48 jobs found

CAREER OPPORTUNITY Agate Housing and Services is an innovative and collaborative nonprofit organization whose mission is to end homelessness and relieve hunger through action and advocacy. We progress toward this goal by providing emergency services, shelter, and housing programs for individuals and families. We meet people experiencing homelessness where they are and accompany them on their journey to safe, stable housing and a healthier life. We believe that housing is a basic human right. Agate Housing and Services values are: Integrity: Consistently doing the right thing even if it isn't the popular thing. Equity: Fighting the status quo by actively examining and changing the way things are done to better represent the people who are most impacted by homelessness and hunger. Humanity: Understanding how these issues impact us- the community, our staff, and the people we work with- as a collective and developing relationships by establishing trust when we put in work to understand the needs of people experiencing homelessness and hunger. Creativity: Responding to the needs of the community with innovative and unique solutions. Agate Housing and Services is an Equal Opportunity Employer/AAE, offering competitive pay and exceptional benefits including; medical insurance, employer paid dental and life insurance, short term disability, 4 weeks of paid time off in the first year of employment, and a 401k retirement savings with an employer match. POSITION DESCRIPTION & OVERVIEW Title: Chief Financial and Administrative Officer (CFAO) Reports To: Executive Director Schedule: Mon-Fri, 8 am - 5 pm plus some evenings and weekends Compensation: $160,000 - $180,000 Job Classification: Full Time, Salaried, Exempt Union Representation: This position is not a union represented position. The CFAO is a newly created executive role designed to combine leadership of financial management with administrative oversight. This role will have a direct impact on the organization's success, shaping policies and strategies that foster stability, growth and innovation. It will coach and foster improved cross functional cohesive teams as one empowered Agate Team. This is a great opportunity for someone with proven strategic, financial and administrative leadership skills to help Agate meet its vision to ensure that every person and family has a stable place to live, with their basic human needs met and a hopeful path ahead and to fulfill our mission to end homelessness and relieve hunger through action and advocacy. The CFAO will directly supervise the Director of Finance, Deputy Director of HR & DEI and Director of Contracts & Compliance. It will offer guidance without directly supervising the Director of Outreach & Shelter and Director of Housing Programs. This person will indirectly supervise the approximately 30 staff on these Directors' teams. Executive Serves as a member of the Executive Team to set organizational strategies to ensure longevity and growth for the organization to meet its mission. Work closely with senior leaders to help align their key strategic priorities and long-term goals to annual budgets and execution in ongoing operational performance. Provide Financial and strategic information to the Finance Committee and Board of Directors including projections, financial status, budgets, and related analyses to support informed decision-making. Develop and maintain strong, collaborative relationships with community partners in other agencies, in government, business, service recipients, and other sectors of the community. Finance Provide leadership and support to the Director of Finance to present financial reports in an accurate and timely manner; communicate weekly, monthly, quarterly, and annual financial statements; monitor progress and changes and keep senior leadership abreast of the organization's financial position. Recognize and anticipate opportunities and challenges related to financial matters then develop strategies, and solutions to drive results. Ensure compliance with appropriate GAAP standards. With Director of Finance engage with auditors on annual financial and single audits, 990 and other matters as needed. Maintain and develop the organization's banking and investment institution relationships. Work with the BOD Investment Committee to develop investment strategies to optimize returns and mitigate risks. Establish and uphold internal financial controls, policies, and procedures to ensure compliance, reduce risk and safeguard organizational assets. Human Resources Provide leadership and support to the Deputy Director of HR & DEI to lead the HR team in delivering comprehensive HR services including talent acquisition, learning and development, compensation and benefits and employee relations. Ensure HR strategies are aligned with the organization's overall mission and goals and foster a compassionate culture. Ensure the organization is compliant with federal, state and local employment laws and regulations. Create culture where DEI is an integral part of operations embedded in all levels of the organization. Contracts & Compliance Provide leadership and support to the Director of Contracts and Compliance to develop strategic grant & contract funding plans that support the organizations long term financial stability. Utilize contract compliance reporting to partner with operational leadership and ensure organization is meeting all contractual agreements. Provide oversight on all contract and grant accounting to ensure that expenditures are consistently aligned with grant budgets and terms. With the Director of Contracts and Compliance, assure that all parties have the information necessary to meet the expectations, compliance and terms of the various contracts. Information Systems Develop IT strategies, including staffing and outsourcing, to ensure use of most current and emerging technologies to streamline organizational operations. Oversee contract negotiations with IT contractors and service providers. Leadership Drive operational excellence, optimizing processes and systems for efficient and effective workflows. Foster a culture of accountability and continuous improvement across the organization. Identify cross-functional improvements that optimize efficacy and efficiency while breaking down operational silos to create more effective working partnerships across teams. Model and cultivate a commitment to diversity, equity, inclusion, belonging and accountability resulting in a place of work where all employees may thrive, belong and succeed. Support the development of the leadership teams at Agate and assure that the resources are there for growth and internal career advancement. Candidate Requirements At least 10 years of professional experience, including roles serving as a senior leader in finance and administration in the nonprofit sector. Government Program/Contracts experience preferred. Outstanding organizational leadership skills with prior experience leading organizations and/or departments and a demonstrated ability to set sound and inclusive strategies. Expertise in managing finance, accounting, budgeting, internal controls, and reporting. Proven history of implementing trauma informed care in leading teams and developing policies and procedures. Exceptional people skills with demonstrated experience developing and coaching diverse teams through the lens of diversity, equity, inclusion, belonging, accountability and conflict resolution. Builds trust and collaboration from a wide array of stakeholders and believes deeply in the importance of human capital. Has successfully managed and developed high-performing teams to achieve ambitious results. Proven track record of success facilitating progressive organizational change and development. In addition, successful applicants will embrace the following perspective, skills and abilities: Commitment to Agate Housing and Services' values and mission of ending homelessness and relieving hunger through action and advocacy. Commitment to working towards an anti-racist culture both within Agate Housing and Services and the broader community. Hold the belief that every household can achieve housing stability. Commitment to harm reduction and housing first philosophies. Ability to work respectfully with clients, coworkers, and key stakeholders who are diverse with respect to race, ethnicity, gender identity, sexual orientation, socio-economic status, and religion. Ability to establish rapport quickly with people experiencing a crisis through use of trauma informed care, client centered care, and strengths-based approaches. Ability to meet expectations regarding paperwork and documentation through organizational skills, a strong attention to detail, and the ability to work efficiently and accurately, competency and comfort using technology and computers. We encourage applicants with lived experience to apply. However, if you have received services from Agate Housing and Services within the last two years this will make you ineligible for employment. HOW TO SUBMIT YOUR EMPLOYMENT APPLICATION Visit and select the opening for which you wish to apply . click apply for full job details

Korn Ferry is a global organizational consulting firm. We help clients synchronize strategy and talent to drive superior performance. Korn Ferry works with organizations to design their structures, roles, and responsibilities. We help them hire the right people to bring their strategy to life. And we advise them on how to reward, develop, and motivate their people. Our 10,000 colleagues serve clients in more than 50 countries. Korn Ferry Digital is a scaled product business unit within Korn Ferry that develops and sells our suite of talent products and HR technology, supporting clients across six solution areas: Organizational Strategy Assessment and Succession Talent Acquisition Leadership and Professional Development Sales and Service Total Rewards Our comprehensive talent suite leverages a combination of proprietary talent IP, talent data, analytics and insights to help customers understand their workforce and existing talent gaps, and deliver targeted talent interventions at scale using HR technology. Growth Marketing Director - Global Campaigns Job Summary: Korn Ferry is seeking a highly motivated Marketing Director responsible for shaping and executing the growth marketing strategy for our Digital Products that integrates with our broader GTM objective of positioning ourselves as a premier organizational consulting firm. This role requires a strategic thinker and experienced marketer who can develop and implement effective marketing programs to drive customer acquisition, revenue growth, and market share expansion within the B2B space. The Director will lead a high-performing team, collaborate cross-functionally, and leverage data-driven insights to achieve ambitious growth targets. The ideal candidate will oversee the strategy, planning, activation, and coordination of brand and demand marketing campaigns that highlight our digital products as part of our story of unlocking potential for people, teams and organizations. This role involves close collaboration with our Product Marketing team and ensuring we have a GTM presence through a full funnel channel strategy. Responsibilities: Growth Marketing Strategy and Forecasting: Develop a GTM strategy that supports revenue and pipeline growth targets. Forecast impact of marketing campaigns on revenue and pipeline targets. Collaborate with senior leadership and commercial leadership to ensure alignment. Campaign Strategy and Planning: Develop campaign strategy focused on Ideal Customer Profile (ICP), Persona, and Total Addressable Market (TAM) and customer journey. Develop a campaign go-to-market (GTM) plan based on strategy. Develop and drive integrated GTM campaigns to drive customer acquisition, engagement, and retention. Collaborate with cross-functional teams to define campaign objectives, target audience, messaging, and KPIs. Drive the campaign plan, ensuring everyone meets SLAs and adjusting as necessary. Content Development and Management: Lead the development of campaign messaging, content, and creative assets. Collaborate with the content marketing team to create compelling content, including articles, ebooks, case studies, videos, social content etc. Partner with web and design teams to get campaign pages and creative assets live. Drive the creation and optimization of landing pages, email campaigns, and other campaign assets. Campaign Execution and Optimization: Ensure the execution of marketing campaigns across multiple channels, including email, social media, digital advertising, and events is aligned with strategy. Responsible for campaign performance and optimization to improve ROI and KPIs. Compile regular reports on campaign performance, continuously assessing and reporting on the results of campaigns and implementing improvements as necessary. Cross-Functional Collaboration: Partner with product marketing, marketing operations and web teams to design, test, and evolve lead nurturing tactics and build a cohesive demand generation strategy. Collaborate with the sales, product and customer success teams to ensure campaign strategy aligns with commercial needs. Organize stakeholder meetings, set agendas, and keep stakeholders informed. Lead the execution of marketing programs from start to finish, uniting a cross-functional sales and marketing team, leveraging internal support via the enablement team, and driving collaboration. Work closely with digital media agencies to ensure campaigns are activated effectively and that agencies are working off the same strategy. Reporting and Analysis: Analyze insights for campaigns. Create monthly reporting decks shared with marketing and business stakeholders. Conduct monthly reporting calls to business stakeholders by campaign. Requirements: 7+ years of experience in B2B marketing, with a focus on SaaS products. Proven track record of developing and executing successful marketing campaigns. Strong project management skills, with the ability to manage multiple projects simultaneously. Strong analytical skills and expertise in data-driven decision-making. Demonstrated experience in managing marketing budgets and achieving ROI targets. Exceptional leadership and team management skills. Proficiency in marketing technology tools and platforms, including CRM, marketing automation, and analytics systems. Excellent communication, presentation, and interpersonal skills. Ability to excel in a fast-paced, dynamic environment and adapt to changing priorities. Creative thinker with a passion for marketing and technology. Working understanding of account-based experiences and account-based marketing. Tools we use: SmartSheets DOMO Marketo Bizible/Marketo Measure HappyFox (ticketing system) Terminus Conductor 6Sense Bombora Internal Mobility at Korn Ferry: If you currently work for Korn Ferry or one of our affiliates, you must be eligible to apply for a different position within Korn Ferry to use the Careers Site. If you accept such a position, your benefits programs and Human Resources policies may change. Please consult with your HR contact for the new position concerning application eligibility, including any immigration/visa needs, benefit programs, and HR policies applicable to that position. Korn Ferry is an Equal Employment Opportunity/Affirmative Action Employer - Minority/Female/Disability/Veteran All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability, age, or veteran status or any other characteristic protected by federal, state, or local law.

