What we offer No matter where your path starts at Chiesi, it leads to inspiring possibilities. Your future is our focus, and we are committed to nurturing your development in our dynamic, friendly environment with access to resources and training every step of the way. We provide top-class benefits, including comprehensive healthcare programs, work-life balance initiatives, and robust relocation support. Our salary package is competitive, comprising a basic salary, performance bonuses, and benefits benchmarked against the external market. Additionally, we offer flexible working arrangements, remote work options, and tax assistance services for foreign colleagues, all designed to help you thrive. Chiesi USA is an equal opportunity employer committed to hiring a diverse work force at all levels of our business. All qualified applicants receive consideration for employment without regard to race, national origin, age, sex, religion, disability, marital status, veteran status, or any other basis protected by local, state or federal law. This policy applies with regard to all aspects of one's employment, including hiring, transfer, promotion, compensation, eligibility for benefits and termination.

The Talent Acquisition Lead performs the full recruitment cycle, including sourcing, recruitment strategy, candidate screening and initial interviews, and candidate flow processes through final dispositioning in the Applicant Tracking System (ATS) for all positions in assigned area. Professional Skills: Demonstrated ability to build constructive partnerships with hiring managers, business leaders, and HR leaders to source, screen, and hire best-fit talent for open positions. Demonstrated ability to develop and leverage industry and professional networks to connect Balfour Beatty with the best talent sources. Demonstrated ability to prioritize, organize, and effectively manage a high volume of open positions with the necessary sense of urgency. Resourcefulness, resiliency, and a willingness to always learn and share new things. Possesses interpersonal savvy and effective verbal communication skills - able to build trust and credibility with hiring managers, business leaders, HR leaders, and potential candidates. Possesses organizational savvy - able to influence and work effectively with all levels of management. Conscientious attention to detail. Possesses professional and clear writing skills with minimal errors. Sourcing and Recruiting: Partner with business partners and human resource team to create and post all requisitions including prequalification questions for job postings. Proactively search for candidates through resume mining, industry-specific organizations, college events, network searches, partner recruiting sites, and initial phone screens. Manage both internal and external applicant flow in the ATS. Partner with hiring managers to understand the needs of the organization. Conduct kick-off calls with hiring managers prior to posting new job openings and bi-weekly recruiting update calls with hiring managers and HR leaders. Identify appropriate posting sites/venues for open positions. Candidate Experience: Manage the candidate experience, including scheduling phone/in-person interviews, and providing timely follow-up at each stage. Complete the candidate experience at the appropriate time by dispositioning and notifying applicants who were not offered the role Process Integrity: Create and distribute Weekly reports for the HR Leadership team and Executive team. Ensures the ATS is up to date and accurate-dispositions candidates at each stage based on qualifications, pre-screening responses, interviews, offers, etc. Ensure compliance with federal and state laws, including ethical behaviors and disciplined execution of our processes. Thorough understanding of current laws and legislation; enforces our recruiting procedures with our hiring managers, partner agencies, and applicants to ensure fair and respectful treatment of all candidates. Associate's degree in a Human Resources or related field, and/or minimum 5 years of talent acquisition experience in a multi-location organizationworking full life cycle recruiting processes. Experience working in Applicant Tracking Systems (ATS). Knowledge of OFCCP, EEOC, and AAP guidelines. Experience recruiting in a multi-state, multi-office organization. Proficient in Microsoft Office applications: Excel, Word, Outlook, PowerPoint, etc. Excellent interpersonal and communication skills, consultation skills, customer relationship management, strong planning and organizational skills, team leadership, working independently, and self-starter. Preferred Requirements Bachelor's degree in human resources or related field Two years or more of construction industry recruitment experience preferred. The base compensation range for this role is $100,000 to $130,000 annually. Become Part of Our Team As an industry leader Balfour Beattyoffers employees a comprehensive benefits package with competitivesalaries and more including: Medical, Dental, Vision and Life Insurance Health Savings Account 401(k) with company match Flexible Spending Accounts (Dependent & Medical Reimbursement) Vacation Time Sick Time Holidays Tuition Assistance Employee Referral Bonus About us Balfour Beatty US is an industry-leading provider of general contracting, at-risk construction management and design-build services for public and private sector clients across the nation. Performing heavy civil and vertical construction, our teams build the unique structures and infrastructure that play an important role in how people live, work, learn and play in our communities. Our teammates have an instinctive passion for innovating that is fueled by a relentless curiosity, a drive to employ lean practices and processes and the determination to find a better way.Through Zero Harm, we are challenging the construction industry's assumptions about safety. We believe that no level of harm should come to anyone as a result of our business. Consistently ranked among the nation's largest building contractors by Engineering News-Record, our US business is a subsidiary of London-based Balfour Beatty plc (LSE: BBY). Balfour Beatty is an equal opportunity employer that recognizes the value of a diverse workforce. All qualified individuals will receive consideration for employment without regard to race, color, age, sex, sexual orientation, gender identity, religion, national origin, disability, veteran status, genetic information, or any other criteria protected by federal, state or local law. Equal Opportunity Employer, including disabled and veterans.