At EAB, our mission is to make education smarter and our communities stronger. We work with more than 2,800 institutions to drive transformative change through data-driven insights and best-in-class capabilities. From kindergarten to college to career, EAB partners with leaders and practitioners to accelerate progress and drive results. We work with each partner differently, tailoring our portfolio of research, technology, and solutions to meet the unique needs of every leadership team, as well as the students and employees they serve. At EAB, we serve not only our partner institutions but each other-that's why we are always working to make sure our employees love their jobs and are invested in their communities. About Seramount Seramount is a division of EAB that provides talent solutions to 500+ corporations, including half of the Fortune 1,000. Seramount offers pragmatic solutions to HR and DEI leaders, including best practice research, workplace analytics, job simulations, employee learning and development, and more. This Director, Partner Development will serve in an entrepreneurial sales role establishing new partnerships for EAB Seramount's first Research offering specifically designed for Chief Human Resources Officers (CHROs). You will inflect go-to-market strategy and be responsible for business development as part of the launch and scaling of a comprehensive and consultative membership-based best-practice Research solution for CHROs that will address and support the broad and evolving array of challenges and opportunities facing corporate HR leaders. Primary Responsibilities: Prospect and build new business within an assigned territory of companies and organizations; acquire new partners successfully Build relationships by meeting with leaders (including CHROs) to discuss their strategic challenges and opportunities, present best practice solutions, and effectively sell the vision of Seramount's new CHRO solution Conduct live presentations, including diagnostic evaluations and technical demonstrations, to understand prospective partner needs and educate key stakeholders on the value of Seramount's new CHRO offering Meet annual revenue goals through management of a sales pipeline with pursuits in various stages of the evaluation process Work with other sales, marketing and delivery team members to drive increased revenue within an assigned portfolio of prospect organizations Maintain up-to-date knowledge of competitors Provide insights from partner development visits to inform future initiatives and new product development inquiries across the business Indirectly manage Sales Associate to goals, providing formal feedback and guidance on professional development Basic Qualifications: Bachelor's Degree from an accredited college/university Proven track record of success exceeding personal revenue quotas or individual sales closing targets in consultative business development roles Experience representing complex products or services to external partners in a trusted, consultative capacity Ability to negotiate and excellent persuasion skills Willingness to travel domestically at least 25-60% Valid driver's license Must possess experience in at least three of the following: Sales or account management Delivering prospect or client presentations and facilitating diagnostic discussions Representing a new product through a launch Working within or selling into the corporate sector Working within or selling into the HR function Ideal Qualifications: 6-8+ years of relevant full-time professional experience Understanding of the issues and opportunities facing corporate CHROs underpinned by experience working within, managing relationships with, or partnering with a Talent Management or Human Resources function Comfort with creative lead generation and new business acquisition strategies Desire to achieve success in a sales environment and sell prospects on the current and future value proposition of a new product or service with high potential for impact and growth Engaging and memorable presentation style; demonstrated ability to build rapport and credibility quickly with an executive-level audience Demonstrated ability to listen and diagnose a problem and map a solution in the moment Resilience and comfort with ambiguity; ability to be flexible and adaptable in a changing environment Receptive to feedback, coaching and constructive criticism; ability to learn from mistakes Excellent writing, critical thinking and negotiation skills, and familiarity with formal and informal RFP procedures Commitment to valuing diversity, practicing inclusive behaviors, and contributing to an equitable working and continual learning environment in support of EAB's DE&I Promise Compensation: The anticipated starting salary range for this role is $69,000 - $105,000 per year. Actual salary varies due to factors that may include but not be limited to relevant experience, skills, and location. At EAB, it is not typical for an individual to be hired at or near the top of the starting salary range for their role. This hire will additionally be eligible for lucrative uncapped incentive compensation. Variable compensation may depend on various factors, including, without limitation, individual and organizational performance. Consistent with our belief that our employees are our most valuable resource, EAB offers a competitive and inclusive benefits package. Our benefits currently include: Medical, dental, and vision insurance plans; dependents and domestic partners eligible 20+ days of PTO annually, in addition to paid firm and floating holidays Daytime leave policy for community service and flextime for fitness activities (up to 10 hours per month each) 401(k) retirement savings plan with annual discretionary company matching contribution Health savings account, healthcare and dependent care flexible spending account, and pre-tax commuter plans Employee assistance program with counseling services and resources available to all employees and immediate family Wellness programs including gym discounts, incentives to promote healthy living, and family access to the leading app for sleep, meditation, and relaxation Fertility treatment coverage and adoption or surrogacy assistance Paid parental leave with phase back to work program for birthing and non-birthing parents Access to milk shipping service to support nursing employees during business travel Discounted pet health insurance coverage for dog and cat family members Company-provided life, AD&D, and disability insurance Financial wellness resources and membership in a robust employee discount program Access to employee resource groups, merit-based advancement, and dynamic professional growth opportunities Benefits kick in day one; learn more at This opening is not eligible for visa sponsorship at this time; EAB will thus consider candidates who possess U.S. work authorization that does not require employment-based visa sponsorship now or in the future. At EAB, we believe that to fulfill our mission to "make education smarter and our communities stronger" we need team members who bring a diversity of perspectives to the table and are committed to fostering a workplace where each team member is valued, respected and heard. To that end, EAB is an Equal Opportunity Employer, and we make employment decisions on the basis of qualifications, merit and business need.

Country: United States City: Leitchfield Job Family: Human Resources Contract Type: Unlimited-term Job ID: 51311 Manager, HR Business Partner Bel, makers of iconic brands including Babybel, The Laughing Cow, Boursin, and GoGo Squeez is a growing global company that values your contributions, strives to create a sense of belonging for everyone and offers career growth and development opportunities, as well as competitive total compensation and meaningful well-being benefits from day one. For All, For Good, our company signature, reflects Bel's commitment to sustainability and healthier and responsible food for all. The company has headquarters in Chicago (Bel Brands USA) and New York City (GoGo Squeez) and operates 5 manufacturing plants in Little Chute, WI; Leitchfield, KY; Brookings, SD; Traverse City, MI; and Nampa, ID. Job Title: Manager, HR Business Partner Reports to: Vice President Human Resources - Operations Department: Human Resources Number of Direct Reports: 2 Key Internal Partners: Plant Employees, Supervisors, Management Team, HR Leadership Team Key External Partners: Staffing agencies, vendors and service providers, government/regulatory agencies Project Management: Yes Location: Leitchfield, Kentucky JOB SUMMARY: The HR Manager, Business Partner is responsible for applying HR knowledge to ensure effective business operations, regulatory compliance, and strong employee relations within a strong, growing company. The HR Manager-Business Partner is a strategic partner and advisor to business leaders, providing expert HR guidance and support to drive business objectives. The HR Manager-Business Partner will collaborate closely with leaders, managers, and employees to develop, implement, and lead factory HR programs and initiatives that align with factory business goals and priorities. JOB RESPONSIBILITIES: • Owns relationship with factory operations leadership and represents HR function at factory o Collaborates closely with factory director and steering team to understand goals, priorities, challenges, and workforce needs. Acts as a member of the steering team. o Provides strategic HR guidance and recommendations to support factory objectives, improve organizational performance and workforce engagement. Ensures HR function is aligned to provide necessary talent, leadership, and services to support factory operations. o Analyzes metrics and results of HR initiatives in relation to established goals and develops new approaches to effect continual improvements. o Provides leadership and coaching to factory managers related to various workforce matters, including staffing, training, performance management, attendance and leave of absence, and general employee relations. o Responsible for participating in integrated management system and ensuring compliance with Food Safety, Health and Safety and/or Environmental in order to maintain management system certifications. o Collaborates throughout budget cycle with factory and HR leadership to provide insights, alignment on salary and workforce planning, and ensures accurate factory HR budget is established. • Responsible for Talent Acquisition and Recruitment program management o Collaborates with factory leadership to understand talent needs and develop effective recruitment strategies in partnership with Talent Management and Shared Services team. o Oversees full cycle of resource planning for in partnership with factory leadership and HR Team. Analyzes factory workforce planning and talent acquisition results in relation to established goals and recommends new approaches to effect continual improvement. o Oversees the end-to-end recruitment process for all factory positions, including processes to post jobs, source candidates, conduct interviews and selections, and extend job offers. Directly manages full Talent Acquisition process for factory salary positions in partnership with HR Talent Specialist. o Ensures compliance with legal requirements and industry best practices in recruitment and selection processes. • Leads Talent Management and Development programs o Supports talent management initiatives, including impact management, career development, and succession planning. o Supports managers in setting performance expectations, providing ongoing feedback, and conducting performance evaluations. o Identifies skill gaps and recommends development plans to enhance employee capabilities. o Oversees the onboarding and orientation process for new hires, ensuring a smooth and welcoming integration into the organization. • Owns Employee Relations and Engagement within factory o Fosters positive employee relations by developing and implementing employee engagement initiatives, effective communication strategies, and conflict resolution processes. o Addresses employee concerns, grievances, and disciplinary matters with confidentiality, fairness, and consistency. o Collaborates with managers to create a respectful work environment that promotes employee satisfaction, retention, and strong sense of belonging. Aligns employee engagement programs with DEI&B strategies and programs. o Oversees investigations and discipline, ensuring consistent approach to addressing corrective action. Ensures management and HR leadership are aligned on recommendations. o Facilitates smooth off-boarding processes for departing employees. • Contributes to Compensation and Benefits programs and ensures consistent local application. o Oversees the employee experience associated with compensation and benefits programs within the factory, ensuring alignment and consistency with corporate programs. o Provides input on compensation local market trends and reviews recommendations for hourly and salary wage structure adjustments, identifies pay gaps and proposes changes to improve employee experience and attraction/retention. o Monitors the administration of various fringe benefit programs to ensure accuracy and compliance with policies. o Oversees annual open enrollment, ensuring timely and accurate dissemination of information and materials. o Manages workers' compensation and wellness programs and ensures compliance with related standards and regulations for the location. o Partners effectively with HR Centers of Excellence to assess organizational needs and implement programs timely and consistently. • Responsible for ensuring HR Compliance and Policies and Procedures within factory o Develops and enforces HR policies, procedures, and guidelines to ensure legal compliance, fairness, and consistency. o Ensures consistent application and adherence to HR policies and procedures across the organization. Conducts audits and investigations to assess compliance with HR policies and address any non-compliance issues. o Stays updated on relevant employment laws and regulations, assisting with compliance efforts, and ensuring HR practices align with legal requirements. o Leads HR team to develop, review, and update HR policies and procedures, ensuring consistent application and adherence. o Provides guidance and ensures accurate administration of programs pertaining to attendance/absenteeism, HR and safety metrics and dashboards, recruiting, training and development. • Leads local HR Team o Provides leadership, guidance, and support to successfully accomplish department goals, objectives, and priorities. o Leads a team of HR professionals, providing coaching, guidance, and developmental opportunities. o Fosters a collaborative and high-performing HR team culture. o Provides continuous feedback and support to team members in achieving their goals and professional growth. KEY PERFORMANCE INDICATORS: • Confidentiality, quality, accuracy, timeliness, reliability, and thoroughness of work performed. • Employee engagement score, retention rate, time to fill, training/qualification completion, budget and headcount targets, project deadlines, HR team performance, orientation feedback, and risk and compliance KPI (during audits). REQUIREMENTS: EDUCATION • Bachelor's degree in Human Resources or related field required; master's degree preferred. • PHR or SPHR certification preferred. EXPERIENCE 5-8 years of Human Resources experience in a HR Business Partner or similar HR leadership role, preferably with a strategic capacity. SKILLS • In-depth knowledge of HR practices, employment laws, and regulations. • Strong leadership and team management skills, with the ability to motivate and inspire a team. • Excellent interpersonal and communication skills, with the ability to build collaborative relationships at all levels of the organization. • Ability to think strategically and translate business goals into HR initiatives. • Strong problem-solving and decision-making abilities. • Demonstrated understanding of change management principles. • Strong analytical skills and ability to work with data and metrics. • Ability to handle sensitive and confidential information with professionalism and discretion. • Proficiency in HRIS (Human Resources Information System) and other HR software. VALUES • Model and champion core values of Dare, Care and Commit and Winning Behaviors of Do What is Right Not What is Easy, Think Bold, Act Fast, Simplify and Focus, Inspire and Grow Self and Others . click apply for full job details

Goodwill Industries of Northwest North Carolina Chief People Officer Full-time Soon to ring in its 100th anniversary, Goodwill Industries of Northwest North Carolina is one of the country's top-ranked Goodwill Industries and is recognized for its progressive programming, top-notch internal technology, and strong financial stability. Headquartered in Winston-Salem, NC, Goodwill NWNC employs over 1,100 team members across its 31-county territory, who are dedicated to their mission of creating opportunities for people to enhance their lives through training, workforce development services, and collaboration with other community organizations. The Chief People Officer (CPO) is responsible for strategically developing, directing, and implementing human resource and talent acquisition functions within the organization. As a trusted advisor and business partner, the CPO provides strategic counsel to leaders to support organizational objectives. In concert with the President & CEO, the CPO will provide strategic leadership in supporting and directing a comprehensive framework focused on diversity, equity, and belonging. ESSENTIAL DUTIES AND RESPONSIBILITIES Develop, implement, and oversee human resources strategies, policies, and programs regarding talent acquisition, retention, performance management, organizational structure, leadership continuity, compensation, benefits, and employee relations that meet organizational needs and comply with applicable state and federal laws and regulations. Develop and implement a diversity and inclusion strategic plan, including annual objectives, gaps, training, hiring practices, policies, and procedures. Serve as an architect in designing recruiting and retention programs in alignment with the organization's goals and objectives. Provide strategic leadership and counsel to the organization's senior leadership team and leaders across the organization regarding key human resource needs, challenges, and best practices. Serve as the organizational expert in changes to regulatory and market conditions that may affect the agency's inclusion programs and implement changes and/or adjustments to ensure compliance. Develop in collaboration with the CFO to maintain a comprehensive and competitive benefit and compensation program that best supports team members' needs and is cost-effective for the organization. Ensure the effective use and maintenance of a human resources information system that meets management information needs, and allows for the analysis, and communication of records required by law or local governing bodies or other departments in the organization. Research and share the latest industry trends and best practices in a proactive manner, ensuring optimal performance of HR-related activities for the organization. Confidentially conduct time-sensitive investigations into allegations of discrimination and team member misconduct, determine appropriate corrective action, and represent the Agency when responding to EEOC claims and DOL complaints. Develop and implement short- and long-range strategies and objectives for areas of responsibility in alignment with, and support of, the organization's mission, vision, values, and strategic plans. Represent the organization at various community, business, and civic functions to increase general visibility and awareness of Goodwill programs, services, and enterprises. SUPERVISORY RESPONSIBILITIES Directly supervise the Director of Human Resources, Director of Talent Acquisition, and Director of Diversity, Equity, Inclusion, and Belonging. Responsible for the overall direction, coordination, and evaluation of assigned departments. Oversee a total of 15 professional team members. ADDITIONAL RESPONSIBILITIES Serve as the Equal Opportunity and Compliance Officer for the organization. Provide leadership, direction, and support to one or more committees of the Board of Directors as requested by the President & CEO. Represent the organization in the community and the region as requested by the President & CEO. Perform other job-related tasks as assigned by the President & CEO. EDUCATION and EXPERIENCE Bachelor's degree from a four-year college or university in Human Resources Management, Business Administration, or related field (master's degree or JD preferred). Ten years of human resource experience including building a culture of diversity, equity, and inclusion. Management experience with a similar level of responsibility in an organization of similar size/complexity. Excellent communication and presentation skills, both written and oral, with the ability to represent the organization internally and externally across a wide range of stakeholders and constituencies. Record of demonstrated success in knowledge gained from previous roles. Led a human capital strategy during a period of significant growth and transformation. Served as the most senior HR executive of a public, private or non-profit organization. Demonstrated commitment to diversity, inclusiveness and equity, and the values of respect, integrity, service, excellence, and stewardship. Demonstrated ability to solve, interpret, analyze complex data and issues and draw valid conclusions. Proven strategic partner who developed long-term plans, served as a trusted advisor to the CEO/C-suite, and led new initiatives across a matrix environment. Significant leadership in policies and decision-making for an organization. Strong relationship builder with the ability to establish common ground, build consensus, and strengthen collaboration among diverse stakeholders. Identified and evaluated an organization's current and future core skills required to execute its business strategy in a competitive business environment and changing economic conditions. Understanding of governance, compliance, and regulatory/statutory legislation and reporting procedures within the industry. Operational knowledge of business units and corporate functions including operations, finance, marketing, legal, risk, and audit. Built and managed HR budgets, with strong vendor management experience. Proficiency in UKG and Microsoft Office skills required. COMPETENCIES High-level of Integrity and Trusted Partner: Approaches challenges and opportunities with a high level of integrity and unquestionable character. Relationship Building: Builds and maintains strategic alliances with all business units in the organization and works together to achieve business goals. Communicative: Comfortably delivers strategic messages supporting their function and the organization at the enterprise level; communicates with senior-level executives on complex organizational issues. Strategic Execution & Direction: Makes sound decisions that have organization-wide consequences and influences future direction. Innovating: Cultivates and embodies a culture that views uncertainty as an opportunity and supports change and innovation. Leading Through Change: Leads and champions change in the organization; acts as a role model. Managing Risk: Demonstrates expert insight into the organization's risks and opportunities within the competitive environment. Data Literate: Incorporates data and insights from multiple sources to tell a meaningful story and share actionable recommendations. Decision Making and Problem Solving: Able to identify business problems, suggest solutions, and make decisions in uncertain situations. CERTIFICATES, LICENSES, REGISTRATIONS Must have a reliable means of transportation. Willing to work evenings and weekends, as well as travel to events or as needed to perform essential job duties. Society of Human Resource Management (SHRM) certification is preferred. PHYSICAL DEMANDS & WORK ENVIRONMENT Work is not physically strenuous and is primarily sedentary. May require typing, walking, standing, bending, and light lifting of items such as paper/books. The work involves risks associated with an office or commercial vehicle and requires observing basic safety/fire regulations. Adequate lighting, heating, and ventilation. Goodwill Industries of Northwest North Carolina has retained Capital Development Services to assist with professional recruitment. Applications and nominations will be accepted until the Chief People Officer has been hired. Candidates should submit a resume and letter of interest by November 1st for the most favorable consideration. Nominations, expressions of interest, and applications will be treated with complete confidentiality and should be submitted to .

Please make sure to attach your resume to complete your application. Summary: Are you a skilled, strong team leader who thrives in a fast-paced, complex work environment? Do you love to collaborate with other leaders and engage in creative troubleshooting? Are you as passionate about cultivating a healthy team culture as you are about helping at-risk animals? If so, Vice President at the ASPCA's Cruelty Recover Center may be the perfect role for you! At the Cruelty Recovery Center (CRC) in Columbus, Ohio, a dedicated team of sheltering, veterinary and animal behavior experts work together to serve animals rescued in ASPCA national cruelty cases and disaster responses. This team works closely with other ASPCA teams to ensure well-coordinated operations and provide high-quality integrated care for animal victims of neglect, abuse and natural disasters. The CRC's staff also care for animals housed in the ASPCA's temporary field shelters. The CRC is part of the Rehabilitation Services Group, which also includes the Behavioral Rehabilitation Center (BRC) in Weaverville, NC, and the Recovery and Rehabilitation Center (R&R) in Pawling, NY. All three facilities provide opportunities for animals to heal after rescue. As they engage in hands-on care, teams prioritize the elevation of our work through ongoing learning, advancing the animal welfare field through research, developing effective, efficient interventions, and establishing new best practices, which the ASPCA shares through the Learning Lab-the fourth Rehabilitation Services team-on ASPCA Pro, and at professional conferences. The VP of the CRC manages four direct reports and leads a team of almost 50 full-time staff, as well as robust roster of contingent workers, volunteers and foster families. This role requires a talent for fostering strong teamwork to achieve mutual goals. To that end, the VP works to ensure excellent communication and cooperation among operations, behavior and medical staff at the CRC, as well as with several other partnering ASPCA teams. The VP also maintains direct connections with other ASPCA leaders to ensure organization-wide operational and philosophical alignment, to participate in collaborative projects, and to produce consistent messaging for external partners. The ideal candidate for this position has mastered balance in multiple respects: the VP should enjoy working with animals and people; provide both energizing motivation and calm stability for staff; show dedication and a solid work ethic, coupled with the ability to model work/life balance for a team; and pay meticulous attention to detail while always leading the way forward with the big picture in mind. Responsibilities: Program Oversight and Leadership (40%) Direct the CRC team and appropriately delegate tasks to ensure that all crucial functions are performed: smooth, well-coordinated daily operations; well-integrated daily, behavioral and medical care for all animals; efficient animal flow into and out of the program; clear, professional communication among team members and with partnering teams Create and maintain communication systems, protocols and procedures that allow the CRC to use resources flexibly in response to ever-changing needs, dividing resources between the home-base facility in Ohio and temporary field shelters Ensure that all CRC workers are well-trained on policies and Standard Operating Procedures (SOP); lead the review and revision of the CRC SOP package on a regular basis and provide team-wide training on updates Ensure that the team understands, supports and adheres to organization-wide protocols and tools, such as the ASPCA's Employee Handbook and the Behavioral Sciences Team's behavior alignment tools Maintain structured processes for making sound, objective and timely animal pathway planning and outcome decisions; provide guidance to facilitate complex decision-making as needed Oversee the creation of a new local volunteer program and the growth/maintenance of the CRC's foster and direct adoptions programs Work with internal experts to oversee CRC facility maintenance, modifications and repairs Lead the development of a yearly strategic plan for the CRC, as well as related individual goals for CRC staff members, to support the ASPCA's short- and long-term goals Manage a substantial budget, overseeing exposure tracking systems; provide monthly budget projections for the Finance team; submit yearly CRC operating/capital budget requests to the VP, Rehabilitation Services and the SVP of Policy, Response and Engagement Deploy, often with little notice, to provide leadership and other direct case support in the field Ensure excellent ongoing communication with the Legal Advocacy and Investigations team, the Veterinary Forensics team, and the Behavioral Sciences Team, to ensure that all collaborating teams' case-related needs are met Provide staffing support for the National Field Response team for removals, as well as temporary field shelter set-up and demobilization, and for the Behavioral Sciences and Veterinary Forensic teams during exams and evaluations Serve as an approver of media content, along with other program leads; represent the team and organization by doing media interviews as needed Team Leadership & People Management (40%) Ensure that the CRC staff understand and support their team's role in achieving ASPCA goals; help staff feel connected to the larger, org-wide ASPCA team Supervise and manage three CRC Senior Directors, as well as an Administrative Manager; conduct regular one-on-one meetings with direct reports, career counseling sessions, and periodic skip-level meetings Work with partnering teams to oversee the management of a contingent workforce that supports CRC operations in Ohio and in temporary field shelters Ensure that all CRC supervisors use sound management practices and ASPCA developmental tools; conduct yearly reviews of direct reports to measure progress and encourage growth Work closely with CRC's Senior Directors and people managers to clearly articulate performance and workplace behavior expectations for all staff; ensure that staff are held accountable for meeting expectations and are supported in doing so through timely, productive feedback from supervisors Disseminate complex, confidential, and sensitive information, such as humane euthanasia decisions, staff changes, and policy modifications, to the team Foster a healthy team culture and lead staff in creating CRC Team Norms; cultivate an environment in which staff commit to facing challenges with a positive attitude, assuming good intent, and helping their team members when in need Ensure that CRC team leadership and people managers model mutual respect for all areas of expertise, especially when priorities and perspectives don't align Encourage team cohesion by leading regular team meetings and ensuring that the CRC leadership team provides creative teambuilding opportunities for all staff Provide comprehensive, ongoing support for staff members to build resilience and combat the stress often experienced by those working in animal welfare; model support team members in maintaining good work/life balance Partner with the ASPCA's Talent Acquisition team to hire and onboard well-qualified, dedicated new CRC staff members to fill open positions, Employ a well-designed onboarding process that provides each new CRC team member with a thorough introduction to CRC and ASPCA work, mission, systems and Core Values Cross-Team Collaboration and Other Responsibilities (20%) Work with the VPs of the BRC, Learning Lab and R&R Center to maintain excellent communications and connections with all Rehabilitation Services teams Develop and maintain strong relationships with multiple teams who provide centralized expertise/services and who serve as frequent CRC partners (Shelter Medicine Services, Behavioral Sciences Team, Veterinary Forensics, Legal Advocacy and Investigations (LAI), National Field Response, Veterinary Forensics, Relocation and Placement, Safety, Communications, Facilities, Legal, the People Team, Capital Projects & Real Estate, Facilities, etc.); ensure that protocols and systems remain consistent over time, as teams innovate together and hone best practices Serve as the CRC leader on case planning calls, sharing information about the CRC's current capacity/resources and providing a consultative voice for case-related decisions Identify solutions efficiently and nimbly with CRC leads and other department heads when case logistics and resource needs change Testify as needed in criminal cases and provide evidentiary information to support LAI casework Work closely with the Senior Director of the ASPCA's Learning Lab and facilitate the critical work of this team by hosting groups of learners at the CRC facility; ensure that all internal and external visitors feel welcome and that the Learning Lab team has needed resources (staff support, space, information, etc.) Guide the CRC team to support critical research projects, including Behavior Strategy research initiatives Take on other duties and projects as assigned by the VP, Rehabilitation Services or SVP, Policy, Response and Engagement Exemplifies the ASPCA's Core Values: Has Commitment and dedication to improving the lives of animals Demonstrates Ownership and feels responsible for outcomes Believes in Team - that we are stronger together Seeks to Elevate . click apply for full job details