Position Overview The Chief People Officer (CPO) is a strategic and operational leader responsible for building and scaling a best-in-class people organization to support the company's growth across its property management platform. This role oversees all aspects of human resources, talent acquisition, and organizational development. The CPO will serve as akey strategic partner to the Chief Operating Officer, ensuring the organization has the talent, structure, and workforce planning necessary to support operational excellence across properties and portfolio companies. The ideal candidate brings15+ years of experience within property management or real estate operating environments, with a deep understanding of bothHR leadership and recruiting functions. This individual must be comfortable operating in a fast-growing environment while building scalable infrastructure typically found in larger corporate organizations. Executive Leadership & Strategy Serve as a member of the executive leadership team and strategic advisor to senior leadership. Partner closely with the COO to align people strategy with operational priorities, property performance, and growth initiatives. Develop and execute a comprehensive people strategy that supports company expansion and operational excellence. Provide leadership on organizational design, workforce planning, and leadership development. Talent Acquisition & Recruiting Build and lead a centralized recruiting function to support corporate and property-level hiring needs. Develop scalable recruiting processes, systems, and reporting. Partner with operations leadership on workforce planning and headcount forecasting across properties. Oversee internal recruiting teams, external partners, and offshore recruiting resources. Improve hiring quality, time-to-fill, and recruiting efficiency across the organization. Human Resources Leadership Oversee all HR functions including: Employee relations Performance management Compensation and benefits Compliance and risk management HR operations and systems Ensure consistent HR policies and practices across corporate and property operations. Serve as a trusted advisor to leadership on complex employee matters and organizational changes. Training, Development & Organizational Growth Develop and oversee training and leadership development programs across the organization. Partner with operations leadership to build training programs that support property performance, operational consistency, and leadership development. Establish onboarding and professional development frameworks for property management teams. Support succession planning and career development initiatives. HR Infrastructure & Vendor Management Manage the company's Professional Employer Organization (PEO) relationship. Oversee HR systems, policies, and compliance frameworks. Manage offshore HR or recruiting support teams where appropriate. Evaluate and implement HR technologies and tools to support scalability. Qualifications Required Experience 15+ years of progressive HR leadership experience, preferably within property management, real estate, or multi-site service organizations. Deep experience leading both HR and talent acquisition functions. Experience building or scaling centralized recruiting organizations. Experience supporting multi-property or distributed workforces. Experience working with or managing a PEO environment. Experience managing offshore teams or distributed HR/recruiting resources. Preferred Credentials SPHR, SHRM-SCP, or equivalent HR certification preferred Bachelor's degree required; advanced degree preferred. Leadership Profile Entrepreneurial mindset with the ability to build and scale HR infrastructure from the ground up. Strong operational orientation with the ability to partner closely with operations leadership. Experience balancing entrepreneurial growth with corporate discipline and governance. Strategic thinker with strong execution capabilities. Collaborative executive capable of influencing across a multi-site organization. What Success Looks Like A scalable centralized recruiting function supporting portfolio growth. A workforce planning model aligned with operational needs across properties. Effective training and development programs that improve manager capability and operational performance. Strong HR infrastructure that supports both rapid growth and compliance across a distributed workforce. Base salary + Competitive Bonus, commensurate with experience. Full health, dental, and vision benefits. Generous PTO and paid holidays. Opportunity to be part of a high-performance, entrepreneurial team with significant upward mobility.