Current job opportunities are posted as they become available. You may also search positions by location via the dropdown menus. Mr. Chang brings 36 years of experience in infrastructure engineering and leadership positions in the public and private sectors. His expertise covers all facets of transportation, including transportation planning, traffic engineering, design, construction, maintenance, and operations. As CEO of ATCS since 2015, Mr. Chang focuses on setting a strong purpose and culture in the firm. His relentless pursuit of top talent has contributed to the company's high growth and profitability. Under his guidance, ATCS was named a USA Today 2024 Top Workplace in the USA and consecutive Washington Post's Top Workplaces accolades from 2020 to 2022 and secured the 2020 Employer of the Year title from the Women in Transportation Seminar Central Virginia Chapter. Mr. Chang has managed and served in leadership positions on numerous high-profile projects, including the I-495 Express Lanes, I-95 Express Lanes, Transform 66 Express Lanes, and Maryland I-495 I-270 P3 Program. In addition, Mr. Chang is a registered Professional Engineer in Delaware, Maryland, North Carolina, Texas, and Virginia. Mr. Chang proudly still plays "old man" lacrosse with a team out of Baltimore - they enjoy competing in tournaments around the country. DEBORAH GARRETT Vice President, Finance & Accounting and Controller Deborah Garrett is Vice President, Finance and Accounting at ATCS. In this position, she manages ATCS' financial operations, including financial reporting, budgeting, accounting, payroll functions, and government contracting compliance. She also serves as Controller. Ms. Garrett is an active member of the American Council of Engineering Companies and the American Association of State Highway and Transportation Officials. She holds a Bachelor of Science in Accounting from Strayer University. Ms. Garrett's daughter is an avid horseback rider; ironically, Ms. Garrett is allergic to horses. BRENNAN COLLIER, AICP Senior Vice President, Strategic Sales & Communication Ms. Collier is Senior Vice President, Strategic Sales & Communication at ATCS. In this position, Ms. Collier oversees ATCS' strategic engagement and communications functions of business development, sales, marketing and communications, and public involvement. Her responsibilities include guiding strategic decisions on pursuits and teaming arrangements for procurements in ATCS' target areas. In 2021, Ms. Collier became ATCS' first female owner among a group of 11 owners. Previously, Ms. Collier was Vice President of Environmental Services at ATCS and was responsible for building a team focused on assessing the potential environmental impacts of proposed projects and ensuring regulatory compliance. Ms. Collier brings over 26 years of environmental compliance experience in the transportation industry. Before joining ATCS, she served in roles with state and federal governments and consulting firms in Virginia, including nearly six years with VDOT in the Northern Virginia District and Central Office. Ms. Collier is a certified planner holding the AICP designation. She is an active member of the Virginia Transportation Construction Alliance (VTCA) and was recently elected chair of VTCA's Engineering Consultant Leadership Committee (ECLC). In addition, she is involved in WTS International, an organization focused on advancing women in the transportation industry. She serves on the WTS Southeast Region Council, a liaison to the WTS chapters in a 10-state region, including her local Central Virginia Chapter. Ms. Collier holds a Bachelor of Arts in Environmental Science and a Bachelor of Arts in Geology from George Mason University in Fairfax, Virginia. Ms. Collier enjoys running, Pilates, traveling, honing her skills as an amateur oenophile, and relaxing with her daughter on the bay in Cape Charles. AMIR MASSOUDI Vice President, Information Technology Amir Massoudi is Vice President, Information Technology at ATCS. In this role, his responsibilities include providing corporate leadership in technology innovation and growth, cybersecurity, cloud computing, process automation, digital transformation, and overseeing fleet and facilities. Prior to joining ATCS in 2019, Mr. Massoudi was Vice President, Information Technology Operations and Director, Infrastructure Operations at Cricket Media. Mr. Massoudi holds a Master of Arts in Linguistics and an Associate of Science in Computer Hardware Engineering from Tehran University in Tehran, Iran. In addition, he has pursued course studies in a Master of Science in Information Technology at George Mason University in Fairfax, Virginia. He is a Microsoft Certified Systems Engineer (MSCE) and PMP candidate. In his free time, Mr. Massoudi enjoys spending time with his family and friends, landscaping, and maintaining his yard. He is a devoted fan of his daughter's soccer team - often cheering them on, rain or shine, from the sidelines. BRIAN RIFFEL, PE Senior Vice President, Regional Manager Brian Riffel is Senior Vice President and Regional Manager at ATCS. Joining ATCS in 2019, Mr. Riffel champions a collaborative, innovative, and passionate approach to propel ATCS' growth. With 29 years of experience in operations and project management, Mr. Riffel has established himself as an accomplished business developer and effective leader, skillfully directing successful sales cycles from start to finish. He has managed several high-profile projects and focused on alternative project delivery for highway and light rail transit projects. Mr. Riffel is a registered Professional Engineer in Maryland, North Carolina, South Carolina, Texas, and Virginia. He is an active member of the American Society of Civil Engineers, the American Society of Highway Engineers, and the American Council of Engineering Companies. He has a Bachelor of Science in Civil Engineering from the State University of New York at Buffalo in Buffalo, New York. Mr. Riffel is an expert in making world-class barbecue, with his approach deeply rooted in spending thousands of hours tending fires, designing recipes, and studying the science behind barbecuing. GREGG NEWHOUSE, PE, CCM Senior Vice President, Construction Services Gregg Newhouse is Senior Vice President, Construction Services at ATCS. In this position, Mr. Newhouse oversees and manages ATCS' construction-related projects and services. He is responsible for the construction phases of projects, ensuring compliance with applicable standards and regulations, and providing technical guidance and leadership to project teams. Mr. Newhouse has over 35 years of experience in the engineering and construction industry, with a particular focus on large, heavy civil transportation projects. His expertise includes site/civil, structural, geotechnical, and roadway design. Mr. Newhouse is a registered Professional Engineer in Florida, Maine, Maryland, North Carolina, Pennsylvania, South Carolina, Texas, Virginia, Washington, D.C., and the Virgin Islands. He is also a Certified Construction Manager and a member of The American Society of Civil Engineers. Mr. Newhouse holds a Bachelor of Science in Civil Engineering from the University of Maine at Orono in Orono, Maine. Mr. Newhouse is a sports enthusiast, traveler, and learner who supports the Patriots, Bruins, Celtics, and Red Sox. As part of his bucket list, he and his wife aim to visit every major league baseball stadium. He is working on renewing his pilot's license, learning to play guitar, and lowering his golf handicap. TIM MCCORMICK, CFM Tim McCormick is Senior Vice President and Emergency Management Services Practice Lead at ATCS. In his role, he oversees ATCS' services that focus on Federal Emergency Management Agency (FEMA) programs involving disaster recovery management and floodplain modeling/mapping. Mr. McCormick joined ATCS in 2015 as Vice President, Water Resources & Emergency Management Services. Over a career spanning more than 30 years, he has led and managed water resources and program management services for federal, state, regional, and local government clients. Mr. McCormick is a Certified Floodplain Manager. He is an active member of the National Emergency Management Association and the Association of State Floodplain Managers and serves on the Virginia Tech CEE Alumni Advisory Board. Mr. McCormick holds a Master of Science in Civil Engineering and a Bachelor of Science in Civil Engineering from the Virginia Polytechnic Institute and State University in Blacksburg, Virginia. Mr. McCormick enjoys traveling. He plans to travel to England frequently over the next few years to visit his daughter, Lauren, who is pursuing a Ph.D. at Oxford University with funding from the NIH. SHERRI HUNTLEY, SPHR Vice President, Human Resources Sherri Huntley is the Vice President of Human Resources at ATCS. In this role, Ms. Huntley provides strategic leadership for human resource initiatives across ATCS - with a particular focus on Diversity, Equity, and Inclusion strategies. Her areas of responsibility include performance management, talent acquisition, professional development, and employee relations. Prior to joining ATCS in 2018, Ms. Huntley held management and executive roles in human resources at Booz Allen Hamilton, and Raytheon. She began her human resource career at the Virginia Department of Transportation in the Northern Virginia District Office. Ms. Huntley is certified as a Senior Professional in Human Resources (SPHR) . click apply for full job details

Overview World Wildlife Fund (WWF), one of the world's leading conservation organizations, seeks a Diversity, Equity & Inclusion Sr. Specialist. Location : Washington, DC hybrid Reporting Structure : Reports to the Senior Director, Diversity, Equity, and Inclusion. Position Length : This is an open-ended position Major Function Manages WWF's diversity-focused academic and early career talent programs aimed at increasing the diversity of our talent pipeline. Builds talent networks through proactive market research, outreach, events, partnerships and/or referrals. Establishes programs, processes and best practices to support the cultivation of a diverse workforce and inclusive culture. Responsible for coordinating organization-wide programming focused on environmental justice education. Also responsible for collaborating with ERG leaders to identify and share best practices, build relevant strategies, drive employee engagement, and ensure success of the Employee Resources Group (ERG) program. Consults with ERGs on strategic initiatives and ensures all activities are aligned to WWF's DEI strategy. Salary : The expected compensation range for this position is $85,900 to $107,300 Responsibilities Research, analyze and compile data to support sourcing plans; measure progress and outcomes to understand the efficacy of sourcing strategies, drive improvements and modify approaches as needed. Maintain and nurture pipeline of potential candidates, identify opportunities that align with candidate interests and WWF demand and provide exceptional candidate experience through effectively: Assessing skills and career aspirations Aligning talent with roles Ensuring on-going relationship management Work closely with the Talent Acquisition team to solicit input into pipeline management, diverse talent sourcing strategies and real-time feedback on strategy efficiency. Coordinates implementation of WWF's organization-wide Early Talent Diversity Programs. Ensure we set objectives and deploy initiatives that result in the development of a robust diverse early career talent pipeline. Support the planning and execution of all program components. Supports the development, planning and execution of WWF's university relations programs. Surface institutional engagement opportunities and mobilize organizational resources to meet the institution's need. Coordinates WWF's BRIDGE internship program, including the strategic planning, data-gathering and analysis, communications, internal coordination, implementation, monitoring, and follow-up associated with program activities. Educate intern managers on effective intern project creation, onboarding and development. Plan and execute DEI programs, such as leading the Environmental Justice Speaker series, ERG events, cultural heritage celebrations, as well as other internal and external programs. Support the development and maintenance of strategic partnerships and relationships with external community organizations. Provide effective oversight and guidance on operationalization of the ERG strategic plans. This includes: Managing a regular cadence of touchpoints with all ERGs. Facilitating opportunities for partnership and collaboration between ERGs and with other teams within HR, as appropriate. Supporting ERG leaders in the development and implementation of annual strategic plans and budgets. Facilitating ERG leader election process, onboarding and recognition programs. Processing bonuses and awards for ERG members. Coordinates the annual ERG leadership meeting, ERG Chair roundtable, Executive Sponsor roundtable, and Inclusion Council meeting. Serve as ERG ambassador with staff and key stakeholders across the organization, promoting the value proposition of affinity groups to better engage with and support employees. Perform other duties as assigned. Qualifications Key Competencies Adaptability. Adapts to changing business needs, conditions, and work responsibilities and works with a variety of situations and individuals including the co-chairs and executive sponsors of WWF 's various employee resource groups to ensure strategic alignment with organizational mission. Initiative/Drive. Proactive in identifying immediate action needed to address current issues around DEI, seizing the opportunity to enhance performance and advance goals, while maintaining broad awareness of emerging opportunities is critical to delivering on WWF's DEI strategy. Diplomatic Communication. Navigates difficult interpersonal situations constructively to improve communication through the lens of DEI and cultural competency to diffuse tension and resolve problems by identifying common ground that preserve relationships. Attention to Detail / Follow-through. Managing the simultaneous implementation of key DEI programs requires exceptional attention to detail and accuracy. Must take ownership of projects, deliver meticulous results, and build credibility and trust among our stakeholders. Organization. Develops systems to define tasks and track milestones associated with implementation of WWF's early talent diversity programs, and DEI team's college & university relations work to ensure optimal use of resources to achieve DEI objectives. Required Skills and Experience Bachelor's degree; equivalent work experience can be substituted. Minimum of 6 years of experience in diversity, equity and inclusion, project management, or human resources. Demonstrated professional experience working with programs to develop, promote, and improve diversity and inclusion within organizations. Experience with outreach campaigns, development of outreach materials, and interacting with public and outside agencies. Experience successfully collaborating in partnerships with various constituencies on strategies and related initiatives. Ability to think strategically and to incorporate input from a variety of stakeholders, collaborators and colleagues. Demonstrated commitment to diversity, equity, and inclusion and a high degree of cultural awareness, sensitivity, and flexibility. Self-driven; ability to take initiative and facilitate the work of others. Well-developed verbal, written and interpersonal communication skills, and the energy & empathy needed to engage with employees across levels, roles, geographies and cultures. Excellence project management and organizational skills with a strong attention to detail. Ability to demonstrate awareness and understanding of multiple facets of diversity, equity and inclusion, and how they manifest in an organizational/business context. Ability to thrive in a high-energy work environment where there are constant deadlines and rapidly changing and competing priorities. Proficient in Microsoft Suite, in particular Excel, PowerPoint, Zoom, and Teams. Willingness to travel as necessary, which may be up to 10% (factoring in travel advisories). Committed to building and strengthening a culture of inclusion within and across teams. Identifies and aligns with WWF's core values: COURAGE - We demonstrate courage through our actions, we work for change where it's needed, and we inspire people and institutions to tackle the greatest threats to nature and the future of the planet, which is our home. INTEGRITY - We live the principles we call on others to meet. We act with integrity, accountability and transparency, and we rely on facts and science to guide us and to ensure that we learn and evolve. RESPECT - We honor the voices and knowledge of people and communities that we serve, and we work to secure their rights to a sustainable future. COLLABORATION - We deliver impact at the scale of the challenges we face through the power of collective action and innovation. To Apply: Submit cover letter and resume through our Careers Page , Requisition Due to the high volume of applications we are not able to respond to inquiries via phone. As an EOE/AA employer, WWF will not discriminate in its employment practices due to an applicant's race, color, religion, sex, national origin, age, marital status, genetic information, sexual orientation, gender identity and expression, disability, or protected Veteran status. WWF values diversity and inclusion and welcomes diverse candidates to apply.

In 1897 C.C. Filson began outfitting prospectors headed for the Gold Rush with tools and apparel strong enough for the toughest spots on earth. More than 100 years later, Filson remains committed to providing pioneers of all fields around the world with unfailing goods made from the highest quality materials available. Filson recognizes that it takes a world-class team to make a world-class product. As we build on the Filson legacy of American craftsmanship, we are looking for individuals who share our dedication to innovation, excellence, and superior customer service. The Director of Human Resources-HRBP will plan, lead, direct, and coordinate the policies and activities of the HRBP Function for both Filson and Shinola. This director level position is primarily responsible for serving as a strategic partner with executive/senior leaders to influence and guide the development and deployment of strategies, programs, policies, and procedures, ensuring human resources support activities are aligned with the overall business strategy, and overseeing the implementation of organizational change efforts. This position directs and/or partners in the oversight of HRBPs for Headquarters functions, manufacturing, distribution, customer service and retail for both brands. This role oversees a team of HRBPs in Seattle and Detroit who support the organizations and their needs. This role is also responsible for employee and/or labor relations activities, directs and/or partners on complex HR investigations based on standard or negotiated labor practices. Key Responsibilities Working closely with the Vice President, HR for Filson and Shinola, build and implement a people strategy tailored to the changing needs of the two businesses. Understand the company's strategy and goals and translate those goals into useful HR objectives that support the business strategy. Represent the business unit's talent interests within the organization and support leaders in the identification of talent risks. Provide guidance and oversight to onsite HR employees regarding talent solutions, priorities, results, and accountability. Align the organizational structure with the strategic objectives of the organization/business. Contribute to the design and development of critical HR metrics and assess how trends impact the organization. Represent the mission, vision and values of the enterprise and design HR programs to help support the organizational culture. Partner with Centers of Excellence to own the implementation of HR programs, policies, and processes the brands including resource planning, talent acquisition, onboarding, goal setting, performance management, total rewards, employee engagement, leadership assessments and succession planning. Facilitate training, coaching, and support with business leaders in employee development, teambuilding, and performance management. Partner with leaders on key annual processes such as budget planning, talent assessment & development, and compensation review. Assist leaders with crafting and following individual development plans. Provide HR assistance, support, and advice to client group(s) on various HR related issues and needs that arise. This includes collaborating with leaders and legal counsel on employee relations issues including investigating, mentoring, advising, and reporting when necessary. Direct and/or partner in the oversight of employee and/or labor relations activities by ensuring team members provide specialized consultation on employee relations (e.g., performance management, employee discipline issues); analyzing and reviewing research and providing recommendations and assistance on employment related regulations both at the State and Federal level; serving as a point of advice, problem resolution, and facilitation for escalated employee relations issues; advising employees and management regarding employee relations policies, procedures, and documentation; managing the research, identification and analysis of employee relations concerns; managing arbitration and negotiation efforts; and defining problem resolution strategies. Building High Performing Teams and Leading Change Provide support to Leadership team on all people and culture related opportunities and challenges to help build and sustain high performance. Serves as a strategic partner to the VP of HR, and departmental leaders to help drive people initiatives to achieve short and long-term business objectives. Effectively communicate the organization's mission and priorities to all audiences and collaborate with the team to ensure work and efforts are aligned. Ensure independent and open communication amongst all constituencies. Lead, coach, and develop senior level leaders, influencing multiple layers of downstream leaders. Lead and manage in a vital, growing, and powerful organization within the local community. Work across boundaries and ensure the right people are weighing in on decisions early to secure buy-in and commitment to action. Demonstrate a sense of urgency about establishing and achieving clear and realistic targets and commitments. Review performance and progress on a regular basis to ensure the team is achieving results. Supervisory Responsibility Supervises HR business partners and generalists. QUALIFICATIONS Ten (10) years of experience in HR subject areas, such as business partnering, employee relations, talent acquisition, benefits, compensation, and performance management, including three (3) years of experience leading others is required. Bachelor's degree in human resources management or a related field is required. Professional experience beyond requirement in a related field may substitute for degree requirements on a year for year basis. SHRM-CP or SHRM-SCP is preferred. Solid understanding of multiple human resource subject areas, including compensation practices, organizational diagnosis, employee and labor relations, diversity & inclusion, performance management, and federal and state respective employment laws. Demonstrable track record as a strong partner to the business. Demonstrable knowledge of employment law, compliance and policy development and implementation. Excellent communication skills and ability to optimally communicate, both written and verbal at all levels of organization. Proficient in Microsoft Office. Ability to facilitate meetings and training sessions. Proven sensitivity to confidential materials/issues. Comfortable dealing with ambiguity and responding to changing business conditions/needs. Proven track record of accurate and timely work product. Can work in an ambiguous environment. Player-Coach: Can do the work as well as oversee the work. Ensures that all Team Members work product is high quality. Long hours and travel may be expected at times. Ability to provide empathy and build relationships with team members. Salary Range: $160,000 - $190,000 based on experience and location. Note: This job description is not meant to be all-inclusive. Employee may be required to perform other duties to meet the ongoing needs of the organization. Filson and Shinola are an equal opportunity employer. We believe that every employee has the right to work in surroundings which are free from all forms of unlawful discrimination. It is our policy that all decisions involving any aspect of the employment relationship will be made without regard to race, color, sex, religion, age, national origin, marital status, sexual orientation, gender identity, the presence of any sensory, mental, or physical disability, veteran and military status, genetic information, political ideology or any other status or characteristic protected by local, state or federal law. Discrimination and/or harassment based on any of those factors are totally inconsistent with our philosophy of doing business and will not be tolerated.