Planisware is a global provider of software solutions for project portfolio management. Planisware solutions are specifically designed to support product development, engineering and IT business processes. For more than 25 years, Planisware has been helping its customers to achieve strategic and innovative excellence, make valid business decisions and increase portfolio value. Today, over 1,000 companies worldwide rely on Planisware products to manage their projects, resources and portfolios. A global organization, Planisware offices are located in the United States, Canada, United Kingdom, Germany, France, and Japan. What you'll do Planisware is seeking a motivated and detail-oriented Junior HR Business Partner (Jr. HRBP) to join our dynamic team. In this role, you will work closely with our Operations teams to address strategic HR challenges and opportunities. Your responsibilities will include addressing employee needs and concerns, collaborating with team leaders to identify talent needs, develop workforce plans, and resolve employee relations issues. You will support and drive HR initiatives, including implementing commission plans, managing recruitment and onboarding efforts, fostering a culture of engagement and inclusion, and ensuring compliance with policies and procedures. As a trusted partner, you will help improve work relationships, build morale, and increase productivity and retention to inform business decisions. This role will initially serve as a generalist, providing broad support across HR functions while learning and understanding the organizations' process, culture, and business needs. As the individual becomes more familiar with the company's strategic goals, the role will transition into a business partner position to our Sales and Marketing teams, taking on more specialized responsibilities and working closely with Business Unit Heads to drive organizational success and align HR strategies with the business objectives. If you excel at building strong relationships and are passionate about integrating HR practices with business objectives, we encourage you to apply. Job Duties General: Serve as the first point of contact for employees, addressing needs and concerns. Collaborate with team leaders to identify talent needs, develop workforce plans, and resolve employee relation issues. Support change management initiatives and foster a culture of engagement and inclusion. Drive HR initiatives by working closely with management and employees to improve work relationships, build morale, and increase productivity and retention Support the planning, implementation, and monitoring of commission plans to ensure alignment with business goals and accurate payouts. Act as a change management agent to drive organizational and team effectiveness. Talent Acquisition & Onboarding: Coordinate with the HR, training and sales enablement team to ensure seamless onboarding experiences. Partner with business units to support workforce planning and recruitment strategies. Manage full-cycle recruitment efforts, including sourcing, interviewing, hiring, and onboarding. Employee Relations: Support performance improvement plans and address employee relations concerns. Ensure compliance with HR policies, address concerns about compensation, benefits, and workplace conditions, and maintain accurate personnel records. Support in monitoring and handling performance improvement plans Training & Compliance: Partner with HR and Training teams to ensure employee participation in learning and development programs. Ensure compliance with Return-to-Office (RTO) policies and other organizational requirements. Support the performance management system to drive continuous improvement. Ensure compliance with hybrid RTO policy HR Administration & Data Management: Maintain accurate employee records in systems such as ADP and HR databases. Ensure compliance with documentation requirements (e.g., I-9 forms). Generate HR reports and provide data insights to support business decisions. Planisware currently has a hybrid policy of working in the office four days per week, with remote work allowed on Friday. This is subject to change as the company sees fit. What is expected from you Qualifications Required: Bachelor's degree (BA or BS) and 2-4 years of experience in HR or related fields. Excellent written and verbal communication skills. Strong organizational skills with the ability to multitask effectively. Proficiency in Microsoft Office Suite (Excel, Word, PowerPoint). Preferred: Prior experience in a HR Coordinator, Administrator, or Generalist role. Experience with talent acquisition and recruitment efforts. Experience in designing and implementing commission and bonus plans. Medical, dental, and vision insurance 3 weeks of paid vacation 9 paid holidays Up to 4 months maternity leave Paternity leave Life, short and long-term disability insurance 401(k) plan with company variable contribution Profit sharing FSA and HSA plan, including employer contribution Cell phone, internet and wellness allowance Company annual kick-off trip Quarterly events/monthly happy hours Community outreach Annual stipend for education, training, or courses Please, tick here to confirm you accept our data protection policy . We will only use your data for the application.