About Us : The Class Consulting Group is a boutique management consulting firm headquartered in SFO-Bay Area that provides consulting services to senior management and Board of Directors of nonprofit/philanthropic organizations. It also offers community leadership opportunities to professionals. CLASS collaborates with its clients - the Non-Profit Organizations to help them realize their mission and create tangible value. CLASS offers business consulting services in Marketing, Strategy, Human Resources/ Organization, Finance and IT We are looking for motivated and committed individuals to join our volunteer-driven teams. Position Type : Volunteering (All volunteering positions at Class Consulting Group are unpaid) Responsibilities: Develop recruitment materials such as job descriptions, templates, etc. Workforce demand and supply management. Attract and recruit new volunteers to fulfill needs of the organization. Manage and track volunteer recruitment channels. Institutional recruitment. Measure recruitment efforts and provide recruitment records and reports to the Team Lead Conduct interviews. Assist and facilitate the selection process. Ensure all recruitment policies, procedures and techniques are adhered to and recommend improvements. Maintains an organized data bank of applicants for various positions. Lead any other HR projects and activities as and when needed. Requirements: Education and Experience: Bachelor's degree or Master's degree in Human Resource Seven plus years of work experience as a HR generalist. Skills / Abilities: Willingness to take initiatives Strong project management skills Excellent in communication and presentation Able to work independently and as part of a team Should have passion for serving community Should be reliable Should have a sense of humor Should have the emotional maturity to be able to work in teams without formal hierarchy Should honor commitments and CLASS's Code Values Commitment: Minimum 1+ year of commitment for the unpaid / pro-bono position Attend Weekly Meetings: 2 in-person and 2 conference calls Time: Minimum 5 hours per week excluding meeting time Benefits: Leadership development opportunities Networking opportunities Group based learning Satisfactory volunteering experience

The Vice President of Human Resources will be a key member of the executive team, reporting directly to the CEO. This individual will be responsible for overseeing all aspects of the HR function, including talent acquisition, employee relations, compensation and benefits, performance management, training and development, and HR compliance. Department: Executive Reports to: Lawrence Griffith, Location: Chicago, Illinois WHO WE ARE Our team's digital inventiveness and mobile location expertise create brand stories that produce results. We are seasoned professionals who have worked in marketing, technology, mobile, and beyond. Our skills include Micro-fencing, mobile strategy, data analytics, and more. THIS POSITION WILL ENTAIL: Develop and implement HR strategies and initiatives that align with the company's overall objectives and promote a positive work environment. Lead and mentor the HR team, providing guidance and support to ensure high performance and professional growth. Oversee talent acquisition efforts, including recruitment, selection, and onboarding processes, to attract and retain top talent. Drive employee engagement initiatives, including employee recognition programs, surveys, and feedback mechanisms to enhance employee satisfaction and retention. Collaborate with department heads to develop and implement performance management processes, including goal setting, performance evaluations, and career development plans. Manage compensation and benefits programs, ensuring competitiveness in the market and compliance with legal requirements. Lead efforts to promote diversity, equity, and inclusion within the organization, fostering a culture of respect and belonging for all employees. Provide guidance and support to managers and employees on HR-related matters, including employee relations issues, conflict resolution, and disciplinary actions. Stay abreast of HR trends, best practices, and legal requirements, and ensure compliance with federal, state, and local regulations. Prepare and present HR-related reports and metrics to the executive team and board of directors, highlighting key insights and recommendations for improvement. Other duties as assigned. DESIRED SKILLS & QUALIFICATIONS: Ability to prioritize tasks and handle numerous assignments simultaneously. Proficient in Microsoft Office and internet applications (or Mac platform Numbers, Keynote and Papers). Genuine enthusiasm for an interest in working with people. Problem-solving and critical thinking skills. Ability to multi-task in a high-pressure environment under strict time constraints. Reliable and detail-oriented. Strong knowledge of HR best practices, employment laws, and regulations. Excellent leadership communication and interpersonal skills, with the ability to build and maintain effective relationships at all levels of the organization. Strategic thinker with the ability to translate business goals into HR initiatives and drive organizational change. REQUIRED EDUCATION AND WORK EXPERIENCE: Bachelor's degree in Human Resources, Business Administration, or related field; Master's degree preferred. 10+ years of progressive experience in HR leadership roles, with a proven track record of success in developing and implementing HR strategies and initiatives. PREFERRED QUALIFICATIONS: Prior experience with start-ups is a plus. Ability to diagnose problems quickly and foresee potential issues. Strategic Thinking to develop long-term HR plans that align with business objectives. Ability to lead organizational change initiatives and effectively manage transitions within the company (Change Management). Certification (Preferred): SHRM-SCP Certification SPHR Certification Project Management Professional (PMP) Digital Factory is an equal opportunity employer, committed to recruiting, hiring, and promoting qualified people of all backgrounds, regardless of sex; race; color; creed; national origin; religion; age; marital status; pregnancy; physical, disability; sexual orientation; gender identity or any other basis protected by federal, state or local law.

We are seeking an experienced Talent Attraction Leader to oversee and optimize our recruitment function for national scale. The Director, Talent Attraction, will lead the recruiting team for our mission-driven, growth-focused outpatient behavioral health practice and report to the Chief People Officer. The ideal candidate will have a proven track record in recruiting healthcare professionals, particularly in the behavioral health sector, and the ability to build and manage a high-performing, professional team. At Sol Mental Health ("SOL"), we believe that our team of SOLmates - enabled by thoughtful protocols, learning experiences, optimized support, and an empowering and inclusive culture - drives our success. Primary Responsibilities Develop and implement comprehensive talent attraction strategies aligned with SOL Mental Health's growth objectives Lead and mentor a team of recruiters, providing guidance, support, and performance management Establish and maintain relationships with key stakeholders, including hiring managers, executives, and external partners Design and optimize recruitment processes to ensure efficiency and effectiveness in attracting top talent Leverage data analytics to inform recruitment strategies and track key performance indicators Stay abreast of industry trends and best practices in talent attraction, particularly within the behavioral health sector Collaborate with leadership to forecast hiring needs and develop proactive sourcing strategies Support SOL's compensation strategy and overall staffing budget Ensure compliance with all relevant employment laws and regulations Manage the recruitment budget and vendor relationships Qualifications Bachelor's degree in Human Resources, Business Administration, or related field or equivalent job experience 5+ years of experience in talent acquisition, with at least 2 years in a leadership role Proven experience in healthcare recruitment, with a strong preference for behavioral health provider recruitment Demonstrated success in managing recruitment functions during periods of rapid organizational growth Experience in nationwide recruitment and familiarity with regional labor markets Strong leadership and team management skills Excellent communication and interpersonal skills Proficiency in applicant tracking systems and HR technologies Knowledge of employment laws and regulations Strategic thinker with strong analytical and problem-solving skills Preferred Qualifications Experience with behavioral health provider recruitment Certifications such as SHRM-CP/SCP or PHR/SPHR Experience with diversity and inclusion initiatives in recruitment What We Offer Competitive salary and benefits package Opportunity to make a significant impact in a rapidly growing organization Collaborative and innovative work environment Professional development and growth opportunities SOL Mental Health is an equal opportunity employer committed to diversity and inclusion in the workplace. Apply for this job

New York, New York, USA People Team Regular hybrid Cision employs the brightest, most passionate people in the tech industry. We'd love for you to join our growing team! We invest in our people through training and professional development while supporting you along the way-all so you can meet your career goals. To us, the most important measure of our success is yours. Cision is seeking a Senior Director, Global People Partners to join our exciting, evolving People team! This highly strategic and global role will be directly supporting the Executive Leadership and Senior Leadership Team. This key leader will lead a team of People Partners to successful partnership with the organization. Responsibilities: Strategically partner with executive and senior leaders and global partners to understand business and organizational needs and objectives, develop strategies, and implement solutions. Develop global workforce strategies that align to the business' long-range plans. Lead as primary partner for Executive Leadership and Senior Leadership team on all things people and culture, including engaging global points of contact in the People function. Initiate or support high-impact people strategies to drive business effectiveness across functions. Continue to drive cost effectiveness by employing relevant strategies and achieving or exceeding synergy savings targets. Effectively drive accountability and a performance-driven culture. Act as a change agent through change and transformation. Contribute, communicate, and collaborate globally with other People functions. Minimum Qualifications: 10+ years of progressively increasing People Partner (HRBP) roles, preferably in technical organizations, directly supporting senior executives. Previous experience leading and developing a team of high performing People Partners (HRBPs). Bachelor's degree in Human Resources or a related discipline required, Master's preferred. Preferred Qualifications: Experience with a global technology or SaaS company, specifically with regions outside of Americas, including EMEA and APAC, as well as a working knowledge of cultural and legal regulations outside of Americas. Experience leading transformation. Experience with the HR processes in due diligence and evaluation during mergers or acquisitions. Demonstrated ability to drive major initiatives through the organization and influence decision makers, effectively communicating at all levels. Working knowledge of organizational design, workforce planning, employee relations, performance and talent management, and employment law. Strong presentation skills; comfortable in front of senior leadership and decision makers. Persuasive communication skills, including succinctly communicating complex issues and delivering them effectively. Innovation and the ability to be creative in problem solving, organizational diagnosis, and solution generation. Results oriented and service-minded, with the ability to establish credibility and build trusted relationships in partnership with business leaders to achieve initiatives and deliver results. Ability to handle multiple projects at once, manage changing priorities and embrace agility, while conveying calm and confidence. Experience working in a fast-paced, dynamic environment. Highly organized with attention to detail. For Individuals based in New York, Cision is required to disclose a salary range for this role. This compensation range of $150,000-$190,000 is specific to New York, however base pay may vary depending on a wide range of factors, including, but not limited to, experience, skill sets, training, licensure, and other business and organizational needs. Additionally, well-qualified candidates may receive incentives outside of base pay, including an annual performance bonus. All offers will include competitive benefits, including healthcare and a 401k plan and company match. This salary range only applies to applicants based in New York. Applicants in different locations may have a higher or lower salary range. Cision is committed to fostering an inclusive environment where all employees can be their authentic selves and perform at their best. We believe diversity, equity, and inclusion is vital to driving our culture, sparking innovation and achieving long-term success. Cision is proud to have joined more than 600 companies in signing the CEO Action for Diversity & Inclusion pledge and named a "Top Diversity Employer" for 2021 by Cision is proud to be an equal opportunity employer, seeking to create a welcoming and diverse environment. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, gender identity or expression, sexual orientation, national origin, genetics, disability, age, veteran status, or other protected statuses. Cision is committed to the full inclusion of all qualified individuals. In keeping with our commitment, Cision will take the steps to assure that people with disabilities are provided reasonable accommodations. Accordingly, if reasonable accommodation is required to fully participate in the job application or interview process, to perform the essential functions of the position, and/or to receive all other benefits and privileges of employment, please contact .

HR Coordinator Museum of Science, Boston Innovation and creativity come from the unique perspectives of a diverse staff. We value your perspective. Who We Are: The Museum of Science is dedicated to inspiring a lifelong love of science in everyone. We are committed to inclusivity, innovation, and education, serving diverse communities through our exhibits, programs, and outreach efforts. SUMMARY: Reporting to the Senior Director of Human Resources, the HR Coordinator is critical in supporting the Human Resources and Volunteer Services Division. The HR coordinator provides essential operational and program management support, ensuring HR initiatives, programs, and processes are effective, innovative, and generous, aligning with the foundation of the Museum's strategies. The coordinator is a crucial resource for various team projects across all HR functions, including talent acquisition, employee relations, learning and development, HRIS administration, compensation and benefits, and intern and volunteer programs. DETAILS: 30-50 HR office visitors weekly, including staff, volunteers, interns and applicants. 100-150 New Hires per year plus 100 interns. Employment Verifications between 2-4 per week Implementation and process support for 320 staff within HRIS Provides support for HRVS Divisional Leadership and their functional areas (4) Support up to 24 New employee orientations, 12 President's Office meetings (MMS), and 2 Service Award celebrations per year WHAT YOU'LL DO: Team Projects and Cross-Functional Collaboration: Employee Support: Serve as the main point of contact for the division, being the go-to for general employee customer service needs. Project Support: Act as a resource for various team projects across all HR functions, contributing to the planning, execution, and monitoring of HR projects. Administrative Support: Provide general administrative support for the HRVS Leadership team which may include meeting scheduling, office supply ordering, employee communications, and office organization. Collaboration: Foster positive working relationships across the Museum, working closely with other departments to ensure the HR division is aligned with organizational needs and goals. Employee Relations: Employee Support: Serve as a point of contact for employee inquiries and concerns, providing guidance and support on HR-related matters and escalating to the appropriate person within the team. Operational Support: Assist in employee communications, letter drafting and review, tracking internal cases, and overall documentation needs. Learning and Development: Training Coordination: Support the coordination of logistics for training and development programs, aid in tracking participation and feedback, and support continuous improvement of training initiatives. Onboarding Excellence: Support the facilitation of the onboarding process for new hires, creating and organizing materials, and setting up orientation. HRIS Administration: Data Management: Assist with system maintenance to ensure we have accurate and up-to-date employee records within our HRIS system (UKG), supporting data integrity and confidentiality. Reporting and Analytics: Help generate and analyze HR reports and metrics to support decision-making and strategic planning. Employee Support: Liaison with the HRIS administrator and help employees with HRIS log-in issues and basic account questions. BASIC QUALIFICATIONS Demonstrated attention to detail Demonstrated organizational skills Demonstrated customer service skills Written and oral communications skills Microsoft Office suite experience Demonstrated ability to handle multiple projects with various deadlines Ability to handle confidentiality BONUS SKILLS Strong problem-solving skills. Experience with HR systems (HRIS, LMS) Skilled in planning, organizing, and strategizing the daily operations Experience in a non-profit environment REPORTS TO: Senior Director, Human Resources STARTING SALARY: Exempt (Salaried) $50,000 - $60,000 annually BENEFITS: Benefits for full-time, exempt (salaried) staff include: free parking, T accessibility, commuter spending account, 23 vacation days, 12 holidays, 10 sick days, medical, dental, and vision insurance, short- and long-term disability, life insurance, retirement and savings plan, health care/dependent care flex spending plan, a Museum Membership, employee discounts, employee referral program, tuition assistance, professional development, direct deposit, free admission, free Duck Tours, discounted movie passes, and much more! The Museum of Science is fully committed to Equal Employment Opportunity and to attracting, retaining, developing and promoting the most qualified employees without regard to their race, gender, color, religion, sexual orientation, national origin, age, physical or mental disability, citizenship status, veteran status, or any other characteristic prohibited by federal, state or local law. We are dedicated to providing a work environment free from discrimination and harassment, and where employees are treated with respect and dignity.

About the Department The Boulder Site is home to the specialized technical operations/CMC team for oligonucleotides and RNAi therapeutics, continuing its legacy as the hub for all manufacturing-related activities for GalXC and GalXC-Plus investigational therapeutics developed from Novo Nordisk's acquisition of Dicerna Pharmaceuticals, Inc. in December 2021. With a new laboratory completed in 2021 to support analytical and process development, the CMC team works alongside Quality, Regulatory, Technical Operations and RNAi Early Development professionals at our Boulder, Colorado facility and works closely with our teams in Lexington, Massachusetts. Ranked the No. 1 Place to Live for the second consecutive year by U.S. News & World Report, Boulder is experiencing a renaissance in biotech investment and is one of the world's leading centers for oligonucleotide innovation and manufacturing. Together, we are driving change. Are you ready to make a difference? The Position The primary focus for this position is to ensure that the NN TRU Boulder facility complies with all applicable environmental, health and safety regulations. Relationships Reports to Associate Director, EHS at US headquarters in MA. Internal relationships include working with Facility Personnel, Research Scientists, Research Associates and colleagues within Operations. External relationships include those with business partners and valued vendors. Essential Functions Manage the maintenance and implementation of safety programs, compliance plans, and initiatives with primary focus on laboratories as well as office and support work areas. Lead the investigation of incidents, near misses and property damage incidents. Ensure follow-up is done to minimize future exposure and proper records/documents are maintained. Create, conduct, coordinate and track various training to support company programs. Coordinate and manage all PHAs. Act as Chemical Hygiene officer and manage the chemical hygiene plan. Manage chemical and noise exposure plan. Create plan to mitigate. Review all chemical SDS to determine compatibility and health issues. Coordinate and manage all permitting to include air, water, waste. Manage the laboratory waste disposal. Perform risk assessments, job hazard analysis. Develop, maintain, and implement emergency procedures and evacuation plans. Implement and maintain LOTO plan. Lead on-site emergency coordinators. Conduct routine safety observations to ensure compliance with regulatory agencies, company environmental, health, and safety policies, procedures and practices. Maintain internal and regulatory reporting including data collection and reporting including but not limited to waste management, air, storm water and wastewater discharge. Ensure the company meets all its legislative compliance obligations with OSHA, WISHA, EPA, Colorado state, ADA, and fire codes. Serve as onsite contact for all regulatory agencies for inspections, permitting, reporting (e.g., flammable permits, water, waste). Maintain compliance with permits, government regulations and other industry practices. Keep abreast of any safety and environmental law or regulation changes that impact the organization. Physical Requirements 0-10% overnight travel required. Qualifications Ability to take necessary steps to ensure a safe work environment for all employees. Participate in NNRC Seattle meetings to discuss workplace safety and regulatory concerns and opportunities. Actively role model all company environmental, health and safety standards. Establish and maintain effective relationships with Scientists, Managers, Supervisors and employees. Keep the Facilities Manager and Human Resources Manager up to date on matters relating to environmental, health and safety. Assist in the oversight of the Workers Compensation program. Special projects as required. Critical Competencies: Safety Orientation, Active and Formal Communication, Functional/Technical Knowledge, Organizing and Planning, Problem Solving and Decision Making, Relationship Building, Initiative, Demonstrate resourcefulness. Qualifications / Other Requirements BS in Environmental Engineering, Chemistry, Occupational Health and Safety or related field, master's degree preferred. Advanced degree may be substituted for experience as appropriate. 5+ years' experience in a health sciences environment with responsibility for Environmental, Health and Safety. Proficient PC skills including Microsoft Office applications. Ability to be on call or work off hours as needed. Demonstrated ability to work independently with attention to detail and organizational abilities. Superior analytical/problem solving, written and verbal communications. Experience working with local regulatory agencies preferred. Familiarity with technologies to ensure compliance. Compensation and Benefits The base compensation range for this position is $125,000 to $150,000. Base compensation is determined based on a number of factors. This position is also eligible for a company bonus based on individual and company performance. Novo Nordisk offers long-term incentive compensation and or company vehicles depending on the position's level or other company factors. Employees are also eligible to participate in Company employee benefit programs including medical, dental and vision coverage; life insurance; disability insurance; 401(k) savings plan; flexible spending accounts; employee assistance program; tuition reimbursement program; and voluntary benefits such as group legal, critical illness, identity theft protection, pet insurance and auto/home insurance. The Company also offers time off pursuant to its sick time policy, flexible vacation policy, and parental leave policy. Application Process The job posting is anticipated to close on 10/14/2024. The Company may however extend this time-period, in which case the posting will remain available on our careers website at We commit to an inclusive recruitment process and equality of opportunity for all our job applicants. At Novo Nordisk we recognize that it is no longer good enough to aspire to be the best company in the world. We need to aspire to be the best company for the world and we know that this is only possible with talented employees with diverse perspectives, backgrounds and cultures. We are therefore committed to creating an inclusive culture that celebrates the diversity of our employees, the patients we serve and communities we operate in. Together, we're life changing. Novo Nordisk is an equal opportunity employer. Qualified applicants will receive consideration for employment without regard to race, ethnicity, color, religion, sex, gender identity, sexual orientation, national origin, disability, protected veteran status or any other characteristic protected by local, state or federal laws, rules or regulations. If you are interested in applying to Novo Nordisk and need special assistance or an accommodation to apply, please call us at 1-. This contact is for accommodation requests only and cannot be used to inquire about the status of applications.

Talent Acquisition Partner - Full Time - Days Under the general supervision of the Director of Talent Acquisition Manager, applies professional talent planning, sourcing, recruitment and onboarding methods in the development, implementation and administration of MVHS' talent management goals, systems, processes, policies and procedures. Core Job Responsibilities Assist hiring managers in defining their strategic workforce needs as a foundation for understanding recruitment objectives, as well as defining the qualities, characteristics and KSAs for positions open for recruitment. Review search strategies with MVHS hiring managers to determine sourcing options for talent stream development, developing and leveraging appropriate sourcing approaches and methods to develop the sourcing talent pool of high match candidates. In collaboration with the Talent Acquisition/Sourcing Specialist and the hiring manager, write talent sourcing campaign materials specific to each individualized search, and targeted to high potential candidates from a 'candidate value' perspective. Review campaign materials with manager prior to posting. Daily track and review candidates received through sourcing methods for match with position specifications for each search campaign, and timely reach out to applicants and managers regarding potential candidacy for each search. Routinely confer with hiring manager(s) on talent campaign status and slate of available candidates to assess effectiveness of talent campaign, updating and improving campaign approaches and methods as needed. Assist hiring manager in scheduling individual or team behavior interviews, preparing interview guides and scoring guides as needed. Assist in training behavioral interview teams on interview process, legal issues involved in interviewing, and on utilization of interview and guides to evaluate candidates' potential for performance against expectations. Serve as routine contact for applicants and candidates in assigned areas to ensure high engagement throughout the interview, selection and onboarding process. Assess candidates with hiring manager in preparation for candidate selection, verifying quality selection process. Assist the hiring manager in continuing onboarding contacts with selected candidate, including supervisor and team welcome note, pre-orientation onboarding material, orientation information, and other related candidate engagement interactions. Education/Experience Requirements Required: Bachelor's degree from an accredited University in business administration, HR or closely related field. An associate degree in business administration, HR or closely related field along with four (4) years of direct experience in healthcare recruitment may substitute for a bachelor's degree. Minimum one (1) year recruitment experience. Licensure/Certification Requirements Preferred: PHR or SHRM-CP certification. Disclaimer Qualified applicants will receive consideration for employment without regard to their age, race, religion, national origin, ethnicity, age, gender (including pregnancy, childbirth, et al), sexual orientation, gender identity or expression, protected veteran status, or disability. Successful candidates might be required to undergo a background verification with an external vendor. Req Id 92335 Department HUMAN RESOURCES Shift Days Shift Hours Worked 8.00 FTE 1 Work Schedule SALARIED GENERAL Employee Status A1 - Full-Time Union Non-Union Pay Range $55k - $85K/Annually