Job Summary Global is seeking a dynamic, visionary, and compassionate Chief People Officer (CPO) to join our executive leadership team during an exciting period of rapid growth and transformation. As the heart and champion of our people, you will be instrumental in shaping an inclusive, high-performance culture where every team member can thrive, especially those who need a second chance. You are a master of your craft, relentlessly pursuing excellence while nurturing and uplifting those around you. Your leadership will fuel our mission to empower and develop our workforce, guiding us through complex mergers and acquisitions and supporting our continued expansion. If you are passionate about helping broken people, love building winning teams, and have the expertise to drive strategic people initiatives at scale, we want to meet you. Key ResponsibilitiesPeople Strategy & Leadership Lead and execute an innovative people strategy aligned with Global Roofing's ambitious business objectives and growth trajectory. Serve as a strategic advisor to the CEO and executive team, shaping organizational design, succession planning, and culture transformation. Inspire and lead the HR department to foster an inclusive, high-energy, and high-performance environment where every employee feels valued. Build strong relationships with internal stakeholders to ensure seamless alignment between people strategy and business goals. Workforce Development Direct workforce development initiatives, identifying skill gaps and creating learning opportunities for all employees. Design and implement large-scale training and development programs for 1500+ employees, supporting business priorities and employee growth. Partner with department heads to forecast talent needs and ensure robust succession planning for future leadership. Promote a culture of continuous learning, personal growth, and career advancement. Talent Management & Organizational Development Oversee recruitment and retention strategies to attract, develop, and retain top-tier talent across all levels. Champion diversity, equity, and inclusion, ensuring a welcoming environment for all-especially those who have faced adversity. Lead performance management processes, including goal setting, feedback, and leadership development. Drive employee engagement initiatives and foster a culture of well-being and resilience. Mergers & Acquisitions Provide expert guidance to the executive team during mergers and acquisitions, ensuring seamless integration of people, processes, and culture. Leverage experience in M&A to support organizational growth and change management. Data & Analytics Use data-driven insights to measure the effectiveness of talent management and workforce development programs. Implement HR technologies and systems to streamline processes and drive organizational efficiency. Compliance & Best Practices Ensure all people operations comply with labor laws, regulations, and internal policies. Stay abreast of industry best practices and emerging HR trends, continuously innovating Global Roofing's people strategy. Qualifications 10+ years of progressive HR, talent management, and workforce development experience, with at least 5 years in an executive leadership role. Experience in the construction or manufacturing industry; roofing industry experience highly preferred. Demonstrated success in mergers and acquisitions, organizational development, and culture transformation. Proven ability to design and lead large-scale learning and development initiatives. Bachelor's degree in Human Resources, Business Administration, Organizational Development, or related field (Master's preferred). HR certifications (SHRM-SCP, SPHR) highly desirable. Bilingual (Spanish) or experience managing a large bilingual workforce is highly preferred. Exceptional interpersonal, communication, and leadership skills. Analytical mindset with a proven ability to use data for strategic decision-making. Empathy, emotional intelligence, and a passion for helping people reach their full potential. Key Competencies Leadership: Motivate and inspire teams, with a focus on talent development and results. Strategic Thinking: Align people strategies with business goals and organizational growth. Problem Solving: Navigate complex challenges with innovative, people-centric solutions. Communication: Influence and engage at all levels, fostering transparency and trust. Empathy & Emotional Intelligence: Champion a supportive, inclusive, and resilient workplace. Workforce Development: Design and deliver technical and leadership training programs. Join Global Roofing and become the executive champion who builds, inspires, and transforms lives, one person at a time.

Utah Transit Authority Description At the Utah Transit Authority (UTA, we put people first-both our employees and our community. Working here means being part of a dynamic, forward-thinking organization where innovation meets public service. As a Human Resources Specialist, you'll play a key role in supporting and empowering our workforce, helping create a positive and efficient HR experience while tackling new challenges and making an impact every day. As the Human Resources Specialist, you will: Directly support UTA's Human Resources Information System (HRIS), Workday, to ensure data integrity, system security, and operational efficiency. Be responsible for the day-to-day HRIS system operations and serve as a technical liaison with Talent Acquisition and Human Resources to optimize HR processes. Assist with the development and implementation of HRIS procedures in compliance with all local, state, and federal regulations. Maintain and update confidential employee records. Assist with payroll functions and research regarding employee compensation and ensure all employee records are processed timely. Identify and assess problems and inefficiencies, research and analyze data, and recommend solutions and improvements. Coordinate with internal and external departments and vendors regarding employment and unemployment matters