Cision employs the brightest, most passionate people in the tech industry. We'd love for you to join our growing team! We invest in our people through training and professional development while supporting you along the way-all so you can meet your career goals. To us, the most important measure of our success is yours. Cision is seeking a Senior Director, Global People Partners to join our exciting, evolving People team! This highly strategic and global role will be directly supporting the Executive Leadership and Senior Leadership Team. This key leader will lead a team of People Partners to successful partnership with the organization. Responsibilities: Strategically partner with executive and senior leaders and global partners to understand business and organizational needs and objectives, develop strategies, and implement solutions. Develop global workforce strategies that align to the business' long-range plans. Lead as primary partner for Executive Leadership and Senior Leadership team on all things people and culture, including engaging global points of contact in the People function. Initiate or support high-impact people strategies to drive business effectiveness across functions. Continue to drive cost effectiveness by employing relevant strategies and achieving or exceeding synergy savings targets. Effectively drive accountability and a performance-driven culture. Act as a change agent through change and transformation. Contribute, communicate, and collaborate globally with other People functions. Minimum Qualifications: 10+ years of progressively increasing People Partner (HRBP) roles, preferably in technical organizations, directly supporting senior executives. Previous experience leading and developing a team of high performing People Partners (HRBPs). Bachelor's degree in Human Resources or a related discipline required, Master's preferred. Preferred Qualifications: Experience with a global technology or SaaS company, specifically with regions outside of Americas, including EMEA and APAC, as well as a working knowledge of cultural and legal regulations outside of Americas. Experience leading transformation. Experience with the HR processes in due diligence and evaluation during mergers or acquisitions. Demonstrated ability to drive major initiatives through the organization and influence decision makers, effectively communicating at all levels. Working knowledge of organizational design, workforce planning, employee relations, performance and talent management, and employment law. Strong presentation skills; comfortable in front of senior leadership and decision makers. Persuasive communication skills, including succinctly communicating complex issues and delivering them effectively. Innovation and the ability to be creative in problem solving, organizational diagnosis, and solution generation. Results oriented and service-minded, with the ability to establish credibility and build trusted relationships in partnership with business leaders to achieve initiatives and deliver results. Ability to handle multiple projects at once, manage changing priorities and embrace agility, while conveying calm and confidence. Experience working in a fast-paced, dynamic environment. Highly organized with attention to detail. For individuals based in New York, Cision is required to disclose a salary range for this role. This compensation range of $150,000-$190,000 is specific to New York; however, base pay may vary depending on a wide range of factors, including experience, skill sets, training, licensure, and other business and organizational needs. Additionally, well-qualified candidates may receive incentives outside of base pay, including an annual performance bonus. All offers will include competitive benefits, including healthcare and a 401k plan and company match. This salary range only applies to applicants based in New York. Applicants in different locations may have a higher or lower salary range. Cision is committed to fostering an inclusive environment where all employees can be their authentic selves and perform at their best. We believe diversity, equity, and inclusion are vital to driving our culture, sparking innovation and achieving long-term success. Cision is proud to have joined more than 600 companies in signing the CEO Action for Diversity & Inclusion pledge and named a "Top Diversity Employer" for 2021 by Cision is proud to be an equal opportunity employer, seeking to create a welcoming and diverse environment. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, gender identity or expression, sexual orientation, national origin, genetics, disability, age, veteran status, or other protected statuses. Cision is committed to the full inclusion of all qualified individuals. In keeping with our commitment, Cision will take the steps to assure that people with disabilities are provided reasonable accommodations. Accordingly, if reasonable accommodation is required to fully participate in the job application or interview process, to perform the essential functions of the position, and/or to receive all other benefits and privileges of employment, please contact .

Stuart is a sustainable last-mile logistics company that connects retailers and e-merchants to a fleet of geolocalised couriers across several countries in Europe. What will I be doing? Working closely with the CEO and Executive team to implement and execute a seamless People Strategy and OKRs, supporting the employee lifecycle and a great employee experience at Stuart. The go-to expert for the creation, implementation, maintenance and alteration of workforce planning and organizational design. Building and maintaining good working relationships with members of the Work Councils in France and Spain; attending council meetings where required to present on change management processes or people strategy that will impact the business. Fostering an excellent working relationship with the Legal stakeholder group on matters related to high-risk employee relation matters and change management processes. Accountable and responsible for the COE's of Talent Acquisition, HR Operations, Learning and Development, Reward, Payroll and Workplace within the People team function. Working with the COE's of the People function to ensure key large-scale HR projects are delivered to a degree of high excellence. Sole responsibility for some key projects / HR work streams associated with business initiatives. Creation of robust processes and procedures across the operating countries, working with the COE's of the People Function to ensure these meet the needs of the business and deliver high impact. Ability to implement agile practices, utilizing data in an innovative manner in order to create positive changes to the business. What do we need from you? Previous experience working in a fast-paced environment ideally TECH based. Experience of managing and mentoring HR professionals/ People Leadership team across different European countries. High level of senior HR Generalist experience and comfortable with working across a broad HR spectrum. Suitably qualified in human resources, business administration, or a related field. General employment law knowledge of France, UK, Spain as well as the ability to apply new knowledge to working practices and ER related scenarios. Working knowledge of employment law in Italy and Poland is a plus. People Champion - someone who is people-oriented with a high level of empathy, really passionate about fostering an inclusive culture within Stuart and celebrating our individuality within teams. Comfortable with working in an ambiguous environment- open to change & adaptation, flexible. Ability to influence and negotiate with the senior management team, including that of the C suite with a commercial mindset. Fluency in English & French. The stuff you wanna know Work in an international, dynamic, and passionate environment with a company culture focused on learning and development Ticket Restaurant by Swile (€13 daily with 60% paid by the company) Stuart Academy, offering a wide range of upskilling and development opportunities Stuart is putting Mental Health Awareness first! Wellness Allowance (€40 monthly) to use in any gym or sport class Private healthcare provided by Alan At Stuart, we believe that employees today want to evolve in collaborative, high-growth environments where they can demonstrate their abilities and thrive both professionally and personally. We are convinced that employees need to find alignment between their inner values and their company's culture and mission to unlock their full potential. We work to create a culture of empowerment, continuous learning and growth where everyone can bring expertise, own projects and easily measure their impact. Stuart is proud to be an equal opportunity workplace dedicated to promoting diversity. We don't discriminate on the basis of race, religion, colour, national origin, gender, sexual orientation, age, marital status or disability status. Please note: Our Talent Acquisition Team is international coming from across the world. We kindly ask you to please submit your CV and application in English so that it can be reviewed correctly (unless the job posting is in a language other than English). Thank you. Want to learn more about us? Visit

We are searching for a well-rounded HR professional to lead its growth in the US/MEX market. As the world's leading producer of home appliances and B2B solutions, Miele is embarking upon an ambitious expansion plan into the US/MX market, where it is set to become the leader in the premium household kitchen appliance sector and the most desirable brand in its segment. The Director of HR drives and implements comprehensive strategies for talent acquisition, employee experience, professional development, and retention. This role will oversee the full range of human resources functions and develop strategies while implementing programs that inspire, motivate and support our employees. Key Responsibilities: Lead all people experience programs in areas such as benefits, compensation, performance management, diversity and inclusion. Work closely with the global HR community in projects and implement global HR strategies and policies in the market. Manage, coach, and develop direct reports as well as provide daily leadership for the HR team. Evolve our employee experience by optimizing internal events, onboarding, communication, feedback mechanisms, and employee interactions. Support our employees with excellent benefits, strong performance & compensation philosophy and empathetic engagement. Implement and iterate on HR systems and processes to support a rapidly growing workforce. Ensure compliance with employment, benefits, insurance, safety, and other laws, regulations, and requirements. Maintain knowledge of laws, regulations, and best practices in employment law, human resources, and talent management. Qualifications: Bachelor's degree in Human Resources or relevant field. Min 10-years of experience in Human Resources with at least 5 years of senior managerial experience in a large sized sales subsidiary with international cooperation. Deep knowledge of legal HR compliance matters. High emotional intelligence with the ability to navigate and discuss sensitive or challenging topics. Proven ability to work effectively with a wide range of stakeholders to identify and resolve people-related issues. Strategic understanding of matters such as employee happiness, performance, hiring, culture transformation, organizational development, and well-being. Why you might like working here: You love autonomy and the accountability for results. You like working for a family-run company, market leader in the premium domestic appliance sector. You like working for a company that believes in the aspiration to do it forever better and to be forever better. A competitive compensation package. 100% covered Life and long-term disability insurance. Wellness discounts on medical premiums. 401k with company match. Generous Employee Purchase program. Wellness and volunteer Programs. Engaging Employee Activities. About Miele: What does it take for a family-run company to become world market leader in the premium domestic appliance and commercial machine segment? It takes more than offering average products, run-of-the-mill service or short-sighted actions. It also requires the aspiration to do it forever better and to be forever better. This stance accounts for a good working environment at Miele and the success of our products. Our colleagues can rest assured that those who live up to our standards of quality and professionalism grow personally and professionally. No matter if they are at entry levels or managers. Miele asks a lot of its employees. They are expected to develop and manufacture worldwide market premium products that are "Immer Besser". In return, they receive the most valuable thing Miele can give them: that they themselves become "Immer Besser" - in all of their professional and personal abilities. "Immer Besser" is therefore an entrepreneurial success principle from which customers and employees benefit in equal measure. We call this principle "MAKE IT BETTER. BE BETTER". Miele is an Equal Opportunity Employer and supports and enforces a drug-free workplace. EOE/AA:M/F/D/V

Founded in 1946, the Middle East Institute is the oldest Washington-based institution dedicated solely to the study of the Middle East. It is a non-partisan think tank providing expert policy analysis, educational and professional development services, and a hub for engaging with the region's arts and culture. Position Title: Human Resources Director Reports to: Vice President of Finance and Administration Status: Full-Time, Exempt Location: On-Site Washington, DC Salary Range: $100,000-$120,000 Position Overview: The HR Director plays a pivotal role in driving MEI's people and culture initiatives, shaping our employee experience, and fostering a vibrant and high-performing work environment. This hands-on position oversees the execution of HR initiatives aligned with our strategic priorities and managing the full spectrum of human resources functions. This includes the employee life cycle, talent acquisition, performance management, regulatory compliance, organizational culture, training and development, and compensation and benefits. With a focus on compliance and operational excellence, the HR Director will maintain current knowledge of HR best practices, policies, and legal regulations (e.g., FMLA, ADA, EEO, etc). This role collaborates closely with MEI's leadership to continually enhance the Institute's people operations and provides expert guidance on HR-related matters. The ideal candidate is an experienced human resource professional proficient in implementing performance improvement solutions, a skilled communicator, and passionate about optimizing people operations. They excel in designing proactive systems tailored to streamline workflows within dynamic and fast-paced environments. This position reports to the Vice President of Finance and Admin with one direct report to be hired. This position is part of the Finance and Administration team. Responsibilities: Direct MEI's talent acquisition strategy to attract top talent and implement comprehensive onboarding programs to ensure new team members are effectively integrated into MEI. Oversee the development and implementation of sound policies and procedures, ensuring MEI is a leader in best-in-class HR practices and compliance with all applicable regulations. Lead talent management initiatives, including employee relations, organizational and performance management, and employee learning. Serve as benefits administrator, including leading open enrollment and ensuring effective communication and rollout of benefit programs. Champion organizational policies and manage organizational development efforts, including leading professional development and leadership training initiatives. In partnership with the Leadership Team, establish performance management frameworks and succession planning tools to identify and develop high-potential talent. Launch and oversee performance evaluation and management processes and ensure continuous improvement, including guiding managers on the development of performance standards and evaluation. Drive continuous improvement in employee onboarding and offboarding processes to ensure smooth transitions across the organization. Maintain accurate and confidential employee records in compliance with legal requirements, and conduct regular audits to ensure HR practices comply with regulations and organizational policies. Foster a positive and inclusive work environment and expertly handle complex employee relations matters with professionalism. Establish regular feedback systems, including stay interviews and focus groups, to gauge employee morale and address concerns. Utilizing data, keep leadership informed of key metrics and insights into employee engagement, performance, and retention. Drive all human resources initiatives and perform other duties as assigned or required. Qualifications: Bachelors or Masters degree in Human Resources, Business Administration, or related field. 5 - 7 years of HR experience, with a focus on employee relations, recruitment, and compliance. Professional HR certification (e.g., SHRM-CP, SPHR) is preferred but not necessary. Proven ability to cultivate a culture of efficiency and excellence. Demonstrated success in senior HR roles - HR Director or similar. People-oriented and results-driven with a record of effectively leading organizational change and executing strategic initiatives. Excellent communication, organizational, and interpersonal skills. Proficiency working with HRIS, Google Workspace, Adobe Sign, and Microsoft Office Suite. Ability to build and effectively manage effective interpersonal relationships at all levels of the organization. Strong knowledge of labor law and HR best practices. Passion for optimizing organizational structures and enhancing human interactions to prompt positive employee experience. Experience as a trained facilitator is a plus. What we offer: Comprehensive benefits include the option of 100% employer-paid coverage for self and family. Retirement Savings Plan contribution of 7.5% of the first $25,000 annual salary and 6% of annual salary after. Generous Paid Time Off (PTO) and Leave plans, including paid parental leave. Employee Wellness Plans, including EAP and partnerships with Noom and Unwinding Meditation Apps. Access to The Oman Library and Middle East Journal, and select MEI events.