and respond to and process employee inquiries timely and efficiently. Maintain the employee and contractor badging system, including management of employee/contractor badges, employee transit passes, and employee dependent transit passes. Perform operational and administrative activities related to onboarding new employees. Administer background checks and the fingerprinting system. MINIMUM QUALIFICATIONS EXPERIENCE/EDUCATION/TRAINING: Two years' HR related work experience. Work experience in HRIS, ATS or other related software applications. Experience with Workday a plus. Associate's degree or related field required. SHRM or HRCI certification preferred. KNOWLEDGE/SKILLS/ABILITIES HRIS, ATS or other related software applications. Human Resources best practices Working knowledge of employment/labor laws Excellent writing skills and verbal communication skills. Ability to solve problems and think critically. Ability to collect, analyze and interpret information. Ability to organize, prioritize, and follow through on tasks. Professionalism, confidentiality, and discretion. MS-Office proficiency at the intermediate level in Word and Excel, and basic level in MS-PowerPoint. UTA Leadership Competencies: Social Acumen - Exhibiting strong Emotional Intelligence skills (self-awareness, self-management, social awareness, relationship management). Relating comfortably with people across levels, functions, culture, and geography. Partnering with others to get work done. Navigating conflict. Seeking feedback without being defensive. Develops Self & Others - Taking action to continuously improve. Accepting assignments that broaden capabilities. Placing a high priority on developing others. Developing others through coaching, feedback, exposure, and stretch assignments. Ensures Fairness - Concerned with the welfare of others and expressing that concern on a personal level. Distributing resources fairly. Giving others a voice prior to reaching decisions that affect them. Reaching decisions through a fair process. Explaining to others why and how decisions were made that impact them. Safety - Acting as a Safety Ambassador by working safely, complying with requirements and serving as an example to others. Wearing required personal protective equipment. Integrity - Acting with honesty, strong ethics, and accountability and taking responsibility for actions and mistakes. Belonging - Creating a culture where employees are seen, heard, valued and safe to be authentic. Teamwork - Building strong teams that create an environment where everyone's unique skills sand perspectives contribute to shared purpose, connection sand achievement of goals. Empowerment - Creating a workplace environment where people are properly resourced and motivated to do their best in solving problems and taking Leadership ownership of their work. Accountability - Taking ownership of self-actions, decisions and performance. OR the equivalent combination of relevant education and experience. UTA reserves the right to determine the equivalencies of education and experience. This job requires regular and predictable attendance. As a full-time Administrative Employee, your Total Rewards Benefits Package will include: Health, dental, vision, life/AD&D, short-term and long-term disability insurance, with Flexible Spending and Dependent Care accounts. Choice between Traditional Co-Pay or High Deductible Health Plans for medical coverage. HSA with company match available to employees enrolled in the HDHP. Benefit plans include coverage for domestic partners (eligibility affidavit required for coverage). Onsite Health and Wellness Clinics for medical care at no cost to employees, spouses, domestic partners, and dependent children. 22 days of accrued paid time off (13 vacation days and 9 sick days), which increases with tenure at UTA. 10 paid holidays and two paid (2) floating holidays per year. Retirement options - Pension Plan with 5-year vesting schedule and 457 Contribution Plan, available for immediate contributions and company matching. Generous tuition reimbursement for higher education, available for any higher education degree (bachelor, master, or PHD). Course of study must be approved prior to enrollment. Training, development, and career advancement opportunities. Paid parental leave for birth, adoption, and child placement (after 12 months of employment). Free transit passes for employees, their spouses, and their dependent children. Employee assistance program - includes counseling, legal services, financial planning, etc. UTA Well - a comprehensive wellness program designed to support employees and dependents in their health and wellness goals. Free on-site fitness facilities and discounted membership to VASA Fitness and EoS Fitness. Discounted cell phone plans with T-Mobile and AT&T. Pet insurance plan options (tailored plan coverage based on pet's health and needs). Pay Range: $25.817 or more, depending on experience If interested, apply before: Monday, April 6th, :59 PM MST PM21 Utah Transit Authority is an Equal Opportunity Employer of all persons regardless of race, color, religion, sex, national origin, age, disability, covered veterans, sexual orientation, and gender identity. Women, minorities, and people with disabilities are encouraged to apply. Applicants needing an accommodation under the Americans with Disabilities Act for any part of the application process should contact UTA Human Resources at . A minimum of two work days' notice prior to the need for the accommodation is required. Utah Transit Authority is a drug-free workplace, subject to federal drug and alcohol testing regulations under 49 CFR Part 40, 655, and 219. All offers for employment are contingent upon a successful pre-employment drug test. If a pre-employment test returns a non-negative result, an application for employment may be rejected. All employees are subject to reasonable suspicion and post-accident testing for drug and alcohol use. All safety sensitive employees are subject to random testing for drug and alcohol use. PIa5-